• Journal of Navigation and Port Research
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• v.37 no.4
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• pp.429-438
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• 2013

This study set up research models and hypothesis in order to analyze those factors assuming that swift trust affects group cohesiveness, group cohesiveness affects organizational civil activities and organizational effectiveness (job satisfaction and organizational commitment) and at the same time plays as a medium for the swift trust, organizational civil activities and organizational effectiveness. Based upon these finding, variables in the ship unit are analyzed through surveys. This shows that the swift trust has statistically a meaningful and beneficial impact on group cohesiveness which has statistically a meaningful and beneficial impact on organizational civil activities and organization effectiveness. In terms of effects of crew members' the swift trust on organizational civil activities, organizational commitment, and job satisfaction, group cohesiveness has a partial medicated effect.. This paper has its significance in practically proving that the established swift trust of crew members increase group cohesiveness, the heightened group cohesiveness results in the changes of behaviors and attitudes of crew members in the seagoing vessel.

• Proceedings of the KAIS Fall Conference
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• 2011.05b
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• pp.1021-1023
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• 2011

이 연구는 체육행정가의 서번트 리더십이 구성원의 직무만족과 조직시민행동에 미치는 영향을 실증적으로 분석하여 이를 바탕으로 체육행정조직의 효율적인 운영방법을 제시하기 위해 수행되었다. 체육 행정가의 서번트 리더십이 구성원의 직무만족과 조직시민행동에 미치는 영향을 알아보기 위해 구조방정식 모델을 분석한 결과 수정 전보다 더 양호한 수준을 보였다. 그리고 경로분석 결과 서번트 리더십은 직무만족에 통계적으로 유의한 영향을 미치는 것으로 나타났으며, 서번트 리더십은 조직시민행동에도 통계적으로 유의한 영향을 미치는 것으로 나타났다. 또한 직무만족은 조직시민행동에 통계적으로 유의한 영향을 미치는 것으로 나타났다.

• Journal of Digital Convergence
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• v.13 no.10
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• pp.165-170
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• 2015

This study attempted to investigate an efficient human resources management plan by enhancing organizational performance and reducing the factors which influence turnover intention after analyzing the effects of job burnout on organizational effectiveness and turnover intention. To test a research model, after explaining the purpose of the study to them at work, data were obtained through a standardized questionnaire survey. To figure out the effects of job burnout on organizational effectiveness and turnover intention, causality was analyzed using the Structural Equation Model (SEM). According to hypothesis testing, a total of five hypotheses were chosen, and the following results were obtained: Job burnout had a significant effect on organizational commitment (-0.456), job satisfaction (-0.488) and turnover intention (0.501). In terms of relations between organizational effectiveness and turnover intention, organizational commitment (-0.350) and job satisfaction (-0.199) decreased turnover intention. Therefore, it is important to discover and analyze these obstacles which hinder employees from being absorbed in their work with attachment.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.438-444
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• 2016

Previous findings on Social Loafing indicated that Social Loafing explained the organizational commitment, that the lower level of Social Loafing they had, the higher performance they would have, and that it is a useful index for effectiveness of the organization. This study explored the Police Organizational culture & Organizational Commitment on Social Loafing. The Police officers' Police Officer's Organizational culture & Organizational Commitment and Social Loafing has been measured, and then how Organizational culture & Organizational Commitment affects Police Officer's Social Loafing has been examined. The study results may be used as a theoretical basis to assert the need of Organizational culture & Organizational Commitment to decrease the Police Officer's Social Loafing. Independent variable is Police Officer's Social Loafing and Dependent variable is comprises 2 categories; Police Organizational culture(The group culture, The hierarchical culture, The developmental culture, The rational culture), & the Organizational Commitment(Affective Commitment, Continuance Commitment, Normative Commitment). The result of analysis showed that The group culture & Normative Commitment influenced in Social Loafing(positive), and The Rational culture, Affective Commitment, & Continuance Commitment in Social Loafing(negative).

• Journal of Venture Innovation
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• v.6 no.2
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• pp.83-99
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• 2023

The purpose of this study is to research the impact of the organizational culture of large construction companies on emotional commitment through organizational trust targeting the headquarters and field workers of domestics. Applied the significance sampling method, and the number of samples used in the final analysis was 201, and statistical analysis used the SPSS 20.0 program for the input data processing. As a result of the analysis, first, in the group of the sub-factors of organizational culture recognized by members of large construction companies, rational culture, development culture, and consensus culture had a significant positive (+) effect on emotional commitment, but hierarchical culture was not significant. Second, development culture, consensus culture, and hierarchical culture were found a significant positive (+) effect on organizational trust, but rational culture was not found to be significant. Third, organizational trust was found a significant positive (+) effect on emotional commitment. Fourth, organizational trust has been shown to mediate the relationship between organizational culture and emotional commitment. This suggests that organizational culture that aiming flexibility & change value rather than stability & control value for organizational members can have a positive effect on emotional commitment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.3
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• pp.1115-1125
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• 2010

This study is to examine how POS(perceived organization support) would affect trust in her/his superior and organization, organization commitment and customer orientation. The effect of demographic variables differences on independent and dependent variables was examined. Data for this study was collected by questionnaire from a sample of 277 employees of 9 hospitals in Korea. The findings show that POS is significantly influence trust in her/his superior and organization, organization commitment, and customer orientation. Variables like gender and type of employment have a significant difference. However there is no difference in the type of occupation.

• Proceedings of the Korea Contents Association Conference
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• 2006.05a
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• pp.103-108
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• 2006

The purpose of this paper is to study of improve the organizational performance and survival with the changes of the circumstances or in pursuit of improving the organizational effectiveness through the learning organization, the organizational culture was inspected with the condition precedent of the learning organization. The result of this empirical study is summarized as followings. First, The learning organization has a positive effect on the organizational effectiveness. The knowledge and experience accumulated by the learning organization improve the official satisfaction. Second, in the organizational culture of the learning organization, developmental and rational culture has positive effect on the learning organization, but hierarchical and group culture has no effect on the learning organization. Therefore, To establish the learning organization through the organizational learning, all managers realize the importance of developmental and rational culture because the organizational effectiveness is significant when the organization change is new.

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.370-377
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• 2015

Organizational trust (OT) plays a substantial role to attain competitive advantages. It is an effective way to enhance organizational effectiveness. OT makes employees to have a positive emotion toward a firm, also it contributes employees to bring a spontaneous behavior. The purpose of this study is to investigate the relationships among OT, organizational commitment (OC), and organizational citizenship behavior (OCB) theoretically and empirically. A total of 228 cases in 15 Chinese companies are used for empirical analysis. The results show that OT has a positive effect on OC and OCB. It is suggested that OT is an important variable to improve emotional and continuance commitment. Also the results reveal that OCB is a meaningful dependent factor that is affected by OC.

• Management & Information Systems Review
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• v.28 no.4
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• pp.131-154
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• 2009

In this study, an analysis has been conducted as to; (i) what factors affect organizational members trust in leader (ii) how does members trust in leader affect the variable of organizational performance in an organization. In order to attain the objective of this study, a model was established and also the hypothesis was verified on the basis of preceding studies. The findings of this study could be summarized as follows: 1. Servant leadership which is considered as preceding factors affecting trust in leader, were found to have a positive relation with trust in leader. 2. In connection with the role of trust, its mediator effect between its preceding factor and outcome variables was verified. As a result of the analysis, it was verified that servant leadership and trust in leader affected outcome variables not only directly but also indirectly through trust. 3. As a result of analyzing the effect that the trust in leader has on outcome variables, the trust in leader was found to have a positively significant effect on organizational citizenship behavior, organizational commitment and job satisfaction.

• Korean Journal of Social Welfare
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• v.64 no.3
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• pp.101-126
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• 2012

The purpose of this study was to examine the influence of person-job fit on organizational deviance and mediating effects of job satisfaction and organizational commitment(affective commitment and continuance commitment) on this relationship. Data were collected from 533 employees who were working in social welfare organizations by questionnaires. The result indicated that there were significantly positive relationships between person-job fit and job satisfaction or organizational commitment(affective commitment and continuance commitment). Also, there were significantly positive relationships between job satisfaction and affective commitment or continuance commitment. In addition, job satisfaction and affective commitment were negatively related to organizational deviance, and job satisfaction is more strongly related to organizational deviance than affective commitment. It was found that job satisfaction partially mediated the relationship between person-job fit and organizational commitment(affective commitment and continuance commitment) and affective commitment partially mediated the relationship between job satisfaction and organizational deviance. It was found that the person-job fit indirectly impacts organizational deviance though job satisfaction and affective commitment. Based on these results, the implication of this study and future research tasks were discussed.