• Korean Journal of Social Welfare Studies
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• no.37
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• pp.267-294
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• 2008

Social workers experience various work commitment forms in the field practice. This study tries to find the discriminant validity of job, organizational, career, and relationship commitments among these work commitment forms. This study also tries to find the interrelationship among these commitment forms and the relationship of each of four commitment forms with the withdrawal intention, which is represented by turnover intention and career change intention. For this purpose, a survey of 417 social workers working for community welfare centers in Busan and Gyeongnam was conducted and the data was analyzed. The results of this study showed that the work commitment forms have discriminant validity. The analysis of interrelationship between commitment forms using SEM revealed that the more a social worker commits to his or her job, the more he/she commits to his/her job and the relationship with the client. In addition, job and organizational and career commitments affect turnover intention while career and relationship commitments affect career change intention. Therefore, to improve organizational management, it is necessary to understand diverse forms of work commitment as well as organizational commitment. And differentiated management strategies are needed to increase either each commitment form or various commitment forms at the same time.

• Journal of the Korean Society for information Management
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• v.15 no.2
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• pp.119-136
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• 1998

The objective of this study is to evaluate the organizational effectiveness of uniersity libraries in Korea. This study models emphasized the situational factors, fundamental factors and types of organiz tional effectiveness. environment, technology, size, strategy, and power were taken as situational factors of organizational structure ; fundamental factors were complexity, formalization, and centralization ; organizational structures were diveded into simple organization, functional organization, departmental organization, subject divisional organization(I), (II). Efficiency, flexibility, information service and satisfaction were taken as effectiveness factors and satisfaction was subdivided into organizational commitment and job satisfaction. In this study, situational factors, fundamental factors and types of organizational structures influence one another, ultimately affect the level of organizational effectiveness. Organizational effectiveness represents no organization of high organizational effectiveness on all levels.

• Korean Journal of Social Welfare Studies
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• v.41 no.4
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• pp.313-343
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• 2010

The aim of this study is to examine the factors influencing network centrality on women's welfare organizations, and to investigate how the level of network centrality influence the effectiveness of the organization. To achieve this goal, this study conducted a survey on women's welfare organizations in Seoul from March to June, 2009. Network analysis method was used to get each organization's network centrality value. Also, through the Structural Equation Modelling, organizational characteristics predicting network centrality and effect of network centrality on organizational effectiveness. The main results are as follows. First, the significant affecting factors were different between three types of centralities with regards to the type of organization, recognition of resource dependency, attitude of top manager, and established year. Second, the common factors affecting three network centralities were the number of informal ties, accepting feminism as the main organizational philosophy, and the number of qualified staffs. Third, only closeness centrality positively predicted the level of organizational effectiveness among three types of centralities. The faster the organization reaches to other organizations in a network, the organizational effectiveness becomes higher, which means high closeness centrality is more important factor than high degree centrality or high betweenness centrality to increase organizational effectiveness. This result shows social welfare organization should consider changing inter-organizational network strategy from quantity-focused to quality-focused.

• Korean Journal of Cognitive Science
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• v.7 no.1
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• pp.85-103
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• 1996

In this paper,the existence between the difference of the organization culture and th organizational performance is studied. Many previous studies verified the relationship between the two. The Korean Company survey is based on Rousseau's orgnization culture style,and is analyzed using the statistical package. Rousseau's culture style is composed of three components :consturctive style, passive/defensive style,and aggressive/defensive style. The characteristics of each orgnizational analusis are examined. The elements of the constructive style represent positive values on attitude varriables which are selected as the organizational performence variables. The elements of the passive/defensive style represent neagtive values of the attitude variables. Thus,they have an inverse relationship with this culture style. However,the aggressive/ defensive culture's results represent the weak positive relationship compared with the passive/defensive style. For the improvement of the organizational performance,the orgnzational culture has to develop the constructive style and it is better to minimize the defensive style.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2002.05a
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• pp.520-523
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• 2002

지식 경영 시스템(KMS)이 기업 내 지적 자산의 관리 및 가치 재창출을 위한 새로운 조직 운영방식으로 인정됨에 따라, 어떠한 구조와 기준으로 조직에 적합한 기능을 선택하여 구성하는가에 대한 문제가 중요해지고 있다. 본 연구에서는 먼저 기존상용 KMS에 대한 유형을 분류하고, 기능을 추출하여 일반적인 KMS의 기능 리스트를 작성하였다. 이를 바탕으로 기존의 시스템에 대한 기능적인 특성을 비교 분석하였다.

• Proceedings of the Korea Contents Association Conference
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• 2013.05a
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• pp.419-420
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• 2013

본 연구는 장애인보호작업시설의 조직특성과 조직몰입 유형에 대한 사례연구를 통하여 장애인보호작업시설 직원의 조직몰입에 미치는 영향을 분석하여 바람직한 조직문화를 구축하기 위한 방안을 제시하고자 한다.

• Journal of the Korea Institute of Building Construction
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• v.18 no.2
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• pp.177-183
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• 2018

The communication issue in the building construction site organization effects on the job stress of the field mangers, because the field managers are working with various members in the construction site organization. Therefore, the purpose of this study is to investigate the effect of opponents' communication styles on job stress of the building construction field managers. As a result of this study, it was found that the job stress felt by the building construction field managers was differed according to the opponents' communication styles. In special, when the communication style of the opponents of construction field managers was an emotive style or a director style, job stress was higher. However it was a supportive style or a reflective style, job stress was lower. The results of this study are expected to help to build the site organizational management system to improve the performance of construction work in the building construction projects.

• Fire Science and Engineering
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• v.28 no.4
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• pp.73-80
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• 2014

This study aims to determine dominant leadership styles of the U.S. volunteer fire department and analyzes relationship between leadership styles of a fire chiefs and organizational outcome. This study reviewed 205 volunteer fire fighters in Oklahoma State which is located in middle and southern part of the U.S. As research results, it turned out that the most common leadership type of volunteer fire chiefs is transformational leadership. The second most common leadership type is transactional leadership. Laissez-faire leadership was the least common leadership type. This study analyzed that transformational leadership and transactional leadership have positive relationship with organizational outcome. In contrast, laissez-faire leadership has negative relationship with organizational outcome. Also, it turned out that the volunteer fire fighters evaluate that transformational and transactional leadership decrease as working years of current volunteer fire chiefs increase.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.3
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• pp.165-174
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• 2017

The purpose of this study was to investigate the effect of three sub-factors of family resilience on family strength as perceived by university students. The subjects were 409 university students in G area. This study investigated the perception level of family resilience and family strength, the difference in the family strength between the resilient group and non-resilient group and the effect of family resilience on family strength. The study results were as follows: First, the students' perceptions of family resilience and family strength were moderately high. Second, the students with positive perceptions of all three family resilience sub-factors (resilient group) also had a higher perceived family strength than the non-resilient group. Third, gender was found to have an influence on family strength, with the male students having a higher perceived family strength. All three sub-factors of family resilience were statistically significant and the belief system and organizational pattern had a strong influence on the family strength. In particular, the belief system was the most powerful factor affecting the family strength. The role clarity, family cohesion and family resource of the family organizational pattern were significant factors. Moreover, collaborative problem solving and open emotional communication also had a significant influence on family strength.

• Management & Information Systems Review
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• v.35 no.4
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• pp.57-77
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• 2016

The purpose of this study is to analyzing the DISC behavioral styles of deluxe hotel employees, that Dominance(D), Influence(I), Steadiness(S), Consciousness(C) on the organizational culture and the organizational effectiveness of the hotel employees and is to presenting the influence of DISC behavioral patterns on the organizational culture and the organizational effectiveness. To accomplish the aim, the study conducted literature investigations and positive analysis. The results were as in the followings. Employees with a dominant and influencing behavior style adapt themselves to innovative culture and collusive culture. also, organizational commitment and job satisfaction were affected by dominant and influencing behavioral employees. and employees with a steady style adapt themselves to rationality culture. so, organizational commitment and job satisfaction were affected by steady style. furthermore, the result shows that it can be reduced turnover rate when the conscious behavioral employees adapt to the collusive culture. Customer's needs and wants are changed fastly. In addition, there is a keen competition between a five-star hotel. Because the number of five-star hotel are increased. Lastly I suggest that the DISC behavioral style is using at recruit.