• The Journal of the Korea Contents Association
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• v.11 no.11
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• pp.457-471
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• 2011

This study investigates effect of perceived organizational support which recognized by hotel convention employee on empowerment and organizational commitment from a social exchange relationship point of view. The major findings of this study were follows. First, the result of verification, effect of perceived organizational support which recognized by hotel convention employee, the hypothesis 1-1 and the hypothesis 1-2, operational support, the operational support had no significant effect on meaning, competence factor and effective factor. on the other hand the result of verification the hypothesis 1-3 and the hypothesis 1-4, the emotional support was found to have significantly positive effect on meaning, competence factor and effective factor. furthermore, by analysing the hypothesis 2, which states that the impact of empowerment on organizational commitment, the meaning, competence factor and effective factor as subset of empowerment had significantly positive effect on organizational commitment. finally by analysing the hypothesis 3, the operational support was found to have positive effect on organizational commitment, but emotional support had no significant effect on organizational commitment.

• Proceedings of the Korean Society of Computer Information Conference
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• 2023.01a
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• pp.191-193
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• 2023

본 연구에서는 사회복지시설에 근무하고 있는 사회복지사의 직무만족도에 영향을 미치는 개인적 요인과 조직요인의 주요변수를 검증하여 사회복지사의 직무만족도를 높일 수 있는 정책적, 실천적 방안을 모색하기 위해 진행되었다. 분석자료는 2017년 사회복지 종사자의 보수수준 및 근로여건 실태조사 패널데이터 중 사회복지사 자격증을 갖고 근무하고 있는 사회복지사 8,075명을 분석에 사용하였다. 분석결과, 첫째, 사회복지사의 직무만족도는 보통이상(3.40점)이었다. 둘째, 사회복지사의 직무만족도에 영향을 미치는 개인적 요인으로 성별, 연령대, 결혼지위, 이직의도로 나타났고, 조직요인으로 총 보수액, 노동강도 대비 보수수준, 인권보장정도, 시설안전도, 시설유형 변인이 유의미한 영향을 미치는 것으로 분석되었다.

• Journal of Convergence for Information Technology
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• v.7 no.3
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• pp.117-125
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• 2017

This study empirically analyzed the influence of communication and social support on the organizational immersion of salespeople in cosmetic brand shops in Seoul. Communication and social support were set as independent variables as factors affecting organizational immersion. Communication variables were subordinate variables such as formal communication, communication with supervisor, and communication with colleagues. Sub-variables of social support factors were set as support of superiors and support of colleagues. As a result of the analysis, communication factors such as formal communication, communication with supervisor, communication with colleagues were analyzed as the significant influencing factors on the organizational immersion of workers. The support of supervisor was analyzed as the significant factors influencing the organizational immersion of workers. However, support of colleagues was analyzed as a factor that did not affect the organizational immersion of workers.

• Journal of the Korean Society of Food Science and Nutrition
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• v.39 no.12
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• pp.1880-1892
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• 2010

The purposes of this study were to: a) provide evidence concerning the effects of emotional intelligence on job outcomes, b) examine the impacts of emotional intelligence on employee-related variables such as 'job satisfaction', 'organizational commitment', 'organizational performance', and 'turnover intention' c) identify the conceptual framework underlying emotional intelligence. A survey was conducted to collect data from foodservice managers (N=231). Statistical analyses were completed using SPSS Win (16.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, cluster analysis and AMOS (16.0) for confirmatory factor analysis and structural equation modeling. The concept of emotional intelligence (EI) has been on the radar screens of many leaders and managers over the last several decades. The emotional intelligence is generally accepted to be a combination of emotional and interpersonal competencies that influence behavior, thinking and interaction with others. The main results of this study were as follows. The four EI (Emotional Intelligence) dimensions correlated significantly with age. The means of job satisfaction score were above the midpoint (3.04 point) scale. The organizational commitment score was above the midpoint (3.41 point) scale and was higher at 'loyalty' factor than 'commitment' factor. The means of organizational performance score were above the midpoint (3.34) scale. The correlations among the four EI (emotional intelligence) factors were significant with job satisfaction; organizational commitment, organizational performance and turnover intention. The test of hypothesis using structural equation modeling found that emotional intelligence produced positive effects on job attitude and job performance. Emotional intelligence enhanced organizational commitment, and in turn, managers' attitude produced positive effects on organizational performance; emotional intelligence also had a direct impact on organizational performance. This study has identified the effect of emotional intelligence on organizational performance and attitudes toward one's job.

• The Korean Nurse
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• v.20 no.2 s.110
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• pp.52-54
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• 1981

효과적인 조직기능에 영향을 미치는 요인은 구조적요인, 인적요인, 경제적 및 외적요인 등이 있겠으나 본 논제에서는 인적요인에 초점을 두어, 가장 보편적이면서 또 재인식이 필요하다고 보는 Leadership, Communication and Group Process 그리고 Motivation and Job Satisfaction에 관하여 Sandra Stone 외 4명이 공동 집필한 ''Management for Nurses''를 중심으로 다루어 보았다.

• Nuclear industry
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• v.23 no.6 s.244
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• pp.48-56
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• 2003

본 연구의 목표는 원전의 안전성 확보에 기여할 수 있는 조직 및 인적 요인의 평가에 대한 시스템 다이나믹스(System Dynamics) 모델을 만드는데 있다. 기존의 연구는 크게 인간 공학 혹은 확률론적 안전성 평가와 같은 공학적 방법과 조직 사회학적 접근으로 구분할 수 있다. 양 방법은 조직 및 인적 요인이 무엇인지를 밝혀주고 인적 실수를 줄이기 위한 지침을 제공해 준다. 그러나 인자들간의 상호 독립성의 가정은 원전에서 일어나고 있는 요인들간의 상호 작용을 설명하는데 어려움을 지닌다. 이러한 제약 사항을 극복하기 위해서 조직 및 인적 요인 사이의 인과 관계를 보여줄 수 있는 시스템 다이나믹스 모델을 개발하였다. 개발된 모델을 통하여 리더십, 직원 수의 조정, 각 부서별 업무량의 조정 등을 조작하면서 모델의 사용자들은 조직 측면에서 원전의 안전성이 어떻게 변화하는가를 확인할 수 있다. 시뮬레이션을 통해서 사용자들은 관리적인 시사점을 얻을 수 있을 것이다.

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.448-457
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• 2011

The purpose of this research investigates the relationship among followership, organizational cynicism, and organizational citizenship behavior in Hotel employee. The data are analyzed by such frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, covariance structure analysis. The SPSS 10.1 and AMOS 4.0 for Windows program was used to investigate material. The major finding and implication can be summarized as follow: First, the analysis on relationship between followership and organizational cynicism revealed that critical thinking and active participation dimensions of but enthusiasm dimension of followership has not affected organizational citizenship behavior. Second, the analysis on relationship between organizational cynicism and organizational citizenship behavior revealed that organizational cynicism affects organizational citizenship behavior.

• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.10-22
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• 2019

The objective of this study is to analyze the relationships among manager' positive leadership, organizational member's organizational commitment and job performance. The questionnaire was performed for organizational members 387 in Seoul and metropolitan area. The collected data was analyzed by structural equation model and Sobel test. As a result of analysis, positive leadership factors such as positive climate, positive relationships, positive communication and positive meaning showed a statistically significant positive effects on the organizational member's organizational commitment. The organizational member's organizational commitment also showed a statistically significant positive effects on the job performance in company. The positive leadership factors such as positive climate, positive relationships, positive communication and positive meaning showed a no statistically significant effects on the organizational member's organizational commitment. But, they showed a statistically significant effects on job performance in indirect manner with the mediating effect of the organizational commitment. It is worthwhile that in this study, the effect of positive leadership of manage on the organizational member's organizational commitment and job performance was verified, and then, it is meaningful to present the role and importance of manager' positive leadership.

• 한국IT서비스학회:학술대회논문집
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• 2003.05a
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• pp.531-538
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• 2003

정보기술의 발전과 더불어 경쟁적인 비즈니스 환경에서 살아남기 위해서 소비자가 원하는 정보시스템을 일정 내에 그리고 한정된 예산 내에서 개발해야 하지만 소프트웨어 개발생산성의 정체로, 소프트웨어 재사용의 필요성이 높아지고 있다. 이에 S/W 재사용이 성공적으로 조직에 정착하기 위한 비 기술적인 요인들을 살펴봄으로써 소프트웨어 개발 생산성과 품질의 향상에 기여하고자 한다. 본 연구에서는 개인적요인, 조직 및 관리적 요인, 환경적 요인 등의 비기술적 요인이 소프트웨어 재사용 비율에 미치는 영향을 일차적으로 분석하고, 소프트웨어 재사용 효과와의 관계를 파악하였다. 연구결과 경험지식과 조직문화가 재사용율에 미치는 영향이 큰 것으로 나타났으며, 일부 요소들은 영향의 정도가 약한 것으로 나타났다. 향후 연구에서 보다 체계적인 연구모형에 의한 심층 분석 연구가 필요할 것이다.

• Journal of Intelligence and Information Systems
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• v.29 no.1
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• pp.327-351
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• 2023

This paper aims to derive success factors that successfully lead an artificial intelligence (AI) project and prioritize importance. To this end, we first reviewed prior related studies to select success factors and finally derived 17 factors through expert interviews. Then, we developed a hierarchical model based on the TOE framework. With a hierarchical model, a survey was conducted on experts from AI-using companies and experts from supplier companies that support AI advice and technologies, platforms, and applications and analyzed using AHP methods. As a result of the analysis, organizational and technical factors are more important than environmental factors, but organizational factors are a little more critical. Among the organizational factors, strategic/clear business needs, AI implementation/utilization capabilities, and collaboration/communication between departments were the most important. Among the technical factors, sufficient amount and quality of data for AI learning were derived as the most important factors, followed by IT infrastructure/compatibility. Regarding environmental factors, customer preparation and support for the direct use of AI were essential. Looking at the importance of each 17 individual factors, data availability and quality (0.2245) were the most important, followed by strategy/clear business needs (0.1076) and customer readiness/support (0.0763). These results can guide successful implementation and development for companies considering or implementing AI adoption, service providers supporting AI adoption, and government policymakers seeking to foster the AI industry. In addition, they are expected to contribute to researchers who aim to study AI success models.