• Title/Summary/Keyword: 조직 유효성

Search Result 459, Processing Time 0.026 seconds

A Study on the Effect of High Performance Work System on Organizational Effectiveness - Focusing on the regulating role of HR management effectiveness - (고성과 작업시스템이 조직유효성에 미치는 영향에 관한 연구 - 인사관리 효과성의 조절역할을 중심으로 -)

  • Kim, Moon-Jun
    • Management & Information Systems Review
    • /
    • v.38 no.2
    • /
    • pp.139-163
    • /
    • 2019
  • The purpose of this study is to identify the influence of the high performance and the work system recognized by the organizational members participating in the NCS enterprise utilization consulting on the organizational effectiveness and the influence of the organizational performance. In order to achieve the purpose of this study, the research hypotheses were verified by applying multiple regression analysis and co-integration regression analysis on the 145 usable results from using the statistical program of SPSS 24.0. The results of this study are as follows. First, hypothesis 1, the analysis of positive(+) influence on organizational effectiveness on the characteristics of the system (selection system, evaluation and compensation, education and training opportunity, member participation system, job stability) was adopted due to its' positive(+) and significant relationship. Second, hypothesis 2, an analysis that the organizational effectiveness would have a positive impact on organizational performance was adopted due to its' proven work. However, its' effectiveness will need verification. Third, regression analysis was conducted to confirm the role of the hypothesis 3, personnel management effectiveness, between the high performance and the work system (selection system, evaluation/compensation, education/training opportunity, member participation system, job stability). As a result, Hypothesis 3 showed that the selection system (H3-1), evaluation and compensation(H3-2), education and career opportunities(H3-3), member participation system(H3-4), job stability(H3-4) showed that organizational effectiveness has a moderating role in HR effectiveness. The main implication of this study is that the positive and working system recognized by the organizational members has positive affects on organizational effectiveness and organizational performance. In order to enhance the substantiality management system through improvement of organizational performance, a regular implementation plan on a high-performance working system along with education & training system to improve organizational effectiveness is required so that the members of the organization could form a consensus. Second, as a result of confirming the moderating effects of HR management effectiveness, the moderating role of HR management system and organization effectiveness was verified positive. Therefore, this study shows that the part that verifies both organizational effectiveness and organizational performance through high-performance working system and the part that confirmed the role of control between high-performance work system and organizational effectiveness are the biggest difference from the previous research.

Relationships Among Demographic Characteristics, Leadership, Organizational Culture, Job Satisfaction and Organizational Commitment (인구통계학적 특성, 리더십 및 조직유효성간의 관계와 조직문화의 매개효과분석)

  • Jee, Kyoung-Yee;Kim, Jung-Won;Kwon, Jong-Wook
    • Management & Information Systems Review
    • /
    • v.31 no.1
    • /
    • pp.117-147
    • /
    • 2012
  • The role of middle managers in local administrative organizations is getting important in showing administrative capacity of public officials who are members, enhancing effectiveness and competitiveness of an organization. The main purpose of this paper is to investigate the effects of demographic characteristics as well as the mediating effects of organizational culture between leadership of middle managers and organizational effectiveness such as job satisfaction and organizational commitment using the sample from local administrative organizations of Kangwon province. Results of empirical study are summarized. In final suggestions, implications and some limitations of the present study are discussed as well.

  • PDF

Potential Effects of Organizational Fairness on Organizational Effectiveness: Based on Moderating Effects from the Collectivism Propensity of Construction Site Managers (조직공정성이 조직유효성에 미치는 영향: 건설현장 관리자의 집단주의 성향에 대한 조절효과를 중심으로)

  • Kim, Dae-Hyeon;Ha, Kyu-Soo
    • The Journal of the Korea Contents Association
    • /
    • v.9 no.12
    • /
    • pp.291-302
    • /
    • 2009
  • The purpose of this study was to determine potential moderating effects on organizational fairness and one's collectivism propensity as determinants of organizational effectiveness of construction site managers. In particular, this study sought to verify if site managers' collectivism propensity could have moderating effects on relationships between organizational fairness and organizational effectiveness, so that it could find out the importance of moderating effects on organizational fairness and site managers' collectivism propensity. In order to meet these goals, this study selected organizational fairness as a factor that affects organizational effectiveness. Organizational fairness can be divided broadly into distributive fairness and procedural fairness. And this study also selected organizational commitment and job satisfaction as variables of organizational effectiveness, which result from organizational fairness and collectivism propensity of site manager. Moreover, this study selected the collectivism propensity of site manager as a variable that moderates potential effects on organizational fairness and effectiveness. As a result, this study could come to the following findings in detail: First, it was found that organizational fairness had significant effects on organizational effectiveness, which was demonstrated in the result of relevant hypothesis test. Secondly, it was found that construction site managers' collectivism propensity had no moderating effect upon relationships between organizational fairness and effectiveness.

Burnout and Organizational Effectiveness among Police Officers (경찰관의 탈진감과 조직 유효성)

  • Sin, Sung-Won
    • Proceedings of the Korea Contents Association Conference
    • /
    • 2018.05a
    • /
    • pp.213-214
    • /
    • 2018
  • 이 연구에서는 경찰관의 탈진감과 조직 유효성의 관계에 대해서 살펴보았다. 독립변수인 탈진감은 이미 많은 선행연구 연구에서 높은 신뢰도와 타당도가 검증된 Maslach Burnout Inventory(MBI)를 활용하였다. 종속변수는 많은 연구에서 조직 유효성의 지표로 활용하는 직무만족과 직무몰입으로 구성하였으며, 독립변수와 종속변수 간 상관관계 분석 및 회귀 분석을 실시하였다.

  • PDF

Effect of Organizational Culture and Self-leadership on Organizational Effectiveness in Radio-technologist (방사선사의 조직문화와 셀프리더십 유형으로 본 조직유효성)

  • Lee, Hye-Nam;Lim, Cheong-Hwan
    • The Journal of the Korea Contents Association
    • /
    • v.13 no.8
    • /
    • pp.292-300
    • /
    • 2013
  • This study was to investigate the level of oragnizational culture and self-leadership on organizational effectiveness and the significant factors influencing organizational effectiveness in radio-technologists. The dominant organizational culture was innovation oriented culture. The mean score of self-readership score was 3.35 out of a maximum 5 points. organizational commitment was statistically significant with age, place of work, relational culture, hierarchial culture, self-goal establishmental leader ships. job satisfaction was statistically significant with marital status, realational culture, self reward leaderships, self-goal establismental lederships. these results suggest that further development should be continued to develop the effective self-readership and organizational culture to improve the organizational effectiveness of radio technologists.

A Study on the Influence of Factors of Corporate Culture for the Organizational Effectiveness in Merger Enterprise (합병기업의 기업문화 구성요소가 조직유효성에 미치는 영향)

  • Park, Kun-Suk;Kim, Jong-Lim;Nam, Ki-Eun
    • Land and Housing Review
    • /
    • v.1 no.1
    • /
    • pp.125-134
    • /
    • 2010
  • Integrating corporate culture in a merger enterprise is considered as one of the most important variables to decide M&A success. This study established a conceptional model according to the preceding study on integrating corporate culture and organizational effectiveness, and formulated a hypothesis on the interrelation between a seven factors of corporate culture proposed by Pascale & Athos and Peters & Waterman and organizational effectiveness. The result of applying multi-regression analysis to test the hypothesis is as follows; firstly, all of a merger enterprise's cultural factors have meaningful influence on job involvement among organizational effectiveness; secondly, all of them have sincere influence on job satisfaction among organizational effectiveness except shared value; and thirdly, all of them except skill have significant influence on organizational harmony among organizational effectiveness. This is a significant empirical and exploratory study to ascertain the variables of corporate culture factors, and to verify their effects on organizational effectiveness.

The Effect of Social Workers' Job Stress on Organizational Effectiveness and the Moderating Role of Organizational Commitment (사회복지사의 직무스트레스가 조직유효성에 미치는 영향과 조직몰입의 조절역할)

  • Han, Kyung-Hae;Lim, Wang-Kyu
    • Journal of Digital Convergence
    • /
    • v.15 no.7
    • /
    • pp.65-80
    • /
    • 2017
  • The purpose of this study was to investigate the effects of job stress on organizational effectiveness and the moderating role of organizational commitment among social workers. For this study, date were collected from 236 social workers employed at social welfare institutions in the Metropolitan area with structured questionnaires and analyzed using hierarchical regression analysis technique. This study found that three job stress variables(role ambiguity, role conflict and workload) had negative effects on social workers' job satisfaction and organizational citizenship behavior, whereas they positively impacted on their intent to stay, and that organizational commitment buffered the deleterious effects on job stress on organizational effectiveness.

The determinants of organizational trust and Its effect on organizational effectiveness : with a focus on public organizations (조직신뢰의 결정요인과 조직유효성에 대한 영향 : 공조직을 중심으로)

  • Park, Jong-pyo;Ko, Jong-wook
    • Journal of Venture Innovation
    • /
    • v.1 no.1
    • /
    • pp.113-127
    • /
    • 2018
  • The purpose of this study was to investigate the determinants of organizational trust and its effect on organizational effectiveness in the public organizations. This study examined five factors of organizational competencies, consideration, fairness, organizational morality and organizational social responsibility as the determinants of organizational trust and job satisfaction, organizational commitment and intend to leave as the indicators of organizational effectiveness. For this study, data were collected from 323 public officials in Gyeonggi Province with structured questionnaires and analyzed using structural equation modelling technique. This study found that organizational competencies, consideration, fairness, organizational morality and organizational social responsibility made significant contributions to the formation of organizational trust and that organizational trust impacted positively organizational effectiveness measured in terms of job satisfaction, organizational commitment and intend to leave.

Effect of Service Education of Korean Restaurants' Employees on Service Orientation and Organizational Effectiveness (한식당 종사원의 서비스 교육이 서비스 지향성과 조직유효성에 미치는 영향)

  • Song, Kyeong-Suk
    • The Journal of the Korea Contents Association
    • /
    • v.11 no.5
    • /
    • pp.433-448
    • /
    • 2011
  • In this study, an empirical analysis was made with intent to establish an appropriate marketing business strategy for customers by inquiring into the effect of service education of 250 Korean restaurant employees, who provide services for foreign tourists in Seoul area as professional customers, on service orientation and organizational effectiveness. The result is summarized as follows. The effect of service education of Korean restaurants' employees on service orientation showed that the typicality, reliability, confidence and empathy have a positive effect on the service orientation. For the effect of service orientation on organizational effectiveness, the service orientation had a positive effect on the job satisfaction and organizational effectiveness. In other words, it was proven that the typicality, reliability, confidence and empathy of employees education are key mechanisms in improving their behaviors and attitudes to aim for important customer-centered services. Consequently, the backup of these attitudes and customer-oriented behaviors can be connected to the increase of productivity, which enhances the organizational effectiveness.

The Effect of Service Orientation on the Organizational Effectiveness in Security (경호.경비업체 서비스 지향성이 조직 유효성에 미치는 영향)

  • Min, Jae-Ki;Kim, Chang-Ho
    • Korean Security Journal
    • /
    • no.14
    • /
    • pp.141-160
    • /
    • 2007
  • The meaning of this research work lies in providing useful basic resources which can be utilized in the strategic respect of internal marketing by investigating how security employees' quality in relation to service orientation impact on organizational effectiveness. Employees of security in Seoul Gyeonggi region were selected as the subjects of this survey and 234 participants were sampled by Convenience Sampling Method. Resulting data were processed by frequency analysis, exploratory analysis, t-test, one-way ANOVA, correlation analysis, regression analysis using SPSS V11.0 program. The results from these research methods and analyses revealed the followings: First, service leadership which was the sub-variable of the service orientation according to the demographic characteristics revealed significant differences in gender, age; and service encounter, in age, the level of education and monthly income; and the service system, in gender, age and monthly income; and human resources management, in gender, age, the level of education and monthly income. Second, job satisfaction which was the sub-variable of the organizational effectiveness according to the demographic characteristics revealed significant differences in age, the level of education and monthly income; and organizational commitment, in gender, age, the level of education and monthly income. Third, the results from regression analysis of service orientation and organizational effectiveness showed that service leadership, service system, service encounter, which were the sub-variables of service orientation, had significant impacts on job satisfaction, and that service system and human resources management impacted significantly on organizational commitment.

  • PDF