• Journal of the Korean Data and Information Science Society
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• v.5 no.2
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• pp.117-128
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• 1994

본 연구에서는 설정된 조직목표를 효율적으로 달성하기 위한 여러 행정과정변수와 조직의 보편적 특성인 관료성변수를 선정하여 이 변수들이 조직의효과성에 미치는 영향을 확인코자 했으며 이를 통하여 학교 조직의 효과성에 대한 포괄적인 정보를 제공함이 그 목적이라 할 수 있다. 그래서 독립변수로 행정과정(과업구조 인화관계성, 의사소통, 의사결정)과 관료성을, 종속변수로 조직의 효과성(직무만족, 조직적응, 조직생산성)을 선정하였으며, LISREL(Linear Structural Relations)모형을 이용하여 조직의 행정과정 및 관료성이 조직의 효과성에 미치는 영향을 조사하였다.

• The Journal of the Korea Contents Association
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• v.13 no.4
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• pp.376-388
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• 2013

This study investigated the role of organizational communication, culture and trust as a moderator of the organizational performance(the growth of production and quality improvement) and job satisfaction. Using data collected from 248 workers at 128 establishments in Changwon industrial complex, morderated regression analyses explored the proposed model. As a result, communication activity and organizational trust was found negatively to moderate the relationship between job satisfaction and quality improvement/the growth of production. And organizational culture was found positively to moderate the relationship between satisfaction and quality improvement. Implications of these findings were discussed.

• Journal of Industrial Convergence
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• v.19 no.1
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• pp.33-41
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• 2021

The purpose of this study is to verify the structural relationship between the dean's distributed leadership, the professor's organizational commitment, job satisfaction, and organizational effectiveness perceived by Chinese university professors, and the mediating effect of organizational commitment and job satisfaction. For the experiment, a survey was conducted on 383 professors at three universities in Hebei, China. The results of this study are as follows. First, Deans' distributed leadership had a positive effect on organizational effectiveness, organizational commitment, and job satisfaction of professors. Second, Dean's distributed leadership showed a significant direct effects on organizational effectiveness. Third, organizational commitment and job satisfaction has a mediating effect in the relationship between distributed leadership and organizational effectiveness. Therefore, in order to increase the organizational effectiveness of Chinese universities, it is necessary to activate deans' distributed leadership and to improve the organizational commitment and job satisfaction of professors.

• Convergence Security Journal
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• v.15 no.3_1
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• pp.91-97
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• 2015

When we estimate any organization, we can use scientific tool such as organizational effectiveness. It is very difficult to know the level of organizational goal. If you plan how to assess the effectiveness of your organization, It is a complex and difficult problem, because a few social scientist think that there are many point of view of an concept of organizational goals based on the relatively concrete concept of organizational effectiveness. Social scientist Campbell insist that it is impossible to estimate organizational effectiveness accurately. So we should develope the perfect method to measure the organization as a system, the member's self satisfaction, the efficiency of the team. To achieve a good organizational effectiveness, we should study the method of approach about organizational effectiveness. This is theoretical study and show that the concept and method of approach about organizational effectiveness.

• Korean Journal of Social Welfare
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• v.61 no.1
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• pp.33-55
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• 2009

This article reviews 20 empirical studies that have focused on the organizational effectiveness of social welfare organizations since 1980. The purposes of this study were to understand the organizational phenomena of social welfare organizations, to offer practical implications for organizational management and to propose direction for the further researches. Special attention has been paid to identify 1) subjects of research 2) approach and criteria of organizational effectivess and 3) critical factors that impact on organizational effectiveness. The results showed that 1) most of researches utilized samples from social welfare community centers and assisted-living facility, 2) many researches focused on internal process approach and used diverse criteria of organizational effectiveness 3) collective developmental culture, decentralized structure, transformational leadership, open relationship between organization and external environment were critical factors of organizational effectiveness. The review suggests that social welfare managers should practice diverse approach based on vision, purpose and developmental stage of each organization. The managers also should implement more conscious efforts to make supportive and fair work environment where all employees feel valued and can demonstrate their maximum potential and to respond to task environments more proactively. Further research should be conducted from diverse organizations using various research methods. More comprehensive empirical model and multidimensional measure of organizational effectiveness need to be developed.

• Journal of Digital Convergence
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• v.13 no.8
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• pp.191-206
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• 2015

The purpose of this paper is the cultural management activities empirical analysis of the impact of organizational effectiveness, such as organizational citizenship behavior and turnover intention for the era of fusion and convergence. In particular, pay attention to the mediating role of organizational communication, and cultural management activities of the effect of by behavioral dimension of organizational effectiveness by structural model demonstrated the value and importance of cultural management. Cultural management activities showed a significant positive effect on organizational communication and organizational citizenship behavior. Organizational communication appears to have a mediating effect on the relationship between corporate cultural management and organizational effectiveness, especially the cultural management itself not necessarily to reduce turnover intention, to support communication means that can reduce the turnover points when activated.

• Journal of Navigation and Port Research
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• v.34 no.1
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• pp.83-89
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• 2010

By analyzing the data collected through surveys conducted on coast guard officers, this paper measures the level of organizational health and explores indicators of organizational health that influence organizational effectiveness. The findings of the analysis can be summarized as follows: First, the scores of all the organizational health indicators except job stress exceed average, which leads a conclusion that coast guard organizations' organizational health is in considerably good condition. Second, the indicators of organizational health included in the analyses are found to have both positive and negative effects on organizational effectiveness. While such variables as pay, co-worker relationship, job autonomy, job itself, organizational trust, job orientation influence positively, other variables including development-oriented culture, promotion system and supervision influence negatively on organizational effectiveness.

• The Journal of the Korea Contents Association
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• v.22 no.2
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• pp.559-577
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• 2022

The purpose of this study was to analyze the influence of Big 5 Personality Traits(Extroversion, Agreeableness, Conscientiousness, Openness to experience, Neuroticism) on the organizational commitment of employees and also to investigate the moderating effect of leadership. To summarize the research results, First, Extroversion, Agreeableness, Conscientiousness, Openness of Big 5 Personality Traits had a positive effect on organizational commitment. Second, transactional, transformational and servant leadership had a moderating effect on the relationship between conscientiousness and organizational commitment. And transactional and transformational leadership had a moderating effect on the relationship between openness and organizational commitment. In Pharmaceutical and Medical Device Companies, it was confirmed that personality traits of employees are important factors that affect organizational commitment and organizational leadership interacts with the personality of employees and affects organizational commitment. This study is meaningful in that it attempted to analyze the moderating effect through quantitative design using the scale for the role of personality factors and leadership individually.

• 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.

• Journal of the Korean Society for information Management
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• v.33 no.2
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• pp.7-32
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• 2016

This study aims to explore the effect of a librarian's organizational commitment and Organization Citizenship Behavior (OCB) on organizational effectiveness in libraries. The following conclusions were drawn from the research procedures and data analysis. First, the librarian's organizational commitment make no difference by age level. The librarian's organizational commitment makes no difference by career. The librarian's organizational commitment and organization citizenship behavior make no difference by employment status. Second, the highest correlation is maintain commitment factor and all of the commitment. The second high correlation is sportsmanship behavior factor and all of the organization citizenship behavior. The third high correlation is conscientiousness behavior factor and all of the organization citizenship behavior. Third, the organizational effectiveness is affected 13.4% by a librarian's organization citizenship behavior, 5.6% by librarian's organizational commitment.