• The Journal of the Korea Contents Association
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• v.21 no.7
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• pp.533-545
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• 2021

This study aimed to examine the differences in gender equality consciousness between latent profiles based on corporate workers' organizational culture types. To achieve the study's purpose, descriptive statistics, correlation analysis, and latent profile analysis (LPA) were conducted using 253 Korean corporate workers' data. As a result of the analysis, the latent profiles of organizational culture recognized by corporate workers were classified into 5 profiles. We named each profile as high compete-low create culture, high compete-low collaborate culture, collaborate culture, high create culture, and high control culture based on each profile's organizational culture perception. The ANOVA test found statistically significant differences between the groups in the gender equality consciousness. This study is meaningful in that it reveals the relationship between the organization culture perception and the gender equality consciousness and suggested implications for the organizational-level intervention to improve the gender equality consciousness. It will provide basic data for your research.

• Management & Information Systems Review
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• v.38 no.2
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• pp.105-118
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• 2019

In order for a strategy established by a company to be implemented efficiently, it must be supported by an appropriate organizational culture. This means that if a firm has an organizational culture suitable for strategy implementation, performance can be enhanced. This study divides competitive strategy into cost leadership strategy and product differentiation strategy, and organizational culture into hierarchical/rational culture and consensual/development culture. Based on 122 questionnaires collected through KOSPI listed manufacturing companies, the results of the empirical analysis on the effect of suitability between competitive strategy and organizational culture on performance by balanced scorecard perspective are summarized as follows. First, it shows that the cost leadership strategy and the hierarchical/rational culture are more fit. Specifically, The high suitability between the cost leadership strategy and the hierarchical/rational culture has a positive effect on the performance of the balanced scorecard perspective(excluding performance by learning and growth perspective). Second, The high suitability between the product differentiation strategy and the consensual/development culture has a positive effect on the performance of the balanced scorecard perspective. The results of this study suggest that it is important to form a corporate culture that can lead to changes in the beliefs and behaviors of organizational members in accordance with the competitive strategy in order to successfully implement the strategies established by the company.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.12
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• pp.6173-6185
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• 2013

This study examined the relationship between the type of organizational culture and organizational commitment, job satisfaction as well as the moderate effects of shared leadership on the relationship among the organizational culture, organizational commitment, and job satisfaction at a world leading steel company 'P'. The results showed that the consensus culture and rational culture positively affect the organizational commitment, and that the developmental culture, consensus culture and rational culture positively affected the job satisfaction. The results also revealed the meaningful moderate effects of the shared leadership on the relationship between the development culture, consensus culture and job satisfaction. The suggestions were made accordingly to propose the directions to improve the organizational performance of the company that is in global competition.

• Proceedings of the Korea Contents Association Conference
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• 2011.05a
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• pp.251-252
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• 2011

이 연구의 목적은 민간경비원의 조직문화와 조직신뢰 및 조직성과의 관계를 규명하는데 있다. 이 연구는 2010년 6월 서울소재 4개소 민간경비회사의 민간경비원을 모집단으로 설정한 후 판단표집법을 이용하여 최종분석에 이용된 사례 수는 총 161명이다. 설문지의 신뢰도는 Cronbach's ${\alpha}$값이 .592이상으로 나타났다. 결론은 다음과 같다. 첫째, 민간경비원의 조직문화는 조직신뢰에 영향을 미친다. 즉, 개발적, 합리적, 합의적, 위계적 문화가 활성화 되면 인지 감정적, 행동적 신뢰를 증가시킨다. 둘째, 민간경비원들의 조직문화는 조직성과에 영향을 미친다. 즉, 합리적, 합의적 문화가 활성화 되면, 직무만족은 높다. 반면, 개발적, 합의적, 위계적 문화가 활성화 되면, 조직몰입은 높다. 셋째, 민간경비원의 조직신뢰는 조직성과에 영향을 미친다. 즉, 인지 감정적, 행동적 신뢰가 높게 작용하면, 직무만족, 조직몰입은 증대된다.

• Journal of Digital Convergence
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• v.19 no.12
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• pp.183-192
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• 2021

Along with the changing times, organizational culture is also rapidly changing, and such organizational culture enables companies to secure discriminatory competitive advantage in the mid-to long-term perspective. This study aims to examine the impact of organizational culture on improving competitive advantage of enterprises by dividing organizational culture into three dimensions: development culture, rational culture, and consensus culture. To this end, a survey was conducted on small and medium-sized companies. As a whole, the rational culture, which is task-oriented and puts competition as a motivating factor, was more strongly prevalent than other organizational cultures, and in order of development culture, rational culture, and consensus culture, it affects the improvement of competitive advantage. This means that development culture and rational culture, which emphasize high-tech and productivity, are more important to improve the competitive advantage of small and medium-sized companies. In addition, the analysis of differences according to the size of employees showed that rational culture was important when the size of employees was small, but the larger the size of employees, the more important the development culture was to improve the competitive advantage of companies. Through this study, we were able to understand what organizational culture should be emphasized according to the size of small and medium enterprises.

• Asia Marketing Journal
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• v.4 no.1
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• pp.25-54
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• 2002

본 연구는 개인주의-집단주의 문화 개념을 도입하여, 타인의 의견이나 집단규범이 내포된 합의정보와 제품의 속성이 나타난 속성정보가 불일치한 상황에 접했을 때 개인의 문화지향성에 따라 정보의 수용과정에 차이가 있는지를 탐구하였다. 본 연구는 접근성-진단성 프레임웍에 근거하여 정보의 수용과정 모델을 개발하고 이를 중국 및 한국의 개별소비자차원에서 검증하였다. 본 연구의 실증분석 결과, 소비자의 개인주의-집단주의 성향에 따라 불일치 정보의 수용과정이 다르게 나타났다. 집단주의 성향의 소비자들은 합의정보의 합의성 지각수준을 높게 지각할수록 합의정보의 집단자아 접근성과 집단동조 진단성 수준이 증가하여 집단의견수용의도가 높아지는 것으로 밝혀졌으며, 속성정보의 속성성 지각수준을 높게 지각할수록 속성정보의 개인자아 접근성과 개인화가치 진단성이 증가하여 개인의견반영의도가 높아지는 것으로 나타났다. 한편, 개인주의성향의 소비자들은 속성정보의 속성성 수준을 높게 지각할수록 개인화가치 진단성 수준이 높아져 개인의견반영의도가 높아지며, 합의정보의 합의성 수준을 높게 지각할수록 집단자아 접근성 수준이 높아져 집단의견수용의도가 높아지는 것으로 나타났다.

• 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.

• 프린팅코리아
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• v.11 no.2
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• pp.58-59
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• 2012

대한인쇄문화협회(회장 김남수)는 지난 1월 12일 인쇄문화회관 5층 회의실에서 서체 기증식을 가졌다. 이날 기증식은 (주)릭스코(대표이사 김재욱)와 (주)헤움디자인(대표이사 김진덕)이 자체 개발한 서체를 각각 20종, 총 40종을 대한인쇄문화협회에 무상기증하기로 합의한데 따른 행사였다. 2월 1일부터 인협의 회원사들은 폭넓은 범위에 걸쳐 활용도가 높게 서체를 사용할 수 있게 되었으며 향후 경영에도 적잖은 도움이 될 것으로 보인다.

• Convergence Security Journal
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• v.14 no.6_2
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• pp.63-72
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• 2014

The purpose of this study is to investigate the relationship between organizational culture, job characteristics and job continuance will among police officers. This study targets the police officers dispatched in the Seoul metropolitan area in 2012, and it uses judgment sampling method to analyze 187 samples. This study conducted the statistical analysis, including frequency analysis, factor analysis, reliability analysis and multiple regression analysis, by using SPSS WIN 18.0. The result is as follows. First, the organizational culture among police officers has effects on job characteristics. That is, the feedback increases as the organizational culture becomes more mutual development- or agreement-oriented, or as it becomes more hierarchical; on the other hand, the job importance increases as more hierarchical and rational a culture becomes. Also, self-determination increases as an organization becomes more mutual development- or agreement-oriented. Second, the organizational culture among police officers has effects on the job continuance will. That is, the expected satisfaction increases but intentional insincerity decreases as the organizational culture becomes more mutual development- or agreement-oriented. Also, risk-perceiving behavior increases as an organizational culture becomes more hierarchical. Third, police officers' job characteristics have effects on the job continuance will. That is, the feedback and job importance increases the expected satisfaction while reducing functional diversity. The feedback also reduces the contraction factor. The job importance increases intentional insincerity while reducing functional diversity. The functional diversity not only increase alternative expectation but also increases risk-perceiving factors.

• Journal of the Korea Institute of Building Construction
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• v.15 no.5
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• pp.501-506
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• 2015

Construction companies want to improve the abilities of field organizations for improving the performance of construction projects. It is possible to improve the performance of construction projects by managing the field organizational culture, due to the field organizational culture is concerned with the abilities of construction field organizations. Therefore, the purpose of this study is to reveal the influence of the field organizational culture on the performance of building construction projects. The results of this study showed that field organizational cultural characteristics influence on the performance of construction projects. Best performed projects have the higher characteristics of a consensus culture and rational culture, and worst performed projects have the lower characteristics of a development culture and consensus culture. In addition, the characteristics of rational culture and hierarchy culture effect on the performance in worst performed projects. This study is expected to help to improve the performance management system in construction field organization.