• Title/Summary/Keyword: 혁신지향 조직문화

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The Effect of Perceived Flexible Culture of adhocracy-clan on the Change Oriented OCB through Meditator of Positive Psychological Capital (혁신-관계의 유연문화 지각이 긍정심리자본의 매개로 변화지향 조직시민행동에 미치는 영향)

  • Han, Jin-Hwan
    • Journal of Digital Convergence
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    • v.18 no.6
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    • pp.133-141
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    • 2020
  • Currently, companies are focusing on how they make their members have change-oriented organizational citizen behavior in the era of fierce competition due to the 4th industrial revolution. Therefore, this study verified how the flexible culture of adhocracy-clan plays a role in positive psychological capital and change-oriented organizational citizen behavior. A survey was conducted for employees in companies located in Daejeon-si, Sejong-si, Chungcheongnam-do, and Chungcheongbuk-do, and 394 valid questionnaires were used for analysis. The concrete analysis results are obtained from the study as follows. First, among the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on change-oriented organizational citizenship behavior while relationship culture was found to not directly affect change-oriented organizational citizenship behavior. Second, the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on the positive psychological capital. Third, the positive psychological capital was found to have a significant effect on the change-oriented organizational citizenship behavior. Fourth, the positive psychological capital was found to play a mediating role in the relation between the recognition of flexible cultures of adhocracy-clan and the change-oriented organizational citizenship behavior. Therefore, it can be said to find out the fact that the change-oriented organizational citizen behavior can appear under the fierce competition as nowadays only when the organization should establish the organization culture of innovation-relation or the members are in the positive psychological state. We expect that the future study on the type of subculture and new organizational citizen behavior will be made in the manner of classifying the unit of organizational culture into a headquarter or team for measurement.

Effects of Knowledge of Evidence Based Practice and Organizational Culture on Innovation Behavior of University Librarians (대학도서관 사서의 근거기반실무 지식과 조직문화 인식이 혁신행동에 미치는 영향)

  • Kim, Kapseon
    • Journal of Korean Library and Information Science Society
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    • v.52 no.1
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    • pp.129-154
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    • 2021
  • The purpose of this descriptive correlational study was to explore the effect of knowledge of evidence-based practice (K-EBP) and organizational culture on the innovation behavior of university librarians in South Korea. The structured survey questionnaire consisted of four sections and 60 items. The four sections were concerned with K-EBP, organizational culture, innovation behavior, and EBP-related activities and demographic. The respondents were librarians working in 101 university libraries in South Korea. The results of this study were as follows. First, K-EBP indicated that the respondents had excellent practical skills, but their ability to appraise critically, apply knowledge and to conduct research was weak. Second, the questionnaire scores for K-EBP were significantly positively correlated with those for organizational culture and innovation behavior. Higher K-EBP scores corresponded to higher scores for relation-, innovation-, and task-oriented organizational culture. Third, K-EBP outcomes differed significantly by age group, education level, employment type, job title/seniority, reading of academic journal articles, and attendance at conferences. Organizational culture differed significantly with age. Innovation differed significantly with both age and conference attendance. Fourth, in the hierarchical multiple regression analysis, factors predicting K-EBP scores were education level and reading academic journals. Fifth, the multiple regression analysis identifying factors predicting innovation revealed statistically significant regression coefficients for overall K-EBP and for innovation- and hierarchy-oriented organizational culture. The regression coefficient for perception of a hierarchy-oriented organizational culture was negative. To promote innovation behavior of librarians, we need to foster an innovative organizational culture characterized by communication and cooperation, and improve the ability of librarians to engage in EBP. Educational programs that promote librarian engagement in research-related activities are needed.

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
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    • v.13 no.8
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    • pp.292-300
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    • 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.

The Effect of Adhocracy Culture on Job Satisfaction : The Moderating Effect of Locus of Control Focusing on Mongolia Enterprises (혁신지향문화가 직무만족에 미치는 영향 : 몽골기업을 대상으로 한 통제소재의 조절효과)

  • Yoon, Byung-Hyun;Lee, Kwang-Hee
    • Journal of Digital Convergence
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    • v.16 no.9
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    • pp.99-106
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    • 2018
  • The purpose of this study is to verify the effect of organizational culture on job satisfaction and to explore the moderating effect of locus of control. The study examined adhocracy culture among organizational cultures and divided into internals and externals for moderating effect of locus of control. The data analysis was used to SAS Ver 9.4 and PLS Ver 3.0. The test was conducted by 283 employees working at large, small-medium company and public enterprise in Mongolia. The results indicate that the positive adhocracy culture and job satisfaction were statistically supported. And this study found that internals moderating roles in the relationship between adhocracy culture and job satisfaction. Based on the findings of this study, the study presented managerial implications and suggestions for future studies.

The Influence of Innovation-oriented Organizational Culture on Management Performance - Focusing on the Mediating Effect of Proactive Entrepreneurial Behaviour and Market Orientation - (혁신지향 조직문화가 경영성과에 미치는 영향 -진취적 기업가행동과 시장지향성의 매개효과를 중심으로-)

  • Joo, Cheol-Keun
    • Journal of Digital Convergence
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    • v.18 no.8
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    • pp.119-131
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    • 2020
  • The purpose of this study is to examine the mediated effects of entrepreneurship and market orientation on organizational culture and management performance as the cause of the reversal phenomenon of startups defeating traditional giants. Through the research method of bootstrapping proposed by Hayes (2013), the total effect, direct effect and indirect effect analysis were conducted. As a result, there was no direct impact relationship between organizational culture and management performance, but it was confirmed that it had a positive impact on management performance by mediating both entrepreneurial behavior and market orientation in the relationship between organizational culture and management performance. This study is meaningful in that it is linked to existing theories such as entrepreneurship and market orientation and it extends the scope of competency targets required for business performance to an organizational culture. Companies need to create an innovation-oriented organizational culture for management performance and value creation, and they have to open up their culture with entrepreneurial behavior and market orientation by breaking away from the inertia of organization.

A Study of Organizational Culture Types, LMX and Management Performance in the Hotel Industry (호텔기업의 조직문화 유형별 LMX와 경영성과에 관한 연구)

  • Shim, Hongbo
    • Proceedings of the Korea Contents Association Conference
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    • 2018.05a
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    • pp.371-372
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    • 2018
  • 본 연구는 호텔기업의 조직문화 유형별 LMX와 경영성과에 관한 연구로 호텔기업에서의 조직문화 유형에 따라 LMX(Leader-Member Exchange) 상사와 구성원(종사원)과의 차이가 있는지를 검증하고, 조직문화 유형에 따라 경영성과에 어떠한 차이가 있는지를 검증하고 마지막으로 조직문화 유형별(관계지향, 위계지향, 혁신지향, 과업지향) LMX가 경영성과에 어떠한 영향을 미치는지를 검증하고자 한다. 본 연구의 목적을 효율적으로 달성하기 위하여 문헌적 연구방법(documentary study)와 실증적 연구방법(empirical)을 병행하였다. 회수된 설문지를 분석하여 호텔기업의 조직문화 유형별 LMX와 경영성과에 대한 방향과 시사점, 개선방안을 제시하고 한다.

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Impact of Job Stress, Organizational Culture and Professional Identity on Job Satisfaction of Post-anesthesia Care Unit Nurses (회복마취간호사의 직무만족도 영향 요인)

  • Yoo, Je Bog;Won, Jongsoon
    • Journal of the Korean Data Analysis Society
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    • v.20 no.6
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    • pp.3211-3225
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    • 2018
  • The purpose of this study was to identify the factors affecting job satisfaction of PACU (post-anesthesia care unit) nurses in the context of job stress, organizational culture and professional identity. A total of 149 nurses participated in the cross-sectional, descriptive study suing a structured questionnaire. Job stress in pay and treatment category, innovation-oriented culture, relation-oriented culture, and professional identity were positively correlated with job satisfaction (r=.373, p<.001; r=.507, p<.001; r=.559, p<.001; r=.544, p<.001). The factors related to job satisfaction were professional identity (${\beta}=.391$, p<.001), relation oriented culture (${\beta}=.302$, p<.001), innovation oriented culture (${\beta}=.209$, p=.004), which accounted for 48.7% of the variance in job satisfaction. Professional identity was the most significant predictor of job satisfaction. Thus, in order to enhance the job satisfaction of nurses in the PACU, it is necessary to develop an education program that can improve professional identity and apply strategies for fostering relation and innovation oriented organization culture.

A Study on the Influence of the Organizational Culture of Korean Network Marketing Companies on Customer Orientation and Service Orientation (한국형 네트워크 마케팅 기업의 조직문화가 고객 지향성과 서비스지향성에 미치는 영향에 관한 연구)

  • Kim, Moon-Jun
    • Industry Promotion Research
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    • v.5 no.4
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    • pp.29-37
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    • 2020
  • The purpose of this study was to confirm the influence of the types of organizational culture perceived by members of Korean network companies on customer orientation and service orientation. Therefore, the results of the valid survey for the final 165 among the results of 204 applicants for about two weeks from September 7th to 25th, 2020 using the SSP 24.0 and AMOS 24.0 statistical package programs showed the following results. First, as a result of the analysis of the impact of organizational culture on customer orientation, the sub-factors of the organizational culture, such as relationship-oriented culture, innovation-oriented culture, hierarchical-oriented culture, and task-oriented culture types, all had a positive (+) effect on customer-oriented. It was analyzed as crazy. In other words, it can be seen that the organizational culture has a statistically significant impact on customer orientation in that it gives positive meaning through a comprehensive operation rather than a single substructure. Second, as a result of analyzing the effect of organizational culture on service orientation, organizational culture showed positive (+) influence on service orientation. In other words, it was analyzed that relational orientation, innovation orientation, hierarchical orientation, and task orientation, which are sub-constituent factors of organizational culture, act as positive factors for service orientation.

Relationship between Basic Psychological Needs, Positive Psychological Capital, and Psychological Burnout depending on Types of Nursing Organizational Culture (간호 조직문화 유형에 따른 간호사의 기본심리욕구, 긍정심리자본, 심리적 소진 간의 관계)

  • Cho, Young-Mun
    • Journal of Digital Convergence
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    • v.19 no.4
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    • pp.413-421
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    • 2021
  • This study is a descriptive survey research for relationship between basic psychological needs, positive psychological capital and psychological burnout according to type of nursing organizational culture. The participants were 151 clinical nurses at 5 general hospital located in M city from May 2020 to June 2020 by questionnaire survey. For data analysis, SPSS/WIN 23.0 program was utilized including one-way ANOVA, independent t-test, Pearson correlation coefficients. This study showed a positive correlation for basic psychological needs, positive psychological capital in relationship-oriented culture and innovation-oriented culture. In addition, it showed a negative correlation for psychological burnout. This study confirmed positive correlationt between relationship-oriented culture, Innovation-oriented culture and positive psychology in nursing organization. Therefore, it is necessary to establish a system within a nursing organization and develop related programs that can promote relationship-oriented culture, innovation-oriented culture.

Effects of Organizational Culture of Dental Office and Professional Identity of Dental Hygienists on Organizational Commitment (치과조직문화와 치과위생사의 전문직정체성이 조직몰입에 미치는 영향)

  • Gu, Ja-Young;Lim, Soon-Ryun;Lee, Soon-Young
    • Journal of dental hygiene science
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    • v.17 no.6
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    • pp.516-522
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    • 2017
  • The purpose of this study was to identify the effect of dental hygienists' perceptions of dental organizational culture and professional identity on organizational commitment. A survey was conducted with 310 dental hygienists working in dental hospitals and dental offices. If dental hygienists experience organizational cultures as having different degrees of organizational commitment, then the type of organizational culture and commitment may be important variables in understanding and reducing the turnover rate of dental hygienists and improving workplace performance. Efforts to form a healthy and positive organizational culture may therefore be necessary. The organizational culture most recognized by the dental hygienist was hierarchical culture (3.39) and the least recognized was task-orientated culture (2.71). The professional identity of the dental hygienist was 3.75 and the organizational commitment was 2.98. Correlation analysis was conducted to investigate the relationship between dental organization culture type, professional dental hygienist identity, and organizational commitment. As a result, professional identity and organizational commitment showed positive(+) correlation with innovation oriented culture and relationship oriented culture. Among the organizational culture types, relationship-orientated culture (p<0.001) and innovation-orientated culture (p=0.006) were significant influences on organizational commitment, and professional identity did not have a significant influence. The regression model was found to be statistically appropriate (F=11.857, p<0.001) and the model explaining power was 14.9%. These results suggest that efforts to create a relationship-orientated culture and an innovation-orientated culture and to reduce the hierarchical culture can be a strategy to enhance the organizational commitment and the professional identity of dental hygienists.