• 경영과정보연구
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• 제32권1호
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• pp.217-239
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• 2013

본 연구는 국제물류주선기업의 근로자를 중심으로 이들 기업의 특성(직무 및 조직 특성)과 근로자 개인특성이 조직몰입과 직무만족에 미치는 영향 및 이들이 이직의도에 미치는 영향을 실증적으로 분석하고자 하였다. 본 연구에서는 국제물류주선기업의 특성으로 이들 기업들이 제공하는 서비스의 다양성 등에 따른 업무의 전문성, 다양성, 책임성을, 근로자 개인특성으로는 각 개인이 맡은바 직무에 임하는 퍼스낼리티를 사용하여 직무만족과 조직몰입에 영향을 미치는 변수로 분석되었으며 마지막으로 이직의도로 직장을 떠날 가능성을 사용하였다. 연구결과에 따르면 이들 기업의 특성 중 직무특성은 직무만족에는 정(+)의 영향을 미치나 조직몰입에 영향을 미치지 않는 것으로 나타났으며, 조직특성은 직무만족과 조직몰입에 정(+)의 영향을 미치는 것으로 나타났다. 이에 비하여 개인특성은 조직몰입과 직무만족에 영향을 미치지 않는 것으로 나타나 기각되었다. 마지막으로 직무만족과 조직몰입은 이직의도에 부(-)의 영향을 미치는 것으로 나타나 채택되었다. 이러한 연구결과를 토대로이직의 사전 방지 및 직무특성에 따른 조직몰입도를 높이기 위해서 다양한 업무와 전문성을 위한 교육의 기회 제공을 확대해야 할 것이다. 또한 직무특성에 따른 책임감의 부여와 이에 합당한 승진 등의 기회 제공으로 조직과의 일체감 및 근로자 개인이 조직 내에서 필요한 존재임을 각인시켜 주는 것이 중요하다고 할 수 있다. 인적자원의 근무환경을 좀 더 시스템적으로 조성하여 직무만족과 조직몰입을 통하여 지속적으로 근무할 수 있는 토대를 만들어 주도록 하여야 할 것이다. 이를 통하여 회사와 더불어 지속적인 성장이 가능토록 하여 기업의 인적자원 관리에도 성공할 수 있도록 하기 위한 전략으로 매우 주요한 시사점이 되겠다.

• 한국조리학회지
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• 제16권5호
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• pp.64-78
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• 2010

본 연구의 목적은 호텔 조리부서의 유연한 조직운영을 위하여 카리스마적 리더십과 거래적 리더십이 조직 몰입에 미치는 영향에 관하여 연구하고, 더불어 리더십과 조직 몰입의 관계에서 직장 만족의 조절 효과를 검증하고자 하였다. 분석결과, 카리스마적 리더십과 거래적 리더십은 모두 조직 몰입에 긍정적인 영향을 미치는 것으로 나타났으며, 이 두 리더십의 유형 중 거래적 리더십 보다는 카리스마적 리더십이 직원의 조직 몰입을 향상시키는 것에 더 많은 효과가 있는 것으로 나타났다. 또한 카리스마적 리더십과 조직 몰입의 관계에서 직장 만족의 조절 효과가 있는 것으로 확인되어 직장 만족이 높은 조직일수록 카리스마적 리더십을 발휘하는 것이 직원의 조직 몰입을 향상시키는 것에 큰 효과가 있음을 알 수 있었다.

• 동아시아경상학회지
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• 제9권4호
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• pp.1-15
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• 2021

Purpose - In a difficult time for a firm, it seems impossible to change circumstances by a firm. Nevertheless, the firm must do whatever it can do by however it can do. Therefore, the purpose of this study is to analyze the effect of HRM practice on organizational effectiveness with the status quo of the firm as a moderator. Based on the result of this study, the managerial implication could be suggested as a contextual response to each status quo of the firm in improving and managing organizational effectiveness by HRM practice. Research design, data, and methodology - This study measured organizational effectiveness with employee satisfaction and organizational commitment. HRM practice includes two HR management areas, HR system, and HR attitude. HR system includes education & training and additional wage welfare. HR attitude includes employee stress and empowerment. As for the status quo of the firm, this study considered three construct; firm feature, strategic feature, environment change feature. This study analyzed 397 employees of 24 company data from the 7th HCCP of KRIVET. Result - Hypothesis 1 through Hypothesis 3 were partially supported. The results of this study suggest that to increase organizational effectiveness(job satisfaction and organizational commitment), employee stress and education & training participation need to be managed. And circumstance of an organization as given the Status Quo of the firm needs to be managed differently like firm size, environment change in demand, and technology. Conclusion - This study suggests best-practice implications based on the result between HRM practice and organizational effectiveness. And also suggest differentiation in management to increase the best-fit in management.

• 품질경영학회지
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• 제40권2호
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• pp.199-210
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• 2012

The objective of this study ware to explore the antecedent and consequences of management quality and to examine the mediating effects of the management quality on the relationship between antecedent and consequences. In order to verify the relationships and mediating effect, data were obtained from 328 employees working in firms at Jinju, Masan, Changwon City were analyzed by using SPSS 12.0. and AMOS 5.0. The findings are as follows: First, antecedent(psychological ownership) was positively related to management quality. Second, there were also positive relationship between management quality and consequences(employee's attitude). Third, there were also positive relationship between psychological ownership and employee's attitude(job satisfaction, organizational commitment). Finally, management quality was a partial mediating effect on the relationship between psychological ownership and employee's attitude. Based on these findings, the theoretical and practical implications and limitations are discussed in conclusion.

• Asia pacific journal of information systems
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• 제6권2호
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• pp.149-169
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• 1996

The Objective of this study is empirically investigating organizational/managerial factors affecting BPR implementation. The contributions of this research project are two-fold. First, this research project provides empirically tested CSFs and CFF of BPR implementation. Especially, the influence of the organizational culture, structure, and managerial support on BPR implementation were thoroughly investigated. Second, this research found the combined effects of CSF and CFF. Top management commitment, leadership style, and collaborative work environment were found to negate employee resistance to a reengineered process and lead to a successful BPR implementation, especially when the level of employee resistance is high.

• 유통과학연구
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• 제18권4호
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• pp.27-37
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• 2020

Purpose: This exploratory research is to give managerial implication to sales personal management. This study focused on antecedents of job satisfaction and organizational commitment specially in HRD programs and system by participation and effect toward job. Research design, data and methodology: This research focuses on relationship analysis among job satisfaction, organizational commitment and HRD programs of logistics and sales personnel in Korea. HRD program consider two parts one is participation and other is effect toward job. And three HRD program is included education & training, system and self-directed Learning. This study used 7th HCCP data from KRIVET and 748 employee data is analyzed. SPSS18 is used and frequency, reliability, correlation and regression analysis are conducted. Results: Result shows that job satisfaction is positively affected by education & training participation, HRD system participation and HRD system effect toward job. Organizational commitment is positively affected by education & training participation, HRD system participation, education & training effect toward job and HRD system effect toward job. However self-directed Learning participation negatively affect organizational commitment. Lastly job satisfaction partially mediates between HRD and organizational commitment. Conclusions: Based on the results, this paper provide implication to academic, practical HRD and suggest feature research.

• 간호행정학회지
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• 제19권2호
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• pp.196-206
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• 2013

Purpose: This descriptive correlation study was done to identify the hardiness, coping behavior, and organizational commitment of general hospital employees and show how these variables affect increases in role performance and problem solving ability to have a positive influence on organizational harmony. Methods: A quantitative, descriptive research design was used with a sample of 368 employees working in general hospitals in M and C cities. A survey was used to collect the data. Results: The score for perception of hardiness of general hospital employees was 2.85, and coping behavior was 2.40, both out of a possible 4 points, and organizational commitment, 3.03 out of a possible 5 points. There were statistically significant positive correlations between hardiness and coping behavior (r=.33, p<.001), also between hardiness and organizational commitment (r=.51, p<.001), and also between coping behavior and organizational commitment (r=.22, p<.001). Conclusion: The results of the study indicate that hardiness, coping behavior, and organizational commitment in general hospital employees have positive correlations, and thus hospital administrators should explore ways of increase individual employee hardiness and coping behavior, and make efforts to harmonize their organizations by enhancing organizational commitment.

• 간호행정학회지
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• 제13권3호
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• pp.293-301
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• 2007

Purpose: The purpose of the study was to identify the relationship among internal marketing, job stress, organizational commitment, and turnover intention in nursing organizations in Korea. Methods: One hundred eighty six nurses recruited from 6 general hospitals in South Korea. The data were collected by self-reporting questionnaires and analysed by the SPSS WIN 11.0 program using descriptive statistics, Pearson's correlation coefficients and stepwise multiple regression. Results: Nurses participated in the study reported medium levels of perceived internal marketing, job stress, organizational commitment, and turnover intention. Perceived internal marketing had significant negative correlation with job stress and turnover intention and significant positive correlation with organizational commitment. Employee's management philosophy was a significant predictor of job stress along with characteristics of hospital, and nurse's educational level ($R^2=$ .18). Working environment was a significant predictor of organizational commitment along with monthly income and job stress ($R^2=$ .31). Promotional strategies and communication style in the organization were significant predictors of turnover intention along with organizational commitment and job stress ($R^2=$ .31). Conclusions: This study suggest that future intervention study enhancing internal marketing would lead the positive changes in job stress, organizational commitment, and turnover intention.

• 한국중재학회지:중재연구
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• 제28권3호
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• pp.55-73
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• 2018

The purpose of this study is to investigate effects of arbitration in organizational performances by means of literature review. The contents of the study were theoretical studies on the role of intangible power in the organization. By mediating compliance and repulsion, it is intended to reduce conflicts and increase work commitment, which in turn will increase productivity and increase employee self-esteem, and help improve corporate image over the long term. Factors such as the contents of professional power, the content of referent power, the importance and contents of informational power as well as the importance of arbitration were studied. It is found that when arbitration is effective, it can increase work commitment and improve the productivity of the enterprise.

• 산업공학
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• 제16권spc호
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• pp.116-122
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• 2003

We analyze how much employees' work abilities and overall satisfaction on the job or corporate influence on the productivity and customer satisfaction in the service industry, which is characterized by simultaneity, heterogeneity, intangibility and etc. Employees always encounter customers in process of the service. So, the employees' attitudes and behaviors have direct influences on the service quality or satisfaction which customers perceive. Also, employees' satisfaction or work abilities can lead to increase or decrease the productivity. To grasp and demonstrate the cause and effect relationship, we firstly measure the degrees of employee satisfaction organized by 11 factors through survey, and also measure employees' overall satisfaction, organizational commitment and productivity. Secondly, we define service value as the employee's objective measure index and collect it with the data related to customer satisfaction. Based on the collected data, thirdly we define how the relationship among the employee satisfaction, the productivity, the service value and the customer satisfaction are affected by the employees' work abilities and overall satisfaction with SEM(Structural Equation Model). And finally, we classify employees according to their abilities and the degrees of satisfaction respectively and suggest important strategies to manage them effectively.