• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.438-444
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• 2016

Previous findings on Social Loafing indicated that Social Loafing explained the organizational commitment, that the lower level of Social Loafing they had, the higher performance they would have, and that it is a useful index for effectiveness of the organization. This study explored the Police Organizational culture & Organizational Commitment on Social Loafing. The Police officers' Police Officer's Organizational culture & Organizational Commitment and Social Loafing has been measured, and then how Organizational culture & Organizational Commitment affects Police Officer's Social Loafing has been examined. The study results may be used as a theoretical basis to assert the need of Organizational culture & Organizational Commitment to decrease the Police Officer's Social Loafing. Independent variable is Police Officer's Social Loafing and Dependent variable is comprises 2 categories; Police Organizational culture(The group culture, The hierarchical culture, The developmental culture, The rational culture), & the Organizational Commitment(Affective Commitment, Continuance Commitment, Normative Commitment). The result of analysis showed that The group culture & Normative Commitment influenced in Social Loafing(positive), and The Rational culture, Affective Commitment, & Continuance Commitment in Social Loafing(negative).

• Journal of the Korean Society of Radiology
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• v.14 no.4
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• pp.415-424
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• 2020

The purpose of this study was to survey and analyze the effects of job satisfaction and job stress on organizational commitment among radiological technologist working in primary, secondary and tertiary hospitals in Busan. As a result, the scores of job satisfaction and organizational effectiveness of the tertiary hospital were significantly higher (p<0.05). In the group with no turnover experience, the organizational commitment, job satisfaction, and organizational effectiveness scores were significantly higher (p<0.05, p<0.01). Job stress was not statistically significant between variables in the analysis of general characteristics. Hierarchical regression analysis showed that the radiological technologist organizational commitment had the highest impact on job satisfaction (β=0.703, p<0.001). Radiological technologist are important in the diagnosis and radiation therapy of diseases in hospital. Therefore, based on the results of this study, it will be helpful to analyze the relationship between job satisfaction, job stress and organizational commitment of radiological technologist, and to prepare a plan to increase their organizational commitment.

• Journal of the Korea Convergence Society
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• v.8 no.7
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• pp.245-251
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• 2017

The environment of the food service industry is becoming increasingly complicated and unpredictable as modernization and industrialization become more and more common. Moreover, the development of the food service industry is rapidly changing due to the convergence of the inter-industry services. In this study, based on the high reliance on the human resources of the food service industry, it investigates relations of each component as integrated view through leadership, organizational performance, and organizational culture. In particular, the relationship between emotional/primal leadership and organizational performance(as job satisfaction and organizational commitment) was verified through mediating effects of organizational culture. The results of this study will provide an integrated perspective on the understanding and development of the food service industry structure, which requires the importance of human relations, and will help convergent thinking among various service industries.

• Management & Information Systems Review
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• v.31 no.4
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• pp.377-395
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• 2012

The purposes of this research was to examine the relationship between two forms of satisfaction, commitment and turnover intentions at organization, job. Also consistent with the Meyer et al(1993) notion of the three-component model of organizational commitment. Although researchers have examined organizational commitment in relation to a wide range of variables, there has been no discriminant validity of commitment at occupation and job. The purpose of the present article, are to compare the relation between satisfaction forms, commitment forms and turn intentions forms. Confirmatory factor analysis supported the proposed distinction between the three forms of commitment and two turnover intentions forms at the measurement level in the distribution industry(N=156). Results using structural equation analysis with AMOS18 showed that job satisfaction had an positive impact on job commitment forms. Organizational satisfaction positive impact on two turnover intentions forms. However it revealed that no significant relation between organizational satisfaction and job commitment, job commitment and job turnover intentions.

• Journal of Korean Library and Information Science Society
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• v.50 no.1
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• pp.125-155
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• 2019

The purpose of this study is to design an organizational model to improve the operation of the Gimhae Municipal Library through diagnosis and analysis of its organization. For this purpose, a new organizational model for the Library was designed while reconstruction of the human resource of each unit library was proposed according to the reorganization through research methods such as literature research, case study, FGI survey, etc. The organizational model was eventually designed with three alternatives: an organization for integration of related tasks, one for enhancement of policy function and finally one for improvement of administrative efficiency. We have found that it is the most empirical to measure required number of personnel by 'comparison of benchmarked local governments' method as a result of calculating the required number of staffs of the Library based on macro and micro approach; thus the appropriate number of staff of each unit library was worked out.

• 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.

• Journal of the Korean Institute of Gas
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• v.28 no.2
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• pp.56-65
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• 2024

This study was conducted for the purpose of analyzing the impact of ESG activities of gas-related energy companies (organizations) striving for carbon neutrality on job performance through employees' organizational pride and organizational trust. The survey results of 345 gas-related public organizations and private companies were analyzed using Smart PLS 4.0, and the research model and hypothesis were established and verified. As a result of the verification, ESG activities related to environmental (E) activities did not affect organizational pride and organizational trust, but social (S) activities and governance (G) activities were found to have a significant impact on organizational pride and organizational trust. In addition, organizational pride and organizational trust were found to have an effect on job performance. In particular, it was confirmed that the higher the organizational pride of ESG organization members, the higher the impact of organizational trust on job performance. The study seek to suggest a development direction relation to ESG activities of gas-related energy companies (organizations).

• Journal of Internet Computing and Services
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• v.17 no.4
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• pp.161-172
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• 2016

The following research investigates core factors required for IT professionals to achieve and remain happy on their jobs through dynamic and structural CLD and suggests personal, organizational, and government level (happiness) promoting factors. Researcher adopted the system dynamics methodology which is qualitative research techniques pursue behavior probability by using CLD. It spotlights 6 CLD: job satisfaction, organizational commitment, positive sensitivity, negative sensitivity, amicable relationship, job sustainment intention, in addition to numerous factors that affect them from an integrative perspective. It differentiates itself from one-way relationship focused qualitative research to an advanced mutual and realistic perspective exploratory research.

• Korean Security Journal
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• no.10
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• pp.53-77
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• 2005

This thesis analyzes the effectiveness of master's transformational and transactional leadership on organizational commitment as well as job satisfaction of private security, scrutinizes the difference in master's leadership according to social-demographic group. The sum of this thesis is as follows. To begin with, analyzed the difference of leadership style according to social-demographic characteristics of private security, it showed that monthly income is over 2.5 million won as well as people over 30 years old have higher transformational leadership than the others. That is, the older people's age is and the more someone gains his living, the higher he esteems and trusts his master who has charisma, personal concern and shows intellectual stimulus. And examined thoroughly the difference of organizational commitment as well as job satisfaction in accordance with social-demographic characteristics of private security, people who are 20-25 years old, are college graduates and employees who have worked for 2-3 years do well calculational commitment. It means that the younger he is and the lower academic background is, the higher calculational commitment is by the profit and loss which affects them. Secondly, inquired into consequence of leadership style on job satisfaction. Leadership of intellectual stimulus has negative effect on job satisfaction, whereas it has positive effect on conditional compensation. Exactly, if the master exhibits leadership that stimulate to improve an initiative, it reduces the job satisfaction. On the contrary, for the reason that his master indicates leadership that accompanies conditional compensation, job satisfaction tends to increase. Finally, judged from the effects of leadership style on organizational commitment, the charisma, the lower factor of transformational leadership affects to emotional commitment positively and then, it shows that employees tend to become attached to the organization and have a sense of oneness with it, if their master is able to show charismatic leadership. In conclusion, the private security companies pursue employees whose school career and payment is lower because of incidence in labor expense related with the profit and loss. Owing to it, employees are not satisfied with their job much. And also there is the change in increasing rate of job satisfaction according to business performance of the conditional compensation, i.e. a consideration, a promotion, etc., and the calculational commitment. Therefore, the university should try to focus on the researches for cultivate more professional manpower for business, the companies must try to make better deal, offer welfare for their employees to develop of the private security industry, to rise the job satisfaction of private security. And then, investigation to find private security's own level ought to be done by organic industry-academic cooperation of university and industries.

• Proceedings of the Korea Contents Association Conference
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• 2007.11a
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• pp.410-413
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• 2007

Information Technology(IT) was introduced to the business as a means of improving operational efficiency. Nowadays, IT has become an essential component of an organization's survival. Almost no operations of an organization can be performed without IT. The benefits of using IT in organizations can not be underestimated. Some organizations have flourished because of the competitive advantages derived from the IT systems they have developed. Most IT systems, however, have been extended, changed and integrated with ad-hoc and makeshift solutions without thinking long-range view. It results in high maintenance cost and uncontrolled system for managing information resources. Especially, public institutions under the Project-Based System (PBS) have some problems in keeping a good management systems for information resource, because they are usually operated for a set period. Therefore, we propose the framework how to efficiently manage the IT assets and resources based on the Information Technology Architecture (ITA) that is introduced for the overall optimization of IT investment, change management and inter-operability.