• 산업경영시스템학회지
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• 제32권3호
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• pp.20-28
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• 2009

Member's perception toward organizational climate is an concept but generally it has been used in the meaning of Organizational climate by members, in an attempt to give an idea of what kind of meaning an organization can have from a psychological point of view to its members. This thesis insists Individual attitudes in the organization be changed characteristics of organization and individual who percepts the organization, one the basis of Organization climate effects individual attitudes directly and indirectly, and objective of the study is to verify the dependence of cause and effect between organization climate and job satisfaction and performance with manufacturing firms within Gumi National Industrial Complex. As a result, to promote the effectiveness and efficiency of the enterprise, firstly, we have to set an appropriate objectives within the organization, Secondly, the manager should recognize the controversial issue be solved in public. Lastly, the members should be inspired loyalty into their organization.

• 디지털융복합연구
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• 제17권3호
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• pp.169-180
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• 2019

본 연구에서는 애자일 문화인식(임파워먼트, 지속적 학습, 개인 커뮤니케이션 강화)이 직무성과(과업, 맥락, 적응)에 미치는 영향 및 개인역량(지식, 기술)의 조절효과를 이론적으로 검토한 후 중국기업의 종업원을 대상으로 실증연구를 진행하였다. 실증분석을 위해 중국기업에 종사하는 종업원 219명의 데이터를 사용하였으며 SPSS 21을 사용하여 변수의 타당성 및 신뢰성 분석, 회귀분석을 실시하였다. 연구결과는 다음과 같다. 첫째, 애자일 문화 인식은 직무성과에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 개인역량은 애자일 문화 인식과 직무성과 간의 관계에서 부분적인 조절역할을 하는 것으로 나타났다. 연구결과를 통해 직무성과에 영향을 미치는 애자일 문화인식과 개인역량의 세부적인 역할을 이해할 수 있고 애자일 문화인식을 구성하는 요인들이 기업들이 애자일 조직으로 변환하는데 연구방향을 제시할 수 있다.

• KDI Journal of Economic Policy
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• 제40권4호
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• pp.65-80
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• 2018

This paper examines the differences between the subsequent careers of high school and college graduate workers based on a direct role of college graduation with regard to the revelation of workers' individual abilities. Using NLSY79, we document a positive relationship between off-the-job training/performance-pay jobs and ability for high school graduates at the early stages of their careers. However, this relationship is less prominent for college graduates. Moreover, we show that high ability is associated with more jobs, which reflects higher job mobility, only for high school graduates. We argue that these patterns are the result of productivity-revealing behavior of high school graduates, whose individual abilities, unlike college graduates, is not observed precisely at the beginning of their careers.

• 간호행정학회지
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• 제5권1호
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• pp.39-61
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• 1999

This thesis is attempted to ananlyze the relationship between the empowerment in the nursing work environment, the job-related personal charateristics and the nursing job performance according to the individual variables of hospital, age, experience, education, position, practice area, number of nurses in the practice area, number of beds. 'Opportunity', 'support', 'informantion', ,resource' are used as structural factors of empowerment suggested by Kanter's theory of structural power in organization, and 'self-efficacy', 'burnout', 'motivation', 'organizational commitment' are defined as four job-related personal charateristics. The ultimate goal of this study is to find out the work effectiveness of the structural factors of empowerment and the job-related personal charateristics. The basic data consists of two sets of questionaires. One is the self-reporting quetionaires for the staff nurses and the other one is questionaires answered by nursing managers. The latter is designed to objectively measure the job performance. A total of 523 items of data are collected randomly from nursing population of 7 different university teaching hospitals in Seoul metropolitan area. The data were analyzed mainly using descriptive statistics, correlation analysis. ANOVA, and Duncan test according to the various purposes of the analysis. The main results of this study are as follows : 1. The mean score of four structural empowerment factors are ranked by support, opportunity, resource, and information. And among the four job-related personal charateristics self-efficacy factor shows especially high score. 2. The results of the correlation analysis between the empowerment factors and the job-related personal charateristics are as follow: 1) The 'opportunity' factor is correlated with organizational commitment' (r=.37), 'motivation' (r=.36), 'burnout' (r=-.17), and (r=.09). 2) The 'information' factor is correlated with 'organizational commitment' (r=.44), 'motivation' (r=.39), 'burnout' (r=-.24), and 'self-efficacy' (r=.17), 3) The 'support' factor is correlated with 'organizational commitment' (r=.47). 'motivation' (r=.42), 'burnout' (r=-.24), and 'self-efficacy (r=.20), 4) The 'resource' factor is correlated with 'burnout' (r=-.28), 'organizational commitment' (r=.26), and 'motivation' (r=.26), 3. The job performance are correlated with 'motivation' (r=.24) , 'self-efficacy' (r=.16), 'burnout' (r=-.16) and 'organizational commitment' (r=.12), 4. The job performance are correlated with' support' (r=.17), 'information' (r=.12) 'opportunity' (r=.10), 5. The result of ANOVA for analysing the relationship between the structural factors of empowerment and individual variables shows that the level of empowerment are significantly different by the variables such as 'hospital' and 'the number of beds in the practice area'. In summary, there were several findings in this study, First, the structural factors of empowerment defined as opportunity, support, information are significantly correalted with the job-related personal charateristics that are supposed to relate to the level of job performance. These results support the basic hypothesis suggested by Kanter's theory and implies that for improving the job performance of nurses, hospital has to have more concern about the structural factors of nursing environment.

• 간호행정학회지
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• 제13권2호
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• pp.156-166
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• 2007

Purpose: The purpose of the present study was to examine the causal relationships among hospital nursing organizational characteristics (organizational climate, workload), individual characteristics (experience, education) and outcome variables (job satisfaction, job stress, task performance) by constructing and testing a conceptual framework. Method: Five large general hospitals located in Seoul were selected to participated. The total sample of 245 registered nurses represents a response rate of 94 percent. Data for this study was collected from January to February in 2006 by questionnaire. Path analyses with LISREL program were used to test the fit of the proposed model to the data and to examine the causal relationships among variables. Result: Both the proposed model and the modified model fit the data excellently. The model revealed relatively high explanatory power of work stress (40%), job satisfaction (46%) and task performance (27%) by predicted variables. In predicting work stress, job satisfaction and task performance, the finding of this study clearly demonstrate organizational climate might be the most important variable. Conclusion: Based on the findings of the study, it was suggested that desirable organizational climate was needed to increase the nurses' mental and physical health as well as qualified task performance.

• 산업융합연구
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• 제20권1호
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• pp.35-42
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• 2022

본 연구는 기업의 종업원의 성과요인을 개인적, 조직적, 제도적 요인으로 나누고 이에 따른 성과평가결과와의 관계를 실증적으로 분석하였다. 최종 417개의 표본을 바탕으로 SPSS와 AMOS를 이용한 결과를 요약하면, 다음과 같다. 성과 요인 중 직무 만족과 공정한 성과제도는 개인성과 평가결과에 유의미한 양(+)의 관계를 보였고, 안정적 대인관계는 뚜렷한 상관관계를 찾아보기 어려웠다. 직무 만족(β= 0.432, t= 7.375^***)의 영향력이 가장 컸으며, 공정한 성과제도(β= 0.127, t= 2.406^*)가 그 다음이었다. 이는 성과 원인이 직무에 만족 한 경우와 조직의 성과제도가 공정하다고 인식하는 것이라 할 수 있겠다. 그러나 안정적 대인관계 즉, 다른 사람들로부터 원만한 관계를 하고 심리적 안정이 동반되는 대인관계는 성과요인이 아님이 밝혀졌다. 이러한 실증분석 결과를 바탕으로 성과요인에 대한 논의, 그리고 시사점과 향후 연구방향에 대해 제시하였다.

• 한국콘텐츠학회논문지
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• 제22권2호
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• pp.529-544
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• 2022

4차산업혁명시대에 글로벌팬데믹을 맞이함에 따라 기업의 경영환경은 급격한 변동성과 불확실성에 휩싸였다. 특히, 유연근무제의 확산으로 조직이 높은 경쟁력을 갖기 위해서는 조직구성원과의 관계관리와 자기주도적 직무재창조가 중요한 핵심 자원으로 인식되고 있다. 본 연구는 기업 조직내 관계적 에너지와 회복탄력성이 직무재창조에 어떠한 영향을 미치는지 알아보고, 직무재창조가 개인직무성과에 미치는 영향에 대해 검증하고자 한다. 실증연구를 위해 일반기업 직원을 대상으로 400개의 유효한 응답에 대하여 SPSS 26.0과 Smart PLS 3.0으로 분석하였다. 분석결과, 첫째, 관계적 에너지가 과업재창조에는 정(+)의 영향을 미치지 않는 것으로 확인되었다. 둘째, 관계적에너지는 관계재창조와 인지재창조에 각각 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 회복탄력성은 직무재창조를 구성하는 과업재창조와 관계재창조, 인지재창조 모두에게 정(+)의 영향을 미치는 것으로 나타났다. 넷째, 직무재창조는 개인직무성과에 정(+)의 영향을 미치는 것으로 나타났다. 이러한 연구결과를 바탕으로 학문적, 실무적 시사점을 도출하고 후속연구자들과 이해관계자들에게 실질적인 도움을 주고자 한다.

• 한국노년학
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• 제30권4호
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• pp.1059-1075
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• 2010

노인일자리사업 실무자들의 직무성과는 노인일자리사업의 성과에 영향을 미칠 가능성이 높다. 따라서 노인 일자리사업의 지속적인 양적 성장에 발맞춰 질적인 성과를 제고하기 위해서는 노인일자리사업 담당자들의 업무 역량과 직무성과를 높이기 위한 노력이 필요하다. 이에 본 연구는 노인일자리사업 실무자들의 직무성과에 영향을 미치는 요인을 실무자들의 개인적 특성과 그들이 속해있는 조직구조의 특성을 중심으로 고찰하였다. 이를 위해 서울, 경기, 강원, 인천지역의 노인일자리사업 수행기관의 실무자를 대상으로 구조화된 설문지를 이용하여 설문조사를 실시하였다. 수집된 251부의 자료를 실무자의 개인적 특성과 조직구조에 따른 직무성과 수준에 대한 기초통계 분석 및 회귀분석을 실시하였다. 연구 결과, 개인적 특성에 있어서는 자신감, 노인일자리 사업에 대한 이해, 노인에 대한 인식이, 조직구조 특성에서는 조직의 공식화수준이 노인일자리사업 실무자의 직무성과에 유의한 영향을 미치는 것으로 나타났다. 즉 노인일자리사업 실무자들은 자신감이 높을수록, 노인 일자리사업에 대한 이해가 높을수록, 노인의 일과 사회활동에 대해 긍정적인 인식이 강할수록 그리고 실무자가 속한 조직의 공식화 수준이 높을수록 직무성과가 높은 것으로 나타났다. 이러한 결과는 실무자들을 위한 지속적인 임파워먼트와 사업에 대한 지식과 기술 습득 및 노인에 대한 긍정적인 인식 제고를 위한 전문화된 교육의 필요성을 시사해준다. 아울러 노인일자리 담당 실무자의 직무 및 업무처리과정에 대한 통합적 매뉴얼의 필요성도 시사해주고 있다.

• 아태비즈니스연구
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• 제12권2호
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• pp.25-37
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• 2021

Purpose - This study analyzes the situational relationship between the components of job crafting and innovation performance, and based on this, suggests practical alternatives to the effect of the control variables of organizational support. Design/methodology/approach - For this survey, 350 questionnaires were distributed to Korean SME workers from October 5, 2020 to March 20, 2021, and 230 questionnaires were collected. In order to check the validity of the questionnaire, the questionnaire judged to be inappropriate in response was excluded. The recovery rate was 65.7%, and the effectiveness of the questionnaire was 82%. Structural equation model and hierarchical regression analysis are used to analyze those data. Findings - First, job enhancement through job redesign as well as organizational support is a key task in order to expect innovative results from field members. Innovative performance is not created by individual jobs, but is created between jobs and jobs, tasks and tasks, teams and teams, and departments and departments. This is why it is worth paying attention not to the functional approach, but to the interconnection structure of the process. Research implications or Originality - In this study, it was analyzed that structural job resource increase and social job resource increase, which are components of job crafting, had a positive effect on innovation performance, and that challenging job will had no significant effect. Challenging work will itself does not negatively affect innovation performance. Combining the survey and interview, field members who make up the majority of respondents say that they do not lack the will to work. They claim that there is no channel or opportunity to express or practice a challenging will.

• The Journal of Asian Finance, Economics and Business
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• 제9권5호
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• pp.157-169
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• 2022

Job love is an emerging phenomenon, which is the utmost approach to fulfilling employees' and organizations' mutual interests, especially performance. The current study aims to define and extend the existing proposed construct of "loving one's job" as job love. It provides a novel theoretical multi-level framework of job love, contextual factors, and performance principled on the attraction-selection-attrition framework and social exchange theory through an integrated approach. This study collected cross-sectional data through a questionnaire from 332 nurses across eight tertiary hospitals in Khyber Pakhtunkhwa, Pakistan. The findings are based on the structural equation modeling technique (SEM) at multi-levels. The results show significant relationships between job love, contextual factors, and performance at the individual and organization levels. There are some insignificant relationships between the variables at the cross-level. Job love plays a key role for both employees and organizations. It facilitates the individuals in the recruitment process to select the job they love, be a good fit, and stay committed to that particular job and organization. This phenomenon allows people to pursue their common interests. Job love assists firms in developing human resource capacity utilization plans that satisfy the needed requirements.