• Journal of the Korean Society of Physical Medicine
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• v.5 no.3
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• pp.421-434
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• 2010

Purpose : The purpose of this study is to understand the attitudes to internal service quality between coworkers, service quality to patients, job satisfaction, organizational identification and job identification of physical therapists in medical organizations. Methods : Data were collected from physical therapists working in medical organizations. 195 questionnaires were analyzed. Participants' total mean, group mean by age, sex, career and type of medical organization and the variables' correlations were examined. Results : The attitudes of physical therapists to five variables were very positive. Especially job identification was strong. The significant differences between groups were found in some variables. All variables except age and career were positively related to each other. The correlation between age and career was very high. Age and career were related to some of variables. Conclusion : To improve organizational performances it should be a top priority to understand the attitudes of physical therapists in organizations.

• Korean Journal of School Psychology
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• v.18 no.2
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• pp.221-247
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• 2021

This study was conducted to determine if the relationships between role identification confusion and burnout and between role identification confusion and job satisfaction are mediated by role conflict and whether job crafting moderates the mediating the relationships between role conflict and burnout and between role conflict and job satisfaction. A total of 150 professional school counselors completed a survey about role identification confusion, role conflict, burnout, job satisfaction, and job crafting. The results of a correlation analysis showed that the relationship between role identification confusion and burnout was statistically significantly positive, the relationship between role identification confusion and job satisfaction was statistically significantly negative, and that role conflict mediated the relationships between role identification confusion and burnout and between role identification confusion and job satisfaction. However, the moderated mediation effect of job crafting in these relationships was not statistically significant. This paper discusses this study's limitations and suggestions for further research.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.2
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• pp.127-137
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• 2022

Purpose - The purpose of this research is to test the impact of transformational leadership on subordinates' performance (job performance and creativity) in Chinese companies. In addition, it intends to verify the mediating effect of subordinates' organizational identification on the relationship between transformational leadership and employee performance. Research design, data, and methodology - To this end, a survey was conducted on the members of Chinese companies. Out of 400 returned responses to the final questionnaire, 349 were used for analysis after excluding invalid responses. Data were analyzed using SPSS 24 and AMOS 24. Result - The analysis results are as follows. First, transformational leadership has a direct effect on subordinates' job performance and creativity. Second, transformational leadership was found to increase subordinates' organizational identification. Third, the mediating effect of organizational identification was verified in the relationship between transformational leadership and performance (job performance and creativity). Conclusion -This study analyzed the effect of the transformational leadership on subordinate's job performance and creativity amid the deepening of China's market economy policies after economic opening. The study expands the related studies.

• Korean journal of food and cookery science
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• v.23 no.3 s.99
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• pp.401-408
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• 2007

The purpose of this study was to identify the impacts of brand and organizational identification on job satisfaction among kitchen and F & B employees of deluxe hotels. Questionnaires were distributed to 460 employees in the food and beverage departments of 11 deluxe hotels in Seoul. A total of 398 questionnaires were used for analysis (86.5%). Statistical analyses were completed using SPSS Win (12.0) to perform descriptive analysis, reliability analysis, t-tests and ANOVA. The results of the study showed that brand identification was higher with F & B employees than kitchen employees (p<0.01), and was also higher for employees of international brand hotels than local brand hotels (p<0.05). Further analyses revealed that brand identification affected organizational identification, and both types of identification, especially brand identification, had strong impacts on job satisfaction. In conclusion, employee brand identification should be recognized as one of the most important factors of human resource management in the foodservice industry.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.3
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• pp.243-254
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• 2005

Purpose: The purpose of this study was to analyze the effects of motivation and hygiene factors on nurse's job satisfaction, organizational commitment, and organizational identification. Methods: The subject hospital was 4 tertiary general hospital located in Seoul and Incheon, Korea. The participants of this study were 521 nurses working in the subject hospitals. The data were collected by self-reporting questionnaires from April 1 to June 30, 2004. The data were analyzed using SAS 8.0 program for descriptive statistics and stepwise multiple regression. Results: The mean score of variables were as follows. The motivation factor's total was 3.22, hygiene factor's total was 2.98, job satisfaction was 2.94. organizational commitment was 2.94, and organizational identification was 3.62. The statistically significant predicting factors of job satisfaction were achievement, work itself and salary. In organizational commitment, the significant predicting factors were achievement, advancement, work itself, policy and administration, working conditions, and interpersonal relations. In organizational identification, the significant predicting factors were work itself, responsibility, interpersonal relations, and personal life. Conclusion: With these results, it was identified that the predicting factors of nurse's job satisfaction based on Herzberg's two-factor theory. The most statistically significant factors were salary on job satisfaction, policy and administration on organizational commitment and work itself on organizational identification. So these results will be used to develop the more effective strategy of nursing staff management. And also these will be contributed to developing the nurse's motivation enhancement plans.

• The Journal of the Korea Contents Association
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• v.16 no.6
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• pp.761-773
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• 2016

The purpose of this study was to investigate the relationship between ethical leadership, organizational identification and job stress. Moreover, harmonious passion was considered as a mediating factor between ethical leadership and outcomes. This study tested the mediated model with data from 369 employees working in various organizations. Then, structural equation modeling was used to test proposed hypotheses. The result showed that ethical leadership was positively related to harmonious passion and organizational identification. However, ethical leadership was not related to job stress in this study. And through the mediating role of harmonious passion, ethical leadership had significant effects on organizational identification positively and job stress negatively. Especially, it was revealed that harmonious passion partially mediated the relationship between ethical leadership and organizational identification, and fully did the relationship between ethical leadership and job stress. Implications and limitations of the study were discussed.

• The Journal of the Korea Contents Association
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• v.15 no.12
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• pp.421-435
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• 2015

The purpose of this study was to explore the relationship between authentic leadership, organizational identification, job performance, and turnover intention. Specifically, the study investigated whether subordinates' organizational identification mediates the relationship between authentic leadership and subordinates' job performance and turnover intention. The study tested the mediated model using data from 299 employees working in a variety of organizations. The result revealed that authentic leadership was positively related to organizational identification and job performance but was negatively related to turnover intention. Further, organizational identification partially mediated the effects of authentic leadership on job performance and turnover intention. Theoretical and practical implications and limitations of the study were discussed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.5
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• pp.223-235
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• 2022

The satisfaction and performance levels of employees also depend upon the leadership styles adopted by corporate leaders. Meanwhile, organizational identification is a fundamental organizational behavioural concept in business that influences employee belongingness with the organization. Taking into account the relevance of this research topic, this paper aims to understand of organizational identification and leadership styles in SMEs. It also investigated the mediation role of organizational true. For the analysis, a questionnaire survey was conducted on employees of SMEs, and the collected data were analyzed using the hierarchical multiple regression analysis. Analysis results are as follows: First, out of leadership style, transformational leadership, transactional Leadership had a positive effect on job satisfaction. Second, organizational identification had a positive effect on job satisfaction. Third, in the relationship between leadership, organizational identification and job satisfaction, the mediating effect of organizational true had significant transformational leadership→organizational truer→job satisfaction, transactional leadership→organizational truer→job satisfaction, organizational identification→organizational truer→job satisfaction. The results of this study show that the role of middle managers is very important in SMEs. The leadership of SME managers can also be linked to organizational performance through the job satisfaction of workers. Therefore, SME' CEO should provide opportunities to receive professional training on the leadership of middle managers. In addition, SME' CEO need a strategy to instill a positive image of the organization in workers through the organizational vision.

• Journal of Korea Society of Industrial Information Systems
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• v.22 no.2
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• pp.107-122
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• 2017

This Study is to Analyze the Positive Psychological Capital(self-efficacy, optimism, hope, resilience) on the Organizational Identification and the Loafing Behaviors with Job Satisfaction as a Mediator. By doing this, it is also to Comprehensively Understand how Positive Psychological Capital Affects the Organizational Identification and the Loafing Behaviors. An Empirical Analysis has been Conducted through the Covariance Structural Equation Model Targeting the Financial Industry in Busan. The Results of this Empirical Analysis are as Follows. Firstly, Self-Efficacy, Optimism, hope, and Resilience Among the Positive Psychological Capitals are Found to have a Positive(+) Significant Effect on Job Satisfaction, of Which hope is Found to have the Greatest Effect on it. On the other Hand, Optimism is Found not to have a Significant Effect on Job Satisfaction. Secondly, job Satisfaction is Found to have a Positive(+) Significant on the Organizational Identification. Thirdly, job Satisfaction is found to have a negative(-) significant on the loafing behaviors. Fourthly, the results of investigating the mediating effect of job satisfaction in the relation of positive psychological capital, organizational identification, and loafing behaviors show that all have a mediating effect except for the mediating effect of job satisfaction in the relation of hope and loafing behaviors. Finally, the summary, suggestions, limit, and the direction for future researches are presented.

• Proceedings of the Korea Inteligent Information System Society Conference
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• 2001.06a
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• pp.243-252
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• 2001

Recently, as most companies recognize the importance of the customer relationship management, they strongly believe that they must know who their customers are. The job of a customer is very important information for us to understand the customer. However, since most customers are reluctant to reveal themselves, they do not let us know their jobs, and even provide false information about their jobs. The target domain of our research is mobile telecommunication. In this research, we developed a system that identifies the customer's job by utilizing the Call Detailed Record. From the Call Detailed Record, we extracted such variables as 'Average Monthly Payment'and 'Age of the Customer'and so forth. Moreover, we generated many summary variables and derived variables such as 'Number of Calls during Work Hours in Weekday', and 'Ratio of Calls from other Mobile Telephone'. Using artificial neural networks, we developed a two-step Job Identification System. In the first step, it identifies the four job classes then in the second step, it subdivides these four job classes into seven jobs. The accuracy of identifying the seven jobs was 69.1%.