• 한국콘텐츠학회논문지
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• 제8권5호
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• pp.215-223
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• 2008

본 연구는 세무공무원들을 대상으로 세무업무의 전문분야의 특성상 전문인으로서의 자긍심과 외부이미지 그리고 조직 동일시가 조직몰입에 어떤 영향을 미치는지를 실증적으로 검증한 연구이다. 검증결과, 자긍심과 외부이미지 그리고 조직 동일시에 대한 만족도가 높을수록 조직몰입도가 높아진다는 것을 알 수 있었다. 높아져가는 국민들의 세금에 대한 관심과 시대적인 요구에 적극적으로 부응하기 위해서는 세무전문인으로서의 자긍심과 세무행정의 외부이미지 제고를 위한 본질적이고 실질적인 노력이 필요하다. 그리고 조직이 효과적으로 기능하기 위해 조직 구성원간에 조직 동일시를 일으킬 수 있도록 하여 조직몰입을 증대시킨다면 조직성과의 향상을 가져올 수 있을 것으로 판단된다.

• 한국재난정보학회 논문집
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• 제5권1호
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• pp.104-119
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• 2009

The purpose of this study is to examine the effects of job involvement and organization commitment on job form of security guard. The total 260 subjects are composed of 50 women and 210 men who work at security company for security guards in Seoul and Gyonggi province. First, according to the populational and social character, job involvement was higher in women security guards than men, higher in 'above 41' for age, higher in 'university' for educational level, and higher in '300-400' for incomes. Second, according to the populational and social character, organization commitment was higher in men security guards than women, higher in 'above 41 ' for age, higher in 'graduate school of university' for educational level, and higher in '300-400' for incomes. Third, according to the form of the job, the job involvement was higher in 'under 10' for their career, higher in 'manager' for their responsibilities of work, higher in 'afternoon working' for the time schedules, and higher in 'field service' for the kind of working. Fourth, according to the form of the job, the organization commitment was higher in 'under 10' for their career and higher in 'field service' for the kind of working. However, there was no difference between the responsibilities of work and the time schedules. Fifth, it increases the organization, when the job involvement of the security guards such as work attachment, active performance, and the pursuit of job achievement.

• 경영과정보연구
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• 제9권
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• pp.99-115
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• 2002

This study focuses on forces and correlation among such independent factors as the style of leadership, motivation and relationship in order to find out what kind of ingredients have an effect on the employees' organizational commitment in a venture company. It is likely that the organizational commitment of the employees in the organization in a venture company may be different from that of existing enterprises since they differ 100 percent in their nature. In an attempt to prove it, actual corroboration has been made. As a result, it turned out that transformational leadership had a great impact on the organizational commitment while transactional leadership did not; in the motivation factor, the more vision the employees envisage, the more organizational commitment they show followed by management goals and self-admiration; in the relational factor, more openness in the communication led the employees to devote themselves to their companies, which was valid in the range of 90% in the confidence index. This study reveals that there is not much difference between venture and general companies in the factors that affect employees' organizational commitment in the organization. Therefore, the Chief Executive Officer in the venture company should make a favorable environment with transformational leadership and obvious vision through free and open communication with colleagues so that his or her employees can devote themselves to the organization to which they belong, since venture companies are usually staffed by young workers with high education.

• 간호행정학회지
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• 제19권3호
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• pp.372-381
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• 2013

Purpose: The purposes of this study were to analyze the mediating effects of empowerment, job stress, organizational commitment and relation-oriented nursing organization culture on turnover intention of clinical nurses. Methods: Participants selected for the final analysis were 382 nurses working in 4 general hospitals. Data were analyzed through descriptive statistics Pearson correlation analysis (SPSS/WIN 17.0), and Path analysis (AMOS 18.0). Results: The study results are as follows: relation-oriented nursing organizational culture had no direct effect but had an indirect effect on nurses' turnover intention through empowerment, job stress, and organizational commitment, while job stress and organizational commitment had direct effects on turnover intention. The results also showed that empowerment had strong effect on organizational commitment, but job stress had very weak effect. Empowerment had an effect on turnover intention. Conclusion: These results indicate that establishment of relation-oriented nursing organization culture is imperative if clinical nurses' turnover intention is to be decreased.

• 보건행정학회지
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• 제8권1호
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• pp.52-96
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• 1998

To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors (sex, age, education, job-grade, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) ad structural variables(formalization, centralization, communication, job-conflict, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables. For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. The survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values. The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method. Main results were as follows: (1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively. (2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative. (3) Pride for organiztion, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salar and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centraldization were negative. In conclusion, these results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication. Especially, pride for organization and intrinsic motivation were expected to play the most important role.

• 간호행정학회지
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• 제14권1호
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• pp.5-12
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• 2008

Purpose: This study aimed to examine the impact of Organizational Culture on job satisfaction and organizational commitment in nursing organization. Methods: The sample consisted of 264 nurses of 2 tertiary medical institutions. The instruments used in this study were the nursing organizational culture questionnaire (Han, 2001), job satisfaction scale (Paula, 1978), and Organizational Commitment scale (Mowday et al., 1979). The data were analyzed by descriptive statistics, one-way ANOVA, t-test, Pearson Correlation. Coefficient, and multiple regression using the SPSS Win 14.0 program. Results: The dominant organizational culture of nursing organization was rank-oriented culture. The mean score of job satisfaction and organizational commitment was 3.28 and 3.40 respectively. Organizational commitment and Job satisfaction were positively correlated with affiliative-oriented culture, innovative-oriented culture, and task-oriented culture. Affiliative-oriented and task-oriented culture were major variables influencing on job satisfaction and affiliative-oriented culture was a major variable influencing organizational commitment. Conclusion: Organizational culture, especially affiliative-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the affiliative-oriented culture to improve the job satisfaction and organizational commitment of nurses.

• 한국조리학회지
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• 제13권1호
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• pp.11-23
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• 2007

This study focused on analyzing the relations of empowerment recognized by a five star hotel culinary team in job satisfaction, organizational commitment, and outcome. The purpose of this survey is to show a desirable culinary organization in hotel management. This survey was shared by two groups recognized as high empowerment and low empowerment groups, for job satisfaction, success, organizational commitment, and outcome measurements. This study presented the difference between recognizable high empowerment and the effects of low empowerment groups which showed positive effects on the high empowerment group compared with the low empowerment group. This means that positive effects on the three main factors of job satisfaction, success, organizational commitment, outcome measurements, and hotel culinary organizations are required empowerment for the new organization of management.

• 안보군사학연구
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• 통권15호
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• pp.153-192
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• 2018

The purpose of this study is to verify the relationship between mission-oriented Command, organization efficiency, organization culture of 626 field officers in JFMU. Firstly. the study found that decision making in the relationship between mission-oriented command and organization efficiency had negative effect on job satisfaction. Planning and trust lead to positive effect on job satisfaction and organizational commitment and no significance in self decision. Secondly, mission-oriented command may differ depending on the types of organization culture and organization culture has positive effect on job satisfaction and organizational commitment. Thirdly, mission-oriented command has some effect which derives from its impact on organization efficiency that also effects rational culture and rank hierarchy culture. These study results suggest different measures in terms of practice and policy. Firstly. within the military organization, precise communication will lead to job satisfaction without unnecessary overload of communication. Also. we have rationale culture, agreement culture and rank hierarchy culture forming our organization culture. There is a need to apply elements of mission-oriented command depending on the types of organization culture. Secondly, to maximize organization performance through mission-oriented command, we have to strengthen the rationale and rank hierarchy cultures and especially introduce development culture which should be established within the military organization.

• 대한안전경영과학회지
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• 제13권2호
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• pp.219-229
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• 2011

A empirical study about dual commitment of members of labor union for logistics companies based around the capital for their companies and union was carried out. This paper reviewed the effects of job security, organizational justice and social capital on dual commitment, and the mediating effect of social capital between job security and organizational justice, and dual commitment. Also, by establishing the social capital as a mediating variable, whether the effects of job security and organization justice to dual commitment exhibit mediating effects was identified.

• 한국콘텐츠학회논문지
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• 제12권3호
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• pp.322-334
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• 2012

본 연구는 기업 내 서비스신뢰, 직무몰입, 고객서비스행동, 경영성과 간의 관계를 검증함으로써 종업원의 기업에 대한 신뢰가 어떻게 경영성과에 영향을 미치는가를 확인하고 설명하는데 있다. 본 조사의 설문은 국내 주요 제약사의 판매원으로부터 자료를 수집하였으며, AMOS 18.0을 이용하여 구조방정식모형분석으로 제기된 연구가설을 검증하였다. 분석결과, 기업 내 서비스신뢰는 직무몰입과 경영성과에 긍정적인 영향을 미친 반면, 고객서비스행동에는 부정적인 영향을 주었다. 그리고 고객서비스행동은 경영성과에 긍정적인 영향을 미치는 것으로 나타났다. 따라서 기업 내 서비스신뢰는 경영성과에 직접적인 영향을 주었고, 또한 직무몰입과 고객서비스행동을 통해 유의한 영향을 주었다. 결론적으로 정리하면, 종업원이 자신이 속한 조직에서 직무에 헌신할 때 고객에 대한 서비스행동이 높아지며 경영성과도 성취될 수 있음을 확인하였다. 따라서 판매를 통한 높은 수준의 경영성과를 성취하기 위해서는 종업원의 직무에 대한 몰입을 강화해야 할 것이다.