• The Journal of the Korea Contents Association
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• v.6 no.7
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• pp.42-49
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• 2006

The purpose of this paper is to study of improve the organizational performance and survival with the changes of the circumstances or in pursuit of improving the organizational effectiveness through the learning organization, the organizational culture was inspected with the condition precedent of the learning organization. The result of this empirical study is summarized as followings. First, the learning organization has a positive effect on the organizational effectiveness. The knowledge and experience accumulated by the learning organization improve the official satisfaction. Second, in the organizational culture of the learning organization, developmental and rational culture has positive effect on the learning organization, but hierarchical and group culture has no effect. on the learning organization. Therefore, to establish the learning organization through the organizational learning, all managers realize the importance of developmental and rational culture because the organizational effectiveness is significant when the organization change is new.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.6
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• pp.484-492
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• 2018

The purpose of this study was to analyze the effects of internal organizational culture attributes on job performance and job satisfaction. Data collection was conducted from December 8, 2014 to December 20, 2014 through a self-enforced questionnaire at 500 general hospitals in Gyeonggi-do. First, the organizational cultural attributes of hospitals had a statistically significant effect on job performance. Second, organizational cultural attributes had a statistically significant effect on job satisfaction. Third, job performance had a statistically significant effect on job satisfaction. For communication, organizational development and the future of the organization as well as organizational attributes and systems of the organization were shown to increase job performance and job satisfaction, communication with seniors and colleagues, roles, and responsibilities between departments. Organizational culture had more organizational attributes than individual ones, which affects the work and behavior of the organization members. Therefore, in order to survive competition, hospitals require accurate diagnosis of hospital organization culture, maximize effectiveness of organization culture, and a desirable hospital culture. In addition, management should provide employees with a clear mid- to long-term vision to ensure that the objectives of the hospital and the goals they pursue are consistent.

• International Journal of Advanced Culture Technology
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• v.8 no.3
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• pp.114-122
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• 2020

We study confirmed the effect of corporate social responsibility activities on organizational trust and job performance of organizational members and mediating effects of organizational trust among 351 members of the organization in the metropolitan area and Chungcheong area. For this, the SPSS 24.0 and AMOS 24.0 statistical packages were used to produce the following results. First, as a result of analyzing the impact of CSR activities on organizational trust of organizational members, factors of economic responsibility, legal responsibility, ethical responsibility, and charitable responsibility showed significant effects on organizational trust. Second, as a result of analyzing the relationship between the effects of CSR activities on the job performance of members of the organization, it showed a direct effect on job performance, which is a factor of economic responsibility, legal responsibility, ethical responsibility, and charitable responsibility. Third, organizational trust of organization members was analyzed as a positive factor in job performance. Fourth, it showed the mediating effect of organizational trust on the effect of corporate social responsibility activities on job performance. As a result of this study, the organizational performance and job performance of organizational members showed a direct effect on CSR activities. Therefore, the CSR activity is important as it is a key factor to advance the organizational trust and job performance, which is the company's sustainable management system.

• Journal of the Korean Society for Railway
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• v.10 no.1 s.38
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• pp.29-33
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• 2007

This paper considers the case study of the change management and business innovation of the rail construction agency fer overcoming the crisis it faced in early stage. It will provide the suitable innovation techniques of each change stage. Also, each phase it evaluated the change degree of organization culture especially by the six box model of Weisbord and the Quinn's model. For the Period of Change, organization culture will grow about 10% and harmonize with 4 competitive organization culture; community, innovation, hierarchy, product. Only, it discovered that the difference of the current culture and rho organizer' wish is considerable by the Quinn's model. It wilt be able to describe the innovation fatigue which the organizers feel in the change of organization culture. For the successful innovation, it wilt have to be managed properly and the new innovation technique will have to be developed for solving.

• Korea Journal of Hospital Management
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• v.7 no.2
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• pp.1-23
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• 2002

D. W. Organ(1977) published a paper about the importance of Organizational Citizenship Behavior(OCB) in an organization. Since then, the studies of OCB have been continuously increased. As recent business environment has changed with rapidity and uncertainty, OCB for the improvement performance of organization should be more emphasized. Role behaviors of organization are divided into two parts such as in-role behavior and extra-role behavior. In recent, although the researches about extra-role behavior have been studied, they are still not sufficient. This study attempted to examine relationships between organizational culture, organizational commitment and organizational citizenship behavior, Sample was 193 employee engaged in hospitals of Pusan. In this study I chose four factor(affective, conservative, task and innovative culture) of organizational culture and three factors (affective, continuous and normative commitment) of organizational commitment and five factors(altruism, conscientiousness, courtesy, civic virtue and sportsmanship) with regard to organization citizenship behavior. The major findings of the empirical research are as follows ; 1. The Causal relation of dimensions of organizational culture and dimensions of OCB. 1) Affective culture has significant impact on courtesy, civic virtue of OCB. 2) Conservative culture has no significant impact on all of OCB. 3) Task culture has significant impact on conscientiousness, civic virtue, sportsmanship of OCB. 4) Innovative culture has no significant impact on courtesy, civic virtue of OCB. 2. The Causal relation of dimensions of organizational commitment and dimensions of OCB. 1) Affective commitment has significant impact on all of OCB. 2) Continuous commitment has no significant impact on all of OCB. 3) Normative commitment has significant impact on courtesy, civic virtue of OCB. In brief, though this study has several limitations in research design and methods, the results suggest that organizational culture of hospitals and organizational comitment of hospitals shows a strong relationship to the organization citizenship behavior.

• Journal of the Korean Society of Food Culture
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• v.23 no.2
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• pp.139-151
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• 2008

The purpose of this study was to determine the empirical cause-effect relationships among business ethical values and person-organization fit, job satisfaction, turnover intent, and organizational performance within family restaurants and feeding facilities. Self-administered questionnaires were completed by 459 restaurant employees. The SPSS and Amos programs were then applied to the data to perform frequency, factor, reliability, correlation and SEM analyses. The primary results are as follows. First, business ethical values had a significant positive effect on person-organization fit. Second, person-organization fit had a significant positive effect on job satisfaction, and a significant negative effect on turnover intent. Third, job satisfaction had a significant positive effect, and turnover intent had a significant negative effect, on organizational performance. Finally, upon verifying the possible direct and indirect effects of business ethical values within family restaurants and feeding facilities, it was determined that the ethical values had significant direct and indirect effects on person-organization fit, job satisfaction, turnover intent, and organizational performance. These findings have various implications. For example, an improved in-house ethical working environment leads to greaterperson-organization fit, and having employees that feel there is better in-house ethical reliability leads to greater consistency between personal and organizational values, resulting in higher job satisfaction and ultimately organizational performance.

• The KIPS Transactions:PartD
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• v.11D no.3
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• pp.571-576
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• 2004

Quality of software development project is very important In complex and large domestic soft ware markets. CMM level certification evaluates duality of software development project at present. Therefore, software development company endeavor for acquisition of CMM certification, level up CMM and organization's competitive power But, today confidentiality of CMM certification come into question, an exploratory study undertake about difference of software project quality and organization performance between CMM certificated organization and no-CMM certificated organization. Two organizations different partially. First of all, incremental improvement of software project process takes precedence of CMM certification. It is better to fit between culture of organization and CMM certification for project quality.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.2
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• pp.129-145
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• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• Journal of Korean Society for Quality Management
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• v.37 no.3
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• pp.54-64
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• 2009

This study conducts an empirical analysis of how the suggestion activity, most widely used in quality control activities, interacts with the dimensions of learning organizations. The study also attempts to analyze the results of Six Sigma based on sub-dimensions of learning organizations, which are infrastructure, culture and system. In order for learning and innovation to take place in implementing a Six Sigma program, the organizational infrastructure and culture are created and sustained and then, a learning organization system would become effective. In this study, a empirical model is used to demonstrate such an association. The sample consists of 134 organizations who have implemented a Six Sigma program for more than three years. Using the version 16.0 of AMOS for structural equation modeling, the study estimates the structural equation model that has a Six Sigma organization's infrastructure, culture and system as independent constructs, the suggestion system as a mediator, and the performance of Six Sigma projects as a dependent construct.

• The Journal of Information Systems
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• v.21 no.4
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• pp.81-108
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• 2012

Growth in the device field is driven by various emerging devices, tablet PC are among the most recognizable. Tablet PC are mobile computing devices enabled with touch screens or pen inputs and provide the functions of various other devices. Firms are interested in utilization of tablet PC on task. Many of firms is considering accepting of tablet PC and is looking forward to performance of tablet PC. Thus, this study propose to discuss strategies for the usage of tablet PC from organizational needs perspective. The goal of this study is to identify factors influencing use of tablet PC and task performance. The results of this study showed that the proposed factors of organizational needs with a exception of Service Flexibility had a positive impact on perceived usefulness that then positively affected Usage of Tablet PC and Task Performance. In addition, perceived task-technology fit had a positive impact on perceived usefulness and Usage of Tablet PC. Finally, Innovative Culture of Organization as a moderating effect significantly influenced the relationship between perceived usefulness, perceived Task-Technology Fit and Usage of Tablet PC. This study is expected to be a reference for a subsequent study associated with Tablet PC at organizational viewpoints.