• The Journal of Industrial Distribution & Business
• /
• v.10 no.3
• /
• pp.73-83
• /
• 2019

Purpose - This study is to clarify the structural relationship between the direct supervisor and organizational commitment and organizational citizenship behavior through mediation of the Leader-member exchange (LMX) in the hospital organization, and to confirm the mediating effect of the LMX. Through this study, we will provide basic data on the aspects of HR to enhance organizational immersion and organizational civic behavior in hospital organizations, and present suggestions on academic contribution and effective organizational operation measures. Research design, data, and methodology - This study is to investigate the relationship between authentic leadership and OC and OCB of the organization member, which is proposed to secure more active and high competitiveness in the recent changing medical environment, with multi-regression and B&K(1986) method. For this purpose, 653 employees of senior hospitals in Seoul and Kyeong-In area were surveyed using structured questionnaires. Each questionnaire was composed of 7-point scale, and each hypothesis was testified by multiple leaner regression and by BK method for testifying mediator effect. Result - As a result of the analysis, it was found that the male and non-medical staff had higher recognition level than the medical staff in the LMX, organizational commitment and organizational citizenship behavior. In the senior management or more than 5 years' experience group, organizational commitment and organizational citizenship behavior were recognized higher than the group of subordinate managers. Second, authentic leadership has a positive influence on LMX, organizational commitment and organizational citizenship behavior, and LMX has a significant positive impact on organizational commitment and organizational citizenship behavior. In addition, as a result of analyzing LMX mediating effect in the relationship of authentic leadership and organizational effectiveness by BK method, LMX had partial mediating effects between authentic leadership and organizational citizenship behavior, and between authentic leadership and organizational commitment. Conclusion - Results of the study confirmed that all the members of the hospital organization that were lacking served as positive factors for the relationships of authentic leadership and LMX, and authentic leadership and organizational effectiveness. It is expected that the hospital organization will be able to suggest such as the organizational approach to expect high organizational effectiveness centering on authentic leadership ability as psychological capital.

• Management & Information Systems Review
• /
• v.1
• /
• pp.193-228
• /
• 1997

Behaviors of organizational members can be classified as two types. One is behavior required to perform formally given job. The other is a various kind of behavior taken voluntarily but not required directly and formally to perform job. The former can be called as in-job behavior while the latter can be called as extra-job behavior. Many organizational scientists so far, have focused on investigating in-job behavior. Yet, from a decade, organizational researchers have recognized that in-job behavior alone can not explain sufficiently job performance or organizational effectiveness Thus. they have paid attention to extra-job behavior, which is generally called as organizational citizenship behavior. Existing studies of organizational citizenship behavior have three types : First type is studying the concept and components of organizational citizenship behavior. Second tope is studying the determinants of organizational citizen-ship behavior and relationships with it. And third type is studying relatioships between organizational citizenship behavior and job performance. This study, therefore, have purposes as follows : Firstly, this study designs a comprehensive model in the below figure and generates inclusive hypotheses about relationships among antecedents, intermediate factors, and the components of organizational citizenship behavior. Secondly, this study investigating empirically such relationships and draws a picture of mediation roles of the intermediate variables. To design the model and generate the hypotheses, this study conducted a comprehensive literature survey on organizational citizenship behavior. To test the hypotheses, this study collected data from 847 employees at 12 large genral hospitals in Pusan area through a questionnaire survey and conducted the three step mediated regression analysis using the SAS-PC Package.

• Journal of Korean Academy of Nursing Administration
• /
• v.10 no.1
• /
• pp.97-107
• /
• 2004

Purpose: This study aims to secure basic data required to enhance the organizational efficiency as increasing the organizational citizenship behavior of nurses through identifying the influence of leader-member exchange and organizational commitment en organizational citizenship behaviors in nursing organization. Method: The subjects of this study were 352 nurses. Data was collected using structured questionnaires for 15 days from 10 to 24 April 2003. Result: According to the analysis on the influence of leader-member exchange, organizational commitment and general characteristics on organizational citizenship behaviors, the organizational commitment, leader-member exchange and tenure of office had significant influences, as 23.0%, 30.2% and 31.3%, respectively. Conclusion: It is required to increase the organizational commitment and to enhance leader-member exchanges for the purpose of inducing the organizational citizenship behaviors. Furthermore, it is also necessary to develop the strategies through development of medical environment and clinical carrier experiences for self-development of member based en long-term tenure of nursing organization

• International Journal of Advanced Culture Technology
• /
• v.8 no.3
• /
• pp.114-122
• /
• 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 Home Economics Association
• /
• v.45 no.8
• /
• pp.49-59
• /
• 2007

This study was intended to investigate the influence of teacher empowerment on organizational? effectiveness, and the moderating effects of personal and organizational characteristics on the relationship of teacher empowerment and organizational effectiveness in early childhood educational institutes. The subjects in this study were 808 teachers who worked at kindergartens and childcare centers located in all parts of Korea. This study was surveyed with the questionnaires. The results are as follows. Firstly, teacher empowerment had a positive and meaningful influence on all components of organizational effectiveness, such as organizational commitment, job satisfaction, and job performance. Secondly, as for the moderating effects of personal and organizational characteristics on the relationship of teacher empowerment and organizational effectiveness, teachers' educational background had moderating effects on job performance of organizational effectiveness, and married or unmarried status of teachers, teachers' experiences in other institutes, type of institute, and the number of teachers working in an institute had moderating effects on organizational commitment. Also, the number of teachers working in an institute had moderating effects on job satisfaction. However, teachers' period of service in their present institutes didn't have moderating effects between teacher empowerment and organizational effectiveness.

• Journal of Korean Academy of Nursing Administration
• /
• v.14 no.1
• /
• pp.5-12
• /
• 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.

• Journal of Korean Society for Quality Management
• /
• v.40 no.2
• /
• pp.126-144
• /
• 2012

Lately, the importance of social responsibility of venture companies is becoming highlighted in Korea.This study is to empirically suggest that the practice of social responsibility by venture companies will become the foundation for formation of the organizational trust and for the sustainable growth of the organization. The certification on social responsibility for venture companies has been conducted for past five year and based on the research on difference of organizational validity on companies that are certified and non-certified by its practice of social responsibility, we've found organizational trust difference in two groups; the companies that already formed organizational trust did not have new mediation effect due to organizational commitment but the non-certified companies that did not have organization trust created new medication effect from organizational commitment. This can be understood that the organizational commitment effect through social responsibility is already formed for companies that have created organizational trust through social responsibility certification. The organizational infrastructure is needed for sustainable growth and development of an organization; therefore, the differentiated organizational trust for social responsibility certified organization will become the infrastructure for growth of the certified organizations.

• Journal of Korean Academy of Nursing Administration
• /
• v.22 no.4
• /
• pp.353-361
• /
• 2016

Purpose: The purpose of this study was to investigate the association between self-leadership, team trust, organizational commitment and identify the influencing factors on organizational commitment. Methods: The subjects in the study were 296 conveniently selected general nurses at 2 general hospitals in Chungbuk Province. The measurements included the self-leadership, organizational trust inventory (OTI), and organizational commitment. Results: The mean score for self-leadership was 3.40, the mean score for OTI was 3.61, and the mean score for organizational commitment was 3.07. There were significant correlations among self-leadership, team trust and organizational commitment. Self-leadership had significant correlation with team trust (r=.25, p<.001). Also, self-leadership (r=.34, p<.001) and team trust (r=.31, p<.001) showed significant correlation with organizational commitment. In stepwise multiple regression analysis, age, self-leadership and team trust were included in the factors affecting organizational commitment of clinical nurses. These variables explained 20% of organizational commitment. Conclusion: The results confirmed that nurses' self-leadership and team trust affects significant influences on organizational commitment. Accordingly, in order to enhance nurses' organizational commitment, it is necessary to build effective strategies to enhance self-leadership and team trust for nurses. Such strategies will be able to improve the goal achievement of nursing unit.

• Korean Journal of Social Welfare
• /
• v.47
• /
• pp.7-33
• /
• 2001

The purpose of this study was to the impact of organizational culture on the organizational effectiveness in hospitals were empirically analysed. Data were collected by 151 social workers including general hospitals with one social worker at least and single-department hospital with two social workers or more, were identified nationwide through the registry of Korean Association of Medical Social Workers and Korean Association of Hospitals. The results of this study were summarized as follows; First, most social workers report that characteristic of culture in their hospitals are group culture the first, hierarchial culture the second, rational culture the third, and developmental culture finally in order of social worker's recognition. Second, according to the types of organizational culture, there were significantly different levels of organizational effectiveness. Social worker's perceived group cultures in hospital showed higher job satisfaction, organizational commitment than other culture patterns. And also, social worker's perceived developmental cultures in hospital showed higher organizational commitment quality of social service than other culture patterns. Third, multiple regression analysis was conducted to find the relationship of organizational culture and organizational effectiveness. As a result, developmental culture showed a strong relationship with job satisfaction, organizational commitment and quality of social services Finally, as for the cultural affects on the organizational effectiveness depended on intensive attention to developmental culture in hospital Consolidating the attribute of developmental culture in hospital is also proposed to improve the organizational cultures.

• Journal of Korean Public Health Nursing
• /
• v.30 no.3
• /
• pp.544-555
• /
• 2016

Purpose: This study examines the relationship among emotional labor, job burnout and organizational effectiveness of public healthcare center workers. In specific, authors focus on the relationships between emotional labor and job burnout and the one between job burnout and organizational effectiveness and mediating effect of job burnout between emotional labor and organizational effectiveness. Methods: For the empirical analysis, survey was conducted of workers in the public healthcare center, and 502 final data was secured after eliminating the insufficient ones, which were used in the statistical analysis. Results: Emotive effort showed to have a positive effect on organizational effectiveness, however emotive dissonance showed to have a negative effect on organizational effectiveness. Emotive effort showed to reduce the level of all job burnouts while emotive dissonance showed to increase the level of all job burnouts. All job burnout showed to have negative effects on organizational effectiveness. Job burnout showed to have mediating effect between emotional labor and organizational effectiveness. Conclusion: Emotive efforts of emotional labor has positive impact on organizational effectiveness while emotive dissonance has negative impact on organizational effectiveness overall. Therefore, public healthcare center should try to seek for proper way to reduce job burnout of workers, because job burnout functions as mediating element between emotional labor and organizational effectiveness.