• 대한안전경영과학회지
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• 제16권4호
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• pp.285-294
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• 2014

The paper examines how ethical leadership and organizational identification contributed to explaining organizational commitment. In order to verify the relationships and mediating effect, data were collected from 256 individuals in employees working in small and medium-sized firms at Jinju, Changwon, Gimhae City to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0. This study reports findings as follows: first, the relationship between the ethical leadership and the organizational identification is positively related. Second, there was also a positive correlation between the organizational identification and the organizational commitment. Third, the relationship between the ethical leadership and the organizational commitment is positively related. Finally, the organizational identification played as a partial mediator on the relationship between ethical leadership and organizational commitment. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

• 경영과정보연구
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• 제14권
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• pp.133-149
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• 2004

The purpose of this study is to find and explain the relationships of organizational innovation and organizational change. In order to purse this purpose, an investigation and in-depth analysis of organizational innovation and organizational change, an inevitable ingredient of the organizational dynamics that influence organizational innovativeness, was undertaken. The concept of innovation should be used as the positive concept. Innovativeness is the quasi-concept of innovation when organizational innovation can be meant as the deliberated and planned change, the reference to the difference between organizational innovation and organizational change operates as the same meaning. Organizational change is preconditioned for the structural adjustment, the management system, the adaptive subsystem, so that we will adopt more new ideas to the change of disturbant environment.

• 산업진흥연구
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• 제3권1호
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• pp.13-31
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• 2018

본 연구는 공조직의 조직구성원이 인식하는 조직 내 조직문화가 학습조직과 조직성과에 미치는 영향관계를 알아보기 위한 연구로 연구자가 2016년 공조직(지자체, 지자체 산하 재단, 공기업)을 대상으로 연구용역 및 자문을 실시한 350명을 대상으로 하였다. 설문에 대한 응답은 350부 중 최종 313부를 SPSS 20.0의 통계패키지 프로그램과 AMOS 20.0을 이용하여 연구모형에 대한 연구가설을 검증하였다. 연구모형에 대한 연구가설을 검증한 결과 첫째, 연구가설 1인 공조직의 조직문화는 학습조직에 정(+)의 유의한 영향을 미칠 것이라는 결과 공조직의 조직구성원이 인식하고 있는 조직문화는 학습조직에 긍정적인 영향관계를 나타내었다. 즉, 공조직의 조직구성원이 인식하고 있는 조직문화가 학습조직을 구축하는데 주요 영향 요인임을 나타낸 것이다. 둘째, 연구가설 2인 조직문화와 조직성과 간의 영향관계에 대한 결과 공조직의 조직구성원이 인식하고 있는 조직문화는 긍정적인 영향관계를 나타내었으며, 이는 공조직의 조직성과를 향상하기 위해 조직구성원이 인식하고 있는 조직문화에 대한 인식전환과 활성화 방안에 대한 중요성을 의미한다. 셋째, 연구가설 3인 공조직의 조직구성원이 인식하고 있는 조직문화는 조직성과에 영향관계를 나타내었으며, 학습조직을 매개로 한 조직성과에도 정(+)의 영향관계를 나타내었다. 이는 공조직에서 조직구성원이 인식하고 있는 조직문화는 학습조직을 통해 조직성과에 영향관계를 나타내고 있음에 따라, 공조직의 특성에 부합된 조직문화 구축 방안과 학습조직 내실화 및 조직성과 향상에 대한 다양한 실행방안이 요구되었다.

• 간호행정학회지
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• 제10권1호
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• pp.83-96
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• 2004

Purpose: The purpose of this research is, by investigating organizational characteristics, types of nursing organizational culture and team effectiveness in ICU, to ascertain the type of nursing organizational culture and the organizational characteristic that can improve the team effectiveness. Method: The research targeted 427 nurses from 33 ICUs of 14 general hospitals which have more than 250 beds and the data were gathered by using self-report questionnaires from April 10, 2003 to April 24, 2003. For this research, the following tools were used; the tool for measuring organizational characteristics and organizational cultures and the tool for measuring team effectiveness. Result: The most significant nursing organizational characteristic in ICU is the centralization. The organizational culture in ICU is generally rank-oriented culture. There was a significant difference (p<.01) in four types of organizational cultures; relation-oriented, innovation-oriented, rank-oriented and task-oriented. Verifying influence power of organizational cultures upon team effectiveness of ICU, relation-oriented culture had 49.2% of an influence upon team effectiveness, innovation- oriented and relation-oriented culture had 60.4% of an influence, and rank-oriented, innovation-oriented and relation-oriented culture had 61.2% of an influence. The organizational culture profiles according to the types of nursing organizational cultures in 33 ICUs were found by a cluster analysis. They were classified into five culture profiles; strong balance culture profile, weak balance culture profile, innovation-oriented and task-oriened culture profile, strong relation culture profile and strong rank culture profile(p<0.5). According to me organizational culture profiles, a significant difference of team effectivenesses(coworker satisfaction, team performance perception, team satisfaction and team commitment) was found(p<.01). The strong balance culture profile had the best team effectivenesses. Conclusion: For nursing culture management, a nursing administrator should identify the relevant nursing organizational culture at first by utilizing an innovative team-leader. After identifying the organizational culture, the administrator should make strategic plans and practices that can distinguish good organizational cultures to be expanded from ones to be sublated so that a strong balance culture can be developed.

• 디지털융복합연구
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• 제18권11호
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• pp.111-121
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• 2020

본 연구는 자동차 제조기업의 조직문화가 조직신뢰와 조직몰입에 미치는 영향 관계를 살펴보고, 연구결과를 기업의 경영관리에 실무적으로 도움을 주고자 하였다. 선행연구들의 이론적 배경과 연구모형을 참조하여 연구모형을 설정하였으며, 실증분석을 위하여 창원에 본사를 둔 한국의 대표적인 자동차기업인 G-자동차의 조직구성원을 대상으로 362부의 표본을 확보하였다. 본 연구의 실증분석 결과를 요약하여 제시하면 다음과 같다. 첫째, 조직문화와 조직몰입 간의 관계에서 개발문화와 집단문화가 통계적으로 유의한 것으로 나타났다. 둘째, 조직문화와 조직신뢰 간의 관계를 살펴본 결과, 개발문화와 집단문화가 유의적인 정(+)의 효과를 보여 주었다. 셋째, 조직신뢰와 조직몰입 간의 관계 분석에서 매우 유의한 정(+)의 결과를 나타내고 있어 조직신뢰와 조직몰입은 밀접한 관계가 있음이 밝혀졌다. 넷째, 조직신뢰의 매개효과를 분석한 결과, 조직문화 요인들 중에서 개발문화와 집단문화는 부분매개효과를 보여주었으며, 합리문화와 위계문화는 매개효과가 없는 것으로 나타났다.

• 통상정보연구
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• 제10권2호
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• pp.325-348
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• 2008

The purpose of this study is to find out the relationship between job fitness, organizational justice(distributive, procedural, interactional), job satisfaction, organizational trust, organizational commitment, and voluntary turnover intention in private organization such as in small fire in Korea. To identify the these relationships, the secondary data or past studies that were related with job fitness, organizational justice, job satisfaction, organizational trust, organizational commitment, voluntary turnover intention was collected and theoretically arranged. I made the theoretical proposed model to explain these relationships between the constructs, identify the operational definitions and 18 hypotheses was established, there was executed the survey of 262 in employees. Using the collected data, previous performances to confirm the construct validity and internal consistency by EFA(Exploratory Factor Analysis); i.e. factor analysis by SPSS, reliability by cronbach's a, and by the CFA(Confirmative Factor Analysis) and structural equations modelling the proposed model was tested by LISREL v. 8.52. The research came to the conclusions as follows: First, three perceived justice had the positive effect to the job satisfaction empirically. Second, procedural justice in three perceived justice only had the positive effect to the organizational trust empirically. Third, distributive justice in three perceived justice only had the positive effect to the organizational commitment empirically. Forth, job fitness had the positive effect to the organizational commitment, organizational trust, job satisfaction empirically in perspective. Fifth, I found the relationship between job satisfaction and organizational commitment, between job satisfaction and organizational trust was positive, between organizational commitment and trust. Finally, job satisfaction, organizational trust had not the positive effect directly, but indirect effect via organizational commitment was identified in voluntary turnover intention by empirical test.

• 한국병원경영학회지
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• 제20권1호
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• pp.1-12
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• 2015

This study aims to examine the effect of a change of leadership on internal environment and organization effectiveness and suggest measures on effective organizational management by analyzing a change of leadership before and after 2nd generation management. There was analysis of a difference of leadership type, organizational structure, organizational culture, management resources, job satisfaction, and organizational commitment between the period of the founders and the period of 2nd generation successors by collecting data from employees of 6 hospitals in Seoul. Also there was analysis of the effect of a change of leadership on internal environment and organizational effectiveness. According to the analysis, it was demonstrated that the factor affecting job satisfaction during the period of the founder was complexity of organizational structure, and there were no factors affecting organizational commitment. In contrast, during the period of the 2nd generation successors, it was revealed that transformational leadership, centralism of organizational structure, and human resources of management resources affect job satisfaction, and transformational leadership, complexity of organizational structure, hierarchical culture of organizational culture, and human resources of management resources affect organizational commitment. Further, after the succession from the founders to 2nd generation successors, as transformational leadership increased, job satisfaction rose, and as developmental culture was reinforced and human resources increased, organizational commitment was heightened. Furthermore, as transformational leadership increased and developmental culture was reinforced, organizational commitment was heightened. Namely, as transformational leadership was reinforced resulting from the succession to 2nd generation, employees' job satisfaction and organizational commitment increased, with circumstances aiming for the actual change.

• 한국치위생학회지
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• 제18권2호
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• pp.165-175
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• 2018

Objectives: This study aims to examine the factors that influence the organizational citizenship behavior of clinical dental hygienists to use them as basic data for improving effectiveness and efficiency of dental clinics and hospitals. Methods: A self-reported questionnaire was answered by 250 clinical dental hygienists in Seoul, Gyeonggi, Chungcheong, Jeolla and Gyeongsang province areas who were chosen using convenient sampling method from May 1st to June 30th of 2017. The data was analyzed using IBM SPSS/WIN 22.0 factor analysis on clinical dental hygienists' organization citizenship behavior, organizational commitment, empowerment, self-leadership and job satisfaction. T-test and one-way ANOVA were performed for subjects' general characteristics and organizational citizenship behavior, organizational commitment, empowerment, self-leadership and job satisfaction depending on their job characteristics. The mean comparison was drawn using the Scheffe test. Pearson's correlation and multiple regression analysis were performed to examine the relation of clinical dental hygienists' organizational citizenship behavior, organizational commitment, empowerment, self-leadership and job satisfaction Also, the significance level was set at 0.05. Results: Clinical dental hygienists' organizational citizenship behavior was 3.84 points with organizational commitment of 3.27, empowerment of 3.41, self-leadership 3.45 and job satisfaction of 3.57. Factors that influence clinical dental hygienists' organizational citizenship behavior appeared in the order of organizational commitment, job satisfaction, self-leadership, empowerment and job intensity, and the model's explanation power was 45.6%. Conclusions: Clinical dental hygienists' organizational citizenship behavior was correlated to career, organizational commitment, empowerment, self-leadership and job satisfaction, where organizational commitment had the biggest influence. Therefore, clinical dental hygienists organizational citizenship behavior needs further studies and investigtae more ways to promote factors that influence organizational citizenship behavior.

• 디지털산업정보학회논문지
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• 제15권3호
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• pp.175-195
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• 2019

This research aims to examine the cause-and-effect relationship between Organizational Justice and Organizational Commitment within ICT corporates for fire prevention, through Leader-Member Exchange(LMX) and Organizational Support. A survey was conducted to corporate employees from staff members to executives. A total of 316 responses were collected during two weeks from May 1st to 17th, 2019, and were analyzed in this research. The result of the theory on ICT fire prevention was as follows: First, Distributive Justice has significant influence on Organizational Support, while it does not on LMX. Second, Procedural Justice has significant influence on both Organizational Support and LMX. Third, while Interactional Justice does not have significant influence on Organizational Support, LMX showed significant influence. Fourth, Organizational Support has significant influence on Organizational Commitment. Fifth, LMX has significant influence on Organizational Commitment. This research is academically significant in that it applied the Justice Theory on ICT corporates for fire prevention from staff members to executives. It is considered so, since existing researches mainly address on the status of technologies and policies on how to link fire prevention and ICT, and not on fair compensation based on Organization Justice theory. Practical significance can be found in its suggestions to improving organizational culture from top-down to bottom-up, thus creating free and engaging atmosphere at work. It is therefore needed to conduct further researches that categorize executives by their traits, and examine factors influencing on organizational commitment within ICT corporates for fire prevention.

• 보건의료산업학회지
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• 제8권3호
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• pp.75-87
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• 2014

The purpose of this study was to identify job satisfaction and organizational commitment depends on their organizational cultures. A survey, including the Organizational Culture Scale, Job Satisfaction Scale and Organizational Commitment Scale, was administered to 276 nurses working at 4 small to medium sized hospitals in B city. The dominant organizational culture of nursing organization was relation-oriented culture. The mean score of job satisfaction and organizational commitment was 2.68 and 4.25 respectively. Job satisfaction and organizational commitment were positively correlated with innovation-oriented, task-oriented and relation-oriented culture. Organizational commitment was negatively correlated with rank-oriented culture. Innovation-oriented, clinical career, relation-oriented and rank-oriented culture were variables influencing on job satisfaction and innovation-oriented and rank-oriented culture were major variables influencing organizational commitment. In conclusion, innovation-oriented and rank-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the innovation-oriented culture and to reducing the rank-oriented culture.