• 간호행정학회지
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• 제20권2호
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• pp.206-214
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• 2014

Purpose: In this study factors affecting job satisfaction and turnover intention of nurses were explored in the context of organizational culture, self- leadership, and empowerment. Methods: Participants were 286 nurses drawn from 3 general hospitals. Data were analyzed using t-test, one-way ANOVA, Pearson correlation, and hierarchial multiple regression with the SPSS/WIN 18.0 program. Results: Significant differences in job satisfaction and turnover intention were found according to organizational culture types. Significant positive correlations were found between self-leadership, empowerment, task oriented organizational culture, relationship oriented organizational culture, innovation oriented organizational culture and job satisfaction. On the other hand, significant negative relationships were found between empowerment, relationship oriented organizational culture, innovation oriented organizational culture and turnover intention. The factors that enhance job satisfaction were found to be higher innovation-oriented organizational culture. Lower turnover intention was shown to be positively associated with relationship- or innovation oriented organization culture. Conclusion: Innovation oriented organizational culture is needed in order to raise job satisfaction and reduce turnover intention of nurses.

• 간호행정학회지
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• 제21권2호
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• pp.223-231
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• 2015

Purpose: The aim of this study was to identify the effects of organizational culture and organizational support on the innovative behavior of general hospital nurses. Methods: The participants in this study were 356 nurses, working in hospitals in Seoul, Gyeonggi and Gangwon Provinces, and Daejeon City. Data were collected from June to August, 2012. A structured questionnaire was used for data collection and data was analyzed using the SPSS/WIN program. Results: The organizational culture positively correlated with innovative behavior. The most significant predictors of innovative behavior were age, organizational support and hierarchy-oriented culture. Conclusion: These findings suggest that nurses' organizational culture and organizational support were linked to innovative behavior. Management-level workers in these hospitals should have the skills and strategies to develop nurses' innovative behavior and increases nurses' recognition of organizational support to achieve high performance through innovation.

• Journal of Preventive Medicine and Public Health
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• 제38권3호
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• pp.315-324
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• 2005

Objectives : The aim of this study was to examined the mediating role of empowerment in relations to job and organizational factors, and job satisfaction and organizational commitment in hospital organizations. Methods : Job variety, clarity, significance, and fitness were examined as the job factors, and security, reward justice, and organizational support as the organizational factors. Data were collected from 8 national university hospitals with 1,289 data points used for the final analysis. Results : All the job factors were found to positively influence empowerment, as were all the organizational factors, with the exception of reward justice . As hypothesized, empowerment had significant effects on both job satisfaction and organizational commitment, and was the most influential variable of all those examined. Conclusions : In the relations to job satisfaction, empowerment completely mediated job significance, security and organizational support, and partially mediated all other variables, with the exception of reward justice. In the relations to organizational commitment, empowerment completely mediated job variety and job fitness, and partially mediated all other variables, with the exception of reward justice. The theoretical and practical implications of these results have been discussed.

• 아동학회지
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• 제35권3호
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• pp.119-135
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• 2014

The purpose of this study was to investigate the structural relationships between of kindergartens and child care centers director's servant leadership, teacher's organizational cynicism, empowerment, and organizational commitment. The subjects for this study were 760 teachers of kindergartens and child care centers located in Daegu, Kyoungbuk and Ulsan district. The data collected were analyzed by means of AMOS 19.0. The results indicated that 1) The director's servant leadership, teacher's empowerment and organizational cynicism have a direct influence on organizational commitment. 2) The director's servant leadership directly influences teacher's empowerment and organizational cynicism. 3) The director's servant leadership indirectly influences teacher's empowerment and organizational cynicism in terms of the level of organizational commitment.

• The Journal of Asian Finance, Economics and Business
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• 제5권3호
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• pp.113-119
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• 2018

Higher Education Institutions (HEIs) are place contributing to the intellectual advancement of the nation, quality human resource, and to a number of socio-economic improvements for society and organizations. Despite facilitators and staffs are the bare-bone of HEIs, there is a scarcity of research, both conceptual and empirical, focusing on their organizational citizenship behaviors (OCB). To attempt to fill this gap, this article develops a conceptual model of OCB under influencing of organizational justice and job satisfaction. The prospective respondents were chosen randomly from HEIs (public and private). Individuals have been employed at least one year and above will be the unit of analysis in which the experimental test of the proposed model will be conducted. The results suggest that organizational citizenship behavior is one of the most important factor influence the organizational performance. Furthermore, the performance of HEIs does not affect only the national human resources, but also impact on national economy. In this context, a conceptual framework is proposed to study the determinants of organizational citizenship behavior in the form of organizational justice and job satisfaction. Additionally, the ultimate benefits of OCB through perceived organizational justice with job satisfaction as mediator is enlightened. Finally, the authors discuss the managerial implications of their research.

• 동서간호학연구지
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• 제26권1호
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• pp.71-79
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• 2020

Purpose: The purpose of this study was to examine the effect of head nurses' authentic leadership to nurses' organizational politics perception and organizational silence. Methods: A descriptive research design was used with a convenience sample of 201 nurses. Data were collected from Aug 7 to Sep 13, 2018 using self-reported questionnaires. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The mean scores of authentic leadership of the head nurses perceived by nurses and nurses' organizational politics perception and organizational silence were 3.44 out of 5, 2.57 out of 5 and 2.62 out of 5, respectively. Nurses' organizational silence was negatively correlated with authentic leadership of the head nurse and positively correlated with nurses' organizational politics perception. Factors influencing on nurses' organizational silence were organizational politics perception, clinical career, authentic leadership of the head nurses and work life satisfaction which explained 38% of the variance. Conclusion: Based on the finding of this study, it is necessary to develop education and intervention programs in order to improve unreasonable and unfair job environment, enhance head nurses' authentic leadership, manage nurses' careers appropriately and raise the level of their work life satisfaction.

• 한국콘텐츠학회논문지
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• 제16권3호
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• pp.630-637
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• 2016

본 연구는 호텔의 공유가치창출(CSV)과 호텔 종사원의 조직충성도, 조직동일시 간의 관계를 실증적으로 분석한 논문이다. 국내 특급호텔 종사원 234명의 설문조사를 분석하였다. 위계적 회귀분석결과 첫째, CSV와 종사원의 조직충성적 태도는 유의하게 정(+)적인 관련성이 있는 것으로 나타났다. 둘째, 종사원의 조직동일적 태도는 호텔의 CSV와 종사원의 조직충성적 태도의 관계를 정(+)의 방향으로 부분 조절하고 있음을 확인하였다. 즉, 종사원이 조직에 대한 동일시가 높을 때 호텔의 협력업체에 대한 지원의도와 종사원의 호텔에 대한 충성적 태도는 높은 관련성을 가진다고 나타났다. 실증결과를 바탕으로 CSV가 가지는 의미와 향후연구방향을 제시하였다.

• 한국콘텐츠학회논문지
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• 제13권2호
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• pp.244-253
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• 2013

본 연구는 공공부문이 능력주의로 변화하는 과정 속에서 공무원들이 인지하는 조직공정성이 조직시민행동에 어떠한 영향력을 미치는가를 실증적으로 분석하는데 있다. 연구결과를 요약하면 다음과 같다. 첫째, 조직공정성 요인과 직무만족의 관계에 있어 절차공정성과 상호작용공정성이 통계적으로 유의한 수준에서 영향관계 있는 것으로 나타났다. 둘째, 조직공정성과 조직시민행동의 관계에 있어 상호작용공정성은 조직시민행동에 밀접한 영향관계가 있는 것으로 나타났다. 셋째, 조직공정성과 조직시민행동의 관계에서 직무만족은 상당한 수준에서 매개변수의 효과를 가지고 있는 것으로 나타났다. 이러한 연구결과는 공무원들의 조직시민행동의 행태를 경험적으로 설명함으로써 조직행태이론의 발전에 기여할 것으로 판단된다.

• 유통과학연구
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• 제12권9호
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• pp.15-23
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• 2014

Purpose - The purpose of this study is to investigate the effects of service marketing agents' psychological contract with the company on organizational commitment and organizational citizenship behavior. Research Design, Data, and Methodology - The antecedent variable of psychological contract, dependent variables of organizational commitment and citizenship behavior, and mediating variables of self-esteem, self-efficacy, and perceived organization support were used, based on precedent studies. Result - The psychological contract had a positive influence on self-esteem, self-efficacy, and organizational support. Moreover, self-efficacy and organizational support had an influence on commitment, while self-esteem, self-efficacy, and organizational support influenced organizational citizenship behavior. In addition, the results relating to mediated effects showed that only self-esteem had no mediated effect between contract and commitment. Conclusions - The call centers are asked to let the agents cognize an affirmative psychological contract. Further, the call centers are asked to produce an organizational atmosphere to let agents increase motivation factors. Finally, agents should develop them at personal levels to cognize organizational support affirmatively and to keep mutually beneficial contracts between call centers and agents.

• International Journal of Contents
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• 제7권2호
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• pp.36-41
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• 2011

This paper has investigated the effects of employees' organizational cynicism on their organizational commitment and pro-union behavioral intentions in the context of repetitively implementing business innovation program. The cynical responses about the business innovation program & projects have been classified into four categories; Exit, Voice, Loyalty and Neglect. The research samples have been drawn from managers and office employees at four business sites of conglomerates in Korea. According to the analysis, business innovation program which is continuous and repetitive has made managers and office employees have highly cynical attitudes. In turn, the organizational cynicism has accelerated their Exit and Neglect responses, but shrunk Voice and Loyalty responses. As a result, it has been confirmed that the organizational cynicism has a direct effect on organizational commitment and pro-union behavioral intentions. In addition, it has been concluded that Exit and Neglect had a negative effect on organizational commitment but a positive effect on pro-union behavioral intentions. Even though Voice and Loyalty had a positive effect on organizational commitment, they had no significant effect on pro-union behavioral intentions. Furthermore, no mediating effect has been detected. Implications and suggestions for future research were then discussed.