• Journal of Navigation and Port Research
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• v.34 no.1
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• pp.83-89
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• 2010

By analyzing the data collected through surveys conducted on coast guard officers, this paper measures the level of organizational health and explores indicators of organizational health that influence organizational effectiveness. The findings of the analysis can be summarized as follows: First, the scores of all the organizational health indicators except job stress exceed average, which leads a conclusion that coast guard organizations' organizational health is in considerably good condition. Second, the indicators of organizational health included in the analyses are found to have both positive and negative effects on organizational effectiveness. While such variables as pay, co-worker relationship, job autonomy, job itself, organizational trust, job orientation influence positively, other variables including development-oriented culture, promotion system and supervision influence negatively on organizational effectiveness.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.1
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• pp.135-142
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• 2013

This study examined the mediating effects of job satisfaction on the relationship between organizational culture and organizational citizenship behavior in social welfare organizations. For the research, organizational culture was measured by Kimberly & Quinn's competing value model. This study analyzed 260 social workers by survey. The multiple regression model proposed by Baron & Kenny and sobel test were used. The results of this study were summarized as follows: Descriptive statistics showed that social workers perceived the level of organizational culture, job satisfaction, and organizational citizenship behavior had a higher than medium. By using a regression, organizational culture and job satisfaction have a positive effects on the organizational citizenship behavior. Especially, there is a mediating effect of job satisfaction in association with organizational culture and organizational citizenship behavior. This study finally discussed theoretical implications for future study and practical implications for organizational culture and job satisfaction strategies on the results.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.494-507
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• 2021

This study conducted a regression analysis on 312 local government officials in Gyeonggi-do to verify the hypothesis on the relationship between job autonomy and organizational citizenship behavior. Path analysis was conducted to analyze the mediating effect of organizational fairness recognition and the moderating effect of self-efficacy. Looking at the analysis results, first, it was confirmed that the higher the degree of job autonomy perceived by the members of the organization, the more positive (+) organizational citizenship behavior was. Second, the partial mediating effect of procedural justice was confirmed in the relationship between autonomy and organizational citizenship behavior. On the other hand, the mediating effect of distributional justice was rejected in the relationship between autonomy and organizational citizenship behavior. Third, self-efficacy controlled the mediating role between job autonomy and organizational citizenship behavior in recognition of procedural justice. Fourth, it was analyzed that self-efficacy plays a controlling role between job autonomy and organizational citizenship behavior. The results of this study are expected to contribute to the development of organizational behavior theory through preceding factors of organizational citizenship behavior to improve the organizational performance of local public officials.

• International Journal of Computer Science & Network Security
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• v.22 no.2
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• pp.107-114
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• 2022

The main purpose of this study is to substantiate the theoretical and methodological foundations of the organizational and economic mechanism of development of the agro-industrial complex in modern conditions. Organizational and economic mechanism is presented as a complex organizational structure of the system type, which is aimed at performing specific functions, the characteristic feature of which is the constant support of process changes without which the organizational and economic mechanism can not exist. There are four components of the agro-industrial complex, represented by agriculture and the national economy, which ensure its operation, including industry, processing of agricultural products, its storage and transportation, sale and repair and maintenance of agricultural machinery and more. It is proved that the organizational and economic mechanism of development of agro-industrial complex in modern conditions it is expedient to consider: from the point of view of system and process approaches; as a set of economic levers and organizational measures to influence the agro-industrial complex; constituent components of organizational influence on the development of the complex; a set of components, elements that are integrated into the system of economic relations of the subjects of the agro-industrial complex; a set of purposeful stimulators of agro-industrial complex development. The functions of the organizational component of the mechanism of agro-industrial complex include: redistributive, planning, interaction, control, integration and regulatory functions, the functions of the economic component include consumer, investment and innovation, social, incentive, monitoring functions of the mechanism. The symbiosis of the functions of organizational and economic components ensure the effectiveness of the organizational and economic mechanism of the organizational and economic mechanism through its functionalities as a whole.

• Journal of the Korea Institute of Building Construction
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• v.21 no.3
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• pp.241-247
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• 2021

As construction projects become more complex and larger, the role of the organization becomes more important. In order to increase the performance of the construction management(CM) site organization, it is necessary to find an organizational structure suitable for the CM, lead an organizational culture correctly, and increase the job satisfaction of the members. Therefore, the purpose of this study is to study the influence of the organizational structure of the CM site organization on the organizational culture and job satisfaction. As results of the study, the organizational structure of the CM site organization was the highest at 3.51 for formalization and the lowest at 2.71 for centralization(out of 5). In addition, as results of correlation analysis, organizational structure was found to have a correlation with organizational culture and job satisfaction. This study is considered to be helpful in planning an organizational structure suitable for the CM site organization.

• Journal of Venture Innovation
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• v.6 no.2
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• pp.83-99
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• 2023

The purpose of this study is to research the impact of the organizational culture of large construction companies on emotional commitment through organizational trust targeting the headquarters and field workers of domestics. Applied the significance sampling method, and the number of samples used in the final analysis was 201, and statistical analysis used the SPSS 20.0 program for the input data processing. As a result of the analysis, first, in the group of the sub-factors of organizational culture recognized by members of large construction companies, rational culture, development culture, and consensus culture had a significant positive (+) effect on emotional commitment, but hierarchical culture was not significant. Second, development culture, consensus culture, and hierarchical culture were found a significant positive (+) effect on organizational trust, but rational culture was not found to be significant. Third, organizational trust was found a significant positive (+) effect on emotional commitment. Fourth, organizational trust has been shown to mediate the relationship between organizational culture and emotional commitment. This suggests that organizational culture that aiming flexibility & change value rather than stability & control value for organizational members can have a positive effect on emotional commitment.

• The Korean Journal of Health Service Management
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• v.8 no.3
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• pp.89-102
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• 2014

This study was aimed to investigate the effects of Organizational Socialization Education Program on new nurse's job satisfaction, organizational commitment and turnover intention. This study was utilized a non equvalent control group post only design. The subjects of this study were total 76 nurses in total. Data were collected from 1st to 31th July, 2012. For the experimental group, 16 hours lectures on Organizational Socialization Education Program was given. Data were analyzed by Frequency, $X^2$, Fisher's Exact test & t-test. The findings of this study were as the followings: As proposed in the hypothesis, the subjects in the experimental group experienced more job satisfaction(t= -2.10, p=.039), more organization commitment(t= -2.68, p=.009), less perceived turnover intention(t= 4.65, p=.000), than those in the control group. The results of this study shows that Organizational Socialization Education Program is considered an effective program to improve job satisfaction, organizational commitment and to lessen turnover intention for new nurses. The Organizational Socialization Education program would be continually necessary to contribute to development of professional nursing occupation.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.1
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• pp.59-68
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• 2014

Purpose: The purpose of this research was to delineate the effects of organizational injustice on negative behaviors of employees with the mediating effects of trust. Methods: A survey was conducted among 550 nurses in 11 departments of 3 hospitals located in the Pohang area. Data were analyzed using frequency, descriptive statistics. correlation coefficients, regression analysis. Results: Procedural injustice (${\beta}$=-.48, p<.001) had the greatest negative effect on organizational trust, followed by interactional injustice(${\beta}$=-.15, p<.001) and distributive injustice(${\beta}$=-.14, p<.001). For supervisor trust, both procedural (${\beta}$=-.11, p=.006) and interactional (${\beta}$=-.63, p<.001) injustice had a negative effect. While supervisor trust (${\beta}$=-.28, p<.001) had greater negative effects on organizational negative behaviors of nurses compared to organizational trust (${\beta}$=-.21, p<.001), supervisor trust (${\beta}$=-.29, p<.001) had negative effects on personal negative behaviors but organizational trust had no significant effect on personal negative behaviors. Conclusion: To reduce the negative organizational behaviors of nurses, an organizational effort is needed to reduce procedural injustice by introducing fair organizational management and to reduce interactional injustice through formal or informal communication channels between supervisors and nurses.

• The Korean Journal of Health Service Management
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• v.6 no.3
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• pp.141-155
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• 2012

The purpose of this study is to analyze the effects of job stress on job attitude among nurse practitioners, determine moderating effects of perceived organizational support in this process, and provide preliminary data to devise a scheme for managing job attitude effectively in nursing manpower. The research model was composed of 7 sub-variables of job stress, which was a independent variable; job attitude, which was a dependent variable, was divided into job satisfaction and organizational commitment; and variables of moderating effects included perceived organizational support. The data for empirical analysis of the model were collected from 300 nurses working in one university hospital and two general hospitals in Busan by using structured self-administered questionnaires. The main results of empirical analysis were as follows: Perceived organizational support was effective in preventing job stress from worsening job attitude. Moderating effects of perceived organizational support were found to exist in relations between job stress and organizational commitment. These results imply that a sense of organizational support has both direct and moderating effects on job attitude and can be a good means of managing job attitude.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.41-51
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• 2001

Today's health care environment is rapidly changing and nurse administrators' leadership styles need to identify in nursing organization to achieve organizational objectives. By Bass(1985), transformational leadership stimulates the subordinates to be creative and achieve organizational objectives and is related to job satisfaction, job involvement, productivity, and organizational commitment. Transformational leadership process consists of charisma, intellectual stimulation, individual consideration. The purpose of this study is to identify the effect of transformational leadership and personal characteristics on nurses' organizational commitment. The subjects for this study consisted of 594 nurse from 8 University Hospitals and General Hospitals. The data were collected by personal characteristics scale, transformational leadership scale, and organizational commitment scale. The factor analysis, Cronbach's alpha analysis, Pearson correlation analysis, multiple regression analysis and hierarchical multiple regression analysis were used for the statistical method. The results of this study were found that (1) charisma dimension of transformational leadership has positive influence on nurses' organizational commitment; but another two dimensions(intellectual stimulation and individualized consideration) did not showed significant effect on organizational commitment (2) nurses' personal characteristic(internal locus of control) moderated the effect of transformational leadership on organizational commitment.