• 한국콘텐츠학회논문지
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• 제18권1호
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• pp.412-421
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• 2018

본 연구는 호텔 조직과 호텔에 근무하는 중간관리자들의 커뮤니케이션에 관련한 연구이다. 중간관리자들의 커뮤니케이션이 조직몰입과 조직문화에 미치는 영향과 커뮤니케이션과 조직문화와의 관계에서 조직몰입이 조절효과가 있는지 연구하였다. 최종적으로 수집된 데이터는 80부였고, 가설 검증을 위한 통계분석은 SPSS 18.0을 사용하였다. 가설의 검증결과는 다음과 같다. 가설 1, 호텔 중간관리자의 커뮤니케이션은 조직몰입에 유의한 정(+)의 영향을 미칠 것이다. 라는 가설의 검증결과 부분적으로 유의하여 부분채택되었다. 가설 2, 호텔 중간관리자의 커뮤니케이션은 조직문화에 유의한 정(+)의 영향을 미칠 것이다. 라는 가설의 검증결과 부분적으로 유의하여 부분채택 되었다. 가설 3, 호텔 중간관리자의 조직몰입은 조직문화에 유의한 정(+)의 영향을 미칠 것이다. 라는 가설 검증결과 유의한 결과가 나타나 채택되었다. 가설 4, 호텔 중간관리자의 커뮤니케이션과 조직문화와의 관계에서 조직몰입은 유의한 조절효과가 있을 것이다. 라는 가설을 검증한 결과 조절효과는 없는 것으로 나타났다.

• 아태비즈니스연구
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• 제10권1호
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• pp.39-54
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• 2019

The purpose of this study is to research the effect of organizational culture on trust and communication. Also, the study explores whether trust and communication affects innovative behavior and the mediation effect on innovative behavior among organizational culture, trust and communication. This study analyzed the mediating effect with SEM using data from the HCCP in 2015. The results of the study are as follows. First, it was found that innovative, collective and rational culture positively influence but hierarchical culture negatively influence trust and communication. Second, trust and communication have a positive effect on innovative behavior and trust has a positive effect on communication. Third, the effect innovative, collective hierarchical and rational culture on innovative behavior is mediated through trust and communication. Therefore, this study suggests creating an innovative, relationship-based and goal-oriented organizational culture which increases trust and communication that facilitates innovative behavior.

• 한국콘텐츠학회논문지
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• 제16권7호
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• pp.1-18
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• 2016

선행연구에 따르면 조직문화 및 조직내 커뮤니케이션이 지식경영과 조직성과에 영향을 미칠 수 있지만, 이런 모든 변인들 간의 관계를 보여주는 보다 통합적인 연구가 여전히 필요하다. 이 논문은 이러한 변인들의 상호간 관계 및 영향력을 제시함으로써, 지식경영 및 관련된 변인들을 통해 조직성과를 향상시키는 통합적인 접근방법을 개발하기 위한 다양한 방법들을 제시한다. 따라서 이 연구의 목적은 국가문화, 조직문화, 조직내 커뮤니케이션, 지식경영, 조직성과 간의 상호관계를 고찰하는 것이다. 이러한 변인들 간의 관계에 대한 종합적 문헌연구방법을 통해 상호관계가 개념적 모델로서 요약되었다. 이 모델에 의하면 조직내 커뮤니케이션, 지식경영, 조직문화는 조직성과에 영향을 미치며, 또한 조직내 커뮤니케이션과 조직문화는 지식경영에도 영향을 미친다. 이러한 개념적 모델에 기반하여, 조직성과를 최대한 향상시킬 방법을 찾고자 하는 인적자원 연구자 및 실무자들을 위한 시사점들이 제시되었다.

• 지식경영연구
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• 제18권2호
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• pp.23-43
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• 2017

This study analyzes the structural relationships among communication pattern of leader, followers' trust in leader, organizational commitment and innovative behavior. In order to analyze hypotheses, the survey was collected by distributing questionnaire to 250 workers in small and medium-sized companies. As a result, total 213 workers participated in the survey and their rates were included for the test process. The collected data analyzed structural equation modeling, a statistical program. The results of this study are as follows; First, supportive and reflective communication pattern of leader have meaningful positive influences on followers'trust in leader. Directive communication pattern of leader, by contrast, is negatively related to followers'trust in leader. Second, followers'trust in leader has a positive impact on organizational commitment. Third, organizational commitment has a positive effect on followers'innovative behavior. Based on these results, it can be said that followers'trust in leader is more important for boosting organizational commitment and innovative behavior because it has a positive effect on organizational commitment with supportive or reflective communication behavior of leader. Therefore, this study proposes practical benefits to leaders regarding how to display communication process and trust quality more effectively. Future studies are required to investigate the research agendas on the issues between communication patterns and innovative behavior.

• 간호행정학회지
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• 제16권4호
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• pp.488-496
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• 2010

Purpose: This study was done to explore the relationship in hospital nurses' of communication competence, communication types, and organizational commitment and to provide basic data for developing programs to improve internal communication and to promote nurses' commitment to their organizations. Methods: The participants included 316 nurses who worked in two general hospitals. The tools used for this study were the Global Interpersonal Communication Competence Scale (GICC) and Communication Satisfaction Questionnaire by Downs & Hazen (1981), revised by Seo (2002) and Mowday's tool (1979) for organizational commitment. Data were analyzed using SPSS/PC+12.0. Results: The mean score for communication competence was 3.46, and for organizational commitment, 3.19. For communication types, the mean score for formal communication was 3.18 and informal communication, 2.59. Communication competence had a positive relationship with formal communication (r=.32) and with informal communication (r=.16). Organizational commitment had a positive relationship with formal communication (r=.53), communication competence (r=.30), and informal communication (r=.27). Conclusion: The results indicate the necessity of developing programs to promote nurses' communication competence and also developing a system that will enrich active communication. Systematic and continuous training in communication is also highly recommended.

• 디지털융복합연구
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• 제13권8호
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• pp.191-206
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• 2015

융복합 시대에 기업의 문화경영 활동이 직원의 조직시민행동과 이직의도 등 조직 효과성에 미치는 영향에 대해 실증적으로 분석하였다. 특히, 조직 커뮤니케이션의 매개적 역할에 주목하여 기업의 문화경영이 조직 효과성의 행동적 차원에 미치는 영향을 구조적 모델을 통해 검증하여, 기업 문화경영의 가치와 중요성을 입증하였다. 분석결과 기업의 문화경영 활동은 조직 커뮤니케이션과 조직시민행동에 유의한 정적인 영향을 미치는 것으로 나타났다. 조직 커뮤니케이션은 기업 문화경영 활동과 조직효과성 간의 관계에서 매개효과를 갖는 것으로 나타났는데, 특히 기업의 문화경영 활동 자체가 이직의도를 감소시키는 것은 아니며, 문화경영 활동을 도입하는 과정에서 이를 뒷받침할 수 있는 조직 커뮤니케이션이 활성화될 때 이직률을 감소시킬 수 있다는 점을 의미한다.

• 간호행정학회지
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• 제18권2호
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• pp.213-221
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• 2012

Purpose: Communication in hospitals is one of the major factors in patient safety. So, the purpose of this study was to identify the relationship between intra-organizational communication satisfaction and the safety attitude of nurses in hospitals. Method: A descriptive survey design with convenience sampling was used. Data collection was done using a self-report questionnaire answered by 278 nurses from one university hospital located in Kyeoung-gi Province, Korea. Result: Intra-organizational communication satisfaction positively correlated with safety attitude (r=.747, p<.01). Among the 6 sub dimensions of safety attitude, perceptions of management (r=.675, p<.01), job satisfaction (r=.640, p<.01) and teamwork climate (r=.600. p<.01) were strongly related to intra-organizational communication satisfaction. Multiple regression analysis was done to identify explanation power of intra-organizational communication satisfaction against safety attitude. The model was significant (F=48.540, p<.01). Intra-organizational communication satisfaction accounted for 60.9% of variance in safety attitude (Adj $R^2$=.609). Conclusions: The results of this study indicate that higher levels of intra-organizational communication satisfaction promote positive safety attitude in hospital nurses and that communication media quality is an important factor in patient safety attitude. Therefore, developing interventions to revitalize intra-organizational communication level based on communication media quality will help in the construction of positive safety attitude in nurses.

• 4차산업연구
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• 제1권1호
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• pp.11-22
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• 2021

Purpose- The purpose of this study is to give implications on how to decrease employee turnover intention of Korean information and communication industry employees using organization culture, job satisfaction and organizational commitment. To do that this study analyzes relationships among variables and analyses mediating effect of job satisfaction and organizational commitment. Research design, data, and methodology- To analyze relationships among organization culture, job satisfaction, organizational commitment and turnover intention of employees, this study used the 7th KRIVET's HCCP employee data especially employees working in the information and communication industry who has more than university degree education. The analysis is conducted by using SPSS 21 and frequency analysis correlation analysis, regression analysis and mediating effect are analyzed by using MACRO PROCESS procedure for SPSS. Result- According to the empirical results, organization culture of innovation, relation and rational directed significantly affect both job satisfaction and organizational commitment. And job satisfaction and organizational commitment significantly affect each other. Turnover intention is significantly affected by job satisfaction, organizational commitment, innovation directed and hierarchy directed. However, the influence of innovation and hierarchy showed conflicting results. Conclusion- Based on this study result, implications to manage the turnover intention of Korean employees in the information and communication industry are discussed. Especially, the effect of organization culture, job satisfaction and organizational commitment is discussed. And the mediating role of job satisfaction and organizational commitment is also analyzed. Result implicates that cautious approach is needed in managing organization culture to employee attitude of job and organization is needed

• International Journal of Internet, Broadcasting and Communication
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• 제14권3호
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• pp.51-62
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• 2022

This study tried to confirm the mediating effect of positive psychological capital on the relationship between the communication Competence of managers who are recognized as organizational members working in the company and the adaptive performance of the members. To this end, the research hypothesis established through the final 255 data was verified as follows using the SPSS 21.00 and AMOS 21.1 version statistical programs. First, the higher the manager's communication Competence, the higher the positive psychological capital of organizational members. Second, the higher the communication Competence of the manager, the higher the adaptive performance of the members. Third, as the positive psychological capital of organizational members improved, adaptation performance improved. Fourth, positive psychological capital showed a partial mediating effect between the manager's communication Competence and the member's adaptive performance. The results of this study empirically analyzed the relationship between manager's communication Competence and members' positive psychological capital assumption (+) on the improvement of organizational members' adaptive performance ability. This study has the meaning of the most important research in that it provides additional theoretical and practical implications in the face of insufficient research on factors affecting the adaptation performance of organizational members.

• 한국간호교육학회지
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• 제20권4호
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• pp.463-470
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• 2014

Purpose: This study investigates the influence of education satisfaction, communication competence, and group cohesion on organizational socialization in nursing students. Method: The subjects were 175 third year nursing students. Data were collected from June 3 to 14, 2013 through a self-reporting questionnaire. Data analysis was performed by multiple regression using the SPSSWIN 21.0 program. Results: The organizational socialization score of nursing students averaged 3.79 points (5 Likert scale). Practice education satisfaction, communication competence and group cohesion of nursing students influenced organizational socialization ($R^2$ 52.5%, F=49.051, p<.001). Conclusion: For nursing students, practice education satisfaction, communication competence and group cohesion are significant variables for organizational socialization. Thus, in order to enhance the organizational socialization of nursing students, there is a need to develop a differentiated practicum curriculum that considers nursing student demands in collaboration with nursing faculty and administrators on the basis of education programs, including concepts of communication competence and group cohesion.