• International Journal of Internet, Broadcasting and Communication
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• 제13권1호
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• pp.123-133
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• 2021

We study confirmed the factors influencing the organizational culture(collective culture, development culture, rational culture, hierarchical culture) perceived by members of the organization and the manager's authentic leadership(self-awareness, balanced information processing, relational transparency, internalized moral perspective) on job crafting. In addition, the relationship between organizational culture and authentic leadership was empirically analyzed. In order to verify the hypothesis of the research model, the survey results of 269 parts were verified as follows using the statistical program of SPSS 24.0. First, the organizational cultures perceived by members of the organization, development culture and rational culture, showed positive (+) influence on job crafting. In other words, Hypothesis 1 established by the research model was partially adopted. Second, the group culture, development culture, and rational culture of organizational culture were statistically significant in the relationship between the hypothesis 2 organizational culture and authentic leadership. In other words, Hypothesis 2 was partially adopted. Third, the three hypotheses of authentic leadership (self-awareness, balanced information processing, relational transparency, and an internalized moral perspective) all showed positive (+) effects on job crafting. As a result of this study, it was possible to confirm the importance of the organizational culture that improves the job-crafting of the members of the organization and the strategic activation plan for authentic leadership. Therefore, the necessity of strategic human resource development for the development and application of programs to revitalize organizational culture and improve the manager's authentic leadership has emerged.

• 한국안전학회지
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• 제37권3호
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• pp.24-33
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• 2022

Construction site fatalities accounted for 51.9% of the total fatalities recorded in 2020. It is known that the safety leadership of site managers is important in reducing occupational accidents at construction sites. According to previous domestic and foreign studies, the safety leadership role of managers has significant effects on the safety behavior and safety culture of workers. Therefore, in this study, we identified the factors affecting organizational trust, which are known to be prerequisites for building a safety culture, and sought ways to enhance organizational trust. In this study, measurement data were collected using a self-report questionnaire. A total of 4,373 copies were distributed to workers and managers of business partners who are highly likely to be exposed to occupational injuries, and 3,873 copies were used as final data for analysis, excluding insincere responses and non-responses. As a result of the study, safety leadership was found to have a positive (+) effect on organizational trust, and communication and motivation moderated the relationship between safety leadership and organizational trust. Therefore, for safety leadership to have a positive effect on organizational trust at construction sites, it is imperative that leadership participation includes communication and motivational efforts.

• 한국안전학회지
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• 제17권2호
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• pp.100-105
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• 2002

This study proposed and examined a model in which perceived organizational support and leader-member exchange are linked to safety communication safety commitment, and accidents. In addition, a moderating effect of role overload in the relationship between safety communication and safety commitment and that of performance monitoring in the relationship between safety commitment to accidents. Data were collected from 193 workers in a railroad company. The results indicated that the goodness of fitness of the proposed model was acceptable. More specifically, both perceived organizational support and leader-member exchange were significantly related to safety communication and safety communication was, in turn, significantly related to safety commitment which was ultimately related to accidents. Also, the moderating effects of both role overload and performance monitoring were found. Implications of these findings for safety and the possible roles of variables in the organizational level are discussed.

• 동아시아식생활학회지
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• 제27권1호
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• pp.88-95
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• 2017

This study investigated the effects of organizational communication upon employees' job satisfaction and turnover intent at deluxe hotels. The research model was tested with a survey administered to 310 employees, and adequate fit to the data was provided ($x^2=934.651$ (df=221), GFI=.816, NFI=.836, CFI=.869, RMSEA=.098). In the structural equation model, organizational communication (organization integration ${\beta}=.182$) showed a significant (+) influence on job satisfaction. However, personal feedback (${\beta}=-.263$), supervisory communication (${\beta}=-.260$), and organization integration (${\beta}=-.342$) had significant (-) effects on turnover intent. Employee job satisfaction (${\beta}=-.124$) had significant negative effects on employee turnover. Limitations and future research directions are also discussed.

• 중환자간호학회지
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• 제11권2호
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• pp.51-62
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• 2018

Purpose : This study aimed to provide primary data for developing a program to enhance communication competence by identifying the patient-centered communication competency level of Intensive Care Unit (ICU) nurses and the related factors. Method : Data were collected from August 28th to October 8th, 2015, from 199 ICU nurses working in 30 tertiary hospitals. The study questionnaire included items assessing the patient-centered communication competency of ICU nurses, nursing organizational culture, types of communication, the Teamwork Measurement Tool, the Perceived Nursing Work Environment tool, and the Wong & Law Emotional Intelligence Scale. The collected data were analyzed using descriptive statistics, a correlation test, and a multiple regression. Results : The ICU nurses' mean score on patient-centered communication competency was 3.97 points. The factors influencing the patient-centered communication competency level of ICU nurses were professionalism (p =.002), innovation-oriented organizational culture (p =.015), and emotional intelligence (p<.001). These variables explained 42.2% of the total variance in the patient-centered communication competency of ICU nurses. Conclusion : These findings suggest the need for developing a patient-centered communication competency improvement program that focuses on improving ICU nurses' professionalism and emotional intelligence, and facilitates the creation of an innovation-oriented organizational culture.

• International Journal of Internet, Broadcasting and Communication
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• 제12권4호
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• pp.156-165
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• 2020

We study empirically analyzed the final 216 copies of the responses from SME organization members in Seoul and Gyeonggi regions using statistical programs of SPSS24.0 and AMOS 24.0. In other words, the effect of job satisfaction on the organizational culture and job environment characteristics perceived by members of the organization, and the relationship between job satisfaction and job performance is shown as follows. First, the organizational culture of consensus, development, hierarchy, and rationality was statistically significant in job satisfaction. Therefore, the hypothetical one-man organizational culture was adopted by showing a positive (+) effect on job satisfaction. Second, job environment characteristics such as autonomy in job performance, compensation system, physical environment, and human environment had a positive effect on job satisfaction. That is, the job environment characteristics of hypothesis 2 were adopted as a positive (+) influence relationship on organizational satisfaction. Third, job satisfaction was expressed as a positive (+) influence relationship with job performance, so hypothesis 3 was adopted. As a result of this study, the higher the organizational member's perception of organizational culture and job environment characteristics is, the higher the job satisfaction is, and the improvement in job satisfaction is meaningful in that it provides theoretical and practical implications that indicate job performance.

• 간호행정학회지
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• 제9권4호
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• pp.625-639
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• 2003

Purpose: The Purpose of this study was to identify the relationship between managerial characteristics of the nursing organization and organizational effectiveness. Method : The data were gathered from the self-reported questionnaires of 717 nurses who work for eight different general hospitals located around Seoul and Kyounggi province. The period of data collection was from December 12 to December 7, 2002. For data analysis, descriptive statistics, Pearson correlation coefficient, t-test, and ANOVA with SAS & SPSS Program were used. Result : 1) Managerial Characteristics of the Nursing Organization were positively related to all of the organizational effectiveness. Transactional leadership were negatively related to all of the organizational effectiveness. 2) 'Shared Value' and 'Communication' showed a significant difference except religion. 'Autonomy' showed a significant difference except religion, major field of practice. 'Job Motivation' showed a significant difference except marital status, religion. 'Transformational leadership' showed a significant difference except marital status, religion, major field of practice. 3) 'Job satisfaction' showed a significant difference except religion, major field of practice. 'Organizational commitment' and 'Organizational citizenship behavior' showed a significant difference except religion. Conclusion : From the above results, the highly perceived with managerial characteristics of the nursing organization is very implicative to enhance the organizational effectiveness.

• 디지털융복합연구
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• 제16권7호
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• pp.79-88
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• 2018

기업의 내부 고객인 사원들의 사기(Morale)에 대한 연구들은 많이 발표되어 있지만, 군대에서 전투력 향상과 밀접한 역할을 하고 있는 군사기에 관련된 연구들은 많이 부족한 상황이다. 따라서 본 논문은 SNS의 특성을 통해 커뮤니케이션 만족이 군의 사기에 어떻게 영향을 미치는 지에 관해 알아보고자 연구하였다. 실증적인 검증을 위하여 본 연구에서는 군인 240명을 대상으로 설문을 진행하여 수집된 결과를 분석하였다. 분석방법은 구조방정식(SEM)을 사용하여 각 변수들 간의 상관관계에 대하여 알아보고자 하였다. 본 논문의 연구 결과, SNS 특성이 조직 커뮤니케이션 만족에 관련된 전체모형에 대해 정(+)의 영향을 미치는 결과가 나타났다. 그리고 조직 커뮤니케이션 만족은 군의 사기에 대해 정(+)의 영향을 미치는 것으로 검증되었으며, 조직 커뮤니케이션 만족은 군사기와 SNS특성 간에 매개역할을 하는 것으로 증명되었다. 본 연구를 통해 적당한 수준에서의 SNS를 활용한 군내 조직원들의 커뮤니케이션의 활성화를 통해 장병들의 사기를 증진을 도모하고자 한다.

• 한국정보전자통신기술학회논문지
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• 제11권6호
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• pp.711-717
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• 2018

The purpose of this study is to identify the relationship between psychological wellbeing of social welfare facility workers and their organizational commitment. The subjects of this study were 230 social welfare facility workers in OO city, Gyeongsangbuk-do, Korea. Analysis was conducted using the SPSS program, including frequency analysis, reliability analysis and correlation analysis, and regression analysis on the causal relationship between variables. The results of the study showed that the psychological wellbeing of social welfare facility workers had a meaningful effect on their emotional commitment, continuous commitment and normative commitment. These results confirmed that the higher the psychological wellbeing of social welfare facility workers, the higher the sub-factors of organizational commitment, such as emotional, continuous, normative commitment, resulting in positive effects on the achievement of goals and values that are pursued by the welfare facilities. This study aims to become foundational data for the improvement of working conditions to improve psychological wellbeing of social welfare facility workers to increase organizational commitment.

• 한국언론정보학보
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• 제62권
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• pp.95-118
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• 2013

이 논문은 조직원의 성격유형에 따른 갈등관리방식의 차이와 조직커뮤니케이션 만족도의 관계를 알아보았다. 또한 조직원들의 다양한 개인적 속성(성별, 경력, 직위, 조직규모 등)이 이런 관계에 어떻게 영향을 미치는지 알아봄으로써, 조직커뮤니케이션 만족에 대한 보다 종합적이고 진전된 연구결과를 도출하고자 하였다. 분석결과, 조직원의 성격유형 중에서 사고표명도만이 갈등관리방식에 영향을 미치는 것으로 나타났다. 감정 차원보다는 의견 표명의 차원, 곧 자신의 의견을 적극적으로 표명하는지의 여부가 조직커뮤니케이션 만족도와 직접적으로 관련있는 변인이었다. 조직원의 개인적 속성 중에서는 직위와 성별 차이가 갈등관리방식의 선호에 영양을 미치는 변인이었다. 조직커뮤니케이션 만족에 상대적으로 큰 영향을 미치는 요인은 조직원의 개인적 속성보다는 갈등관리방식 차이였다. 조직커뮤니케이션을 업무와 관계의 차원으로 나누었을 때, 관계적 커뮤니케이션 만족도에는 문제해결, 타협의 갈등관리방식이, 업무적 커뮤니케이션 만족도에는 이들 외에 비난과 강요 방식이 유의미한 관계가 있었다. 조직커뮤니케이션 만족도에 영향을 미치는 다양한 변인들 중에서 가장 큰 관계가 있는 것은 문제해결의 갈등관리방식이었다. 갈등상황에서 적극적으로 문제를 해결하는 방식을 선호하는 조직원일수록 관계와 업무의 구분과 상관없이 조직커뮤니케이션에 대한 만족도가 높았다. 이런 연구결과는 조직원의 성격유형을 파악하는 것뿐 아니라, 이에 따른 갈등관리 스타일과 업무 성격의 일치 여부가 조직성과 관리에서 중요하다는 사실을 시사하고 있다. 마지막으로 이 연구는 분석 자료의 제한점과 후속연구를 위한 제언을 제시하였다.