• 벤처혁신연구
• /
• 제6권2호
• /
• pp.83-99
• /
• 2023

본 연구는 국내 소재 건설대기업 본사 및 현장 근무자를 대상으로 하여 건설대기업의 조직문화가 조직신뢰를 매개로 정서적 몰입에 미치는 영향을 규명하는데 목적이 있다. 유의 표집법을 적용하여 표집하였으며 분석에 사용된 최종 설문수는 201부이며 SPSS 20.0 프로그램을 활용하여 통계분석을 실시하였다. 분석결과, 첫째, 건설대기업 구성원이 인지한 조직문화의 하위요인 중 합리문화, 개발문화, 합의문화는 정서적 몰입에 유의한 정(+)의 영향을 미치는 것으로 나타났으나, 위계문화는 유의하지 않은 것으로 나타났다. 둘째, 개발문화, 합의문화, 위계문화는 조직 신뢰에 유의한 정(+)의 영향을 미치는 것으로 나타났으나, 합리문화는 유의하지 않은 것으로 나타났다. 셋째, 조직 신뢰는 정서적 몰입에 대해 유의한 정(+)의 영향을 미치는 것으로 나타났다. 넷째, 조직 신뢰는 조직문화와 정서적 몰입 간에 매개하는 것으로 나타났다. 이는 조직 구성원에게 안정성과 통제보다는 유연성과 변화를 향상시키는 조직문화가 정서적 몰입에 긍정적으로 영향을 미칠 수 있음을 보여준다.

• 대한방사선기술학회지:방사선기술과학
• /
• 제42권3호
• /
• pp.231-238
• /
• 2019

Medical institutions are abundant in human resources and have a unique structure with diverse professions and various organizational cultures coexist. This organizational culture influences organizational effectiveness and influences the effectiveness of the organization as a factor of leadership and organizational culture. Leadership is an important factor in linking employee behavior to organizational commitment to achieve job satisfaction. The purpose of this study was to analyze the effect of organizational effectiveness on organizational culture, leadership perception, and job stress in a special organization called radiologist. As a result, organizational culture and transformational leadership showed high correlation with 0.627. Among the organizational effectiveness variables, organizational commitment showed the highest influence with transformational leadership(${\beta}=0.284$, p<0.001), and job satisfaction was also the highest with transformational leadership (${\beta}=0.440$, p<0.001). The results showed that the expectation of transformational leadership affects organizational commitment and job satisfaction. In order to expect a positive change in the effectiveness of the organization, the radiologist culture requires an organizational culture that can fully demonstrate autonomy and creativity, and transformational leadership is required for this.

• 한국병원경영학회지
• /
• 제7권1호
• /
• pp.41-63
• /
• 2002

The purpose of this study is to analyze the interrelation of influential factors in organizational conflict and organizational commitment. The data for this study were collected through a self-administered survey with a structured Questionnaire to 1,167 subjects from several nursing staff members, administration staff members and medical technicians of six hospitals. In this analysis frequency test, t-test, ANOVA, hierarchical multiple regression and structural equation model were used. The main findings of this study are as follows. 1. Factors which influence organizational conflict were analyzed. The type of occupation and the year of service were socio-demographic variables which influenced organizational conflict positively. Adjusted R square was 0.03. Perceptions on organizational structure and organizational culture were analyzed with two- level variables that were added. The findings were as follows. Adjusted R square increased to 0.25. The year of service, internal process culture and rational goal culture were positive variables. The design of organizational structure, human relations culture and open system culture were negative variables. 2. Variables which influence organizational commitment were analyzed. Age and the year of service were positive variables, while academic background based on high school education was a negative variable. Adjusted R square was 0.16. Perceptions on organizational structure and organizational culture were analyzed with two-level variables that were added. The findings were as follows. The characteristics of organizational structure, human relations culture and organizational culture were positive variables. Adjusted R square increased to 0.55. The variables of organizational conflict were added in 3 steps. Findings were as follows. The variables of hierarchical conflict showed negative influence and were included in two-level influential variables. Adjusted R square increased to 0.56. 3. Structural equation model was analyzed in order to examine the relation between organizational structure and the variables of organizational culture, organizational conflict and organizational commitment. Thirteen path coefficients out of seventeen path coefficients were significant. Age had negative influence on organizational conflict and positive influence on organizational commitment. The year of service had positive influence on organizational conflict and organizational commitment. The design of organizational structure, human relations culture and open system culture had negative influence on organizational. conflict. They had positive influence on organizational commitment. Internal process culture and rational goal culture had positive influence on organizational conflict. Organizational conflict had negative influence on organizational commitment. The squared multiple correlation of this model was 25.1% in organizational conflict and 52.7% in organizational commitment. The conclusion of this study is as follows. Factors in organizational structure and organizational culture, rather than socio-demographic factors, had a stronger influence on the organizational conflict and organizational commitment of hospitals. In order to decrease organizational conflict, to increase organizational commitment and to maximize the effectiveness of hospital management, it is necessary to understand the overall relation between organizational structure, organizational culture, organizational conflict and organizational commitment, with the effort of improving personalized factors and individual factors of organization management.

• 간호행정학회지
• /
• 제12권2호
• /
• pp.265-275
• /
• 2006

Purpose: The purpose of this study is to identify and to investigate the nursing organizational culture. Method: A descriptive correlational study was conducted with convenience sample of 448 staff nurses who were working for six general hospitals located in Seoul, Province of Gyeonggi and Province of Chung-cheong. The period of data collection took over 5 months between August and December. Organization Culture Questionnaire developed by Lee (2001) were used to measure nursing organizational culture. Collected data were analysed on SPSS Win 12.0. Result: The meta culture of the nursing organizations was the conservative culture. The cultural pattern of nursing organizations was classified into three patterns which were conservative-dominant culture, symmetric culture and innovative-task culture. Conclusions: The meta culture of the nursing organizations was the conservative culture. But conservative culture decreased nurses' outcomes. Therefore the nurse manager should develop a symmetric organizational culture including four types of culture than dominant culture of one type.

• Journal of Information Technology Applications and Management
• /
• 제18권2호
• /
• pp.109-134
• /
• 2011

This dissertatioionstudied the relation between orientation of learning, marketing, entrepreneurs and organizational culture and organizational performance. This study tried to look out the factors that the peoples of an organization takes part in the organizational culture to be related to the cultural efficiency and organizational performance. Accordingly result of this study, orientation of learning, marketing, entrepreneurs is related to organizational culture and organizational performance. Customer orieatation of marketing orientation showed a positive effect for organizational non-finantial performance according to mission consciousness of organizational culture.

• 산업진흥연구
• /
• 제3권1호
• /
• pp.13-31
• /
• 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.

• 산경연구논집
• /
• 제11권6호
• /
• pp.29-39
• /
• 2020

Purpose: The purpose of this study is, in the situation where rapid response to the rapidly changing environment is required due to the development of the fourth industrial revolution such as artificial intelligence, virtual reality, and the internet of things, robotics, big data, additive manufacturing, bio-health, sharing economy and in the organizational culture aspiring toward the innovation of a major company, small business and a public institution, to analyze what influence a job-engagement and stress make, and what influence individual's self-efficacy as a moderator mediator makes, and to offer basic data for improving job-engagement and lowering job-stress. Research design, data, and methodology: For doing this, the literature and the empirical studies were combined. Deriving innovation-oriented organizational culture as factors affecting the job engagement and job stress through the literature, and have established hypotheses to verify them. We have collected data of 281 from ex,ecutives and staff-members working in areas including major company, small business and officials (the central government, a local public service, the prosecution, the police, and school). And these data were analyzed by SPSS 23 version. Results: Based on these data, the results of analysis were as follows; First, the innovation-oriented organizational culture which was recognized by organizational members had effect on job-stress. Second, the innovation-oriented organizational culture which was recognized by organizational members influenced job-stress. Third, in the relationship between the innovation-oriented organizational culture and job-engagement, self-efficacy did not influenced job-engagement. Finally, in the relationship between the innovation-oriented organizational culture and job-stress, self-efficacy influenced job-stress. Conclusions: Innovation-oriented organizational culture places importance on the organization's adaptability and flexibility in the external environment, so companies need to establish an innovation-oriented organizational culture favorable to achieving survival and successful innovation, and to develop and disseminate programs of positive and continuous organizations to improve task enthusiasm, reduce task stress, and enhance organizational performance. In the future, it will be necessary to verify the effectiveness of various organizational culture types through comparative analysis with companies that actively maintain an innovation-oriented organizational culture (Google, Kakao, etc.) and companies that prefer hierarchy-oriented organizational culture, relationship-oriented organizational culture, and market-oriented organizational culture.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권5호
• /
• pp.1031-1038
• /
• 2021

The purpose of this study is to evaluate the impact of organizational culture on job satisfaction and organizational commitment among employees in small and medium-sized enterprises in Ho Chi Minh City, Vietnam. The study hypothesized that organizational culture has a significant influence on employees' satisfaction and that satisfaction also significantly impactsorganizational commitment among employees. The data are collected from a sample of 240 office employees. Structural Equation Modeling is used to determine the influence of organizational culture dimensions,including open working environment, salary, and rewards, empowerment, management style, corporate values, on employees' satisfaction and organizational commitment. The findings showed that the five dimensions of organizational culture positively impact employees' satisfaction and that job satisfaction significantly influences organizational commitment. Thus, job satisfaction serves as the bridge between organizational culture and commitment. The current study contributes to providing a practical insight into the relationships between organizational culture, employees' job satisfaction, and organizational commitment. Based on that, managers can develop suitable personnel policies for their organizations to simultaneously enhance employees' performance and satisfaction, which makes them stay with the company.

• 한국병원경영학회지
• /
• 제24권2호
• /
• pp.23-37
• /
• 2019

The purpose of this study was to investigate the effect of fairness, culture, and service points on organizational management to maximize the ability of organizational members. The subjects of the survey were selected from major hospitals, small and medium hospitals. A total of 500 questionnaires were distributed, but 404 (80.8%) were used for the final analysis. The SPSS WIN 20 program was used to analyze the collected data. The following conclusions were obtained. First, in this study, organizational fairness did not show any general difference, and fairness was obtained with relatively high scores. In terms of improving organizational culture, size of hospital there is a statistically significant difference. the larger the organization, the more the organizational culture needs to be improved. Organizational fairness were significant differences in service encounter points and size of hospital. Second, the correlation between fairness, organizational culture improvement, service contact point and management performance showed a very positive correlation. Third, fairness has no effect on business performance. However, in this study, organizational culture improvement and service contact points are statistically significant and positive (+) influence on dependent variable management performance. Therefore, in order to improve the organizational culture of the hospital, it is necessary for the CEO to the vision, core, to discuss and make a reasonable plan. In order to actively cope with rapidly changing hospital environment, it will be necessary to positively support the of new medical market and the increase of market share.

• Educational Technology International
• /
• 제6권2호
• /
• pp.43-58
• /
• 2005

The purpose of this study was to investigate the impact of organizational learning culture on job satisfaction and organizational commitment. Two streams of scholarly work have provided the theoretical foundations for this study. The first stream comes from the literature on learning organization. The second stream of the theoretical foundation comes from an extensive literature on attitude-intention-behavior relationships. In addition, this study was tested three alternative models. Alternative model 1 employed job satisfaction as the mediating commitments variable between learning culture and organizational commitment. Alternative model 2 used organizational commitment as the mediating variable between learning culture and job satisfaction. Finally, alternative model 3 specified a direct impact of learning culture on both job satisfaction and organizational commitment, and reciprocal linkages between these two variables. The results of this study support the hypothesized relations among an organization's learning culture, job satisfaction, and organizational commitment. The findings of this study are various congruent with a widely accepted hypothesis that job satisfaction serves as an appraisal function in evaluating various work environments and determining emotional responses such as organizational commitment. Organizational learning culture is one of the important factors that organizations cannot overlook. Therefore, the findings of this study provide a new direction for researchers seeking to explain the complex relations among these central organizational variables.