• 한국병원경영학회지
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• 제7권1호
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• pp.41-63
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• 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.

• 한국IT서비스학회지
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• 제6권2호
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• pp.35-47
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• 2007

The purpose of this thesis is to analyze the success factors of ERP system in corporations and to know what is different in the factors depending on organizational culture and size. Considering there are various results from introduction of the same information technology(IT), it is implied that organizational characteristics make a difference. In this thesis we did factor analysis and multiple regression about the factors based on the previous studies and analyzed the priorities depending on organizational culture and size. The results show that mechanistic organization has key success factors of work process change, project team abilities, and determination of CEO while organic organization has those of work process change and project team abilities. Plus bigger sized organization has success factors of work process change, project team abilities, and determination of CEO while small sized organization has those of work process change and project team abilities.

• The Journal of Asian Finance, Economics and Business
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• 제5권3호
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• pp.195-206
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• 2018

Paying close attention to those new to an organization, whether fresh or experienced, whose primary interest is in (re)socialization, the current study intends to (1) further the concept of mentoring from a bilateral relationship to a community and culture fostered by developmental networks, (2) propose an integrated conceptual framework for organizational socialization, and (3) suggest implications for practice and future research. This study reviews, analyzes, and integrates research assets and subsequently re-conceptualizes the aggregate information as valid propositions and a conceptual framework. The findings include (1) 11 propositions regarding the relationships among network characteristics (embeddedness, diversity), developmental functions (career support, psychosocial support, and role modeling), and socialization outcomes (learning and attitudinal outcomes); and (2) an integrated conceptual framework that depicts a comprehensive mechanism through which developmental networks conduce to organizational socialization of newcomers. Implications are that developmental networking must be an individual's fundamental competency and an essential part of organizational onboarding processes, and imperative for both members' career development and innovative organizational culture. By integrating research assets on the developmental phenomenon into conceptualizations, this study furthers the concept of mentoring to organizational culture and stimulates a substantive discourse for theory-building towards organizational socialization from the developmental network perspective.

• 중소기업융합학회논문지
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• 제4권4호
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• pp.7-12
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• 2014

This study empirically investigated cultural differences in the amount of information provided by managerial accounting information systems as well as the differences in organizational performance according to variations in the amount of information. Through cluster analysis, I classified sample firms into five organizational cultural types: Semi-innovative, innovative, bureaucratic, semi-bureaucratic and supportive. The results showed that in the semi-innovative firms, a greater amount of the traditional and advanced types of information is produced, while in bureaucratic firms, traditional information is much more provided than in the innovative, semi-bureaucratic and supportive firms. These results confirmed cultural differences in the amount of information produced. According to the results of this study, it was found that in organizational performance, the rankings of semi-innovative firms, which have the highest scores in the amount of information, are also the highest, and the performance scores in innovative firms are generally next to those of semi-innovative firms. Hence it is concluded that there are cultural differences in the amount of information provided and theses differences affect organizational performance

• 한국심리학회지 : 문화 및 사회문제
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• 제21권4호
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• pp.617-647
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• 2015

본 연구에서는 조직상황에서 구성원이 느끼는 부정적 정서인 조직불안의 유형과 특성을 알아보기 위해 측정도구를 제작하고, 조직관련 부정적 정서가 직무만족이나 조직몰입과 같은 변인에 어떠한 영향을 미치는지 알아보기 위해 탐색적 연구를 수행하였다. 예비연구를 통해 관련 문항을 수집한 것을 전문가 평정을 통해 97개의 문항을 선정하였다. 선정된 97개의 문항을 직장인 435명을 대상으로 조사한 결과를 바탕으로 28개 문항으로 이루어진 예비 조직불안 척도를 제작하였다. 예비 조직불안척도를 566명의 직장인을 대상으로 조사한 결과, 최종적으로 20문항으로 이루어진 조직관련 불안척도를 구성하였다. 조직불안척도는 4가지 하위요인으로 구분되었는데, 그 요인들은 미래에 대한 불확실성 지각요인, 통제감 지각요인, 대인관계 불안요인, 대안에 대한 지각요인이다. 이 연구에서는 응답자 특성변인으로 남녀, 연령, 직종, 업종, 직위, 개인별 수입, 학력을 사용하였다. 연구결과 응답자 특성변인에 따라 조직불안이 차이를 보였다. 연령대별로는 40대, 직종별로는 생산직, 업종별로는 제조업, 직위가 낮을수록, 월수입이 400-500일 경우, 학력이 낮을수록 조직불안을 더 많이 경험하는 것으로 나타났다. 조직관련 불안정서와 직무만족, 조직몰입, 조직문화 생활만족도, 자기효능감, 사회적 지지간의 관계를 살펴본 결과, 조직관련 불안정서와 직무만족, 조직몰입은 부적인 관계를 보여주었고, 조직의 문화가 집단문화, 개발문화, 합리문화를 지향하고, 조직구성원의 생활만족도와 자기효능감이 높을수록, 사회적 지원을 많이 받을수록, 조직불안을 경험한다 하더라도 직무만족을 더 하는 것으로 나타났다. 조직불안이 조직몰입에 미치는 효과가 집단문화, 개발문화, 합리문화, 생활만족도 사회적 지지에 의해 부분 매개되었고, 자기효능감의 매개효과가 나타나지 않았다. 연구결과는 조직구성원들이 조직불안을 느끼고 있다 하더라도, 조직이 조직문화를 변화시키거나, 자기효능감을 높여주거나, 사회적 지지를 더 많이 해 줄 수 상황을 만들 수 있다면 직무만족과 조직몰입을 증가시키는 긍정적 효과를 가져올 수 있다는 점을 시사한다. 이러한 결과를 바탕으로 본 연구의 시사점과 제한점을 논의하였다.

• Educational Technology International
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• 제8권1호
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.

• 한국비블리아학회지
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• 제32권3호
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• pp.285-304
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• 2021

이 연구는 시각장애인도서관 직무에 종사하는 직원들의 조직몰입에 영향을 미치는 요인을 파악하는데 그 목적이 있다. 이를 위해 조직몰입에 영향을 주는 요인으로는 개인적 배경, 감정노동, 역할, 직무특성, 조직문화, 조직공정성으로 선정하였다. 선정된 요인들은 양적 검증에 질적 검증을 보완한 혼합연구 방법을 사용하였으며, 양적 검증은 수집된 설문지를 대상으로 통계와 분석을 진행하였다. 질적 검증으로는 희망하는 현직자와 전문가를 대상으로 설문지 내용을 면담지로 재구성한 후에 면담을 실시하였다. 연구 결과를 요약하면 감정노동, 직무특성, 조직문화, 조직공정성이 직원들의 조직몰입에 영향을 미치는 요인으로 분석되었다. 직무몰입을 향상시키기 위해서는 담당업무에 대한 조직의 간섭을 최소화하고 재량권 확대를 통한 자율성 보장해 주어야 하며, 직원들의 감정노동에 대해 조직 차원의 집중 관리와 업무성과에 대한 공정한 절차를 거치는 것이 매우 중요하다.

• 한국컴퓨터정보학회논문지
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• 제24권11호
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• pp.229-234
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• 2019

본 연구는 한국 ICT기업들을 대상으로 가족친화적 기업문화가 조직몰입 및 직무성과에 어떠한 영향을 주는지를 살펴보고자 하는 실증연구이다. 따라서 본 연구는 한국 ICT 기업조직에서 가족친화적 기업환경이 조직몰입 및 직무성과에 어떠한 영향을 주는지 알아보고자 하는데 그 목적이 있다. 이를 위해 본 연구에서는 한국 ICT 기업의 종사자를 대상으로 가족친화적 기업문화의 내부요인들이 조직몰입과 직무성과에 어떠한 영향을 주는지를 실증분석 하였다. 본 연구의 실증분석 결과 한국 ICT 기업 조직의 가족친화적 조직문화, 가족친화적 복지제도는 조직몰입에 긍정적인 영향을 미치는 것으로 나타났고 조직몰입은 직무성과에 긍정적인 영향을 미치는 것으로 나타났다. 하지만 본 연구에서 제시한 가설 중 가족친화적 근무환경은 조직몰입에 유의한 영향을 주지 않는 것으로 확인되었다. 이러한 결과는 형식적인 가족친화형 프로그램 보다는 경제적 보상이 따르는 가족친화적 복지제도를 더 선호하는 종사자들의 특성을 확인하였다.

• 한국항공운항학회지
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• 제25권2호
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• pp.48-62
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• 2017

The purpose of this study was to analyze the influence of self-leadership of Korean aircraft mechanics on organizational effectiveness and to investigate whether safety culture has mediating effect. The theory of leadership, which has emerged since the 1940s, has been an important and key research issue in the social sciences for the last decade and has evolved as a brand-new theory through the theory of characteristics, the theory of behavior, and the theory of situation. The new leadership theory has been extended to charismatic leadership, transformative leadership, empowerment leadership, super leadership, and self-leadership of organizational members as a new flow leadership. On the other hand, there was a precedent study on the relationship between leadership and safety culture, and this study started with interest in the relationship between self-leadership, safety culture and organizational effectiveness. As a result, safety culture has been proved to play an moderating variable in the relationship between self-leadership of Korean aircraft mechanics and organizational effectiveness. Especially, among the sub-factors of the self-leadership, self-goal setting, self-reward, and natural reward have been shown to affect organizational effectiveness in combination with the sub-factors of the safety culture, learning culture and flexible culture.

• 디지털융복합연구
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• 제13권11호
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• pp.313-320
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• 2015

본 연구는 치과병 의원에 근무하는 치과위생사의 지식공유에 조직특성이 미치는 영향을 파악하고자 시도되었다. 연구대상자는 전국에 근무하는 치과위생사 349명으로, 자료수집은 구조화된 설문지에 의해 수집되었다. 자료분석은 SPSS18.0 프로그램을 이용하여 one-way ANOVA와 multiple regression을 분석하였다. 연구결과, 조직문화 하위요인 중 관계지향문화와 지식공유 사이에 유의한 양의 상관관계가 있는 것으로 나타났으며, 치과위생사의 지식공유가 업무성과에 영향을 준다는 것을 일부 설명하였다. 본 연구에 의하면 업무성과를 극대화 할 수 있도록 치과위생사의 지식공유를 위한 치과조직형성이 필요하다고 보여진다.