• 한국문헌정보학회지
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• 제40권4호
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• pp.307-331
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• 2006

본 연구의 목적은 공공도서관 사서들의 조직몰입에 영향을 미치는 요인을 규명하는 데 있다. 이를 위해 조직몰입과 관련 있는 요인으로 개인적 상황요인, 역할요인. 직무요인, 조직풍토 등 네 가지로 설정하고, 이들 네 요인의 각각 세부적 요인에 따른 조직몰입의 차이와 그 중 어느 요인이 조직몰입에 가장 많은 영향을 미치는가를 밝히는 것이다. 이를 위해서 문헌연구와 설문조사를 수행하였다. 연구 결과 개인적 상황요인, 역할요인, 직무요인, 조직풍토 네 요인 중에서 직무요인이 공공도서관 사서들의 조직몰입도에 가장 많은 영향을 주는 요인으로 분석되었다. 그 다음은 조직풍토, 개인적 상황요인 순으로 분석되었고, 역할요인은 공공도서관 사서들의 조직몰입도에 가장 영향을 적게 주는 요인으로 분석되었다.

• 경영과정보연구
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• 제19권
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• pp.145-170
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• 2006

The purpose of this study is to examine the relationship between core factor of Knowledge Management(KM) and organizational effectiveness. The objects of study are middle manager in hosing construction and civil engineering and construction industry, and the sample size is 228. The core factor of KM and indicator of organizational effectiveness are drawn by literature survey. The core factors are classified into human capital, organizational capital, structural capital, (to put it concretely), job capability, human relation, strategy, information technology, process, sharing culture, leadership, measurement. The indicator of organizational effectiveness are measured by job satisfaction, organization loyalty, competitiveness. The main results of this study can be summarized as the following. 1) The core factor of KM has a positive relationship to organizational effectiveness. Especially, the core factor of sharing culture and leadership are strongly relationship with organizational effectiveness. 2) There was a high positive correlation between job satisfaction and organization loyalty. 3) Human, structural, and structural capital had a different affect on organizational effectiveness. 4) The more job position and educational level high, the more they recognized that KM is necessary for their organization. 5) Among the success factor in KM, the factor of job capability was well perceived to respondent. According to this study, we can analyzed the relationship between success factor and organizational effectiveness, and drawn the most influence success factor on organizational effectiveness. Concurrently, the results of this study will be useful guidelines for shaping the KM operation framework in construction industry.

• 한국식생활문화학회지
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• 제27권4호
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• pp.354-366
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• 2012

The objective of this study was analyze the relationship among emotional intelligence, job attitude (job satisfaction, organizational commitment, turnover intention), and organizational performance in kitchen staff. A survey collected data from foodservice employees (N=611). Statistical analyses were completed using SPSS Win (17.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, and AMOS (7.0) for confirmatory factor analysis and structural equation modeling. The main results of this study were as follows. The four EI (Emotional Intelligence) dimensions significantly correlated with age. The mean of the job satisfaction score was 3.24. The organizational commitment score was 3.54. The organizational commitment score was higher for 'loyalty' factor than for 'sense of belongs' factor. The mean of organizational performance score was 3.61. The four EI(Emotional Intelligence) factors were significantly correlated with job satisfaction (organizational commitment, organizational performance, and turnover intension). Structural equation modeling found that emotional intelligence had positive effects on job satisfaction, organizational commitment, and organizational performance, whereas job satisfaction and organizational performance had positive effects on organizational performance. Therefore, this study found that emotional intelligence had direct and indirect effects on organizational performance.

• International Journal of Advanced Culture Technology
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• 제8권3호
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• pp.114-122
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• 2020

We study confirmed the effect of corporate social responsibility activities on organizational trust and job performance of organizational members and mediating effects of organizational trust among 351 members of the organization in the metropolitan area and Chungcheong area. For this, the SPSS 24.0 and AMOS 24.0 statistical packages were used to produce the following results. First, as a result of analyzing the impact of CSR activities on organizational trust of organizational members, factors of economic responsibility, legal responsibility, ethical responsibility, and charitable responsibility showed significant effects on organizational trust. Second, as a result of analyzing the relationship between the effects of CSR activities on the job performance of members of the organization, it showed a direct effect on job performance, which is a factor of economic responsibility, legal responsibility, ethical responsibility, and charitable responsibility. Third, organizational trust of organization members was analyzed as a positive factor in job performance. Fourth, it showed the mediating effect of organizational trust on the effect of corporate social responsibility activities on job performance. As a result of this study, the organizational performance and job performance of organizational members showed a direct effect on CSR activities. Therefore, the CSR activity is important as it is a key factor to advance the organizational trust and job performance, which is the company's sustainable management system.

• 한국식품조리과학회지
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• 제19권2호
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• pp.155-164
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• 2003

The purpose of this study was to examine, in a service context, construct validity and generalizability of widely used and accepted measures of perceived organizational support, job satisfaction, organizational commitment, and service duality, and to test each measures' predictive utility in this context with path analysis. Of 350 subjects, 309 subjects participated in the analysis. Descriptive statistics (frequencies), exploratory factor analysis, reliability analysis, zero-order partial correlation analysis, and confirmatory factor analysis were used for this study. The findings from this study are as follows. First, perceived organizational support significantly influenced job satisfaction, organizational commitment. and service quality. Second, Job satisfaction had a directional impact upon organizational commitment and service quality. Third, organizational commitment showed to have a predictive impart on service quality. Finally, the results of the study provide some insight into the types of internal marketing strategies that can be applied successfully by operators of hotel F & B departments.

• 한국콘텐츠학회논문지
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• 제11권11호
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• pp.457-471
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• 2011

본 연구는 사회적 교환 관계의 관점에서 호텔컨벤션 직원이 인지하는 조직후원인식이 임파워먼트 및 조직몰입에 미치는 영향에 대해 실증적으로 분석하였다. 본 연구의 결과를 요약하면 다음과 같다. 먼저, 호텔컨벤션 직원이 인식하는 조직후원인식이 임파워먼트에 미치는 영향에서 가설1-1과 가설1-2를 검증한 결과, 수단적 후원은 의미감 및 역량에 유의한 영향을 미치지 않는 것으로 나타났고, 수단적 후원은 영향력에 유의한 정(+)의 영향을 미치는 것으로 분석되었다. 한편 가설1-3과 가설1-4를 검증한 결과, 정서적 후원은 의미감 및 역량 요인과 영향력 요인 모두에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 다음으로 임파워먼트가 조직몰입에 미치는 영향에서 가설2를 검증한 결과, 임파워먼트의 하위개념인 의미감 및 역량 요인과 영향력 요인이 조직몰입에 유의한 정(+)의 영향을 미치는 것으로 분석되었다. 마지막으로 가설3을 검증한 결과, 수단적 후원은 조직몰입에 유의한 정(+)의 영향을 미치는 것으로 나타난 반면, 정서적 후원은 조직몰입에 유의한 영향을 미치지 않는 것으로 나타났다.

• The Journal of Asian Finance, Economics and Business
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• 제7권8호
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• pp.625-633
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• 2020

This study aims to empirically investigate the influence of organizational capability and organizational learning on the financial performance of family-business type small- and medium-sized enterprises (SMEs). In addition, this study examines the moderating role of SMEs' ages and the managers' experiences in the relationship between organizational capability and organizational learning on the SMEs financial performance. This study is a basic exploratory research conducted by using an empirical survey, i.e., sampling of the businessman (the owner) of family-business type SMEs cross-functional in the area of DIY. The study uses purposive sampling. The respondents are the SME businessmen from the various business sectors in Yogyakarta, Indonesia. The number of respondents is 150. Hypothesis testing used SPSS program's moderation regression approach; validity and reliability testing used confirmatory factor analysis and Cronbach's alpha. The result of this study shows that organizational capability positively and significantly affects the financial performance. Also, organizational learning significantly affects the financial performance. The organization's age factor does not moderate the relationship between organizational capability and the financial performance, but it is significant on the organizational learning. The factor of manager's experience moderates insignificantly on the relationship between organizational capability and financial performance. However, it is significant to the organizational learning.

• 수산경영론집
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• 제43권3호
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• pp.59-73
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• 2012

This study has the purpose to examine the effects of hygiene factor(job environment factor) and motivation factor(job motivation factor) of seamen on satisfaction, turnover intention and organizational commitment. To that end, with the scope of study subjects limited to coastal waters seamen, positive analysis was done through literature study and questionnaire analysis, and focus was given to the prospect of acquiring seamen by change of outside environment. Results of analyzing the factors affecting coastal waters seamen satisfaction, turnover intention and organizational commitment were as follows. First, the factors that affect satisfaction significantly are personal relationship and willingness to participate. Second, the factor that affects turnover intention significantly is employment stability. Third, the factors that affect organizational commitment significantly are personal relationship and willingness to participate.

• International journal of advanced smart convergence
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• 제12권2호
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• pp.143-152
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• 2023

This study confirmed the effect of manager's communication type perceived by organizational members on innovative behavior and the mediating effect of organizational culture. In other words, the manager's communication type was statistically positive for organizational members' innovation behavior (Hypothesis 1) and organizational culture (Hypothesis 2). Organizational culture improved innovative behavior of organizational members (Hypothesis 3). In addition, organizational culture played a mediating role between the manager's communication type and organizational members' innovative behavior (Hypothesis 4). In other words, the importance of improving the innovative behavior of organizational members, which is a key factor for advancing organizational sustainability management, was confirmed. It was confirmed that the manager's communication type and organizational culture act as a key factor for the advancement of innovative behavior. Therefore, executives and managers confirmed the importance of systematic managers' communication-type competency development and organizational culture revitalization plans and the necessity of implementing them in order to improve innovative behavior.

• 한국조리학회지
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• 제14권3호
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• pp.31-44
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• 2008

The purpose of this research was to examine the construct known as job fit perceived by service employees in the foodservice industry. The model was tested using SPSS 12.0 and AMOS 4.0 based on the sample of 667 persons that showed a 95% usable response rate. The results of the empirical analysis showed as follows. First, in restaurants, the employees' job suitability factor brings about an indirect effect by organizational commitment and turnover intention. Second, employees' job satisfaction factor causes an indirect effect by organizational commitment. Third, employees' organizational commitment factor has relationships with turnover intention. That is, the higher organizational commitment, the lower turnover intention. By the same route analysis, job suitability has an effect on organizational commitment. Also, the research proved organizational immersion has an effect on turnover intention. In this respect, the research contributes to job performance of foodservice employees, emphasizing the necessity of educational programs for them.