• The Journal of Asian Finance, Economics and Business
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• 제8권10호
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• pp.29-35
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• 2021

The current study's objective isto determine the impact of organizational climate on organizational reputation in the context of organizational health as a mediating variable, in a case study of textile enterprises in Jordan that are listed on the Industrial Qualified zones. The study population contains (12) companies, according to the industrial qualified zones, with 317 employees who are working at CEO, deputy CEO, and supervisor positions chosen through convenience sampling. While the final sample of the current study consists of 174. Furthermore, to test the current study's hypotheses, the Smart Partial Least Square (PLS) technique was applied. Additionally, the current study concludes that there is a positive impact of organizational climate on organizational reputation. The current study shows that organizational climate has a positive impact on organizational health and organizational health has a positive impact on organizational reputation. Moreover, there is the mediation impact of organizational health on the relationship between organizational climate and organizational reputation. Based on the results of the current study, the study proposes that the level of organizational climate, organizational health, and organizational reputation in the examined companies be enhanced and increased.

• 한국병원경영학회지
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• 제7권2호
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• pp.1-23
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• 2002

D. W. Organ(1977) published a paper about the importance of Organizational Citizenship Behavior(OCB) in an organization. Since then, the studies of OCB have been continuously increased. As recent business environment has changed with rapidity and uncertainty, OCB for the improvement performance of organization should be more emphasized. Role behaviors of organization are divided into two parts such as in-role behavior and extra-role behavior. In recent, although the researches about extra-role behavior have been studied, they are still not sufficient. This study attempted to examine relationships between organizational culture, organizational commitment and organizational citizenship behavior, Sample was 193 employee engaged in hospitals of Pusan. In this study I chose four factor(affective, conservative, task and innovative culture) of organizational culture and three factors (affective, continuous and normative commitment) of organizational commitment and five factors(altruism, conscientiousness, courtesy, civic virtue and sportsmanship) with regard to organization citizenship behavior. The major findings of the empirical research are as follows ; 1. The Causal relation of dimensions of organizational culture and dimensions of OCB. 1) Affective culture has significant impact on courtesy, civic virtue of OCB. 2) Conservative culture has no significant impact on all of OCB. 3) Task culture has significant impact on conscientiousness, civic virtue, sportsmanship of OCB. 4) Innovative culture has no significant impact on courtesy, civic virtue of OCB. 2. The Causal relation of dimensions of organizational commitment and dimensions of OCB. 1) Affective commitment has significant impact on all of OCB. 2) Continuous commitment has no significant impact on all of OCB. 3) Normative commitment has significant impact on courtesy, civic virtue of OCB. In brief, though this study has several limitations in research design and methods, the results suggest that organizational culture of hospitals and organizational comitment of hospitals shows a strong relationship to the organization citizenship behavior.

• 산업융합연구
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• 제5권1호
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• pp.3-21
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• 2007

The purpose of this study is to examine the effect of superleadership on organizational cynicism and organizational citizenship behavior. On the basis of theoretical linkages between the constructs, a conceptual model and hypotheses were established. The sample included 400 employees. Structural equation modeling(SEM) was used to employed the hypothesized relationships in the conceptual model. Results indicated that (a)superleadership has a negative impact organizational cynicism; (b)organizational cynicism has a negative impact organizational citizenship behavior; (c)superleadership has a positive impact organizational citizenship behavior. Implications for applying superleadership to organizational cynicism and organizational citizenship behavior were discussed and future research directions were outlined.

• International Journal of Advanced Culture Technology
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• 제12권1호
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• pp.60-74
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• 2024

Due to the relative lack of concerns and research on organizational career development in startups, we study aimed to reveal the impact of shared leadership in startups on organizational career development through organizational commitment. The research method was an online survey targeting 200 startup members from April 11 to April 28, 2023, and a total of 195 copies were used in the final analysis. As a result of the study, first, among the shared leadership of startups, development and mentoring were found to have a positive impact on emotional commitment. Second, among the shared leadership of startups, planning and organizing, support and empathy were found to have a positive impact on continuous commitment. Third, planning and organizing, support and empathy had a positive impact on normative commitment. Third, among startups' shared leadership, planning and organizing, support and empthy had a positive impact on normative commitment. Fourth, emotional and continuous commitment were found to have a positive impact on improving career goals in organizational career growth. Fifth, emotional and continuous and normative commitment were each found to have a positive influence on the development of professional abilities in organizational career development. Lastly, emotional, continuous and normative commitment were all found to have a positive influence on the speed of promotion in organizational career growth. As a result, it is expected that the results of this study will be able to suggest shared leadership policy directions and goals for startups.

• 대한안전경영과학회지
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• 제18권2호
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• pp.65-71
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• 2016

This study was aimed to demonstrate how the analysis of the impact on confidence in the safety-conscious organizations target the clothing distribution center employees and organizational commitment. Safety awareness of employees of the clothing distribution center safety rules, safety education, road safety interests, divided into risk handling and trusted organization with the emotional trust and cognitive trust, organizational commitment was divided into affective, cognitive and normative commitment. Data collection was surveyed 185 people clothing distribution center workers, tested the hypothesis through regression analysis. The results are safety conscious exerts a positive effect on organizational trust, organizational trust was found to have a positive impact on organizational commitment.

• The Journal of Asian Finance, Economics and Business
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• 제9권10호
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• pp.97-104
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• 2022

The purpose of the existing work is to inspect the impact of knowledge management on organizational performance. Business experts now appreciate how important knowledge management is for organizational performance. Earlier studies have investigated the research model with causal linkages, however, only a few of them have considered sample-selecting bias problems when analyzing the model of knowledge management on organizational performance. The number of 312 executives related to knowledge management from 312 enterprises that have been approved with quality management systems offered suitable responses for analyses. The data was employed to investigate the effect of knowledge management on organizational performance, considering sample-selecting bias. The empirical outcomes indicate that sample-selecting bias exists in the causal impact of knowledge management on organizational performance. The empirical findings are helpful to scholars of knowledge management as well as business executives by giving an insight into the casual effect of knowledge management on organizational performance with the intervention of sample-selecting bias. The acceptance of knowledge management should be tailored to improve competitive advantages that will lead to better organizational performance.

• 한국콘텐츠학회논문지
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• 제16권5호
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• pp.548-560
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• 2016

본 연구에서는 직접적으로 지역주민들과 대면 접촉하고, 행정서비스를 제공하고 있는 최일선의 읍면동사무소 지방공무원의 직무관여에 대한 태도가 조직몰입 및 조직성과에 미치는 영향 관계를 파악하고, 직무관여와 조직성과 간의 관계에서 조직몰입이 매개변수의 역할을 수행하는 여부도 파악하고자 하였다. 분석결과, 직무관여는 조직몰입에 직접적인 영향을 미치지만, 조직성과에는 직접적인 영향을 미친다고 할 수는 없다. 그리고 조직몰입은 조직성과에 직접적인 영향을 미치는 것으로 나타났다. 따라서 직무관여는 조직성과에는 직접적인 영향을 미치지는 못하지만 조직몰입을 통한 간접적인 영향을 미치는 것으로 나타났다. 즉, 조직몰입은 직무관여와 조직성과 간의 관계에 있어서 매개효과가 있는 것으로 나타났다. 본 연구의 시사점은 최일선에서 지역주민에게 서비스를 제공하고 있는 읍면동 지방공무원이 그들의 직무 내용(민원접수 및 처리, 지역주민 복지서비스 및 봉사활동 제공 등) 파악과 직접적인 계획수립 및 집행에 관여할 경우, 직무관여에 따른 그 조직에 대한 애착심과 충성심, 그리고 자부심과 조직몰입을 향상시킬 수 있다는 것이다.

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

• 한국가스학회지
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• 제28권2호
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• pp.56-65
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• 2024

본 연구는 탄소중립을 위해 노력하는 가스 관련 에너지 기업(기관)의 ESG 활동이 종업원의 조직 자부심과 조직 신뢰를 통해 직무성과에 미치는 영향을 분석하기 위한 목적으로 진행되었다. 345명의 가스 관련 공공기관과 민간기업에 종사하는 직원의 설문 결과를 Smart PLS 4.0을 사용하여 분석하였으며, 연구모형과 가설을 설정한 후 검증하였다. 검증 결과 환경(E) 활동과 관련한 ESG 활동은 조직 자부심과 조직 신뢰에 영향을 미치지 않았으나, 사회(S) 활동과 지배구조(G) 활동은 조직 자부심과 조직 신뢰에 유의한 영향을 미치는 것으로 나타났으며, 조직 자부심과 조직 신뢰는 직무성과에 영향을 미치는 것으로 나타났다. 특히 ESG 조직구성원의 조직 자부심이 높을수록 조직신뢰가 직무성과에 미치는 영향이 높은 것을 확인하였다. 본 연구는 가스 관련 에너지 기업(기관)의 ESG 활동과 관련하여 발전적 방향을 제시하고자 한다.

• International Journal of Advanced Culture Technology
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• 제7권1호
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• pp.49-57
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• 2019

The main purpose of the research is to examine impact of organizational justice and perceived organizational support on effectiveness of crime control in police organizations. This research employs a survey questionnaire to measure organizational justice, perceived organizational support, and effectiveness of crime control. The number of subject of the study is 285 police officers working in Daegu metropolitan city and some cities of Gyeongsangbuk-do province. The study employs regression analysis to analyze the effect of organizational justice and perceived organizational support on police performance. As the result of analysis, the effect of organizational justice on effectiveness of crime control is statistically significant at the level 0.01, perceived organizational support at the level 0.05. The key finding of this study is that in the performance-based management system, the reciprocal relationships between managers and individual officers with organizational justice and perceived organizational support play an important role in building a sustainable growth system in the police.