• Asian Journal of Business Environment
• /
• 제12권4호
• /
• pp.1-12
• /
• 2022

Purpose: This study mainly aims to investigate the connection between job satisfaction and organizational citizenship behavior of bank employee. Another objective of this study is to check out the mediating impact of perceived organizational politics of bank personnel on the connection between their job happiness and citizenship behavior. Research design, data and methodology: Snowball sampling is utilized in this study, which is done among bank personnel at different public and private banks across north-eastern region of Bangladesh as well as information is accumulated through the use of a five-point Likert-scale questionnaire. IBM SPSS v22, Andrew F. Hayes process macro v3.5 and SmartPLS 3 are used to complete descriptive and inferential statistics. Results: The study results explore that employees' political perception has a negative influence on organizational citizenship behavior where bank employees' job happiness has a positive impact on structural citizenship manners and negative impact on perceived organizational politics. Surprisingly, perceptions of organizational politics were found to have an insignificant mediating effect on the connection between job satisfaction and organizational citizenship behavior. Conclusions: The present study reveals that satisfied bank personnel shows positive and constructive actions toward their organization where their political perception has an insignificant mediation.

• 품질경영학회지
• /
• 제51권2호
• /
• pp.263-282
• /
• 2023

Purpose: This study aimed to examine the impact of FSSC 22000 food safety management system characteristics on the business performance of food-related companies and to verify the mediating effect of organizational capabilities in the relationship between them. Methods: To achieve this, a survey was conducted among employees of food companies in Seoul and the metropolitan area that have implemented the FSSC 22000 food safety management system, and the following main results were derived. Results: First, the FSSC food safety management system factors, such as measurement/analysis and improve- ment, documentation, management responsibility, and service and product realization, were found to have a significant positive (+) impact on organizational capabilities. The relative impact was in the order of measurement/analysis and improvement, documentation, management responsibility, and service and product realization. Second, organizational capabilities were found to have a significant positive (+) impact on business performance. Third, the FSSC food safety management system factors, such as measurement/analysis and improvement, management responsibility, resource management, and documentation, were found to have a significant positive (+) impact on business performance. The relative impact was in the order of measure- ment/analysis and improvement, management responsibility, resource management, and documentation. Fourth, the factors of management responsibility, resource management, measurement/analysis and improvement, and documentation, excluding resource management factors, were found to have a positive impact on business performance through the mediation of organizational capabilities. Conclusion: The results of this study may provide important implications for the implementation and efficient operation and management of the FSSC 22000 food safety management system in enhancing the business performance of food-related companies.

• 산업융합연구
• /
• 제6권2호
• /
• pp.75-92
• /
• 2008

The study defines the concepts of coaching, analyzes coaching process, and the impact of manger coaching on organizational performance. From these studies, coaches constantly monitor the coaching process, motivate and direct when members unable to find a way. Effective coaches work with the infinite variety of issues which people face as they embrace change, and resist it, enabling them to confront their hopes and fears along the way. Especially, the impact of coach is crucial to improve the organizational performance.

• 마케팅과학연구
• /
• 제20권2호
• /
• pp.110-122
• /
• 2010

20世纪60年代中期, 随着1967年 ${\ll}$产业购买和创造营销${\gg}$的出版, 组织购买行为这一领域的兴起为企业如何在市场中运作提供了新的思维方式, 而不只是为最终用户服务. 无论是 "工业营销" 或 "企业营销"(B-to-B),组织的购买行为仍然是这个领域的核心. 本文探讨了动态因素的影响,影响了几个组织彼此相关的迅速增长的相互依存,反过来会影响组织的购买行为. 文章还提出了一个问题,组织购买行为的概念模型,在一个相互依存的世界是否仍然会在这个充满活力的经营环境中引导研究和管理的思想,. 本文提出并探索三个关于组织相互依存的问题: 1.哪些因素和趋势驱动了组织的相互依存的兴起? 2.在过去半个世纪中发展起来的组织购买行为的主要概念模型仍然适用于今天这个相互依存的组织的世界吗? 3.研究中组织的相互依存的启示是什么? 组织购买行为的实践活动是什么? 考虑到组织关系中驱动组织的相互依存的因素和趋势和5个关键驱动因素有关并影响他们的购买行为:加速全球化, 平整的网络组织, 破坏价值链, 强化政府的介入, 不断细分客户需求. 这五个相通的相互依存和潜在的技术上的优势可以改变组织购买产品和服务的市场中保持竞争力的关系. 在一个客户驱动的营销策略背景下, 这些力量影响三个层次的战略发展: (1)进化的客户需求, (2)产生的产品/服务和解决方案以满足这些需求, 和(3)的组织能力和工艺制定和实施了以满足需求. 组织中相互依存的五个驱动因素在他们影响组织如何购买时不需要独立的操作. 他们可以相互作用和更加有效的影响组织购买行为. 例如,加速了全球化的影响,出现了新的网络进一步破坏传统价值链之间的关系, 从而改变机构购买的产品和服务. 提高政府参与可能会增加成本,因此在其它国家的新兴市场开公司做生意寻求低成本的来源. 这可以减少一国的就业机会增加另一个国家的就业机会, 在另一方面, 从而进一步加速全球化. 第二个主要的问题是相互依存的五个驱动因素对组织购买行为的核心概念模型有什么影响. 考虑三个在 ${\ll}$产业购买和创造营销${\gg}$ 和 ${\ll}$组织购买行为${\gg}$ 书籍中发展的概念模型:组织购买过程, 购买中心,以及购买的情况. 回顾这些核心模型, 作为最初的概念,他们仍然是有效的, 而且不可能改变. 在买家和卖家相互依赖的情况下, 什么会改变买卖双方相互作用的方式. 例如,增加了相互依赖的机会可能导致增加协作以及组织之间的冲突的买卖,从而改变购买过程. 此外,组织中的沟通过程的重要性作为一个成功的购买关系的判断依据将增加. 第三个问题对这些组织购买行为的关系的影响和意义进行了探讨. 以下是本文所考虑到的: 为了增进对网络对组织购买行为的影响的理解,需要增加了解所扮演的角色之间的信任, 增强在网络环境中如何管理组织购买的理解的需要, 需要增加了解在价值网络中的客户需要,并且需要增加了解新兴的商业模式对组织购买行为的影响. 在许多方面,这些从增加的组织的相互依存派生出来的需要是组织购买行为传统概念的扩展. 在1977年,Nicosia 和Wind建议把焦点集中在组织间而不是组织内部观点,自1990年以来, 这个趋势的势头很强. 对于管理者来说,也想在越来越相互依存的世界中生存,他们将需要更好地了解组织如何与另一组织相关的复杂性. 从组织的相互依存的观点已经开始,必须不断地发展提出一种对这些重要的关系改进的理解. 互相依赖的网络观点的转变需要很多学术界人士和实践者从根本上挑战和改变他们商业中的心智模型和组织购买行为模型. 不再只关注购买组织和销售组织之间的关系而应该是网络中所有的相关成员, 包括消费者, 发展者, 供应商和中间者. 我们来看这个例子. 由SAP创造的有众多合作伙伴的网络包含了超过9000个公司和超过一百万的参与者. 互相依赖的进展, 复杂性和不确定的现实和多变的网络需要重新考虑如何做出购买决定. 结果是他们应该关注学术中下一阶段的研究和理论建设并关注有实践者构建的实践模型和实验. 我们希望这样的研究能够展开, 不是孤立在象牙塔里, 也不是限制在商业世界中, 而是学术和实践的结合. 总而言之, 组织之间相互依赖的提高的考虑揭示了组织购买行为的基础模型的持续关联性. 然而在相互依存的世界中来提高这些模型的价值, 学术界和实践者应该提高他们对一下内容的理解 (1)网络的影响; (2)如何更好地管理这些影响的作用; (3)组织之间信任和价值的作用, (4)价值网络中客户需求的演变; (5)组织购买行为的新兴的新商业模型的影响. 为了实现这一目标, 我们需要产业界和学习界更好的合作从而提高我们对在相互依赖的世界中的组织购买行为的理解.

• 한국사회복지학
• /
• 제47권
• /
• pp.7-33
• /
• 2001

The purpose of this study was to the impact of organizational culture on the organizational effectiveness in hospitals were empirically analysed. Data were collected by 151 social workers including general hospitals with one social worker at least and single-department hospital with two social workers or more, were identified nationwide through the registry of Korean Association of Medical Social Workers and Korean Association of Hospitals. The results of this study were summarized as follows; First, most social workers report that characteristic of culture in their hospitals are group culture the first, hierarchial culture the second, rational culture the third, and developmental culture finally in order of social worker's recognition. Second, according to the types of organizational culture, there were significantly different levels of organizational effectiveness. Social worker's perceived group cultures in hospital showed higher job satisfaction, organizational commitment than other culture patterns. And also, social worker's perceived developmental cultures in hospital showed higher organizational commitment quality of social service than other culture patterns. Third, multiple regression analysis was conducted to find the relationship of organizational culture and organizational effectiveness. As a result, developmental culture showed a strong relationship with job satisfaction, organizational commitment and quality of social services Finally, as for the cultural affects on the organizational effectiveness depended on intensive attention to developmental culture in hospital Consolidating the attribute of developmental culture in hospital is also proposed to improve the organizational cultures.

• 한국보건간호학회지
• /
• 제30권3호
• /
• pp.544-555
• /
• 2016

Purpose: This study examines the relationship among emotional labor, job burnout and organizational effectiveness of public healthcare center workers. In specific, authors focus on the relationships between emotional labor and job burnout and the one between job burnout and organizational effectiveness and mediating effect of job burnout between emotional labor and organizational effectiveness. Methods: For the empirical analysis, survey was conducted of workers in the public healthcare center, and 502 final data was secured after eliminating the insufficient ones, which were used in the statistical analysis. Results: Emotive effort showed to have a positive effect on organizational effectiveness, however emotive dissonance showed to have a negative effect on organizational effectiveness. Emotive effort showed to reduce the level of all job burnouts while emotive dissonance showed to increase the level of all job burnouts. All job burnout showed to have negative effects on organizational effectiveness. Job burnout showed to have mediating effect between emotional labor and organizational effectiveness. Conclusion: Emotive efforts of emotional labor has positive impact on organizational effectiveness while emotive dissonance has negative impact on organizational effectiveness overall. Therefore, public healthcare center should try to seek for proper way to reduce job burnout of workers, because job burnout functions as mediating element between emotional labor and organizational effectiveness.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권11호
• /
• pp.285-296
• /
• 2021

The purpose of this study is to determine the effect of organizational culture, job involvement, and emotional intelligence on employee performance through job satisfaction, organizational commitment at commercial banks in the Great Malang. This study applied the purposive sampling method to obtain data from 240 out of 600 workers working in four commercial banks, which was then analyzed using the SEM. The results showed that organizational culture, job involvement, emotional intelligence have no significant effect on employee performance through job satisfaction. Organizational culture, emotional intelligence, job involvement, satisfaction significantly affect employee performance through organizational commitment. Organizational culture, job involvement, emotional intelligence significantly affect employee performance through job satisfaction, organizational commitment. By investigating the impact of organizational culture, job engagement, emotional intelligence on job satisfaction, organizational commitment, employee performance simultaneously in this study, this study expands the existing literature by providing a better understanding of organizational culture, job engagement, and emotional intelligence. Given that articles on organizational culture, job involvement, and emotional intelligence are limited in the HRD literature, the findings of this study may offer reliable information for HRD practice, encourage researchers to explore research related to organizational culture, job involvement, and emotional intelligence.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권3호
• /
• pp.1065-1071
• /
• 2021

This study seeks to analyze the impact, and provides more empirical evidence on the effect, of the responsible accounting model combined with scorecards on the organizational performance of pharmaceutical companies. The research methodology uses questionnaires survey distributed to pharmaceutical companies. Quantitative research was done with SPSS 25 software. After excluding invalid questionnaires due to many blank boxes, 306 questionnaires could be used by the author. Research results show that seven elements of the responsible accounting model combined with the balance scorecard all positively affect the organizational performance of enterprises in the pharmaceutical industry including: (1) dividing organizational structure into centers of responsibility according to strategy; (2) assigning management to management according to vision; (3) allocating costs and revenue; (4) making budget estimates according to balanced scorecard (BSC); (5) evaluating estimates with reality by BSC; (6) making BSC analysis reports; and (7) rewarding based on BSC. Cost allocation and revenue are the factors that have the strongest impact on the organizational efficiency of pharmaceutical enterprises. Based on the research results, the author has proposed recommendations to improve the good application of the responsible accounting model combined with the balance scorecard, thereby contributing to improving the organizational efficiency of pharmaceutical enterprises.

• The Journal of Asian Finance, Economics and Business
• /
• 제9권5호
• /
• pp.213-224
• /
• 2022

In recent years, gamification has been a hot issue due to its positive impact on organizational success. The proper application of game elements in an organizational context is required for gamification implementations. Gamification remains an area of active research for its behavior molding potential. Employee engagement is a critical component in assessing employee behavior and is considered crucial for organizational success. Research questionnaires were completed online between March 2021 and February 2022. Our targeted sample encompassed low and mid-level personnel of Asian and Middle eastern employees working in Hungary. The questionnaire was introduced using google forms. Our sample size consisted of 203 respondents (N = 203). Research results indicated gamification's significance in increasing employees' intrinsic motivation and therefore boosting organizational engagement levels. Gamification improved employees' task performance and the overall quality of work. Organizational culture had a mediating role between gamification and employees' behavior. Organizational culture and employee behavior are in close correlation. Research findings also proved engagements' mediating effect on employees' behavior. The results of the research showed that gamification in human resources has risen in popularity, especially in terms of its impact on employee behavior and performance. The study's findings demonstrated that gamification has a positive impact on organizational performance and collaboration.

• 대한안전경영과학회지
• /
• 제25권2호
• /
• pp.175-185
• /
• 2023

Prior studies focusing on safety behavior have not given sufficient consideration to the potential impact exerted by different leadership styles. Of these various styles, my attention is specifically drawn to the influence of ethical leadership on safety behavior. In this paper, I delve into the influence of ethical leadership on safety behavior, shedding light on both the underlying mechanisms(mediators) and a significant contextual factor(moderator). I probe into the successive mediating roles of employees' trust in the organization and their commitment to it, within the context of the relationship between ethical leadership and safety behavior. Further, I posit that authentic leadership positively adjusts the connection between ethical leadership and organizational trust. My findings underscore that ethical leadership enhances employee safety behavior, facilitated by the chain mediation of trust in the organization and organizational commitment. Moreover, I discover that authentic leadership, as a positive moderator, magnifies the favorable impact of ethical leadership on organizational trust. This paper will also articulate the theoretical implications, practical applications, and limitations of the study.