• The Journal of Asian Finance, Economics and Business
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• 제5권2호
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• pp.95-104
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• 2018

The purpose of this study is to investigate the impact of narcissism on employees' social media addiction and how it influences their job satisfaction and organizational commitment. And this study explores if perceived organizational support can moderate the relationship between narcissism and social media addiction. For this, this study collected data from 285 employees in Korean companies through a survey method and uses SPSS 18.0 for hierarchical regression analysis in the hypothesis test. First, organizational politics increases mood modification, withdrawal and tolerance among the sub-factors of social media addiction. Second, each phenomena of social media service addiction such as salience, withdrawal and tolerance decrease each relevant factors of job satisfaction and organizational commitment. Third, withdrawal and tolerance among the sub-factors of social media addiction play the mediating roles between narcissism and each relevant factors of job satisfaction/organizational commitment. Finally, perceived organizational support decrease the effect of narcissism on mood modification, withdrawal and tolerance among the sub-factors of social media addiction. This study provides some of managerial implications to corporate executives who try to manage organizational attitudes.

• 유통과학연구
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• 제15권1호
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• pp.43-49
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• 2017

Purpose - This study is to integrate organizational factors into UCD process. For this research purpose, we investigated the organizational factors which influence people behaviors in the context of user-centred design practice(UCP). And this study presents organizational culture, organizational learning and change management as the organizational factors. Especially, this study is to investigate how change management influences the relationship between the organizational culture/learning and UCD performance. Research design, data, and methodology - Using the survey methodology with a questionnaire, this study distributed the questionnaire to the experienced 112 practitioners of user-centred design practice in 52 Korean small and medium companies. The organizations differed in range and size from medium-scale, which is under 100 of employees, and to small-scale, which is from 100 to 500. Results - Organizational culture and organizational learning have positive effects on user-centred design practice performance as expected. And change management strengthens the positive relationship between organizational learning and user-centred design practice performance but has no effect on the relationship between organizational culture and user-centred design practice performance. Conclusions - This is the first empirical study of investigating and demonstrating some key organizational factors' relationships and UCD performance of an organization, which will support to institutionalize UCD within an organization, providing theoretical foundations.

• 마케팅과학연구
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• 제17권3호
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• pp.109-132
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• 2007

The present study examines the relationship among relationship quality, organizational commitment, and prosocial behavior. In this study, relationship quality is defined as relationship quality between manager and employee (RQME) and relationship quality between organization and employee (RQOE). The authors also investigate the mediating roles of RQOE and organizational commitment in the conceptual research model. Findings indicate that RQME has a positive and direct effect on RQOE, organizational commitment, and prosocial behavior. The results also show that both RQOE and organizational commitment have a mediating role in the relationship between RQME and prosocial behavior of employees. Finally, the authors found that RQOE influences prosocial behavior through organizational commitment.

• 한국항공운항학회지
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• 제25권4호
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• pp.161-169
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• 2017

The Human Factors Analysis and Classification System (HFACS) is a general human error framework originally developed and tested within the U.S. military as a tool for investigating and analyzing the human causes of aviation accidents. Based upon Reason's (1990) model of latent and active failures, HFACS addresses human error at all levels of the system, including the condition of aircrew and organizational factors. As a result, this study aims to examine the influence between the latent conditions based on HFACS. This study seeks to verify the factors of "Organizational Influence" effecting the "Precondition for Unsafe Acts" of HFACS. The results of empirical analysis demonstrated that the organizational influence had a positive influence on precondition for unsafe act, especially the "Organizational Climate" of organizational influence had even greater influence on precondition for unsafe acts.

• 한국조리학회지
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• 제13권3호
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• pp.278-292
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• 2007

This study is intended to identify how the organizational factors of hotel employees influence their job satisfaction and organizational commitment by the type of employment. Samples used for data analysis are 452 workers working for hotel companies including 276 regular employees and 176 non-regular employees. The results are as follows: first, the job satisfaction of regular employees is generally higher than that of non-regular employees. Second, the degree of affective and continuous commitment showed significant difference by the type of employment, but normative commitment did not. Third, according to the result of how job satisfaction influences organizational commitment, the job satisfaction of non-regular employees alone is not affected by the relationship of senior officers and coworkers.

• 동아시아경상학회지
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• 제9권4호
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• pp.43-54
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• 2021

Purpose - Stakeholders play a vital part in the company's CSR activities and they are part of the company's achievement and affect the company's achievement or business objectives. This study aims to add insight into the already existing knowledge how the organizational culture can promote corporate social welfare activities. Research design, Data, and methodology - The current authors obtained text data for the possible practical suggestions which might be used for the creation of coding method. That implies that the present author investigated only trustable textual sources to provide for the possible solutions such as peer-revied sources and published book. Result - Research results indicated that organizational culture promotes corporate social welfare activities by making people know their values and understand how they come about. Not every community knows what its members want and how to achieve its needs. Sometimes, a community can obtain the values and principles of an organization and incorporate them into community values. Conclusion - Executive leadership and customers are part of society. Any strategy that influences their operation and works ethic influences the contact of the community. This research found methods vital in setting up an excellent culture that enhances profitability and the corporate social welfare activities through motivation and communication.

• 간호행정학회지
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• 제10권1호
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• pp.97-107
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• 2004

Purpose: This study aims to secure basic data required to enhance the organizational efficiency as increasing the organizational citizenship behavior of nurses through identifying the influence of leader-member exchange and organizational commitment en organizational citizenship behaviors in nursing organization. Method: The subjects of this study were 352 nurses. Data was collected using structured questionnaires for 15 days from 10 to 24 April 2003. Result: According to the analysis on the influence of leader-member exchange, organizational commitment and general characteristics on organizational citizenship behaviors, the organizational commitment, leader-member exchange and tenure of office had significant influences, as 23.0%, 30.2% and 31.3%, respectively. Conclusion: It is required to increase the organizational commitment and to enhance leader-member exchanges for the purpose of inducing the organizational citizenship behaviors. Furthermore, it is also necessary to develop the strategies through development of medical environment and clinical carrier experiences for self-development of member based en long-term tenure of nursing organization

• 간호행정학회지
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• 제22권4호
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• pp.353-361
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• 2016

Purpose: The purpose of this study was to investigate the association between self-leadership, team trust, organizational commitment and identify the influencing factors on organizational commitment. Methods: The subjects in the study were 296 conveniently selected general nurses at 2 general hospitals in Chungbuk Province. The measurements included the self-leadership, organizational trust inventory (OTI), and organizational commitment. Results: The mean score for self-leadership was 3.40, the mean score for OTI was 3.61, and the mean score for organizational commitment was 3.07. There were significant correlations among self-leadership, team trust and organizational commitment. Self-leadership had significant correlation with team trust (r=.25, p<.001). Also, self-leadership (r=.34, p<.001) and team trust (r=.31, p<.001) showed significant correlation with organizational commitment. In stepwise multiple regression analysis, age, self-leadership and team trust were included in the factors affecting organizational commitment of clinical nurses. These variables explained 20% of organizational commitment. Conclusion: The results confirmed that nurses' self-leadership and team trust affects significant influences on organizational commitment. Accordingly, in order to enhance nurses' organizational commitment, it is necessary to build effective strategies to enhance self-leadership and team trust for nurses. Such strategies will be able to improve the goal achievement of nursing unit.

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

• 한국산학기술학회논문지
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• 제18권5호
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• pp.141-150
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• 2017

본 연구는 한국군에서 실시하는 직무교육에 대한 장병의 인식을 검토하고, 이러한 직무교육이 군사기와 조직성과에 어떠한 영향을 미치는 가를 파악하고자 진행하였다. 연구를 위해 220명의 장병들을 대상으로 설문조사를 진행하였고, SPSS 통계패키지 프로그램으로 분석을 하였다. 이를 분석한 결과 다음과 같이 결론을 도출할 수 있었다. 첫째, 직무교육 실태를 분석한 결과에서 교육 시간은 2-4시간이 49.5%, 교육은 내용은 직무능력개발 교육이 77.7%, 직무교육 담당강사는 교육부서 56.8%로 조사되었다. 둘째, 가설 1. 직무교육이 군사기에 미치는 영향을 분석한 결과에서 참가자의 자율성이 높을수록 행동적 차원의 인식 수준이 높아졌고, 참가자의 자율성, 지속적 학습문화, 교육 수준이 높을수록 인지적 차원에 대한 만족도가 높아졌다. 아울러 학습문화와 교육 수준이 높을수록 정서적 차원이 높아졌다. 셋째, 가설 2. 직무교육이 조직성과에 미치는 영향을 분석한 결과, 학습 동기와 학습문화가 높을수록 직무만족의 정도가 높아졌고, 강사 자질 수준이 높을수록 조직몰입이 높아졌다. 넷째, 가설 3. 군사기가 조직성과에 미치는 영향을 분석한 결과에서 행동적 차원, 인지적 차원, 정서적 차원이 높을수록 직무만족과 조직몰입이 높아진 것으로 나타났다. 따라서 군사기는 조직성과를 향상시키고 개인의 발달을 유도하는 중요 요인임을 다시 한번 검증할 수 있었다.