• 간호행정학회지
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• 제2권1호
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• pp.125-139
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• 1996

Organizational commitment is characterized by a strong belief in and acceptance of the organization's goal and values ; a willingness to exert considerable effort on behalf of the organization ; a strong desire to maintain membership in the organization. The purpose of this study was to identify the variables which influence the organizational commitment and to test the relationship between the clinical nurses' organizational commitment and turnover intention. The subjects were 412 nurses who were working on general wards at three General Hospitals in Chounbuk. The data were collected by self-reporting questionnaire from Sept. 20 to Sept. 31, 1995. The instruments used in this study were Likert-type scale which were Organizational Commitment Scale by Mowday et al, and Turnover Intention Scale by Mobley et al. The questionnaire of organizational characteristics was made through reviewing literature. The data were analyzed by frequency, percentage, t-test, one-way ANOVA, Scheffe test, Pearson's correlation coefficient, and stepwise multiple regression with $SPSS-PC^+$ program. Major findings are as follows : 1. Mean scores for organizational commitment were 3.008 and turnover intention 3.167 on a 5 point scale. 2. Age and clinical experience were positively related to organizational commitment(r=.4806, p=.000; r=.4792, p=.000). 3. In the personal variables, hospital type(F=21.374, p=.000), education level(F=5.481, p=.001), position(F=30.867, P=.000), and marital status(t=-5.63, p=.000) of the nurses showed significant differences in organizational commitment. 4. The variables to the organizational characteristic were statistically significant in organizational commitment : formalization(r=.3458, p=.000), human-centered organizational characteristic(r=.4302, p=.000), performance- centered organizational characteristic(r=-.1502, p=.000), payment(r=.2234, p=.000), promotion(r=.2710, p=.000), benefit & service(r=.2325, p=.000), and resource inadequacy(r=-.2172, p=.000). 5. For the purpose of identifying the predicting variables in organizational commitment, stepwise multiple regression is conducted. The results show that age, human-centered organizational characteristic, formalization, hospital type, resource inadequacy, promotion, and benefit & service were significant variables and explained 46% of the variance. 6. Organizational commitment was significantly negatively correlated with turnover intention(r=-.6442, p=.000). As a result of stepwise multiple regression analysis, organizational commitment is the most powerful variable predicting turnover intention and explained 41.5% of the variance. In conclusion, this study shows that the higher the organizational commitment level, the lower the turnover intention. Therefore, for effective turnover management, it is important to improve the organizational commitment among clinical nurses. In order to enhance the organizational commitment by the clinical nurses, it will be useful to consider significant organizational characteristics variables identified in this study.

• 동아시아식생활학회지
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• 제23권6호
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• pp.862-870
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• 2013

This study examines the effect of communication type of food service employees on the self-efficiency and organizational commitment. To accomplish the purpose of the study, a survey was conducted to employees of food service companies located in Seoul, from August 5, 2013 to August 25, 2013 as a method of empirical study. The results of this study was analyzed using the SPSS WIN 12.0 and statistical reliability analysis, factor analysis, frequency analysis, correlation analysis and multiple regression analysis were conducted for hypothesis verification. The analysis results of this study are as follows. First, the R-square of regression result for 'communication type will have a positive effect on self-efficiency' was .220. Also, it was found that factors of consideration (Beta=.286, t=5.622), instruction (Beta=.303, t=5.970) and business (Beta=.214, t=4.217) had positive effects on self-efficiency. Values for factors of consideration and instruction were higher than business. Second, the R-square of regression result for 'communication type will have a positive effect on organizational commitment' was .429. Also, it was found that factors of consideration (Beta=.453, t=10.428), instruction (Beta=.380, t=8.749) and business (Beta=.282, t=6.477) had positive effects on organizational commitment. Values for factors of instruction and business were high but value of consideration factor turned out the highest. Third, the R-square of regression result for 'self-efficiency will have a positive effect on organizational commitment' was .334. Also, it was found that out of the factors of positivity (Beta=.369, t=8.423), confidence (Beta=.415, t=8.833) and negativity (Beta=-.072, t=-1.536), positivity and confidence had positive effects on organization commitment, and only positivity and confidence showed high values in organization commitment. Upon analyzing the effect of factors of self-efficiency (positivity, confidence, negativity) on organizational commitment, it was found that positivity and confidence showed high relevance but the negativity factor did not have any correlation.

• 산업진흥연구
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• 제2권1호
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• pp.15-29
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• 2017

본 연구는 조직유효성에 미치는 조직문화와 조직커뮤니케이션 요인 간의 상호작용이 조직유효성에 어떻게 영향관계를 미치는지에 대해 살펴보고자 하였다. 본 연구에 대한 실증분석을 위해 중소기업 핵심직무 교육과정에 참석한 교육대상자를 대상으로 설문 진단을 실시하였다. 본 연구의 가설을 검증하기 위해 통계프로그램 SPSS 20.0을 통해 기술통계 분석, 상관관계분석, 회귀분석, 다중회귀분석, 조절효과 분석으로 조직문화 유형과 조직유효성 간의 영향관계에서 조직커뮤니케이션의 조절효과를 분석하였다. 본 연구에 대한 실증분석 결과 조직문화 유형은 조직유효성인 조직몰입과 직무만족에 긍정적인 영향을 미치지만, 조직커뮤니케이션의 조절효과에서는 조직문화의 과업지향문화 유형만이 조직유효성인 조직몰입과 직무만족에서만 긍정적인 조절효과를 나타내었다. 이에 본 연구는 조직문화 유형와 조직유효성 간의 영향 관계에서 조직커뮤니케이션의 조절효과를 분석함으로써 기존 선행 연구에 대한 이론적 타당성을 재검토 하였다. 한편, 변수들 간의 상호작용 효과를 실증 분석함으로써 변수 개별적으로 이루어졌던 선행연구들 간의 통합을 추구했다는 점에서 의의를 찾을 수 있다.

• 한국보육지원학회지
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• 제8권4호
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• pp.185-206
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• 2012

본 연구의 목적은 어린이집 주임교사가 지각한 갈등관리 유형과 조직효과성을 알아보고, 어린이집 주임교사의 갈등관리 유형과 조직효과성과의 관계를 규명하는 것이다. 이를 위해 부산 및 경남지역에 소재한 어린이집 164곳에 근무하는 주임교사 194명을 대상으로 설문조사를 실시하였다. 연구결과, 주임교사들은 원장에 대해서는 배려적 유형을, 동료교사에 대해서는 통합적 유형을 가장 많이 사용했으며, 지배적 유형과 회피적 유형을 가장 적게 사용하는 것으로 나타났다. 주임교사가 지각하는 어린이집 조직효과성의 수준은 보통 이상이었으며, 주임교사의 연령, 학력, 경력, 시설유형 등 배경변인에 따라 갈등관리 유형 및 조직 효과성에 부분적인 차이가 있는 것으로 나타났다. 마지막으로 어린이집의 조직효과성은 주임교사의 갈등관리 유형 중 통합형과 지배형, 타협형과 정적인 상관관계가 있었으며 회피형과는 부적인 상관관계가 있는 것으로 나타났다. 어린이집의 조직효과성에 가장 영향을 미치는 주임교사의 갈등관리 유형은 원장에 대해서는 회피형이었으며, 동료교사에 대해서는 통합형인 것으로 나타났다.

• 대한영양사협회학술지
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• 제23권4호
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• pp.431-452
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• 2017

This study was conducted to investigate the effect dietitians' perceived organizational culture has on organizational commitment at hospital foodservices. A total of 382 dietitians working at general hospitals with 500 beds or more participated in the survey from January 16 to February 8, 2017. The result of perceived organizational culture showed hierarchical culture, rational culture, development culture, and group culture scored to be 5.29, 5.25, 5.15, and 4.97 out of 7, respectively. Differences in the perception of organizational culture and organizational commitment were observed according to the general demographics of subjects, but no significant differences were shown according to the general characteristics of hospitals. For organizational commitment perception, affective commitment (5.14), normative commitment (4.41), and continuance commitment (4.21) were identified. There were differences according to age, work experience at the present job, position, and education level by type of organizational culture. In terms of organizational commitment, there were significant differences in age, work experience at the present job, employment status, and possession of clinical dietitian certificate, position by type of commitment. A positive correlation between dietitians' perceived organizational culture and organizational commitment such as overall organizational commitment, affective commitment, and normative commitment was observed (P<0.01). Group culture, development culture, and hierarchical culture positively affected overall organizational commitment (P<0.001). Development culture, group culture, and hierarchical culture had positive effects on affective commitment, whereas rational culture had a negative influence. Development culture (P<0.05), group culture (P<0.001), and hierarchical culture (P<0.01) positively influenced normative commitment. Results suggest that it is necessary to develop plans for the improvement of rational culture, group culture, and development culture at hospital foodservice organizations.

• 간호행정학회지
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• 제13권1호
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• pp.24-31
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• 2007

Purpose: This study was designed to analyze effects of learning organization on organizational commitment based on the MBTI personality type. Methods: The participants were 521 nurses working in the 4 general hospitals located in Seoul, Incheon and Kyunggido. The data were collected by self-reporting questionnaires. The data were analyzed using SAS program for descriptive and Stepwise multiple regression analysis. Results: The most frequent identified personality type was ISTJ and the least identified personal types was ENFJ. It is differ to recognize the learning organization according to personality type. In an aspect of organizational commitment, the statistically significant learning organizational factors according to nurse's MBTI personality type is revealed slightly different. In other word, Shared Vision is a statistically significant factor in ISTJ, ISTP, ISFP, ESTJ and ESFJ. System Thinking is a statistically significant factor in ISFJ. Team learning is a statistically significant factor in ESTP and ISTP. Mental Model is a statistically significant factor in ISTP. Conclusion: As our results, the effects of learning organization on organizational commitment were different according to the nurse's MBTI personality type. So these results will be used to develop the more effective strategies to enhance nurse's organizational commitment using construction of learning organization.

• 산업경영시스템학회지
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• 제36권2호
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• pp.63-73
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• 2013

Nowadays, the human resources of an organization are very important in order to survive in competitive business environment. This study investigates the influence of four decision-making styles in Myer-Briggs Type Indicator (MBTI) and working conditions on organizational effectiveness. Job satisfaction and immersion have been regarded as key conceptions of organizational effectiveness. The result of this study has shown that organizational effectiveness are influenced by personality types and working conditions. Based on the result, an enterprise must provide working conditions which are conducive and suitable for all decision-making styles. For ST-type, the composition of good relationship with superiors, clear organization's visions and goals and rewarding compensation on original idea contribution need to be provided. On the other hand, autonomic authority and job assistance in co-worker are more suitable for NT-type. Finally, in the case of SF-type, the organization must give job assistance in co-worker.

• 한국조리학회지
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• 제24권3호
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• pp.156-166
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• 2018

The purpose of this study was to examine the mediating effects of rapport on the relationship between type of organizational culture and innovative behavior of hotel chefs. In order to accomplish the research purpose, data were collected from 202 chefs working at five-star hotels located in Gwangju and Jeonnam areas, and SPSS 22.0 Program was used to conduct frequency analysis, reliability analysis, exploratory factor analysis, regression analysis and mediation effect analysis. The results of the study were as follows. Firstly, it was found that innovative behaviors of hotel chefs are significantly affected by three types of organizational culture: rational culture, consensual culture, and developmental culture. Secondly, it was found that rational and consensual culture have significant effect on rapport. Thirdly, it was found that better-formed rapport in hotel chefs significantly remarkably influences their innovative behavior. Fourthly, the study results revealed that rapport has a mediating effect on the relationship between type of organizational culture and innovative behavior of hotel chefs. Thus, in order to induce voluntary innovative behaviors from building rapport in the hotel organization, it is necessary to develop and implement effective strategies which will form a work environment where chefs can freely engage in mutual exchanges and build trust with one another.

• 기본간호학회지
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• 제23권1호
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• pp.42-50
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• 2016

Purpose: The purpose of this study was to examine clinical competence and organizational socialization according to communication style of preceptors as perceived by new nurses. Methods: From May 1 to July 31, 2014, data were collected from 180 new graduated nurses who had been working for 3~12 months in hospitals in Busan and one in Gyungnam. Data were analyzed using descriptive statistics, t-test, ANOVA, and Pearson correlation coefficients. Results: Preceptors's communication style perceived by the new nurses included supportive type, reflective type, emotive type, and directive type in order of precedence. The average score for clinical competence was $2.82{\pm}0.31$, and the average score for organizational socialization was $3.05{\pm}0.40$. There were significant differences in nurses' clinical competence(F=9.087, p<.001) and organizational socialization (F=30.129, p<.001) according to preceptor's communication style. Conclusion: Results indicate that supportive and emotive communication styles of preceptors were important factors in the success of the preceptees' clinical competence and organizational socialization.

• 한국간호교육학회지
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• 제25권4호
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• pp.424-435
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• 2019

Purpose: The purpose of this study was to investigate the relationship among nursing organizational culture, work performance, and workplace bullying of nurses, and to identify the factors that affect workplace bullying. Methods: The design of this study was descriptive research, and the data were collected from October 26 to November 5, 2018. The research participants were 210 nurses in six general hospitals in G province. The data were analyzed by descriptive statistics, a t-test, one-way ANOVA, Scheff? post-hoc test, Pearson's correlation coefficient, and a stepwise multiple regression using SPSS 22.0. Results: The workplace bullying type showed negative correlations with innovation-oriented culture, relation-oriented culture, and work performance. The workplace bullying consequence showed negative correlations with the innovation-oriented culture, relation-oriented culture, and work performance, and showed positive correlations with the workplace bullying type. The factors influencing the results of the workplace bullying consequence were workplace bullying type followed by relation-oriented culture, and unmarried status. Conclusion: Workplace bullying among nurses was related to the nursing organizational culture and work performance. Therefore, in order to reduce the turnover rate of nurses and to help them adapt well to the nursing organizational culture, a bullying prevention and intervention program is necessary.