• East Asian Journal of Business Economics (EAJBE)
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• v.8 no.3
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• pp.25-36
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• 2020

Purpose - As the interest of financial aria increase in economic change and labor market change, this study focused on the employee of the financial aria in Korea. The purpose of this study is to analyses relation among relationship variable and organizational culture variable and organizational effectiveness of financial aria employees in Korea. Research design, data, and methodology - This study measured relationship variable with communication and trust. And measured organizational culture variable with innovation, relation, hierarchy and rational. And measured organizational effectiveness with job satisfaction and organizational commitment. Empirical analysis is conducted using 442 financial aria employees of 7th HCCP in KRIVET. And SPSS is used in frequency and stepwise regression test and AMOS is used in path analysis with group differentiation test. Results - Overall results show that trust and relation culture give positive influence on job satisfaction. Organizational commitment results show that relation culture and rational culture give positive influence and also job satisfaction. However, hierarchy culture gives negative influence on organizational commitment. Also, the moderating effect of work characteristics is significant. Conclusions -Result of this study give managerial implication to HRM and also expend inflected organizational culture study to financial aria in Korea. Especially gives insight to relationship, organizational culture and organizational effectiveness. And management differentiation needs between work characteristic.

• The Journal of Korean Academic Society of Nursing Education
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• v.20 no.2
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• pp.276-287
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• 2014

Purpose: The purpose of this study was to explore the clear concept of organizational commitment for effective nursing personnel management. Method: This study was conducted using Walker & Avant's conceptual analysis framework(2005). Results: Organizational commitment was identified with six attributes: acknowledgment, acceptance, trust, sacrifice, attachment, regulation. Antecedents of organizational commitment were personal characteristics, perceived organizational support, empowerment, fair compensation, job satisfaction, job autonomy, organizational culture, and leadership. Consequences of organizational commitment were turnover intention, job performance and organizational citizenship behavior. Conclusion: Organization commitment is a core concept for understanding the management of nursing personnel. Appropriate instruments to operationalize the concept of organizational commitment including six attributes need to be developed.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1994.04a
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• pp.627-632
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• 1994

This study suggests the contingency framework understanding the implementation of NIMT and conducts empirical analysis using survey data. The main objectives of the thesis are as follows : (1) analyzing the relationship between adaptation requirements and organizational adaptation efforts. (2) analyzing the relationship between organizational adaptation efforts and implementation performance, and the moderating effect of the adaptation requirements. (3) analyzing the relationship between organizational adaptation efforts and organization characteristics(organization size, technical capability, top management support). A field study was undertaken to test the hypothesized relationships among adaptation efforts, adaptations requirements, organization characteristics, implementation performance. Data were collected from 52 NMT implementation projects of 45 machine tool, metal component firms. The emprical relflts indicated that adaptation requirrnents, organization characteristics were significantly related to organizational adaptation efforts and adaptation efforts can significantly improve implementation perfomance, but the moderating effect of adaptation requirements on adaptation efforts and implementation performance was not supported.

• Journal of Information Technology Services
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• v.12 no.3
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• pp.207-229
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• 2013

The aim of this study is to analyze how both the quality of KMS (Knowledge Management System) and its organizational factors have effect on the utilization and user satisfaction in the defense sector. This study has verified the effects and identified the main factors affecting KMS performance measures. The nature of KMS quality and its organizational characteristics were deduced from previous research results, and a questionnaire survey was conducted on 250 KMS users in the defense sector on the performance of KMS based on the time spent on KMS and the overall satisfaction through which the hypothesis was verified. This study has made several contributions in the fact that it had provided the opportunity to analyze which factors have impact on knowledge management performance in the defense sector and the utilization and users' satisfaction of KMS reflecting the viewpoint of the organizational characteristics of the military, while studying the factors which can affect the performance for knowledge management.

• Management & Information Systems Review
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• v.3
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• pp.353-398
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• 1999

In the more than one decade, studies of organizational citizenship behavior(OCB) have increased continuously, research on the role of job satisfaction and organizational commitment upon the relationships between OCB and Job characteristics, however, is very scarce. This study analyzed comprehensively existing studies of OCB, designed a model of mediating role of behavioral performance(job satisfaction, organizational commitment), and generated three hypotheses inherent in the model. To design the model and generate the hypotheses, this study conducted a comprehensive literature survey on OCB. To test the hypotheses, this study collected data from 847 employees at 12 large general hospitals in Pusan area through a questionnaire survey and conducted the three step mediated regression analysis using the SAS-PC Package. Conclusively, job characteristics tend to be the most influential antecedents affecting not only through mediating factors but also directing to OCB. These and other major findings from this study imply that existing American studies may be applicable the Korean organizations and that this study may complement the deficiencies of the existing studies.

• Journal of Korea Society of Digital Industry and Information Management
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• v.5 no.4
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• pp.273-293
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• 2009

The purpose of this study is to identify the organizational characteristics that enhance CRM performances of a company dipend on firm's size. Based on a review of diverse definitions of CRM performance, this study examines the relationships among CRM performance measures and organizational characteristics. A questionnaire survey of 140 CRM managers of Korean companies was conducted to test the proposed research model, and a series of structural equation modeling identified the strong effects of organizational characteristics on CRM performance. This study confirmed that firm's size is very important element of CRM performance. And organizational members' resistance to change was found to have no effects on CRM performance.

• Journal of the Korea Convergence Society
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• v.8 no.12
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• pp.351-357
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• 2017

This study is one on the effect of leadership behavior characteristics in Korea and China on organizational citizenship behavior by means of moderating effect of self-efficacy. This study conducted analysis using PLS as methodology. This study conducted analysis on the effect of leadership behavior characteristics in Korea and China on organizational citizenship behavior. It was found in both Korea and China that leadership behavior characteristics makes positive influence on organizational citizenship behavior but without moderating effect of self-efficacy. Results of this study could be practically used in educational institutions in charge of leadership training, besides college students, and help seeking for direction to nurture basic attainments on leader's behavior characteristics.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.3
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• pp.385-396
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• 2006

Purpose: This study was a literary investigation in the development of an effective team-raised and cultural nursing organization targeting operating room nurses. This was done by grasping organizational features, different types of nursing organizational culture and team effectiveness, and by analyzing the relationships among variables. Method: The participators were 373 nurses. The data was collected between March 10th and April 28th, 2004. SPSS Win 11.0 program was used for data analysis. Results: Results of this study were as follows: A nursing organization at operating rooms was found to have an organizational culture with the characteristic of a centralized power and hierarchy-oriented organizational culture. With respect to a relationship between operating room organizational characteristics and the types of nursing organizational culture, there was a significant correlation in relationship-oriented culture and innovation-oriented culture. In the relation between the types of operating room organizational culture and team-effectiveness, it showed a significant correlation in team-devotion, peer-groupsatisfactional perception of a team's outcome in decreasing order. Conclusion: The organizational characteristic at operating rooms was power centralization and the culture type was hierarchy-oriented. These are factors that have a negative effect on a team-effectiveness-affecting relationship-oriented culture, innovation-oriented culture and work-oriented culture.

• Journal of Korean society of Dental Hygiene
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• v.10 no.4
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• pp.645-654
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• 2010

Objectives : This study provides dental care organization that is responsible for services of dental hygienists to measure levels of empowerment and organizational commitment to. The impact of empowerment on organizational commitment is a variable that has to validate the improvement of organizational commitment of dental hygienists to have been studied for the suggestions. The study period 2009 July 1 to August 30 at Jeonju Jeollabuk dental material and dental hygienists are working in medical institutions to target a total of 336 copies (88.4%) and for analysis of the data was studied. Methods : For data analysis SPSS (Statistial Package for the Social Science) WIN 12.0 program using frequency analysis, T-test and One-way ANOVA test, Pearson's correlation coefficient, linear regression analysis was conducted through the following. Results : 1. Demographic characteristics (education, salary, age, workplace), the empowerment and organizational commitment as the decisive factor affecting the level was a significant difference. 2. Education, salary, age and demographic characteristics of the working period of the empowerment uimiseong, yeokryangseong, self-determination, but no significant differences in impacts factors, work factors, not only was a significant difference uimiseong. 3. Demographic characteristics (education, salary, age, duration of employment, workplace), the affective commitment, normative commitment, ever, ever commitment and showed significant differences remain. 4. The higher the level of empowerment of the subjects that were higher organizational commitment, was a significant difference. 5. Empowerment and Organizational Commitment of subjects related factors were analyzed in all the variables showed a significant correlation between. Conclusions : Dental health agencies that provide services of dental hygienists to improve empowerment and organizational commitment to develop a structured management program, a dental hygienist job dental hygienist program and professional standards for the continuous and systematic research. That will be needed.

• Journal of Korean Academy of Nursing
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• v.26 no.2
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• pp.467-482
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• 1996

This study was carried out to measure the degree of organizational commitment, job involvement, and role stress of clinical nurses, and to identify the relationships among personal characteristics, role stress, organizational commitment and job involvement in clinical nurses. The subjects were consisted of 412 nurses who were working at three General Hospitals in Chonbuk. The data were collected by self-reporting questionnaire from Sept. 20 to Sept. 31, 1995. The instruments used in this study were Organizational Commitment Scale developed by Mowday et al. and Job Involvement Scale developed by Kanungo. The role stress was measured by the scale developed by Rizzo( : role conflict, role ambiguity) and Beehr( : role overload). T-test, one-way ANOVA, Scheffe test and pearson's correlation coefficient were used for data ana1isis. Major findings were as follows : 1. Mean scores for organizational commitment were 3.008, job involvement 3.074, and role stress 2. 815( :role conflict 2.802, role ambiguity 2.253, role overload 3.294) on a 5 point scale. 2. All of personal characteristics were significantly related to the level of organizational commitment : age（r＝.481, p＝.000）, clinical experience（r＝ .479, p＝.000）, educational level（t＝4.11, p＝ .000）, position（F＝30.867, p＝.000）, marital status（t＝-5.63, p＝.000） and hospital agency （F＝21.374, p＝.000）. 3. All of personal characteristics were significantly related to the level of job involvement : age（r＝ .381, p＝.000）, clinical experience（r＝.393, p＝ .000）, educational level（t＝3.72, p＝.000）, position（F=18.004, p＝.000）, marital status（t＝-4. 91, p＝.000） and hospital agency（F=39.441, p＝ .000）. 4. There was a negative relationship between role stress and organizational commitment（r＝-.519, p＝.000）. 5. There was a negative relationship between role stress and job involvement（r＝-.256, p＝.000）. 6. There was a positive relationship between organizational commitment and job involvement （r＝.591, p＝.000）.