• Korea Journal of Hospital Management
• /
• v.20 no.1
• /
• pp.1-12
• /
• 2015

This study aims to examine the effect of a change of leadership on internal environment and organization effectiveness and suggest measures on effective organizational management by analyzing a change of leadership before and after 2nd generation management. There was analysis of a difference of leadership type, organizational structure, organizational culture, management resources, job satisfaction, and organizational commitment between the period of the founders and the period of 2nd generation successors by collecting data from employees of 6 hospitals in Seoul. Also there was analysis of the effect of a change of leadership on internal environment and organizational effectiveness. According to the analysis, it was demonstrated that the factor affecting job satisfaction during the period of the founder was complexity of organizational structure, and there were no factors affecting organizational commitment. In contrast, during the period of the 2nd generation successors, it was revealed that transformational leadership, centralism of organizational structure, and human resources of management resources affect job satisfaction, and transformational leadership, complexity of organizational structure, hierarchical culture of organizational culture, and human resources of management resources affect organizational commitment. Further, after the succession from the founders to 2nd generation successors, as transformational leadership increased, job satisfaction rose, and as developmental culture was reinforced and human resources increased, organizational commitment was heightened. Furthermore, as transformational leadership increased and developmental culture was reinforced, organizational commitment was heightened. Namely, as transformational leadership was reinforced resulting from the succession to 2nd generation, employees' job satisfaction and organizational commitment increased, with circumstances aiming for the actual change.

• Journal of Korean Academy of Nursing Administration
• /
• v.19 no.3
• /
• pp.361-371
• /
• 2013

Purpose: This study was done to investigate the factors affecting organizational commitment and turnover intention of hospital nurses. Empirical analysis on the mediating effect of the person-environment fit of organizational commitment and turnover intention and factors affecting this relationship were also examined. Methods: Participants were nurses working in 4 university hospitals in Seoul or Busan. Data were collected between July 27 and Aug. 10, 2012 and for the final analysis, 393 data sets were used. The fitness of models were tested using AMOS 19.0. Results: The fitness of the modified model showed high compatibility with the empirical data. In the modified model, organizational climate, professional self-concepts and person-organization fit were found to have significant effects on hospital nurses' organizational commitment. Professional self-concepts, personality, person-organization fit and person-job fit significantly affected hospital nurses' turnover intention. There was the mediating effect of person-organization fit between organizational commitment and turnover intention and factors affecting the relationship. But person-job fit was not found to have a mediating effect. Organizational commitment accounted for 49.8% and turnover intention for 39.9% of covariance in these factors. Conclusion: Nursing strategy for enhancing professional self-concepts and person-organizational fit should be planned by nursing managers.

• Journal of the Korea Convergence Society
• /
• v.11 no.2
• /
• pp.23-28
• /
• 2020

This study aims to measure between organizational commitment, empowerment and working environment of dental hygienists. The subjects of the study were surveyed by 245 dental hygienists in Daegu and some areas of Gyeongbuk from May 2019 to October 2019. Technical statistics, ANOVA, and Pearson's correlation coefficient were analyzed using the SPSS 21.0 program. The results of organizational commitment, empowerment and relevance to the working environment showed a positive correlation, indicating that the higher the organizational commitment among dental hygienists, the higher the individual's empowerment and the better the working environment. The medical institution has proposed measures to improve the empowerment and organizational commitment of dental hygienists, and suggests the need to develop programs to improve the work environment of dental clinic.

• Korean Journal of Health Education and Promotion
• /
• v.29 no.3
• /
• pp.63-74
• /
• 2012

Objectives: We aim to investigate association between health behavior, interpersonal/organizational environment and job stress among government officials. Methods: Through health examination and a survey, this cross sectional study investigated 543 government officials working at Central Government Complex in Seoul, Korea. Health behaviors included alcohol drinking, smoking, moderate exercise and food frequency. Interpersonal environment was measured by health behavior practices of significant others and social support for health promotion. And the measures of organizational environment included facilities for exercise, health related norms and health supportive organizational systems. Job stress was assessed by short version of Korean Occupational Stress Scale(KOSS). Results: The level of job stress among female officials was higher than that of male officials. Multivariate logistic model suggested that higher job stress in male officials was significantly associated with lower position(OR=0.267, p<.01) less grain intake(OR=0.642, p<.05), lower level of social support(OR=0.810, p<.01) and abdominal obesity(OR=2.407, p<.05). On the contrary, female officials' stress level was negatively associated with healthy organizational environment(OR=0.725, p<.05). Conclusions: It is suggested that addressing job stress require tailoring intervention by gender characteristics and integration of interpersonal and organizational level approaches.

• Korean Journal of Occupational Health Nursing
• /
• v.32 no.4
• /
• pp.195-204
• /
• 2023

Purpose: The purpose of this study was to investigate the effects of nursing workplace spirituality, job embeddedness, and the nursing work environment on the organizational commitment of clinical nurses. The findings of the study will serveasafoundational resource for designinginterventions to improvenurses' organizational commitment. Methods: The samples of this study comprised 170 nurses working at general hospitals in B City. Data were analyzed through the SPSS 25.0 program using ANOVA, t-test, Scheffé test, Pearson's correlation coefficient, and multiple regression. Results: The primaryfactors impactingparticipants' organizational commitment were nursing workplace spirituality (β=.388, p<.001), nursing work environment (β=.232, p=.001), position (β=.145, p=.009),and pay satisfaction (β=.143, p=.012). These factors had an explanatory power of 51.4% with regard to organizational commitment. Conclusion: To improve nurses' organizational commitment, it is necessary to implementand developintervention programs aimed atincreasingtheir sense of workplace spirituality. Moreover, organizational management and policy initiatives are needed to foster apositivenursing work environment and pay satisfaction.

• Journal of Convergence for Information Technology
• /
• v.8 no.1
• /
• pp.281-290
• /
• 2018

The purpose of this study was to analyze the mediating effect of work environment and the moderating effect of gender on the influence of interpersonal relationship of fusion integrated generation of youths on organizational commitment. For this purpose, Korean Labor and Income Panel Study KLIPS 19th year data was used and the effect of interpersonal relationship of youths on the organizational commitment of 540 subjects in accordance with the study was examined and explored focusing on the model in relation to the mediating effects of the work environment and the control effects of gender. The main results are as follows. First, the interpersonal relationship and working environment of youths showed a positive effect on organizational commitment. Second, the working environment was found to be mediated completely in the relationship between the interpersonal relationship of youths and work environment and organizational commitment. Third, in the relationship between interpersonal relationship and organizational commitment of youths, it appeared that there was moderating effects of gender.

• Knowledge Management Research
• /
• v.12 no.1
• /
• pp.17-37
• /
• 2011

This paper is aimed at investigating the influence of the learning organization's structural characteristics, learner's characteristics, and perceived organizational support (POS) on organizational knowledge creation. also the POS is tested as a moderator on the relationship between learner's characteristics including learning goal orientation and learning self-efficacy and organizational knowledge creation. the results are as follows. for main effect hypotheses, both connecting the organization to its environment and establishing systems to capture and share learning system representing learning organization's structural characteristics have significant positive impact on organizational knowledge creation. the POS also has a significant impact on organizational knowledge creation. However, learning goal orientation and learning self-efficacy have not significant impact on organizational knowledge creation. for moderating effect hypothesis, POS moderates the relationship between learning goal orientation and organizational knowledge creation, which means if the POS is high then learning goal orientation has more significant positive impact on it. Based on our findings, we conclude that structural characteristics of learning organization provide organizations with an opportunity of knowledge creation. in particular, interconnectedness of organization with environment and organizational knowledge sharing systems determine the ways of behaving that are related to learning within organizations. however, learner's characteristics did not have a significant effect on organizational knowledge creation, which could be interpreted due to the fact that employees are not motivated to create new knowledge if they are rarely required to involve challenging works, generate new knowledge, or share preexisted knowledge with others.

• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.5
• /
• pp.1031-1038
• /
• 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.

• Journal of Digital Convergence
• /
• v.18 no.12
• /
• pp.435-444
• /
• 2020

This study is a descriptive research to grasp the effects of nurse practice environment on organizational commitment and to confirm the mediating effect of resilience. The subjects of this study were 150 nurses who agreed to participate in this study among clinical nurses working in university hospital and General hospital located in City J and City J and the data were collected through survey. The collected data were analyzed by SPSS 25.0 program. Mean scores were organizational commitment 3.38, nurse practice environment 2.62, and resilience index 3.45. There were significant differences on the organizational commitment index for : age, marriage, clinical experience, job satisfaction and a positive correlation between nurse practice environment and organizational commitment, between nurse practice environment and resilience index and between organizational commitment and resilience index. As a result of research, resilience partially mediated the relationship between nurse practice environment and organizational commitment. The findings suggest that in order to improve the organizational commitment of nurse, converged organizational commitment arbitration program strategies are needed to improve the nurse practice environment and resilience of nurses.

• The Journal of the Korea Contents Association
• /
• v.21 no.3
• /
• pp.505-517
• /
• 2021

Lots of studies have been conducted on work-life balance in various fields. In particular, while a plethora of studies on the work-life balance have focused mainly on organizational culture and work performance, research to investigate the impact of work-life balance on employees' organizational commitment is scarce. This study aims to empirically analyze how work-life balance of employees affects organizational commitment and mediation effects of job satisfaction on the relationships through a survey of 463 employees working in small and medium-sized enterprises, public institutions, and conglomerates in the COVID-19 era. Also, it examines the impact of a smart work environment as a new way of working during the COVID-19 pandemic on job satisfaction and organizational commitment. The findings of the study are summarized as follows. First, work-life balance was shown to positively affect job satisfaction, and job satisfaction had a positive influence on emotional organizational commitment of employees. Second, job satisfaction was found to be completely mediated both in the relationship between work-life balance and organizational commitment and in the relationship between work-family balance and organizational commitment, and partially mediated in the relationship between work-growth balance and organizational commitment. Third, the smart work environment had a positive effect on job satisfaction and organizational commitment. The results of the study show that work and family, work and leisure, and work and growth balance are significantly important factors to improve employees' work attitudes in the changing work environment as a result of COVID-19. The present results suggest that the introduction of work-life balance and the smart work environment is required to increase organizational productivity.