• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.277-286
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• 2020

Research on employee commitment to the organization is necessary for human resource management, and the result is applied in practice to improve organizational effectiveness. The aim of the present study is to explore factors affecting organizational commitment at the small and medium-sized enterprises (SMEs) in Vietnam. Besides, the relationship between organizational commitment and job performance is examined as well. The research was conducted on a sample consisting of 67 white-collar workers and 260 blue-collar workers at SMEs. A total of 327 valid complete questionnaires were input into SPSS 20 database for processing to provide evidence. The research model and hypotheses were tested using the technique of the hierarchical multiple regression analysis. The research resultsrevealed that income, reward and welfare, direct manager, working environment, coworker, and promotion opportunity tended to associate positively with organizational commitment. Besides, the finding also showed that, when the employee has a high organizational commitment, it would lead to high job performance. The main findings of this study provided some managerial implications for SMEs, in general, and managers, in particular. It implies that Vietnam's small and medium-sized enterprises should improve these six factors to retain employees as well as enhance their job performance.

• Journal of the Korea Convergence Society
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• v.9 no.12
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• pp.265-272
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• 2018

Under a rapidly changing market environment, most companies are striving to survive in such environment. Organizational members have a positive impact on performance if they are properly rewarded and respected. This study aims to understand the causal relationship between leadership and organizational fairness and psychological empowerment. We also wanted to understand the impact of organizational fairness and psychological empowerment on job performance. To do this, we conducted surveys on workers. Results of this study shows that leadership has a positive impact on organizational fairness and psychological empowerment. In addition, psychological empowerment was found to have a positive impact on job performance, however, organizational fairness was found to have no effects on job performance.

• Korea Journal of Hospital Management
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• v.22 no.2
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• pp.70-86
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• 2017

The purpose of this study was to empirically investigate the relationship between hospital employeesʼ perceptions of organizational politics, organizational effectiveness such as job satisfaction, organizational commitment, and turnover intention. We also evaluated the moderating effect of organizational trust on the relationships between POPs and organizational effectiveness. By analyzing 726 employeesʼ data including physicians, nurses, medical technicians, and administrators from one private hospital, POPs was found to have had a highly negative relationship with job satisfaction and organizational commitment while a highly positive relationship with turnover intention. Furthermore, organizational trust moderated the relationship between POPs and job satisfaction, and also POPs and turnover intention, while no moderating effect appeared between POPs and organizational commitment. Within the organization, employees who are in a group with high organizational trust have low job satisfaction and high turnover intention when they have high POPs rather than a group with low organizational trust. Further the implications of these results and future directions of the study have been discussed.

• Journal of Korean society of Dental Hygiene
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• v.18 no.2
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• pp.153-164
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• 2018

Objectives: The purpose of this study is to analyze the descriptive correlation of the commission intended to provide effective working practices to enhance job satisfaction and organizational engagement by examining the work environment of the dental hygienist. Methods: After the IRB approval, the subjects were dental hygienists working for dental hospitals and clinics in Busan from May 1st to May 31th of 2017. And the final 153 questionnaires were analyzed to SPSS 23.0 for windows, SPSS Inc. Chicago, IL. USA. The data was analyzed using average standard deviation, t-test, one-way ANOVA and multiple regression analysis. Results: The average working environment of the subjects was found to be $3.37{\pm}0.53$ points with the average job satisfaction of the subjects of $3.29{\pm}0.50$ points and the average organizational commitment of the subjects of $3.25{\pm}0.59$ points. As the working conditions of the working environment are higher, it revealed that the higher the working environment, the better the job satisfaction. Conclusions: In conclusion, this study showed that the ability to support managers' abilities, leadership, and dental hygienists is the most influential factor in job satisfaction and organizational involvement. Also, hospital administrators are encouraged to provide excellent work and leadership skills to enhance both the quality of work and that of work ethic.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.1
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• pp.89-105
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• 1998

Modern organizations, both complicated and complex, operate in an economic climate of· turbulence and rapid change. And Today's healthcare environment is changing, driven by demographic, environmental. social, political and technological forces. In actual practice, the organization usually depend on several factors such as economic state of organization, managerial strategies, a synthesis of several theories that reflect individual biases, specific circumstances, and practical realities. These rapidly changing healthcare environment and professional nursing practice need a strategy for the organizational development and goal attainment. An understanding of organizational culture could help managers enhance or expand their management strategy, thus increasing the probability of their success in the organization. Organizational culture is an abstract, yet potent managerial concept. With roots in several disciplines, several perspectives and definitions of organizational culture have emerged. The concept of organizational culture has been rapidly introduced into the academic and organizational world, with the much attention to the excellent companies that have continued rapid grow th despite the overall world economic recession in the late of 1970s. Organizational culture is the combination of the symbols, language, assumptions, and behaviors that overtly manifest an organization's norm and values. It is the taken-for-granted and shared meanings people assign to their social surroundings that can have a profound effect on an organizaitonal decision making and performance. For attaining a organizational goal and developing organization, it is necessary to put emphasis on developing organizational culture. It has to set organizational culture well understood by its members as an instrument to achieve the organizational goals. Both Manager and staff can focus and act on the values identified. Also, managers will exhibit better decision making capabilities because they are guided by perception of the organizational values. Therefore, understanding of organizational culture could give a strategy for organizational development that assist hiring personnel, orienting new comers, facilitating organizational change and promoting learning and so on. But their is few study on nursing organizational culture in Korea. Moreover they have not had a clear definition of Korean nursing organizational culture. Therefore, it is necessary to lay down definition of Korean nursing organizational culture and fine out real factor of Korean nursing culture. For defining a definition of Korean nursing organizational culture, this study assessed several definitions of organizational culture, factors of culture, types of culture, and functions of culture through book review.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.4
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• pp.117-126
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• 2016

Social enterprises have been concerned with the social problems and their market survival, simultaneously. They show diverse types of organizational identities in order to pursue such hybrid goals. This study examines how the social enterprises shape their identities. In particular, it focuses on regional and industry environments that influence the types of the organizational identities of the social enterprises. This study categorizes 219 social enterprises, founded in the environmental sector, into social oriented single identity, business oriented single identity, and mixed identity enterprises using the 2014 and 2015 Social Enterprise Directory published by Korea Social Enterprise Promotion Agency. Findings are as follows: First, there are more social enterprises with a single identity in the metropolitan environment, compared to ones in the non-metropolitan environment, and social enterprises with a mixed identity are more likely to be established in the non-metropolitan environment than ones in the metropolitan environment. Second, there are more social enterprises with a social oriented single identity in the emerging industry environment than ones in the mature industry environment. Also, more social enterprises with a business oriented single identity are formed in the mature industry environment than ones in the emerging industry environment.

• The Journal of the Korea Contents Association
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• v.15 no.2
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• pp.393-407
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• 2015

This study is intended to look into the effects of small business startup environments on failure burden and startup failure. To achieve this, a survey was carried out to 300 small business CEOs in Seoul. The results were as follows. First, the effect of startup environments on failure burden showed that management environment, business environment, internal organizational environment and external organizational environment had a negative effect on failure burden. Second, the effect of startup environments on financial and non-financial losses showed that startup management environment, startup business environment and internal organizational environment had a negative effect on financial and non-financial losses. Third, the effect of failure burden on startup failure showed that failure burden had a positive effect on financial and non-financial losses. Consequently, this study indicates that internal organizational commitment and communication are important attributes affecting failure burden, financial and non-financial losses, compared with management quality, entrepreneurship and business environment.

• The Korean Journal of Emergency Medical Services
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• v.13 no.2
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• pp.99-108
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• 2009

Purpose : The purpose of this study is to offer basic data in arranging the improved working environment to Emergency Medical Technicians, by analyzing the influence of job satisfaction in Emergency Medical Technician within hospital upon organizational commitment. Method : This study was carried out targeting 203 Emergency Medical Technicians who are working at hospitals in B Metropolitan City, U Metropolitan City, D Metropolitan City, an d G Province. The data collection was performed from April 1, 2009 to June 10. The statistical processing was used a program of SPSS WIN 12.0 Version. The statistical significance was set to p<.05. Results : 1. In the descriptive statistics of the job satisfaction and the organizational commitment. the whole average for job satisfaction was 3.06 points. The whole average for organizational commitment was 3.05 points. 2. In the difference between job satisfaction and organizational commitment, the group for job satisfaction was indicated to be statistically significant in job-choice motive(F=2.710, p<.05) and turnover propensity(t=.662, p<.001). The group for organizational commitment was indicated to be statistically significant in working department(F=2.871, p<.05), job-choice motive(F=2.944, p<.05), turnover propensity(t=.903, p<.001), and turnover reason(F=3.415, p<.01). 3. In the correlation between job satisfaction and organizational commitment, the job satisfaction showed positive correlation(r=.736, p<.01) with organizational commitment. 4. As for the influence of job-satisfaction factor upon organizational commitment, salary(${\beta}$=.162, t=2.739, p<.01), autonomy(${\beta}$=.372, t=4.633, p<.001), working environment(${\beta}$=.139, t=1.968, p<.05), and organizational needs(${\beta}$=.172, t=2.291, p<.05) were indicated to have significant effect on organizational commitment. Conclusion : The institutional arrangement is considered to be likely to be necessarily made highly for improving social image and enhancing salary and working environment so that Emergency Medical Technician within hospital can be enhanced job satisfaction and organizational commitment.

• Research in Community and Public Health Nursing
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• v.6 no.1
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• pp.5-33
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• 1995

The objective of the study are two-fold: one is to explore the relationship between environment, organizational structure, and organizational effectiveness of public health centers in Korea, and the other is to examine the validity of contingency theory for improving the organizational structure of public health care agencies, with special emphasis on public health nursing administration. Accordingly, the conceptual model of the study consisted of three different concepts: environment, organizational structure, and organizational effectiveness, which were built up from the contingency theory. Data were collected during the period from 1st of May through 30th of June, 1990. From the total of 249 health centers in the country, one hundred and five centers were sampled non proportionally, according to the geopolitical distribution. Out of 105, 73 health centers responded to mailed questionnaire. The health centers were the unit of the study, and a various statistical analysis techniques were used: Reliability analysis(Cronbach's Alpha) for 4 measurement tools; Shapiro-Wilk statistic for normality test of measured scores of 6 variables: ANOVA, Pearson Correlaion analysis, regressional analysis, and canonical correlation analysis for the test of the relationships and differences between the variables. The results were. as follows : 1. No significant differences between forma lization, decision-making authority and environmental complexity were found(F=1.383, P=.24 ; F=.801, P=.37). 2. Negative relationships between formalization and decision-making authority for both urban and rural health centers were found(r=-.470, P=.002 ; r=-.348, P=.46). 3. No significant relationship between formalization and job satisfaction for both urban and rural health centers were found (r=-.242, P=.132, r=-.060, P=.739). 4. Significant positive relationship between decision - making authority and job satisfaction were found in urban health centers (r=.504, P=.0009), but no such relationship was observed in rural health centers. Regression coefficient between them was statistically significant($\beta=1.535$, P=.0002), and accuracy of regression line was accepted (W=.975, P= .420). 5. No significant relationships among formalization and family planning services, maternal health services, and tuberculosis control services for both urban and rural health centers were found. 6. Among decision-making authority and family planning services, maternal health services, and tuberculosis control services, significant positive relationship was found between de cision-making authority and family planning services(r=.286, P=.73). 7. A significant difference was found in maternal health services by the type of health centers (F=5.13, P=.026) but no difference was found in tuberculosis control services by the type of health centers, formalization, and decision-making authority. 8. A significant positive relationships were found between family planning services and maternal health services and tuberculosis control services, and between maternal health services and tuberculosis control services (r=-.499, P=.001 ; r=.457, P=.004 ; r=.495, P=.002) in case of urban health centers. In case of rural health centers, relationships between family planning services and tuberculosis control services, and between maternal health services and tuberculosis control services were statistically significant (r=.534, P=.002 ; r=.389, P=.027). No significant relationship was found between family planning and maternal health services. 9. A significant positive canonical correlation was found between the group of independent variables consisted of formalization and de cision-making authority and the group of dependent variables consisted of family planning services, maternal health services and tuberculosis control services(Rc=.455, P=.02). In case of urban health centers, no significant canonical correlation was found between them, but significant canoncial correlation was found in rural health centers(Rc=.578, P=.069), 10. Relationships between job satisfaction and health care productivity was not found significant. Through these results, the assumed relationship between environment and organizational structure was not supported in health centers. Therefore, the relationship between the organizational effectiveness and the congruence between environment and organizational structure that contingency theory proposes to exist was not able to be tested. However decision-making authority was found as an important variable of organizational structure affecting family planning services and job satisfaction in urban health centers. Thus it was suggested that decentralized decision making among health professionals would be a valuable strategy for improvement of organizational effectiveness in public health centers. It is also recommended that further studies to test contingency theory would use variability and uncertainty to define environment of public health centers instead of complexity.

• Korean Journal of Social Welfare
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• v.61 no.1
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• pp.33-55
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• 2009

This article reviews 20 empirical studies that have focused on the organizational effectiveness of social welfare organizations since 1980. The purposes of this study were to understand the organizational phenomena of social welfare organizations, to offer practical implications for organizational management and to propose direction for the further researches. Special attention has been paid to identify 1) subjects of research 2) approach and criteria of organizational effectivess and 3) critical factors that impact on organizational effectiveness. The results showed that 1) most of researches utilized samples from social welfare community centers and assisted-living facility, 2) many researches focused on internal process approach and used diverse criteria of organizational effectiveness 3) collective developmental culture, decentralized structure, transformational leadership, open relationship between organization and external environment were critical factors of organizational effectiveness. The review suggests that social welfare managers should practice diverse approach based on vision, purpose and developmental stage of each organization. The managers also should implement more conscious efforts to make supportive and fair work environment where all employees feel valued and can demonstrate their maximum potential and to respond to task environments more proactively. Further research should be conducted from diverse organizations using various research methods. More comprehensive empirical model and multidimensional measure of organizational effectiveness need to be developed.