• Journal of the Korea Society of Computer and Information
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• v.20 no.2
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• pp.169-180
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• 2015

This study looked into these companies and organizations that were working with the knowledge management system in order to verify how practically such introduction of the knowledge management system would affect the organizational performances. The purpose of this study is to present the strategic guidelines should to consider the introduction of the knowledge management system operated by the organization to analyze how factors affect the performance of the introduction of knowledge management systems are organized in empirical. According to the results, the sub-variables of the management factors such as learning organization, evaluation and reward system, organizational trust and knowledge-sharing activity had all the significant effects on the organizational performance, and of the sub-variables of the information technology factors, the information technology-based structure presented statistically significant results which confirmed that the structure itself also had an influence on the organizational performance. However, the study learned that both the information technology maturity and the system structural excellence had nothing to do with the organizational performance.

• Journal of Industrial Convergence
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• v.7 no.2
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• pp.17-31
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• 2009

The purpose of the present is to investigate the relation of organizational cynicism to organizational justice and organizational commitment. Questionnaire data were collected from 185 employees. To test the hypotheses, structural equation model was employed. The model showed adequate fit to the data. Results showed that organizational justice(distributive justice and procedural justice) were negatively related to organizational cynicism. Also, results supported the hypothesized relationship between organizational cynicism and organizational commitment(affective and continuance commitment). Organizational cynicism negatively affected organizational commitment. Implications are discussed and future research directions are outlined.

• Culinary science and hospitality research
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• v.10 no.1
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• pp.167-185
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• 2004

An implementation of 6 sigma in foodservice management was introduced from 2000. However they could not achieve full advantages of 6 sigma management because of short period of implementation time, and the critical problem is employees' complaints and their oppositions. The purpose of this study is to analyze the relationship of 6 sigma and organizational commitment in the foodservice industry. In this study, we found that organizational commitment improve with the implementation of 6 sigma. 6 sigma's essential factors have influenced on the organizational commitment.

• 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.

• The Korean Journal of Health Service Management
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• v.5 no.3
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• pp.1-11
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• 2011

The objective of this study is to identify the relationship between nursing organizational culture and job satisfaction and turnover intention. Furthermore this study analyzed the mediating effect of empowerment on the relationship between two variables. Data were collected by self-administered questionnaires. Structural Equation Modeling(SEM) analysis was conducted. The major findings of this study are as follows: nursing organizational culture having a positive effect on empowerment and organizational effectiveness. The empowerment as a mediating role between nursing organizational culture and job satisfaction and turnover intention was statistically significant. This finding showed that desirable organizational culture and improvement of empowerment is necessary to maintain nursing staff's organizational loyalty and eventually to improve total organizational performance.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.3
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• pp.211-221
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• 2020

This study aims to analyze the effect of structural Person-Organization Fit and organizational justice on organizational commitment, job satisfaction, Organizational Citizenship Behavior and employee performance. This study is based on a quantitative approach by collecting data using a survey conducted on three SOE's companies in Indonesia that operate in Makassar City, namely Pelindo. Ltd (Port Company), PLN. Ltd (Electric Company) and Pertamina. Ltd (Oil and Gas Company), with a sample of 90 employees. The study population was all non-managerial permanent employees. Data analysis using Structural Equation Modeling. In structural relations, out of the nine direct tests, there were two insignificant relationships, and in all three hypotheses there was one not-supported hypothesis. When compared between person-organization Fit and Organizational Justice, it is found that organizational justice has a more critical role in building Human Resource performance compared to Person-Organization Fit, because organizational justice is better able to provide job satisfaction and make organizational commitment and OCB as a prerequisite for its formation to better Human Resources performance. With organizational justice, employees will feel more satisfied working, committed to the work and organization, and behaves as a supportive organizational citizen for the realization of the best performance for the interests of the organization going forward.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.8
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• pp.589-598
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• 2020

The study examines the impact of organizational rewards, procedure justice, and perceived supervisor support on perceived organizational support, and examine the impact of perceived organizational support on affective commitment to the organization in the logistic enterprises as well. Quantitative research is applied to measure relationships by regression analysis with SPSS. The research data was collected by convenient method from 180 employees who work in different departments in the logistics industry. The study results in the model 1 found that organizational rewards, procedure justice, and perceived supervisor support have a positive relationship to the perceived organizational support. The study results in the model 2 also found that perceived organizational support has strong impact on the affective commitment to the organization. The study results contribute to both management theory and management practice. For the management theory aspect, the authors suggest that perceived organizational support should be considered the key antecedent of affective commitment about which researchers should pay more attention as a concept. Based on the research results, the authors also recommend for the management practice that managers should pay attention to the implementation of rewards, procedure justice, and supervisor support to increase the perceived organizational support and affective commitment in the logistic enterprises.

• The Korean Journal of Health Service Management
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• v.8 no.3
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• pp.75-87
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• 2014

The purpose of this study was to identify job satisfaction and organizational commitment depends on their organizational cultures. A survey, including the Organizational Culture Scale, Job Satisfaction Scale and Organizational Commitment Scale, was administered to 276 nurses working at 4 small to medium sized hospitals in B city. The dominant organizational culture of nursing organization was relation-oriented culture. The mean score of job satisfaction and organizational commitment was 2.68 and 4.25 respectively. Job satisfaction and organizational commitment were positively correlated with innovation-oriented, task-oriented and relation-oriented culture. Organizational commitment was negatively correlated with rank-oriented culture. Innovation-oriented, clinical career, relation-oriented and rank-oriented culture were variables influencing on job satisfaction and innovation-oriented and rank-oriented culture were major variables influencing organizational commitment. In conclusion, innovation-oriented and rank-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the innovation-oriented culture and to reducing the rank-oriented culture.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.8
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• pp.625-633
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• 2020

This study aims to empirically investigate the influence of organizational capability and organizational learning on the financial performance of family-business type small- and medium-sized enterprises (SMEs). In addition, this study examines the moderating role of SMEs' ages and the managers' experiences in the relationship between organizational capability and organizational learning on the SMEs financial performance. This study is a basic exploratory research conducted by using an empirical survey, i.e., sampling of the businessman (the owner) of family-business type SMEs cross-functional in the area of DIY. The study uses purposive sampling. The respondents are the SME businessmen from the various business sectors in Yogyakarta, Indonesia. The number of respondents is 150. Hypothesis testing used SPSS program's moderation regression approach; validity and reliability testing used confirmatory factor analysis and Cronbach's alpha. The result of this study shows that organizational capability positively and significantly affects the financial performance. Also, organizational learning significantly affects the financial performance. The organization's age factor does not moderate the relationship between organizational capability and the financial performance, but it is significant on the organizational learning. The factor of manager's experience moderates insignificantly on the relationship between organizational capability and financial performance. However, it is significant to the organizational learning.

• Asia-Pacific Journal of Business
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• v.15 no.2
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• pp.159-180
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• 2024

Purpose - This study aims to examine the relationship between high-performance work systems and organizational ambidexterity. Additionally, it seeks to verify the mediating effect of organizational cultural diversity on this relationship. Design/methodology/approach - The study tested four hypotheses using data from manufacturing companies with more than 100 regular workers, sourced from the Human Capital Corporate Panel (HCCP). For empirical analysis, the generalized least squares (GLS) estimation method was employed, and the hypotheses were verified using a probabilistic effects model. Findings - The study revealed that high-performance work systems improve organizational ambidexterity by enhancing organizational cultural diversity. Research implications or Originality - This study confirms the mediating effect of organizational cultural diversity between high-performance work systems and organizational ambidexterity, explaining how high-performance work systems influence organizational ambidexterity through organizational cultural diversity. Additionally, it identifies an organizational cultural variable that closely aligns with the academic concept of organizational ambidexterity. The study demonstrates that the core elements of high-performance work systems are instrumental in cultivating an organization that simultaneously pursues seemingly competitive heterogeneous values.