• Journal of the Korea Safety Management & Science
• /
• v.15 no.4
• /
• pp.331-344
• /
• 2013

This research examines the causal relationships between supervisor trust and organizational citizenship behavior(OCB) and the mediating role of organizational trust on OCB. Using the sample of 282 small and medium sized enterprises' employees, this study analyzes three alternative hypotheses centered around supervisor trust, organizational trust, and OCB. The results show that supervisor trust has a strong positive effect on OCB. Second, organizational trust is positively related to OCB. Third, this research proves that partial mediating effects of organizational trust exist between supervisor trust(relational trust) and OCB(civic virtue, sportsmanship). Finally, this research proves that a full mediating effect of organizational trust exists between supervisor trust(calculative trust) and OCB(sportsmanship). This study recommends supervisor trust, organizational trust be valued in order to increase OCB vital for organizational effectiveness or productivity in small-medium sized manufacturing enterprises.

• The Korean Journal of Health Service Management
• /
• v.11 no.4
• /
• pp.53-65
• /
• 2017

Objectives : The purpose of this study was to explore and describe the factors related to clinical nurses' organizational socialization, process and to find out the strategic information for successful organizational socialization. Methods : Data were collected with a structured questionnaires from 300 clinical nurses. The data were analyzed with SPSS/WIN 21.0. Results : First, the average score for the organizational socialization($2.95{\pm}0.37$), organization climate($3.28{\pm}0.43$), autonomy($3.23{\pm}0.43$), role stress($3.21{\pm}0.56$), professional self-concept($3.19{\pm}0.46$), organization value internalization($3.11{\pm}0.59$), and perceptional justice($2.91{\pm}0.50$). Second, influencing factor of organizational socialization of the participant were organizational climate, role stress, professional self-concept, Job esteem, Living arrangement type, collaboration between medical professionals in hospital, the other hospital work experience, role model or Mentor, total hospital career, perceived health status, spouse, perceptional justice, Adjusted $R^2=.702$. Conclusions : These results suggest that organizational socialization of clinical nurses could be enhanced by organizational climate. Thus creating a positive organizational climate are mandated for clinical nurses to have constructive organizational socialization.

• The Korean Journal of Health Service Management
• /
• v.12 no.1
• /
• pp.35-46
• /
• 2018

Objectives : The purpose of this study was to present basic data on organizational changes in a Korean medicine hospital by performing organizational diagnosis and examining the job satisfaction and organizational commitment of the hospital. Methods : The subjects were a total of 218 employees in four Korean medicine hospitals, and data were collected from 1st to 25th September 2015. Using SPSS 21.0, frequency analysis, technical statistical analysis, t-test, ANOVA, Pearson's correlation analysis, and multiple regression analysis were performed. Results : The Korean medicine hospital tended to value relationships, the rewards for and attitudes towards change were low. The number of participants in this study with higher organizational diagnosis scores was high for job satisfaction and organizational commitment, and there was a strong positive correlation. It was seen that rewards, relationship, helpful mechanisms, and leadership among organizational diagnosis areas had an effect on job satisfaction, and helpful mechanisms, purposes, and leadership had an effect on organizational commitment. Conclusions : These findings will be useful because policies, research, and education are needed to facilitate organizational changes in Korean medicine hospitals.

• Asia-Pacific Journal of Business
• /
• v.9 no.3
• /
• pp.117-137
• /
• 2018

Lots of the studies about the relationship between coaching leadership and organizational effectiveness have been conducted and reported that coaching leadership is one of the main factors which impact organizational effectiveness. The purpose of this study was to synthesize the relationship between coaching leadership and organizational effectiveness. For that purpose, 32 correlation effect sizes from 25 studies were analyzed by the CMA (Comprehensive Meta-analysis) Program. The study calculated the overall effect size of the relationship between coaching leadership and organizational effectiveness. Then, it also calculated the effect size of the relationship between coaching leadership and each sub-variable of organizational effectiveness. The analysis results are as follows: First, the overall effect size about the relationship between coaching leadership and organizational effectiveness was .519, which means that coaching leadership has over lager relationship with organizational effectiveness. In addition, the effect sizes of sub-variables of the organization are .556 (organizational commitment) .542 (job satisfaction), 509 (organizational citizen behavior), and .401 (innovative behavior). The study tested the mediating effects of measurements, organizational size, types of publication, and published year. The result showed that only the measurement made significant differences among effect sizes of studies.

• Journal of Korean Society for Quality Management
• /
• v.45 no.4
• /
• pp.781-810
• /
• 2017

Purpose: This paper studied about the integration for management system of representative international standard related to sustainable development. The well-known International standards such as ISO 9001, ISO 14001 and OHSAS 18001 (ISO 45001) can be operated in accordance with the organizational situation individually, or in a variety of ways of integration. It can be applied to help organizations utilizing the newly established "ISO IEC Directive Part1 Annex SL", when integrating quality, environmental and safety & health management systems based on international standards. Methods: We conducted an empirical survey of management executives and experts to study how three factors (management systems, organizational capabilities and integration methods) could affect business performance. Results: The questionnaire was analyzed using AMOS structural equation model. Quality, environmental and safety and health management systems affected management performance, and integration methods of management system affected business efficiency, risk performance and financial performance. Integration method is also important because organizational competence affects various aspects of integrated management. However, factors that affect integration should also be considered in terms of organizational capabilities. This is because organizational capacity influences the integration plan. Conclusion: To integrate the document system at the strategic level, management should actively participate in integrated operations to integrate organizations, eliminate duplicate tasks, and foster document integration experts to reflect the characteristics of individual standard. In the case of document integration, quality management is focusing, but once ISO 45001 is issued, the use of Annex SL is increasing, and Quality, environment and safety & health integration will also be expanded. It is possible to increase the effect of integration by strategically approaching and establishing organization document system rather than simple integration according to management system standard arrangement.

• Information Systems Review
• /
• v.1 no.1
• /
• pp.3-10
• /
• 1999

• Journal of the Korean Society for information Management
• /
• v.29 no.3
• /
• pp.7-29
• /
• 2012

In this study, we analyzed the effects of how Human resource management affects the knowledge sharing that facilitates organizational performance. Human resource management has received very little attention in the study of knowledge management. However, main drivers of knowledge activities are individual members of an organization and thus knowledge management strategies should be discussed in relation with human resource management. The results show that human resource management was significantly positively related to knowledge sharing, and the relationship between human resource management and organizational performance was partially mediated by knowledge sharing. Lessons and implications of this study for management leadership are presented.

• Journal of Industrial Convergence
• /
• v.6 no.2
• /
• pp.93-108
• /
• 2008

The central contribution of this paper is a model that integrates and extends two established frameworks in the management literature to propose a theoretical link between two previously disconnected constructs: transformational and transactional leadership and organizational learning.

• Journal of the Korean Dietetic Association
• /
• v.16 no.4
• /
• pp.353-368
• /
• 2010

The purpose of the study was to identify the relationships Total Quality Management (TQM) performance, job satisfaction, and organizational commitment among dietitians in business and industry foodservice. A total of 300 dietitians working in business and industry foodservices in Seoul and Gyeonggi province were surveyed using a self-administrated questionnaire and 203 responses were obtained. The data were analyzed using SPSS Windows (Ver. 12.0) for descriptive analysis and reliability analysis, and AMOS (Ver. 5.0) for structural equation modeling. The respondents were all female, 56.7% single, and 71.4% under regular employment. By foodservice management type, 52.7% of the foodservice operations were self-operated. The majority of the operations provided meals more than twice a day (73.9%), and 70.4% offered a non-selective menu. The dietitians of the contracted foodservices tended to have higher TQM performance scores than those of the self-operated foodservices (P<0.01). There were no significant differences in job satisfaction and organizational commitment scores by the type of the foodservice management. TQM performance was found to have a positive effect on job satisfaction, and job satisfaction affected organizational commitment for both the self-operated and contracted foodservices. A relationship between TQM performance level and organizational commitment of self-operated foodservices was not found. On the other hand, TQM performance level was the principal significant factor for increasing the organizational commitment of contracted foodservices. This research suggests that business and industry foodservices need to improve TQM performance to enhance job satisfaction and organizational commitment of foodservice dietitians and to develop specified TQM strategies that can be applied to each type of foodservice management.

• Journal of Korea Society of Digital Industry and Information Management
• /
• v.16 no.1
• /
• pp.111-129
• /
• 2020

The differentiators of this study are as follows. I would like to consider the factors that the compensation, considering the characteristics of the members of the ICT construction company, affects the turnover and suggest ways to promote the welfare of ICT construction company members in the fourth industrial revolution. The purpose of this study is to look at how perceived compensation affects the degree of turnover by members of small ICT construction companies through organizational Commitment and job placement. Specifically, the independent variable looks at the causal relationship between organizational civic behavior and organizational trust through Turnover intention. First, in the fourth industrial revolution, the management of the tasks of members of ICT construction companies was found to have a positive impact on their organizational immersion and job alignment. Second, in the fourth industrial revolution, the management of wages by members of ICT construction companies was found to have a positive impact on organizational immersion and job alignment. Third, in the fourth industrial revolution, the promotion management of members of ICT construction companies did not have a positive impact on their organizational immersion and job alignment Fourth, in the fourth industrial revolution, the concentration of members of ICT construction companies' organization is found to have a positive influence on turnover. Fifth, in the fourth industrial revolution, the job alignment of members of ICT construction companies was found to have a positive impact on turnover.