• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.11
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• pp.455-464
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• 2020

This study examined the correlation between the variables related to the organizational commitment of social workers. The research results are as follows. First, the overall effect size of the variable group had an intermediate effect size. Among the four organizational commitment-related variables, the job-related negative variable had the largest effect size. Next, the group of positive variables related to the organization, the group of positive variables related to the job, and the group of individuals related to the individual were in order. Second, among the individual-related variables, experience, gender, and education showed a small effect size, and other factors were close to the small effect size. In the group of positive variables related to organization, all variables except for transactional leadership and organizational fairness, which had a medium effect size, showed a large effect size. The job-related positive variables showed a large effect size only for job satisfaction, and customer orientation and job suitability were close to the large effect size. The turnover intention, which is a group of job-related negative variables, had a large effect size and job stress showed a medium effect size.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.12
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• pp.401-410
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• 2020

The purpose of this study is to reveal the magnitude of the correlation effect between variables related to empowerment of social workers. To this end, 30 studies published in Korea were analyzed through meta-analysis. The results are as follows. First, the overall effect size of the variable group was the median effect size; the job-related positive variables showed the largest effect size among the variable groups, and then came the organization-related variables, the personal psychology-related variables, the job-related negative variables, and the personal background variables in that order. Second, among the factors related to personal background variables, all factors except position were found to have a small effect size, or close to a small effect size. Self-esteem, which is an individual psychologically related variable, showed a medium effect size close to a large effect size. Among the organizationally related variables, organizational commitment and transformational leadership showed a large effect size, and organization culture showed a medium effect size. In addition, job satisfaction, which is a positive job-related variable, showed a large effect size, while burnout from job-related negative variables showed a large effect size, and turnover intention showed a medium effect size.

• Journal of the Korean Society of Marine Environment & Safety
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• v.27 no.6
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• pp.754-762
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• 2021

Students at Maritime University can expect to improve their understanding of the jobs they will perform in the future through long-term boarding in a one-year boarding practice that allows them to understand necessary work practices. Satisfaction with attending maritime college can also affect the job satisfaction and turnover intention of shipping industry workers after graduation. Therefore, by checking job satisfaction for each year of study, we intend to analyze and improve the curriculum or factors necessary for their future career choice. Based on previous studies, this study attempted to determine the effects of self-efficacy, teamwork, and self-leadership of maritime college students on job satisfaction through career planning, .analyze the factors that affect job satisfaction by year of study, and empirically confirm the factors students need in each year. The analysis, found that self-efficacy had the greatest influence on job satisfaction, and the effects of teamwork and self-leadership were similar in size.

• Journal of Society of Preventive Korean Medicine
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• v.18 no.1
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• pp.1-10
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• 2014

Objective : This study aimed to investigate the level of friendship perceived by hospital staffs in korean medicine hospitals in Gwangju and relationship between friendship and organizational effectiveness. Method : The subject were 134 hospital staffs in 5 different hospitals in Gwangju. The questionnaire used in this study contained 44 questions about workplace friendship (15 questions), organizational effectiveness (16 questions), social demographic characteristics (8 questions) and others (5 questions). Results : Young woman in their 20s and 30s were major participants (69person, 52.7%), nursing and administrative department(72person, 55%) were dominant division, the person those who have less than 1 year current workplace career(69person, 52.7%) were major group in this study. Participants responded about barriers of friendship at workplace were lack of opportunities for formal or informal meeting and lack of hospital's interest and supporting about human relations among employees at workplace. Both friendship level with superior and friendship level with subordinate were lower than friendship level with colleague. (p=.000) Participants who have higher workplace friendship level, were also higher level at job satisfaction, organizational commitment and lower level at turnover intention, job stress. Especially friendship level with superior had biggest relationship with variables of organizational effectiveness. Conclusion : Participants showed close relationship with friendship degree and organizational effectiveness. We suggest that the CEOs of korean medicine hospital would make their effort to improve friendship level of workers for the rise of organizational effectiveness.

• Korean journal of food and cookery science
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• v.32 no.6
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• pp.745-753
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• 2016

Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.

• Journal of Digital Convergence
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• v.14 no.5
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• pp.207-215
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• 2016

The objective of this study is to examine the relevance between Job Characteristic and Organizational Effectiveness by Job Stress. The proxy variable of the Job Characteristic are skill variety, task identity, task significance, task autonomy, and task feedback. The proxy variable of Job Stress are role conflict, role ambiguity, and role overload. And the proxy variable of Organizational Effectiveness are job satisfaction, organizational commitment, and turnover intention. The sample consists of 379 data belonging to manufacturing and service industry located on Busan, Ulsan, and Gyungnam in 2015. The result of this study shows that there is difference on the relevance between Job Characteristic and Organizational Effectiveness according to the Job Stress. Therefore, it is more important to reduce the job stress to enhance the Organizational Effectiveness.

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.362-369
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• 2015

This empirical research mainly investigates the relationship between work-family conflict and organizational performance. Three key variables apply for the empirical research; work-family conflict, organizational performance, and family-friendly HR practices. A total of 230 questionnaires is collected from mid-sized companies for hypothesis testing. The empirical analysis shows that work-life balance has a great importance on workers' job satisfaction and intention to leave. The family-friendly HR practices play a moderating role between work-family conflict and organizational performance. The findings support the fact that achieving work-life balance enhances organizational performance and using family-friendly HR practices is an ideal for balancing between work- and family life.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.149-164
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• 2023

Today, when innovation and creativity become increasingly important, management of human resources is a key factor for corporate performance and competitive advantage. Corporate are implementing and introducing various types of support methods for members to achieve goals and improve organizational performance. Organizational culture and organizational trust affect the cognitive and emotional state of members. Furthermore, it can bring about changes in organizational performance such as job stress and job satisfaction. From an institutional point of view, work-life balance is also a major factor affecting organizational performance. The imbalance between work and life leads to a decline in organizational performance, such as decreased morale and dissatisfaction with work. In relation to work-life balance, the low birth rate problem intensified and the importance began to emerge. Therefore, the government has implemented various policy support for workers' work-life balance, and the "52-hour workweek" is a representative example. This study analyzed the effect of organizational culture applying the competitive value model on workers' job stress. In addition, the mediating effects of overtime work per week and organizational trust were analyzed. Job stress corresponds to a prerequisite stage that affects job commitment, job satisfaction, and turnover intention. However, research measuring job stress by organizational performance is insufficient. In addition, there are few studies analyzing the relationship between overtime and organizational performance. Considering this, it is necessary to understand the influence relationship. The results of the study are as follows. First, a hierarchical culture increases the job stress of workers. On the other hand, innovation-oriented, relationship-oriented, and competition-oriented corporate culture reduce job stress. Second, a hierarchical culture has reduced trust in the organization, and other organizational cultures have increased trust in the organization. Third, relationship-oriented and competition-oriented organizational culture reduced overtime. Innovation-oriented, hierarchical-oriented culture increased overtime Fourth, organizational trust and overtime have the effect of mediating organizational culture and job stress. Based on these analysis results, this study presented academic and political implications.