• 한국관광식음료학회지:관광식음료경영연구
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• 제13권2호
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• pp.71-89
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• 2002

To investigate effect of organization justice on organizational commitment, I surveyed the concept of organization justice, organizational commitment and organizational citizenship behavior and then I reviewed what formative factors of organization justice increased organizational commitment or what formative factors of organization justice and organizational commitment increased organizational citizenship behavior. The result of this study proved that organization justice and organizational commitment influenced organizational citizenship behavior a lot and the purpose of this study was carried out like following ; The formative factors of organization justice, that is, procedure fairness and distribution fairness come out by theoretical study influenced organization commitment and the formative factors of organization commitment, commitment about company and turnover influenced organizational citizenship behavior. In addition, the hypothesis that the higher the organization justice is, the higher the organizational commitment was positive. Therefore, in position control of restaurant employees, giving employees the motive of organization commitment as procedure fairness and distribution fairness control strictly enable employees to have citizenship about organization and enable employers to control employees effectively.

• 한국관광식음료학회:학술대회논문집
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• 한국관광식음료학회 2002년도 학술논문발표회
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• pp.31-46
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• 2002

To investigate effect of organization justice on organizational commitment, I surveyed the concept of organization justice, organizational commitment and organizational citizenship behavior and then I reviewed what formative factors of organization justice increased organizational commitment or what formative factors of organization justice and organizational commitment increased organizational citizenship behavior. The result of this study proved that organization justice and organizational commitment influenced organizational citizenship behavior a lot and the purpose of this study was carried out like following; The formative factors of organization justice, that is, procedure fairness and distribution fairness come out by theoretical study influenced organization commitment and the formative factors of organization commitment, commitment about company and turnover influenced organizational citizenship behavior. In addition, the hypothesis that the higher the organization justice is, the higher the organizational commitment was positive. Therefore, in position control of restaurant employees, giving employees the motive of organization commitment as procedure fairness and distribution fairness control strictly enable employees to have citizenship about organization and enable employers to control employees effectively.

• 유통과학연구
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• 제13권11호
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• pp.23-30
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• 2015

Purpose - Small- and medium-sized enterprises often rely on the owner's personal characteristics. This study aims to verify the impact of the awareness of such a business leader's sincerity and the sincerity of their leader-member exchange (LMX) on employee psychological ownership and organizational commitment. The findings offer clues to how small- and medium-sized company leaders should engage with employees. Research design, data, and methodology - A total of 289 valid questionnaires were examined using frequency, descriptive statistics, and correlation analyses and structured equation modeling. Results - Authentic leadership and LMX were both found to have a positive impact on each trust factor, each trust factor had a positive impact on psychological ownership and organizational commitment, and psychological ownership had a positive impact on organizational commitment. Conclusion - These results suggest that small- and medium-size company leaders should use self-awareness and self-regulation to encourage the recognition of their sincerity, and strive to achieve a positive relationship with employees. It also suggests that leaders should improve trust between employees and establish various strategies to enable employee psychological ownership.

• 지식경영연구
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• 제17권4호
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• pp.77-104
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• 2016

The effective management of R&D employees is critical for a small or medium sized firm's sustainable growth. R&D employees have professional skills and choose expertise-oriented or management-oriented careers in the process of organizational socialization. This study synthetically verifies the direct and indirect effects of R&D employees' social network and self-esteem on their career orientation by organizational commitment based on social network theory and social recognition theory. The research model has been analyzed through structural equation modeling using survey responses from 220 R&D employees at small- and medium-sized firms in Korea. The analysis results show that internal network activities have direct and indirect impacts on organizational commitment and career orientation, but external network activities do not have significant effects on self-esteem, organizational commitment, or career orientation. There is no consensus in prior studies on whether expert orientation and management orientation are distinct concepts. In this study, these two types of orientation are verified as distinct concepts. It is also found that R&D employees' internal network activities are significant factors for a company's growth. A company should implement an educational system of roles and duties using which individuals can pursue career progression. In addition, it is necessary to provide career development programs such as job rotation, mentoring, and career counseling.

• 한국정보시스템학회지:정보시스템연구
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• 제23권2호
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• pp.1-23
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• 2014

Companies are required to have adequate understanding and awareness of a partner company within the supply chain, together with the understanding of the imbalance consequent on power types. Therefore, this study intends to look into the power types and make clear their influence on confidence & commitment and causal relationship that is linked to SCM user satisfaction. The concrete research results are as follows. First, the result showed that none of the behavioral coercive, high-handed reward, and relative legitimacy in terms of Mediated power had a significant influence on confidence and commitment. Like this, the result explains that there is a limit to forcibleness power in forming a continuous, long-term relationship. Second, business expertise, professional information and value reference in terms of Non-Mediated power were all found to have a significant influence on confidence and commitment. This could be judged as having an intention of aggressively accepting a partner company's expertise, information strength and imitable culture, etc. Third, both confidence and commitment was found to have a significant influence on SCM user satisfaction.

• 대한안전경영과학회지
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• 제13권2호
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• pp.219-229
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• 2011

A empirical study about dual commitment of members of labor union for logistics companies based around the capital for their companies and union was carried out. This paper reviewed the effects of job security, organizational justice and social capital on dual commitment, and the mediating effect of social capital between job security and organizational justice, and dual commitment. Also, by establishing the social capital as a mediating variable, whether the effects of job security and organization justice to dual commitment exhibit mediating effects was identified.

• 경영과정보연구
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• 제31권3호
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• pp.185-222
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• 2012

본 논문은 이론적 공헌과 함께 실무적 시사점을 모색하기 위해 수행되었다. 연구의 목적은 강원도 택시회사의 택시기사들을 대상으로 내부마케팅활동이 택시기사의 직무만족과 조직몰입에 어떠한 영향을 미치는가를 파악하는 것이다. 즉, 내부마케팅활동의 주요 구성요소들인 교육훈련, 내부커뮤니케이션, 보상제도, 후생복지가 택시기사들의 직무만족과 조직몰입에 어떠한 영향을 미치는지를 분석함으로써 실무적 시사점을 찾으려는 것이다. 실증연구는 선행연구의 고찰을 통해 설정된 연구의 9가지 가설 및 연구모형을 바탕으로 195개의 표본을 통해 실행되었다. 연구의 결과를 살펴보면, 보상제도와 후생복지는 직무만족에 긍정적인 영향을 미치고, 교육훈련과 내부커뮤니케이션은 직무만족에 영향을 미치지 않는 것으로 나타났다. 택시 회사에서 직무만족에 가장 많은 영향을 미치는 내부마케팅의 요인은 후생복지와 보상제도 순으로 나타났다. 내부마케팅 활동이 조직몰입에 미치는 영향에 대한 분석 결과 교육훈련, 보상제도, 후생복지는 조직몰입에 긍정적인 영향을 미치는 것으로 나타났으나, 내부 커뮤니케이션은 조직몰입에는 유의한 영향을 미치지 않는 것으로 나타났다. 또한 직무만족이 조직몰입에 미치는 영향에 대해 분석한 결과 긍정적인 영향을 미치는 것으로 나타났다. 이러한 결과를 토대로 이론적 시사점 실무적 시사점, 연구의 한계와 향후 연구의 방향을 마지막 부분에 제시하였다.

• 대한안전경영과학회지
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• 제14권2호
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• pp.91-101
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• 2012

To decrease employees' job stress in the viewpoint of occupational health is very important to improve the productivity and quality of labor. In this study, the job stress, and it's influence on job commitment and organizational commitment were investigated by the questionnaire survey of 259 industrial workers. As results, the majority of workers were under job stress resulted from job demand, job control, and coworker's support. The work times per a week and night work had significant relationships with job demand, and the maximum negative relationship between the work times per a week and job continuous commitment was found. Job demand had the significant relationship with job affective and normative commitment, and job control had the significant relationship with job normative commitment and organizational affective commitment. Moreover, job affective and normative commitment had the significant relationship with organizational continuous commitment. Finally, it was found that cyclic organic chain was composed of work times per a week, night work, salary, job demand, job control, job affective and normative commitment, and organizational affective and continuous commitment. The results of this study indicates that reducing cyclic organic chain is urgently necessary to increase employees' job satisfaction and company commitment.

• 원자력산업
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• 제6권5호통권39호
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• pp.8-11
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• 1986

• 한국콘텐츠학회논문지
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• 제17권1호
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• pp.145-156
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• 2017

기업의 문화예술 지원활동을 지칭하는 메세나(mecenat)는 고객, 이해관계자, 지역사회와 더불어 기업문화 강화는 물론 사회공헌과 문화마케팅 도구로 활용되면서 단순 예술후원이나 협찬의 개념을 넘어 기업 경영의 다양한 활동에 영향력을 행사할 수 있는 전략적 도구로 자리잡고 있다. 이에 본 연구는 기업 내 조직원들에게 미치는 조직의 메세나 관심 및 조직원 참여의 영향관계를 파악하기 위해 국내 기업 임직원 438명을 대상으로 조직과 개인의 메세나에 대한 관심도가 조직원들의 메세나 활동 참여도를 통해 조직 신뢰, 애착, 충성도에 어떤 영향을 미치는지 실증 분석하고자 했다. 결과적으로 메세나에 대한 조직의 관심이 높을수록 조직원 개인의 메세나 관심도에 긍정적 영향을 미쳤다. 또한 관심도가 높은 직원의 메세나 참여도가 높았으며, 결국 조직 신뢰와 애착, 충성도에 긍정적 영향을 미치는 것으로 확인되었다. 이같은 분석결과는 기업의 메세나 활동이 조직문화 강화에 효과적이며, 단순히 기부나 후원활동이 아니라 내부 조직원의 관심과 참여와 함께하는 능동적인 활동으로 발전할 수 있음을 시사한다.