• Journal of Applied Tourism Food and Beverage Management and Research
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• v.13 no.2
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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.

• Proceedings of the Korea Hospitality Industry Research Society Conference
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• 2002.11a
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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.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.3
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• pp.1815-1823
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• 2015

This research empirically analyzed the effect of introduction factors of knowledge management system on organization performance with companies and agencies introducing and operating knowledge management system. As a result of analysis: first, it showed that CEO support among the sub-variables of organization factors affected organization performance; second, quality, reliability and convenience in use of knowledge information, sub-variables of knowledge information factors, had a significant influence; and vision and goal among sub-variables of organization factors, didn't have an influence on organization performance. These research results were identical with those of precedent studies. But we found out that vision and goal assessed by core strategy and establishment of vision, clarity and concreteness of vision and strategy, necessity of knowledge management, and regularization of core knowledge were analyzed as the variables having no positive effect on organization performance and analyzed differently from the precedent studies' results.

• Korean System Dynamics Review
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• v.3 no.2
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• pp.49-68
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• 2002

The intent of this study is to develop system dynamics model for assessment of organizational and human factors in nuclear power plant which can contribute to secure the nuclear safety. Previous studies are classified into two major approaches. One is engineering approach such as ergonomics and probability safety assessment(PSA). The other is social science approach such like sociology, organization theory and psychology. Both have contributed to find organization and human factors and to present guideline to lessen human error in NPP. But, since these methodologies assume that relationship among factors is independent they don't explain the interactions among factors or variables in NPP. To overcome these limits, we have developed system dynamics model which can show cause and effect among factors and quantify organizational and human factors. The model we developed is composed of 16 functions of job process in nuclear power, and shows interactions among various factors which affects employees' productivity and job quality. Handling variables such like degree of leadership, adjustment of number of employee, and workload in each department, users can simulate various situations in nuclear power plant in the organization side. Through simulation, user can get insight to improve safety in plants and to find managerial tools in the organization and human side. Analyzing pattern of variables, users can get knowledge of their organization structure, and understand stands of other departments or employees. Ultimately they can build learning organization to secure optimal safety in nuclear power plant.

• Journal of the Korea Fashion and Costume Design Association
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• v.17 no.3
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• pp.115-133
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• 2015

This study analyzed the effects of fashion companies' organizational types on job satisfaction and organization commitment of fashion designer. As well as this study analyzed the differences the organizational types, job satisfaction and organization commitment by the gender and age of fashion designer. A survey was conducted from January 5 to 30 in 2015, among fashion companies' designer of Seoul metropolitan area. And 238 responses were used in the data analysis. As a result, fashion companies' organizational types was composed of five factors(coordinating leader organization, group creative organization, external innovators' collaborative organization, bureaucratic hierarchy organization, integrative thinking leader organization). Job satisfaction of fashion designer was composed of three factors(work satisfaction, employment satisfaction, relationship satisfaction), and organization commitment was composed of two factors(affective commitment, calculative commitment). The coordinating leader organization and integrative thinking leader organization positively influenced the work satisfaction, but the bureaucratic hierarchy organization negatively influenced the work satisfaction. The coordinating leader organization and group creative organization positively influenced the employment and relationship satisfaction. The group creative organization and external innovators' collaborative organization positively influenced the affective and calculative commitment, but the bureaucratic hierarchy organization negatively influenced the affective commitment. In addition, there were significant differences in the coordinating leader organization, integrative thinking leader organization, employment and relationship satisfaction by the gender. And there were significant differences in the group creative organization, bureaucratic hierarchy organization, affective and calculative commitment by the age.

• Journal of Information Technology Services
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• v.6 no.2
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• pp.35-47
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• 2007

The purpose of this thesis is to analyze the success factors of ERP system in corporations and to know what is different in the factors depending on organizational culture and size. Considering there are various results from introduction of the same information technology(IT), it is implied that organizational characteristics make a difference. In this thesis we did factor analysis and multiple regression about the factors based on the previous studies and analyzed the priorities depending on organizational culture and size. The results show that mechanistic organization has key success factors of work process change, project team abilities, and determination of CEO while organic organization has those of work process change and project team abilities. Plus bigger sized organization has success factors of work process change, project team abilities, and determination of CEO while small sized organization has those of work process change and project team abilities.

• Management & Information Systems Review
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• v.20
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• pp.33-60
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• 2007

This study is a study on the impact factor of the sustainable giving behavior on the non-profit organization. According the research by non-profit organization, the main factors of most individual donators was given by stimulating sympathy. Also, the donators of the non-profit organization wanted to get a certain convenience and benefit through their donation under the reciprocity. The present study is an attempt to develop a more through understanding of the potential and actual impact factors of the sustainable giving behavior on the non-profit organization. Expecially, it also consists of an effort to assess the impact factors of the sustainable giving behavior on the non-profit organization.

• Journal of the Korean Society for information Management
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• v.15 no.2
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• pp.119-136
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• 1998

The objective of this study is to evaluate the organizational effectiveness of uniersity libraries in Korea. This study models emphasized the situational factors, fundamental factors and types of organiz tional effectiveness. environment, technology, size, strategy, and power were taken as situational factors of organizational structure ; fundamental factors were complexity, formalization, and centralization ; organizational structures were diveded into simple organization, functional organization, departmental organization, subject divisional organization(I), (II). Efficiency, flexibility, information service and satisfaction were taken as effectiveness factors and satisfaction was subdivided into organizational commitment and job satisfaction. In this study, situational factors, fundamental factors and types of organizational structures influence one another, ultimately affect the level of organizational effectiveness. Organizational effectiveness represents no organization of high organizational effectiveness on all levels.

• The Korean Journal of Health Service Management
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• v.7 no.4
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• pp.49-63
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• 2013

This study attempted to examine what effect knowledge management factors have on cooperative organizational culture regarding knowledge sharing depending on workplace types and occupations in order to seek for solution to increase efficiency and effects of knowledge management in the hospital organization. Key findings are as follows: For members of the hospital organization, the higher their recognition was in relation to 'concern and support of chief executive officer for knowledge management', and 'problem solution by specialists or superior in the organization and acquisition on the task knowledge', the more they worked as factors exerting positive effects on 'cooperative organizational culture regarding knowledge sharing'. And influence factors were different depending on workplace types and occupation.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.1
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• pp.75-88
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• 2003

Purpose : The Purposes of this study was to develop a learning organization measurement for nurses, and to test the validity and reliability of the measurement. Method : This study was conducted through 3 phases -theoretical framework choice, measurement items selection, and the testing of validity and reliability. In order to test reliability and validity of the measurement, data were collected from the 261 nurses, working in the 1 hospital with more 800 beds. The data obtained were analyzed by SPSS for Window program using percentages, Factor Analysis, Cronbach's alpha coefficients. Result : As a result of the study, 2 scales -Learning Organization Building Scale, and Knowledge Management Process Scale- were developed. Learning Organization Building Scale was consisted of 23 items, 5 factors. 5 factors explained 60.26% of the total variance, and the Cronbach's alpha of this scale was .8807. Knowledge Management Process Scale was consisted of 17 items, 4 factors. 4 factors explained 66.14% of the total variance, and the Cronbach's alpha of this scale was .9147. Conclusion : The Study supports the validity and reliability of the scales. Therefore, these scales can be effectively utilized for many researches about Learning organization of Nurse, and Nursing organization in the Hospital Setting.