• 간호행정학회지
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• 제5권3호
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• pp.463-475
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• 1999

This study investigated the relationship between nurses' Career Commitment and Organizational Commitment, and the moderating effect of individual career-related characteristics (age, tenure, position, number of department change, number of hospital change) on the relationship between career commitment and organizational commitment. The sample for this study consisted of 594 nurses from 8 large Korean hospitals. And the factor analysis, Cronbach's alpha, multiple regression analysis and two-way ANOVA were used for the statistical methods. Research was found that (1) career commitment and the two dimensions of organizational commitment(affective and transactional) were validated as distinct concepts for Korean nurses. (2) career commitment showed positive influence on the two dimension of organizational commitment, (3) all individual career-related characteristics did not moderated the effect of career commitment on affective commitment, but (4) number of career department change and of hospital change among career-related characteristics moderated the effect of career commitment on transactional commitment. Theoretical and practical implication of these result were discussed in the conclusion.

• 경영과정보연구
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• 제37권3호
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• pp.83-113
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• 2018

본 연구의 목적은 변화저항에 따라 달라지는 스마트워크 투자와 직무 성과를 실증적으로 검정하는 것이다. 연구에서는 우선적으로 스마트워크 투자와 생산성 성과 사이의 의사소통 매개 효과를 살펴볼 것이다. 그 다음 스마트워크 투자를 저하시키는 조직 변화저항을 수준별로 분류하여 투자와 생산성의 차이를 확인할 것이다. 스마트워크란 조직 구성원들에게 시간과 장소의 유연성을 제공하고, 업무 생산성을 개선시키는 근무방식을 말한다. 스마트워크의 도입은 조직 내부에 새로운 조직문화, 조직제도, 신기술을 채택하는 것을 의미한다. 조직 의사소통과 협업이 변화된 형태이기 때문에 기존 조직문화와 제도, 기술의 관행에 대한 변화를 요구할 수밖에 없다. 이에 본 연구 방법은 스마트워크 투자에 따른 의사소통의 매개적 효과, 조직저항 수준별로 조절 효과를 검정할 수 있도록 구조방정식 모형을 채택하였다. 구조방정식 모형을 통해서 스마트워크 투자가 의사소통과 조직 생산성에 긍정적 영향을 제공하는지 확인하고자 한다. 또한, 조직 변화 저항을 군집 분석하여 수준별로 구분하여 스마트워크 생산성에 미치는 효과 차이를 확인하였다. 연구결과, 스마트워크 투자로서 조직IT, 조직제도, 조직문화는 의사소통에 중요한 영향자로서 나타났으며, 개인적 성과에 직접적 영향력을 제공한다고 나타났다. 또한, 조직IT와 조직제도, 문화는 의사소통을 매개로 하여 개인 생산성과 조직 생산성에 간접적 영향력도 가진다고 나타났다. 하지만 조직IT와 조직제도의 독립변수는 조직 생산성을 높여주는 직접적 영향력은 없다고 나타났다. 그럼에도 불구하고, 조직IT와 조직제도는 의사소통을 매개로 하면 조직 생산성을 높이는 영향력을 가진다고 간접효과가 나타났다. 다음으로 조직저항의 세 집단의 생산성을 확인한 결과, 집단 간에 스마트워크 생산성 성과의 차이가 있다고 나타났다. 여기서 조직 저항이 낮은 집단은 다른 집단에 비해서 높은 생산성 성과의 영향력을 가진다고 나타났다. 집단별 분석 결과의 함의로는, 스마트워크의 긍정적 성과를 위해서는 우선적으로 조직제도를 개정하고, 다음으로 조직 문화를 형성시키고, 마지막으로 기술 도입을 고도화시키는 것이 중요하다고 나타났다. 본 연구의 이론적 함의로는 스마트워크의 배경을 기반으로 사회기술시스템 이론과 조직제도, 문화이론, 조직 변화저항이론, 직무 생산성 이론을 설명하였고, 기존 사회과학 이론들을 한층 더 구체화시키는 기반을 넓혔다. 실천적 함의로는 스마트워크로 발생될 수 있는 변화저항을 수준별로 관리한다는 것이다. 스마트워크를 급진적으로 투자하기보다는 단계별로 투자하여 생산성 성과를 높여야 한다는 것을 설명하였다. 향후 연구에는 스마트워크 투자를 국내 기업과 공공기관으로 구분하고 조직문화, 제도, 기술, 성과에 대한 차이를 비교 분석할 필요가 있겠다.

• 벤처창업연구
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• 제18권4호
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• pp.117-129
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• 2023

조직은 환경변화에 적응하고 보다 나은 성과를 거두기 위해 지속적인 조직변화를 추구해야 한다. 하지만, 당연한 명제에도 불구하고 조직성과나 변화를 조작화의 어려움 때문에 해당 연구 분야에 대한 실증분석이 거의 이루어지지 않은 실정이다. 본 연구에서는 이러한 한계점을 극복하기 위해 조직변화나 성과를 객관적으로 측정하고 평가하기에 적합만 자료가 비교적 체계적으로 구축된 프로스포츠팀을 기업조직으로 상정하여 조직변화의 원인과 효과를 분석하였다. 이를 위해 미국프로농구(National Basketball Association: NBA)팀의 8개 시즌(2014~2015-2021~2022)의 경기기록 및 트레이드 자료를 체계적으로 수집하고 전처리하여 SPSS 26.0에 설치한 프로세스 매크로 4.2의 7번 모형을 활용하여 분석했다. 실증분석 결과, NBA의 경우 직전 시즌 성적이 낮은 팀일수록 트레이드를 통한 조직변화를 더욱 활발하게 시도하여 성과를 도출하기 위한 조직의 역동이 크다고 볼 수 있으며, 트레이드는 직전 시즌의 승률과 해당 시즌 승률 간의 정(+)적 관계를 매개하는 것으로 나타났다. 하지만, 트레이드를 통한 팀의 직전 시즌 성적의 간접효과는 각 구단의 상황에 따라 다르게 나타나는 것으로 드러났다. 직전 시즌 플레이오프에 진출한 팀은 그렇지 않은 팀에 비해 같은 성적일지라도 트레이드를 적게 시행하는 경향성을 보이며, 직전 시즌의 성적이 해당 시즌의 성적과 높은 관련성을 지닌다. 반면에 직전 시즌 플레이오프에 진출하지 못한 팀은 상대적으로 큰 규모의 트레이드를 단행하는 경향성을 보였으며, 이 경우 트레이드의 매개효과는 사라지는 것으로 나타났다. 즉, 직전 시즌에 플레이오프 진출에 실패한 팀은 같은 승률을 달성하였더라도 플레이오프에 진출한 팀에 비해 트레이드를 통한 성적변화가 더 크게 발생한다는 것을 알 수 있다. 이러한 프로스포츠팀의 조직변화와 성과 간의 역동에 관해 실증하여 제시함으로써, 프로스포츠팀의 조직변화가 어느 시점에 더 효과적인지를 분석하였다는 점에서 이론과 실무적 시사점을 지닌다.

• 한국문헌정보학회지
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• 제19권
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• pp.63-112
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• 1990

The environment of the modern library is changing rapidly with advancements in information technology, massive increse in information, and with the changing needs of users for information in order to keep up with developments in science and technology. The library should also be in a constant state of change in accordance with the changing environment. But the current situation is that library organizations in Korea do not show any change. Here arises the need to diagnose the health of these organization. Organizational innovations can be achieved either by change in the organizational structure or administrative methods or in personal attitudes. In making organizational innovations, however, it is not sufficient only to change the organizational structure or the administrative methods without changing personal attitudes. The purpose of this thesis is to diagnose the health of university library organizations in Korea and to suggest prescriptions based on the results of this diagnosis, by means of organization development theory. In this study, the action research model and the diagnostic model were developed for the health of university library organization in Korea. The action research model consisted of 3 steps: diagnosis, intervention and evaluation. The diagnostic model comprised diagnostic criterion and diagnostic indicators. The health of an organization was selected as the diagnostic criterion. Diagnostic indicators were divided into 3 levels: personal job-satisfaction at the individual level, cohesiveness at the group level, and the organizational climate at the organizational level. Both the interview and the questionaire were used as diagnostic methods. The questionaire form was designed according to the Likert typle 5-point scale. For the investigation, 10 university libraries were selected from the private universities in Seoul, and questionaire sheets were sent to their 156 librarians and responses were received from 116 persons. An interview was carried out with a selected chief of departments of the library concerned. The results of the diagnosis show that the average personal job­satisfaction was 3.57, the group cohesiveness was 3.15 and organizational climate was 2.93, and accordingly the comprehensive health indicator was 3.22. The health of university library organizations in Korea was generally on the decline at all 3 levels. In particular, the organizational climate was in a very weak state. Most problems concern dissatisfaction with personnel policy, communications and non-professionally qualified directors. As the prescriptions, the following was suggested: institutionalization of the staff meeting for resolving problems with communication, appointement of professional directors, performance appraisal, conferring faculty status for librarians, and a suggest system. And for the improvement of the organizational climate, managerial grid training was suggested as one of the educational strategies for organizational development.

• 간호행정학회지
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• 제4권1호
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• pp.89-105
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• 1998

Modern organizations, both complicated and complex, operate in an economic climate of· turbulence and rapid change. And Today's healthcare environment is changing, driven by demographic, environmental. social, political and technological forces. In actual practice, the organization usually depend on several factors such as economic state of organization, managerial strategies, a synthesis of several theories that reflect individual biases, specific circumstances, and practical realities. These rapidly changing healthcare environment and professional nursing practice need a strategy for the organizational development and goal attainment. An understanding of organizational culture could help managers enhance or expand their management strategy, thus increasing the probability of their success in the organization. Organizational culture is an abstract, yet potent managerial concept. With roots in several disciplines, several perspectives and definitions of organizational culture have emerged. The concept of organizational culture has been rapidly introduced into the academic and organizational world, with the much attention to the excellent companies that have continued rapid grow th despite the overall world economic recession in the late of 1970s. Organizational culture is the combination of the symbols, language, assumptions, and behaviors that overtly manifest an organization's norm and values. It is the taken-for-granted and shared meanings people assign to their social surroundings that can have a profound effect on an organizaitonal decision making and performance. For attaining a organizational goal and developing organization, it is necessary to put emphasis on developing organizational culture. It has to set organizational culture well understood by its members as an instrument to achieve the organizational goals. Both Manager and staff can focus and act on the values identified. Also, managers will exhibit better decision making capabilities because they are guided by perception of the organizational values. Therefore, understanding of organizational culture could give a strategy for organizational development that assist hiring personnel, orienting new comers, facilitating organizational change and promoting learning and so on. But their is few study on nursing organizational culture in Korea. Moreover they have not had a clear definition of Korean nursing organizational culture. Therefore, it is necessary to lay down definition of Korean nursing organizational culture and fine out real factor of Korean nursing culture. For defining a definition of Korean nursing organizational culture, this study assessed several definitions of organizational culture, factors of culture, types of culture, and functions of culture through book review.

• Journal of the Korean Data and Information Science Society
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• 제21권5호
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• pp.983-997
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• 2010

This study is to explore the relationship between trust in local administrative organization and organizational performance. Local administrative organizations provide the citizens with administrative services. Heightening the organizational performance contributes the citizens' happiness and the stream of times through organizations' change. To provide high quality of administrative service to citizens, trust in organizations is more important than any other capital. The improvement of organizational performance needs through this social capital. Factors about trust variables and organizational performance variables are extracted through the theoretical discussions. To do the research, public servants in 7 local administrative organizations of Gangwondo were asked to do the survey about how trust in organizations affects organizationa performances. The results explain that trust variables are related to organizational performance, and the local administrative organization which is high in trust is high in organizational performance. Trust in local administrative organizations improves the organizational performance internally and the organization will obtain trust from the citizens externally.

• 대한방사선기술학회지:방사선기술과학
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• 제42권3호
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• pp.231-238
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• 2019

Medical institutions are abundant in human resources and have a unique structure with diverse professions and various organizational cultures coexist. This organizational culture influences organizational effectiveness and influences the effectiveness of the organization as a factor of leadership and organizational culture. Leadership is an important factor in linking employee behavior to organizational commitment to achieve job satisfaction. The purpose of this study was to analyze the effect of organizational effectiveness on organizational culture, leadership perception, and job stress in a special organization called radiologist. As a result, organizational culture and transformational leadership showed high correlation with 0.627. Among the organizational effectiveness variables, organizational commitment showed the highest influence with transformational leadership(${\beta}=0.284$, p<0.001), and job satisfaction was also the highest with transformational leadership (${\beta}=0.440$, p<0.001). The results showed that the expectation of transformational leadership affects organizational commitment and job satisfaction. In order to expect a positive change in the effectiveness of the organization, the radiologist culture requires an organizational culture that can fully demonstrate autonomy and creativity, and transformational leadership is required for this.

• 한국조리학회지
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• 제17권4호
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• pp.185-203
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• 2011

호텔조직은 환경변화에 적응하는 다양한 전략을 꾸준히 수립해야하며 호텔 인적자원은 변화에 대한 긍정적인 태도가 필요하다. 본 연구의 목적은 호텔 근무자의 조직변화에 대한 태도에 영향을 미치는 개인차원의 요인들을 문헌을 통해 도출하고, 경영에 대한 신뢰를 매개로 하여 개인 차원의 선행요인이 변화에 대한 태도에 미치는 영향관계를 분석하고자 시행하였다. 기존 문헌을 바탕으로 하여 (1) 정보에 대한 만족 (2) 의사표현의 자유(3) 직원의 의견 반영 이라는 세 가지 개인적 차원의 선행 변수가 도출되었다. 연구 목적의 실증분석을 위해, 서울, 대구, 부산, 제주도의 특1급 호텔 7개를 설문 대상으로 하였으며 300개의 설문 중 156개의 성실한 응답을 실제 분석에 활용하였다. 그리고 SPSS와 AMOS 7을 이용하여 구조모형방정식을 통해 연구가설을 측정하였다. 연구결과, 정보에 대한 만족, 의사표현의 자유, 직원의 의견반영은 경영에 대한 신뢰에 직접적인 영향을 주었고 신뢰는 변화에 대한 긍정적인 태도에 유의한 영향을 주었다. 나아가, 개인차원의 선행변수는 경영에 대한 신뢰를 매개로 하여 변화에 대한 긍정적인 태도에 유의한 영향을 주었다. 결론적으로 이 연구의 결론은 조직발전에 기여할 것이다.

• 기술경영경제학회:학술대회논문집
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• 기술경영경제학회 2005년도 27회 하계학술발표회 논문집
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• pp.44-68
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• 2005

The purpose of this paper is to analyze the organizational design and management of product development in creating new product architecture by an established firm. For the purpose, the paper put up the organizational design in the process of PDA(Personal Digital Assistant) development of Sharp and Casio which were Japanese major PDA firms in 1990s. PDA is the product born through architectural change from Electronic Organizer. Prior research on the product architecture change and organizational adaptation emphasized that an established firm is difficult to adapt to new product architecture due to the restriction of prior technology or organizational inertia. For overcoming these problems and successful development of new product architecture, organizational design and management in the process of product development becomes essential. In case of Sharp, corporate development project team had been used to overcome the restrictions from architectural knowledge accumulated through previous product. After launching first new PDA by corporate development project team, Sharp created a new division and pushed an evolution of PDA, when new PDA market start to grow up rapidly toward a major market segmentation. As a result, Sharp was able to build up stable PDA project trajectory. However, Casio was late for three years in launching of new PDA architecture because previous division charging of Electronic Organizer tried to develop first new PDA. Casio's PDA development was prohibited by engineers of previous division because new PDA architecture was inferior on user interface and display definition. That is, Casio's first PDA development was restricted by architectural knowledge of previous product.

• The Journal of Asian Finance, Economics and Business
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• 제8권5호
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• pp.315-324
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• 2021

The study aims to investigate new theoretical approaches in an effort to resolve conceptual contradictions regarding the impact of organizational culture on developing culture for change, first by providing socio-structural frameworks supporting intrapreneurship, and second through encouraging professional culture behavior with management practices or organizational members acting as agents of change forming a deeper culture of values and behavior. The design of this research is quantitative. This study employs survey data of managers and section heads, which met the sampling requirements. Data analysis in this research used structural equation modeling (SEM) with the help of the AMOS program. The results show that all hypotheses are supported. The findings of this study suggest that the organizational culture transformation and dyadic social intrapreneurship based on professional culture (DSIBPC) have significant positive influence as antecedents of competitive advantage. This research also shows that DSIBPC is able to act as an important mediator that fills a gap in the relationship between organizational culture transformation toward competitive advantage, as well as being an alternative strategy for organizations in an effort to increase their competitive advantage. Referring to the results of this research, organizations need to focus and pay attention to the DSIBPC.