• 유통과학연구
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• 제13권3호
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• pp.93-100
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• 2015

Purpose - Since the early 1990s, it has been observed that the number and substance of studies on female leadership have been increasing. One of the reasons for this development may be concerned with the increasing number of female labor market participants as well as the greater opportunities for them to take higher positions in various organizations. In addition to this, the transition from mechanistic organizational structures that emphasize authority, control, and efficiency toward organic ones that focus on environmental adaptability, equality, and trust has also encouraged research on female leadership. The research tendency is based on the assumption that male and female leaders tend to exhibit different leadership styles according to their gender differences. Recent research has cast doubt on this assumption, by showing that the sociological gender roles of men and women are independent such that some female leaders show authoritative and control-oriented leadership, which were once considered to be male leadership styles. Research design, data, and methodology - This research attempts to carry out an empirical study on the gender-related leadership styles of female leaders and to examine their effect on group performance in the K business organization. This study also focuses on leader attributes such as trust, and it aims to discover whether these attributes should be regarded as independent or as moderating variables between leadership styles and performance. For these purposes, this study generated four hypotheses based on a review of the literature and it tested them using a survey. Female workers in the sales departments of the K Company, all of whom are women, were asked to provide answers to the presented questionnaires. This study hypothesizes that the type of gender roles played by women leaders will affect the job satisfaction and organizational commitment among the members of the sales group, and that the level of trust that is garnered by women leaders will also affect the types of gender roles that they play as well as employee job satisfaction and organizational commitment. Results - The results of this study show that both androgynous and masculine leadership styles are superior to the feminine leadership style in terms of employee job satisfaction and organizational commitment. However, contrary to our expectations, this study fails to show the superiority of the androgynous leadership style over the masculine leadership style. Moreover, there are no significant differences between these two leadership styles with regard to group performance. Conclusions - This study shows that it is important that different attributes of leaders, such as how trusted they are, be treated as moderating variables between leadership and performance rather than as independent variables. Finally, as this is the first attempt to view the role of the gender in a new perspective, the managerial implications of this study for leadership research, as well as its limitations, are presented. Suggestions for future related research are also proposed.

• 산경연구논집
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• 제14권3호
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• pp.9-17
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• 2023

Purpose: Intrinsic motivation can be affected by external factors and may not always be present in an employee. This study aims to shed light on the role of intrinsic and extrinsic motivation in driving employee performance and to determine which type of motivation has a greater impact on performance. Additionally, the research seeks to understand the impact of motivation on different employee characteristics, such as age, gender, and job tenure. Research design, data and methodology: The present author has obtained textual data from the current literature dataset, However, focusing on mostly journal articles and published books because it could provide the justification of reliability and validity and help to collect solid previous studies which is logically categorized themes. Results: The findings of the present research are divided into four differences (Difference in Job Satisfaction, Difference in Job Involvement, Difference in Organizational Commitment, and Difference in Turnover Intention), each focusing on one aspect of employee performance: job satisfaction, job involvement, organizational commitment, and turnover intention. Conclusions: Organizations can use the differences in employee performance based on intrinsic and extrinsic motivation to improve employee performance by recognizing the importance of intrinsic motivation, providing opportunities for employees to experience intrinsic motivation, and balancing extrinsic and intrinsic motivation.

• 유통과학연구
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• 제14권5호
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• pp.39-50
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• 2016

Purpose - The purpose of this study was to substantiate the relationship between on-the-job training (OJT) characteristic factors and OJT outcomes and the moderating effect of the tie strength between a trainer and a trainee on the relationship. OJT characteristic factors were composed of a unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support. OJT outcomes included job satisfaction and organizational commitment in the research. The tie strength means a sense of intimacy with a trainer. All of the OJT characteristic factors, OJT outcomes, and the tie strength were defined operationally as the perceived ones by a trainee. Research design, data, and methodology - This study analyzed the data of 302 employees in a domestic travel agency as early career for seven years or less. The main methods for the analysis were multiple linear regression analysis and moderating effect analysis. The whole process of the data analysis was conducted using the SPSS 21.0 for windows. Results - The results of the study are as follows: First, every five element of OJT, including unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support, showed positive influence on OJT outcomes - job satisfaction and organizational commitment. Second, the tie strength between a trainer and a trainee was positively related with OJT outcomes. Finally, the strength of ties between the trainer and the trainee was found positively to moderate the relationship of a unit of work to be learned, OJT design, or OJT support, with OJT outcomes. However, the moderating effect of the tie strength was not significant statistically between the trainee's motivation or the trainer's ability, and OJT outcomes. Conclusion - In the study, it was demonstrated that every OJT characteristic factors have a positive contribution to job satisfaction and organizational commitment for early career employees. In addition, the study showed the need to pay attention to improve the quality of relationships between trainers and trainees, in order to increase the impact of a unit of work to be learned, OJT design, and OJT support. These findings suggest the implications in the three factors as external factors that constitute OJT. The three factors are made by HRD practitioners who are involved in design and operation of the program as well as their interventions to improve the quality of the relationship between trainers and trainees. On the other hand, it was demonstrated in the research that trainee's motivation and trainer's ability, regardless of their tie strength, have a direct impact on OJT outcomes by itself. Moreover, the trainee's motivation and trainer's ability are intrinsic characteristics, rather than external factors that constitute OJT. Therefore, they are unlikely to be changed by HRD practitioners' interventions. In conclusion, it was argued in the research that the trainee's motivation and trainer's ability should be a consideration in selecting and matching partners in OJT participants before starting OJT.

• 실천공학교육논문지
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• 제15권2호
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• pp.243-258
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• 2023

본 연구는 변혁적 및 거래적 리더십이 조직몰입을 거쳐 혁신행동에 미치는 매개효과와 공직만족에 의해 조절된 매개효과를 확인하는 것이 목적이다. 이를 위해 한국행정연구원이 중앙행정기관 및 광역자치단체 소속 일반직 공무원을 대상으로 실시한 2021년 공직생활 실태조사 데이터 4,133부를 최종분석에 사용하였고, 변인간의 관계를 분석하기 위하여 SPSS 21.0과 Mplus 8.4 프로그램을 활용하였다. 검증 결과로 변혁적 및 거래적 리더십이 조직몰입과 혁신행동에 정의 영향을 미치고, 조직몰입은 혁신행동에 정의 영향을 미치는 것으로 확인했다. 또한, 변혁적 및 거래적 리더십과 혁신행동의 관계에서 유의한 매개효과를 가지는 것으로 확인되었다. 변혁적 및 거래적 리더십이 조직몰입을 통해 혁신행동에 미치는 매개효과는 공직만족의 수준에 의해 조절되는 것으로 확인되어 제시한 가설은 모두 채택되었다. 이상의 분석결과를 토대로 이론적, 실무적 제언과 향후과제를 제시했다.

• 한국병원경영학회지
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• 제9권3호
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• pp.98-127
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• 2004

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of hospital organization management. The subjects of this study were 510 employees in 1 University Hospital and 3 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from April 26 to May 7, 2004 through survey questionnaires. The main results of this study were as follows: First, From the results of multiple regression analysis to identify major influencing factors of labor union commitment level, In University hospitals, males than females, and those who had senior officer posts in labor union showed higher positive correlation with the attitude of their colleagues. In general hospitals, those who had served in Union for shorter period showed higher commitment in union. Second, When looking into the major influencing factors on the level of commitment in labor union according to their jobs, male administrators showed higher positive correlation in the level of commitment in labor union and the relationship with union. Among nurses, those who had lower education level, those who had higher job satisfaction, those who had higher emotional attachment to their job, those who had better relationship with union and better satisfaction in union showed higher commitment level. In medical technicians, those who had higher emotional attachment to their job showed higher commitment level. To summarize study results, the level of commitment in labor union depends on job satisfaction, managers' attitudes, emotional attachment to their jobs, union satisfaction factors, their colleagues attitudes toward union and thee atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as job satisfaction is important determinant in union commitment, hospital managers should have countermeasures to enhance the job satisfaction level of hospital employees. Moreover, as managerial factors of the principal of hospital influence union commitment directly, the attitudes of hospital managers toward union and transparency of hospital management should be improved.

• 벤처창업연구
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• 제19권3호
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• pp.41-51
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• 2024

본 연구는 자동차 부품 제조기업의 ESG 경영 활동이 조직신뢰와 조직몰입 그리고 직무만족에 미치는 영향을 분석하고, ESG 경영 활동과 직무만족 사이에서 조직신뢰와 조직몰입의 매개효과를 살펴보고자 하였다. 선행연구들의 이론적 배경과 실증분석 결과들을 참고하여 연구모형과 가설을 설정하였으며, 실증분석을 위하여 부산·경남소재 자동차 부품 제조기업인 C사와 E사, G사 그리고 S사의 구성원을 대상으로 221부의 설문지를 확보하였다. 연구 결과는 다음과 같다. 첫째, ESG 경영 활동과 조직신뢰와의 관계 규명에서 에너지절감, 지역클러스터구축, 준법윤리경영이 통계적으로 유의한 것으로 나타났다. 둘째, ESG 경영 활동이 조직몰입에 미치는 영향 분석에서 준법윤리경영이 유의한 정(+)의 성과를 보였다. 셋째, 조직신뢰와 직무만족과의 관계 분석에서 유의한 정(+)의 결과를 나타내었다. 넷째, 조직몰입은 직무만족에 유의한 정(+)의 영향을 미치는 것으로 분석되었다. 마지막으로 조직신뢰와 조직몰입의 매개효과 분석에서 두 변수 모두 매개효과가 있는 것으로 나타났다. 결론적으로 자동차 부품 제조기업들은 ESG 활동을 통하여 조직에 대한 신뢰와 몰입을 높이려는 노력을 기울임으로써 구성원들의 직무만족을 높일 수 있다는 점을 인식하는 계기가 되었다는 것이다.

• 간호행정학회지
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• 제17권4호
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• pp.538-550
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• 2011

Purpose: The purpose of this study was to review articles, thesis and dissertation on turnover intention of hospital nurses in order to identify overall trends in turnover intention of nurses and suggest strategies for reducing turnover intention. Method: Thirty research papers on turnover intention of nurses were reviewed. Result: These papers were journal articles and thesis regarding nurses who worked in general wards, intensive nursing units, and emergency rooms in hospital. The tools used to measure turnover intention were Lawler (1983), Mobley (1982), and Lee (1995), and others. Most of tools were composed of 1-11 items, with 4-7 point Likert scales. Reported reliability was .55 to .91. The mean score for turnover intention was between 2.40 and 3.85. The important results revealed that job satisfaction, organizational commitment, and stress affected turnover intention of hospital nurses. Conclusion: The findings from this review indicate that to reduce turnover intention for hospital nurses, a nurse manager should increase job satisfaction, organizational commitment, and reduce stress by developing a good culture and work climate. Moreover it is necessary to assess stress and job satisfaction of nurses, and to manage nurses' welfare, including night duty policy, salary, and career ladder.

• 한국융합학회논문지
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• 제8권7호
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• pp.63-73
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• 2017

본 융합연구의 목적은 간호사의 코칭행동수준과 감성지능이 조직유효성에 미치는 영향을 확인하기 위한 서술적 조사연구이다. 연구대상자는 B, U광역시 4개의 종합병원 간호사이며, 2017년 3월 2일부터 2017년 3월 23일까지 자기기입식 설문지로 조사 후 최종 182부를 IBM SPSS 21.0프로그램을 이용하여 분석하였다. 연구결과 코칭행동수준 $3.28{\pm}0.42$점, 감성지능 $3.27{\pm}0.45$점, 조직유효성 중 조직몰입 $2.89{\pm}0.52$점, 직무만족도 $2.94{\pm}0.53$점, 이직의도 $3.24{\pm}0.56$점이었다. 조직몰입은 코칭행동수준, 감성지능과 정적상관관계가 있었고, 조직유효성에 영향을 미치는 융합요인은 프리셉터 경험(${\beta}=.25$, p=.001), 간호직 만족도(${\beta}=.26$, p<.001), 코칭행동수준(${\beta}=.26$, p<.001)이었고 설명력은 25%이었다. 따라서 간호사의 조직몰입을 높이기 위해서 직무의 특성을 만족시키고, 코칭행동수준을 향상시키는 중재프로그램이 마련되어 적용된다면 조직유효성을 높일 수 있을 것으로 기대한다.

• 토지주택연구
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• 제2권4호
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• pp.315-324
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• 2011

In the merged organization, the efforts of integration such as various PMI activities, etc. are exerted and the performance of PMI can be judged by evaluating the effectiveness of an organization. In this paper, the empirical analysis was conducted to see what effects of 'planned PMI activities' and 'voluntary integration efforts' have on the effectiveness of an organization which is 'Organizational Commitment', 'Job Satisfaction', 'Emotional Integration' and 'Shared Value Recognition'. The survey was made on the employees of LH, which is a representative case of public corporation advancement, and SPSS 17.0 and AMOS 17 were used for the analysis. As a result of the analysis of a structural equation model, it indicated that both 'planned PMI activities' and 'voluntary integration efforts' have direct influence on 4 indices of effectiveness of an organization respectively. In particular, it was found that 'planned PMI activities' affects 'Shared Value Recognition' the most and 'voluntary integration efforts' has the largest effect on 'Emotional Integration'. Through this study, it was verified that voluntary integration efforts of members as well as the planed formal PMI activities are also very important factor of effect on the integration performance of an organization.

• 벤처혁신연구
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• 제1권1호
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• pp.113-127
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• 2018

본 연구의 목적은 공조직을 대상으로 조직신뢰의 결정요인 및 조직유효성에 미치는 영향을 탐구하는데 있었다. 연구를 위해서 조직신뢰의 결정요인으로는 조직의 배려, 공정성, 도덕성, 조직의 역량 및 사회적 책임의 5가지 요인을 검토하였으며, 조직유효성 지표로는 직무만족, 조직몰입 및 이직의도 3 변수를 사용하였다. 연구를 위해서 경기도 지자체에 근무하는 323명의 공무원으로부터 구조화된 질문지를 이용하여 자료를 수집하였으며, 수집된 자료는 구조방정식모형을 사용하여 분석하였다. 분석결과 조직의 배려, 공정성, 도덕성, 조직의 역량 및 사회적 책임 다섯 요인이 모두 조직신뢰의 형성에 긍정적인 영향을 미치며, 또한 조직신뢰는 조직유효성 지표인 직무만족 및 조직몰입에 긍정적 영향을, 그리고 이직의도에는 부적인 영향을 미치는 것으로 나타났다.