• 한국간호교육학회지
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• 제17권1호
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• pp.80-89
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• 2011

Purpose: The purpose of this study was to discover the effect of emotional intelligence on organizational performance in clinical nurses regarding anger expression, job satisfaction, job commitment, and turnover intention. Methods: Data were collected by self-administered questionnaires from 162 clinical nurses in three university hospitals in 2008, and analyzed by the SPSS 14.0 Window program, using descriptive statistics, pearson correlation, and stepwise multiple regression. Results: Emotional intelligence showed a statistically significant association with each of anger expression-in, anger expression-control, job satisfaction, job commitment, turnover intention, and organizational performance. The multiple regression analysis also showed that organizational performance was statistically significant with job satisfaction, job commitment, and emotional intelligence respectively. 38.0% of the variation of organizational performance was explained by these variables. Conclusion: Emotional intelligence significantly affected organizational performance together with job satisfaction and job commitment. From this result, it could be concluded that nursing interventions for emotional intelligence have a positive effect on improving organizational performance. Further studies are needed to develop nursing intervention programs for emotional intelligence and test its effects on organizational performance.

• 산업경영시스템학회지
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• 제41권3호
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• pp.30-40
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• 2018

The purpose of this study is to examine the effect of project-based organizational resources on the business performance in the resource-based view (RBV) and dynamic capability one and analyze their relationship through an integrated model. The RBV argues that firms get competitive advantages when they have VRIN characterized resources but dynamic capability view argues that RBV has its limitation under volatility so it enables them to obtain competitive advantages in ever changing environments. This study analyzes data collected from 270 survey questionnaires on the project management related staff at the project-based organization among major companies in Korea. The result demonstrates that two project organizational resources on strategic and executional management with VRIN characteristics are found to bring positive effects on the organizational dynamic capabilities and also the dynamic capabilities such as integration & reconfiguration, organizational learning are verified to bring meaningful positive effects on the business performance. On the other hand, unlike previous studies, ambidexterity has quite a weak effect on the business performance. Therefore, we expect that the resources of the project-based organization with VRIN lead to strengthen the firm's business performance through organizational dynamic capabilities and produce high performance through the integrated model of RBV and dynamic capability one. The study has academic meanings that widely confirm the effects and characteristics of main elements of VRIN project organizational resources on the business performance of competitive advantage through the dynamic capabilities of the organization by the regression on the precedent studies regarding the project management resources and their relationship with the VRIO characteristics. The practical implication is that it is preferentially necessary for the organization to obtain VRIN resources and organizational dynamic capabilities, especially organizational learning to have sustainable competitive advantages.

• 디지털융복합연구
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• 제18권1호
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• pp.169-175
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• 2020

본 연구는 간호조직 내 태움(직장 내 괴롭힘)이 간호 조직성과의 인과관계와 조직침묵의 매개효과를 검증을 목적으로 한다. 본 연구의 조사대상은 서울에 위치한 A대학병원 273명의 간호사이며, 인과관계 및 매개효과 분석을 위하여 매개회귀분석를 실시하였다. 분석결과 태움은 기본적으로 간호조직성과에 부정적 영향을 주고 있었다. 조직침묵의 매개효과를 고려하였을 때, 체념적 침묵은 완전매개효과를 갖고 있는 것으로 나타나 태움이 직접적으로 조직성과에 부정적 영향을 주지는 않았으나, 체념적 침묵을 통하여 부정적 영향을 주고 있는 것으로 분석되었다. 방어적 침묵의 매개효과는 부분적이었으며, 태움이 직접적인 영향을 주고 있는 것과 동시에 방어적 침묵을 통하여서도 매개하여 부정적 영향을 주고 있는 것으로 나타났다. 태움의 부정적 영향은 간호조직의 성과에 직·간접적으로 영향을 주고 있고, 조직 침묵을 매개하기 때문에, 태움에 대한 제도적 예방을 통한 적극적 간호관리가 이루어져야 할 것이다.

• 한국IT서비스학회지
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• 제19권6호
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• pp.55-82
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• 2020

This study examined the factors that influence the turnover intention, job performance of call center representatives based on the adaptive structuration theory (AST). This study intended to empirically examine how individual characteristics of representative affect the technological and task adaptation, how they affect job performance and turnover intention. On the other hand, this study also explains how rational culture and organization a reputation which are considered as dimensions of organizational characteristics affects organizational commitment, and verifies the relationship between organizational commitment and job performance and turnover intention. Finally this paper aim to provide academic and practical implications. In order to solve the above research problems, this research proposed a model based on the adaptive structuration theory. In order to identify the relationship between the proposed variables and the AST for individual, we conducted an empirical test on the call center representatives. The structural equation model was used to verify the research model and hypotheses. The results of the empirical analysis show that the personal characteristics of counselors, such as communication skills, multitasking abilities, and innovativeness have a positive effect on skill adaptation, and skill adaptation has a positive effect on task adaptation, furthermore, it influences on job performance and turnover intention Respectively. In addition, among the factors of organizational environmental dimensions of the call center, it was found that organizational reputation not only increase continuance commitment but also increase normative commitment. Contrary to our expectations, perceived rational culture didn't have a positive effect on organizational commitment. Also, continuance commitment and normative commitment are valid predictors of job performance, but they have nothing to do with turnover intention. On the contrary, emotional commitment is the only one variable among three dimensions of organizational commitment have a positive effect on turnover intention, but is not a valid predictor of job performance.

• 대한간호학회지
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• 제52권5호
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• pp.511-521
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• 2022

Purpose: This study aimed to examine the moderating effect of organizational justice on the relationship between self-efficacy and nursing performance among clinical nurses. Methods: In January 2021, a cross-sectional survey was conducted with 224 clinical nurses recruited from a university-affiliated hospital in Suwon, South Korea. Participants completed online-based, self-report structured questionnaires. Collected data were analyzed using multiple regression and a simple model of PROCESS macro with a 95% bias-corrected bootstrap confidence interval. Results: Self-efficacy and organizational justice were found to be significant predictors of nursing performance. These two predictors explained the additional 34.8% variance of nursing performance in the hierarchical regression model, after adjusting the other covariates. In addition, organizational justice moderated the relationship between self-efficacy and nursing performance among the clinical nurses. In particular, at low self-efficacy level, participants with high organizational justice had higher nursing performance compared to those with low organizational justice. Conclusion: Enhancing organizational justice can be used as an organizational strategy for improving the organizational culture in terms of distribution, procedure, and interaction. Ultimately, these efforts will contribute to the improvement of nursing performance through a synergistic effect on organizational justice beyond nurses' individual competency and self-efficacy.

• 한국산학기술학회논문지
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• 제18권2호
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• pp.356-373
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• 2017

본 연구는 발전공기업의 성과지향보수제도가 실질적으로 직원들의 조직몰입도를 유도하여 조직의 효율성 및 조직성과 제고에 기여하는 지의 여부를 실증적으로 분석하여 공기업의 성과지향보수제도가 나아가야 할 방향을 제시해보려고 했다. 연구결과에 의하면 성과연봉제의 개인별 성과보상 적정성과 성과연봉 확정을 위한 개인별 근무평정은 조직몰입에 유의한 영향을 미치는 반면, 성과배분제의 외부평가(정부경영평가) 및 내부평가는 조직몰입에 유의한 영향을 미치지 않았다. 성과연봉제와 성과배분제 모두는 조직성과에 유의한 영향을 미치는 것으로 나타났다. 또한 성과지향보수제도 중 성과연봉제의 보상적정성 및 개인별 근무평정은 조직성과에 직접적으로 영향을 미치며, 조직몰입을 경유하여 간접적으로도 조직성과에 영향을 주어 조직몰입도의 부분적 매개효과가 있음이 검증되었으나, 외부평가와 내부평가는 조직몰입과의 영향관계가 유의하지 못하여 매개효과 검증의 의미가 없는 것으로 나타났다. 연구결과가 시사하고 있는 점은 공정하고 수용성 있는 평가지표 개발 및 성과지향 보수체계에 대한 제도운영 정책을 회사, 노조 및 직원 모두의 지혜를 모아 수립하여 시행한다면 성과지향보수제도가 회사에 대한 직원들의 애사심 고취 및 조직성과를 향상시켜 국민과 정부에게 신뢰받는 진정한 공기업으로서의 역할을 할 수 있게 된다는 것이다.

• 디지털융복합연구
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• 제7권2호
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• pp.51-62
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• 2009

Most studies of organizational effectiveness previously done, have measured financial performance such as productivity, efficiency or subjective performance such as a commitment, satisfaction, and turnover intention of employees. However, these measurements have limitations to evaluate a organizational effectiveness in recent knowledge information era because evaluation of organizational effectiveness in knowledge-based society needs measurements in various aspects such as financial, customer, internal business process, and learning and growth. The purpose of this study is to overcome these problems and to introduce an appropriate system for evaluation of organizational effectiveness under knowledge management paradigm. In this paper, we suggest a Balanced Scorecard(BSC) as a new measurement standard of organizational effectiveness in a knowledge information era. The balanced scorecard is designed to help firms that have historically overemphasized short-term financial performance. When measuring organizational effectiveness through Balanced Scorecard(BSC) suggested by Kaplan and Norton[31], it is to present the measurement indices that can cover the limitation of the past evaluation indices of organizational effectiveness.

• 시큐리티연구
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• 제57호
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• pp.205-230
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• 2018

본 연구는 민간경비 조직의 서번트 변혁적 리더십, 조직시민행동, 조직성과 간의 구조모형을 검증하고자 서울과 경기도에 소재하고 있는 민간경비업체에 근무 중인 경비원을 모집단으로 선정한 후 집락무선표집법(culster random sampling method)을 통하여 조사하였다. 조사기간은 2016년 9월1일부터 11월30일까지 350명을 대상으로 실시하였다. 이 연구는 SPSSWIN 21.0과 AMOS 21.0을 이용하여 연구의 목적에 따라 요인분석(EFA/CFA), 신뢰도분석, 수렴 및 판별타당도분석, 공변량 구조분석을 실시하였다. 이 연구를 통하여 얻은 결론은 다음과 같다. 첫째, 서번트 리더십은 조직시민행동에 통계적으로 .001수준에서 직접적으로 정의(+) 영향을(${\beta}=.406$) 미친다. 둘째, 변혁적 리더십은 조직시민행동에 통계적으로 .001수준에서 직접적으로 정의(+) 영향을(${\beta}=.373$) 미친다. 셋째, 조직시민행동은 조직성과에 통계적으로 .01수준에서 직접적으로 정의(+) 영향을(${\beta}=.615$) 미친다. 넷째, 서번트리더십은 조직성과에 통계적으로 영향을(${\beta}=.211$) 미치지 않는다. 다섯째, 변혁적 리더십은 조직성과에 통계적으로 영향을(${\beta}=.058$) 미치지 않는다. 여섯째, 조직시민행동은 서번트 리더십과 조직성과 간의 관계에서 통계적으로 .01수준에서 정의(+) 매개효과(${\beta}=.249$)가 있다. 일곱째, 조직시민행동은 변혁적 리더십과 조직성과 간의 관계에서 통계적으로 .01 수준에서 정의(+) 매개효과(${\beta}=.230$)가 있다.

• 대한안전경영과학회지
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• 제17권3호
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• pp.343-353
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• 2015

The purpose of this study includes: Firstly, to examine the effects of corporate entrepreneurship on market orientation, radical innovation, and organizational performance. Secondly, to examine the mediating effect of the market orientation, radical innovation on the relationship between corporate entrepreneurship and organizational performance. In order to verify the relationships and mediating effect, data were collected from convenient sample of 269 employees at small and medium enterprises in Busan, Ulsan, Gyeongju city to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0 and AMOS 18.0. This study reports findings as followed: first, the relationship between the corporate entrepreneurship and the market orientation is positively related. Second, there was also a positive correlation between the corporate entrepreneurship and the radical innovation. Third, there was also a positive correlation between the market orientation and the radical innovation. Fourth, the relationship between the market orientation and the organizational performance is positively related. Fifth, there was also a positive correlation between the corporate entrepreneurship and the organizational performance. Sixth, there was also a positive correlation between the radical innovation and the organizational performance. Finally, the market orientation played as a partial mediator on the relationship between corporate entrepreneurship and radical innovation. The market orientation and radical innovation played as a partial mediator on the relationship between corporate entrepreneurship and organizational performance. Also, the radical innovation played as a partial mediator on the relationship between market orientation and organizational performance. Based on these findings, the limitations of the study and some directions for future studies were presented.

• International Journal of Advanced Culture Technology
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• 제7권1호
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• pp.49-57
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• 2019

The main purpose of the research is to examine impact of organizational justice and perceived organizational support on effectiveness of crime control in police organizations. This research employs a survey questionnaire to measure organizational justice, perceived organizational support, and effectiveness of crime control. The number of subject of the study is 285 police officers working in Daegu metropolitan city and some cities of Gyeongsangbuk-do province. The study employs regression analysis to analyze the effect of organizational justice and perceived organizational support on police performance. As the result of analysis, the effect of organizational justice on effectiveness of crime control is statistically significant at the level 0.01, perceived organizational support at the level 0.05. The key finding of this study is that in the performance-based management system, the reciprocal relationships between managers and individual officers with organizational justice and perceived organizational support play an important role in building a sustainable growth system in the police.