• The Korean Journal of Health Service Management
• /
• v.4 no.1
• /
• pp.135-149
• /
• 2010

The objective of this study is to investigate the influence of role conflict, childcare stress, and stress coping type on organizational commitment among female workers at hospital settings, and thus, to suggest implications for improving their productivity and quality of working life. Data were collected from 195 female employees working at a general hospital in Busan Metropolitan Area by using structured self-administered questionnaire. Among study variables, role conflict(-) and direct-positive stress coping type(+) had statistically significant effect on organizational commitment. This study results imply that role conflict, and stress coping type are crucial for managing desirable job attitude of female employees. Therefore, education and training, and consultation programme for diminishing role conflict and adopting appropriate stress coping type should be developed and utilized.

• International Journal of Naval Architecture and Ocean Engineering
• /
• v.3 no.4
• /
• pp.233-241
• /
• 2011

The article describes actions and strategies to obtain higher productivity on maritime automobile terminals. The main focus is on elaboration of efficient and effective organizational structure to model and implement short-term, mid-term and long-term strategies. In addition, with an empiric approach we combined the analyses of current findings in important scientific papers and our acknowledgments in practical research of north Adriatic maritime automobile terminals. The main goal is to propose actions towards increasing system's productivity. Based on our research of the north Adriatic maritime automobile terminals and with Lambert's model an in-deep analysis of limiting factors, user's expectations and possibilities for productivity increase has been performed. Moreover, with our acknowledgments a three-level decision-support model is presented. With an adequate model implementation it is possible to efficiently develop and implement different strategies of productivity measurement and productivity increase, especially in the fields of internal transport productivity, entrance/exit truck gates operations and wagon manipulations. According to our observation a significant increase might be achieved in all three fields.

• Journal of the Korean Society for Aviation and Aeronautics
• /
• v.24 no.3
• /
• pp.26-36
• /
• 2016

The purpose of this paper is to analyze the relationship between the perception of organizational citizenship behavior and that of safety culture by airline pilots. Finding factors which composed of organizational citizenship behavior, this paper will prove the effects of those factors to the safety culture of an airline. Organizational citizenship behavior means the activities of members, based on their free will, to enhance organization's overall productivity and performance, which are, however, not officially and apparently approved by the organization. Safety culture is to contain the concept in the organization's protocol, procedure and policy affecting safety performance of the organization. According to the analysis, it was proven compliance of organizational citizenship behaviors has a positive effect on safety culture through job satisfaction. Moreover, altruism and individual initiative have a direct positive effect on safety behavior of pilots.

• Culinary science and hospitality research
• /
• v.14 no.3
• /
• pp.223-237
• /
• 2008

The purpose of this study is to investigate the effects of employees' psychological empowerment on job satisfaction, organizational commitment and the intention of changing an occupation, and then to suggest the ideal ways to improve productivity through human resource management and to get competitive advantages for efficient management. In order to achieve the purpose of this study, we performed both literature review and empirical research. There are conclusions to investigate psychological empowerment about employees in family restaurants. First, self-determination ability, competence and the influential power of which components of empowerment employees perceived affect job satisfaction significantly. In other words, empowered people feel job satisfaction and commit to their organizations. In the relation between empowerment and organizational commitment, influential power and roles affect them significantly, but self-determination ability and the meaning do not. Next, job satisfaction significantly affects organizational commitment and the intention of changing jobs, but organizational commitment doesn't affect the intention of changing jobs significantly. Finally, we suggest some implications about the management of family restaurants based on the results of this study.

• Culinary science and hospitality research
• /
• v.14 no.2
• /
• pp.193-204
• /
• 2008

The purpose of this study is to research about the relation between high-involving work system and organizational commitment of kitchen employees in food-service industry as one of the performance variables. For this research, a survey was done based on the people living in Seoul. Total 451 copies of questionnaire were distributed from $2^{nd}{$ April through $30^{th}$ in 2007. The collected data were used in analyzing frequency and factor through SPSS 14.0 and equation model LISREL 8.30 statistical package. The findings of this research are as follows: First, high-involving work system had a positive effect on self-leadership(t=5.85) and job satisfaction(t=3.71) but a negative effect on organizational commitment (t=0.76). But the final effect shows a positive result with job satisfaction as a mediating variable(t=5.99). Self-leadership had a positive effect on job satisfaction(t=9.51) but a negative effect on organizational commitment(t=0.91). This study suggested a desirable work system of organizational commitment for the improvement of productivity in foodservice industry. The concern and efforts of managers and executives to improve work environment for kitchen employees help to make quality better and improve the performance of a company with customer satisfaction.

• Journal of the Korea Safety Management & Science
• /
• v.14 no.2
• /
• pp.91-101
• /
• 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.

• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.2
• /
• pp.595-604
• /
• 2021

For civil servants in the legal sector, the best performance that must be shown is not how they carry out activities following standard operational procedures but what is more important is how they show Organizational Citizenship Behavior (OCB) in daily activities. This study aims to examine what factors influence the formation of OCB civil servants in the legal sector in Indonesia. The study was conducted on 145 civil servant respondents who were involved in secretarial activities, each from the Judicial Commission Secretariat, the Attorney General's Office, the Ministry of Justice, the Supreme Court, the Police Headquarters, and the Constitutional Court. The research methodology used Partial Least Square (PLS) Version 3.0. The empirical findings of the research show that organizational culture has a significant influence in shaping transformational leadership that can build OCB among civil servants in Indonesia. This effect is much larger and more significant than the compensation system, which is widely believed to be the main factor in forming OCB, such as the results of previous studies. The results of this study imply that the formation of an organizational culture with values that can create high work productivity which has an impact on transformational leadership styles in building OCB.

• Journal of Distribution Science
• /
• v.21 no.10
• /
• pp.63-75
• /
• 2023

Purpose: This research delves into the relationship between self-leadership and procrastination behavior in banking distribution networks. Based on the self-determination theory, the study explores how organizational commitment mediates the relationship between these variables. Moreover, the research considers the vital role that intrinsic motivation plays in enhancing and reinforcing these connections. Research design and methodology: Using data from 384 bank employees and partial least squares structural equation modeling, the research found evidence to support the theory. This methodological approach enabled the investigation to uncover the intricate links between self-leadership, procrastination behavior, organizational commitment, and intrinsic motivation. Results: The findings strongly support the hypotheses, indicating a negative association between self-leadership and procrastination behavior at the workplace; conversely, a positive correlation was found between self-leadership and organizational commitment. The discovery further strengthens the results that intrinsic motivation amplifies the positive relationship between self-leadership and organizational commitment. Conclusions: This research underscores the importance of cultivating a culture of self-leadership among banking distribution network employees. By doing so, procrastination can be substantially reduced, enhancing both productivity and overall performance. The study's insights are particularly valuable for organizational leaders in the banking sector, as they provide actionable pathways to foster a more committed, motivated, and efficient workforce.

• STI Policy Review
• /
• v.6 no.2
• /
• pp.1-23
• /
• 2015

This study aims to contribute to the debate over the age-productivity relationships in scientific and technological research. For this purpose, we conducted an empirical experiment employing a time-series cross-section dataset derived from the KRI of the NRF containing data on individual researchers of fifty major universities in Korea covering the period of 2008-2013. This study has found that: (1) there exists an inverse U-shaped age-productivity relationship at the level of individual researchers; (2) the impact of the average age of a research group on the productivity of individual researchers varies across fields; (3) male and female researchers move along different age-productivity curves; and (4) the inverse U-shaped age-productivity relationship also holds at the level of organizations. The results suggest that the aging of researchers in Korea will soon reach the stage where serious losses in research productivity become a reality. Yet, it is not so clear whether the observed decline in the performance of older researchers is due to declining cognitive capability, which is an unavoidable result of aging, or to declining motivation, which results from an institutional system that discourages older researchers' research activities (such as reduced access to research opportunities or mandatory retirement). What is clear is that it is inevitable for the Korean science system to change the current seniority- and age-based organizational system into one of higher adaptability.

• Journal of Korean Institute of Industrial Engineers
• /
• v.5 no.2
• /
• pp.57-69
• /
• 1979

This review focuses on the individual performance and productivity of researchers in the area of science and technology. The researchers in the paper are classified into individual inventors without organizational affiliation and researchers in the organization, which are distinguished by cosmopolitanic professionals and local institutionalists. The productivity of researchers is in general measured by different indicators or measurement scales such as: i) subjective evaluation of overall research performance, (ii) the number of published papers, reports and books, iii) the quality of research output (e.g. citation frequency), iv) originality of research ouput (e,g, patents), v) multiple measurement scales, etc. According to the literature based on empirical study, the productivity of individual reseachers is positively related to the degree of freedom, communication, diversity, dedication, and motivation and negatively related to the degree of similarity, and satisfaction. However, other factors such as creativity, age, supervisory behavior and group characteristics have shown irregular direction of correlation.