• 대한간호학회지
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• 제39권4호
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• pp.499-507
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• 2009

Purpose: This study was conducted to identify the factors that influence nurses' organizational citizenship behavior. Methods: A cross-sectional design was used, with a convenience sample of 547 nurses from four university hospitals in Seoul and Gyeonggi province. The data were collected through a questionnaire survey done from September 22 to October 10, 2008. The tools used for this study were scales on organizational citizenship behavior (14 items), self-leadership (14 items), empowerment (10 items), organizational commitment (7 items), job satisfaction (8 items) and transformational transactional leadership (14 items). Cronbach's alpha and factor analysis were examined to test reliability and construct validity of the scale. The data collected were processed using SPSS Window 15.0 Program for actual numbers and percentages, differences in the dependent variable according to general characteristics, and means, standard deviations, correlation coefficients and multiple regression analysis. Results: The factors influencing nurses' organizational citizenship behavior were identified as self-leadership ($\beta=.247$), empowerment ($\beta=.233$), job satisfaction ($\beta=.209$), organizational commitment ($\beta=.158$), and transactional leadership ($\beta=.142$). Five factors explained 42.0% of nurses' organizational citizenship behavior. Conclusion: The results of this study can be used to develop further management strategies for enhancement of nurses' organizational citizenship behavior.

• 기본간호학회지
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• 제16권4호
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• pp.515-523
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• 2009

Purpose: The purpose of this study was to examine the relationship between work-family conflict, social support, job satisfaction, and organizational commitment which are closely linked to staff turnover from the perspective of married hospital nurses. Method: A survey was conducted using self-report structured questionnaire from 220 married nurses. Data analysis included descriptive statistics, t-test, one-way ANOVA, correlation and multiple linear regression with SPSS Win 17.0 program. Results: Job satisfaction, social support, work-family conflict and age were strong predictors of organizational commitment. These variables explained 46.5% of the variance of the organizational commitment. Higher levels of organizational commitment were associated with greater job satisfaction and social support. Nurse with lower levels of work-family conflict and older age reported a high level of organizational commitment. Conclusion: These results show that improving job satisfaction has the best effect on enhancing nurses' organizational commitment. Also supportive relationships, reduction of work-family conflict and older age were significantly correlated with organizational commitment. Organizations should design more family-friendly policies and provide opportunities for career development to health professionals to induce organizational commitment.

• 대한간호학회지
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• 제35권2호
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• pp.323-335
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• 2005

Purpose: The purpose of this study was to examine the problems and relevant variables for effective Organizational Socialization of new nurses, to produce a causal map, to build up a simulation model and to test its validity. Method: The basic data was collected from Sep. 2002 to July 2003. The Organizational Socialization process of new nurses was analyzed through a model simulation. The VENSIM 5.0b DSS program was used to develop the study model. Result: This Model shows interrelation of these result variables: organizational commitment, job satisfaction, job performance, intention of leaving the work setting, decision making ability, and general results of Organizational Socialization. The model's factors are characteristic of organization and individual values, task-related knowledge and skills, and emotion and communication that affects new nurses' socialization process. These elements go through processes of anticipatory socialization, encounter, change and acquisition. The Model was devised to induce effective Organizational Socialization results within 24 months of its implementation. The basic model is the most efficient and will also contribute to the development of knowledge in the body of nursing. Conclusion: This study will provide proper direction for new Nurse's Organizational Socialization. Therefore, developing an Organizational Socialization Process Model is meaningful in a sense that it could provide a framework that could create effective Organizational Socialization for new nurses.

• 간호행정학회지
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• 제8권4호
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• pp.595-603
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• 2002

Purpose : The purpose of this study was to identify the effect of clinical nurse's locus of control of personality on job stress and job satisfaction and organizational commitment out of organizational effectiveness. Methods : The subjects were 463 staff nurses, who were employed in four university hospitals located in Seoul, Pusan and Kyungki-do. Data was collected from October 4th to October 14th in 2000 by a self-report questionnaire. Data was analyzed by the SAS for the general characteristics of the subjects, descriptive statistics, test for reliability and correlations. The effect of variables were tested using the Lisrel 8.12(a) program. Results : With the findings from this study, the internal-external locus of control affects job stress directly. Also it affects job satisfaction directly and via job stress indirectly. But it affects organizational commitment only via job stress and job satisfaction indirectly. Direct effect of locus of control to organizational commitment is not significant. Job stress affects job satisfaction and organizational commitment out of organizational effectiveness directly. Finally, job satisfaction was direct predictor of organizational commitment. Conclusion : Therefore, nursing managers ought to develop social learning programs to change the perception of individual personality and job stress management programs in order to improve organizational effectiveness.

• 한국병원경영학회지
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• 제9권2호
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• pp.23-45
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• 2004

The objective of this study was to explore the influence of empowerment on job satisfaction and organizational commitment. The study has been conducted on 375 nurses working 6 general or university hospitals in Seoul, Korea. The data collected from April 1st to 30th, of the same month of the year 2003. For the survey tools are Chandler's CWEQ, Salvitts et al.'s(1978) Job satisfaction and Mowday et al.'s(1979) organizational commitment. The date analyzed by Pearson correlation coefficient, ANOVA, Scheffe test and multiple regression by SPSS win 10.0 program. The mean of empowerment was 2.807 job satisfaction was 2.735 and organizational commitment was 4.095. The correlation between empowerment and job satisfaction was r=0.575(p=.000) empowerment and organizational commitment was r=0.533(p=.000) organizational commitment and job satisfaction was r=0.663(p=.000). The influence of the empowerment on the job satisfaction was 33.0% and in case on the organizational commitment 28.4%. This study revealed that nurses empowerment, job satisfaction and organizational commitment were not so high, therefore each nursing organization has to concern about these points for acheiveing nursing organization's purposes.

• 간호행정학회지
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• 제9권3호
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• pp.315-327
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• 2003

Purpose: The objective of this study was to explore the influence of empowerment on job satisfaction and organizational commitment. Method: The study has been conducted on 375 nurses working 6 general or university hospitals in Seoul, Korea. The data collected from April 1st to 30th, of the same month of the year 2003. For the survey tools are Chandler's CWEQ, Salvitts et al.'s(1978) Job satisfaction and Mowday et al's(1979) organizational commitment. The date analyzed by Pearson correlation coefficient, ANOVA, Scheffe test and multiple regression by SPSS win 10.0 program. Result: The mean of empowerment was 2.807 job satisfaction was 2.735 and organizational commitment was 4.095. The correlation between empowerment and job satisfaction was r=0.575(p=.000) empowerment and organizational commitment was r=0.533(p=.000) organizational commitment and job satisfaction was r=0.663 (p=.000). The influence of the empowerment on the job satisfaction was 33.0% and in case on the organizational commitment 28.4%. Conclusion: This study revealed that nurses empowerment, job satisfaction and organizational commitment were not so high, therefore each nursing organization has to concern about these points for acheiveing nursing organization's purposes.

• International Journal of Internet, Broadcasting and Communication
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• 제13권1호
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• pp.123-133
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• 2021

We study confirmed the factors influencing the organizational culture(collective culture, development culture, rational culture, hierarchical culture) perceived by members of the organization and the manager's authentic leadership(self-awareness, balanced information processing, relational transparency, internalized moral perspective) on job crafting. In addition, the relationship between organizational culture and authentic leadership was empirically analyzed. In order to verify the hypothesis of the research model, the survey results of 269 parts were verified as follows using the statistical program of SPSS 24.0. First, the organizational cultures perceived by members of the organization, development culture and rational culture, showed positive (+) influence on job crafting. In other words, Hypothesis 1 established by the research model was partially adopted. Second, the group culture, development culture, and rational culture of organizational culture were statistically significant in the relationship between the hypothesis 2 organizational culture and authentic leadership. In other words, Hypothesis 2 was partially adopted. Third, the three hypotheses of authentic leadership (self-awareness, balanced information processing, relational transparency, and an internalized moral perspective) all showed positive (+) effects on job crafting. As a result of this study, it was possible to confirm the importance of the organizational culture that improves the job-crafting of the members of the organization and the strategic activation plan for authentic leadership. Therefore, the necessity of strategic human resource development for the development and application of programs to revitalize organizational culture and improve the manager's authentic leadership has emerged.

• 한국정보전자통신기술학회논문지
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• 제11권1호
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• pp.54-62
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• 2018

본 연구의 목적은 사회복지시설 종사자의 직무특성, 심리적 안녕감, 조직몰입 간의 영향관계에 대하여 분석하고자 하였다. 연구대상은 경상북도 Y시의 사회복지시설 종사자 275명을 대상으로 실시하였다. 분석방법은 SPSS 프로그램을 사용하여 빈도분석, 신뢰도분석, 상관관계분석, 회귀분석을 실시하였다. 연구결과 첫째, 직무특성이 조직몰입에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 직무특성이 심리적 안녕감에 미치는 영향에 대해서 분석을 실시한 결과, 권력성, 조화성이 심리적 안녕감에 정(+)의 영향을 미치는 것으로 나타났다. 하지만 자율성은 심리적 안녕감에 영향을 미치고 있지 않았다. 셋째, 직무특성이 심리적 안녕감에 미치는 영향에 대한 조직몰입은 부분매개효과가 나타났다는 것으로 분석되었다. 본 연구의 시사점은 사회복지시설 종사자의 심리적 안녕감을 위한 조직몰입 증진 프로그램 개발의 기초자료가 될 것으로 사료된다.

• 지역사회간호학회지
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• 제31권2호
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• pp.179-188
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• 2020

Purpose: The purpose of this study is to identifying factors influencing organizational commitment of nurses in Korean Red Cross Blood Center (KRCBC). Methods: A cross sectional survey was conducted for 224 nurses who worked for more than three months in KRCBC. Data were collected using a structured questionnaire from August 28 to September 20, 2018. Data were analyzed using independent t-test, Mann-Whitney U test, one-way ANOVA, Pearson's correlation coefficient, and hierarchical multiple regression analysis with SPSS (ver. 23.0). Results: The mean score of organizational commitment was 3.37±0.52 on a scale of 5 points, the mean of positive psychological capital was 3.51±0.51, communication ability score was 3.60±0.48, and social support score was 3.68±0.57. The factors influencing organizational commitment of nurses in KRCBC were social support (β=.41, p<.001), job satisfaction (β=.27, p<.001), and total length of employment in KRCBC (β=.19, p=.016). The model explained 36.1% of the organizational commitment of the nurses. Conclusion: It is necessary to develop an organizational commitment program for strengthening social support and job satisfaction to improve organizational commitment of nurses in KRCBC. Such a program is eventually expected to improve the quality of nursing care of nurses with a short career in KRCBC.

• 한국치위생학회지
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• 제16권6호
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• pp.1079-1092
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• 2016

Objectives: The purpose of the study is to investigate the effect of self-leadership on organizational effectiveness and job performance in the dental hygienist. Methods: A self-reported questionnaire was completed by 281 dental hygienists in Seoul, Incheon, and Gyeonggido from March 1 to 31, 2016. The questionnaire consisted of general characteristics of the subjects, self-leadership, job satisfaction, organizational commitment, job performance. Data were analyzed by t-test, one-way ANOVA, multiple regression analysis using the SPSS 18.0 program. Results: The average of self-leadership was 3.62, self-reward had highest score of 3.84, followed by rehearsal 3.73, self-expectation 3.72, self-goal setting 3.51, constructive thinking 3.48, and self-criticism 3.45. The average of organizational commitment was 3.11, and that of job satisfaction was 3.11 and the average of job performance was 3.70. Among the sub-factors of self-leadership, self-expectation, self-goal setting, constructive thinking showed a positive correlation with organizational commitment and job satisfaction. All sub-factors except for self-criticism showed a positive correlation with job performance. Among the sub-factors of self-leadership, self-expectation (${\beta}=0.350$), constructive thinking (${\beta}=0.124$), self-reward (${\beta}=0.106$), rehearsal (${\beta}=0.102$) showed a significant effect together with job satisfaction (${\beta}=0.187$) on job performance. Also, age, education level, clinical career, the average monthly salary showed a significant effect on job performance. Conclusions: The self-leadership and job satisfaction of in the dental hygienist had influence on job performance. To improve the job performance of dental hygienists, it is necessary to apply self-leadership development program focusing on the strengthening of self-expectation and constructive thinking.