• 한국병원경영학회지
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• 제18권4호
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• pp.131-144
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• 2013

The purpose of this study is to analysis factors affecting workers' knowledge sharing intention in a hospital. This study is based on personal factors such as perceived incentives, perceived reciprocal benefits, perceived behavioral control, and subjective norm. Also, there are organizational factors such as organizational climate, CEO's support, rewards system, trust, and IT system. Data were assessed using 107 employees who work at C university hospital in Chunkcheong-do and collected with self-administered questionnaires from April 1 to 13 in 2013. This study was analyzed SPSS 18 by using frequency and multi regression analysis. The results of the study were as follows. First, knowledge sharing intention among personal factors was statistically significant in perceived behavioral control. Second, the awareness of knowledge sharing intention among organizational factors was turned out to be positive effect for CEO's support and trust. This study was identified a couple of factors affecting knowledge sharing intention between personal and organizational factors. The the implications of these factors are discussed and areas for developing hospital management strategies are fostered knowledge sharing.

• 산업융합연구
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• 제7권1호
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• pp.83-100
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• 2009

The purpose of this study was to investigate the influence of Perceived Organizational Support(POS) and on Organizational Citizenship Behavior through Organizational Commitment(OC). In order to attain the objectives of this study, a model was established and hypothesis was verified on the basis of preceding studies. In a model proposed for this study, POS was used as antecedents to OC while OCB was used as consequences for OC. The sample included 387 employees. Structural equation modeling(SEM) was used to employed the hypothesized relationships in the conceptual model. Results indicated that (a)POS has a positive impact OC; (b)affective OC has a positive impact OCB; (c)continuance OC has a negative(or zero) impact QCB. Implications are discussed and future research directions are outlined.

• The Journal of Asian Finance, Economics and Business
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• 제8권2호
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• pp.657-666
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• 2021

The aim of this study is to test the direct relationship and the indirect relationship of the perceived organizational support to lecturers' research motivation through "expectation" factor (belief in ability). The subject of the study is lecturers who are teaching and researching in the fields of economic, management and business administration at universities in Vietnam. The questionnaires were directly sent to lecturers at scientific conferences, sent out via e-mail and Facebook, the questionnaires were designed on google docs and directly sent to the lecturers. The detailed sample includes 475 respondents. The results of a quantitative analysis with a research sample of 475 lecturers in economics universities in Vietnam show that it is impossible to separate between lecturers' research ability and motivation. Lecturers with increased expectation (in terms of capability) also have increased research motivation, and vice versa. At the same time, the research also affirms the role of perceived organizational support, which not only has a direct positive impact on research motivation, but also increases expectation, thus, indirectly influence research motivation. This suggests that the solution for managers who want to improve research motivation by having measures to increase the expectation for the lecturers through various forms of organizational support.

• 산업융합연구
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• 제21권1호
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• pp.43-53
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• 2023

중국에서 기업 내부의 창의적인 아이디어와 건설적인 제안은 새로운 글로벌 기회와 도전을 더 잘 맞이할 수 있다. 따라서 본 연구는 실증분석을 통해 채택된 발언행동이 중국 직원들의 업무성과에 미치는 영향을 검증하고, 매개변수로 조직지원 인식을 선정하고자 한다. 본 연구는 이론적 연구를 바탕으로 6가지 연구 가설을 제안하고 연구모형을 설정한다. 조사 방법으로 중국의 직원들로부터 데이터를 수집했고 구조 방정식 모델(SEM)을 사용하여 가설을 검증하였다. 분석결과는 채택된 발언행동과 직무만족, 직무몰입, 직무성과의 관계에서 조직지원 인식이 매개역할을 하는 것으로 나타났다. 그러나 본 연구는 자료수집의 편의성 때문에 연구결과의 일반화에 한계가 있고 향후 연구는 이 방법론 문제를 개선해야 한다.

• 경영과정보연구
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• 제31권4호
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• pp.339-362
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• 2012

본 연구의 목적은 리더-구성원 교환관계가 조직몰입과 심리적 임파워먼트에 어떤 영향을 미치며, 또한 리더-구성원 교환관계와 조직몰입간의 관계에서 조직지원 인식이 조절효과를 갖는지를 규명하는 것이다. 이를 위해 수도권 및 강원지역의 기업체에 근무하는 305명의 직원들을 대상으로 분석한 결과 리더-구성원 교환관계는 심리적 임파워먼트와 조직몰입에 정(+)의 영향을 미치는 것으로 나타났다. 또한 심리적 임파워먼트는 조직몰입과 유의한 정(+)의 관계를 갖고 있지만 이들간의 관계에서 조직지원인식은 리더-구성원 교환관계는 조절효과는 없는 것으로 밝혀졌다. 본 연구의 분석결과 조직구성원은 리더와의 좋은 관계유지를 통해 임파워먼트 수준을 높이고 나아가 조직몰입도 증가하는 것으로 나타남에 따라 구성원의 임파워먼트를 증진시킬 수 있는 조직차원의 관심이 필요할 것으로 사료된다. 끝으로 분석결과를 바탕으로 본 연구의 한계 및 향후 연구방향을 제시하였다.

• 한국안전학회지
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• 제17권2호
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• pp.100-105
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• 2002

This study proposed and examined a model in which perceived organizational support and leader-member exchange are linked to safety communication safety commitment, and accidents. In addition, a moderating effect of role overload in the relationship between safety communication and safety commitment and that of performance monitoring in the relationship between safety commitment to accidents. Data were collected from 193 workers in a railroad company. The results indicated that the goodness of fitness of the proposed model was acceptable. More specifically, both perceived organizational support and leader-member exchange were significantly related to safety communication and safety communication was, in turn, significantly related to safety commitment which was ultimately related to accidents. Also, the moderating effects of both role overload and performance monitoring were found. Implications of these findings for safety and the possible roles of variables in the organizational level are discussed.

• The Journal of Asian Finance, Economics and Business
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• 제9권3호
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• pp.171-180
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• 2022

Employee retention is becoming a crucial idea for businesses that aim to improve their performance, resulting in an increasing emphasis on the topic in today's society. Employee retention refers to an organization's ability to retain its employees. The retention of workers may be viewed as a technique used by companies to retain their personnel since it is linked to employer efforts to maintain their staff. Online surveys were initially done between April and July 2021. Furthermore, the study's primary focus was employees of small and medium enterprises. To collect data, the questionnaires were distributed through Google forms. The survey used a snowballing technique because the questionnaires were circulated among the participants. Based on the results, the research found that Perceived Organizational Support (POS) and Perceived Organizational Justice (POJ) mediate the relationship of Value Congruence (VC) and Job Characteristics (JS) and employee retention in the Lebanese Retail Sector. Employees appreciate POS because it satisfies their desires for acceptance, esteem, and connection and offers comfort during times of stress. Employers must give priority to equal effort to ensure equitable treatment for workers at work. By integrating justice and equality in all departments, the performance of workers may be enhanced.

• The Journal of Asian Finance, Economics and Business
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• 제7권10호
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• pp.401-411
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• 2020

Recognizing the vital role of employees in achieving optimal performance and sustainable competitive advantage as expected, organizations need to facilitate high support for employees, implement appropriate leadership styles, and increase affective commitment within the organization. Therefore, the objective of this study is to analyze and explore: (1) the effect of perceived organizational support (POS) on employee performance and affective commitment; (2) the effect of transformational leadership on employee performance and affective commitment; and (3) the effect of affective commitment on employee performance. The covered population in this study were all employees (including managers, supervisors, and functional staff) who worked in the stone milling companies in Central Java, Indonesia. Data obtained in this study were processed statistically employing structural equation modeling (SEM) with the SmartPLS 3 software package. Based on the data analysis results on 103 respondents, this study concluded that POS had a significant effect on affective commitment and employee performance as well as transformational leadership on affective commitment and employee performance. Furthermore, affective commitment also had a significant effect on employee performance. Thus, the results of this study, theoretically and practically, can be used by all parties concerned to improve employee performance and maintain a sustainable competitive advantage.

• 한국산업정보학회논문지
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• 제20권4호
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• pp.89-102
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• 2015

본 연구는 중국 백화점 판매원들이 판매과정에서 경험하게 되는 감정노동이 감정소모를 매개로 직무성과와 이직의도에 미치는 영향을 분석하는데 목적이 있다. 이를 위해 일상적 감정노동의 강도가 높은 백화점 판매사원 225명을 대상으로 설문조사를 수행하여 자료를 수집하였고, 구조방정식모형을 활용하여 수집된 자료를 분석하였다. 연구결과, 첫째, 표면행위는 감정소모에 긍정적인 영향을 미치는 것으로 나타났지만, 내면행위는 유의한 영향을 미치지 않는 것으로 나타났다. 둘째, 감정소모는 직무만족에 부정적인 영향을 미치는 반면, 이직의도에는 긍정적인 영향을 미치는 것으로 나타났다. 셋째, 지각된 조직지원은 내면행위가 감정소모에 미치는 정의 관계를 조절하는 것으로 나타났다. 이러한 검증결과를 기반으로 본 연구가 제시하는 이론적 시사점과 실무적 시사점을 논의하였다.

• 디지털융복합연구
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• 제19권8호
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• pp.265-273
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• 2021

본 연구의 목적은 통합건강증진사업을 담당하는 전문인력의 감정노동, 직무스트레스, 조직지원인식과 직무만족도 간의 구조적 관계를 분석하는 것이다. 연구대상은 인천시 보건소에 근무하는 통합건강증진사업 전문인력 126명이었다. 자료 분석은 SPSS 26.0과 AMOS 23.0 프로그램을 사용하여, t-test, ANOVA, 상관관계, 구조방정식모형 분석을 실시하였다. 감정노동은 연령과 결혼 유무에 따라(p<.05), 직무스트레스는 종교 유무에 따라(p<.01), 직무만족도는 경력, 종교와 결혼 유무에 따라(p<.01) 차이가 있었다. 감정노동이 직무만족도에 미치는 간접효과는 -0.315였고, 직접효과는 나타나지 않았다. 직무스트레스가 직무만족도에 미치는 간접효과는 -0.288, 직접효과는 -0.228이었다. 조직지원 인식이 직무만족도에 미치는 직접 효과는 -0.507이었다. 본 연구는 통합건강증진사업 전문인력의 직무만족도 증진을 위한 대안과 중재 프로그램을 개발하는데 기초자료로 활용될 수 있을 것이다.