• The Journal of Korean Academic Society of Nursing Education
• /
• v.20 no.4
• /
• pp.463-470
• /
• 2014

Purpose: This study investigates the influence of education satisfaction, communication competence, and group cohesion on organizational socialization in nursing students. Method: The subjects were 175 third year nursing students. Data were collected from June 3 to 14, 2013 through a self-reporting questionnaire. Data analysis was performed by multiple regression using the SPSSWIN 21.0 program. Results: The organizational socialization score of nursing students averaged 3.79 points (5 Likert scale). Practice education satisfaction, communication competence and group cohesion of nursing students influenced organizational socialization ($R^2$ 52.5%, F=49.051, p<.001). Conclusion: For nursing students, practice education satisfaction, communication competence and group cohesion are significant variables for organizational socialization. Thus, in order to enhance the organizational socialization of nursing students, there is a need to develop a differentiated practicum curriculum that considers nursing student demands in collaboration with nursing faculty and administrators on the basis of education programs, including concepts of communication competence and group cohesion.

• Health Policy and Management
• /
• v.8 no.1
• /
• pp.52-96
• /
• 1998

To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors (sex, age, education, job-grade, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) ad structural variables(formalization, centralization, communication, job-conflict, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables. For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. The survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values. The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method. Main results were as follows: (1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively. (2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative. (3) Pride for organiztion, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salar and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centraldization were negative. In conclusion, these results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication. Especially, pride for organization and intrinsic motivation were expected to play the most important role.

• International Journal of Internet, Broadcasting and Communication
• /
• v.12 no.4
• /
• pp.156-165
• /
• 2020

We study empirically analyzed the final 216 copies of the responses from SME organization members in Seoul and Gyeonggi regions using statistical programs of SPSS24.0 and AMOS 24.0. In other words, the effect of job satisfaction on the organizational culture and job environment characteristics perceived by members of the organization, and the relationship between job satisfaction and job performance is shown as follows. First, the organizational culture of consensus, development, hierarchy, and rationality was statistically significant in job satisfaction. Therefore, the hypothetical one-man organizational culture was adopted by showing a positive (+) effect on job satisfaction. Second, job environment characteristics such as autonomy in job performance, compensation system, physical environment, and human environment had a positive effect on job satisfaction. That is, the job environment characteristics of hypothesis 2 were adopted as a positive (+) influence relationship on organizational satisfaction. Third, job satisfaction was expressed as a positive (+) influence relationship with job performance, so hypothesis 3 was adopted. As a result of this study, the higher the organizational member's perception of organizational culture and job environment characteristics is, the higher the job satisfaction is, and the improvement in job satisfaction is meaningful in that it provides theoretical and practical implications that indicate job performance.

• Journal of Korean Academy of Nursing Administration
• /
• v.10 no.1
• /
• pp.37-48
• /
• 2004

Purpose: This study was investigated to identify the relationship among hospital nursing organizational structure(decentralization, communication, bed/nurse ratio), process(nurses' job satisfaction, nurses' clinical experiences, nurses' unit experiences), and nursing outcome(patient satisfaction, physiologic adaptation, length of stay, number of complication). Method: The subjects consisted of 86 hysterectomy patients and 23 nurses in gynecology unit. Data were collected from May 16, 2002 to August 15. 2003 by the structured questionnaires and chart review. Data analysis was done with ANOVA, Pearson's correlation coefficient, path analysis. Result: Relationship between organizational structure and process ; Bed/nurse ratio was negatively related to nurses' job satisfaction(r=- .37, p<.05), and nurses' clinical experience(r=- .69, p<.00). Decentralization(r=.42, p<.05) and comunication(r=.61, p<.00) were positively related to nurses' clinical experiences. Relationship between process and nursing outcome ; There was a significant relationship between nurses' unit experiences and patient satisfaction(r=.63, p<.00), nurses' job satisfaction and physiologic adaptation(r= .44, p<.05), nurses' unit experiences and physiologic adaptation(r=.64, p<.00), Relationship between organizational structure and nursing outcome ; Decentralization and communication were positively related to patient satisfaction(r=.86, p<.00 ; r=.88, p<.00) and physiologic adaptation(r=,51, p<.01, r=.64, p<.00). Conclusion: Nurses' unit experience, communication, decentralization were significant variables for patient satisfaction. Nurses' unit experience, nurses' job satisfaction, communication were significant variables for patient physiologic adaptation.

• Korean Journal of Human Ecology
• /
• v.17 no.1
• /
• pp.1-12
• /
• 2008

The purpose of this study is to examine influences of male salaried employee's marital communication on their job satisfaction and organizational commitment. The subjects of this study were 279 married male employees from 10 companies. The data were analyzed by descriptive statistics, one way ANOVA, Scheffe & Pearson's correlation with SPSSWIN(ver 12.0). There were significant differences according to the young married couple who has school background high, under 10 years of the length of their service in Marital communication And there were positive correlations among the marital communication which were communication agreement, communication contentment and communication smoothness and job satisfaction.

• Management & Information Systems Review
• /
• v.21
• /
• pp.49-76
• /
• 2007

The main purpose of this study is to assess the relationship between communication satisfaction and group creativity. To achieve this purpose, this study has two objectives. First, I will identify the relationship between the satisfaction of communication and idea creation. Second, the relationship between communication satisfaction and problem solving activity will be statistically tested. The major findings of the study can be summarized as follows: First, Statistically significant positive relations were found between the communication satisfaction and idea creation. Especially, sub-construct for supervisor communication$({\beta}=0.14,\;p<.05)$, quality of media$({\beta}=0.13,\;p<.05)$, individual feedback$({\beta}=0.36,\;p<.001)$, organizational prospect$({\beta}0.31,\;p<.001)$ showed the statistically significant positive(+) relationship with construct in idea creation. Second, the measurement of communication satisfaction had showed statistically significant relationship with the problem solving activity. Especially, communication with supervisor$({\beta}=0.21,\;p<.05)$, quality of media$({\beta}=0.21,\;p<.001)$, organizational prospects$({\beta}=0.22,\;p<.001)$, and communication with subordinate$({\beta}=0.37,\;p<.001)$ showed the significant positive(+) relationship with problem solving activity construct. These consequences suggest that communication satisfaction of employee is effective in the improving the group creativity in organization. In the conclusion, this study present the satisfaction factor of employee communication as a incremental factor of group creativity.

• Journal of Korean Public Health Nursing
• /
• v.15 no.1
• /
• pp.42-55
• /
• 2001

The purpose of this study was to provide basic information for developing effective marketing strategies of nursing organization by identifying the correlation among internal marketing factor, nurses' job satisfaction, and organizational commitment. The subjects of this study were 256 nurses who were working in the hospital over 1 year at three university hospitals which had more than 400 beds in seoul and kyung-gido. The data were collected by self-reporting questionnaires. The instruments used in this study were the communication form scale developed by Jo(1995), the welfare scale developed by researcher, the education training scale developed by researcher, the organizational commitment scale developed by Mowday, Porter and Steers(1979). The data were analysed by the SAS package using frequency, percentage, mean, standard deviation, and Pearson's correlation coefficient. The results of this study were as follows; 1. Mean scores of internal marketing factors in nursing organization were as follows; horizontal communication 3.42, downward communication 3.32, involvement communication 3.08, upward communication 3.00, education training 2.54, welfare 2.51. The mean score of job satisfaction was 2.79 and organizational commitment was 3.00. 2. Job satisfaction was positively correlated with education training (r=0.54, p=0.0001), upward communication(r=0.49, p=0.0001). welfare (r=0.40, p=0.0001), horizontal communication(r=0.33, p=0.0001), involvement communication(r=0.25, p=0.0001) of internal marketing factors in nursing organization, but negatively correlated with downward communication(r=-0.16. p=0.0082). Organizational commitment was positively correlated with upward communication(r=0.48, p=0.0001), education training (r=0.42, p=0.0001), horizontal communication(r=0.36, p=0.0001), welfare (r=0.34, p=0.0001), involvement communication(r=0.25, p=0.0001) of internal marketing factors in nursing organization. but negatively correlated with downward communication(r=-0.20, p=0.0014). In conclusion. the results of this study showed that the internal marketing factors were highly correlated with nurses' job satisfaction and organizational commitment. Therefore, for nurses' job satisfaction and organizational commitment's improvement, it is important to develop the education training program. to improve welfare system and to actualize upward communication. among internal marketing factors.

• The Journal of the Korea Contents Association
• /
• v.22 no.10
• /
• pp.599-614
• /
• 2022

The purpose of this study was to investigate the effect of organizational culture (group culture, development culture, rational culture, hierarchical culture) on job satisfaction based on the mediating effect of organizational trust on workers corporations. In particular, in the relationship between organizational culture and job satisfaction, the mediating effect of organizational trust was demonstrated, which varies by communication control variables. The results of the study of 8,615 workers in the manufacturing, financial, and non-financial industries in HCCP(Human Capital Corporate Panel) are as follows. First of all, the result of research showed that rational culture, group culture, development culture among organizational culture had a positive effect on job satisfaction. But, the hierarchical culture had a negative influence on job satisfaction. Second, rational culture, group culture, development culture among organization culture had a positive effect on organizational trust. But, hierarchical culture had a negative influence on organizational trust. Third, in the relationship between organizational culture and job satisfaction, the partial mediating effect of organizational trust was verified. In other words, although organizational culture directly affects job satisfaction, it indirectly affects job satisfaction through organizational trust. Fourth, it showed a significant moderating effect of communication between organization trust and job satisfaction. In other words, it was found that the group with high organizational trust in the relationship between organizational trust and job satisfaction had higher job satisfaction than the group without it. Finally, in the relationship between organizational culture and job satisfaction, the mediating effect of organizational trust was demonstrated, which varies by communication control variables. In other words, the indirect effect of organizational culture on job satisfaction through organizational trust is higher in the group with high communication capabilities. Through discussion and conclusion, the academic and practical implications, limitations, and research directions of this study were presented.

• Journal of Korean Academy of Nursing Administration
• /
• v.12 no.4
• /
• pp.604-614
• /
• 2006

Purpose: This study was to identify factors that influence the organizational commitment and job satisfaction of nurses. Method: The data were collected from 1st, August until 7th, August, 2005. The subjects were 238 nurses from a general hospital in Busan. Data were analyzed with descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficient, and stepwise multiple regression using SPSS program. Result: The organizational commitment and job satisfaction was significant positive correlations with flexibility, satisfaction, competence factors and significant negative correlations with empathy factors and centralization factor. The most powerful predictors of Nurses's organizational commitment and job satisfaction was managerial strategy of organizational characteristics. And, satisfaction factors of professional self-concept, affiliative-dominant culture and conservative- dominant culture and innovative-dominant culture were powerful predictor factors. The Other powerful predictors of nurses's job satisfaction were satisfaction factors of professional Self-concept, communication and centralization factor of organizational characteristics, affiliative-dominant culture and conservative-dominant culture, professional image factor of nurse image. Conclusion: This study revealed that important factors for nurses's organizational commitment and job satisfaction. Consequently, the manager should be make effective managerial strategy and encourage that nurse have more satisfy to professional self-concept. And the manager make constant efforts to create an affiliative culture in hospital.

• Journal of the East Asian Society of Dietary Life
• /
• v.27 no.1
• /
• pp.88-95
• /
• 2017

This study investigated the effects of organizational communication upon employees' job satisfaction and turnover intent at deluxe hotels. The research model was tested with a survey administered to 310 employees, and adequate fit to the data was provided ($x^2=934.651$ (df=221), GFI=.816, NFI=.836, CFI=.869, RMSEA=.098). In the structural equation model, organizational communication (organization integration ${\beta}=.182$) showed a significant (+) influence on job satisfaction. However, personal feedback (${\beta}=-.263$), supervisory communication (${\beta}=-.260$), and organization integration (${\beta}=-.342$) had significant (-) effects on turnover intent. Employee job satisfaction (${\beta}=-.124$) had significant negative effects on employee turnover. Limitations and future research directions are also discussed.