• Korean Journal of Social Welfare Studies
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• v.44 no.3
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• pp.147-175
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• 2013

The purpose of this study is to examine the effects of the organizational characteristics and interorganizational network level on social welfare organizationas' effectiveness using structural equation model. For achieving this purpose, this study defined organizational effectiveness as financial, human and physical resource capability according to resource systems approach. Organizational characteristics variables included the number of qualified staff, degree of resource dependency, the proportion of government subsidies, the main organizational philosophy, establishment year, the attitude of top manager and the number of informal ties. Interorganizational network variables were divided by outdegree centrality and indegree centrality. The data collected from women's welfare organizations in Seoul through survey method. The analysis tools used the UCINET 6.245 for the network analysis and AMOS 18.0 for the structural equation model. The results of this study are as follows. The factors affected on the financial resource capacity were the number of qualified staff, the proportion of government subsides and the indegree centrality. Meanwhile, only indegree centrality directly influenced on the human resource capability. The significant affecting factors on physical resource capacity were the number of qualified staff, the attitude of top manager and informal ties. Based on these results, the implications of this study and the ways to enhance social welfare organization's effectiveness were discussed.

• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.196-204
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• 2014

The objective of this study was to empirically analyze the effect that the perceptions professionalism perceived by social workers at local child care centers wold have on organizational commitment. For this study, the social workers at local child care centers in Jeollanam-do were surveyed. 286 sets of questionnaires were used for analysis among the collected ones, excluding the missing values. The results of analysis showed that the professionalism score was above the medium level while the service conviction score was found to be the highest. A positive(+) correlation was observed between perceptions professionalism and organizational commitment. Particularly, the correlation was the highest between occupational consciousness of mission and organizational commitment. Meanwhile, the results of multiple regression analysis suggested that the organizational commitment was affected by occupational consciousness of mission and utilization of professional organization, the sub-variables of perceptions professionalism. Moreover, it was found that the occupational consciousness of mission had the greatest influence on organizational commitment. Based on aforesaid results of analysis, this study presented the direction for the improvement of perceptions professionalism and organizational commitment among social workers of local child care centers, along with the challenges for the succeeding studies.

• The Journal of the Korea Contents Association
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• v.12 no.6
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• pp.497-507
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• 2012

This study aims to verify how the characteristics of organizational supporting unit affect the effectiveness of company-wide HRD Education & Training program. To achieve this objective, we performed an empirical analysis, with the characteristics of organizational supporting unit comprising supervisor's support, job support, and company support as independent variables, and with the level of reaction stage, learning stage, transfer stage, and result stage as dependent variables. Empirical data was collected during the period from August 16, 2011 to September 9, 2011 by sending out questionnaires to employees of 5 securities firms listed on KOSDAQ where online and offline education & training program is running year-round with headquarter in Seoul. A total of 340 questionnaires were sent out three times for the survey, and total of 164 questionnaires were sampled for the final analysis. According to the outcome of the analysis, regarding the first hypothesis that tries to reveal how the characteristics affect the level of reaction stage, it is verified that all of supervisor's support, job support and company support have positive impact on the level of reaction stage with p value less than 0.01. In regard to the second hypothesis that tries to see how the characteristics affect the level of learning stage, it is confirmed that supervisor's support, job support and company support have significant impact on the level of learning stage with p value less than 0.05 or 0.01, respectively. Concerning the third hypothesis that aims to investigate how the characteristics affect the level of transfer stage, it is appeared that all of supervisor's support, job support and company support have positive impact on the level of transfer stage. And lastly, as for the fourth hypothesis that tries to see how the characteristics affect the level of result stage, it is analyzed that supervisor's support, job support and company support have positive impact on the level of result stage with p value less than 0.01. This study reconfirm the outcomes of previous research, which is that the effectiveness of company-wide education & training program depends not only on the contents and quality of education & training program, but also more importantly on the role of organizational supporting unit, and the working environment where what is learned in classroom can be applied to real business. Companies or experts that run education & training program in real world should recognize that the performance of training is dependent more significantly on the characteristics of organizational supporting unit rather than the design or features of education & training program.

• The Journal of the Convergence on Culture Technology
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• v.7 no.2
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• pp.97-106
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• 2021

The issue of controlling police corruption is very important that in terms of public services where police administration is in direct contact with citizens. In this study, individual, organizational, cultural, and legislative factors are classified as independent factor variables that contribute to police corruption, and the effect of these corruption factors on the level of police corruption, and the role of occupational identity and organizational citizenship behavior of police offices in this relationship are analyzed. A survey is conducted on the public citizens for empirical analysis of this study. The results of the empirical analysis are as follows: First, organizational, cultural factors and legal-legislative factors have negative influence on the occupational identity. Second, legislative factors has negative influence on organizational citizenship behavior. Third, organizational, cultural and legislative factors have positive effects on police corruption. Finally, in terms of the effect of corruption factors on organizational citizenship behavior through occupational identity, organizational, cultural and legal-legislative factors had negative mediating effect on it.

• Korean Security Journal
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• no.49
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• pp.11-36
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• 2016

The prior studies have well established the factors of correctional staff's stress at work. However, it is not clearly identified gender-specific factors influencing female correctional officers' level of stress. Thus, this study aims to examine factors particularly influencing female correctional officers' stress, such as child-rearing and work conflict, overwork bounden, and strains from male-oriented organizational culture. This current data utilized a set of survey data drawn from female correctional officers from 124 prisons located in different regions in this nation. Finally, a total of 172 female correctional officers's survey data was used for the analysis. A set of multivariate analyses reveal that security staff role, satisfaction for life, positive perception toward correctional officers' leadership in prison decreased the risk of stress among female correctional officers. Regarding work-job conflicts variables, child-rearing and work conflict and strains from male-oriented organizational culture were significantly associated with female correctional officers' stress. Yet, the direction of the two variables were different. For female officers, child-rearing and work conflict was not a risk factor for stress in that i decreased the level of stress. But the variable of strains from male-oriented organizational culture was a risk factor for female officers' stress level. Further suggestions for the future studies, discussion on contributions of the current study and policy implications were discussed in the last part of this article.

• Management & Information Systems Review
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• v.31 no.4
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• pp.377-395
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• 2012

The purposes of this research was to examine the relationship between two forms of satisfaction, commitment and turnover intentions at organization, job. Also consistent with the Meyer et al(1993) notion of the three-component model of organizational commitment. Although researchers have examined organizational commitment in relation to a wide range of variables, there has been no discriminant validity of commitment at occupation and job. The purpose of the present article, are to compare the relation between satisfaction forms, commitment forms and turn intentions forms. Confirmatory factor analysis supported the proposed distinction between the three forms of commitment and two turnover intentions forms at the measurement level in the distribution industry(N=156). Results using structural equation analysis with AMOS18 showed that job satisfaction had an positive impact on job commitment forms. Organizational satisfaction positive impact on two turnover intentions forms. However it revealed that no significant relation between organizational satisfaction and job commitment, job commitment and job turnover intentions.

• Journal of Korean Critical Care Nursing
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• v.15 no.2
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• pp.39-49
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• 2022

Purpose : This study investigated coronavirus disease-19 (COVID-19) related stress, resilience, and organizational commitment, and determined the factors influencing nurses' organizational commitment at an infectious disease hospital of COVID-19. Methods : A cross-sectional descriptive survey was conducted with 138 nurses. Data analysis, including descriptive statistics, independent t-tests, one-way ANOVA, Pearson's correlations, and multiple regression analysis, were performed using SPSS 26.0 program. Results : Factors influencing organizational commitment included resilience (𝛽=0.31, p<.001), position (𝛽=0.31, p<.001), COVID-19 related stress (𝛽=-0.26, p<.001), and COVID-19 nursing period (𝛽=-0.19, p=.012). These variables explained 29.6% of the organizational commitment. Conclusion : In order to enhance the organizational commitment of nurses in infectious disease hospitals of COVID-19, active program development and intervention are required at the organizational level to improve nurses' resilience and relieve stress related to nursing infectious disease patients..

• International Commerce and Information Review
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• v.9 no.3
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• pp.3-22
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• 2007

The purpose of this study is to gain a better understanding of the relationships between job satisfaction and organizational commitment of employees at the Chinese employees in Korean company. This study also focuses on revealing homogeneous demographic characteristics these employees exhibit that affect their satisfaction level. This paper analyzes the job satisfaction and turnover intention of the Chinese employees in Korean Businesses based on a great deal of questionnaire research. The research found that individual's characteristics, such as gender, age, education and marital status, as well as duty variables like salary, position, length of service, number of turnover times, probability and number of promotion, made influence on the employees about their job satisfaction and turnover tendency. The result of this research is helpful in studying how to improve the Chinese employees' job satisfaction and impair their turnover intention in Korean businesses.

• Journal of Distribution Science
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• v.13 no.3
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• pp.93-100
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• 2015

Purpose - Since the early 1990s, it has been observed that the number and substance of studies on female leadership have been increasing. One of the reasons for this development may be concerned with the increasing number of female labor market participants as well as the greater opportunities for them to take higher positions in various organizations. In addition to this, the transition from mechanistic organizational structures that emphasize authority, control, and efficiency toward organic ones that focus on environmental adaptability, equality, and trust has also encouraged research on female leadership. The research tendency is based on the assumption that male and female leaders tend to exhibit different leadership styles according to their gender differences. Recent research has cast doubt on this assumption, by showing that the sociological gender roles of men and women are independent such that some female leaders show authoritative and control-oriented leadership, which were once considered to be male leadership styles. Research design, data, and methodology - This research attempts to carry out an empirical study on the gender-related leadership styles of female leaders and to examine their effect on group performance in the K business organization. This study also focuses on leader attributes such as trust, and it aims to discover whether these attributes should be regarded as independent or as moderating variables between leadership styles and performance. For these purposes, this study generated four hypotheses based on a review of the literature and it tested them using a survey. Female workers in the sales departments of the K Company, all of whom are women, were asked to provide answers to the presented questionnaires. This study hypothesizes that the type of gender roles played by women leaders will affect the job satisfaction and organizational commitment among the members of the sales group, and that the level of trust that is garnered by women leaders will also affect the types of gender roles that they play as well as employee job satisfaction and organizational commitment. Results - The results of this study show that both androgynous and masculine leadership styles are superior to the feminine leadership style in terms of employee job satisfaction and organizational commitment. However, contrary to our expectations, this study fails to show the superiority of the androgynous leadership style over the masculine leadership style. Moreover, there are no significant differences between these two leadership styles with regard to group performance. Conclusions - This study shows that it is important that different attributes of leaders, such as how trusted they are, be treated as moderating variables between leadership and performance rather than as independent variables. Finally, as this is the first attempt to view the role of the gender in a new perspective, the managerial implications of this study for leadership research, as well as its limitations, are presented. Suggestions for future related research are also proposed.

• Korea Journal of Hospital Management
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• v.12 no.1
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• pp.75-99
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• 2007

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subjects of this study were 428 employees in 8 Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from November 10 to November 30, 2006 through survey questionnaires. The main results of this study were as follows: 1. The commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the Job and role related variables were higher those who had higher satisfaction level to their job, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was statistically significant positive correlation. 4. The results of multiple regression analysis shows that formal and informal socialization, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. The results of AMOS shows that structure characteristics of hospital, Job and manager satisfaction, socialization were statistically significant labor union satisfaction. The satisfaction level of labor union was statistically significant labor union commitment To summarize study results, the level of commitment in labor union depends on job satisfaction, managers' attitudes, union satisfaction factors, their colleagues attitudes toward union. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Moreover, as managerial factors of the principal of hospital influence union commitment directly, the attitudes of hospital managers toward union and transparency of hospital management should be improved.