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Structural Relationship between Leadership Type of Hospital Organization and Organizational Commitment and Job Performance

병원 조직의 리더십유형과 조직몰입, 직무성과의 구조적인 관계

  • Lee, Jin?Woo (Dept. of Public Health Administration Busan Digital University)
  • 이진우 (부산디지털대학 보건행정학과)
  • Received : 2017.04.04
  • Accepted : 2017.06.09
  • Published : 2017.06.30

Abstract

This study examined the causal relationship among the leadership type, organizational commitment, and job performance, and to improve the organizational performance and effective methods of human resource management in hospital organizations. The survey period was from October 6, 2016 to October 20, and 375 employees working in hospitals were selected for the final survey. To analyze the validity of the measurement variables, reliability and confirmatory factor analysis were conducted, and the covariance structure equation analysis was conducted to grasp the causal relationship among leadership, organizational commitment, and job performance. In conclusion, leadership, organizational commitment, and job performance were significantly different according to the occupation(p<0.05), age(p<0.05), and working period(p<0.05), and individual care(p<0.001) and conditional reward(p<0.001) showed a high causal relationship with the organizational commitment and job performance. In the future, leadership that can take care of the individual characteristics of the members of the organization and ability to demonstrate their competence will be needed, and it will be necessary to establish a reasonable compensation system after measuring the degree of achievement of work. In addition, leadership needs to be in place to promote organizational performance considering the job type, gender, age, and duration of work. Managers should make efforts to form an organizational culture and provide related education programs to improve loyalty and attachment of members to the organization.

Keywords

Human Resource Management;Job Performance;Organizational Commitment;Transformational Leadership Theory;Transactional Leadership Theory

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