• 한국벤처창업학회:학술대회논문집
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• 2019.04a
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• pp.171-173
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• 2019

본 연구의 목적은 조직구조와 조직문화, 윤리의식의 특성을 분석하고 조직갈등과 상사신뢰, 조직효과에 영향을 미치는 요인을 건설기업의 조직원을 대상으로 규명하고자 한다. 지금까지의 기업은 조직효과를 높이기 위하여 주로 조직구조나 조직문화를 중심으로 연구와 평가를 해왔다. 특히 윤리의식이 많은 이슈가 되고 있는 현대사회에서 기업은 윤리경영으로 얻은 신뢰를 통해 경쟁력을 높여 지속경영을 가능케 하고자 노력하고 있다. 이에 기업조직의 윤리의식이 조직갈등과 상사신뢰, 조직효과에 정(+)의 영향을 미치는 것을 확인하여 이를 바탕으로 국내 건설기업의 조직효과성 제고를 위한 실질적인 방안들을 모색 할 수 있다.

• 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 Digital Convergence
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• v.18 no.6
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• pp.177-185
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• 2020

The purpose of this study is to analyze the mediation effect of organizational trust and intrinsic motivation in the relationship between emotional leadership and creativity, suggesting the importance of organizational creativity. Therefore, this study conducted a survey for employees who are working at Korean ICT firms, analyzed the relationship with 241 valid samples, and verified hypotheses using PLS-SEM. The results are as follows. First, emotional leadership had a positive effect on organizational trust. Second, organizational trust had a positive effect on the intrinsic motivation of employees. Third, intrinsic motivation had a positive impact on employees' creativity. Fourth, the organizational trust did not have a positive effect on the creativity of employees. By verifying the mediation effects of organizational trust and intrinsic motivation, this study analyzed the relationship between emotional leadership and creativity, expanding the existing studies of the leadership.

• Korean Security Journal
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• no.29
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• pp.251-278
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• 2011

The purpose of this study aimed to examine work environment and culture of the employees in private security corporation on the organizational performance. 200 guards who worked at security employees in Julanam buk provinces in 2011 were selected by using the method of judgment sampling and 188 guards were used for analysis. The data were analyzed with frequency analysis, factor analysis, reliability analysis, and correlation analysis of the collected data from the respondents by using SPSS 15.0. The conclusion was as follows: First, there was significant relationship between work environment and culture of the employees, organizational performance in private security corporation. Second, organizational environment of employees in private security corporation exerts influence of organizational culture and organizational performance. That is, organizational environment of employees in private security corporation exerts direct influence on organization performance, but it exerts indirect effect through organizational culture.

• The Journal of the Convergence on Culture Technology
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• v.10 no.3
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• pp.579-591
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• 2024

Recently, church organizations are experiencing various problems, including a sharp decline in the number of members. This study focused on the problem of lack of communication, that is, organizational silence, which is commonly pointed out in previous studies as a problem of church organizations, and empirically analyzed the relationship between organizational silence, organizational cynicism, and organizational commitment within church organizations. For this purpose, a questionnaire was distributed to 210 members of churches and related organizations from May to June 2023, of which 202 copies were used as analysis data. SPSS 23.0 and AMOS 23.0 were used to perform frequency analysis, confirmatory factor analysis, descriptive statistical analysis, correlation analysis, structural equation model analysis, and bootstrapping to verify mediation effects. As a result of the study, organizational silence had a negative effect on organizational cynicism, and organizational cynicism had a negative effect on organizational commitment. Although organizational silence did not have a direct negative effect on organizational commitment, it was found to have a negative effect mediated by organizational cynicism. This study expanded the scope of the study by applying variables from organizational theory to church organizations, and presented practical implications through the research results to church organizations.

• Journal of Digital Convergence
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• v.9 no.3
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• pp.145-163
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• 2011

This study aims to mediating effects of trust on the relationships between R&D organizational culture and organizational- performance. Additionally, This study is to examine the impact of R&D organizational culture to organizational performance. The findings are as follows : First, R&D organizational culture had a significant positive effects on the organizational performance. Second, the mediating effects of trust had a significant effects on all relationships. The means that attaining trust contribute to member's attitude and organization performance, therefore supervisor should make efforts to maintain and enhance trust in organization.

• Journal of Periodontal and Implant Science
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• v.36 no.1
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• pp.167-177
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• 2006

연구배경 임플란트에 관한 전통적인 연구들은 주로 임플란트 매식체와 골조직간의 결합에 중점을 두어왔다. 최근 임플란트의 심미적 관점에 대한 관심이 높아지면서 임플란트 주위 연조직의 재건 및 유지에 대한 연구들이 많이 이루어지고 있다. 이번 연구는 임플란트 주위 연조직이 임플란트 지대주의 모양에 따라 어떻게 반응하는지 알아보고자 한다. 연구방법 및 재료 2 마리의 성견을 대상으로, 먼저 하악의 모든 소구치를 발치하고, 3개월의 치유 기간 후에 각 4분악에 실험에 사용된 3개의 다른 모양의 지대주를 가진 임플란트를 식립하였다: (1) 위로 벌어진 모양의 지대주 (2) 안쪽으로 오목하게 좁아진 지대주 (3) 평행한 모양의 지대주. 식립 순서는 무작위로 하였으며, 3개월 후 실험동물을 희생하고 조직 표본을 얻었다. 조직 표본은 광학 현미경을 통해 관찰하고, 상피, 결합조직, 전체 연조직의 수직적 거리를 측정하여 비교하였다. 연구 결과 이번 연구에서 임플란트 주위의 연조직을 측정한 결과, 접합 상피는 1.21 ${\pm}$ 0.47 mm, 결합조직은 1.16 ${\pm}$ 0.39 mm, 전체 연조직 두께는 2.37 ${\pm}$ 0.47 mm로 이전의 연구들과 비슷한 결과를 보였다. 지대주 주위의 연조직 중 결합조직이 많은 부위에서는 여러 주행 방향의 교원 섬유들이 관찰되었다. 그 중에서 결합조직이 차단막으로써의 역할을 할 수 있도록 하는 원형으로 주행하는 교원 섬유들이 모든 지대주 모양에서 관찰되었다. 특히 오목하게 좁아진 모양을 가진 지대주에서는 오목하게 파인 부분으로 많은 원형으로 주행하는 교원 섬유들이 관찰되었다. 오목한 모양의 지대주는 다른 모양의 지대주에 비해서 측면 방향의 연조직 두께가 두꺼웠다. 특히 위로 벌어진 모양의 지대주에 비해서 두꺼운 연조직을 확보할 수 있었으며, 내부에 많은 결합조직 교원 섬유들을 관찰할 수 있었다. 결론 이번 연구에서 오목한 모양의 지대주가 연조직을 두껍게 유지하고, 많은 원형으로 주행하는 교원 섬유들을 확보할 수 있었다. 이를 통해 오목한 여태의 지대주가 연조직 유지에 더 유리하고, 따라서 심미적인 부위에서 연조직의 퇴축을 예방하는데 더 유리하다고 할 수 있다.

• Korean Security Journal
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• no.10
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• pp.79-102
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• 2005

This study aims to present implications to the basic directions according to organization's own objectives, roles, physiology and changes, etc for private security being activated. The change in organization can lead to foster the foundation for coping with sharp social environmental changes. The fundamental factors leading organizational changes should include intentional, planned and future-oriented activities. This is because organizational changes can be achieved by organizational learning. Besides, organizational learning is indeed important in terms of improvement in business methods and security services, but it should be also much more examined than in any other organization, since business particularity lies in getting in most sensitive contact with customers on the spot. Therefore, this study aims to propose the developmental directions of organizational learning by positively exploring the basic learning directions according to the influences of organizational learning, focusing the organizational efficientization strategies coping with environmental changes on the organizational learning.

• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.915-929
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• 2014

The purpose of this study was to explore organizational justice (distributive, procedural, and interactional justice) as the antecedent of and career satisfaction by conducting an integrative literature review. In addition, this study aimed to identify organizational support for career development (i.e., organizational sponsorship) as the potential mediating variable between organizational justice and career satisfaction. Based on an integrative literature review of previous research, this study proposed the conceptual model on the relationship between organizational justice and career satisfaction along with organizational support for career development. According to the conceptual model, organizational justice can add to the pool of important antecedents of career satisfaction, and organizational support for career development could mediate the relationship between organizational justice and career satisfaction. This study contributed to the human resource development (HRD) field through investigating the relationship between organizational justice and career satisfaction in a career development context in the workplace. Further, this study provided additional theoretical backgrounds to conduct organizational justice related research on diverse factors, such as potential mediating variables, influencing career satisfaction.

• 한국경영정보학회:학술대회논문집
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• 2007.06a
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• pp.713-718
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• 2007

현대 기업에서 정보시스템은 기업활동의 필수적이고 기본적인 요소로 인식되고 있으며 그 중요성은 점점 더 높아지고 있다. 정보시스템은 기업의 각 요소를 유기적으로 연결하여 기업의 목적이나 목표를 달성하기 위해 사용 되고 있다. 정보시스템의 도입이 이런 목표나 목적을 달성하고 있는지 살펴보기 위해 정보시스템의 품질과 조직 성과에 관한 많은 연구들이 이루어져 왔다. 조직행동론 분야에서 '조직내 갈등'이 조직성과에 직 간접적으로 영향을 미치는 것으로 나타나고 있다. 조직내 갈등은 '과업적 갈등'과'감정적 갈등'으로 나눌 수 있으며, 이들은 매개변수나 조절변수로서 조직 성과에 영향을 주고 있다. 하지만 정보시스템의 품질과 조직의 성과에 관계에 대한 많은 연구가 이루어진 반면 이들 관계에 있어 갈등의 역할에 대한 연구는 부족한 실정이다. 본 연구는 정보시스템의 품질과 조직원 성과관계에서 갈등의 역할에 초점을 맞춰 연구를 진행하였다. 이를 위해 근로자 300인 이상인 기업에 근무하는 사무직 근로자를 대상으로 설문 조사를 실시하고, PLS(Partial Least Square) 방법을 사용하여 분석을 실시하였다.