• The Journal of the Korea Contents Association
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• v.9 no.12
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• pp.291-302
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• 2009

The purpose of this study was to determine potential moderating effects on organizational fairness and one's collectivism propensity as determinants of organizational effectiveness of construction site managers. In particular, this study sought to verify if site managers' collectivism propensity could have moderating effects on relationships between organizational fairness and organizational effectiveness, so that it could find out the importance of moderating effects on organizational fairness and site managers' collectivism propensity. In order to meet these goals, this study selected organizational fairness as a factor that affects organizational effectiveness. Organizational fairness can be divided broadly into distributive fairness and procedural fairness. And this study also selected organizational commitment and job satisfaction as variables of organizational effectiveness, which result from organizational fairness and collectivism propensity of site manager. Moreover, this study selected the collectivism propensity of site manager as a variable that moderates potential effects on organizational fairness and effectiveness. As a result, this study could come to the following findings in detail: First, it was found that organizational fairness had significant effects on organizational effectiveness, which was demonstrated in the result of relevant hypothesis test. Secondly, it was found that construction site managers' collectivism propensity had no moderating effect upon relationships between organizational fairness and effectiveness.

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.370-377
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• 2015

Organizational trust (OT) plays a substantial role to attain competitive advantages. It is an effective way to enhance organizational effectiveness. OT makes employees to have a positive emotion toward a firm, also it contributes employees to bring a spontaneous behavior. The purpose of this study is to investigate the relationships among OT, organizational commitment (OC), and organizational citizenship behavior (OCB) theoretically and empirically. A total of 228 cases in 15 Chinese companies are used for empirical analysis. The results show that OT has a positive effect on OC and OCB. It is suggested that OT is an important variable to improve emotional and continuance commitment. Also the results reveal that OCB is a meaningful dependent factor that is affected by OC.

• Journal of Convergence Society for SMB
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• v.6 no.1
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• pp.1-5
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• 2016

In this paper, I try to develop a model the effects on organizational behavior and job performance of members of the organization's Information Management System. I conduct a survey on organizational performance received IMS and analyze the correlation between the variables. By the results, as the level of awareness of IMS determined the level of organization's performance. I proposed an alternative for improving performance and management improvements. How a positive influence on organizational performance analysis and efficient operating IMS.

• Korean Public Administration Review
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• v.48 no.4
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• pp.109-132
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• 2014

본 연구는 조직관리자의 조직 내부 및 외부관리 노력과 관리경력 등 관리자의 개인적 특성이 조직구성원의 직무만족에 미치는 영향에 관한 실증적 분석을 실시한다. 층화군집추출로 표집된 한국의 150개 중학교에 대해 3년간 학교, 교장 및 교사 조사를 통해 얻어진 다중원천 자료에 근거하여 위계적 선형모형(HLM)분석을 실시한 결과, 조직관리자인 교장의 관리경력 등 개인적 특성과 함께 교장의 내부관리 노력과 상부기관 및 학부모 등 주요 이해관계자에 대한 의견수렴 등 외부관리 노력이 모두 교사들의 직무만족에 긍정적 영향을 미치고 있음을 발견하였다. 이러한 결과는 선행연구에서 제시하는 개인 및 조직수준 직무만족 설명변수들인 교사의 인구통계학적 특성, 직무동기, 자기효능감, 학교유형, 조직규모, 소재지역, 학교자원 등을 모두 통제한 상태에서 나타났다는 점에서 최근 공공관리 문헌에서 주목받고 있는 관리가 중요하다(management matters)는 주장의 한국적 맥락에서의 타당성을 지지하고 있다.

• Culinary science and hospitality research
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• v.22 no.5
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• pp.339-351
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• 2016

Current study conducted to verify the impact of emotional labor by Rapport on job burnout and organizational satisfaction from five-star hotel chefs located in Seoul. Survey distributed to employees who are working for department of foodservice from ten five-star hotels, and total 257 respondents were employed for data analysis. The Rapport was tested by using two sub-variables: enjoy relationship and personal bond, the emotional labor were measured by three sub-dimensions: surface behavior, emotional behavior, and inner behavior. Results found that enjoy relationships and personal bonds have significant influence on surface behavior, but the rapport have not significant impact on emotional behavior. In addition, only personal bond of rapport has significant influence on personal bon in present study. Furthermore, all elements of emotional behavior except surface behavior were significant predictors of job burnout, and organizational satisfaction. Hence, this study contributed to provide various practical implication as well as theoretical implications to managers or organizers of five-star hotels especially for foodservice employees.

• Korean Journal of Social Welfare
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• v.67 no.3
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• pp.83-105
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• 2015

This study has two objectives. First, it examines the relationship between organizational trust and error management culture. Second, it also examines the effect of social workers' perceived work value on the combined model by considering the unique characteristics of social work profession and social desirability. This study employs the stratified sampling method on social workers with more than two year work experiences in their current social service agencies that are located in Seoul and Kyungki province; finally it analyzes the responses from 564 social workers by using the method of multiple regression modeling. This study has the following results: (1) there is a causal relationship between social desirability and organizational trust perceived by social workers; (2) there is a positive causal relationship between social workers' perceived work value and organizational trust; and (3) there is also a positive causal relationship between factor structure of error management culture and organizational trust. This study discusses the theoretical and practical implications of the results.

• Journal of the Korea Society for Simulation
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• v.23 no.1
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• pp.21-31
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• 2014

In this article, data mining simulation is applied to find a proper approach and results of analysis for study of variables related to organization. Also, turnover intention and organizational commitment are used as target (dependent) variables in this simulation. Classification and regression tree (CART) with ensemble methods are used in this study for simulation. Human capital corporate panel data of Korea Research Institute for Vocation Education & Training (KRIVET) is used. The panel data is collected in 2005, 2007, and 2009. Organizational commitment variables are analyzed with combined measure variables which are created after investigation of reliability and single dimensionality for multiple-item measurement details. The results of this study are as follows. First, major determinants of turnover intention are trust, communication, and talent management-oriented trend. Second, the main determining factors for organizational commitment are trust, the number of years worked, innovation, communication. CART with ensemble methods has two ensemble CART methods which are CART with Bagging and CART with Arcing. Comparing two methods, CART with Arcing (Arc-x4) extracted scenarios with very high coefficients of determination. In this study, a scenario with maximum coefficient of determinant and minimum error is obtained and practical implications are presented. Using one of data mining methods, CART with ensemble method. Also, the limitation and future research are discussed.

• Asia Marketing Journal
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• v.10 no.2
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• pp.31-69
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• 2008

The purpose of this study is to identify the organizational characteristics that enhance CRM performances of a company. Based on a review of diverse definitions of CRM performance, this study examines the relationships among CRM performance measures and organizational characteristics. A questionnaire survey of 123 CRM managers of Korean companies was conducted to test the proposed research model, and a series of structural equation modeling identified the strong effects of organizational characteristics on CRM performance. It was found that top management commitment to CRM and a firm's strategic readiness lead to high levels of CRM investment, which, in turn, enhance directly task-related performance and indirectly customer-related performance. This study also confirmed that customer orientation is significantly related to task-related CRM performance and that the variables of CRM commitment and organizational culture may enhance customerrelated performance indirectly through their effects on the task-related performance. However, organizational members' resistance to change was found to have no effects on CRM performance. Overall our research broadly supports the role of organizational characteristics revealed in the CRM literature.

• Journal of the Korean Applied Science and Technology
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• v.36 no.2
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• pp.656-667
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• 2019

This study is a descriptive research to grasp the effects of job stress on turnover intention and to confirm the mediating effect of organizational commitment according to the extent of job stress, organizational commitment and turnover intention in the relations between job stress and Turnover Intention of nurses working in general hospitals. Method: The subjects of this study were 199 nurses are working in general hospitals, that have more than 200 beds and less than 400 beds, located in Gwangju. I surveyed them using a structured questionnaire for collecting data from Sep. 01, 2017 to Sep. 20, 2017. The collected data were analyzed by the frequency, the percentage, t-test, ANOVA, Scheffe's Test, Pearson's Correlation Coefficient, Multiple Regression Analysis and Sobel Results: In the first step, job stress as an independent variable had a statistically significant effect on organizational commitment(${\beta}=-.321$, p<.001). In the second step, job stress, an independent variable, also had an important effect on turnover intention as a dependent variable(${\beta}=.389$, p<.001). Job stress and organizational commitment were meaningful predictor variables of turnover intention in the third step. The explanatory power of two variables was 45.5%. The value ${\beta}$ of job stress in the third step was .203(p<.001) which was smaller than its value ${\beta}$,.389(p<.001), in the second step. That meant organizational commitment had the mediating effect on turnover intention. The Sobel Test was conducted to verify the significance of the extent of the mediating effects of organizational commitment. The test result was that the value Z was -3.694 and the mediating effect of organizational commitment was significant on the relation between job stress and turnover intention(p<.002). Conclusion: this study is expected be useful to find ways to reduce subjects' turnover intention by decreasing their job stress, increasing their organizational commitment and developing intervention programs as basic data.

• Proceedings of the Korean Society of Computer Information Conference
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• 2020.01a
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• pp.91-93
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• 2020

본 연구는 항공 종사자를 대상으로 조직갈등에 대한 구성원의 이직의도를 파악하였다. 설문 대상은 아시아나항공, 대한항공, LCC로 부산 김해국내/국제공항과 서울 김포공항, 인천 국제공항 내에서 주로 예약발권, 탑승수속, 출도착, 카운터 등의 업무를 담당하는 지상직원이고, 2018년 8월20일~2016년 10월 16일 동안 400부의 설문이 진행되었고 그 중 회수되지 않거나 응답이 불성실한 설문지를 제외하고 총 227부를 최종분석에 이용하였다. 수집된 자료는 SPSS 22을 이용하여 신뢰도 분석과 상관관계를 이용하였고, AMOS 18을이용하여 확인적 요인분석, 측정모델 분석 및 제안모델 분석 등을 검정하였고, 추가로 대안모델 개발을 하였다. 분석을 위해 SPSS 18과 AMOS 18을 이용하였고, 신뢰도 분석을 위해Crombach's Alpha와 변수 간의 인과관계 파악을 위해 측정변수모델(SEM)을 이용하였으며, 추가분석으로 갈등(역할갈등, 상사부하간갈등)과 이직의도간의 관계에서 셀프리더십의매개효과를 검정하였다. 본 연구에서 설정된 가설은 총 4개로 연구결과를 기초로 결론과 시사점, 그리고 본 연구의 한계점과 향후 연구의 방향을 제시하고자한다.