• 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.

• Journal of the Korean Data and Information Science Society
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• v.5 no.2
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• pp.117-128
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• 1994

본 연구에서는 설정된 조직목표를 효율적으로 달성하기 위한 여러 행정과정변수와 조직의 보편적 특성인 관료성변수를 선정하여 이 변수들이 조직의효과성에 미치는 영향을 확인코자 했으며 이를 통하여 학교 조직의 효과성에 대한 포괄적인 정보를 제공함이 그 목적이라 할 수 있다. 그래서 독립변수로 행정과정(과업구조 인화관계성, 의사소통, 의사결정)과 관료성을, 종속변수로 조직의 효과성(직무만족, 조직적응, 조직생산성)을 선정하였으며, LISREL(Linear Structural Relations)모형을 이용하여 조직의 행정과정 및 관료성이 조직의 효과성에 미치는 영향을 조사하였다.

• The Journal of the Convergence on Culture Technology
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• v.7 no.1
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• pp.111-116
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• 2021

Frequent restructuring of the organization according to the rapidly changing business environment, and increasing of employment insecurity made the employees have a cynical attitude toward the organization. The organizational cynicism is believed to hinder the supportive climate and negatively affect organizational effectiveness. This paper analyzed the effects of the cynicism of employees on the supportive climate and organizational effectiveness. Data were collected through questionnaire instruments from 172 employees of a public service. To test the hypothesis, structural equation modeling was employed. The analysis results showed that the supportive climate had a positively significant effect on the organizational effectiveness. And the organizational cynicism had a negative effect on the supportive climate. Finally, cynicism had a negative indirect effect on organizational effectiveness through a organizational climate.

• Journal of the Korean Society for information Management
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• v.33 no.2
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• pp.7-32
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• 2016

This study aims to explore the effect of a librarian's organizational commitment and Organization Citizenship Behavior (OCB) on organizational effectiveness in libraries. The following conclusions were drawn from the research procedures and data analysis. First, the librarian's organizational commitment make no difference by age level. The librarian's organizational commitment makes no difference by career. The librarian's organizational commitment and organization citizenship behavior make no difference by employment status. Second, the highest correlation is maintain commitment factor and all of the commitment. The second high correlation is sportsmanship behavior factor and all of the organization citizenship behavior. The third high correlation is conscientiousness behavior factor and all of the organization citizenship behavior. Third, the organizational effectiveness is affected 13.4% by a librarian's organization citizenship behavior, 5.6% by librarian's organizational commitment.

• The Journal of the Korea Contents Association
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• v.13 no.4
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• pp.376-388
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• 2013

This study investigated the role of organizational communication, culture and trust as a moderator of the organizational performance(the growth of production and quality improvement) and job satisfaction. Using data collected from 248 workers at 128 establishments in Changwon industrial complex, morderated regression analyses explored the proposed model. As a result, communication activity and organizational trust was found negatively to moderate the relationship between job satisfaction and quality improvement/the growth of production. And organizational culture was found positively to moderate the relationship between satisfaction and quality improvement. Implications of these findings were discussed.

• Korean Journal of Social Welfare
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• v.61 no.1
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• pp.33-55
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• 2009

This article reviews 20 empirical studies that have focused on the organizational effectiveness of social welfare organizations since 1980. The purposes of this study were to understand the organizational phenomena of social welfare organizations, to offer practical implications for organizational management and to propose direction for the further researches. Special attention has been paid to identify 1) subjects of research 2) approach and criteria of organizational effectivess and 3) critical factors that impact on organizational effectiveness. The results showed that 1) most of researches utilized samples from social welfare community centers and assisted-living facility, 2) many researches focused on internal process approach and used diverse criteria of organizational effectiveness 3) collective developmental culture, decentralized structure, transformational leadership, open relationship between organization and external environment were critical factors of organizational effectiveness. The review suggests that social welfare managers should practice diverse approach based on vision, purpose and developmental stage of each organization. The managers also should implement more conscious efforts to make supportive and fair work environment where all employees feel valued and can demonstrate their maximum potential and to respond to task environments more proactively. Further research should be conducted from diverse organizations using various research methods. More comprehensive empirical model and multidimensional measure of organizational effectiveness need to be developed.

• Proceedings of the Korea Contents Association Conference
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• 2013.05a
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• pp.123-124
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• 2013

본 연구는 기업의 사회적 책임(경제적 책임, 법적책임, 윤리적 책임, 자선적 책임)이 조직몰입에미치는 영향과 이들 사이 조직평판의 매개효과를 연구하였다. 분석결과, 첫째, 경제적, 법적, 윤리적 그리고 자선적 책임 모두 조직평판에 정(+)의 영향을 둘째, 경제적, 윤리적 그리고 자선적 책임은 조직몰입에 정(+)의 영향을, 셋째, 조직평판은 조직몰입에 정(+)의 영향을, 넷째, 경제적, 윤리적, 자선적 책임과 조직몰입 간의 영향관계에서 조직평판의 매개효과가. 특히, 윤리적 책임과 자선적 책임과 조직몰입간에는 완전매개(full mediation) 효과가 존재하는 것으로 확인되었다.

• Journal of the Korean Society for information Management
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• v.32 no.2
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• pp.105-129
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• 2015

The purpose of this study was to explore the effects of librarian's empowerment and organizational commitment on organizational effectiveness in libraries. The subjects of this study were 148 librarians of 10 libraries in Jeollabuk-do in accordance to purposeful sampling of nonprobability sampling. The statistics program that was used to achieve the purpose was SPSS pc+ 20.0. The statistics methods were used one-way ANOVA, Pearson's correlation analysis, and multiple regression test. The following conclusion were drawn from the research procedures and data analysis. First, the librarian's empowerment level and organizational effectiveness make a difference by age level. But the librarian's organizational commitment make no difference by age level. Second, the librarian's empowerment level make a difference by marital status. But the librarian's organizational commitment and effectiveness make no difference by marital status. Third, the librarian's empowerment level make a difference by career in present librarian. But the librarian's organizational commitment and effectiveness make no difference by career in present librarian. Fourth, Very a high correlation is influence factor and all of the empowerment, competence factor, and all of the empowerment. Fifth, the organizational effectiveness is affected 9.3% by librarian's empowerment, 5.6% by librarian's organizational commitment.

• Journal of Industrial Convergence
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• v.19 no.1
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• pp.33-41
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• 2021

The purpose of this study is to verify the structural relationship between the dean's distributed leadership, the professor's organizational commitment, job satisfaction, and organizational effectiveness perceived by Chinese university professors, and the mediating effect of organizational commitment and job satisfaction. For the experiment, a survey was conducted on 383 professors at three universities in Hebei, China. The results of this study are as follows. First, Deans' distributed leadership had a positive effect on organizational effectiveness, organizational commitment, and job satisfaction of professors. Second, Dean's distributed leadership showed a significant direct effects on organizational effectiveness. Third, organizational commitment and job satisfaction has a mediating effect in the relationship between distributed leadership and organizational effectiveness. Therefore, in order to increase the organizational effectiveness of Chinese universities, it is necessary to activate deans' distributed leadership and to improve the organizational commitment and job satisfaction of professors.

• Korean Journal of Childcare and Education
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• v.6 no.3
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• pp.153-174
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• 2010

The purpose of this research was to investigate the effects of servant leadership, teacher development stage and organizational effectiveness. Subjects in this study were 259 teachers working at kindergartens and child care centers in Seoul and the Capital area of Korea. Servant Leadership Questionnaire(Kim, 2004), Teacher Development Stage Questionnaire(Lee, 2007), Organizational Commitment Questionnaire(Kim, 1998), Job Satisfaction Questionnaire(Kim, 2007), Teacher Job Satisfaction Questionnaire(Noh, 2001), and Job Performance Questionnaire(Kim, 1983) were used. Descriptive statistics, T-tests, Pearson's correlation, and hierarchical regression analysis were performed. Results showed that servant leadership, teacher development stage and organizational effectiveness were highly correlated with one another. Variables of servant leadership and teacher development were significant predictors of organizational effectiveness. Conclusions suggest that organizational effectiveness was multiply determined.