• The Journal of the Korea Contents Association
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• v.9 no.9
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• pp.218-225
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• 2009

The present research aims to analyze empirically the effect of group cohesiveness and supervisor trust which tax investigators recognize while performing tax administrative duties on the team commitment and in-role behavior. The result of the analysis showed that tax investigators' higher group cohesiveness and supervisor trust resulted in higher team commitment, and that higher team commitment in turn resulted in higher in-role behavior, thereby raising the efficiency of tax investigators' activities as well as tax payers' satisfaction with tax services. Therefore in order to improve the efficiency of tax organizations and team performance, the managers of the organizations must set solid goals, develop solid strategies appropriate for situation, and make proper compensations for investigators' achievements. In addition, there would have to be an organic improvement In all the relevant areas, including organization, personnel management, work style, compensation and welfare, in order to raise tax investigators' work desire.

• Journal of Industrial Convergence
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• v.19 no.5
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• pp.119-128
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• 2021

This study was performed to improve the working conditions of female nurses by comparing their organizational commitment and turnover intention according to the type of work shift they prefer. This study is a descriptive survey study, and data were collected by conducting an online survey of 465 female nurses working in three shifts at seven medical institutions. The collected data were analyzed using SPSS WIN 24.0 in a χ² test, a two-sample independent t-test, a pearson correlation and MANCOVA. The result shows that the group of nurses preferring fixed work shift had higher organizational commitment at higher ages and had higher turnover intention if they had an experience of transferring to another medical institution. The study also found that the group that prefers fixed work shift had lower organizational commitment and higher turnover intention than the group of nurses preferring shift work. The nursing department in hospital should strive to improve the working environment in female nurses by developing various types of work, with an aim to increase the organizational commitment of female nurses preferring fixed work and reduce their turnover.

• Fire Science and Engineering
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• v.28 no.6
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• pp.99-107
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• 2014

Author analyzed the relationship among job stressors, job satisfaction, and organizational commitment of police officials. And the Author analyzed the moderating effect of social support on the relationship between job stressors, job satisfaction, and organizational commitment. First, I found that job stressors associated with characteristics of the job or the organization affect job satisfaction and organizational commitment. Job stressors significantly affecting job satisfaction were found to be perceived uncontrol and role ambiguity. Second, the job satisfaction's impact on organizational commitment in the impact relationship was significantly very large. Third, despite the role overload, the group with a high social support had a high job satisfaction. In addition, if there is high level of social support, job satisfaction could significantly increase organizational commitment.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.2
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• pp.197-205
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• 2016

This study is intended to look into the effects of project leader's core competencies(intellectual ability, management ability, emotional ability) on the Critical success factors(job satisfaction, organizational commitment, group cohesion) of project by environmental variables of organization. The results of this study were summarized as follows. First, the intellectual ability, management ability and emotional ability had a significant effect on the job satisfaction, organizational commitment and group cohesion. Second, the functional organization and project organization had a partial effect on project leader's core competencies. But the individual-centered organization had no moderating effect. For the project organization, all intellectual ability, management ability and emotional ability had a moderating effect on the organizational commitment. Consequently, project leader's core competencies are mechanisms to improve the job satisfaction, organizational commitment and group cohesion, and they have a different moderating effect according to the type of organization.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.8
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• pp.544-559
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• 2016

The purpose of this research is to analyze the mediating effects of knowledge management activities in the relationships between superiors' transformational leadership and their organizational commitment and between the their transformational leadership and knowledge management activities and organizational commitment by industry with 635 employees of large companies as the participants in this research. The results of this research can be summarized as follows. It was found that the superiors' transformational leadership had significant effects on their knowledge management activities and organizational commitment. Also, it was found that their knowledge management activities had significant effects on their organizational commitment. It was found that the superiors' transformational leadership had partial mediating effects with regard to the mediating role of their knowledge management activities in their organizational commitment. Finally, the results of the analysis by industry showed that the effects of the superiors' transformational leadership on their knowledge management activities were the greatest in the service industry and the effects of their knowledge management activities on their organizational commitment were also the greatest in the service industry. It was also found that the effects of the superiors' transformational leadership on their organizational commitment were the greatest in the IT industry. In this research, it was recognized that transformational leadership plays an important role as a prerequisite factor for promoting organizational effectiveness, and these results imply that transformational leadership means not only achieving goals, but also pursuing changes and innovation and, at the same time, developing the latent capabilities and strengths of the organization's members and promoting their confidence and passion by stimulating their positive strengths, so that they can achieve higher than expected outcomes.

• The Southeast Asian review
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• v.20 no.3
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• pp.183-222
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• 2010

본 연구의 목적은 2008년 후반에 발생한 국제금융위기에 대응하여 조직 개편을 선택한 기업과 그 기업 내의 근로자들 실태 파악을 하는데 있다. 특히 기업구조조정 명목으로 단행된 해고를 모면한 근로자들 (생존자)의 상태를 그들이 지각하는 각 개인의 관리자에 대한 만족도와 그들의 직무관련태도인 직무만족, 조직적 몰입 그리고 이직 의도 간의 관계 관점에서 살피고자 한다. 관리자에 대한 만족도는 근로자들의 직무 관련 태도 변수와 관련되어 사회적 선행변수로 선택되었으며 직무관련태도는 결과변수로 선택하였다. 본 연구를 통해 생존자들의 조직 내 직무관련태도에 관한 이해를 높이는데 필요한 정보를 표출해내어 그들의 실태를 파악하는데 하나의 목적을 두었으며 그들의 관리자와의 사회적 관계가 그들에게 미치는 영향을 파악하는 것이 또 하나의 목적이라 하겠다. 이상과 같은 관계 파악을 통해 얻은 정보로 관련기업이 단기적으로 성공적인 자립을 하여 장기적으로 경쟁력 있는 조직으로 성장할 수 있는 인적자원전략을 제공하는데 2차적인 목적을 두고 있다. 본 연구는 이상과 같은 목적을 달성하고자 그 유의성이 증명된 현존하는 설문을 활용한 조사기법을 채택하여 실증연구를 하였다. 수집한 자료는 SPSS 17.0과 LISREL 8.5을 사용하여 연구모형과 연구의 가설들을 검증하였다. 연구목적을 달성하고자 채택된 가설들은 기존의 문헌연구를 토대로 세워졌다. 연구대상은 태국 북부지역의 대표도시인 치앙마이 내 관광호텔 종사자들로서 외부적으로는 2008년 국제금융위기와 그에 따른 경제침체, 내부적으로는 극심한 정치적 사회적 불안에 의한 관광객의 급감소와 조직의 자구책으로 행해진 조직재구조 차원에서의 해고를 이겨낸 근로자들, 즉 생존자들이었다. 가설검증을 통해 입증된 연구결과에 의하면 1) 근로자들의 관리자에 대한 만족은 그들의 직무만족, 정서적 조직몰입과 지속적 조직몰입에 영향을 미치는 것으로 검증됐다. 2) 근로자들의 관리자에 대한 만족은 그들의 이직의도에는 영향을 미치지 못하는 것으로 검증됐다. 3) 근로자들의 직무만족은 그들의 이직의도에 영향을 미치는 것으로 검증되었다. 4) 근로자들의 조직적 몰입과 이직의도 간의 관계에 있어서는 오직 경제적 성격의 지속적 조직몰입만 영향을 미치는 것으로 검증되었다. 이러한 연구 결과는 기존의 타 연구 결과와 기본적인 맥락은 같게 나왔으나 근로자들의 정서적인 면의 부재는 2008년 후반 당시의 독특한 태국의 사회적, 경제적 그리고 문화적 실태를 보여주는 것이 아닌 가 사료된다. 특히 근로자들이 그들의 직장과의 관계와 관련된 의사결정을 가치가 아닌 경제적인 요소에 의존한다는 결과 그리고 상관인 관리자가 이러한 태도에 전혀 영향력을 미치지 못한다는 결과는 전통적으로 감성적이며 집단주의적인 동양적 문화가 지배하리라고 예상했던 태국에서는 이례적인 결과였다. 그러나 관리자들이 그들의 직무만족 그리고 조직적 몰입에 영향을 주며 직무만족이 이직 의도에 영향을 미친다는 결과와 지속적 조직몰입이 이직의도에 영향을 미친다는 결과는 장기적으로 적극적인 관리자 교육을 통해 근로자들을 조직에 정서적으로도 올바르게 안착시키고 긍정적인 구성원으로 존재하면서 조직에 기여할 수 있는 그들의 역할을 기대할 수 있다고 볼 수도 있다. 이 점은 매우 중요한데 그 이유는 해고를 이겨낸 근로자들은 그 조직이 미래를 짊어지는 마지막 기대변수이기 때문이다.

• Management & Information Systems Review
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• v.34 no.3
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• pp.273-302
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• 2015

This empirical study analyzed the influence of transformational leadership on knowledge management activities and organizational commitment, and examined the mediating effect of knowledge management in the relationship between transformational leadership and organizational commitment. A survey was employed as the research method. The survey targeted 635 participants working in the service, manufacturing, and IT industries. The results were used to compare and analyze the relationships among industry-specific variables. Transformational leadership is defined as the tendency to strive for change and innovation despite the achievement of objectives, develop the potential capabilities and strengths that each member of the organization possesses, amplify their self-esteem and passion, and lead them to surpass their expected objectives by stimulating positive strengths. Such type of leadership has been perceived as a precedent that enhances organizational effectiveness. In summary, this study has yielded the following results: First, the transformational leadership exhibited by organizational leaders was found to have a significant positive impact on knowledge management activities as well as organizational commitment. Second, knowledge management activities were found to have a significant positive influence on organizational commitment. Third, the transformational leadership exhibited by organizational leaders was found to have a partial mediating effect on the mediating role of knowledge management activities in the relationship with organizational commitment. Fourth, analyzing industry-wise, the influence of transformational leadership on knowledge management activities was the most significant in the service industry, which was also the case for the influence of knowledge management activities on organizational commitment. The influence of leaders' transformational leadership on organizational commitment was the most significant in the information technology industry. Finally, based on the aforementioned research results, suggestions were made regarding the meaning of the influence of transformational leadership on knowledge management activities and organizational commitment and the differences by industry thereof, while also suggesting the limitations of this work.

• Journal of Digital Convergence
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• v.10 no.9
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• pp.59-72
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• 2012

The police, as an advance guard for performing governmental functions, should conduct their duties to protect lives, physical bodies, and properties in the nation against various kinds of crimes, prevent from a public risk by detecting a factor that can menace public safeguard and public order and suppress it when a risk factor occurs. Practically it is impossible to protect lives, physical bodies, and properties in the nationprovided that social stability is not taken as security. The roles of the criminal investigation police that take a countermeasure to prevent a risk in prior by detecting hindrance factor of social stability and process any occurred crime in conformity with pertinent laws could control a successful performance in each of the police activities themselves. The study assumes that the organizational capabilities of the criminal investigation police exercises a significant influence upon organizational concentration. In spite of the fact that it is natural that the organizational capabilities of the criminal investigation police exercises a significant influence upon organizational concentration, until now it is very deficient in studies of this field. It is a viewpoint that an organizational concentration would be improved when a capability of the organizational staff will be improved, they would have a targeting capability for sharing organizational goals and vision and a systematic capability would be supported by the dimension of the criminal investigation police. The study was aimed to deduce a developmental method for the criminal investigation police by conducting an analysis on the impact of the organizational capabilities of the criminal investigation police upon organizational concentration that it suggest method that the criminal investigation police will make a contribution for maintaining a social order.

• Management & Information Systems Review
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• v.34 no.4
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• pp.31-66
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• 2015

The purpose of this research is to examine that internal virtue (i.e. virtue between organizational members) and external virtue (i.e. virtue between organizational members and external members) positively associate with job performance when considering organizational identification, positive work-related identity, affective commitment, emotional exhaustion, and collective self-esteem as mediators. Virtue in organization has received attention as critical attribute of positive organizational scholarship. Cameron(2003) defined the study of virtue as a study of the capacity, attributes, and reserve in organization that facilitates the expression of positive deviance among organization member. In addition, this study contributes to the qualitative investigation on how internal giving virtue (i.e. the employees' virtue for their organization), internal receiving virtue (i.e. virtue employees receive from their organization), external giving virtue (i.e. the organization's virtue for society), and external receiving virtue (i.e. virtue the organization receives from society), used as independent variables, influence job performance after creating research model for the four virtuous behaviors through qualitative research. Therefore, this research contributes to the creation of research model for virtuous behaviors within organizations and virtuous behaviors with external members through qualitative study and sheds light on how these variables influence job performance by virtue of qualitative research.

• Journal of Korea Port Economic Association
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• v.30 no.3
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• pp.59-87
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• 2014

The purpose of this study is to examine the effect of two kinds of Master and Chief Engineer's communication style on group conflicts and members' attitude including job satisfaction and organizational commitment, and to analyze the moderating effect of the isolation from home and community on the relation between the both of communication styles and the several behavioral variables in ship organization. This empirical result demonstrates the fact that Master and Chief Engineer's direct communication with crew has lower conflict and higher job satisfaction and organizational commitment than their indirect one through Chief Officer and First Engineer. In addition, it illustrates the isolation from home only effects moderately on the relation between the communication style and group conflict, and also the direct communication style reduces more the conflict in the group to show less isolation from home. To conclude, this study reveals that job satisfaction and organization commitment could be heightened by proper communication style of Master and Chief Engineer and it would utilize the job performance of ship organization in the long-term.