• Convergence Security Journal
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• v.11 no.5
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• pp.21-29
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• 2011

This study is to investigate how security organizational mentoring type and mentoring function affects organizatio nal commitment. This study had selected security from 5 different security organizations of 2010 which are located i n capital area. Using judgment sampling method, 198 security were drawn for the final study. The survey used in th is study is composed of 37 questions. To practice frequency analysis, factorial analysis, reliability analysis and regre ssion, a program called SPSSWIN 18.0 was used. The value of Cronbach's ${\alpha}$, which shows the reliability of the stud y, appeared to be over .622. The result is: First, security organizational mentoring type affects mentoring function. T hat is, when a systematic mentoring is activated, friendship protecting function, career managing function and sociopsychological function are promoted. Second, security organizational mentoring type affects organizational commitmen t. That is, when a systematic mentoring is activated, organizational commitment is promoted. Third, security organiz ational mentoring function affects organizational commitment. That is, increased friendship protecting function, career managing function, socio-psychological function and role model function results in increased organizational commitment.

• Korea Journal of Hospital Management
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• v.25 no.2
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• pp.25-44
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• 2020

Purposes: This study was to analyze the effects of organizational culture attributes on organizational effectiveness in newly established general hospital. Method: For this purpose, this study sampled 981 hospital employees working for E hospital opened on Apr. 1, 2019 in Seoul. A total of 981 questionnaires were distributed to them, and 888 ones responded to the survey, which had been conducted from Oct. 17, through Oct. 25, 2019. 793 responses were used for the final analysis. The data collected were processed using the SPSS 19.0K for descriptive statistics, T-test, ANOVA, Pearson's correlation coefficient and regression analysis. Findings: First, The type of organizational culture perceived most by hospital employees was 'hierarchy-oriented' (3.53) followed by 'relation-oriented'(3.33), 'task-oriented'(3.23), 'innovation-oriented'(3.19) and job satisfaction scored 3.13, organizational commitment scored 3.28 on their order. Second, 'Relation-oriented', 'task-oriented' and 'innovation-oriented' was positively correlated with job satisfaction and organizational commitment. hierarchy-oriented' was negatively correlated with job satisfaction and organizational commitment. Third, Factors that significantly influencing on organizational effectiveness in a newly established general hospital were as follows. Factors influencing job satisfaction included 'innovation-oriented', 'relation-oriented' and factors influencing organizational commitment included 'relation-oriented', 'innovation-oriented' and age. Practical Implications: In order to increase the organizational effectiveness of the E-General Hospital, it is necessary to gradually move from a hierarchica l-oriented culture to an innovation-oriented and relationship-oriented culture. Since age also affects organizational commitment, it is necessary to promote stability and growth by promoting the mentor-menti system for new members with a low level of experience and experience.

• Journal of Digital Convergence
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• v.19 no.2
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• pp.183-193
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• 2021

The purpose of this study was to verify how organizational fairness affects organizational commitment to social welfare officials, and to examine the mediating effect of organizational support. Social welfare officials have tried to find out what factors can be more adapted to the organization and immersed in the organizational aspect, as overwork and poor working conditions are becoming a problem. As the subject and method of the study, a questionnaire survey was conducted on 172 social welfare officials in P and U cities in northern Gyeonggi Province, and analyzed using multiple regression analysis. As a result of the study, organizational fairness of social welfare officials had a positive effect on organizational commitment, and organizational support had a partial mediating effect. Based on the results of this study, administrative and policy implications for the organizational adaptation and commitment of public officials in charge of social welfare were presented.

• Korean Journal of Social Welfare
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• v.53
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• pp.257-283
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• 2003

The main objective of this study is to examine antecedents and outcome of organizational cynicism. This paper focuses on organizational commitment of social worker as outcome variable. Thus, this study attempts to examine structural relation of variables of organizational level(personnel management), job level(job characteristics), and individual level(level of self-control) on the level of organizational commitment, with special concern about the mediating effect of organizational cynicism. The study conducted mail survey and collected information for data analysis from 330 social workers working at 173 social welfare organizations in Seoul and Kyong-gi area, The study used structural equation modeling(SEM) method for analyzing the constructed model. Main results are as follows: (1) evaluation about personnel management is negatively related to organizational cynicism; (2) evaluation about job characteristics is negatively related to organizational cynicism; (3) evaluation about self-control is negatively related to organizational cynicism; (4) organizational cynicism exerts negative effect on the level of organizational commitment; and (5) evaluation about personnel management, evaluation about job characteristics, and evaluation about self-control exerts positive effect on the level of organizational commitment. Among the results of this study, this paper focuses on the function of personnel management system on organizational cynicism. This paper emphasizes that social welfare organizations must make a lot of efforts for making fair personnel system in order to reduce social workers' organizational cynicism and ultimately promote their organizational commitment.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.1
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• pp.137-150
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• 2002

Today, environments of healthcare and hospital organizations are changing very rapidly. In response to these rapid and uncontrollable changes, organizational members should be required to be empowered, because empowerment makes feelings of powerlessness and frustration reduce and leads to work performance such as Job satisfaction and Organizational commitment. The term 'Empowerment' is frequently used in recent, but there is a lack of study. In nursing administration, studies are also few. Empowerment is defined here as a cognitive, continuous and active process which empower intrinsic work motivation to members. This study takes empowerment as a construct composed of four factors-meaning, competence, self-determination, impact. 1. The purpose is to analyze the relationship of empowerment with job - satisfaction and organizational commitment perceived by nurses. 2. The method : Data were collected from 334 nurses in 2-hospital and gathered during the period 20days from September 11 to September 30, 2000 and ANOVA, Pearson's correlaton etc are conducted for this study. 3. The results were as follows: 1) In characteristics of subjects, age and the period of duty were significantly different in empowerment (p<0.001). Educational background, marriage and motivation to be nurse were different in empowerment(p<0.05). 2) Empowerment degree perceived by nurses was 55.52. 3) Empowerment was related with job satisfaction (p<0.001) but was not related with organizational commitment. 4. Conclusion : The above result was different from other empowerment studys which empowerment is related with job satisfaction and organizational commitment. The study on empowerment is important in the aspect of strategies for increasement of work performance. For the proper tool in nursing practice, we study empowerment in various aspects and the further studys for the relationship of empowerment with organizational commitment are needed.

• Quality Improvement in Health Care
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• v.10 no.2
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• pp.144-153
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• 2003

1) Background: The hospitals of modem society, like any other business entities, have to constantly strive to secure their survival from aggressive changes and competition outside. In this unstable environment, effective leadership is one of the most effective strategies for securing organization's growth as well as stability. This study investigated types of leadership (transformational or transactional) that is dominant in medical record departments and compared it's effects on organizational commitment and job satisfaction of their organizational members by types. 2) Method: A questionnaire was developed and mailed to all medical record administrators working at general hospitals throughout the country except department directors (N=450). Of these, 150 useable questionnaires were returned and analyzed by t-test, multiple regression analysis using SPSS. 3) Results: The organizational commitment and job satisfaction were a little bit higher than moderate level, and that of leadership perceived by medical record administrators was also in moderate level throughout types. Significant characteristics (positively) related to organizational commitment and job satisfaction by univariate analysis were marital status (married), position (middle management) and both type of leadership. However transformational leadership was the only significant factor in leadership styles after considering all the factors related to organizational commitment and job satisfaction together by multivariate analysis. 4) Conclusion: The average organizational commitment and job satisfaction of medical record administrators was just in moderate level. Efforts should be made to increase them by improving leadership capacity of medical record directors, primarily by using transformational leadership approach.

• Journal of Korean society of Dental Hygiene
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• v.10 no.6
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• pp.973-981
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• 2010

Objectives : The purpose of this study is to find out factors that affect turnover intention among dental hygienists. This study also provides a method to decrease the turnover intention, and demonstrates plans to improve organizational effectiveness. Methods : The data was collected from 300 dental hygienists working at dental clinics in Daegu and Kyungbuk province during the month of September, 2010. The total of 152 copies were used for analysis. The questionnaires were consisted of 6 categories: turnover intention, empowerment, organizational commitment, burnout, stress, and job satisfaction. T-test, ANOVA, correlation analysis, multiple regression were applied in this analysis. Results : 1. Looking at the relations between turnover intention and general characteristics, urnover intention was the highest among 20-29 age group, junior college graduates, and the group that had lees than 2-5 years of working experiences(p<0.05). Regarding marital status, singles had higher turnover intention than married people. 2. Looking at the correlation among turnover intention, empowerment, organizational commitment, burnout, stress, and job satisfaction, most of these factors showed significant correlations. However the correlations between organizational commitment and stress, stress and empowerment, stress and job satisfaction were not significant(p<0.05). 3. Organizational commitment and stress had significant influence on turnover intention(p <0.05). Organizational commitment was the most significant factor and it negatively influences the turnover intention. Conclusions : In order to decrease the turnover intention among dental hygienists, plans that can increase the organizational commitment should be implemented by improving organization-related factors.

• Korean Security Journal
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• no.52
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• pp.95-123
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• 2017

The purpose of this study is to analyze how the new police education will affect job satisfaction and organizational commitment. Based on the Central Police Academy, the new policemen(288th newly appointed officers) were surveyed as a survey of educational satisfaction(education, curriculum, teaching facilities, teaching facilities), and awareness of job satisfaction and organizational commitment. The results are summarized as follows. First, Educational satisfaction has shown that there is a static correlation between job satisfaction and organizational involvement. Second, the teaching ability has a significant effect on all the factors contributing to job satisfaction, in relation to the effect of the educational satisfaction on job satisfaction. Third, in relation to the effect of the educational satisfaction on organizational commitment, the teaching ability has had a significant effect on all the factors involved in organizational involvement, and education courses and educational facilities have shown significant effects on continuance commitment among organizational commitment. These results suggest that education for working subjects should be conducted in a more case-oriented instruction, and the practice of on-the-job training is required to ensure practical hands-on learning.

• Journal of Convergence for Information Technology
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• v.11 no.10
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• pp.115-130
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• 2021

This study is to study the overall structural relationship between work-life balance(WLB), superior trust, workplace happiness, and organizational commitment. The goal of this study is to study how WLB and superior trust affect workplace happiness, how workplace happiness affects organizational commitment, and the mediating effect of workplace happiness. Survey data were collected from incumbents working in large companies and SMEs, validity and reliability of research items were reviewed, and research hypotheses were tested using path analysis. As a result of testing the research hypothesis, WLB and superior trust have a positive (+) effect on workplace happiness, and workplace happiness has a positive (+) effect on organizational commitment. Also, job satisfaction plays a role as a partial parameter between WLB, superior trust, and organizational commitment. Based on the hypothesis test results, it was confirmed that the higher the level of WLB and superior trust, the higher the level of work satisfaction. Based on the research results, a plan was suggested for Korean corporate members to achieve workplace happiness and organizational commitment.

• Journal of the Korean Society of Safety
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• v.36 no.2
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• pp.39-48
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• 2021

This study was conducted to suggest a direction in which safety managers can concentrate on industrial accident prevention and safety management for the organization. The job resources of safety managers were divided into organizational and individual levels, and the magnitude of the impact on organizational commitment was compared. Furthermore, job demands were classified into environmental risk factors and personal psychological factors to confirm their effect on organizational commitment. The moderating effect of job resources and sub-factors of the variable in the relationship between job demands and organizational commitment was verified. In this study, a questionnaire survey was conducted on 193 safety managers in the domestic electric construction business, data were collected, and a questionnaire of 180 people was used for the final analysis. Based on the results, organization-level resources among the sub-factors of job resources and individual psychological factors among the sub-factors of job demand had a more significant influence on organizational commitment. In the relationship between job resources and organizational commitment, the moderating effect of job demand was verified, confirming that job demand had a negative moderating effect. Individual psychological factors had a modulating effect, whereas environmental factors did not. The significance, implications, and limitations of this study are discussed based on the research results.