• Title/Summary/Keyword: Commitment Organizational

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The Effect of Organizational Efficacy, Self-efficacy, Nursing Professionalism on Organizational Commitment in General (종합병원간호사의 조직효능감, 자기효능감, 간호전문직이 조직몰입에 미치는 영향)

  • Kim Hyun Woo;Eun Hee Park
    • Journal of Industrial Convergence
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    • v.21 no.7
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    • pp.75-82
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    • 2023
  • The purpose of this study was designed to help the operation of the hospital organization through analysis of factors influencing organizational commitment of general hospital nurses. 129 nurses in general hospitals were targeted in G City. This study was conducted to analyze the effects of group efficacy, self-efficacy, and nursing professionals on organizational commitment. T-test, ANOVA, Pearson's correlation coefficient, Descriptive statistics and multiple regression were used. Stepwise regression analysis found that organizational commitment was affected by group efficacy(β=0.240, p =.003), nursing professionalism(β=0.229, p =.004) and daytime work(β=0.249, p =.003), The F statistic was 10.478 (p <.001). Therefore, in order to improve organizational commitment, it will be necessary to prepare communication programs and cooperation programs per unit to improve collective efficacy. In addition, it is necessary to improve the system, such as a system dedicated to night workers, so that the working hours of nurses in general hospitals can be maintained constant. In addition, it is necessary to develop a support program so that nursing professionals do not decrease due to disappointment in reality in the nursing field.

The Workplace Empowerment on Staff Nurses' Organizational Commitment and Intent to Stay (임상간호사가 지각하는 임파워먼트, 조직몰입 및 잔류의도)

  • Yom, Young-Hee
    • Journal of Korean Academy of Nursing Administration
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    • v.12 no.1
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    • pp.23-31
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    • 2006
  • Purpose: The purpose of this study was to test the empowerment structural model based on Kanter's work empowerment theory. Method: A predictive, nonexperimental design was used in a sample of 279 nurses from 3 university affiliated hospitals. Data were collected with self-administered questionnaires and analyzed using mean, standard deviation, pearson correlation coefficient and path analysis. Results: The results showed that the overall fitness of the hypothethical model to the data was good(chi-square=.7751, df=4, p=.942, GFI=.999, AGFI=.996, RMSEA=.000). Both formal power and informal power directly influenced on nurses' perceived empowerment level and empowerment directly influenced on nurses' organizational commitment and indirectly influenced on nurses' intent to stay. Conclusion: The results imply that hospital and nurse managers should provide the empowering working condition for nurses to be stayed in hospitals.

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Factors Influencing Nurse Turnover Intention in Small and Medium Sized Hospitals in the Metropolitan Area (수도권 중소규모 종합병원 간호사 이직의도 영향요인)

  • Hwang, Youn Sun;Kang, Kyeong Hwa
    • Journal of Korean Academy of Nursing Administration
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    • v.20 no.5
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    • pp.576-586
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    • 2014
  • Purpose: The purpose of this study was to investigate the factors influencing nurse turnover intention in small and medium sized hospitals in the metropolitan area. Methods: A cross-sectional survey design was used. A questionnaire was distributed to the nurses in small and medium sized hospitals. The data of 209 nurses was analyzed using t-test, ANOVA, Pearson correlation coefficient and multiple regression. Results: Organizational commitment and age were identified as factors influencing turnover intention. These factors explained 56.8% of variance of turnover intention. Conclusion: Results suggest that establishment of organizational commitment needs to be discussed and continuously developed. Further study is also necessary to identify the key mechanism in nurse turnover intention.

A Study on Turnover Intention of Hospital Workers (의료기관 종사자의 이직의도에 관한 연구)

  • Lee, Sun-Kyoung;Seong, Jeong-Min
    • The Journal of the Korea institute of electronic communication sciences
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    • v.8 no.2
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    • pp.271-277
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    • 2013
  • The purpose of this study is to find out factors that turnover intention among medical staffs of hospital. The study subjects were 179 medical staffs of hospital and the data were collected using by self-administered questionnaire. As the result of multiple regression analysis the age, education, career management and organizational commitment were statistically significant related with turnover intention. Especially, in order to reduce turnover intention that hospital is development of career management programs and organizational commitment for enhancing the security measures are necessary.

Relationship of Male Salaried Employee's Marital Communication on Job Satisfaction and Organizational Commitment (사무직 남성의 부부의사소통과 직무만족 및 조직몰입과의 관계)

  • Lee, Hyun-Ju
    • Korean Journal of Human Ecology
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    • v.17 no.1
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    • pp.1-12
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    • 2008
  • The purpose of this study is to examine influences of male salaried employee's marital communication on their job satisfaction and organizational commitment. The subjects of this study were 279 married male employees from 10 companies. The data were analyzed by descriptive statistics, one way ANOVA, Scheffe & Pearson's correlation with SPSSWIN(ver 12.0). There were significant differences according to the young married couple who has school background high, under 10 years of the length of their service in Marital communication And there were positive correlations among the marital communication which were communication agreement, communication contentment and communication smoothness and job satisfaction.

Impact of Corporate Social Responsibility on Organizational Trust and Organizational Commitment in Private Security Companies (시큐리티 기업의 사회적 책임이 조직신뢰 및 조직몰입에 미치는 영향)

  • Kim, Il Gon;Bae, Du Youl
    • Convergence Security Journal
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    • v.12 no.5
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    • pp.41-50
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    • 2012
  • The findings of the study were as follows: First, as a result of analyzing the relationship of the demographic characteristics of the subjects to their awareness of corporate social responsibility, organizational trust and organizational performance, there were differences in awareness of corporate social responsibility according to the form of employment, academic credential and marital status. As for awareness of legal/ethical responsibility by the form of employment, the regular workers put more emphasis on that than the irregular workers. Second, as a result of analyzing the relationship of the corporate social responsibility of the private security companies to organizational performance, namely organizational commitment and organizational citizenship behavior, the two factors were found to affect each other.

A Study of the Effects of Job Burnout on Organizational Effectiveness and Turnover Intention (직무소진이 조직유효성과 이직의도에 미치는 영향에 대한 연구)

  • Kwon, Yong-Man
    • Journal of Digital Convergence
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    • v.13 no.10
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    • pp.165-170
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    • 2015
  • This study attempted to investigate an efficient human resources management plan by enhancing organizational performance and reducing the factors which influence turnover intention after analyzing the effects of job burnout on organizational effectiveness and turnover intention. To test a research model, after explaining the purpose of the study to them at work, data were obtained through a standardized questionnaire survey. To figure out the effects of job burnout on organizational effectiveness and turnover intention, causality was analyzed using the Structural Equation Model (SEM). According to hypothesis testing, a total of five hypotheses were chosen, and the following results were obtained: Job burnout had a significant effect on organizational commitment (-0.456), job satisfaction (-0.488) and turnover intention (0.501). In terms of relations between organizational effectiveness and turnover intention, organizational commitment (-0.350) and job satisfaction (-0.199) decreased turnover intention. Therefore, it is important to discover and analyze these obstacles which hinder employees from being absorbed in their work with attachment.

Effects of Emotional/Primal Leadership on Job Satisfaction and Organizational Commitment through Mediating Role of Organizational Culture in the Food Service Industry (외식서비스산업에서 조직문화의 매개역할을 통한 감성리더십이 직무만족도와 조직몰입에 미치는 영향)

  • Kang, Kyu-Chul;Oh, Young-ho
    • Journal of the Korea Convergence Society
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    • v.8 no.7
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    • pp.245-251
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    • 2017
  • The environment of the food service industry is becoming increasingly complicated and unpredictable as modernization and industrialization become more and more common. Moreover, the development of the food service industry is rapidly changing due to the convergence of the inter-industry services. In this study, based on the high reliance on the human resources of the food service industry, it investigates relations of each component as integrated view through leadership, organizational performance, and organizational culture. In particular, the relationship between emotional/primal leadership and organizational performance(as job satisfaction and organizational commitment) was verified through mediating effects of organizational culture. The results of this study will provide an integrated perspective on the understanding and development of the food service industry structure, which requires the importance of human relations, and will help convergent thinking among various service industries.

A Study on The Effects of R&D Personnel's Job Characteristics at Government-Sponsored Research Institutes on Organizational Commitment : Verification of mediation effect of Organizational Justice (정부출연연구소 연구인력의 직무특성이 조직몰입에 미치는 영향 연구 : 조직공정성 매개효과 검증)

  • Lee, Seungyeon;Park, Soo-Kyung
    • Journal of Korea Technology Innovation Society
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    • v.21 no.3
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    • pp.969-991
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    • 2018
  • The aim of this study lies on verifying the mediation effect of organizational justice in the relationship between R&D personnel's job characteristics and organizational performance within their Government-sponsored research institute. For this, a survey was conducted on 362 R&D personnel members from 25 state-sponsored research institutes under National Research Council of Science & Technology, and then, a multiple regression analysis was used to seek any possible relationship. As a result, job characteristics such as autonomy and feedback were found to have positive (+) influence on organizational commitment. In addition, the result of the mediation effect of organizational justice indicated that the impact was made only by autonomy. This study finds its significance in the fact that it revealed the relationship between job characteristics and job satisfaction among R&D personnel in state-sponsored research institutes who have rarely been the source of objectives in related studies, and that it revealed organizational justice mediated the relationship.

The Relationship between Social Exchange, Employee Empowerment, and Organizational Efficiency in the Foodservice Industry (외식기업의 사회적 교환 관계, 임파워먼트, 조직 유효성의 관계 연구)

  • Yoo, In-Pyong;Cho, Ui-Young;Chun, Hyo-Jin
    • Journal of the East Asian Society of Dietary Life
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    • v.16 no.6
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    • pp.763-771
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    • 2006
  • This study was conducted to suggest effective alternatives for human resource management in the foodservice industry by investigating the influence of social exchange on employee empowerment and organizational efficiency, The findings derived from the study are as follows: First, the major components of social exchange, organizational support and the leader-member exchange (LMX), significantly influenced the components of employee empowerment such as signification and self-determination. Secondly, we found that signification and self-determination had a significant impact on the turnover intentions and organizational commitment of the employees, which in turn organizational efficiency. Thirdly, both the employees' turnover intentions and organizational commitment were significantly influenced by the organizational support and the leader-member exchange. These results suggest that it is necessary to have active communication between organizational leaders and members to improve employee empowerment. In other words, employees should acknowledge the meaning and importance of their tasks and support at the organizational level should be provided to ensure employee empowerment.

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