• 디지털산업정보학회논문지
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• 제15권3호
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• pp.225-239
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• 2019

Together with the emergence of Information and Communications Technology(ICT) and 4th Industrial Revolution, digital content is arising as a front-runner in the knowledge society. 21 century opened up an era of digital and cultural content, which is the industry to generating added values from future industries. This study aims to empirically examine the casual relation between three factors from Organizational Justice Theory Distributive, Procedural, Interactional Justices, and turnover intention through Organizational Immersion. A sample group for the analysis was employees at small/medium-sized digital content businesses with less than 60 workers. 200 questionnaires were distributed to the group for a week from July 22 to 28, 2019. 154 responses were collected and analyzed in this study, after eliminating 4 poor responses. The result of the study on Organizational Justice at digital content businesses showed that, first, Distributive Justice of the employees showed a positive influence on Organizational Immersion. Second, the employees' Procedural Justice showed a positive influence on Organizational Immersion. Third, the employee' Interactional Justice showed a positive influence on Organizational Immersion. Fourth, the employees' Organizational Immersion showed a positive influence on their turnover intention.

• 한국융합학회논문지
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• 제9권9호
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• pp.69-81
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• 2018

본 연구의 목적은 정보보안 정책 준수 의도의 선행변수인 정보보안에 대한 인지된 중요성에 유의한 영향을 미치는 요인을 규명하는 것이다. 이를 위해 구조방정식 모형을 기반으로 제안 모형을 분석했다. 분석결과, 첫째, 정보보안 교육의 효과성은 정책 준수에 따른 인지된 비용에 통계적으로 유의한 영향을 미치지 못하는 것으로 나타났다. 둘째, 정보보안 정책의 효과성은 정책 준수에 따른 인지된 비용에 유의한 영향을 미치는 것으로 나타났다. 셋째, 인지된 취약성은 정책 준수에 따른 인지된 비용에 유의한 영향을 미치는 것으로 나타났다. 넷째, 정책 준수에 따른 인지된 비용은 정보보안에 대한 인지된 중요성에 유의한 영향을 미치는 것으로 나타났다. 다섯째, 정보보안 침묵에 대한 경영진의 태도는 구성원들의 보안 침묵 행위에 유의한 영향을 미치는 것으로 나타났다. 여섯째, 정보보안에 대한 의사소통 기회는 구성원들의 보안 침묵 행위에 유의한 영향을 미치는 것으로 나타났다. 마지막으로 구성원들의 보안 침묵 행위는 정보보안에 대한 인지된 중요성에 유의한 영향을 미치는 것으로 나타났다.

• 한국식품영양학회지
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• 제19권4호
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• pp.366-373
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• 2006

Employee turnover and job satisfaction are the main concerns of Foodservice indusryy because of a high dependence on human resources. This study was carried out to find out the differences of job satisfaction of employees in Foodservice industry and identify the effects of job satisfaction on turnover intention by major at the college or university. In comparison of job satisfaction of employees by 3 groups of food-related majored, tourism-business majored, and other majored, there were no significant differences among groups. But in the correlation between overall and 6 factors of job satisfaction, there were all significant correlations in food-related majored and tourism-business majored employees. Employees in Foodservice industry were satisfied by different demographic characteristics according to what they majored at college. Statistically significant variables that affect to the job satisfaction were gender, employment status, length of employment, monthly income, working hour per week in the food-related majored employees and employment status in the tourism-business majored employees. Finally, among job satisfaction factors, intention to quit was negatively affected by supervision in food-related majored and tourism-business majored employees, but positively affected by job environment only in tourism-business majored employees.

• 보건행정학회지
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• 제16권3호
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• pp.1-18
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• 2006

The organizational effectiveness of hospital in various environmental fluctuations is a large and complex problem. Hospital CEO leadership characteristics may be a critical determinant of employees' job satisfaction and turnover intention. Several empirical studies on transformational leadership found that transformational leadership behaviors were positively related to workers' job satisfaction and turnover intention. Very little research related to this subject has been done in health care settings in Korea. The author explores the relationship between hospital CEO leadership style and its effect on job satisfaction and turnover intention among the all staffs of general hospital. The relationship of hospital CEO leadership style to employees' job satisfaction was investigated using the Bass's leadership paradigm of transformational and transactional leadership. The Multifactor Leadership Questionnaire(MLQ) and the index of job satisfaction and turnover intention were completed by 493 hospital employees(doctors, nurses, hospital administrators, technicians, and assistants). The findings show a similar trend to the previous studies. Hospital CEO leadership behaviors and employee outcomes were significantly correlated. Correlations showed a significant positive relationship between those hospital CEO exhibiting a transformational leadership style and the job satisfaction of their staffs. The results of multiple regression analysis indicate that the effect of charisma in transformational leadership behaviors is more higher than other variables. Transformational leadership style may be a more effective strategy and have a greater effect on staff outcomes, attitudes and behaviors. The findings of this study reveal implications for efficient hospital management and the importance of understanding relationship between hospital CEO's leadership style and subordinate behaviors in the context of CEO's desirable role and function for hospital strategy planning and future direction.

• 마케팅과학연구
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• 제16권1호
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• pp.45-71
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• 2006

본연구는 대구 북구에 입지한 테스코 홈플러스, 까르푸, 이마트 고객 287명을 대상으로 하는 설문조사 결과를 구조방정식 모형에 대입해, 개인가치가 할인점 점포연상과 할인점 충성도에 주는 인과적 영향관계를 고찰한다. 연구 결과, 개인의 사회소속가치는 점포분위기 연상에 긍정적인 영향을 주는 것으로 나타났으며 자아실현가치는 판매후서비스와 종업원서비스에 긍정적인 영향을 주는 심층 지각개념임을 보여준다. 또 할인점 단골의도에 대해 점포접근성이 가장 큰 영향을 주고 있으며 그 다음으로 실내디자인, 종업원서비스 연상 순으로 긍정적인 영향을 주는 것으로 나타났다. 이상 연구결과를 바탕으로 이론적, 관리적 시사점과 함께 연구단점이 연구 마지막 부분에 논의되고 있다.

• 한국컴퓨터정보학회논문지
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• 제23권8호
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• pp.115-121
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• 2018

This study inquires into employee's intent to leave in South Korean dental clinics. A systematic research was undertaken on theories of leadership types, job satisfaction, organizational commitment and empowerment, and then interaction between these variables was verified based on quantitative data by using Structural Equation Model (SEM). The findings suggest that making improvements of empowerment, job satisfaction, and organizational commitment demand individualized consideration and charisma, the components of transformational leadership. As a way to reduce turnover intention, the role of job satisfaction and organizational commitment was more influential than that of empowerment. Also, a combination of charisma of transformational leadership and contingent reward of transactional leadership turned out to be the ideal leadership type to reduce turnover intention. Lastly, the harmony of individual goal with that of organization, apparent documentation of reward system, and stress control were recommended as practical solutions to improve organizational profitability and effectiveness and to reduce turnover rate in dental clinics.

• 문화기술의 융합
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• 제4권1호
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• pp.51-56
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• 2018

본 논문은 조직의 혁신적 조직문화가 종업원 참여와 이직의도에 대해 미치는 효과와 최종적으로 조직성과에 미치는 효과에 대해 분석하였다. 분석을 위한 자료는 한국직업능력개발원의 인적자본패널에 대한 6차년도(2015년) 조사로 수집된 411개 기업에 대한 자료를 활용하였다. 연구모형의 분석에는 구조방정식분석을 활용하였으며, 분석결과 혁신문화는 조직 내 종업원의 참여를 높이고 이직의도는 낮추는 것으로 나타났다. 또한 혁신문화는 조직성과에도 긍정적인 효과를 미치는 것을 확인하였다. 마지막으로 종업원 참여의 수준이 높을수록 종업원의 이직의도는 줄어들며, 이직의도가 높아지면 조직차원의 성과에도 부정적인 것으로 나타났다.

• 한국콘텐츠학회논문지
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• 제19권8호
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• pp.453-464
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• 2019

본 연구는 인사제도에 대한 구성원의 인식과 조직몰입 및 이직의도 간의 관계에서 내용적 경력정체성이 어떤 영향을 미치는지를 검토했다. 이를 위하여 본 연구는 내용적 경력정체성을 독립변수인 교육훈련제도와 평가보상제도, 종속변수인 조직몰입과 이직의도간의 매개변수로 설정한 연구 모형을 설정하였다. 본 연구 모형을 실증하기 위해 보건의료업종의 근로자 442명으로부터 수집된 데이터를 대상으로 공분산구조분석 결과, 교육훈련제도에 대한 구성원의 인식은 조직몰입에 정(+)의 영향을 미치고, 이직의도에는 부(-)의 영향을 미쳤으나, 평가보상제도에 대한 인식은 조직몰입과 이직의도에 직접적인 영향을 미치지 않는 것으로 나타났다. 매개 분석 결과, 내용적 경력정체성은 교육훈련제도 인식도가 조직몰입과 이직의도에 미치는 효과를 간접 매개하는 것으로 나타났다. 본 연구 결과는 구성원들의 조직몰입과 이직의도를 관리하는데 있어 내용적 경력정체성을 적극적으로 관리할 필요가 있으며, 그 관리 방법으로서 조직 내 인사제도들에 대한 구성원들의 인식을 충분히 검토하여 제도 설계와 시행이 필요함을 시사하고 있다.

• 지식경영연구
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• 제19권3호
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• pp.31-46
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• 2018

Despite the organizational benefits of knowledge sharing among employees, many workers are reluctant to share their knowledge with their colleagues. Most organizations have taken a lot of actions to facilitate knowledge sharing among employees, including developing reward systems, enhancing social networks and interpersonal relationships and crafting organizational cultures that support knowledge sharing. To date, however, earlier studies have demonstrated that knowledge doesn't flow easily when an organization makes a concerted effort to facilitate knowledge sharing. The issue whether or not employees are motivated to share their knowledge with others is definitely the main concern in knowledge sharing. The purpose of this study is to explore the conditions under which employees are inclined to share knowledge with other members. Specifically, we examine the effect of knowledge self-efficacy on knowledge sharing intention. In addition, we attempt to investigate medicating effects of personal outcome expectation and performance-related outcome expectation on the relationship between knowledge self-efficacy and knowledge sharing intention. To test the proposed hypotheses in our study, we collected data via a survey with a sample of 210 employees in 23 firms in Korea. The major findings of the empirical research are as follows: 1) knowledge self-efficacy was positively related with knowledge sharing intention. 2) personal outcome expectation has turned out to have a mediation effect on the relationship between knowledge self-efficacy and knowledge sharing intention. 3) performance-related outcome expectation also mediates the relationship between knowledge self-efficacy and knowledge sharing intention That is, this result indicates that knowledge self-efficacy has indirect effect on knowledge sharing intention through personal outcome expectation and performance-related outcome expectation. Based on these findings, implications of the research findings and recommendation for future research are discussed.

• 한국병원경영학회지
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• 제10권1호
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• pp.1-24
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• 2005

Organizational culture has been very important in the field of organizational behavior research for the past decade. Although there has been a growing interest in the organizational culture and organizational performance, there was few research in healthcare organizations. The objective of this study is to identify the relationship of organizational culture based on the Quinn's competing values approach, with job satisfaction and intention of turnover perceived by national hospital employees. The study setting was the national hospital. Data were collected by self-administered questionnaires. The study sample consisted of 555 hospital employees. Structural Equation Modeling(SEM) analysis was conducted to find the causal relationship of organizational culture, job satisfaction and intention of turnover.The major results of this study are as follows: the consensual culture, rational culture, and developmental culture in national hospital showed a strong relationship with job satisfaction and intention of turnover in contrast to other previous studies. This finding showed that task oriented and human related climate is more effective on job satisfaction than hierarchical culture in national hospital settings.