• 문화기술의 융합
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• 제4권3호
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• pp.51-62
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• 2018

과거와 다르게 문화 예술이 경쟁우위 획득을 위한 핵심요소로 인식되면서, 문화 예술에 대한 접근방식과 향유 방식에 변화가 나타나고 있다. 이에 본 연구는 M금융사 임직원을 대상으로 문화 예술 활동 참여가 조직의 궁극적인 목표라 할 수 있는 업무성과에 어떠한 영향을 주는지 알아보고자 진행되었다. 연구결과 첫째, 창작활동은 직무몰입에 긍정적 영향을 미치지만, 감상활동은 직무몰입에 통계적으로 유의미한 영향을 주지 않는 것으로 나타났다. 둘째, 감상활동은 창의적 행동에 긍정적 영향을 미치지만, 창작활동은 창의적 행동에 통계적으로 유의미한 영향을 미치지 않는 것으로 확인되었다. 셋째, 직무몰입은 창의적 행동에 유의미한 영향을 미치는 것으로 나타났다. 넷째, 직무몰입과 업무성과 간의 관계는 직무몰입이 업무성과에 긍정적 영향을 미치며, 창의적 행동역시 업무성과에 긍정적 영향을 미치는 것으로 나타났다. 마지막으로 문화 예술 활동 참여와 업무성과 간의 매개효과를 직무몰입과 창의적 행동으로 살펴본 결과, 직무몰입과 창의적 행동이 창작활동과 업무성과 사이를 완전 매개하는 것으로 나타났으나, 감상활동과 업무성과 사이는 매개하지 않는 것으로 나타났다. 반면 직무몰입과 업무성과 사이의 창의적 행동에 대한 매개효과는 부분 매개하는 것으로 나타났다.

• 한국학교ㆍ지역보건교육학회지
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• 제23권2호
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• pp.1-11
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• 2022

Objectives: The purpose of this study was to identify factors affecting job satisfaction of Public Health Center Officials in rural area. Methods: The 345 survey samples were divided into public health center officials(n=56) and other serial officials(n=289). Data were analyzed with 𝑥², two sample t-test and regression analysis. Results: First, public health center officials showed a significantly higher job commitment and job satisfaction than other serial civil officials. Second, public health center officials showed the effect of only job commitment on job satisfaction whereas other serial civil officials showed the effect of both job characteristics and job commitment on job satisfaction Conclusion: In order to increase of job satisfaction and provide health education services to the community, it was necessary to improve of motivation and working condition of public health officials.

• 기본간호학회지
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• 제19권4호
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• pp.519-527
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• 2012

This study was done to identify the factors influencing customer orientation of nurses. Method: The participants were 505 nurses who were working in 13 hospitals. Data were collected with structured questionnaires in Feb., 2012, and analyzed using descriptive statistics, t-test, one way-ANOVA, Scheffe test, correlation coefficient, and hierarchical regression with PASW (SPSS) 18.0 program. Result: The average score for internal marketing was 3.07 points, for job satisfaction, 3.06 points, for organizational commitment, 3.25 points, and for customer orientation, 3.53 points. Customer orientation was positively correlated with internal marketing, job satisfaction and organizational commitment. The significant predictors of customer orientation were professionalism, interaction with job satisfaction, affective commitment, continuous commitment to organizational commitment and length of career. These variables had an explanatory power of 45.2%. Conclusions: The study findings suggest that internal marketing, job satisfaction, and organizational commitment should be reinforced to improve the customer orientation of nurses.

• 한국산업융합학회 논문집
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• 제27권3호
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• pp.665-674
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• 2024

This study attempted to examine the relationship between organizational satisfaction and organizational commitment of firefighters. As for the overall level job-only and organizational commitment, the average was3.80points and 3.49points(out of 5points), respectively, and among the items of organizational satisfaction, 'I believe I should be held accountable for the results of my work.' was the highest, 'I think I chose a good job as a firefighter.' was the highest in the items of organizational commitment. The higher the class, the higher the job satisfaction and organizational commitment satisfaction, and there was a statistically significant difference(p<.01). Based on this study, it is considered that expanded research and repeated are necessary to generalize the results of the effect of .organizational satisfaction of firefighters I on organizational commitment.

• 대한지역사회영양학회지
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• 제23권1호
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• pp.28-37
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• 2018

Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.

• 한국콘텐츠학회논문지
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• 제14권11호
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• pp.783-797
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• 2014

본 연구는 병원종사자들을 대상으로 내부마케팅 요인이 조직 구성원의 직무만족, 직무몰입, 조직몰입 및 고객지향성에 미치는 영향을 분석하기 위해 수행하였다. 구조화된 설문조사를 통해 자료를 수집하였으며, 최종분석 대상자는 부산과 경남지역의 대학병원에 근무하는 584명이고, 연구모형의 가설검증은 AMOS 21.0을 이용하여 경로분석을 시행하였다. 본 연구의 주요 결과는 다음과 같다. 내부마케팅 요인 모두 직무만족에 직접적인 영향을 미쳤고, 직무몰입에는 경영층지원, 권한위임, 보상제도만 직접적인 영향을 미쳤으나, 직무만족을 통해 간접적으로는 내부마케팅 요인 모두가 영향을 미쳤다. 직무만족은 조직몰입에 직 간접적으로 모두 영향을 미쳤으며, 직무몰입도 고객지향성에 직 간접적으로 모두 영향을 미쳤다. 결과적으로 내부마케팅 요인은 직무만족, 직무몰입, 조직몰입 및 고객지향성에 직 간접적으로 영향을 보였으며, 또한 직무만족, 직무몰입 및 조직몰입은 고객지향성에 직 간접적으로 영향을 미쳤다. 본 연구결과의 정책적 시사점은 병원종사자들의 고객지향성을 높이려면 직무만족, 직무몰입 및 조직몰입을 향상시킬 수 있는 쾌적한 근무환경을 만들고 적정한 의사결정권을 부여해야 한다. 더불어 근무성과에 대한 보상을 비롯하여 구성원들의 충성도를 높이기 위한 경영층의 전폭적인 지원이 뒷받침 되어야 할 것이다.

• 한국응급구조학회지
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• 제13권2호
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• pp.99-108
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• 2009

Purpose : The purpose of this study is to offer basic data in arranging the improved working environment to Emergency Medical Technicians, by analyzing the influence of job satisfaction in Emergency Medical Technician within hospital upon organizational commitment. Method : This study was carried out targeting 203 Emergency Medical Technicians who are working at hospitals in B Metropolitan City, U Metropolitan City, D Metropolitan City, an d G Province. The data collection was performed from April 1, 2009 to June 10. The statistical processing was used a program of SPSS WIN 12.0 Version. The statistical significance was set to p<.05. Results : 1. In the descriptive statistics of the job satisfaction and the organizational commitment. the whole average for job satisfaction was 3.06 points. The whole average for organizational commitment was 3.05 points. 2. In the difference between job satisfaction and organizational commitment, the group for job satisfaction was indicated to be statistically significant in job-choice motive(F=2.710, p<.05) and turnover propensity(t=.662, p<.001). The group for organizational commitment was indicated to be statistically significant in working department(F=2.871, p<.05), job-choice motive(F=2.944, p<.05), turnover propensity(t=.903, p<.001), and turnover reason(F=3.415, p<.01). 3. In the correlation between job satisfaction and organizational commitment, the job satisfaction showed positive correlation(r=.736, p<.01) with organizational commitment. 4. As for the influence of job-satisfaction factor upon organizational commitment, salary(${\beta}$=.162, t=2.739, p<.01), autonomy(${\beta}$=.372, t=4.633, p<.001), working environment(${\beta}$=.139, t=1.968, p<.05), and organizational needs(${\beta}$=.172, t=2.291, p<.05) were indicated to have significant effect on organizational commitment. Conclusion : The institutional arrangement is considered to be likely to be necessarily made highly for improving social image and enhancing salary and working environment so that Emergency Medical Technician within hospital can be enhanced job satisfaction and organizational commitment.

• 산경연구논집
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• 제14권1호
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• pp.39-47
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• 2023

Purpose: This research aims at determining institutional commitment impact and how it influences job satisfaction. It aims at bridging the gap in research on the study topic. Its major focus is on work content and institutional commitment as the main variables and how they impact companies and employees. Research design, data and methodology: The current research has chosen the literature content approach and it is a reporting guideline for methodical assessments. It offers a consistent approach for conducting and reporting these types of studies, which can help to improve the quality and transparency. Results: The finding of the current research has showed that workers in social companies need jobs with higher values and responsibilities, company policy, among other factors. Workers' organization commitment towards social enterprise for improving workers' job satisfaction factors will include affective commitment, continuous commitment, normative commitment, and the commitment profile of the organization. Conclusions: This research finally insists that the findings of the current research would aid in enhancing employee knowledge and understanding of work satisfaction, as well as the essence of institutional commitment. Most employees lack adequate knowledge of the implications of job satisfaction not forgetting their personal needs as indicated in the individual need model.

• 한국IT서비스학회지
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• 제19권6호
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• pp.55-82
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• 2020

This study examined the factors that influence the turnover intention, job performance of call center representatives based on the adaptive structuration theory (AST). This study intended to empirically examine how individual characteristics of representative affect the technological and task adaptation, how they affect job performance and turnover intention. On the other hand, this study also explains how rational culture and organization a reputation which are considered as dimensions of organizational characteristics affects organizational commitment, and verifies the relationship between organizational commitment and job performance and turnover intention. Finally this paper aim to provide academic and practical implications. In order to solve the above research problems, this research proposed a model based on the adaptive structuration theory. In order to identify the relationship between the proposed variables and the AST for individual, we conducted an empirical test on the call center representatives. The structural equation model was used to verify the research model and hypotheses. The results of the empirical analysis show that the personal characteristics of counselors, such as communication skills, multitasking abilities, and innovativeness have a positive effect on skill adaptation, and skill adaptation has a positive effect on task adaptation, furthermore, it influences on job performance and turnover intention Respectively. In addition, among the factors of organizational environmental dimensions of the call center, it was found that organizational reputation not only increase continuance commitment but also increase normative commitment. Contrary to our expectations, perceived rational culture didn't have a positive effect on organizational commitment. Also, continuance commitment and normative commitment are valid predictors of job performance, but they have nothing to do with turnover intention. On the contrary, emotional commitment is the only one variable among three dimensions of organizational commitment have a positive effect on turnover intention, but is not a valid predictor of job performance.

• 간호행정학회지
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• 제8권4호
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• pp.595-603
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• 2002

Purpose : The purpose of this study was to identify the effect of clinical nurse's locus of control of personality on job stress and job satisfaction and organizational commitment out of organizational effectiveness. Methods : The subjects were 463 staff nurses, who were employed in four university hospitals located in Seoul, Pusan and Kyungki-do. Data was collected from October 4th to October 14th in 2000 by a self-report questionnaire. Data was analyzed by the SAS for the general characteristics of the subjects, descriptive statistics, test for reliability and correlations. The effect of variables were tested using the Lisrel 8.12(a) program. Results : With the findings from this study, the internal-external locus of control affects job stress directly. Also it affects job satisfaction directly and via job stress indirectly. But it affects organizational commitment only via job stress and job satisfaction indirectly. Direct effect of locus of control to organizational commitment is not significant. Job stress affects job satisfaction and organizational commitment out of organizational effectiveness directly. Finally, job satisfaction was direct predictor of organizational commitment. Conclusion : Therefore, nursing managers ought to develop social learning programs to change the perception of individual personality and job stress management programs in order to improve organizational effectiveness.