• Title/Summary/Keyword: Organization

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Organization Culture and Organization Effectiveness of Tax Officials (세무공무원의 조직문화와 조직유효성)

  • Hong, Soon-Bok;Park, Jun-Cheul
    • The Journal of the Korea Contents Association
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    • v.9 no.2
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    • pp.318-325
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    • 2009
  • This study empirically analyzed that the higher the organization culture and organization effectiveness of a tax administration organization, the higher the organization commitment and organization identification. It is significant in that there hasn't been a study that analyzed empirically using tax officials as the study subjects up until now. The results from the analysis showed that organization culture and organization effectiveness affect organization commitment and organization identification significantly. Specifically, the results showed that the higher the organization culture of the tax administration organization, the higher the emotional attachment to the organization by the tax officials; and the higher the organization effectiveness, the higher the organization commitment and organization identification. From the results, it could be confirmed that the organization culture and organization effectiveness have positive effects on increasing taxpayers' satisfaction levels with the service. Therefore, it could be known that the organization culture of the tax administration organization affects directly the organization effectiveness, and that it is an important factor that improves the organization commitment and organization identification of the employees.

The Relation of Organization Structure, Organization Culture and Organization Conflict of University Hospital Staff Members (대학병원 종사자의 조직구조, 조직문화에 따른 조직갈등의 관계에 대한연구)

  • Lee, Chang-Ho;Cho, Duk-Young;Kim, Yun-Jin
    • The Korean Journal of Health Service Management
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    • v.9 no.1
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    • pp.95-107
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    • 2015
  • The purpose of this study is to analyze the characteristics of hospital organization structure, organization culture, organization conflict and the interrelation of influential factor in organization conflict. The data for this study were collected through a self-administered survey with a structured delivered to 755 subjects including several nursing staff members, administration staff members and medical technicians at six hospitals. The structural equation model was used to examine the relation of organization structure, organization culture and organization conflict. The results of the analysis in this study were as follows. First, organization structure had a positive influence on organization conflict, especially in terms of complexity and centralization. But, formalization had a negative influence on organization conflict. Second, organization culture had a positive influence on organization conflict, especially in terms of group culture, developmental culture, and hierarchical culture. But, group culture had a negative influence on organization conflict. Third, organization structure had positive influences, especially on organization culture complexity, centralization, and formalization. But, centralization had negative influences too.

A Study on Effects of Organization Value on Job Satisfaction and Organization Loyalty in the Foodservice Business (외식업체 조직가치가 종사원의 직무만족과 조직몰입에 미치는 영향)

  • Min, Kye-Hong
    • Korean journal of food and cookery science
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    • v.23 no.1
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    • pp.62-69
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    • 2007
  • Competitions among domestic foodservice businesses get more intense as the presence of new competitors has rapidly increased. For the past decade, our domestic foodservice industry has shown outstanding growth and overcome poor industrial environments. The poor work conditions employees suffer from will cause negative effects on organization values and effectiveness. Although facing severe problems, most of foodservice businesses do not take aggressive counteraction to eliminate these issues. With this in mind, the study has been implemented to empirically investigate the effects of the foodservice business on organization values and organization effectiveness and then to utilize the findings of the study to develop various marketing strategies for the foodservice industry. The findings of the study were as follows: first, with respect to the effects among organization values, job satisfaction, and organization loyalty, the organization value was found to have positive effects both on job satisfaction, and organization loyalty. The findings demonstrated that the levels of job satisfaction and organization loyalty of employees may be increased by promoting organization values, as positive relationships were found between organization values, job satisfaction, and organization loyalty of employees. second, organization values were found to have a positive effect on organization loyalty. Therefore, job satisfaction should be considered as a key factor for achieving overall organizational loyalty of employees in the foodservice industry.

The Effects of Fashion Companies' Organizational Types on Job Satisfaction and Organization Commitment of Fashion Designer (패션기업의 조직유형이 디자이너의 직무만족 및 조직몰입에 미치는 영향)

  • Shin, Jung-Sook;Soh, Hwang-Oak
    • Journal of the Korea Fashion and Costume Design Association
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    • v.17 no.3
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    • pp.115-133
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    • 2015
  • This study analyzed the effects of fashion companies' organizational types on job satisfaction and organization commitment of fashion designer. As well as this study analyzed the differences the organizational types, job satisfaction and organization commitment by the gender and age of fashion designer. A survey was conducted from January 5 to 30 in 2015, among fashion companies' designer of Seoul metropolitan area. And 238 responses were used in the data analysis. As a result, fashion companies' organizational types was composed of five factors(coordinating leader organization, group creative organization, external innovators' collaborative organization, bureaucratic hierarchy organization, integrative thinking leader organization). Job satisfaction of fashion designer was composed of three factors(work satisfaction, employment satisfaction, relationship satisfaction), and organization commitment was composed of two factors(affective commitment, calculative commitment). The coordinating leader organization and integrative thinking leader organization positively influenced the work satisfaction, but the bureaucratic hierarchy organization negatively influenced the work satisfaction. The coordinating leader organization and group creative organization positively influenced the employment and relationship satisfaction. The group creative organization and external innovators' collaborative organization positively influenced the affective and calculative commitment, but the bureaucratic hierarchy organization negatively influenced the affective commitment. In addition, there were significant differences in the coordinating leader organization, integrative thinking leader organization, employment and relationship satisfaction by the gender. And there were significant differences in the group creative organization, bureaucratic hierarchy organization, affective and calculative commitment by the age.

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공정성 지각이 레스토랑종업원의 조직몰입, 조직시민행동간의 영향관계

  • 안형기
    • Journal of Applied Tourism Food and Beverage Management and Research
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    • v.13 no.2
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    • pp.71-89
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    • 2002
  • To investigate effect of organization justice on organizational commitment, I surveyed the concept of organization justice, organizational commitment and organizational citizenship behavior and then I reviewed what formative factors of organization justice increased organizational commitment or what formative factors of organization justice and organizational commitment increased organizational citizenship behavior. The result of this study proved that organization justice and organizational commitment influenced organizational citizenship behavior a lot and the purpose of this study was carried out like following ; The formative factors of organization justice, that is, procedure fairness and distribution fairness come out by theoretical study influenced organization commitment and the formative factors of organization commitment, commitment about company and turnover influenced organizational citizenship behavior. In addition, the hypothesis that the higher the organization justice is, the higher the organizational commitment was positive. Therefore, in position control of restaurant employees, giving employees the motive of organization commitment as procedure fairness and distribution fairness control strictly enable employees to have citizenship about organization and enable employers to control employees effectively.

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공정성 지각이 레스토랑종업원의 조직몰입, 조직시민행동간의 영향관계

  • 안형기
    • Proceedings of the Korea Hospitality Industry Research Society Conference
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    • pp.31-46
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    • 2002
  • To investigate effect of organization justice on organizational commitment, I surveyed the concept of organization justice, organizational commitment and organizational citizenship behavior and then I reviewed what formative factors of organization justice increased organizational commitment or what formative factors of organization justice and organizational commitment increased organizational citizenship behavior. The result of this study proved that organization justice and organizational commitment influenced organizational citizenship behavior a lot and the purpose of this study was carried out like following; The formative factors of organization justice, that is, procedure fairness and distribution fairness come out by theoretical study influenced organization commitment and the formative factors of organization commitment, commitment about company and turnover influenced organizational citizenship behavior. In addition, the hypothesis that the higher the organization justice is, the higher the organizational commitment was positive. Therefore, in position control of restaurant employees, giving employees the motive of organization commitment as procedure fairness and distribution fairness control strictly enable employees to have citizenship about organization and enable employers to control employees effectively.

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Best Practice Organizations Cultural Effects on Innovation in Small Company (모범사례기업 조직문화가 작은기업의 기술혁신에 미치는 효과)

  • Jeong, Kyung-Sik
    • Journal of Industrial Convergence
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    • v.13 no.3
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    • pp.41-56
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    • 2015
  • People have relatively continuous and stable characteristic and it can help understand personal attitude and behavior. As individual has individual personality and society has culture, in case of organization, there is organization culture that means unique cultural characteristic. And as if we need to know culture of that society to understand individual, we need to know organization culture of that organization to understand any organization. The reason why organization culture is acknowledged as modern theory of business management is-modern company has proposed management innovation, organization activation, company transformation, and company reprogramming as management strategy to cope actively with various and quickly changing environment that modern company face-that organization culture and management innovation, that is, the concept of new business management is highlighted for means and tools to solve such problems. Seeing contemporary situation, although organization culture of small company is being improved by management innovation, cause and effect that organization culture affect technique innovation still insufficient. The meaning of this research is, through a good example of organization culture, providing reason that efficient organization culture affect technique innovation of small company(medium and small company) and making people understand why this effect occur. Through this, I want to provide strategy and policy implication of company.

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A Study on the Characteristics of Fire Service Organization Structure (소방조직의 구조적 특성에 관한 연구)

  • Lee, Wonjoo
    • Fire Science and Engineering
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    • v.33 no.1
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    • pp.164-170
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    • 2019
  • This paper discusses the characteristics of the fire service organization structure in the Republic of Korea. The subjects of the study were selected by the fire service organization consisting of public firefighters in the Republic of Korea. The characteristics of the fire service organization structure (complexity, centrality, and officiality) were confirmed by various articles and previous references. The fire service organization showed a mechanical structure and bureaucratic organization. The levels of complexity, centrality, and officiality in the characteristics of fire service organization structure were higher than those of a general administration organization or company organization. In conclusion, this paper contributes to the development of fire service organization theory by confirming the characteristics of fire service organization structure.

Study on the Diagnosis of Agricultural Region Resident Organization Utilizing 'Weisbord's model' : Centered on 'My Hometown Keeper' Organization Diagnosis Case ('Weisbord 모형'을 활용한 농촌 주민조직 진단 연구 : '내고향지킴이' 조직진단 사례를 중심으로)

  • Choi, Hyo-Seung;Cho, Joong-Hyun
    • Journal of Korean Society of Rural Planning
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    • v.20 no.2
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    • pp.81-90
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    • 2014
  • This study was carried out to identify the limitations and problems of organization, as well as present plans to activate the organization through diagnosis on 'My Hometown Keeper' organization that was created for the purpose of growth of agricultural and fishing regions, and environment improvement. Utilizing Weisbord's Six-box Model, an organization diagnosis model useful for diagnosis of 'My Hometown Keeper' organization, 6 areas including organization's objective, structure, relationship, compensation system, leadership, subsidiary device system etc. and 14 survey questions were prepared, and a survey investigation was conducted on the staff at Korea Rural Community Corporation in charge of 'My Hometown Keeper' participating residents and administrative support. Based on the analysis results of survey investigation, the limitations and problems of organization were identified, and as plans to improve these and activate 'My Hometown Keeper' organization, 'Clear establishment of organization's objective and role', 'Preparation of compensation and incentive system', 'Growth of relationship and leadership between constituents' 'Enhancing the utilization of subsidiary device system such as education and information acquisition etc.' etc. were presented.

Relation of Empowerment and Organization Attachment with the Organization Culture of Security Organization (시큐리티조직의 조직문화와 임파워먼트 및 조직애착도의 관계)

  • Kim, Chan Sun
    • Convergence Security Journal
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    • v.14 no.1
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    • pp.33-41
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    • 2014
  • The purpose of this study is to establish the relationship of empowerment and organization attachment with the organization culture of security organization. This study is based by setting the security organization employed in security firms in the capital area(Seoul) in 2012 as the parent population and using the purposive sampling method to analyze a total amount of 280 examples. The frequency analysis, analysis on primary factors, reliability analysis, multiple regression analysis, path analysis methods using SPSSWIN 18.0 were used in analysis. The reliability of the survey showed a Cronbach's ${\alpha}$ value of over 0.690. The results are like the following. First, the organization culture of security organization affect empowerment. Thus, the more a practical development culture is settled, the more the capability of self-determinism, meaningfulness, and effect is amplified. Moreover, the more a consensual culture is established, the more the capability of self-determinism is enhanced, and the more a hierarchical culture is established, the more the meaningfulness is enhanced. Second, the organization culture of security organization affect organization attachment. Thus, the continuous normative attachment is enhanced when a more hierarchical culture is established. Moreover, emotional attachment is enhanced when a more practical development culture is established. Third, the empowerment of security organization affects organization attachment. Thus, the continuous normative attachment is decreased when one's capability of self-determinism is more lacking. However, the continuous normative attachment is higher when the meaningfulness and effect is enhanced. Moreover, emotional attachment is enhanced when meaningfulness is increased. Fourth, the organization culture of security organization directly/indirectly affects empowerment and organization attachment. Thus, empowerment is an important mediating factor between organization culture and organization attachment.