• Health Policy and Management
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• v.18 no.2
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• pp.39-66
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• 2008

This study examines organizational qualities such as vision, mission, teamwork, fairness, and empowerment and their effects on organizational members. As a result of analysis, these qualities are identified to affect member satisfaction, but not to affect job involvement. Member satisfaction affects job satisfaction, and this relationship retains indirect influence through an increase in member satisfaction. Further, improved member satisfaction and job involvement are found to affect organizational commitment. These results are derived from complete enumeration on members of an organization where particular traits such as member position, job classification, and the privity of contract are intermixed. In case where research is conducted on the aforementioned traits separately, different results would be anticipated depending on each trait. The implications of this study are as follows. First, clear-cut organizational vision and mission established by the top management of an organization prevent confusion amongst its members, and thus have the highest level of effect on member satisfaction. Second, teamwork in reference to the. relationship amongst team members of a work group and goal awareness improves member satisfaction. Third, autonomy for job performance and related empowerment improve member satisfaction. Last, fairness in wages and promotion affects member satisfaction. Therefore, internal qualities of an organization perceived by its members have a higher degree of influence over external qualities including compensation and promotion on the members. In addition, these internal qualities indirectly affect job involvement through an increase in member satisfaction, and, in turn, member satisfaction and job involvement affect organizational commitment of the members. In case of member satisfaction, not only does it affect organizational commitment of the members of an organization directly, but also affects organizational commitment indirectly through job involvement. This study is conducted with only one hospital in consideration, and thus its findings may not be generalized for every medical organization. However, this study retains distinct attributes of complete. enumeration, and the precedence of each variable is closely investigated.

• Management & Information Systems Review
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• v.34 no.2
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• pp.39-65
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• 2015

This study is the empirical analysis of the effects of GWP organization culture on need for achievement, job satisfaction, and job performance. For this analysis, among the major companies that have been selected as good corporates to work (GWP), the survey was conducted by targeting the employees in manufacturing/service/finance industries and the comparison analysis is on the relationship between the effects and variables of the GWP organization culture are effected the professionals in the industries. As for the results of the studies, firstly, in manufacturing industry, GWP organization culture has significant impacts on need for achievement(+) and job satisfaction(+) and does not have significant effects on job performance. Also, need for achievement has significant effects on job satisfaction(+) and job performance(+) and job satisfaction has significant effects on job performance(+). Secondly, GWP organization culture in service industry has significant effects on need for achievement(+) and job satisfaction(+) but does not have significant effects on job performance. Need for achievement has significant effects on job satisfaction(+) but does not have significant effects on job performance and job satisfaction does not have significant effects on job performance. Lastly, GWP organization culture in finance industry has significant effects on need for achievement(+), job satisfaction(+), and job performance(-) and need for achievement has significant effects on job satisfaction(+) and job performance(+) and job satisfaction has significant effects on job performance(+). Based on the results of the analysis, this study suggests the meanings and implications on the similarities and differences on how GWP organization culture affects employees in different industries.

• International journal of advanced smart convergence
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• v.9 no.2
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• pp.212-223
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• 2020

We study to confirm the relationship between leadership trust and job satisfaction on the leadership style of managers recognized by ICT organization members. To this end, the research hypothesis established by using SPSS23.0 for the survey results of 230 ICT organization members was analyzed as follows. First, the hypothesis 1 person leadership type (individual consideration: H1-1, intellectual stimulation: H1-2, charisma: H1-3, conditional compensation: H1-4, exceptional reward: H1-5) had a significant effect on leader trust. The results were obtained. Second, the hypothesis 2 manager's leadership type (individual consideration: H21-1, intellectual stimulation: H2-2, charisma: H2-3, conditional compensation: 2-4, expected compensation: H2-5) is based on job satisfaction. As a result of verifying the impact relationship, all showed significant effect on job satisfaction. Third, it acted as a positive factor in the job satisfaction of the leader of the hypothesis 3-member organizational member. It was confirmed that the job satisfaction of organizational members started based on the trust of actual leaders. Fourth, the role of leadership trust was partially confirmed between leadership type and job satisfaction. Through this study, in order to improve job satisfaction of ICT organizational members, the importance of exerting competency on the leadership type of managers and trusting the leaders on the characteristics consistent with ICT organizational characteristics was emphasized.

• The Journal of Korean Academic Society of Nursing Education
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• v.25 no.1
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• pp.148-158
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• 2019

Purpose: This study is a descriptive study to explore the effects of work performance, perceived organization support, and personal coping resources on job satisfaction of infusion nurses in Korea. Methods: The participants of this study were 155 infusion nurses in 19 general hospitals and advanced general hospitals in Korea. Data were collected from January to March 2018 using a structured questionnaire and analyzed with the SPSS software version 23. Results: The participants' job satisfaction score was 3.01, their work performance score was 3.60, their perceived organization support score was 2.83, and their personal coping resources score was 3.53. The regression model for job satisfaction was significant (F=56.10, p<.001), and the total explanatory power was 52%. The variables affecting job satisfaction were personal coping resources (${\beta}=.44$, p<.001), perceived organization support (${\beta}=.42$, p<.001), and working locations (${\beta}=.13$, p=.028). Conclusion: To increase job satisfaction of infusion nurses, boosting strategies for personal coping resources, perceived organization support, and examination of work performance characteristics of each local area should be considered. In addition, development of customized programs is needed, focusing on infusion nurse personnel and job characteristics.

• Korea Journal of Hospital Management
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• v.9 no.2
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• pp.1-22
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• 2004

This study was designed to suggest a learning organization in a medical center by examining the factors to influence effectiveness of the learning organization. We collected the data of 586 persons who participated once or more times in the learning organization managed from 2000 to 2002 by Y Medical Center located in Seoul, and included the data of 285 persons in the final analysis. The results of the study are summarized as follows. First, as the results of examining the regression coefficients to predict the effectiveness of and satisfaction with the learning organization through the learning level, learning method and learning organization constructing level as the general variables, the important influential factors were shown as follows: 1)knowledge creation, knowledge storing, private learning, organizational learning, and learning organization construction of occupational and human levels as the factors to predict the working competency; 2) learning organization construction of the human level as the factors to assume the duty satisfaction; 3) gender, working years, private learning, team learning and organizational construction level for the prediction of the organizational commitment; and 4) medical technical service, knowledge creation, organization learning, and constructing level of the environmental and human levels for the assumption of the satisfaction with experience in the learning organization. Based on the study results of the effects in managing the learning organization, we can conclude the followings. First, the members who are in various working positions and occupations need to continuously participate in the learning organization. Second, to raise the organizational outcome from the management of the learning organization, it is necessary to establish systematic concepts in the constituents of the organizational effectiveness such as working competency improvement, duty satisfaction and organizational commitment, and the experience satisfaction of the learning organization. Finally, the future of the organization depends on the learning competencies of the organization members. To continuously exist and develop the organization, the private learning of the organizational members should be constantly spread and shared over the organizational level, and the usual innovations such as repetitive and habitual organizational learning should be generally tried out throughout the whole field of the management.

• Journal of East-West Nursing Research
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• v.13 no.1
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• pp.22-30
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• 2007

Purpose: This study was to analyze the differences of job satisfaction, organizational commitment, nursing organization culture and intention of separation between national/public and private hospital nurses and thereby, provide for some basic data useful to effective management of nursing human resources and improve the organizational performances. Method: The researcher sampled 464 clinical nurses working for 4 national/public hospitals and the same number of private hospitals in Seoul and Gyeonggi Province. The data collected from the questionnaire survey were statistically processed using the SPSS PC 12.0 program for $X^2$-test, T-test and ANCOVA. Result: 1) There was found no significant difference of job satisfaction scores between national/public hospitals and private hospitals. 2) National/public hospital nurses scored significantly higher than private hospital nurses on the organizational commitment scale. 3) There was no significant difference of nursing organization culture scores between national/public hospitals and private hospitals. 4) In the area of job experience, national/public hospital nurses scored lower than private hospital nurses, but such a difference was not significant. Conclusion: Difference between two groups was significant only in the area of organizational commitment. In terms of sub-areas, the difference between two groups was significant in professionalism conducive to job satisfaction.

• International Journal of Internet, Broadcasting and Communication
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• v.12 no.4
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• pp.156-165
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• 2020

We study empirically analyzed the final 216 copies of the responses from SME organization members in Seoul and Gyeonggi regions using statistical programs of SPSS24.0 and AMOS 24.0. In other words, the effect of job satisfaction on the organizational culture and job environment characteristics perceived by members of the organization, and the relationship between job satisfaction and job performance is shown as follows. First, the organizational culture of consensus, development, hierarchy, and rationality was statistically significant in job satisfaction. Therefore, the hypothetical one-man organizational culture was adopted by showing a positive (+) effect on job satisfaction. Second, job environment characteristics such as autonomy in job performance, compensation system, physical environment, and human environment had a positive effect on job satisfaction. That is, the job environment characteristics of hypothesis 2 were adopted as a positive (+) influence relationship on organizational satisfaction. Third, job satisfaction was expressed as a positive (+) influence relationship with job performance, so hypothesis 3 was adopted. As a result of this study, the higher the organizational member's perception of organizational culture and job environment characteristics is, the higher the job satisfaction is, and the improvement in job satisfaction is meaningful in that it provides theoretical and practical implications that indicate job performance.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.2
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• pp.164-173
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• 2015

Purpose: This study was done to investigate the effects of individual-organization personality agreement using a five-factor model on job satisfaction and organizational commitment of hospital nurses. Methods: Participants were 222 nurses who had worked for more than 1 year in a university hospital. Data were collected from January 14 to 20, 2012, using self-recorded questionnaires. Collected data were analyzed using descriptive statistics and multiple regression methods. Results: Extraversion personality fit and the Agreeableness personality fit had a significant effect on job satisfaction. Extraversion personality fit, agreeableness personality fit, and openness personality fit had a significant effect on organizational commitment. Conclusion: Results of this study show that individual-organizational personality agreement affects hospital nurses' job satisfaction and organizational commitment. The extraversion personality fit and agreeableness personality fit of the 5 factors are identified as important variables to increase organizational performance. Based on these results, it is necessary to develop an integrated organizational personality measure model for increasing nurses' work environment satisfaction related to individual-organization personality fit.

• The Research Journal of the Costume Culture
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• v.13 no.3 s.56
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• pp.452-468
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• 2005

The major aim of this study was to find factors that effectively improve the satisfaction of apparel firms' employees who are the internal customer and how these factors affect customer satisfaction. The subjects of the study was salespeople working at major women's apparel retail outlets and their customers located in Seoul. A data from 192 questionnaire were used for the final analysis. Descriptive statistics, factorial analysis, Cronbach's a, Person's correlation coefficient, and multiple regression were conducted. The results indicated that factors influenced by internal marketing were recruitmenteducation training, power endorsement, internal communication, CEO's management style and human resource management Regression analysis results indicated that recruitmenteducation training and power endorsement significantly influenced internal performance of the organization (employee's commitment to and satisfaction with the organization). Employee's commitment significantly influenced external performance of the organization, consumer satisfaction where as employees' satisfaction with the organization did not have significant effect.

• Journal of Digital Convergence
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• v.11 no.3
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• pp.221-232
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• 2013

Setting organization justice and executive characteristics as independent variables, job satisfaction as dependent variable and trust as mediating variable for small and medium enterprise, this study intended to corroboratively identify the mutual impact between independent variables and dependent variables. The study shows that the distribution justice, procedure justice and interaction justice of organization justice wholly have positive(+) impact on job satisfaction and leadership characteristics, impact characteristics and psychological characteristics of executive characteristics wholly have positive(+) impact on job satisfaction, thereby having mediating effects through trust perceived by employees. Namely, if the job efficiency and moment is enhanced by increasing employees' job satisfaction, the productivity of enterprise will be heightened after all and its profitability will be improved in the long run.