• 융합경영연구
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• 제5권4호
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• pp.29-38
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• 2017

Organizational commitment (OC) is one of the most important attitudes and/or organizational variables. It is one of the important factors for increasing organizational performance and consequently it has a significant impact on productivity enhancement. Study of behavior in the workplace due to the great importance of manpower compared to other resources within the organization is of great importance too. OC is a psychological state which represents kind of desire, a need and a requirement for continuing employment in an organization. It is considered as one of the most influential factors in getting success and competitive advantage in today's organizations. Investigating effect of financial and non-financial variables on financial performance for a long-term has engaged the minds of researchers. Intensification of competition in markets has increased importance of recognizing competitive advantage patterns and their effect on financial performance (FP).This research conducted to provide a better understanding for people as well as for aggregation of a research subject OC and FP is compared in Indian banking sector by taking sample of 2 public and two private banks the correlation between the OC and FP and the results included a positive and significant correlation. Desired FP to increase wealth is an essential and obvious issue. According to the issued subjects, today, commitments and their impact on FP of companies have become increasingly important. In Indian banks the correlation between the OC & FP were found significant.

• International journal of advanced smart convergence
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• 제13권2호
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• pp.154-165
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• 2024

The purpose of this study is to investigate the relationship between organizational culture (innovation culture, relationship culture, hierarchy culture, task culture) as perceived by organizational members and its impact on organizational justice and job performance. This contributes to providing additional data for the revitalization and development of the organizational system for efficient management and operation measures included in the organization's sustainable management. To this end, the hypothesis established through the traditional process of quantitative research was tested as follows. First, organizational culture showed a positive effect on organizational justice. Second, organizational culture had a positive (+) effect on job performance. Third, organizational justice was significantly analyzed in terms of job performance. In other words, the importance of systematic re-establishment and continuous implementation of organizational culture (innovation culture, relationship culture, hierarchy culture, task culture) and organizational justice consistent with organizational characteristics was emphasized in order to improve job performance, which is the result of organizational competitiveness. In addition, it is the aspect of drawing practical implications for strategic human resource management and human resource development to systematically improve it.

• 산업융합연구
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• 제13권2호
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• pp.39-44
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• 2015

According to the result of this study, democracy, efficiency and consistency of governmental organizations gave the positive effect to public trust and private trust directly. But only democracy and efficiency affected to organizational commitment. As the analysis result of mediating effect, democracy and efficiency enhanced the total effect due to the mediating effect of public trust.

• 벤처혁신연구
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• 제2권2호
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• pp.65-78
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• 2019

윤리적 경영을 하는 기업은 구성원의 윤리적 판단력에 따라서 조직의 성과에 영향을 미친다고 할 수 있다. 본 연구에서는 윤리적 판단력(ethical judgement)을 주체로, 윤리판단력을 기업, 조직구성원인 상사와 동료를 윤리적 판단력의 요인으로 설정하였다. 연구에서는 윤리적 판단력이 직무만족과 조직시민행동에 미치는 영향을 살펴보고, 윤리판단력이 조직신뢰에 미치는 영향을 살펴보고자 하였으며, 윤리적 판단력과 직무만족과 조직시민행동의 관계에서 조직신뢰의 매개효과를 분석하였다. 본 연구의 대상은 2019년 10월 7일 부터 11월 2일 까지 서울, 경기, 충남지역 근로자 450명을 설문조사하여 실증분석 자료로 이용하였다. 자료의 분석은 SPSS 24.0 통계분석 프로그램을 사용하였다. 연구를 통하여 확인한 결과, 윤리적 판단력은 직무만족과 조직시민행동, 조직신뢰에 영향을 미치고 있음을 알 수 있으며, 조직신뢰와 같은 매개변수는 개인이 조직을 어떻게 인지하는지에 따라서 직무만족과 조직시민행동에 영향을 있음을 알 수 있었다. 윤리적인 판단력은 조직시민행동과 직무만족에 높은 영향을 미치고 있으며, 조직시민행동과 직무만족도를 높이기 위해서는 윤리적인 판단력을 향상시키는 방법의 윤리경영이 절대적으로 필요하며 조직과 일체감을 느낄 수 있도록 하는 다양한 프로그램을 개발하고 시행하는 것이 필요하다고 할 수 있다.

• 한국병원경영학회지
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• 제6권2호
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• pp.86-114
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• 2001

As the environment related to hospital operation has changed very competitively in recent years, a need to reform the hospital management is ever growing. For that reason, it has become more urgent and strategically important for us to diagnose the organizational culture of the hospitals and to make efforts to change them towards more performance- and customers-oriented one. So far, there have been many studies done on the hospital organizations. However, this research distinctively attempts to base itself on the competing values approach in studying the organizational culture and empirically examine how different profiles of the organizational culture may have an impact on the organizational performances in hospital organizations. The results of this study has showed several interesting findings and posed the discussions to be dealt with. First, most hospitals selected for this research are characterized by the inner-oriented culture with more focused on 'hierarchy' and 'relationship-oriented' culture rather than on 'reform' and 'work-oriented' one. And the strong 'hierarchy-oriented' culture is a very general phenomenon in the sample hospitals. From these findings, we can inference that despite the recent efforts of most Korean hospitals for organizational change and innovation they still have long distance way to go. In addition, another important implications of this research has come from the analysis of the relationships between the cultural profiles and organizational performances. For this purpose, this research has conducted a series of cluster analysis and identified four distinct cultural profiles from the sample organizations. Several major findings are as follows. First, with respect to the dependent variable of 'job satisfaction' perceived by the nurses working in the sample hospitals, we found that the balance of competing organizational values had more positive impact on the job satisfaction. This result confirms the hypothesis of competing values model on the organizational performances. However, such result was not replicated on the other dependent variable, 'patients' satisfaction'. The reasons for these results and other discussions including the limitations of this study are suggested.

• 시큐리티연구
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• 제28호
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• pp.7-31
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• 2011

이 연구는 시큐리티 요원의 심리적 임파워먼트와 서비스지향성 및 조직성과의 관계를 규명하기 위하여 2011년 천안, 아산시 소재 민간경비회사에 재직 중인 경비원을 모집단으로 선정한 후 유의표집법(purposive sampling method)을 이용하여 300명의 표본을 추출하였으나, 연구에 사용된 사례 수는 총 271명이다. 이 연구는 SPSSWIN 18.0을 이용하여 요인분석, 신뢰도분석, 다중회귀분석, 경로분석을 실시하여 다음과 같은 결론을 얻었다. 첫째, 심리적 임파워먼트는 서비스지향성에 영향을 미친다. 즉 의미성과 자기결정성이 높을수록 서비스인적자원관리, 서비스리더십, 서비스접점관리의 수준이 높아진다. 둘째, 심리적 임파워먼트는 조직성과에 영향을 미친다. 즉 영향력과 의미성이 높을수록 조직몰입, 직무만족, 성과의 수준이 높아진다. 셋째, 서비스지향성은 조직성과에 영향을 미친다. 즉, 서비스인적자원관리, 서비스리더십, 서비스접점관리가 증가할수록 조직몰입, 직무만족, 성과의 수준이 높아진다. 넷째, 심리적 임파워먼트는 서비스지향성 및 조직성과에 직 간접적인 영향을 미친다. 이러한 결과를 바탕으로 시큐리티 기업의 관리자들은 종업원들의 특수한 근무환경을 이해하고 획일적이고 형식적인 관리체계에서 벗어나 종업원들이 근무환경의 변화에 따라 직무수행능력과 잠재력을 활용할 수 있도록 권함과 책임을 부여함으로써 고객에 대한 서비스 마인드가 향상되어 조직의 성과도 향상 될 수 있을 것이다.

• 산경연구논집
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• 제11권4호
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• pp.7-18
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• 2020

Purpose: This research investigates the impact of technology adoption on organisation productivity. The framework has three independent variables viz. technological change, information technology (IT) infrastructure, and IT knowledge management and one dependent variable as organisational productivity. Research design, data and methodology: An explanatory research design with a quantitative research method was employed, and data was collected using a self-administered questionnaire using online as well as an offline survey. The sample consisted of 300 IT managers and senior-level executives (production as well as service team) in leading IT companies in Malaysia selected using snowball sampling. Normality and reliability assessment was performed in the first stage utilising SPSS 22, and Confirmatory Factory Analysis (CFA) was performed with maximum likelihood estimation to assess the internal consistency, convergent validity, and discriminant validity. Finally, Structural Equation Model (SEM) and path analysis are conducted using AMOS 22. Results: The research findings demonstrated that technological change and IT infrastructure positively and significantly impact the organisation's productivity while IT knowledge management has significant but negative impact on organizational productivity of IT companies in Malaysia. Conclusion: The research concludes that all three factors plays important role in deciding organizational producvity. Recommendations, implications, limitations and future research avenues are discussed.

• 동아시아경상학회지
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• 제5권4호
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• pp.50-66
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• 2017

Purpose - The purpose is to identify a structural effect relationship among a hotel chef's personal competency, job satisfaction and customer orientation. Moreover, this research tries to provide implications regarding effective human resource management strategies based on competency to strengthen job satisfaction and customer orientation by testifying the effect relationship of job satisfaction with the relationship between personal competency and guest orientation. Research design, data, methodology By targeting chefs working in five starred hotels in Seoul, the surveys have been distributed from April 1st of 2017 to April 20th of 2017 (approximately 20 days). Out of 300 distributed surveys, 250 were collected, and 246 were used, excepting 4, unhonestly answered. Results - It has been analyzed that a hotel chef's personal competency, self-control ability, customer orientation competency, interpersonal relation competency, gumption, and professional competency has a significant effect on job satisfaction, however, it has been identified that gumption has no impact on job satisfaction. Job satisfaction has a significant impact on customer orientation. Lastly, there is a control effect on job satisfaction and customer orientation by organizational commitment Conclusions - It is able to propose the solutions to improve customer orientation, job satisfaction and organizational commitment of a hotel chef and the ways for human resource management.

• The Journal of Asian Finance, Economics and Business
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• 제8권12호
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• pp.473-484
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• 2021

This study aims to examine the role of training and absorptive capacity as a mediator to examine the impact of human capital dimensions on the performance of an organization. This study employs the quantitative approach for analysis. A sample of 208 respondents was collected from the textile factories based in Karachi and Faisalabad. Data was analyzed using the PLS-SEM technique. PLS-SEM algorithm was used to check the validity and reliability of the data. PLS-SEM bootstrapping was used for studying the impact. The results show that the skills have an insignificant impact on organizational performance. Education and skills have an insignificant indirect impact on the performance of an organization. The research findings show that the human capital dimensions are full and partially mediated via absorptive capacity and training. The findings revealed that if we implement one by one dimension of human capital then it will not cause any increase in the organization's performance but if we implement all dimensions then it results in optimal performance. Thus, this study suggests adopting effective training techniques and creating absorptive capacity in an organization to increase the performance of an organization. The findings of this study significantly contribute to the existing body of knowledge.

• 간호행정학회지
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• 제16권2호
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• pp.172-179
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• 2010

Purpose: The purpose of this study was to examine the canonical correlation between organizational culture and nurses' informatics competency. Method: Participants in this study were 354 nurses from three hospitals and one university. The scales of organizational culture, informatics competency for nurses were used. Descriptive statistics, Pearson correlation coefficient, canonical correlation were used for data analysis. Results: The dominant organizational culture was hierarch-oriented culture. Nursing informatics competency of the participants was relatively low with a mean score 3.04. Organizational culture was related to informatics competency with 2 significant canonical variables. The first variate showed the higher four subcategories of organizational culture showed the better nursing informatics. The second variate indicated that nurses felt higher innovation-related and lower hierarch-related culture showed higher medical informatics-related software usage and computer related information management, lower perception of informatics and information search using internet. Conclusion: Organization culture has a major of impact on the success of information system use. Therefore, the continuous strategy for higher innovation-related organizational culture such as management support should be needed.