• Title/Summary/Keyword: Organizational effectiveness

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A Study on Distributive and Procedural Justice of Flight Attendant

  • PARK, So-Yeon
    • Journal of Distribution Science
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    • v.18 no.3
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    • pp.43-51
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    • 2020
  • Purpose: This study demonstrated and analyzed the role of distributive justice and procedural justice in explaining the organizational effectiveness of flight attendant. In addition, analyzing the role of the airline type in the coordination between reward justice and organizational effectiveness. Research design, data and methodology: An abstract is the impact relationship between the reward justice and organizational effectiveness of flight attendant and the adjustment effect of the airline type was reviewed. To examine these research models, samples were collected from 281flight attendants during Nov, 2019. Results: Reward justice has a positive effect on organizational effectiveness, and the types of airlines have a meaningful adjustment effect in terms of the effect of reward justice on organizational effectiveness. Conclusions: Procedural justice and distributive justice have positive influence on two sub factors of organizational effectiveness of the flight attendant. It suggests that the standards, procedures and processes of compensation must be fair, the degree of effort, the stress or the tension of the flight attendant should be considering, and it is necessary for the airline to respect the personality of the flight attendant and provide them with accurate compensation information in a timely manner. This will increase the awareness of reward.

Perception of Management by Objectives and Organizational Effectiveness among Clinical Nurses (간호사의 목표관리(MBO)에 대한 인식과 간호조직의 유효성)

  • Shin, Eul-Sook;Ahn, Sung-Hee
    • Journal of Korean Academy of Nursing Administration
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    • v.14 no.3
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    • pp.278-286
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    • 2008
  • Purpose: It is a descriptive study to analyze correlation between the perception of management by objectives(MBO) and organizational effectiveness among clinical nurses. Methods: The subjects were 315 nurses at two hospitals (A and B) of C university, who have had more than 3.5 years of nursing experience. The survey instrument included two major concepts, perception of MBO (29 items) and organizational effectiveness, which has three sub-concepts, job satisfaction (18 items), organizational commitment (12 items), and motivation (20 items). The data analyses included t-test, ANOVA, Scheffe test, Pearson's correlation coefficients, and Stepwise multiple regression. Result: The mean score of the perception of MBO was 3.13 out of 5. In organizational effectiveness, job satisfaction was 3.09, organizational commitment 3.25, and motivation 3.38. The perception of MBO had significantly positive correlation with job satisfaction(r=.71), organizational commitment(r=.65) and motivation (r=.61). The perception of MBO explained 50.4%, 42.4%, and 37.1% for job satisfaction, organizational commitment, and motivation respectively. Conclusions: The results show that the MBO affected the organizational effectiveness, and the MBO serves as a useful system to improve the organizational effectiveness in a nursing department.

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The Relationship among Deans' Distributed Leadership, the Professor's Organizational Commitment, the Job Satisfaction and Organizational Effectiveness in Chinese Universities (중국 대학교 학장의 분산적 지도성, 조직헌신, 직무만족, 조직효과성의 구조관계)

  • Jin, Ting;Zhu, Hui-Qin
    • Journal of Industrial Convergence
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    • v.19 no.1
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    • pp.33-41
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    • 2021
  • The purpose of this study is to verify the structural relationship between the dean's distributed leadership, the professor's organizational commitment, job satisfaction, and organizational effectiveness perceived by Chinese university professors, and the mediating effect of organizational commitment and job satisfaction. For the experiment, a survey was conducted on 383 professors at three universities in Hebei, China. The results of this study are as follows. First, Deans' distributed leadership had a positive effect on organizational effectiveness, organizational commitment, and job satisfaction of professors. Second, Dean's distributed leadership showed a significant direct effects on organizational effectiveness. Third, organizational commitment and job satisfaction has a mediating effect in the relationship between distributed leadership and organizational effectiveness. Therefore, in order to increase the organizational effectiveness of Chinese universities, it is necessary to activate deans' distributed leadership and to improve the organizational commitment and job satisfaction of professors.

The Relationship of Organizational Culture and Organizational Effectiveness at the General Hospital (종합병원에서 조직문화와 조직유효성과의 관계)

  • Jo, Heui-Sug;Cho, Woo-Hyun;Chun, Ki-Hong;Moon, Ok-Ryun;Lee, Sun-Hee
    • Journal of Preventive Medicine and Public Health
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    • v.32 no.3
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    • pp.374-382
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    • 1999
  • Objectives: Organizational culture has beer important in field of organizational behavior research for the past decade. Although there has been a growing interest in the organizational culture and organizational effectiveness, there is few research in health care field. This study was carried out to investigate the relationship of organizational culture and organizational effectiveness at general hospital. Methods: Data was collected by self-administrated questionares. Organizational cultures were measured by using Likert scale. A general hospital in Kyunggi-Do was selected and survey was conducted to 675 workers. Data was analyzed with computer package, PC-SPSS. Results: There were four types of organizational culture in this hospital consensual culture, developmental culture, hierarchical culture, rational culture. Many workers recognized their culture as rational culture and developmental culture. This finding showed that the hospital had both human related and task related climate. There were some differences in recognition of sub-organizational culture by occupational group, but perceived organizational culture was in accordance with sub-organizational culture in general. Multiple regression analysis and multiple logistic regression analysis were conducted to find the relationship of organizational culture and organizational effectiveness. As a result, developmental culture showed a strong relationship with organizational commitment and job-satisfaction. Conclusions: These results showed that types of organizational culture were significantly related to organizational effectiveness and understanding the existing culture is essential to develope their organizational effectiveness.

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A Study on the Effects of R&D Employee's Personality Type(MBTI) and Working Conditions on Organizational Effectiveness : Personality Type(MBTI) Focused on Actions (연구개발 인력의 성격유형(MBTI)과 근무환경이 조직유효성에 미치는 영향에 관한 연구 : 성격유형(MBTI)중 행동유형을 중심으로)

  • Park, Jung-Oun;Lee, Maeng-Jeon;Chung, Young-Bae
    • Journal of the Society of Korea Industrial and Systems Engineering
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    • v.35 no.3
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    • pp.136-147
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    • 2012
  • The human resources of an enterprise is very important to survive in these days of business environment. This study investigates the influence of four behavioral types in MBTI (Myer-Briggs Type Indicator) and working conditions on organizational effectiveness. Job satisfaction and immersion have been regarded as a key conception of organizational effectiveness. The focus of this study is to investigate the effects of R&D employee's four behavioral types in MBTI and working conditions on organizational effectiveness. The results of this study show that organizational effectiveness is influenced by personality types and working conditions. According to the result, First, about the analysis of differences in job satisfaction, EP (Extraversion Perceiving)-type (3.56) and EJ (Extraversion Judging)-type (3.43) are higher than IJ (Introversion Judging)-type (3.07) and IP (Introversion Perceiving)-type (3.03) of four behavioral types in MBTI. So an enterprise makes various efforts to enhance job satisfaction for IJ (Introversion Judging)-type and IP (Introversion Perceiving)-type. Second, For improving the organizational effectiveness that is job satisfaction and immersion, an enterprise must make favorable working conditions to each four behavioral types in MBTI of R&D employees. In order to improve job satisfaction, the enterprise will provide IJ (Introversion Judging)-type with support for collegiality and IP (Introversion Perceiving)-type with good relationships with superiors. and also the enterprise gives autonomic authority to EJ (Extraversion Judging)-type. Finally, in the case of EP (Extraversion Perceiving)-type, the enterprise must admit failure for efforts. In order to improve job immersion, the enterprise will provide IP (Introversion Perceiving)-type with good relationships with superiors, the vision of company and compensation for creative work. and also the enterprise gives autonomic authority to EJ (Extraversion Judging)-type.

A Model for Organizational Effectiveness in Nursing Unit (간호단위의 조직유효성 모형 구축;조직행동론적 관점에서)

  • Yoon, Sook-Hee
    • Journal of Korean Academy of Nursing Administration
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    • v.8 no.3
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    • pp.457-474
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    • 2002
  • Purpose : The purpose of this study was to construct the Organizational Effectiveness Model that explains and predicts the effectiveness of a nursing unit from the organizational-behavioral perspective. Furthermore, this study arms to develop a comprehensive organizational effectiveness model. Method : The subjects of this study consist of two groups: 455 nurses and 538 patients. Staff nurses who were employed and twenty patients from each ward in four university hospitals located in Seoul, Pusan and Kyungki were involved. Data were collected from October 4th to October 14th in 2000 by self-report questionnaire. Data were analyzed by the SAS for the general characteristics of the subjects, descriptive statistics, test for the reliability and correlations. Fitness of the hypothetical model were tested using Lisral 8.12(a) program. Result : With the findings from this study, duration of employment and the locus of control among the characteristics of the nurses, job enrichment among the characteristics of nursing job were direct or indirect predictors of the organizational effectiveness of the nursing units. Group dynamics in the nursing units and the characteristics of organizational behavior were mediating variables for the organizational effectiveness of the nursing units, and affect directly and indirectly on the individual outcome and group outcome to the great extends. Conclusion : Therefore, nursing managers ought to develop career ladder program and based job enrichment program in order to improve the organizational effectiveness of the nursing units. Additionally, programs to improve organizational effectiveness via improve group dynamics and characteristics of the organizational behaviors should be developed.

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The Effect of Modern Leadership Style on Organizational Effectiveness : Focusing on Army Commander's Leadership (현대적 리더십 유형이 조직 효과성에 미치는 영향 : 육군 지휘관의 리더십을 중심으로)

  • Lee, Sam-Joo;Park, Sang-Hyuk
    • The Journal of the Convergence on Culture Technology
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    • v.6 no.1
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    • pp.201-207
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    • 2020
  • This study focused on finding out how transformational leadership, emotional leadership, and servant leadership in military organizations affected organizational effectiveness (commission satisfaction, immersion, and organizational citizen behavior) by special forces, standing forces, GTO, independent units on the coast, and educational institutions and training units. Therefore, in order to achieve this research objective, we intend to utilize two studies, the literature and the empirical studies, in this paper. Through the literature study, we also set up a critical consideration of the major leadership theory so far, understand the soldiers of the new generation, set up the background and characteristics of the new leadership theory, transformative leadership and emotional leadership, and set up and study the hypothesis for the organizational effectiveness in the main contents (concepts, components, measurement data) and variables. Empirical research is aimed at empirically analyzing the impact of transformative leadership, emotional leadership, and servant leadership on sub-type and organizational effectiveness, and whether sub-type controls leadership type and organizational effectiveness. organizational effectiveness.

Organizational Effectiveness of Social Welfare Organizations: What Can We Learn From Past Research? A Review (사회복지조직의 조직효과성 연구경향 분석)

  • Park, Ji-Hea;Park, Eun-Joo;Cho, Sang-Mi
    • Korean Journal of Social Welfare
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    • v.61 no.1
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    • pp.33-55
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    • 2009
  • This article reviews 20 empirical studies that have focused on the organizational effectiveness of social welfare organizations since 1980. The purposes of this study were to understand the organizational phenomena of social welfare organizations, to offer practical implications for organizational management and to propose direction for the further researches. Special attention has been paid to identify 1) subjects of research 2) approach and criteria of organizational effectivess and 3) critical factors that impact on organizational effectiveness. The results showed that 1) most of researches utilized samples from social welfare community centers and assisted-living facility, 2) many researches focused on internal process approach and used diverse criteria of organizational effectiveness 3) collective developmental culture, decentralized structure, transformational leadership, open relationship between organization and external environment were critical factors of organizational effectiveness. The review suggests that social welfare managers should practice diverse approach based on vision, purpose and developmental stage of each organization. The managers also should implement more conscious efforts to make supportive and fair work environment where all employees feel valued and can demonstrate their maximum potential and to respond to task environments more proactively. Further research should be conducted from diverse organizations using various research methods. More comprehensive empirical model and multidimensional measure of organizational effectiveness need to be developed.

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A Study about the Correlation between Friendship and Organizational Effectiveness who Work at Korean Medicine Hospital (한방병원 근무자들의 프렌드십과 조직효과성의 상관관계에 대한 연구 - 광주광역시를 중심으로 -)

  • Jung, Bo-Gyeon;Shin, Heon-Tae
    • Journal of Society of Preventive Korean Medicine
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    • v.18 no.1
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    • pp.1-10
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    • 2014
  • Objective : This study aimed to investigate the level of friendship perceived by hospital staffs in korean medicine hospitals in Gwangju and relationship between friendship and organizational effectiveness. Method : The subject were 134 hospital staffs in 5 different hospitals in Gwangju. The questionnaire used in this study contained 44 questions about workplace friendship (15 questions), organizational effectiveness (16 questions), social demographic characteristics (8 questions) and others (5 questions). Results : Young woman in their 20s and 30s were major participants (69person, 52.7%), nursing and administrative department(72person, 55%) were dominant division, the person those who have less than 1 year current workplace career(69person, 52.7%) were major group in this study. Participants responded about barriers of friendship at workplace were lack of opportunities for formal or informal meeting and lack of hospital's interest and supporting about human relations among employees at workplace. Both friendship level with superior and friendship level with subordinate were lower than friendship level with colleague. (p=.000) Participants who have higher workplace friendship level, were also higher level at job satisfaction, organizational commitment and lower level at turnover intention, job stress. Especially friendship level with superior had biggest relationship with variables of organizational effectiveness. Conclusion : Participants showed close relationship with friendship degree and organizational effectiveness. We suggest that the CEOs of korean medicine hospital would make their effort to improve friendship level of workers for the rise of organizational effectiveness.

The effects of organizational culture and self-leadership on organizational effectiveness in oral health professional (치과의료기관 종사자의 조직문화와 셀프리더십 유형이 조직유효성에 미치는 영향)

  • Jang, Jong-Hwa;Lee, Young-Soo;Moon, Ae-Eun
    • Journal of Korean society of Dental Hygiene
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    • v.11 no.3
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    • pp.395-404
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    • 2011
  • Objectives : This study was to investigate the level of organizational culture and self-leadership on organizational effectiveness and the significant factors influencing organizational effectiveness in oral health professional. Methods : Data were obtained from a cross-sectional survey of 297 oral health professional(mean age=$29.95{\pm}8.10$). Participants in the study were recruited when they attended the dental health form in Gwangju. Organizational culture was classified into four factors: relation-oriented, innovation-oriented, hierarchy-oriented, task-oriented culture. Self-readership consisted of five factors: rehearsal/self-observation, self-goal establishment, self-esteem, self-criticism, self-reward. Organizational effectiveness included organizational commitment and job satisfaction. The data was analysed using t-test, one-way ANOVA, Pearson correlation and multiple regression. Results : The dominant organizational culture was rank-oriented culture. The mean score of self-readership score was 3.51 out of a maximum 5 points. Organizational commitment was positively correlated with age, relation-oriented culture, self-goal establishment, self-reward explained 41.9% and job satisfaction was positively correlated with relation-oriented culture and self-esteem explained 48.6%. Conclusions : Based on the findings, the organizational culture and self-readership was correlated with organizational effectiveness. These results suggest that further development should be continued to develop the effective self-readership and organizational culture to improve the organizational effectiveness of oral healthcare professional.