• Title/Summary/Keyword: Organizational effectiveness

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The Relationship between Structural Compensation and Organizational Effectiveness of Distribution Industry

  • PARK, Soyeon;PARK, Hyeyoon
    • Journal of Distribution Science
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    • v.19 no.10
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    • pp.65-74
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    • 2021
  • Purpose: The purpose of this study is to identify the maximum organizational effectiveness of compensation systems in the distribution industry. It is to identify the relationship between structural compensation and organizational effectiveness. It also aims to clarify whether distributive justice plays as a controlling variable between two variables. Research design, data and methodology: This study was conducted on distribution industry employees. The questionnaire was collected through self-subscription. A total of 209 questionnaires were collected during the month of April 2021, of which 203 were used as valid samples. Results: Structural compensation have been shown to have a positive impact on two sub-factors of organizational effectiveness. In the verification of the controlling effect of distributive justice, perceived fairness has a control effect on the relationship between extrinsic compensation and organizational effectiveness but it does not show a controlling effect on the relationship between intrinsic compensation and organizational effectiveness. Conclusions: Structural compensation has a positive effect on organizational effectiveness. The distribution industry should aware of the compensation and the perceived fairness. The fairness of distribution plays a role in identifying the recognition of compensation and organizational feasibility, identifying motivations of employees, and mediating proper strategies to enhance job satisfaction.

Relationship between the leadership style and organizational effectiveness : Job crafting mediation effect

  • Lee, Sang-Young;Yang, Hae-Sool
    • Journal of the Korea Society of Computer and Information
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    • v.22 no.10
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    • pp.167-177
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    • 2017
  • In this paper, we propose the role of job crafting in the relationship between leadership and organizational effectiveness in voluntarily carrying out each member's assigned tasks. This study surveyed the manufacturing, construction, service industries in Seoul and Gyeonggi province, identified the type of leadership they recognized, and empirically analyzed the organizational effectiveness of leadership. The purpose of this paper is to grasp the types of leadership acknowledged by the industry of manufacturing, construction, and service, and also to empirically analyze the organizational effectiveness of the leadership. The study measures the organizational effectiveness in terms of the job satisfaction, organizational commitment, and organizational citizenship behavior while classifying the leadership into coaching leadership, transformational leadership, and sensible leadership. In addition, the strictness of the analysis is imposed by estimating the simple least square model and ranking probit model. The results of the least square model is summarized as the following. Regardless of the different defining terms of organizational effectiveness, transformational leadership was shown to have the greatest organizational effectiveness. Sensible leadership positively effected job satisfaction whereas coaching leadership positively effected job satisfaction and organizational effectiveness. Compared to transformational leadership and coaching leadership, the impact of the sensible leadership was very much limited. The result of the ranking probit model is summarized as the following. First, sensible leadership had a positive impact on the member's job satisfaction and organizational commitment. Second, regarding the organizational citizenship behavior, coaching leadership showed greater impact than transformational leadership. This results contradicts the results from the simple least square model. If similar studies were to be conducted in the future, two models and the results must be compared. Third, as the leadership score increases by 1 point, there is greater possibility of having more than 4 points for all job satisfaction, organizational commitment, organizational citizenship behavior. Lastly, the analysis proves that job crafting has the mediation effect between the leadership and organizational effectiveness.

A Comparison of the Influence of Demographic Variables and Teacher's Empowerment on Organizational Effectiveness in Public and Private Kindergartens (국공립과 사립 유치원교사의 조직효과성에 대한 사회인구학적 변인 및 임파워먼트의 영향 비교)

  • Kim, Jung-Hee;Moon, Hyuk-Jun
    • Korean Journal of Child Studies
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    • v.31 no.2
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    • pp.69-83
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    • 2010
  • This study was a comparative investigation of the influence of demographic variables and teacher's empowerment on organizational effectiveness in public and private kindergartens. The subjects were 303 teachers at either public or private kindergartens. The measures used for this study were questionnaires, the SPES(School Participant Empowerment Scale) and the Organizational Effectiveness Scale. The survey used in this study and data were analyzed by means of a t-test, Pearson's correlation, and multiple regression analyses. The results showed that teachers in public kindergartens had higher scores in terms of both empowerment and organizational effectiveness than teachers in private kindergartens. Empowerment was seen to be an influential factor in measuring teacher's organizational effectiveness.

The Effect of Learning Organization Construction and Learning Orientation on Organizational Effectiveness among Hospital Nurses (병원간호사의 학습조직화와 학습지향성이 조직유효성에 미치는 영향)

  • Kang, Kyeong-Hwa;Song, Gi-Jun
    • Journal of Korean Academy of Nursing Administration
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    • v.16 no.3
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    • pp.267-275
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    • 2010
  • Purpose: This study conducted to identify the effect of learning organization construction and learning orientation on organizational effectiveness among hospital nurses. Method: Data was collected from convenient sample of 296 nurses who worked for the major hospitals in Seoul, Gyeonggi-do and Gangwoen-do. The self-reported questionnaire was used to assess the general characteristics, the level of the learning organization construction, learning orientation and organizational effectiveness. The data were analyzed using descriptive statistics, pearson's correlation coefficient and multiple regression. Result: The mean score of learning organization construction was 3.61(${\pm}.32$), learning orientation got 3.26(${\pm}.39$), and organizational effectiveness obtained 3.38(${\pm}.42$). The learning organization construction affects of organizational effectiveness by 44.18% and learning orientation by 37.43%. Conclusion: This finding indicates that learning organization construction and learning orientation affects the nurses' organizational effectiveness in hospital.

A Study on the Impact of Organization Justice, and Organizational Effectiveness (공정성이 조직효과성에 미치는 영향에 관한 실증 연구)

  • Cho Kook-Haeng
    • Management & Information Systems Review
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    • v.15
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    • pp.71-90
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    • 2004
  • This study has uncovered some important relationships among employees perceptions of distributive justice and procedural justice and organizational effectiveness. The present study attempts, first, to identify the perceived justice in promotion and transfer, performance evaluation, pay raise, job allocation and job fire. Second, to determine the relative importance of distributive justice and procedural justice. relationships of organizational effectiveness. The research is the identification of a modest but significant relationship between the two justice and organizational effectiveness. The result make it clear that employee find that right personnel management of fairness. To summarize the result of three variables's relationship influence is as below. The results indicated that perceptions of procedural justice as much organizational effectiveness than do perceptions of distributive justice. As also predicted, the perception of distributive justice did not impact organizational effectiveness. Therefore, Partially supporting the hypothesis. The research implications of these study suggest that great causality should be this paper' research model in three variables. The result indicate that manager must pay attention to employees perceptions of procedural justice and distributive justice.

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A Study on Relationship between CEO′s Entrepreneurship in Venture Business and Organizational Effectiveness. - Focused on Innovativeness, Risk-taking and Proactiveness- (벤처기업 CEO의 기업가정신과 조직유효성의 관계에 관한 연구 -혁신성, 위험감수성, 진취성을 중심으로-)

  • Park David S.;Kim Yeon Jeong
    • Journal of Korea Technology Innovation Society
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    • v.7 no.3
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    • pp.479-505
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    • 2004
  • The purpose of this study is to investigate between CEO's Entrepreneurship in Venture Business and Organizational Effectiveness. CEO's Entrepreneurship variable consist of Innovativeness, Risk-taking and Proactiveness. Organizational effectiveness concept composed of system approach and the contingency theory and it's variable consisted of job satisfaction and organizational commitment. Statistical methods are adapted Frequency, Factor Analysis and CFA(Confirmatory Factor Analysis) of LISREL.8 program. Refined Survey data are 412/Major findings are as follows; Only Proactiveness variable of CEO's entrepreneurship have significant relation to Organizational Effectiveness(job satisfaction and organizational involvement). Innovativeness and Risk taking variables are partially supported to influence to Organizational Effectiveness.

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The Influence of Work-Family Conflict and Organizational Support on Organizational Effectiveness among Married Working Women of Health Services Organizations (의료서비스조직 기혼 여성근로자의 직장-가정 갈등, 조직 지원이 조직유효성에 미치는 영향)

  • Ha, Eun Jeong;Kwon, Su Jin
    • The Korean Journal of Health Service Management
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    • v.1 no.1
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    • pp.31-44
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    • 2007
  • The purpose of this study is to shed light on the effect of work-family conflict on organizational effectiveness, focusing on the moderating effect of organizational support among married working women of health services organizations. Data were collected from 149 married working women of health services organizations located in Busan Metropolitan areas by structured self-administered questionnaire. Main results of this study is as the following: First, based on the type of work-household conflicts, namely time-based conflict(2.82 points), strain-based conflict(2.81 points) and behavior-based conflict(2.69 points), working women mainly experienced time and strain-based conflicts. The level of work-household conflicts was significantly higher among younger groups, highly educated, nurses, and regular workers. Second, the perceived organizational effectiveness found to be an above-average. Especially scores were high in the subcategories of customer orientation(3.84), followed by organizational commitment (3.42) and job satisfaction(3.19). The level of organizational effectiveness was significantly higher among older groups, medical technician and administrative job holders, day-time workers, and higher income groups. Third, the results of the regression analysis on the effects of work-household conflicts on organizational effectiveness showed that strain-based conflicts have a significant negative effect on organizational effectiveness such as job satisfaction and organizational commitment. Fourth, organizational support found to have a strong controlling effect for strain-based conflicts on organizational effectiveness. Above results imply that practical family-supportive policies for lessening the work-household conflicts is crucial for enhancing organizational effectiveness in health services organization.

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A Study on the Self-Leadership of Flight Attendant

  • BYUN, Ji-Hyeon;PARK, So-Yeon;PARK, Hye-Yoon
    • East Asian Journal of Business Economics (EAJBE)
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    • v.8 no.2
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    • pp.15-27
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    • 2020
  • Purpose - The purpose of this study is to analyze the relationship between the self-leadership of flight attendant and organizational effectiveness, the self-leadership of flight attendant and customer orientation, and the organizational effectiveness and customer orientation. Research design, data and methodology - To examine these research models, samples were collected from 318 flight attendants during Nov to Dec, 2019. Research Model established hypothesis 1 and hypothesis 2 that the three elements of self-leadership will affect organizational effectiveness and customer orientation. It also established hypothesis 3 that organizational effectiveness will affect customer orientation Results - The analysis on the effect of self-leadership have positive effect both on job satisfaction and organizational immersion. As a result of the relationship between organizational effectiveness and customer orientation, job satisfaction and organizational immersion have positive effect on both voluntary customer orientation and business customer orientation. Conclusions - Self-leadership affected positively on job satisfaction, organizational immersion and business customer orientation. the company have to provide flight attendant with incentives when they achieve good results. Also, company have to expand flight attendant's authority in their work environment. Organizational effectiveness affected positively on customer orientation so company have to give flight attendants with consistent seminars about company's vision and goal.

Study on Influence of Communication Ability and Early Childhood Teachers' Sense of Efficacy on Organizational Effectiveness of Child Care Centers (영유아 교사의 의사소통능력과 교사효능감이 어린이집 조직효과성에 미치는 영향)

  • Baek, Seong-A;Song, Seung-Min;Lee, Yoo-Hyun
    • The Korean Journal of Community Living Science
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    • v.28 no.3
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    • pp.447-460
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    • 2017
  • The purpose of this study was to investigate the relationships of early childhood teachers' communication ability, teacher efficacy, and organizational effectiveness of child care centers. The subjects of this study were 397 teachers working at child care centers. The results of this study were as follows. First, differences in the organization effectiveness of child care centers were detected according to teachers' age, career, type of child care center where they were affiliated, and marriage status. Second, the relative effects of the teachers' communication ability and teacher efficacy on the organizational effectiveness of early-childhood educational institutions differed significantly according to each sub-factor; teachers' communication ability's sub-factors - response, analysis, and evaluation - and teacher efficacy's sub-factors - general efficacy and personal efficacy - had partial effects on the organizational effectiveness of child care centers. Of these, personal efficacy had the greatest effects on all sub-factors of organizational effectiveness. This study is significant since it identifies the variables that could affect the organizational effectiveness of child care centers.

A Review of Research on Evaluation Indexes and Determinants of Organizational Effectiveness of Hospital Nursing Organizations (병원 간호조직의 조직유효성 평가지표 및 결정요인에 관한 문헌 분석)

  • Kim, Jieun;Kim, Jinhyun
    • Perspectives in Nursing Science
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    • v.11 no.1
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    • pp.49-62
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    • 2014
  • Purpose: The purpose of this study was to review journal articles, master's theses, and doctoral dissertations on organizational effectiveness in hospital nursing organizations in order to identify evaluation indexes, determinants, and overall trends and to suggest strategies for improvements. Methods: A total of forty-one papers on organizational effectiveness in hospital nursing organizations were reviewed. Results: These papers were journal articles, master's theses and doctoral dissertations regarding nurses who worked in general hospitals and university hospitals, excluding special hospitals (ie. armed forces hospitals, mental hospitals). The review of literature identified 18 operational definitions (evaluation indexes) and 36 significant determinants of organizational effectiveness in hospital nursing organizations. The operational definitions were measured by using 46 instruments. Conclusion: The study findings provide data on recent trends in organizational effectiveness; it also serves as basic evidence for the need to improve organizational effectiveness in hospital nursing organizations as well as indicates directions for future research.

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