• 한국사회복지학
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• 제64권1호
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• pp.31-52
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• 2012

본 연구의 목적은 세 가지의 연구 목적을 갖는다. 첫째, 사회복지조직의 사회복지사가 인식하는 조직공정성이 조직몰입에 미치는 영향력을 검증한다. 둘째, 조직공정성과 조직몰입과의 관계에 있어서 조직공정성은 조직신뢰에 영향을 미쳐서 조직몰입으로 이어지게 된다는 주장과 조직공정성이 조직냉소주의에 영향을 미쳐서 조직몰입의 수준에 영향을 미친다는 주장을 경쟁적으로 설정하여 조직신뢰와 조직냉소주의의 매개효과가 과연 사회복지현장에서는 어떻게 작용하고 있는지를 실증적으로 검증한다. 마지막으로는 사회복지기관에서 근무하는 사회복지사 직무특수성의 핵심의 하나라 할 수 있는 일가치 감이 조직공정성, 조직신뢰, 조직냉소주의, 조직몰입의 통합적 관계에서 어떠한 작용을 하는지를 검증 한다. 본 연구를 위한 자료는 사회복지이용시설에 근무하는 사회복지사 중 해당기관 경력 2년 이상의 사회복지사를 대상으로 층화표집을 통해 구축하였는데, 총 564명의 응답을 최종분석 자료로 사용하였다. 분석결과, 조직공정성과 조직몰입과의 관계는 정적인 방향에서 유의미하게 나타났으며(가설1지지), 일가치감과 조직몰입의 관계 역시 정적인 방향에서 유의미하게 나타났다(가설 2지지). 그러나 조직신뢰와 조직냉소주의의 매개효과는 모두 유의미하지 않은 것으로 나타났다. 이와 같은 결과는 조직공정성과 조직몰입 사이의 관계에서 조직신뢰와 조직냉소주의의 매개효과에 대한 논의가 하나의 쟁점으로 부상하는 영리영역과 달리 사회복지기관은 조직공정성 그 자체 그리고 사회복지사가 지니는 일가치감에 주도적으로 영향을 받는 독특한 관계구조를 갖고 있다는 사실을 보여준다.

• Journal of Information Technology Applications and Management
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• 제27권6호
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• pp.181-196
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• 2020

Based on the resource-based perspective, this study seeks to understand the relationship between the organizational slack and innovation, and to demonstrate that there exists a difference in the influence of the organizational slack according to the type of innovation by dividing the types of innovation into exploratory and exploitative innovations. They also want to understand the role that network diversity plays in the relationship between organizational slack and innovation. For this purpose, hypothesis and research models were presented based on resource-based perspectives and empirical analysis was conducted on 171 companies. The analysis confirmed that the impact of organizational slack on exploitative innovation is linear, not non-linear, as expected. In other words, the more resources available, the more productive the enterprise is, and the more resources available to the organization have a positive impact on the innovation. On the other hand, exploratory innovation represented an inverse U-shaped relationship between organizational slack and nonlinearity as expected. The control effect of network diversity was only seen in the relationship between organizational slack and exploratory innovation. Through this study, it provides implications such as the importance of network diversity, which is a relationship between companies, and the difference in the utilization of organizational slack according to the type of innovation.

• 농촌지도와개발
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• 제25권4호
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• pp.185-197
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• 2018

The study aims to examine the effects of job education on organizational socialization of new extensionist who is working in extension organization. The subjects were 425 people and selected nationwide. The research model consisted of organizational socialization strategy as an independent variable, organizational socialization as a mediator, and organizational commitment as a dependent variable. The research hypothesis was com posed of three item s and different analysis methods were used for each research problem. The main analytical methods were descriptive statistics, multiple regression analysis, and hierarchical regression analysis. The results of the study are as follows. Firstly, the degree of organizational socialization was higher in males and females, in higher education, and in social workers than in non-males. Secondly, in the relationship between organizational socialization strategy and organizational socialization, job education significantly explained interpersonal relationship, organizational goal value, and work efficiency. Thirdly, job education has a statistically significant effectiveness on organizational commitment. Fourthly, in the relationship between job education and organizational commitment, organizational socialization variables such as interpersonal relationship, organizational goal value, and work efficiency were found to do a partial mediating roles.

• 벤처창업연구
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• 제13권4호
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• pp.245-254
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• 2018

최근 조직환경의 변화가 극심하며, 조직과 환경 간의 상호작용도 매우 커지고 있다. 따라서 급변하는 환경변화에 대하여 조직은 능동적이고도 자발적으로 참여하려는 구성원들의 노력이 요구되고 있다. 상사나 조직에 의해 주어지는 업무에 국한하여 수동적으로 업무처리를 하기 보다는 구성원이 스스로 소속감을 갖고 자발적이며, 긍정적인 자세로 업무에 몰입하는 자세가 요구된다. 한국폴리텍대학의 경우, 공공교육기관으로서 사회적으로 부각되고 있는 다양한 사회적 계층, 특히 청년들의 실업해소를 위해 구성원들의 자발적이고도 적극적인 업무태도를 필요로 하고 있다. 이에 본 연구에서는 심리적 자본과 구성원들의 조직몰입 및 혁신행동의 관계를 조사하고, 이들의 관계에서 조직지원의 조절효과를 검증하고자 하였다. 첫째 조직몰입에 대해서는 자기효능감과 낙관주의가 긍정적 영향을 미치는 것으로 나타났으며, 자기효능감과 낙관주의가 조직몰입에 미치는 효과는 조직지원의 수준이 높을수록 조직몰입에 미치는 긍정적 효과는 배가되는 것으로 나타났다. 둘째 혁신행동은 조직의 변화와 환경변화에 대한 적응력을 제고하는데 도움이 된다. 이러한 혁신행동은 자기효능감, 회복력, 낙관주의 모두 긍정적 영향을 미친다는 점에서 이들 요소에 대한 관리가 요망된다. 심리적 자본과 혁신행동의 관계에서 조직지원의 조절효과는 나타나지 않았다. 셋째 조직지원은 그 자체로도 조직몰입과 혁신행동에 긍정적 영향을 미치며, 심리적자본인 자기효능감, 낙관주의와 상호작용하여 조직몰입에도 긍정적 영향을 미치는 것으로 나타났다.

• 유통과학연구
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• 제15권1호
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• pp.115-121
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• 2017

Purpose - Although ensuring that all the organizational members know their roles exactly is an important part of managerial work, few studies address the role clarity in food manufacturing and distribution firms. Role clarity refers to the extent to which individuals clearly understand the tasks, duties, responsibilities, and expectations of their work roles (Hinkin & Schriesheim, 2008). The purpose of this study is to examine the effect of the role clarity on organizational commitment and the mediating role of creativity in the role clarity-organizational commitment relationship. Research design, data, and methodology - Data were collected from 297 employees in food manufacturing and distribution firms of Korea by self-evaluations questionnaires. The unit of the analysis for testing is an individual. We proposed four hypotheses: (1) is about the relationship between role clarity and organizational commitment, (2) is about the relationship between role clarity and creativity, (3) is about the relationship between creativity and organizational commitment, and (4) is about the mediating role of creativity. We conducted the hierarchical regression analysis for testing the main and mediating effects. Results - The results of the study indicated that the role clarity was positively associated with organizational commitment and creativity. Results also indicated that the creativity was positively associated with organizational commitment. Especially, the impact of the role clarity on organizational commitment was mediated by creativity. Conclusions - An important contribution of this study is extending prior theory on the relationship between role clarity and organizational commitment by shedding new light on assumptions regarding the mediating effect of creativity. The results demonstrate that the role clarity has an indirect effect as well as a direct effects on organizational commitment. Our research suggests important implications for organizations that pursue to stimulate their employees' creativity, emphasizing the importance of the role clarity. This study has several potential limitations. Maybe the most serious limitation is its cross-sectional study design. Another limitation is the use of employees' self-reports to measure the variables. In the future, researchers should employ a longitudinal study design and use diverse sources of data.

• 대한가정학회지
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• 제45권8호
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• pp.49-59
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• 2007

This study was intended to investigate the influence of teacher empowerment on organizational? effectiveness, and the moderating effects of personal and organizational characteristics on the relationship of teacher empowerment and organizational effectiveness in early childhood educational institutes. The subjects in this study were 808 teachers who worked at kindergartens and childcare centers located in all parts of Korea. This study was surveyed with the questionnaires. The results are as follows. Firstly, teacher empowerment had a positive and meaningful influence on all components of organizational effectiveness, such as organizational commitment, job satisfaction, and job performance. Secondly, as for the moderating effects of personal and organizational characteristics on the relationship of teacher empowerment and organizational effectiveness, teachers' educational background had moderating effects on job performance of organizational effectiveness, and married or unmarried status of teachers, teachers' experiences in other institutes, type of institute, and the number of teachers working in an institute had moderating effects on organizational commitment. Also, the number of teachers working in an institute had moderating effects on job satisfaction. However, teachers' period of service in their present institutes didn't have moderating effects between teacher empowerment and organizational effectiveness.

• 유통과학연구
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• 제19권10호
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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.

• International Journal of Advanced Culture Technology
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• 제7권2호
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• pp.93-102
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• 2019

This study is to examine the effects of business management competency, organizational management competency, relationship formation competency, marketing competency, and entrepreneurship, which are perceived by organizational members of social enterprise, on organizational performance, economic performance and social performance. The results of this study are as follows. First, the business management competency of the executives influencing the economic performance, which is the organization performance of the hypothetical social enterprise, was adopted. In other words, the organizational management competency (H1-1), the relationship formation competency (H1-2), the marketing competency (H1-3), and the entrepreneurship (H1-4), which are executive business management competency, have a positive effect on the organizational performance of the social enterprise respectively. Second, Hypothesis 2 indicates that the business management competency of social enterprise executives has a positive effect on organizational performance, social performance, and Hypothesis 2 has been adopted. In other words, the business management competency of the management on the social performance of the social enterprise is in the order of relationship forming competency (H2-2), marketing competency (H2-3), organizationalmanagement competency (H2-1), entrepreneurship (H2-4) Showed high influence. The higher the relationship formation competency, marketing competency, organizational competency, and entrepreneurship, which are the business management competency of the social enterprise management, the economic social performance of the social enterprise is more improved.

• 한국의류학회지
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• 제33권2호
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• pp.244-255
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• 2009

The purpose of this study was 1) to inquire into characteristics of apparel manufacturers and distributors in China, 2) to classify private Guanxi and organizational relationship type, 3) to find differences in private Guanxi to enterprise type and the class of participations' position, and 4) to also find effects of private Guanxi on organizational relationship. Apparel manufacturers and distributors in China participated in the study. Random sampling method was used to collect the data. Data from 173 questionnaires were used for the statistical analysis. Descriptive analysis, factor analysis, Cronbach's alpha coefficient, t-test, and regression analysis were conducted. Two factors of private Guanxi were classified(i.e., affective Guanxi, instrumental Guanxi). Three factors of organizational relationship type were identified(i.e., opportunistic relationship, cooperative relationship, vertical relationship). The results indicated that distributors regarded affective Guanxi as important more than manufactures and employees regarded affective Guanxi and instrumental Guanxi as important more than presidents. Distributors regarded cooperative relationship as important more than manufactures. Employees regarded organizational relationship as important more than presidents. Affective Guanxi positively affected on cooperative relationship and vertical relationship but negatively affected on opportunistic relationship. Instrumental Guanxi positively affected on opportunistic relationship and vertical relationship. The result of this study may give valuable information to retail merchandisers and strategists who participated in fashion business in China.

• International Journal of Advanced Culture Technology
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• 제8권1호
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• pp.152-156
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• 2020

The study is to examine the mediating effect of psychological empowerment on the causal relationship between high-performance work system and organizational citizenship behavior. This study collected data from public organizations that are responsible for social welfare provision in Daegu, Gyeongsangbuk-Do, and Pusan in South Korea. This study employs confirmatory factor analysis in Amos 21 to find the discriminant validity of all constructs and regression analysis by Baron and Kenny (1986) to test that psychological empowerment is a mediator of the causal relationship between high-performance work system and organizational citizenship behavior. As the result of the analysis, psychological empowerment has a significant mediating effect on the relationship between high-performance work system and organizational citizenship behavior. The study suggests to the managers in social welfare organizations how they need to enhance organizational citizenship behavior through psychological empowerment themselves.