• 한국식생활문화학회지
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• 제24권5호
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• pp.506-517
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• 2009

This study was conducted to investigate the effects of 6 Sigma on menu management, work commitment and quality in the culinary division of hotels and family restaurants. In addition, this study sought to identify the effects of menu management, work commitment and quality performance on customer satisfaction. Furthermore the relationship between menu management and culinary quality was evaluated here. The subjects evaluated in this study were employees of culinary division of hotels and family restaurants that implemented or were about to adopt the 6 Sigma program. A total of 385 questionnaires were analyzed using factor analysis, a reliability test, and covariance structural analysis. The results revealed that the 6 Sigma program influenced menu management, work commitment and culinary quality. Moreover, menu management, work commitment and culinary quality performance were found to impact customer satisfaction and culinary quality performance. Based on these findings, culinary divisions of hotels and family restaurants should incorporate the 6 Sigma program as soon as possible. To implement this program, faultless data for the 6 Sigma program should be collected using sufficient preparation procedures. After the data were collected, a task force team should be developed, experts should be cultivated and employees should be trained as necessary. Finally, the current level of product and services should be measured and reported to all employees in the culinary division and a challenge spirit should be brought with understanding for the reason for implementation of the 6 Sigma program. In implementing the 6 Sigma program, the leadership of the top manager and the head of the culinary division is very important.

• 보건행정학회지
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• 제14권1호
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• pp.65-88
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• 2004

In general, empowerment is defined as the motivational concept of autonomy and self-efficacy. Recently, the concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empower-ment in service organizations, i.e., hospitals, has certainly generated more publicity than any other organizations. The objectives of this study are, first, to measure the degree of hospital employees' empowerment using Spreitzer(1995)'s empowerment theory, second, to analyze the causal relationship of organizational and job characteristics, a degree of empowerment, and organizational performance(job satisfaction and organizational commitment), and third, to offer the strategy for the improvement of job satisfaction and organizational commitment. Spreitzer insists that the empowerment is composed of 4 dimensions(meaning, competence, self-determination, and impact). And he argues that various work-related characteristics is a direct cause of empowerment and the indirect cause of job satisfaction and organizational commitment, mediated by the empowerment latent variable. In order to perform this study, data were collected by self-administered questionnaires from hospital employees working in administrative department of 3 university hospitals in Inchon and Kyunggi-Do region. The number of cases is 181(response rate; 86%). The Collected data were analyzed with SPSS Ver. 10.0 and AMOSV Ver. 4.0. First, to test validity of variables, the factor analysis was used. Second, to test reliability, Cronbach's alpha coefficients was calculated. Cronbach's alpha of empowerment variable is 0.8323 showing that there's no problem in regard to the internal consistency. Also the Cronbach's alpha of other variables are 0.8301 of the degree of perceived control, 0.6705 of job characteristics, O.8787 of compensation, 0.9254 of job satisfaction, and 0.8389 of organizational commitment, respectively. Among the questions of job characteristics, two survey questions are deleted due to lowering the reliability. Third, to test multicollinearity and correlation of variables, the correlation analysis was performed. There was no problem of multicollinearity. Finally structural equation modelling (SEM) analysis was conducted to find the causal relationship of organizational and job Characteristics, empowerment, job satisfaction and organizational commitment. The 16 variables are included for the SEM analysis. The major results of this study are as follows: First, in the case of model fitness, the condition of x$^2$ statistic(92.187) is not fully satisfied, but the indices of GFI(0.912), AGFI(0.863), NFI(0.917) and CFI(0.928) are partially satisfied, which needs to upper 0.90. Second, in the result of hypotheses testing, all hypotheses are accepted and have a positive effect in 95% or 99% confidence interval(P<0.05 or P<0.001) except the effect of compensation variable on empowerment(P=0.082). Third, in regard to the direct, indirect, and total effect of variables, the direct effect of perceived control, task characteristics, and compensation on job satisfaction are 0.728, 2.264, 0.328 and on organizational commitment are 0.094, 1.411, 0.418, respectively. Also the indirect effect of perceived control, task characteristics, and compensation on job satisfaction are 0.311, 0.196, 0.028 and on organizational commitment are 0.210, 0.132, 0.019, respectively. Thus, these findings imply that various work-related factors are direct effect of empowerment and indirect effect of result variables, job satisfaction and organizational commitment. Also These results showed that the workplace empowerment is significant mediating factor of employee's job satisfaction and organizational commitment.

• 한국산학기술학회논문지
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• 제14권12호
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• pp.6204-6210
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• 2013

본 연구는 파트너선정에 적합한 결정기준의 제안과 파트너 선정요인이 제휴성과에 미치는 영향 관계를 국내기업 관점에서 신뢰도와 몰입도 그리고 제휴경험 등의 요인별 영향을 분석하였다. 분석결과 제휴체결 당시 과업관련 선정기준을 중심으로 파트너를 선정하는 성향과 파트너관련 선정기준을 적용하는 성향의 기업들에 있어 별다른 차이점 없이 신뢰형성과 제휴몰입도에 긍정적인 영향을 주고 있는 것으로 나타났으나 파트너 관련 선정기준을 적용하는 기업의 경우 제휴몰입도와의 상관관계가 없는 것으로 나타났다 (CR=1.065). 또한 기존의 제휴경험이 파트너 기업 간 신뢰도와 제휴몰입도를 높일 것이라는 예상과 다르게 경험 유무가 별다른 차이를 보여주지 않았고 오히려 과업관련 선정기준으로 파트너를 선정한 기업의 경우 제휴경험이 없을수록 신뢰도 형성에 긍정적인 것으로 나타났다 ($x_2{^2}-x_1{^2}=5.452$). 본 연구는 제휴를 도입하려는 국내기업이 제휴파트너를 선택하는 과정에서 국내기업의 환경에 적합한 선정 기준을 제안하고 기업의 이해 폭을 넓히며 파트너 선정기준의 결정요인들과 신뢰와 몰입 등 관계자원의 영향을 통합적으로 분석하고 성공적 제휴관계 형성과 성과를 위한 파트너 선정의 중요성을 강조함으로서 이론적 실무적 시사점을 제시하고 있다.

• 치위생과학회지
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• 제17권6호
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• pp.516-522
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• 2017

본 연구는 조직문화유형, 치과위생사의 전문직정체성, 조직몰입 세 변인 간의 관계를 파악하고, 치과위생사의 조직몰입 수준에 영향을 미치는 요인을 파악하기 위해 수행되었다. 치과 병 의원에 근무하는 310명의 치과위생사를 대상으로 설문조사를 실시하여 다음과 같은 결과를 얻었다. 치과위생사가 인지하는 치과조직문화는 위계지향문화(3.39점)가 가장 높았으며, 업무지향문화(2.71점)가 가장 낮았다. 조직문화 중 혁신지향문화는 치과병원에 근무하는 경우와 3인 이상의 치과의사와 근무하는 경우에 치과의원에서 근무하는 경우나 1인 치과의사와 근무하는 경우보다 높았고, 전문학사인 경우보다 학사 이상인 경우에, 미혼자보다 기혼자가, 일반 치과위생사보다 실장급 치과위생사가 혁신지향문화를 더 높게 인식하는 것으로 나타났다(p<0.05). 관계지향문화는 1인 치과의사와 근무하는 경우(3.35점)와 실장급 치과위생사(3.43점)가 3인 이상의 치과의사와 근무하는 경우나 일반 치과위생사보다 높게 인식하고 있었다(p<0.05). 업무지향문화는 3인 이상의 치과의사와 근무하는 경우가 1인 치과의사와 근무하는 경우보다 유의하게 높았고, 치과병원에서 근무하는 경우가 치과의원에서 근무하는 경우보다 높게 나타났다(p<0.001). 조직몰입에 유의한 영향을 미치는 변수로는 관계지향문화(p<0.001)와 혁신지향문화(p=0.006)로 나타났다. 치과 내에 관계지향문화와 혁신지향문화의 형성을 유도하는 반면 위계지향문화를 감소시키는 것이 치과위생사의 조직몰입과 전문직정체성을 높이기 위한 전략이 될 수 있음을 시사한다.

• 간호행정학회지
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• 제8권3호
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• pp.441-456
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• 2002

Purpose : This research is, by investigating the relations between the cultural types of a nursing organization in a hospital and performance, to ascertain the cultural types to be able to improve performance. Method : The data were gathered from 487 nurses and 328 patients who were in eight general hospitals by using the self-report type of questionnaires. The period of data collection was from August 10, 2000 to September 10, 2000. For this research, the following tools were used; the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment, and the tool for measuring patients' satisfaction. For data analysis the SPSS Win 7.5 program was used. Result : 1) There was a significant difference in the organizational culture type according to the establishment type of hospital. 2) In the relationship between organization characteristics and organizational culture of a hospital were correlated with the type of each culture(p=0.00). 3) In the relation between the organizational culture type of hospital and its performance, there was a strong positive correlation between innovation-oriented culture and job satisfaction. And relation-oriented culture and task-oriented culture showed that they had a weak positive correlation with job satisfaction(p=0.00). There were a positive correlation between affective commitment and relation-oriented, innovation-oriented cultures(p=0.00), and there were no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture(p=0.00). 4) The types to have an influence upon nurses' job satisfaction were innovation-oriented culture and relation-oriented culture. These had 34.5% of influence with job satisfaction.. The type of organizational culture did not influence continuance commitment, but it had an influence on affective commitment and normative commitment. And relation-oriented culture and innovation-oriented culture had 21% of an influence with affective commitment, and they had 9.5% of an influence with normative commitment. Conclusion : As the above mentioned research results, the organizational culture type was found which had an influence upon nurses' job satisfaction and organizational commitment and patients' satisfaction in nursing service. These results are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• 한국건축시공학회지
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• 제19권3호
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• pp.281-287
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• 2019

건축프로젝트의 성과향상을 위해 현장관리자들이 조직에 최선을 다할 수 있도록 효과적으로 관리하는 것이 중요하다. 또한, 현장조직은 끊임없이 의사결정을 하므로 조직에서 의사결정이 적절하게 이루어지는지가 성과에 많은 영향을 미친다. 따라서 본 연구에서는 현장조직의 성과향상을 위해 현장관리자의 의사결정 참여와 조직몰입의 관계를 파악하는 것이 목적이다. 연구 결과 현장관리자들은 의사결정을 할 때 사람 중심보다는 업무 중심으로 하는 성향이 높은 것을 알 수 있었다. 또한, 의사결정 유형에 따라 정서적 몰입에 차이가 있으며, 의사결정 참여도와 조직몰입 간에 약한 상관관계가 있는 것을 알 수 있었다. 본 연구는 현장조직의 직무수행관리 능력을 높이는 데 도움을 줄 수 있을 것이다.

• 한국콘텐츠학회논문지
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• 제18권11호
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• pp.353-368
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• 2018

본 연구에서는 전문과외교사의 직무스트레스가 조직몰입 및 이직의도에 미치는 영향을 검증하고, 이 과정에서 전문과외교사 조직몰입의 매개효과를 검증하였다. 본 연구는 서울 교육특구에서 활동 중인 전문과 외교사 332명을 대상으로 설문조사하였다. 수집된 자료를 이용하여 구조방정식모형분석을 통해 얻은 경로계수로 모형과 가설 검정을 실시하였다. 검증 결과 첫째, 전문과외교사의 직무스트레스 요인 중에서 학생 요인 스트레스와 행정적 지원 요인 스트레스가 조직몰입에 각각 통계학적으로 유의한 부(-)의 영향을 보였다. 둘째, 전문과외교사의 조직몰입은 이직의도에 유의한 부(-)의 영향을 보였다. 셋째, 전문과외교사의 직무스트레스 요인 중에서 업무 요인 스트레스와 조직 내 갈등 요인 스트레스가 이직의도에 각각 통계학적으로 유의한 정(+)의 영향을 보였다. 넷째, 전문과외교사의 직무스트레스 요인 중에서 학생 요인 스트레스와 행정적 지원 요인 스트레스 요인은 이직의도에 각각 통계학적으로 유의한 영향을 미치지는 않았으나, 조직몰입을 매개로 하여 유의한 영향을 미치는 것으로 나타났다. 본 연구의 결과를 통해 소속된 전문 과외 교육 회사에 대한 이직의도를 낮추기 위해서는 직무스트레스를 낮추고 조직몰입을 높여줄 필요가 있음을 확인하였다. 이 과정에서 전문과외교사의 조직몰입의 역할 및 효과를 검증하였다는데 의의가 있다.

• 간호행정학회지
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• 제9권2호
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• pp.159-170
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• 2003

Purpose : This study is to confirm the relation of the value orientation of the nursing unit manager and the job satisfaction and organizational commitment of the nursing unit nurse. Method : We used the systematic questionnaires as a study tool. The contents were composed of 46 questions in total such as 4 questions of general feature, 23 value-oriented questions, 10 job satisfaction questions, and 9 organizational commitment questions. The period of data collection was from August to September 2000. Result : 1) The value of flexibility was 3.82 points (${\pm}.3788$), which is above average. The values of equalitarianism was 3.37 points (${\pm}.4422$), which is above average. 2) The leadership pattern according to the value orientation perceived by the head nurses in 6 clusters has been divided into 3 patterns of change-oriented leader, task-oriented and stability-oriented leader. 3) The nurses who worked with the change-oriented leader showed higher values of job satisfaction (F=5.941, p=O.003), and affective commitment (F=5.793, p=O.003) than those who worked with the stability-oriented leader. Conclusion : As revealed in this study, we think that we have to consider that the change-oriented leader can produce higher performance of an organization than the stability-oriented leader, and write the basic data for the educational courses of leadership development or workshops etc. in order for the nursing unit managers to play their roles for the effective ward-unit management.

• 대한가정학회지
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• 제41권6호
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• pp.167-183
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• 2003

This study reviewed the literature pertaining to the cause and effects of job stress. Many definitions of stress have been offered and the diversity of these definitions has been generated by medical scientists, psychologists, and behavioral scientists. Most approaches dealing with job stress have involved listing of various sources of job stress, moderators, and outcomes. This study is concerned with the selection of variables, the relationships between job stressors and outcomes, and the effects of moderators on these relationships investigated in job stress research. A review of job stress literature presents that various job stressors (e. g., task characteristics, role characteristics, organizational characteristics, career development, and relationships), moderators (e. g., locus of control, type A and B personality, social support, and demographics), and outcomes (e. g., perceived stress, job satisfaction, job commitment, organizational commitment, performance, turnover, and physiological symptoms) were used for a greater understanding of job stress.

• The Journal of Asian Finance, Economics and Business
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• 제8권5호
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• pp.293-302
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• 2021

Being able to survive during the Covid19 pandemic is a big task for a company, as such, empowerment of employees is a must. The sample in this study was 300 employees who worked in Spas throughout Bali. The sampling technique was purposive sampling. Data analysis was using SEM and SMARTS as data processing. The results showed that green communication, namely communication that occurs between employees, superiors, and the environment, has a very good influence on the sustainability of employee performance. To become green management, a green organizational commitment that cares about the safety of employee health and the environment is an important factor as motivation in green dedication or positive employee productivity, but communication between work actors and justice is also a motivating factor. Work safety and job security for employees empower employees (which is a green line), especially for freelance work organizations so that further research in subsequent studies can make samples in a more varied industrial sector.