• Strategy21
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• s.31
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• pp.85-119
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• 2013

This paper asks whether the Republic of Korea (ROK) Navy should continue to focus on building ocean-going naval ships when it faces the threats of North Korean provocations in littoral areas. My position is that the ROK Navy should keep pursuing ocean-going capabilities. I provide explanations why it should do so from the perspectives of three important dimensions: capability, doctrine, and organizational identity. First, I argue that the distinction between a littoral navy and an ocean-going navy is an unnecessary dichotomy. It may lead to inefficiency in national security. The military posture should be designed in a way that it can address all external threats to national security regardless of whether they are from North Korea or not. Such capability is the one that the ROK Navy has tried to acquire with the 'Blue Water Navy' initiative since the 1990s. Second, also from the perspective of lately developed military doctrines that emphasize jointness and precision strike capability, ocean-going capabilities such as the mobile task fleet program have become a must, not an option, given today's security situations on and around the Korean peninsula. Lastly, I draw attention to the fact that the 'Blue Water Navy (BWN)' initiative meant more than just capability to the ROK navy. The BWN represents the ROK navy's organizational identity that the navy has defined since the 1980s as it emphasized promoting national interest and international standing as part of its organizational essence. Furthermore, the phrase 'blue water navy' took on symbolic meanings to the people that are associated with South Korean-ness including sovereignty, national pride, standing in the world and hopes for the future. Since 1990s, many scholars and experts have made the case for the necessity of improving South Korea's naval capability based on different rationales. They emphasized the protection of Sea Lines of Communication (SLOCs), the economic value of the sea, the potential danger associated with territorial disputes over islands, and increasing naval power of neighboring countries since the end of the Cold War. This paper adds to this debate by trying to explain the matter with different factors including naval doctrines and organizational identity. Particularly, this paper constitutes a unique endeavor in that it incorporating constructivist elements (that is, identity politics) in explaining a national security matter.

• Korean Journal of Culture and Social Issue
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• v.8 no.2
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• pp.191-208
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• 2002

This survey research examined the effectiveness, gender identity and the satisfaction of life of female leaders in government, in relation to the organizational culture regarding gender discrimination. The respondents were high -ranking (above 5th grade) male (N=154) and female (N=150) leaders in government and the supervisors (N= 139) of the female leaders. The results demonstrated that the effectiveness of female leaders was rated lower as she helped her junior females at work more as a mentor, while she was rated as being more effective as her leadership style became more relationship-oriented. The satisfaction of life of female leaders was higher as she engaged more in mentoring to the junior females and as she had more positive gender identity. However, life satisfaction became lower as the organizational culture became more discriminating toward females. The discriminating organizational culture was also correlated negatively with the interpersonal relationship between females(especially the relationship with the female seniors). These results are indicating that the behaviors, the effectiveness ratings and the satisfaction of life of female leaders in Government are restricted by the gender -discriminating organizational culture and the cultural stereotypes of the members in the organization.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.459-467
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• 2020

This paper aimed to study the role of green leadership toward environmental policies support in university. Furthermore, this study investigated the influence of green leadership toward environmental policies support and discussed the mediation effect of Green Self efficacy, Green Mindfulness, organization identity and environmental responsibility. The number of Population sample in this research was taken from 1,456 lecturers and staff of Universitas Negeri Semarang, Indonesia. Total sample in this research is 312 respondents. Structural Equation Models (SEM) was used in this research to develop the model of green leadership role toward environmental policies support of Lecturer and Staff in the University. This study found that green leadership had significant influences toward environmental policies support, environmental responsibility, green mindfulness and green self-efficacy but had insignificant influence toward organizational identity. Path analysis showed strong mediation effect of environmental responsibility and green mindfulness, but had a weak mediation from organizational identity and green self-efficacy. Finally, this study concluded that the role of green leadership in influencing environmental responsibility and green mindfulness was required to be enhanced in order to increase the support of environmental policies at the university. Further study needs to be carried out to determine the effect of green leadership on green performance and green behavior in organizations.

• Journal of Agricultural Extension & Community Development
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• v.15 no.2
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• pp.325-338
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• 2008

The objective of this study was to develop the strategies for enhancing activities of the "Korean Rural Leaders' Association" to foster the voluntary leadership in rural area. Literature review and questionnaire survey were carried out. The results of the study were as follows: Firstly, for enhancing the organizational competency, it was regarded as the important components that developing an organizational vision, improvement of structure and functions, promotion of the organizational management efficiency including human resource, securing new members and establishment of organizational culture. And secondly, for accelerating the organizational activities, it was expected to give more concern to such activities as public services, spokesman's role for the farmers, organizational / international cooperations and research at central level of the association.

• International Journal of Advanced Culture Technology
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• v.9 no.3
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• pp.202-211
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• 2021

Teachers play a key role in influencing students' school lives, but many researchers have tried to improve school satisfaction in various aspects. And counselors are a special type of Chinese university teachers, and not only have the characteristics of university teachers, but also have daily administrative management functions related to students' school life. In this paper, we demonstrated the effect of college counselors' ethical leadership and authentic leadership on school satisfaction among Chinese university students. In addition, it also verified the mediating effect of organizational identification in this process. As a result of empirical analysis, ethical leadership have both positive effect on organizational identification and school satisfaction. Similarly, authentic leadership also have positive impact on organizational identity and school satisfaction. In addition, organizational Identification has a positive effect on school satisfaction. Furthermore, organizational identification has also been proven to mediate the relationship between both two types of leadership and school satisfaction. Finally, we found that authentic leadership was more influential than ethical leadership in increasing school satisfaction levels.

• Journal of the Korean Society of Food Culture
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• v.18 no.2
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• pp.75-88
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• 2003

The objective of this study was to investigate the effects of personal and job characteristics on the organizational commitment and job satisfaction of dietitians employed in different foodservice settings. The subjects were dietitians(n=830) employed by schools, hospitals, and industries in Daegu Gyeongbuk area. A questionnaire was used to determine personal and job characteristics, commitment and satisfaction. Organizational commitment scores were the highest for hospital dietitians, and the lowest for industry dietitians (p<0.05). Industry dietitians felt significantly less loyal to their organizations than did the other dietitians(p<0.05). School and hospital dietitians were significantly more likely to say they cared about the fate of their organizations and thought their organizations were the best to work for. Age, education, length of employment, and wages were positively associated with hospital dietitians' commitment(p<0.05). For all dietitians, the fewer the work hours, the higher the commitment(p<0.05). When asked to rate their satisfaction with various aspects of their jobs, dietitians expressed the most satisfaction with co-workers, and the least satisfaction with promotion opportunities. School dietitians were significantly less satisfied with pay and promotion than were the other dietitians. Organizational commitment was associated with wages(0.05), autonomy(0.08), feedback(0.16), dealings with others(0.07), and task identity(0.09). Job satisfaction was affected by educational level(-0.13), wages(0.10), autonomy(0.18), friendship opportunities(0.14), feedback(0.16), task identity(-0.11) and organizational commitment(0.40) (Lisrel program).

• Korean Journal of Culture and Social Issue
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• v.30 no.2
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• pp.101-120
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• 2024

Due to the expanding roles of corporations, the significance of Corporate Social Responsibility (CSR) has escalated, fostering continued efforts for organizations to integrate CSR into the context of recruitment. Additionally, demand for CSR authenticity is increasing. Damaged CSR authenticity can give rise to negative consequences, but research on the CSR authenticity is lacking, particularly within the realms of job search and recruitment. Consequently, this study aimed to investigate whether organizational attractiveness varies with CSR authenticity (high CSR authenticity, low CSR authenticity, and control conditions) through a scenario design. Additionally, the study examined the mediating effects of value congruence, as well as the moderating effect of moral identity in this relationship. Conducted among 300 undergraduate students, the results indicated that the organizational attractiveness was highest in the high CSR authenticity condition, followed by the control condition, and the lowest in the low CSR authenticity condition. However, the difference between the high CSR authenticity condition and the control condition was not statistically significant. PROCESS macro was employed to analyze the mediating model of value congruence. The results revealed that the mediating effect of value congruence was significant across all conditions. In sequence, examining the moderating effect and the moderated mediating effect of moral identity, it was found that these effects were significant in the high CSR authenticity condition in comparison to the other conditions. The findings of this study suggest the importance of considering CSR authenticity in the context of job search and recruitment and also, provides an insight into the mechanism through which CSR authenticity influences organizational attractiveness.

• Journal of Intelligence and Information Systems
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• v.28 no.4
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• pp.229-250
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• 2022

This study examines the influence relationship between ESG management and organizational justice, which has become a major issue in Korean society and corporate management, and the effect of organizational justice on organizational trust, and organizational identification. In addition, the mediating effect of organizational justice in the relationship between ESG activity perception, organizational trust, and organizational identification was verified. As a result of the analysis, first, it was confirmed that the employee's perception of the company's ESG activities had a significant effect on the organizational justice. Second, it was confirmed that the employee's perception of organizational justice had a significant effect on the employee's organizational trust and organizational identification. Third, the mediating effect of organizational justice was confirmed in the relationship between employees' perception of ESG activities, organizational trust, and organizational identification. Accordingly, it is necessary to elicit positive attitudes and behaviors from employees to enhance organizational competitiveness by strengthening ESG activities, and enhancing organizational justice through Improvement of the company's institutional practices.

• Korea Journal of Hospital Management
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• v.18 no.2
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• pp.104-126
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• 2013

The goal of the study is to find what managerial characteristics affect the community spirit and participation of medical and psychiatric social workers. To do this, managerial characteristics were divided into organizational structure and culture as well as job satisfaction. As a result of an empirical study, while Herzberg's motivators or mental rewards, such as autonomy, sense of accomplishment, and sense of respect, improved the levels of community spirit and participation, Herzberg's hygiene factors or economic rewards did not have any relationship with them statistically. This means that mental rewards equivalent to those of other professions in hospitals will improve the professional identity and activities of social workers, who are working with diverse professions in hospitals. On the other hand, organizational structure and culture were not significant statistically.

• Journal of the Korean Data Analysis Society
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• v.20 no.6
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• pp.3211-3225
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• 2018

The purpose of this study was to identify the factors affecting job satisfaction of PACU (post-anesthesia care unit) nurses in the context of job stress, organizational culture and professional identity. A total of 149 nurses participated in the cross-sectional, descriptive study suing a structured questionnaire. Job stress in pay and treatment category, innovation-oriented culture, relation-oriented culture, and professional identity were positively correlated with job satisfaction (r=.373, p<.001; r=.507, p<.001; r=.559, p<.001; r=.544, p<.001). The factors related to job satisfaction were professional identity (${\beta}=.391$, p<.001), relation oriented culture (${\beta}=.302$, p<.001), innovation oriented culture (${\beta}=.209$, p=.004), which accounted for 48.7% of the variance in job satisfaction. Professional identity was the most significant predictor of job satisfaction. Thus, in order to enhance the job satisfaction of nurses in the PACU, it is necessary to develop an education program that can improve professional identity and apply strategies for fostering relation and innovation oriented organization culture.