• Asia-Pacific Journal of Business
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• v.10 no.3
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• pp.95-112
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• 2019

It is important for the Startup team to enhance their employee's work & life balance in recent ages. this study is to research the effect of work & life balance on organizational pride, job satisfaction and performance. Also, we explore how the organizational climate which compose with autonomy, leader's support and trust affects work & life balance. This study analyzed the path effect with PLS method using data from 151 Startup teams. The results of analysis are as follows. First, it was confirmed that supervisor's support, trust of team climate positively influence work & life balance but autonomy is not confirmed to have the relationship with work & life balance. Second, work & life balance have a positive effect on organizational pride and job satisfaction. In addition, this study shows that organizational pride and job satisfaction have the relationship between work & life balance and team performance. Also, Startup team managing the work & life balance will get better performance and retain the competition.

• Journal of the Korean Institute of Gas
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• v.28 no.2
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• pp.56-65
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• 2024

This study was conducted for the purpose of analyzing the impact of ESG activities of gas-related energy companies (organizations) striving for carbon neutrality on job performance through employees' organizational pride and organizational trust. The survey results of 345 gas-related public organizations and private companies were analyzed using Smart PLS 4.0, and the research model and hypothesis were established and verified. As a result of the verification, ESG activities related to environmental (E) activities did not affect organizational pride and organizational trust, but social (S) activities and governance (G) activities were found to have a significant impact on organizational pride and organizational trust. In addition, organizational pride and organizational trust were found to have an effect on job performance. In particular, it was confirmed that the higher the organizational pride of ESG organization members, the higher the impact of organizational trust on job performance. The study seek to suggest a development direction relation to ESG activities of gas-related energy companies (organizations).

• Journal of muscle and joint health
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• v.30 no.1
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• pp.15-24
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• 2023

Purpose: This study examined the mediating effect of the individualism-collectivism tendency of hospital nurses on the impact of their generation on professional pride and organizational commitment. Methods: 163 nurses participated in the study. One-way analysis of variance (ANOVA) and SPSS' Process Macro Model 4 was used to examine the relationships. Results: No intergenerational differences in individualistic propensity were observed, while collectivist propensity was higher in X-generation than Z-generation. Further, X-generation showed higher professional pride and organizational commitment than Y- and Z-generation. Notably, collectivistic (individualistic) tendency had (did not have) a mediating effect on the influence of generation on professional pride and organizational commitment. Conclusion: This study provided empirical evidence on the antecedent factors for forming collectivistic organizational culture in nursing organizations by demonstrating the mediating effect of collectivism propensity on professional pride and organizational commitment according to hospital nurses' generations nurses.

• Health Policy and Management
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• v.8 no.1
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• pp.52-96
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• 1998

To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors (sex, age, education, job-grade, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) ad structural variables(formalization, centralization, communication, job-conflict, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables. For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. The survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values. The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method. Main results were as follows: (1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively. (2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative. (3) Pride for organiztion, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salar and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centraldization were negative. In conclusion, these results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication. Especially, pride for organization and intrinsic motivation were expected to play the most important role.

• The Journal of the Korea Contents Association
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• v.8 no.5
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• pp.215-223
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• 2008

This study is an empirical research on what effects public tax officers' pride, external image, and organization identification as tax specialists have on their organizational commitment. The results of the verification showed that their organizational commitment gets deeper as their satisfaction about pride, external image, and organization identification get greater. In order to meet the public interest in taxation and the demand of the time with positive attitudes and facilitate the functions of the taxation administration, public tax officers' organizational commitment should be intensified by increasing their pride as tax specialists, enhancing external images of the taxation administration, making substantial and realistic efforts, and letting public tax officers have organization identification.

• The Korean Journal of Health Service Management
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• v.5 no.2
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• pp.63-76
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• 2011

It is necessary to access managing human resources of hospitals with diversity in order to operate hospital organization successfully and efficiently. The research tries to analyze affecting factors of organizational effectiveness of hospital workers according to their positions. The research has been performed on the 836 hospital workers of 8 different positions in the Busan & Gyeong-nam area, utilizing SPSS version 19.0 for processing and analyzing the data. The major results of the research are as following. First, among such factors of organizational effectiveness as sense of belonging to work, pride, work settlement, wage satisfaction, job satisfaction, colleague perception, and unstable consciousness of their job, there is a meaningful difference according to the kinds of working institution and positions. Second, there was higher organizational effectiveness(a sense of belonging and pride) as to higher work settlement and wage satisfaction within all kinds of positions. In addition, there was higher organizational effectiveness(a sense of belonging and pride) as to higher job satisfaction and colleague perception within all kinds of positions except for physical therapist, general adminstration, facilities, nutrition, and etc. There was higher organizational effectiveness(a sense of belonging and pride) within all kinds of positions except for general adminstration, facilities, nutrition, and etc, as to lower job or work complaint.

• Korea Journal of Hospital Management
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• v.29 no.3
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• pp.26-37
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• 2024

The purpose of this study is to analyze the impact of GWP (Great Work Place) organizational culture on job satisfaction and job performance in hospital. The GWP organizational culture was measured by components of trust (credibility, respect, fairness), pride, and fun. A research model were established and empirically tested based on the three variables: GWP organizational culture, job satisfaction, and job performance. A survey with 76 questions was conducted targeting employees at a general hospital located in a metropolitan city in Korea. The results were verified using the SPSS statistical program, and multiple regression analysis was used to analyze the relationships between the variables. The study findings revealed that respect and pride, as components of GWP organizational culture, had a positive impact on job satisfaction, while trust and pride positively influenced job performance. These results suggest that building a GWP organizational culture is crucial for generating better performance in hospital. Furthermore, the study provides practical implications, indicating that focusing on specific components of GWP organizational culture may be more effective in improving organizational performance.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.1
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• pp.193-214
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• 1998

The purpose of the present study was to examine the causal model of nurses' organizational commitment. Based on literature review and Fishbein's behavioral intentions model ((Fishbein. 1967: Fishbein & Ajzen. 1975). the organizational commitment was conceptualized within a motivational framework that mediate between antecedents variables and outcome variables. Antecedent variables were pay, promotional chances. continuing education opportunity. rigidity of the administration. paticipative decision making, latitude, group support, role conflict, work load, need for achievement. experience and pride for professional nursing. Outcome variable was turnover intention. The subjects were 373 nurses who were working at 2 large general hospitals located in Seoul. It represents a response rate of 94%. Data for this study was collected from August 29 to September 22 in 1997 by Questionnaire. Path analysis with LISREL 7.16 prigram was used to test the fit of the proposed conceptual model to data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however. that path analysis can not count measurment errors: measurement error can attenuate estimates of coefficient and explanatory power. Nontheless the model revealed considerable explanatory power for organizational commitment (58%), pride for professional nursing (50%) and turnover intention(40%). In predicting nurses' organizational commitment, the findings of this study clearly demonstrated 'the pride for professional nursing' might be the most important variables of all the antecedent variables. Group support, role conflict, need for achievement were also found to be important determinants for the organizational commitment and turnover intention, The result showed experience might be a predictor for 'pride for professional nursing' and 'turnover intention' but not 'organizational commitment', 'Rigidity of the administration' and latitude were also found to have important roles in predictingr the organizational commitment, while participative decision making might have an impact on turnover intention. On the other hand promotional chance had an influence on all the outcome variables, while pay only on turnover intention. In predicting turnover intention, the result clearly revealed 'the pride for professional nursing' and 'organizational commitment' might be the most powerful predictors among all the variables. Theses results were discussed, including directions for the future research and practical implications drawn from the research were suggested.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.1
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• pp.183-214
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• 1998

The purpose of the present study was to examine the causal model of nurses' organizational commitment. Based on literature review and Fishbein's behavioral intentions model ((Fishbein, 1967;Fishbein & Ajzen. 1975), the organizational commitment was conceptualized within a motivational framework that mediate between antecedents variables and outcome variables. Antecedent variables were pay, promotional chances, continuing education opportunity, rigidity of the administration, paticipative decision making, latitude, group support, role conflict, work load, need for achievement, experience and pride for professional nursing. Outcome variable was turnover intention. The subjects were 373 nurses who were working at 2 large general hospitals located in Seoul. It represents a response rate of 94%. Data for this study was collected from August 29 to September 22 in 1997 by Questionnaire. Path analysis with LISREL 7.16 prigram was used to test the fit of the proposed conceptual model to data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however, that path analysis can not count measurement errors; measurement error can attenuate estimates of coefficient and explanatory power. Nontheless the model revealed considerable explanatory power for organizational commitment (58%). pride for professional nursing (50%) and turnover intention(40%). In predicting nurses' organizational commitment. the findings of this study clearly demonstrated 'the pride for professional nursing' might be the most important variables of all the antecedent variables. Group support. role conflict, need for achievement were also found to be important determinants for the organizational commitment and turnover intention. The result showed experience might be a predictor for 'pride for professional nursing' and 'turnover intention' but not 'organizational commitment'. 'Rigidity of the administration' and latitude were also found to have important roles in predictor for the organizational commitment, while participative decision making might have an impact on turnover intention. On the other hand promotional chance had an influence on all the outcome variables, while pay only on turnover intention. In predicting turnover intention, the result clearly revealed 'the pride for professional nursing' and 'organizational commitment' might be the most powerful predictors among all the variables. Theses results were discussed, including directions for the future research and practical implications drawn from the research were suggested.

• Journal of Korea Port Economic Association
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• v.39 no.4
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• pp.23-42
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• 2023

This study is to investigate the influence relationship between ethical management activities and organizational effectiveness of logistics companies and the regulatory role of organizational trust and self-esteem in the relationship between the two variables. An empirical study was conducted through a survey of 270 employees of a logistics company, and the results of the study are as follows. First, the hypothesis that ethical management activities of logistics companies will affect organizational effectiveness was adopted. Among the ethical management activities of logistics companies, personnel management activities influenced organizational commitment and turnover intention, and external ethical management activities affected customer orientation and organizational commitment. Second, the hypothesis that trust and pride in an organization will affect organizational effectiveness was adopted. Trust in the company influenced organizational business and intention to leave, and trust and pride in superiors affected customer orientation and organizational commitment. Third, in the relationship between ethical management activities and organizational effectiveness of logistics companies, organizational trust and self-esteem have a role in controlling. The hypothesis was partially accepted. Organizational trust and pride of workers in logistics companies have the largest moderating effect on turnover intention in the relationship between ethical management activities and organizational effectiveness. In particular, it can be confirmed that self-esteem has a moderating effect on all variables such as customer orientation, organizational commitment and turnover intention. Based on the above analysis results, logistics companies can see the effect of increasing organizational effectiveness (customer orientation, organizational commitment, turnover intention) through ethical management activities, organizational trust and pride. In relation to effectiveness, since the role of controlling the turnover intention of employees of logistics companies is the greatest, it is necessary to apply this to the organizational management program to increase the efficiency of organizational management through fair and transparent continuous operation.