• 가정과삶의질연구
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• 제28권3호
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• pp.129-137
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• 2010

This study investigated the relationships among collectivism, role conflict, and the organizational commitment of teachers in kindergartens and childcare centers. The subjects were 190 teachers who worked in a kindergarten or a childcare center in Daegu and in Gyoungbuk Province. Questionnaires were used to investigate collectivism, role conflict, and organizational commitment by self-reports from teachers. The collected data were analyzed by factor analysis, Pearson's correlation, and stepwise multiple regression using SPSS Win 15.0. The results were as follows. (1) Collectivism was positively associated with the organizational commitment of the teachers. (2) Role conflict was negatively associated with the organizational commitment of the teachers. Among the different types of role conflict, teaching profession conflict, co-worker conflict, and administration conflict were negatively associated with organizational commitment. (3) Role conflict was a better predictor of organizational commitment than collectivism. Additionally, administration conflict as a type of role conflict was a better predictor of organizational commitment than collectivism.

• 대한간호학회지
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• 제23권3호
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• pp.397-416
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• 1993

This study identified the relationships between the hospital’s organizational pattern for nursing, the organizational characteristics perceived by nurses and their job satisfaction. The study subjects were a convenience sample of 383 staff nurses working at 10 general hospitals with more than 300 beds in Seoul. Hospitals included in the study were classified Into five organizational patterns, where nursing was organized as an independent but lower level, attached to the medical department, attached to a department supporting medicine, and various other organizational pattern. The data were collected from July 10 to August 15, 1992. The organizational characteristics as perceived by the staff nurses were measured by Park & Yoon’s Scale (1986) and job satisfaction was measured by Slavitt’s Scale (1978). The data were analyzed by percentage distribution, Pearson’s correlation, x$^2$-test, t-test, ANOVA, and ANCOVA The summarized results are as follows : 1. The proportion of independent and attached nursing organizational patterns was 35.1％ and 54.9％ respectively. 2. There were differences between four general characteristics of the nurses, age, experience, position and education level, and the five structural types of nursing organization(p〈.05). 3. 1) There were no relationship between the perceived organizational characteristics and general characteristics of the nurses but there was a differ once in job satisfaction according to education level of nurses in hopitals where nursing was an independent department(T=-2.24, p〈.05). 2) There were differences in the perceived organizational characteristics according to age group and experience of nurses (F=3.26, 5.41, p〈 , 05)and in job satisfaction according to the position of nurses in the independent but lower level organizational pattern (T=2.26, p〈.05). 3) There was a difference in the perceived organizational characteristics according to age group (F=3.19, p〈 .05) and in job satisfaction according to the experience of nurses where nursing was attached to the medical department (F=3.49, p〈.05). 4) There was a difference in the perceived organizational characteristics according to nursing unit (F=3.19, p〈 .05), but none between job satis-faction and general characteristics of nurses where nursing was attached to a departiment supporting medicine. 5) There were no relationships between the perceived organizational characteristics and job sat isfaction and general characteristics of nurses in the various other organizational patterns. 4. Nurses in hospitals where nursing is organizationed as an independent department perceived their organizatianal pattern more positively and had higher job satisfaction than nurses working in hospitals where nursing is part of another department. 5. There were differences between perceived organizational characteristics and job satisfaction according to the organizational patterns for nursing (F=13.52, 8.76, p=.0000). 6. There were correlations between the perceived organizational characteristics and job satisfaction of nurses working in two independent nursing departments (r=0.2180, 2351, p〈.05). In conclusion, the relationship between perceived organizational characteristics and job satisfaction was significantly correlated in the hospitals where the nursing department is independent. Perceived organizational characteristics and job satisfaction depended on whether the nursing department is independent from or attached to other departments in the hospital. For nurses job satisfaction the nursing department should be independent from other departments and at the highest level of organization in the hospital.

• Asia pacific journal of information systems
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• 제16권3호
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• pp.29-47
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• 2006

Many companies have been implementing Enterprise resource planning (ERP) systems for their organizational transformation in order to survive and achieve strategic advantages in an increasing competitive business environment. Thus, it is meaningful to identify factors that affect ERP system operation positively. Organizational citizenship behaviors (OCB) are discretionary, extra-role behaviors of employees which go beyond the prescribed formal roles, and are known as to be the contribution factors for organization performance. The purpose of this study is to develop the measurements for the OCB constructs in ERP system context and empirically test the relationships between the OCB construct and ERP system success. The four constructs - altruism, conscientiousness and courtesy, civic virtue, and sportsmanship - and fifteen measurements on the OCB were developed based on previous studies (i.e. Organ 1988) and empirically verified by confirmatory factor analysis. The results of testing the relationships between the OCB and ERP system success show that the OCB have a significant direct impact on the information quality and intention of IT innovation while they have an indirect impact on work efficiency mediated by information quality. This study enhances the OCB model into information system arena and helps better understand the user behaviors of information systems.

• 통상정보연구
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• 제10권2호
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• pp.325-348
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• 2008

The purpose of this study is to find out the relationship between job fitness, organizational justice(distributive, procedural, interactional), job satisfaction, organizational trust, organizational commitment, and voluntary turnover intention in private organization such as in small fire in Korea. To identify the these relationships, the secondary data or past studies that were related with job fitness, organizational justice, job satisfaction, organizational trust, organizational commitment, voluntary turnover intention was collected and theoretically arranged. I made the theoretical proposed model to explain these relationships between the constructs, identify the operational definitions and 18 hypotheses was established, there was executed the survey of 262 in employees. Using the collected data, previous performances to confirm the construct validity and internal consistency by EFA(Exploratory Factor Analysis); i.e. factor analysis by SPSS, reliability by cronbach's a, and by the CFA(Confirmative Factor Analysis) and structural equations modelling the proposed model was tested by LISREL v. 8.52. The research came to the conclusions as follows: First, three perceived justice had the positive effect to the job satisfaction empirically. Second, procedural justice in three perceived justice only had the positive effect to the organizational trust empirically. Third, distributive justice in three perceived justice only had the positive effect to the organizational commitment empirically. Forth, job fitness had the positive effect to the organizational commitment, organizational trust, job satisfaction empirically in perspective. Fifth, I found the relationship between job satisfaction and organizational commitment, between job satisfaction and organizational trust was positive, between organizational commitment and trust. Finally, job satisfaction, organizational trust had not the positive effect directly, but indirect effect via organizational commitment was identified in voluntary turnover intention by empirical test.

• 산업융합연구
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• 제5권2호
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• pp.53-76
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• 2007

The purpose of this study verifies: the relationships between self-leadership (behavioral-focused strategies, natural reward strategies, constructive thought pattern strategies) and job satisfaction, and mediator effect of the organizational commitment. In order to verify the relationships and mediator effect, data obtained from 140 employees working in business office in Ulsan Metropolitan City were analyzed by using SPSS 12.0. The findings are as follows: First, the relationship between the self-leadership and the organizational commitment is positively related. Second, There was also a positive correlation between the organizational commitment and job satisfaction. finally, the organizational commitment played as a partial mediator on the relationship between self-leadership and job satisfaction. Based on these findings, the implication and the limitations of the study were presented including some directions for future studies.

• 산업경영시스템학회지
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• 제33권3호
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• pp.208-218
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• 2010

The purpose of this study is to examine the dynamic relationships among locus of control as a individual traits, the three organizational equity factors(distributive equity, procedural equity and interactional equity), individual attitudes and behaviors(job satisfaction, organizational commitment and turnover intention). In this study, we designed research model based on extensive literature review and tested each hypothesis through empirical analysis of which single public organization was the subject. The results are as follows : locus of control negatively affect all the three equity factors. And distributive equity positively affect job satisfaction whereas both procedural equity and interactional equity positively affect organizational commitment. Also only organizational commitment not job satisfaction positively affect turnover intention. The various implications to manage organizational equity, job satisfaction and organizational commitment and the limitations of the study and directions for future research were discussed.

• 디지털융복합연구
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• 제9권3호
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• pp.145-163
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• 2011

본 연구는 R&D 조직문화와 조직성과 간의 관련성을 실증분석하고 신뢰가 R&D 조직문화와 조직성과 간의 관계에서 매개역할을 하는지 살펴보았다. 분석 결과 첫째, R&D 조직문화가 조직성과 변수인 기술혁신, 조직몰입, 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, R&D 조직문화와 조직성과 변수와의 관계에서 신뢰의 부분매개효과가 검증되었다. 따라서 조직의 성과달성을 위해 개별조직의 특성에 맞는 창의적인 문화구축과 조직 내 신뢰형성의 중요성을 인식하고 이를 통해 조직구성원의 태도개선과 조직성과 향상에 실제적 관리지침을 마련하여야 할 것이다.

• 대한간호학회지
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• 제5권1호
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• pp.79-86
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• 1975

It had been thought the role of Nursing administrator was still not started along the right line in Korea because of the Lacking of full understanding and recognition of the real meaning of administrator's role, and because there are several Rinds of problems and difficulties in actual role. The present study is an attempt to clarify some existing relationships between the chief Nurse's Leadership style and the organizational climate of Hospitals. The problems of the study are specifically started as follows ; 1) What influence does the individual behavior have on the formation of the organizational climate of Hospital? 2) From what do the difference of climate arise? 3) How are the individual be heavier and organizational climate of Hospital measured ? In order to see the relationships or the interactions between the two factors, the chief nurse's Leadership style and organizational climate of hospital , the researcher has classified. He former into; 1) effective Leadership style. 2) initiating structure leader ship style. 3) Consideration structure Leadership style, and 4) ineffective Leadership style, and the latter in to. 1) open climate and 2) closed climate The Chief Nurses Leadership style has been. Classified into consideration-human relations approaches and initiating structure approaches according to L. B. D. Q by Hapin. Organizational climate of hospital has been classified into open-closed continuum according to O. C. H Q. by Hairpin and Croft. The results obtained are as follows : 1) The chief nurse's Leadership style is closer to Initiating structure Leadership style than Consideration structure lure Leadership style. 2) The organizational climate of hospital is closer to open climate than closed climate. 3) The chief nurse's Leadership sty]e and the organizational climate of hospital to not show any significant relations.

• 한국콘텐츠학회논문지
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• 제11권8호
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• pp.274-288
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• 2011

본 연구의 목적은 변혁적 리더십, 교육훈련제공, 긍정심리, 조직후원인식, 그리고 조직성과의 영향관계에 대하여 탐구하는 것이었다. 연구의 결과는 긍정심리는 변혁적 리더십에 통계적으로 유의미한 영향을 미치고 있으며, 기업차원의 교육훈련제공 또한 긍정심리에 중요한 영향을 미치는 것으로 나타났다. 또한 긍정 심리는 조직후원인식과 유의한 관계가 있는 것으로 나타났으며, 조직후원인식은 다시 조직성과와 유의미한 정(+)의 관계가 있는 것으로 밝혀졌다. 결론적으로 리더는 긍정심리 형성에 기여할 수 있는 리더십을 함양해 나가야 하며, 기업은 조직차원에서 구성원에게 교육프로그램을 통해 긍정심리를 향상시키고, 결국 이렇게 형성된 긍정심리는 조직후원인식과 조직성과에 영향을 미치게 될 것이다. 이러한 결과는 긍정심리 이론을 축적하는데 기여하였다는 점에서 의의가 있다.

• 한국직업건강간호학회지
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• 제26권4호
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• pp.236-246
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• 2017

Purpose: This study aimed to investigate the relationships among job characteristics, knowledge sharing, organizational culture, and organizational commitment in occupational health nurses (OHN) and clinical nurses (CN) to identify factors that might influence organizational commitment. It aimed to contribute to the improvement of knowledge management in health care organizations, including industrial workplaces and hospitals. Methods: A convenience sample of 188 nurses, specifically 100 OHN and 88 CN, was selected. Data were analyzed with descriptive statistics, t-tests, correlation coefficients, and multiple regression analysis. Results: OHNs had a significantly higher education level and current work experience; higher proportion of participants with contract employment status, day work shift, less turnover experience, good lifestyle; and higher scores on organizational culture ($3.3{\pm}0.61$) and organizational commitment ($3.1{\pm}0.60$). Additionally, the correlations among organizational commitment, job characteristics, knowledge sharing, and organizational culture ware higher (r=.38~.57) among OHNs as compared to those among CNs. Further, the organizational commitment of OHNs was significantly influenced by knowledge sharing, organizational culture, working hours, and salary ($R^2=.32$), while that of CNs was influenced by organizational culture and life event stress ($R^2=.11$). Conclusion: There is a need to develop measures to enable nurses to contribute to the improvement of knowledge management in health care organizations as major human resources, by including interventions for the major factors leading to between-group differences in organizational performance.