• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.232-271
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• 2000

The introduction of a team system to any organization is usually to improve that organizations dynamics, by increasing the proper adaptation to rapidly changing environments, by reducing approval procedures, and by promoting power authorization. In this regard, this study was carried out in an attempt to determine (1) whether or not the introduction of a team system can be as effective in hospital organizations as it has been in business organizations, and (2) what behavior factors influence such effectiveness. For the current study, questionnaires were distributed to the employees of a university hospital in Pusan. Four hundred eighty three of them(94.7%) were retrieved and analyzed through statistical processes. The three types of variables that were found to influence team effectiveness were: (1) independent variables of team organization characteristics, such as communication, organizational atmosphere, leadership and team knowledge, (2) intervening variables of team organization characteristics. such as job autonomy, technological variety, task subjectivity, task feedback and task importance, and(3) the dependent variables of team level effectiveness, such as job satisfaction and commitment to team organization. The gathered data were processed by using the 6.12 version of the statistical program SAS(Statistical Analysis System), and the reliance coefficient of those measured variables was then evaluated as an average of 0.78. The influence of team level effectiveness was analyzed by using multiple regression analysis. These differences in effectiveness were then analyzed on the basis of related mean values, while the differences among demo-sociological characteristics were analyzed by using the dispersion analysis(ANOVA) and the t-test. The results of the study can be summarized by the following. First, regarding the relationship between team organization characteristics and team level effectiveness, all of the factors including communication, organizational atmosphere, leadership and team knowledge were found to have a significant influence on effectiveness. Second, the factors of team job characteristics, such as technological variety, task importance and job autonomy, had significant effects on job satisfaction and organizational commitment among the teams members. Team level effectiveness was generally high, while team job satisfaction was higher the teams organizational commitment. Third, regarding the demo-sociological characteristics, team level effectiveness was found to be higher among those who were older, who had more job experience, and who had a higher position. Comparing the differences among job types, the effectiveness was relatively higher in the fields of nursing and administration/management then in other fields. Further study should be done towards the setting of variables for characteristics of hospital organization, developing suitable methods of measurement, and researching individual level effectiveness.

• Culinary science and hospitality research
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• v.13 no.1 s.32
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• pp.11-23
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• 2007

This study focused on analyzing the relations of empowerment recognized by a five star hotel culinary team in job satisfaction, organizational commitment, and outcome. The purpose of this survey is to show a desirable culinary organization in hotel management. This survey was shared by two groups recognized as high empowerment and low empowerment groups, for job satisfaction, success, organizational commitment, and outcome measurements. This study presented the difference between recognizable high empowerment and the effects of low empowerment groups which showed positive effects on the high empowerment group compared with the low empowerment group. This means that positive effects on the three main factors of job satisfaction, success, organizational commitment, outcome measurements, and hotel culinary organizations are required empowerment for the new organization of management.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.2
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• pp.665-673
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• 2013

The main objective of this study was to investigate the effect of learning organization on social worker's organizational commitment and turnover intention in the social welfare organization. For the research, learning organization was consisted of shared vision, personal mastery, team learning and system thinking on the P. Senge's learning organization model. The results of this study were summarized as follows: Mean analyses showed that social workers perceived the level of learning organization had a higher than medium. By using a hierarchical multiple regression, shared vision, personal mastery and team learning had a positive effect on the social workers' organizational commitment. Shared vision and team learning had a negative effect on the social workers' turnover intention. This study finally discusses theoretical implications for future study and practical implications for learning organization strategies on the results.

• The Journal of the Korea Contents Association
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• v.20 no.11
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• pp.170-183
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• 2020

This study sought to investigate the relationship between emotional labor and commitment to organization of flight attendants as a way to identify solutions for service quality issues attributed to reduced commitment. It was also intended to determine the relational routes in terms of the effects of social support as a supplementary factor in reduced air service quality. A survey was conducted from January 2020 for about one month and a total of 426 copies were used in the final analysis. SPSS 23.0 and AMOS 23.0 statistical programs were used for the data analysis. The results are as follows. First, the emotional labor of flight attendants showed a negative impact on the social support including support from peers, families, and team leaders. Second, support from peers and team leaders had a positive impact on commitment to organization. Third, the emotional labor of flight attendants showed a negative impact on their commitment to organization. Fourth, support from peers and team leaders were found to have a mediated effect on the relationship between emotional labor and commitment to organization.

• Korean journal of communication and information
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• v.36
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• pp.287-323
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• 2006

This study attempted to find out that organizational culture and organizational support are the main factors of an effect on team, a kind of making unit of broadcasting programming, commitment. And especially this research tried out that each organizational culture type had an effect differently on team commitment using of Linear Structural Equation Modeling(LISREL). In order to empirically test to the research model, data were collected by 280 terrestrial Broadcasting PD in Seoul. Result showed that each organizational culture has a differential influence on the path and effect of organizational support and team commitment. The educational system and production back up of the Organizational support system have not enough to support and promote the team commitment except reward system. As a consequence, Broadcasting organization make a strategy considering of dominant organizational culture type.

• Journal of Korean Library and Information Science Society
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• v.35 no.4
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• pp.23-40
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• 2004

This study examined the impact of team characteristics(introduction of the team approach team empowerment, leadership of team leaders, open communication director's commitment) on team effectiveness (adaptability to the environments, job satisfaction the positive team culture, cost efficiency) in university libraries. The study used a survey design with a questionnaire to staffs who worked at f academic libraries in South Korea. The major findings from the empirical analysis are as follows. The well-prepared introduction of team approach and director's strong commitment were positively related to the team effectiveness variables such as adaptability to environment, job satisfaction, and cost efficiency.

• The Journal of the Korea Contents Association
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• v.10 no.4
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• pp.274-281
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• 2010

The objective of the present study lied in providing empirical analysis over subjects of revenue officers targeted for suggesting effective managerial way for enhanced job productivity by using team commitment as a mediator in the correlation between trust and job productivity. As a result, it was identified that organizational trust, trust in superiors and trust to colleagues perceived by revenue officers have positive effects on team commitment, while the higher team commitment leads to higher job productivity, accordingly leading to better efficiency in carrying out tax-related administration and improving the level of satisfaction as for tax payers. It demonstrated that managers in tax-related organizations must create the foundation affordable for revenue officers to be widely exposed to participate in organization-related key decision-making processes in such a way that encourages and initiates them to have stronger loyalty and self-confidence based on common identity. Furthermore, much effort shall be continuously paid in designing personnel and organizational management policies in order for them to have faithfulness and adherence to their belonged organization.

• Journal of Korea Port Economic Association
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• v.28 no.4
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• pp.231-255
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• 2012

This study examined the communication and conflict between ship prganization and ship management team. Those are measured and analyzed about both groups, and then the relationships would be investigated objectively and synthetically. Especially, this relationships are enlightened by measuring the level and gap of the communication and group conflict between ship organization and ship management team. The effect of that conflict is analyzed on the organization commitment and job satisfaction of ship organizations. As a result, this study demonstrates the communications have a negative influence on group conflict with statistic significance, also the conflicts effect negatively on the organization commitment and job satisfaction. In the analysis of gaps about the communication and conflict between groups, the level of group conflict is lowest in the group whose gap of communication is small and both communications are activated, and the organization commitment and job satisfaction are highest in the group whose gap of group conflicts is small and both level of the conflicts are low. To conclude, the ship organization and ship management teams in the shipping company have to lessen their conflict each other and heighten the organization commitment and job satisfaction through their smooth communication.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.1
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• pp.5-12
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• 2008

Purpose: This study aimed to examine the impact of Organizational Culture on job satisfaction and organizational commitment in nursing organization. Methods: The sample consisted of 264 nurses of 2 tertiary medical institutions. The instruments used in this study were the nursing organizational culture questionnaire (Han, 2001), job satisfaction scale (Paula, 1978), and Organizational Commitment scale (Mowday et al., 1979). The data were analyzed by descriptive statistics, one-way ANOVA, t-test, Pearson Correlation. Coefficient, and multiple regression using the SPSS Win 14.0 program. Results: The dominant organizational culture of nursing organization was rank-oriented culture. The mean score of job satisfaction and organizational commitment was 3.28 and 3.40 respectively. Organizational commitment and Job satisfaction were positively correlated with affiliative-oriented culture, innovative-oriented culture, and task-oriented culture. Affiliative-oriented and task-oriented culture were major variables influencing on job satisfaction and affiliative-oriented culture was a major variable influencing organizational commitment. Conclusion: Organizational culture, especially affiliative-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the affiliative-oriented culture to improve the job satisfaction and organizational commitment of nurses.

• Journal of Korean Academy of Oral Health
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• v.42 no.4
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• pp.130-135
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• 2018

Objectives: This study aimed to identify the effects of team-member exchange (TMX) on dental hygienists' commitment. Methods: A self-administrated questionnaire was conducted from August 22 to September, 2016 with 191 dental hygienists in Busan and Gyeongsangnam-do. Teacher-member relationships and community were evaluated with the TMX scale and community scale, respectively. A self-administered five-point scale. Data were analyzed by descriptive statistics, t-tests, one-way ANOVA, Pearson correlations, and multiple linear regression analysis. Results: Overall TMX and commitment levels of subjects were $3.78{\pm}0.43$ and $3.20{\pm}0.41$, respectively. The TMX subcategories that influenced commitment and change (a subcategory of commitment) were community consciousness, and trust and respect. The TMX subcategory that influenced organization (a subcategory of commitment) was community consciousness. Conclusions: Dental hygienists' commitment was closely related to community consciousness, and trust and respect.