• Title, Summary, Keyword: 조직몰입

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The Effect of Job Demands on Social Worker's Organizational Commitment : The Moderating of Leader-Member Exchange(LMX) (노인복지관 사회복지사의 조직몰입에 미치는 영향에 관한 연구 : LMX(리더-구성원간 상호작용)의 조절효과 검증)

  • Shim, Sun-kyung
    • Journal of Digital Convergence
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    • v.16 no.9
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    • pp.443-452
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    • 2018
  • The purpose of this study was to examine the effect of job-demands on social worker's organizational commitment. Espically this study focused on the moderating effect of LMX between job-demands and organizational commitment. The sample consisted of 189 social workers in 33 Senior Welfare Centers. The date was analyses using descriptive and multiple regression methods. The major findings of the study firstly were job-demands had negative effect on the social worker's organizational commitment and LMX had positive effect on the social worker's organizational commitment. Secondly, LMX had mederating effect between job-demands and organizational commitment. All these findings were discussed on Social Welfare Center and research.

금융기관 내부마케팅 요인이 조직몰입과 고객지향성에 미치는 영향에 관한 연구

  • Kim, Jeong-Geun;Ha, Gyu-Su
    • 한국벤처창업학회:학술대회논문집
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    • pp.242-252
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    • 2016
  • 이 연구의 목적은 금융기관에서 실시하고 있는 내부마케팅 요인이 조직몰입과 고객지향성에 미치는 영향과 이들 요인들 간의 상관관계, 영향관계, 매개효과 등을 실증적으로 연구 분석하는 데 있다. 그동안 내부마케팅에 대한 연구는 여행사, 항공사, 호텔, 요식업 등 서비스산업 종업원을 대상으로 한 연구가 대부분이었으며, 금융기관에 대한 연구는 거의 미미한 편이었다. 특히 저금리시대와 인터넷전문은행의 신설 예고 등 금융환경의 급격한 변화에 따라 최근 금융기관들은 대고객 서비스 의 중요성을 인식하고 은행원에 대한 직무능력 향상과 사기진작을 위한 다양한 내부경영전략을 확대하고 있어, 이에 대한 연구는 필요하다고 판단된다. 이에 본 연구는 금융기관의 내부마케팅 요인으로 권한위임, 경영층지원, 의사소통, 팀웍역량을 주요 구성 요인으로 보고, 이들 요인들이 은행원의 조직몰입을 높이고, 나아가서는 고객지향성에 영향을 미칠 것이라는 전제로 실증분석을 하였다. 그 결과 내부마케팅 요인 중, 권한위임, 경영층지원, 팀웍역량은 조직몰입에 유의한 영향을 미치고 있으나, 의사소통은 조직몰입에 유의한 영향을 미치지 않는 것으로 나타났다. 또한 조직몰입이 고객지향성에 직접적으로 유의한 영향을 미치고 있으나, 조직몰입이 내부마케팅 요인과 고객지향성의 관계에서는 부분적인 매개효과가 있는 것으로 나타났다.

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Relationship among Work-family Conflict, Anger Regulation, and Organizational Commitment (직장인의 직장-가정갈등과 분노조절 및 조직몰입의 관계)

  • Kim, Chan-Won;Ju, Haewon
    • Journal of Digital Convergence
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    • v.18 no.2
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    • pp.343-349
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    • 2020
  • The present study was to examine the relationship among work-family conflict, anger regulation, and organizational commitment. Four-hundred and eighty-seven workers completed the instruments assessing work-family conflict, anger regulation, and organizational commitment. The results showed that work-family conflict was negatively related to organizational commitment, but not significantly linked to anger regulation, and anger regulation was positively related to organizational commitment. It might be possible to address clearly the relationship among work-family conflict, anger regulation, and organizational commitment, especially the mediation effect of anger regulation, using a large sample.

Mediating Effect of Organizational Trust on the Relationship between Servant Leadership and Organizational Commitment (서번트 리더십과 조직몰입 간의 조직에 대한 신뢰 매개효과)

  • Choi, Dong-Joo
    • The Journal of the Korea Contents Association
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    • v.8 no.12
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    • pp.334-346
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    • 2008
  • The study examined the relationship between servant leadership and organizational commitment and tested the mediating role of the organizational trust between the two variables. Measurement of servant leadership used intactly 23 items of a preceding research. Empirical analysis result can be summarized as follows. Firstly. the servant leadership has positive influence on organizational trust. Secondly. servant leadership has significant influence on affective commitment and normative commitment, but could not reach the significance level for continuance commitment. Lastly, this study was proved there was an partial mediating effect of organizational trust, between the servant leadership and affective commitment, normative commitment, but could not reach the significance level for continuance commitment. And if the organizational trust is higher, the extent of the servant leadership's influence on organizational commitment would be higher.

Bangladesh Employees Organizational Commitment and Antecedents (방글라데시 근로자의 조직몰입과 선행변수)

  • Kim, Boine
    • International Area Studies Review
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    • v.18 no.3
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    • pp.131-145
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    • 2014
  • Abundance of low-wage labor resources, strategic location connecting East-West Asia and business professionals are fluent in English are strength of Bangladesh. Also the business environment changes in China such as the wage increases and labor regulations enhancement acts as searching for replacement of investment where Bangladesh is considered as substitute. At this point there is a need for research of Bangladesh employees at human resource management level. Therefore this study focus on the research of an important component of human resource management, organizational commitment. This study analysis the Bangladesh employees organizational commitment and its antecedent. This study consider four antecedents, role ambiguity, role conflict, voluntary participation and the work centrality and three organizational commitment, affective organizational commitment, continuous organizational commitment and normative organizational commitment. As results show, role ambiguity and role conflict has a negative influence on affective organizational commitment. And voluntary participation and work centrality give positive influence. Role ambiguity showed a negative effect on continuous organizational commitment, however role conflict show positive effect. Voluntary participation and work centrality showed positive effect on normative organizational commitment and role ambiguity showed negative influence. Results of this study give clue to understand Bangladesh employees organizational commitment and its relation among variables. And thus the need for appropriate management presented.

Mediating Effects of Organizational Commitments on the Relationship between Human Capitals and Innovative Behaviors -Focused on the Hotel Firms- (인적자본과 혁신행동의 관계에서 조직몰입의 매개효과 -호텔기업을 중심으로-)

  • Ha, Yong-Kyu
    • The Journal of the Korea Contents Association
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    • v.10 no.6
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    • pp.440-449
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    • 2010
  • This study aimed to explore the relationships among human capitals, organizational commitments, innovative behaviors of employees in a deluxe hotel in Seoul. The results of this study are, human capitals have a direct impact on organizational commitments, and innovative behaviors. and organizational commitments directly influence to innovative behaviors.. And organizational commitments have a mediating effect partially between human capitals and innovative behaviors. These results suggest that the new direction of the importance of human resource managements on accumulating human capitals in organization and the importance of organizational commitments of employees on competing environments in the hotel industry for competitive advantage.

Influence of Corporate Social Responsibility on Employees' Organizational Commitment: Focusing on Mediating Effect of Organizational Prestige (기업의 사회적 책임(CSR)이 조직구성원의 조직몰입에 미치는 영향: 조직평판의 매개효과)

  • Cho, Min-Kee;Kim, Chan-Jung;Cho, Jun-Hee
    • Proceedings of the Korea Contents Association Conference
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    • pp.123-124
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    • 2013
  • 본 연구는 기업의 사회적 책임(경제적 책임, 법적책임, 윤리적 책임, 자선적 책임)이 조직몰입에미치는 영향과 이들 사이 조직평판의 매개효과를 연구하였다. 분석결과, 첫째, 경제적, 법적, 윤리적 그리고 자선적 책임 모두 조직평판에 정(+)의 영향을 둘째, 경제적, 윤리적 그리고 자선적 책임은 조직몰입에 정(+)의 영향을, 셋째, 조직평판은 조직몰입에 정(+)의 영향을, 넷째, 경제적, 윤리적, 자선적 책임과 조직몰입 간의 영향관계에서 조직평판의 매개효과가. 특히, 윤리적 책임과 자선적 책임과 조직몰입간에는 완전매개(full mediation) 효과가 존재하는 것으로 확인되었다.

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The Mediating Effect of Psychological Empowerment on the Relationship between Organizational Commitment and Job Satisfaction (조직몰입과 직무만족간의 관계에 대한 심리적 임파워먼트의 매개 효과)

  • Nam, Hee Soo
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.8 no.2
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    • pp.175-185
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    • 2013
  • This study is conducted in the form of purposive sampling among 215 social workers working in social welfare and living facilities located in the metropolitan area. The purpose of this study is to understand how organizational commitment and psychological empowerment affects job satisfaction and investigate the mediating effect of psychological empowerment when it comes to the relationship between organizational commitment and job satisfaction. In this study, it is observed that there is a significant impact of psychological empowerment on job satisfaction. The higher the level of psychological empowerment is, social workers tend to have a higher level of organizational commitment and job satisfaction. The result of investigation on mediating effect supports a mediating effect of psychological empowerment on the relationship between emotional/continuance/normative commitment and job satisfaction. In addition, the self-authority appears to have a mediating effect on the relationship between emotional/continuance/normative commitment and job satisfaction. Finally, competence also has a mediating effect on the relationship. The result supports the significant effect of the four hypotheses presented in this study. The result of this study implies that social workers' psychological empowerment has a positive effect on their organizational commitment and job satisfaction. Therefore, it can be used by an organization as an effective management technique.

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Interrelationship between leadership, Organizational Culture and Organizational Commitment (리더십, 조직문화와 조직몰입과의 관계)

  • Kim, Young-Chun;Chung, Min-Suk
    • The Journal of the Korea Contents Association
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    • v.12 no.12
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    • pp.201-211
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    • 2012
  • This study was carried out in order to verify the influence that recognition was mad to organization commitment, organizational culture type leadership of a social welfare organization. The study object a total Part 456 was used to analysis as social worker engaged in to social welfare agency. It was for an independent variable to revolutionized leadership, exchanged leadership as leadership type, and it was organizational culture an mediator variable, analyzed correlation of organization commitment, analysis return in order to grasp an influence to be mad to organization commitment material leadership type, executed path analysis so that direct and indirect effect being mad to organization commitment organizational culture through leadership type. Result of research, A total effect to affect regarding organization commitment, there is most a lot of revolutionized leadership, affected that organization culture appeared group culture of an organization, exchanged leadership, development culture. A leader of a social welfare organization shall improve self-participation and business efficiency voluntary of an employee through revolutionized leadership, in order to improve organization commitment of an employee, this leadership types had to improve organization commitment of an employee as group culture of an organization.

Person-centered Approach to Organizational Commitment: Analyses of Korean Employees' Commitment Profiles (조직몰입에 대한 사람중심 접근: 국내 직장인들의 조직몰입 프로파일 분석)

  • Oh, Hyun-Sung;Jung, Yongsuhk;Kim, Woo-Seok
    • Journal of the Korean Data Analysis Society
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    • v.20 no.6
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    • pp.3049-3067
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    • 2018
  • Although there is a growing body of research on organizational commitment profiles based on a person-centered approach, it is not widely applied to the commitment research conducted by Korean organizational scholars yet. Therefore, in this paper, we introduced the concept and analytical methods, such as cluster analysis and latent profile analysis (LPA), of the person-centered approach. In addition, we also performed both cluster analysis and LPA to identify types of organizational commitment profiles of Korean employees based on the combination of affective, continuance and normative commitment on the sample from a range of different fields in South Korea (n = 349). Both analyses extracted two comparable sets of 6 commitment profiles. These six profiles were then contrasted with employee turnover intention. Finally, implications for commitment theory, practices and future research issues were discussed.