• Title, Summary, Keyword: 조직몰입

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Effects of Organizational Trust on Commitment and Citizenship Behavior (조직신뢰가 몰입 및 조직시민행동에 미치는 영향)

  • Lee, Jeong Eon;Liu, Bingjing
    • The Journal of the Korea Contents Association
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    • v.15 no.3
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    • pp.370-377
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    • 2015
  • Organizational trust (OT) plays a substantial role to attain competitive advantages. It is an effective way to enhance organizational effectiveness. OT makes employees to have a positive emotion toward a firm, also it contributes employees to bring a spontaneous behavior. The purpose of this study is to investigate the relationships among OT, organizational commitment (OC), and organizational citizenship behavior (OCB) theoretically and empirically. A total of 228 cases in 15 Chinese companies are used for empirical analysis. The results show that OT has a positive effect on OC and OCB. It is suggested that OT is an important variable to improve emotional and continuance commitment. Also the results reveal that OCB is a meaningful dependent factor that is affected by OC.

Mediating Effect of Work-family Balance on the Relationship between Anger and Organizational Commitment (한국 직장인의 일-가정양립이 분노와 조직몰입 간의 관계에 미치는 매개효과)

  • Kim, Chan-Won;Ju, Haewon
    • Journal of Digital Convergence
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    • v.17 no.2
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    • pp.275-282
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    • 2019
  • The current study is to examine the effects of anger and work-family balance on organizational commitment. Two-hundred workers attending the Institute of Lifelong Education at a University in Seoul completed the instruments assessing anger, work-family balance, and organizational commitment. The results from structural equation modeling analysis showed that anger was negatively related to work-family balance and organizational commitment, and work-family balance was positively related to organizational commitment. Moreover, the relationship between anger and organizational commitment was partially mediated by work-family balance. These findings suggest that a way to focus on both anger and work-family balance than only anger is more productive in order to boost organizational commitment.

The Effects of Police Officer's Resilience on Organizational Commitment (경찰공무원의 회복탄력성이 조직몰입에 미치는 영향)

  • Kwon, Hye-Rim;Joo, Jae-Jin
    • The Journal of the Korea Contents Association
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    • v.18 no.3
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    • pp.499-508
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    • 2018
  • This study explored the relationship between the Resilience and Organizational commitment, The police officers' perception on the resilience has been measured, and then how their perception on the resilience affects the organizational commitment has been examined. This study aimed at measuring the effects of police officers' perception on the resilience on organizational commitment By reviewing previous finding, police officers' resilience(Self-Regulation Skills(Regulation skills, Cause Analysis skills, Impulse control skills), Interpersonal Skills(Expansion skills, Communication skills, Empathy skills), Positive Capacity(Appreciate, Life satisfaction, Self-optimism)) were selected as independent variables, Organization Commitment(Affective commitment, Continuance commitment, Normative commitment) was selected as dependent variable. The result of analysis showed that Life satisfaction>Cause Analysis skills>Communication skills> Empathy skills> Appreciate> Impulse control skills influenced in Affective commitment (positive), Life satisfaction>Self-optimism>Regulation skills>Communication skills>Cause Analysis skills in Continuance commitment(positive), and Expansion skills>Empathy skills>Self-optimism>Life satisfaction>Impulse control skills in Normative commitment (positive).

Effect of Career Commitment and Professionalism of Perioperative Nurses on the Organizational Commitment (수술실 간호사의 경력몰입과 전문직관이 조직몰입에 미치는 영향)

  • Yoon, Kesook
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.15 no.12
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    • pp.7193-7203
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    • 2014
  • This study examined the career commitment and professionalism of perioperative nurses and their impact on the organizational commitment. The subjects were 315 perioperative nurses who were attending the annual conference of the Korean Association of Perioperative Nurses. The data was analyzed by descriptive statistics, ANOVA, and stepwise multiple linear regression using the SPSS/PC 18.0 program. The average level of organizational commitment of the nurses was $3.04{\pm}.42$, whereas the level of career commitment and professionalism were $2.89{\pm}0.67$ and $3.04{\pm}0.29$, respectively. Both factors were found to be influencing factors on the organizational commitment. These variables explained 37.3% of the variance of organizational commitment, and the career commitment (${\beta}$=0.395) was a more influential factor than the professionalism (${\beta}$=0.298).

A Study of Influences of Fairness Perception on Perceived Organizational Support, Organizational Commitment and Organizational Citizenship Behavior (구성원의 공정성 지각이 영리조직과 비영리조직의 조직시민행동에 미치는 영향에 관한 연구)

  • Min, Nam-Sik;Lim, Jung-Sook
    • Korean Business Review
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    • v.22 no.1
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    • pp.45-75
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    • 2009
  • Previous researches of organizational citizenship behavior have been focused mainly on organizations, and there have been only a few studies on the organizational citizenship behavior of nonprofit organizations. In particular, few empirical studies have been made on the relations among variables affecting the organizational citizenship behavior of profit and nonprofit organizations. Thus, this study attempted comparative analysis. According to the result of the analysis, in profit organizations, the fairness of procedure, emotional commitment and continuous commitment had a significant effect on organizational citizenship behavior, as well as the fairness of distribution and perception of organizational support. In nonprofit organizations, on the contrary, the fairness of distribution, the fairness of procedure, and perception of organizational support were insignificant, and only emotional commitment and continuous commitment had a significant effect on organizational citizenship behavior. This study is meaningful in that it comparatively analyzed the effects of organization members' perception of fairness on organizational citizenship behavior in profit and nonprofit organizations, and its outcome may be utilized as a reference in future researches but it has a problem in external validity that poses a limitation in its generalization.

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Influence of Burnout on Job Commitment in Dental Hygienists: in the Gyeongsang-do region (치과위생사의 소진이 직무몰입에 미치는 영향: 경상도 지역을 중심으로)

  • Lee, Jae-Cheol;Roh, Hyo-Lyun
    • Journal of Digital Convergence
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    • v.14 no.9
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    • pp.31-42
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    • 2016
  • The purpose of this study was to examine the effects of the burnout of dental hygienists on their job commitment. The subjects were 156 dental hygienists. Structured questionnaire surveys were conducted. Maslash Burnout Inventory scale and the tool developed by Kang was used. The burnout and job commitment was each divided into three factors; emotional depletion, accomplishment decrease and dehumanizing and organizational commitment, career commitment, and work commitment. The dental hygienists' burnout score was 3.77 points and commitment score was 3.53 points. Burnout was higher among those with clinical careers shorter than five years and smaller numbers of colleague. Those with higher burnout showed higher career involvement and those with longer careers and higher salaries showed higher organizational commitment. Dental hygienists' career that higher burnout was associated with lower degrees of job commitment. Therefore, efficient manpower management should be ways to maintain of their carrer and increase the salary.

Effect of Pygmalion Leadership on the Organizational Commitment and the Mediating Effect of Leader-Member Exchange among Hospital Employees (피그말리온 리더십이 병원 종사자의 조직몰입에 미치는 영향과 리더 - 구성원 교환관계의 매개효과)

  • Hong, Byoung Ho;Bae, Sung Yoon;Kim, Misuk
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.14 no.9
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    • pp.4258-4269
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    • 2013
  • This study attempted to examine the relationship between pygmalion leadership and the organizational commitment among hospital employees, and the mediating effect of the leader-member exchange (LMX) on their relationship. For this purpose, we designed structured self-response survey questionnaires, and collected data from 349 employees working at 9 hospitals and ambulatory clinics in Busan area. Frequency analysis, correlation analysis, factor analysis, and reliability analysis were performed using SPSS ver.18.0 program, and the path analysis was performed using AMOS ver.18.0 program. Major findings are as follows. First, some factors of pygmalion leadership were found to directly influence the quality of LMX, while some had both direct and indirect influences on organizational commitment. Second, the quality of LMX was found to partly mediate the relationship between pygmalion leadership and the organizational commitment in hospital organizations. This is the first in kind which was conducted in the hospital setting.

A Study on The Effect of Organizational Culture on Job Satisfaction and Organizational Commitment In ICT Enterprises (ICT 기업의 조직문화가 조직구성원 직무만족과 조직몰입에 미치는 영향에 관한 연구)

  • Lee, Yoeng-Taak
    • Management & Information Systems Review
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    • v.36 no.4
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    • pp.149-166
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    • 2017
  • The purpose of this study puts stress on effects of job satisfaction and organizational commitment depending on the type of organizational culture of ICT enterprises. This study utilized the 6th Human Capital Corporate Panel(HCCP) data from Korea Research Institute for Vocational Education & Training to analyze the effects of organizational culture in ICT enterprises on the job satisfaction and organizational commitment. The Samples are managers, supervisor, and employees in ICT industries who replied thorough the 6th HCCP. Answers from 875 people, except inappropriate answers, were used to test a hypothesis. In order to do that, reliability analysis and correlation analysis and regression analysis, utilizing the SPSS 24.0 & Amos 18.0, were used to analyze the effects of organizational culture on the job satisfaction and organizational commitment in ICT enterprises. With the purpose of this study, organizational cultures in ICT enterprises have different effects on job satisfaction and organizational commitment. The group culture, development culture, rational culture and hierarchy culture have a positive effects on job satisfaction. And the group culture, development culture and rational culture have a positive effects on organizational commitment. Whereas, hierarchy culture have no effects on organizational commitment. Also, job satisfaction have a positive effects on organizational commitment. Among four cultures of ICT enterprises, the importance of group culture should be stressed. According to the result of empirical analysis, group culture has the most positive impact on job satisfaction, contrary to the expectation that development culture might be the one. So far, the group culture, which emphasizes organizational flexibility, integration, trust, teamwork, high participation, royalty and morale, have positive impact on the organizational employees the most.

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The Analysis of Influence Factor on the Organization1 Commitment of Librarian`s of Public Libraries at Pusan (사서들의 조직몰입에 미치는 영향요인 분석-부산지역 공공도서관을 중심으로-)

  • 유길호;한계문
    • Journal of Korean Library and Information Science Society
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    • v.32 no.2
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    • pp.1-20
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    • 2001
  • The aim of this study is to) represent the relationship of organizational commitment and its antecedent variable and show the influence of them in the libraries. For this, We selected librarian\`s personal characteristics, job characteristics, organizational characteristics and work experiences as an independent variables and value commitment, commitment to stay as a dependent variables. Collected data was derived from questionnaire of the 128 librarians of 17 public libraries at susan. 1)The women\`s level of commitment was higher than man. 2)Centralization was negative to the organizational commitment. 7)The rank that influence on the organizational commitment was work experience first, and then organizational characteristics, and job characteristics was the last.

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A Study on Organizational Commitment and Goal Perception of University Librarians: A Qualitative Approach (대학도서관 사서의 조직몰입과 목표인식에 대한 연구: 질적 접근)

  • Park, Jahyun;Kim, Giyeong
    • Journal of the Korean Society for information Management
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    • v.31 no.1
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    • pp.251-275
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    • 2014
  • This study conducted qualitative research to investigate the librarians' organizational commitment and relations between the commitment and their goal recognition in the university library context with several open-ended, deep interviews with university librarians in order to understand the relations from diverse perspectives. As a result, many participants showed low level of organizational commitment because of their hygiene factors, such as payment, incentives, relations with colleagues, and job conditions as well as motivators including characteristics of the work, sense of accomplishment, responsibility, promotion, and self-improvement. The two factors are considered to have direct impacts on their organizational commitment. Also, the research revealed that positive goal perception was related to motivators and, at the same time, hygiene factors. Accordingly, we concluded that librarians' perception of goals are closely related to both hygiene factors and motivators. We also identify that a need of a statistical study with a questionnaire survey to confirm the relations between the organizational commitment and goal perception for developing managerial measures for the organizational commitment, and further;for better library performance.