• Title, Summary, Keyword: 조직몰입

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The Effect of Private Guards' Job Embeddedness on Dual Commitment (민간경비원의 직무착근도가 이중몰입에 미치는 영향)

  • Lim, Woon-Sik
    • Korean Security Journal
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    • no.41
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    • pp.123-151
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    • 2014
  • The purpose of this study was focused on the relationship between private guards' job embeddedness and dual commitment. In this study, job embeddedness is selected as an independent variable and dual commitment is selected as a dependent variable one. job embeddedness was divided into three sub-factors such as "fit", "links", and "sacrifice", and dual commitment is again composed with organizational commitment, and career commitment. Moreover sex, age, academic background, service period, and income were selected as a control variable. To test the hypotheses, survey data from private guards in Kyungpook are collected and analyzed. Principal component method is used to see which items cluster together in each factor and to calculate factor scores. Multiple regression analysis identifies several factors which have significant effects on dual commitment. Key finding can be summarized as follow. Fist, the factor of "fit" have significant effects on organizational commitment, and career commitment. Second, the factor of "links" have significant effects on organizational commitment, and career commitment. Third the factor of "sacrifice" have significant effects on organizational commitment, and career commitment. Finally, when all the variables with significant effects are included in the final model, "links" disappear, while "fit" and "sacrifice" remain statistically significant. Based on these finding, this study suggests some policy issues to promote private guards' dual commitment.

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The Effect of Social Worker's Person-Social Welfare Value Fit on Job Satisfaction and Organizational Commitment: Mediating Role of Emotional Labor (사회복지사의 사회복지 가치적합성이 직무만족과 조직몰입에 미치는 영향: 감성노동의 매개역할을 중심으로)

  • Shin, Junghwan;Kim, Jungwoo
    • Korean Journal of Social Welfare
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    • v.66 no.4
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    • pp.157-179
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    • 2014
  • This study introduces the mediating role of social worker's emotional labor in the relationship between person-social welfare value fit and job-related psychological attitudes. This study characterizes emotional labor as surface acting and deep acting, and job-related psychological attitudes as job satisfaction and organizational commitment. This study hypothesizes that the social worker's person-social welfare value fit raises job satisfaction and organizational commitment, that social worker's surface acting negatively mediates the relationship between social welfare value fit and psychological attitudes, and that deep acting positively mediates the relationship. The results from this study are as follows. Firstly, social worker's person-social welfare value fit raises job satisfaction and organizational commitment. Secondly, social worker's surface acting fully mediates the relationship between social welfare value fit and organizational commitment. Thirdly, deep acting fully mediates the relationship between social welfare value fit and job satisfaction, and social welfare value fit and organizational commitment. Based on these results, detailed practical and theoretical implications are discussed.

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The Relationship between Organizational Commitment and Intention to Leave and the Moderating Effect of Gender and Occupation in Dae-deok Venture Enterprises (조직몰입과 이직의도의 관계 및 성별과 직종의 조절효과: 대덕 벤처기업을 중심으로)

  • Kim, Jung Seok;Ahn, Kwan Young
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.7 no.4
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    • pp.77-86
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    • 2012
  • The purpose of this paper is to review the relationship between organizational commitment, and voluntary turnover(intention to leave), and the moderating effects of personal factors(gender and occupation) on the relationship between organizational commitment and intention to leave. In order to verify and achieve the purposes mentioned above, questionnaire data are gathered and analysed from 458 employees in Daedeok Innopolis Venture Enterprises, Dae-jeon Metropolis, South Korea. Multiple regression and multiple hierarchical regression analysis are applied to test the proposed hypotheses: 1) the relationship between organizational commitment(affective commitment, continuance commitment and normative commitment) and intention to leave, 2) the moderating effects of personal factors(gender and occupation) on the relationship between organizational commitment and intention to leave. Empirical survey's findings are as follows; First, affective commitment(AC) and continuance commitment(CC) are related negatively with intention to leave(IL), but normative commitment(NC) is not related significantly with IL. Second, gender positively moderates the relationship between affective commitment and intention to leave, and occupation negatively moderates the relationship between continuance commitment and intention to leave.

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The Effects of the Perception of Compensation Equity on the Organizational Commitment in Hotel Corporations (호텔기업에서 보상공정성 지각이 조직몰입에 미치는 영향)

  • Kim Yong-Soon;Kim Jong-Keun
    • The Journal of the Korea Contents Association
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    • v.6 no.9
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    • pp.185-191
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    • 2006
  • The purpose of this study is to examine the effects of the perception of compensation equity on the organizational commitment, and the potential mediating roles of trust in that process. The results were as follows; First, the perception of compensation equity(pay and promotion equity) has a positive influence on organizational commitment. Second, hierarchical regression showed that promotion equity added to pay equity in expanding the variance of the organizational commitment. Third, according to results of regression analysis was found for mediating role of trust in their leaders in the relationships between compensation equity and organizational commitment. The result of the study implies that trust is a crucial factor in the explanation of organizational commitment and hotel managers are able to motivate organizational commitment by paying more attentions to trust in their leaders.

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Moderating effects of psychological Empowerment in the Relationships between Leadership Competency and Job Performance (리더의 리더십 역량이 직무성과에 미치는 영향에 관한 심리적 임파워먼트의 조절효과)

  • Kim, Mi-Joa;Park, Kye-Hong
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.7 no.3
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    • pp.75-87
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    • 2012
  • The goals of this study are to identify perceived leadership competency effects on job satisfaction, organizational commitment and to verify the moderating effects of psychological empowerment in the relationships between leadership competency and job performance through empirical survey. To achieve the goals, 331 questionnaires were analyzed with spss 18.0. The results of the survey can be summarized as follows. Leadership competency has positive effect on impact, self-efficacy, self-determination, meaning, which are subdivision of psychol. The goals of this study are to identify perceived leadership competency effects on psychological empowerment, and the higher leadership competency is perceived, the more positive effect it has on job performance. In the survey on the effectiveness of empowerment on job performance, it has partial positive effect. The hypothesis that empowerment moderates the relationships between leadership competency and job satisfaction was not accepted, between leadership competency and organizational commitment was partly accepted This study provides academic and practical implications by investigating modulating factors of leader's competency and effects of psychological empowerment the different level.

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Mediating Effects of Trust on the Relationship between Human Resource Management Systems and Organizational Commitments in Hotel Firms (호텔기업 인적자원관리시스템과 조직몰입의 관계에서 신뢰의 매개효과)

  • Ha, Yong-Kyu;Kang, Sang-Muk
    • The Journal of the Korea Contents Association
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    • v.9 no.12
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    • pp.865-876
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    • 2009
  • This study aimed to explore the relationships between human resource management systems, trusts, and organizational commitments by employees in deluxe hotel located in Seoul. The results of this study are, human resource management systems direct impacts on trusts, and organizational commitments. and trust direct influences to organizational commitment. And trusts influence mediating effects between human resource management systems and organizational commitments. These results suggests that new direction of the importance of human resource managements and the importance of trusts by employees on competing environments in hotel industry for competitive advantage.

A Study on the Relationship among Job Attitude, Personality and Demographic Characteristics based on the Types of Dual Commitment (이중몰입유형별 직무태도와 성격 및 인구통계학적 특성의 융복합적 관계성 연구)

  • Kang, Young-Seok;Jeon, Sang-Gil;Lee, Mi-Kyeong
    • Journal of Digital Convergence
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    • v.14 no.7
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    • pp.135-144
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    • 2016
  • This study attempted to verify the relationship among Job Attitude, Personality and Demographic Characteristics according to Dual Commitment Type. The groups were named 'very high dual commitment group(both highly committed to the organization and union)', 'normal dual commitment group(average level of commitment to both of them)', 'resisting dual commitment group(no commitment to both of them)', 'organization commitment group(only committed to organization)', 'union commitment group(only committed to union)'. This research was analyzed by 388 Hyundai and Kia motor company members and 'very high dual commitment group' and 'organizational commitment group' showed the highest Job Satisfaction and Job Involvement. Through group segmentations considering sub-concepts could contribute to design a strategy to increase the company's competitiveness in aspects of the direction to the HR policy.

The Effect of Transformational Leadership on Organizational Commitment - Focused on Fleet Crew of Korean Coast Guard - (변혁적 리더십이 조직몰입에 미치는 영향 - 해양경찰 함정승조원을 중심으로 -)

  • Sin, Ho-Sig;Youn, Dae-Gwun
    • Journal of the Korean Society of Marine Environment & Safety
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    • v.19 no.6
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    • pp.621-628
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    • 2013
  • It is already recognized, the fleet crew of Korean Coast Guard(KCG) have come to perform a wide range of roles that they carry on duties on inferior working conditions. Therefore a research on leadership is seemed necessary to improve organizational effectiveness for them. This study is to examine whether leadership style with transformation is appropriate in organizational commitment for the fleet crew of KCG. In this study transformational leadership is fixed as independent variables and organizational commitment as dependent variables and also five factors as demographic characteristics. Intellectual stimulation is turned out to be the most influential factor in organizational objective(t=6.664, p=0.000) and continuance commitment(t=4.057, p=0.000), but individualized consideration are uninfluential factors concerning organizational commitment.

Effect of Hotel Middle Manager's Communication on the Organizational Commitment and Organizational Culture : Moderating Effect of Organizational Commitment (호텔 중간관리자의 커뮤니케이션이 조직몰입과 조직문화에 미치는 영향 : 조직몰입의 조절효과 연구)

  • Kim, Yeon-Sun;Kim, Gun
    • The Journal of the Korea Contents Association
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    • v.18 no.1
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    • pp.412-421
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    • 2018
  • This study for the hotel organization and Hotel Middle Manager's Communication .we studied the Effect of Hotel Middle Manager's Communication on the Organizational Commitment and the Moderating Effect of Organizational Commitment on Organizational Culture. finally, 80 copies of samples were used in empirical analysis. and SPSS 18.0 statistical package was used. The results of the hypothesis are as follows. First, The Verification result of hypothesis that the communication of hotel middle manager will shows a significant positive correlation effect on Organizational Commitment was partially supported. Second, The Verification result of hypothesis that the communication of hotel middle manager will shows a significant positive correlation effect on Organizational Culture was partially supported. Third, The Verification result of hypothesis that the organizational Commitment of hotel middle manager will shows a significant positive correlation effect on Organizational Culture was supported. Fourth, The Verification result of hypothesis that Organizational Commitment will have a significant moderating effect on the relationship between the communication and organizational culture of hotel middle manager.

Affecting Inter-department Rotation and Organizational commitment in Radiological Technicians (방사선사의 이동근무에 대한 태도와 조직몰입에 대한 연구)

  • Park, Seok-Kyu;Hong, Jee-Young;Lee, Moo-Sik;Na, Baeg-Ju;Lee, Jin-Yong;Bae, Seok-Hwan;Lee, Bo-Woo
    • Proceedings of the KAIS Fall Conference
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    • pp.911-914
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    • 2010
  • 본 연구는 이동근무를 시행하는 종합병원 방사선사의 이동근무에 대한 태도와 조직몰입도를 파악하기 위하여 시도 하였으며, 연구의 대상은 대전지역 이동근무를 시행하는 종합병원 4곳의 방사선사 110명을 대상으로 설문지를 이용하였다. 인구사회학적 특성은 성별은 남자가 많았으며 연령별로는 30~34세가 가장 많았으며 응답자 대다수가 부서이동 경험이 있었다. 정기적 근무부서 이동 필요성에 관한 문항은 대다수가 필요하다고 답하였으나 현 부서에서 이동 요구도는 비슷하게 나타났다. 근무부서 이동에 대한 태도의 영역별 점수에서는 전문직 발전이 가장 높게 나타났다. 인구사회학적 특성별 근무부서 이동에 대한 태도와 조직몰입의 차이검증에서는 성별, 결혼상태, 학력에 따라 유의한 차이는 없었으며 연령 19~29세에서 유의한 차이를 나타냈다. 미혼인 경우에 전문직 발전과 개인발전, 공통욕구에서 유의한 차이를 나타냈으며 종교를 가지고 있는 공통욕구 부문에서 유의한 차이를 나타냈다. 직무관련 특성에 따른 근무부서 이동에 대한 태도와 조직몰입의 차이검증에서는 월 급여 수준에서 199만원 이하의 전문직 발전과 개인발전, 현부서 근무기간 1년~5년의 개인발전에서는 유의한 차이를 나타냈으나 나머지 문항에서는 유의한 차이가 없었다. 월급여 수준에서 조직몰입은 250만원 이상이 가장 높게 나타났고, 근무유형에서는 정규직, 직위에서는 관리자가 조직몰입이 높게 나타났다. 11년 이상의 근무기간에서 병원에 대한 조직몰입이 높게 나타났다. 근무부서 이동 필요성에 대해서는 근무부서 이동이 필요하며 현 부서에서도 이동하는 것을 긍정적으로 생각하였으나 이동을 원하지 않는 경우에서 조직몰입이 높게 나타났다. 근무부서 이동에 대한 태도와 조직몰입도간의 상관관계에서 두 변수는 양의 상관관계가 있었고 이는 통계적으로 유의하였고, 근무부서 이동에 대한 4개의 영역 중에서 공통욕구만이 가장 큰 관련성을 나타냈다. 이상의 연구 결과를 종합하여 보면 연령이 낮은 군에서는 이동근무를 원하고 조직 몰입이 낮으나 이와 반대로 연령이 높은 군에서는 이동근무를 원하지 않고 조직 몰입도 높게 나타났다. 또한 낮은 급여, 비정규직, 현 부서에서 이동을 원할수록 이동근무에 대해 긍정적인 점수가 높게 나타났다. 이동근무에 대한 태도는 대부분 전문직 발전이라는 이유에서 이동근무가 필요하다고 느꼈으나 현 부서에서 이동 유무는 비슷한 분포를 보였고, 조직몰입은 이동근무를 원하지 않는 경우에서 높게 나타났다. 조직몰입은 정규직이고, 연령이 높고, 관리자이며 연봉이 높을수록 높게 나타났다. 이는 안정적인 위치에 있을수록 조직몰입이 좋다는 걸 보여준다.

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