• Title, Summary, Keyword: Organizational Efficacy

Search Result 212, Processing Time 0.035 seconds

The Effects of Self-efficacy and Collective Efficacy on Job Satisfaction and Organizational Commitment of Nurses (간호사의 자기효능감과 집단효능감이 직무만족과 조직몰입에 미치는 영향)

  • Kang, Gun Saeng;Kim, Jeong Hee
    • Korean Journal of Occupational Health Nursing
    • /
    • v.23 no.3
    • /
    • pp.123-133
    • /
    • 2014
  • Purpose: The purpose of this study was to investigate the relationships among self-efficacy, collective efficacy, job satisfaction, and organizational commitment of nurses working in general hospitals. Methods: Data were collected from 239 nurses working in five general hospitals of a local area by self-reported questionnaires. The collected data were analyzed with descriptive statistics, t-test, ANOVA, Pearson's correlation, and hierarchial multiple regression. Results: Self-efficacy, collective efficacy, job satisfaction, and organizational commitment showed significantly positive correlations. Hierarchial multiple regression analysis showed that self-efficacy was the main factor of affecting job satisfaction, which explained 14.3% of the variance for the nurses' job satisfaction together with collective efficacy and weekly working time. In addition, the primary factor of affecting organization commitment was self-efficacy, which accounted for 17.2% of the variance for the nurses' organizational commitment together with hospital size and shift work. Conclusion: Self-efficacy and nursing working condition such as working time or hospital size contributed to the job satisfaction and organizational commitment and collective efficacy contributed to the job satisfaction. Therefore, the strategies for improving self and collective efficacy should be considered. Further study is also needed to investigate the concept of collective efficacy and its' measurement, and the relationship between collective efficacy and organizational commitment.

The Effects of Self-Leadership and Self-Efficacy on Organizational Effectiveness and Organizational Citizenship Behavior in Nurses (간호사의 셀프리더십과 자기효능감이 조직유효성과 조직시민행동에 미치는 영향)

  • Lim, Kyoung-Min;Bae, Sung-Kwon;Kim, Hye-Sook
    • The Korean Journal of Health Service Management
    • /
    • v.7 no.4
    • /
    • pp.259-272
    • /
    • 2013
  • The purpose of this study is to examine the effects of self-leadership and self-efficacy on organizational performance, or more specifically, job satisfaction, organizational concentration and organizational citizenship behavior and then the effects of hospital organization members' job attitude on organizational performance, helping strengthen capability that individuals of the members have and ultimately improve that performance. Findings of the study can be summarized as follows. First, self-leadership has statistically significant effects on organizational citizenship behavior. Second, self-leadership has statistically significant influences on self-effectiveness, especially job satisfaction and organizational concentration. Third, how self-efficacy influences organizational effectiveness was examined to find that self-efficacy has significant effects on organizational concentration, but not on job satisfaction. Fourth, self-efficacy has no effect on organizational citizenship behavior. Fifth, how organizational effectiveness influences organizational citizenship behavior was investigated to find that effectiveness has statistically significant effects on organizational concentration, but not on job satisfaction.

The impact of the sense of self-efficacy on job satisfaction and organizational commitment of technical designers (테크니컬 디자이너의 자기효능감이 직무만족과 조직몰입에 미치는 영향)

  • Kim, Young Tae;Hwang, Choon-Sup
    • The Research Journal of the Costume Culture
    • /
    • v.23 no.6
    • /
    • pp.1021-1037
    • /
    • 2015
  • This study analyzed the impact of sense of self-efficacy on job satisfaction and organizational commitment among technical designers in order to acquire information needed for human resources management in the field of technical design. The study was implemented through a normative-descriptive survey method using a questionnaire. The sample consisted of 217 technical designers working at vendors and agents located in Seoul. The results revealed that there were significant differences in the sense of self-efficacy levels among technical designers according to age and work experience. Personal self-efficacy had a positive influence on both intrinsic and extrinsic job satisfaction, but also on affective, continuance, and normative organizational commitment. In addition, personal self-efficacy had a greater influence on extrinsic job satisfaction than social self-efficacy. Both personal and social self-efficacy influenced continuance commitment while there was no relationship between social self-efficacy and affective organizational commitment. However, a clear relationship was found between both social and personal self-efficacy and normative organizational commitment. Nevertheless, social self-efficacy had a greater influence on normative organizational commitment than personal self-efficacy. This fact demonstrates the need to exert more effort to promote the sense of personal self-efficacy of technical designers. These results could be used to provide appropriate proposals for human resources management in the field of technical design.

Effects of Perceived Psychological Contract on Commitment and Citizenship Behavior for Service Marketing Agents

  • Oh, Young-Sam;Yang, Hoe-Chang
    • The Journal of Distribution Science
    • /
    • v.12 no.9
    • /
    • pp.15-23
    • /
    • 2014
  • Purpose - The purpose of this study is to investigate the effects of service marketing agents' psychological contract with the company on organizational commitment and organizational citizenship behavior. Research Design, Data, and Methodology - The antecedent variable of psychological contract, dependent variables of organizational commitment and citizenship behavior, and mediating variables of self-esteem, self-efficacy, and perceived organization support were used, based on precedent studies. Result - The psychological contract had a positive influence on self-esteem, self-efficacy, and organizational support. Moreover, self-efficacy and organizational support had an influence on commitment, while self-esteem, self-efficacy, and organizational support influenced organizational citizenship behavior. In addition, the results relating to mediated effects showed that only self-esteem had no mediated effect between contract and commitment. Conclusions - The call centers are asked to let the agents cognize an affirmative psychological contract. Further, the call centers are asked to produce an organizational atmosphere to let agents increase motivation factors. Finally, agents should develop them at personal levels to cognize organizational support affirmatively and to keep mutually beneficial contracts between call centers and agents.

Impact of Self-efficacy and Nursing Professionalism on Organizational Commitment in Nurses (간호사의 자기효능감과 전문직관이 조직몰입에 미치는 영향)

  • Moon, Young-Sook;Han, Su-Jeong
    • The Journal of Korean Academic Society of Nursing Education
    • /
    • v.17 no.1
    • /
    • pp.72-79
    • /
    • 2011
  • Purpose: The purpose of this study was to examine self-efficacy, nursing professionalism, organizational commitment for nurses and the mediating effect of nursing professionalism on the relationship between self-efficacy and organizational commitment. Method: Data were collected by questionnaires from 185 nurses in hospitals from June 10 to August 30, 2010. Data were analyzed by Pearson's correlation coefficient and multiple regression procedures. Result: 1. The nurses investigated attained a mean of 4.77 and 3.37 on self-efficacy and organizational commitment respectively. They attained a mean of 4.55 on nursing professionalism. 2. Correlation among self-efficacy and nursing professionalism had a positive correlation to organizational commitment 3. Nursing professionalism had a mediating effect on the relationship between self-efficacy and organizational commitment. Conclusion: Self-efficacy exerted an influence on organizational commitment through the mediating effect of nursing professionalism and is expected to lay the foundation for the promotion of organizational commitment.

The Effects of Organizational Culture on Self-Efficacy and Organizational Citizenship Behavior (외식기업의 조직문화가 자기효능감과 조직시민행동에 미치는 영향)

  • Jeon, Jang-Chul
    • Culinary science and hospitality research
    • /
    • v.24 no.3
    • /
    • pp.121-132
    • /
    • 2018
  • The purpose of this study was to recognize the self - efficacy and organizational citizenship behavior. For the reliability and validity of the questionnaire, exploratory factor analysis was performed and the Cronbach's s value was calculated to determine the internal consistency of the questionnaire. The effect of organizational culture of self - efficacy on organizational citizenship behavior was as follows. First, it was analyzed that individual culture, collective culture, hierarchical culture, and rational culture had a significant effect on self - efficacy. Second, self-efficacy had an important effect on organizational citizenship behavior. Third, individual culture and rational culture had a significant effect on organizational citizenship behavior. However, the collective culture and hierarchical culture, which put emphasis on family relations and teamwork, had no significant effect on organizational citizenship behavior respectively. Therefore, it is found that the group culture which valuesfamily-friendly and feamwork of its members,or the hierarchical citure for adapting to the external environment has no effect on organizational citizenship behavior family-friendly and lay emphasis on the teamwork of the organization members, and it does not have an effect on the organizational citizenship behavior.

The effect of self-efficacy and job satisfaction of Dental Hygienists' on the organizational commitment and turnover intention (치과위생사의 자기효능감과 직무만족이 조직몰입과 이직의도에 미치는 영향)

  • Kim, Hye-Young;Choi, Jung-Ok;Seong, Mi-Gyung
    • Journal of Korean society of Dental Hygiene
    • /
    • v.12 no.1
    • /
    • pp.213-223
    • /
    • 2012
  • Objectives : The purpose of this study is to identify relationships between turnover intention and variable factors among dental hygienists. Methods : Each factor of validity and reliability were investigated using factor analysis and Cronbach's ${\alpha}$. The hypothesis of the data was proven and analyzed using the pearson correlation, regression analysis, and analysis of variance (ANOVA). Results : The independent variables were based on self-efficacy, the dependent variables were based on job satisfaction. The results of the regression analysis were that self-efficacy is as high as job satisfaction. Independent variables based on self-efficacy and job satisfaction. The dependent variable is organizational commitment multiple regression analysis was used. The results showed that self-efficacy and job satisfaction are as high as organizational commitment. Independent variables based on organizational commitment. The dependent variable is the turnover-intention. Simple regression analysis showed that organizational commitment is as low as turnover-intention. Self-efficacy, job satisfaction and organizational commitment are different depending on individual traits and personal characteristics. Self-efficacy has been shown to have a positive relationship with job experiences, public work and turnover intention. Organizational commitment is also related with job experiences. However, there was no significant difference between job satisfaction, turnover intention and personal characteristics. Conclusions : According to the factor analysis of turnover intention, self-efficacy, job satisfaction, organizational commitment and turnover intention were correlated to each other. Self-efficacy, job satisfaction, and organizational commitment has a negative association with turnover intention.

The Effect of Hotel Western Restaurant F&B and Kitchen Manager's Leadership on Efficacy and Organizational Effectiveness (호텔 양식당 식음조리 관리자의 리더십이 효능감과 조직 유효성에 미치는 영향)

  • Cho, Sung-Ho;Park, Jae-Hee;Lee, Suk.-Man
    • Culinary science and hospitality research
    • /
    • v.16 no.4
    • /
    • pp.94-110
    • /
    • 2010
  • The purpose of this study is to how certain types of leadership of food and beverage employees in the super deluxe hotels in Seoul significantly affect self-efficacy, organizational efficacy and organizational effectiveness. The model was tested using SPSS 12.0 and AMOS 5.0 on a sample of 222 respondents with 74% of a usable response nate. The result of ANCOVA indicates idealized influence, individualized consideration and intellectual stimulation, which are the characteristics of transformational leaders, significantly and positively influence the organizational-efficacy, job satisfaction and organizational commitment Individualized consideration and intellectual stimulation significantly influence self-efficacy. Self-efficacy significantly influence. Organizational efficacy, and it also indirectly influence organizational commitment through job satisfaction. Organizational efficacy bas a significant relationship with organizational commitment through job satisfaction while it doesn't have a direct effect on organizational commitment.

  • PDF

Self-efficacy, Nursing Organizational Culture and Emotional Labor in Clinical Nurses (임상간호사의 자아효능감, 간호조직문화 및 감정노동)

  • Kang, Moonhee;Kwon, Myoungjin;Youn, Soonyoung
    • Korean Journal of Occupational Health Nursing
    • /
    • v.21 no.3
    • /
    • pp.266-273
    • /
    • 2012
  • Purpose: The objective of this study was to investigate the relationship among self-efficacy, nursing organizational culture and the emotional labor in clinical nurses. Methods: The subjects of this study were the clinical nurses working at 3 general hospitals in D city. The self-reported questionnaires were administered to 293 clinical nurses and data were analyzed with SPSS/WIN 19.0. Results: The levels of self-efficacy, nursing organizational culture and emotional labor of the subjects were revealed moderate to high. Significant explanatory variables of the degrees of self-efficacy included age, career of work and job satisfaction and nursing organizational culture included position, nursing method and job satisfaction and emotional labor included education, number of patient and job satisfaction. Correlations between self-efficacy and emotional labor and nursing organizational culture and emotional labor were negative while self-efficacy and nursing organizational culture were positive. Conclusion: The findings suggested the intervention program in order to improve job performance and job satisfaction, develop effective nursing organizational culture and reduce role conflicts among clinical nurses.

The Effect of Organizational Characteristics in the Vessel with Foreign Crews on the Self-efficacy and Organizational Commitment

  • Chung, Young-Sub;Shin, Yong-John;Pai, Hoo-Seok;Kim, Hyun-Duk
    • Journal of Navigation and Port Research
    • /
    • v.31 no.2
    • /
    • pp.127-132
    • /
    • 2007
  • The primary purpose of this study is to examine empirically the effect of the organizational characteristics in the vessel with foreign crews on their self-efficacy and organization commitment. Currently, the restrictions on the employment of the foreign crews are being eased in the Korean shipping industry and many problems are occurring consequently. However, specific and empirical studies on the relevancy of organizational characteristics to the crew's self-efficacy and organizational commitment on board the vessels with combined crews have not yet been carried out. To solve these problems, we examined how the organizational characteristics such as communication and leadership trust of different language and culture related to vessels with combined crews influence on the self-efficacy, job satisfaction and organizational commitment of the foreign crews through SEM analysis. According to the results, hypothesis 1, 2 and 3 were all supported with statistical significance. That means that communication and leadership trust of the vessel with foreign crew had positive effects on their self-efficacy and that such self-efficacy also had a positive effect on the organizational commitment and job satisfaction. To conclude, this study suggests that foreign crew's self-efficacy should be firstly enhanced in order to improve organizational commitment on the vessel with combined crews. Furthermore, studies on self-efficacy of foreign crew's organization are urgently needed to enhance the effectiveness of an organization in a vessel with combined crews that has special environment - working environment with depression and uneasiness due to the exposure to the different language and culture, and excessive stress from the social and psychological adaptation. Therefore, an attempt of this study is considered to be timely since there has not been a study on this subject so far and result of this study will contribute a lot to the organization management of a vessel with combined crews.