• Title, Summary, Keyword: organizational identification

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The Effects of Ethical Leadership on Organizational Identification and Organizational Commitment (윤리적 리더십이 조직동일시와 조직몰입에 미치는 영향)

  • Hwang, Sang-Kyu
    • Journal of the Korea Safety Management & Science
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    • v.16 no.4
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    • pp.285-294
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    • 2014
  • The paper examines how ethical leadership and organizational identification contributed to explaining organizational commitment. In order to verify the relationships and mediating effect, data were collected from 256 individuals in employees working in small and medium-sized firms at Jinju, Changwon, Gimhae City to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0. This study reports findings as follows: first, the relationship between the ethical leadership and the organizational identification is positively related. Second, there was also a positive correlation between the organizational identification and the organizational commitment. Third, the relationship between the ethical leadership and the organizational commitment is positively related. Finally, the organizational identification played as a partial mediator on the relationship between ethical leadership and organizational commitment. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

The Effect of Leadership on Organizational Identification and Organizational Commitment (리더십이 조직동일시 및 조직몰입에 미치는 영향)

  • Shin, Hye-Sook
    • Culinary science and hospitality research
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    • v.23 no.3
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    • pp.186-195
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    • 2017
  • The purpose of this research was to find the effect of leadership on organizational identification and organizational commitment in casino industry. Prepared questionnaires were distributed to 340 sample employees working in a domestic casino and then a total of 316 questionnaire were used for data analysis. This study was processed by carrying out internal consistency method, exploratory factor analysis besides frequency analysis, multiple regression analysis by using SPSS Win 19.0. The results of research are as follows: 1) transformational leadership had a positive effect on organizational identification. 2) Transformational leadership had a positive effect on affective commitment. 3) Transformational leadership and transactional leadership had a positive effect on continuance commitment. Therefore, this study suggests that transformational leadership is an important factor to raise the employees' organizational identification and affective commitment.

Relationship between the Degree of Participation in Leisure Activity, Organizational Identification and Organizational Commitment: With Emphasis on Bicycle Riding Club Members (생활체육 동호인의 여가활동 참가정도와 조직동일시 및 조직몰입의 관계: 자전거 동호인을 중심으로)

  • Lee, Yeon-Ju;Jeon, Min-Ju
    • The Journal of the Korea Contents Association
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    • v.12 no.12
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    • pp.427-438
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    • 2012
  • The purpose of this study was to investigate the relationship between the degree of participation in leisure activity, organizational identification and organizational commitment with the emphasis on bicycle riding club members. A total of 265 respondents were selected using the purposive sampling method. From the statistical analyses, three meaningful results were extracted. First, there were differences in the degree of bicycle riding participation, organizational identification and organizational commitment on the basis of individual background characteristics. Second, the age and the monthly income of riding club participants partly influenced the degree of bicycle riding participation, organizational identification and organizational commitment. Third, the degree of bicycle riding participation directly or indirectly had influences on organizational commitment mediated by organizational identification. As a result, we found the fact that beside the degree of bicycle riding participation, the age and the monthly income of riding club participants also have influences on organizational identification and organizational commitment.

The Effects of Servant Leadership on Organizational Identification and Innovative Behavior (서번트 리더십이 조직동일시와 혁신행동에 미치는 영향)

  • Hwang, Sang-Kyu
    • Journal of the Korea Safety Management & Science
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    • v.18 no.1
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    • pp.191-201
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    • 2016
  • The paper examines how servant leadership and organizational identification contributed to explaining innovative behavior. In order to verify the relationships and mediating effect, data were collected from 298 individuals in employees working in small and medium-sized firms at Jinju, Changwon, Gimhae, Busan City to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0. This study reports findings as follows: first, the relationship between the servant leadership and the organizational identification is positively related. Second, there was also a positive correlation between the organizational identification and the innovative behavior. Third, the relationship between the servant leadership and the innovative behavior is positively related. Finally, the organizational identification played as a partial mediator on the relationship between servant leadership and innovative behavior. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

The Relationship between Ethics Management and Organizational Trust, Organizational Identification and OCB of Public Sports Organizations (공공체육단체의 윤리경영과 조직신뢰, 조직동일시 및 조직시민행동의 관계: 경인·강원지역 단체를 중심으로)

  • Song, Hong-Rak;Ryu, Won-Yong
    • Journal of the Korea Convergence Society
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    • v.8 no.12
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    • pp.397-405
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    • 2017
  • The purpose of this study was to empirically reveal the causal relationship between ethics management, organizational trust, organizational identification, and organizational citizenship behavior perceived by members of public sports organizations. For this purpose, a survey was conducted on the employees of Korea sports promotion foundation, the city and county sports association, and the federation of sports associations in Kyoung-In and Kangwon area. The results were as follows : First, ethics management has been found to influence organizational trust. Second, ethics management has been found to influence organization identification. Third, organizational trust has been found to influence organizational identification. Fourth, organizational trust has been found to influence organizational citizenship behavior. Fifth, organizational identification has been found to influence organizational citizenship behavior. This study confirmed that the ethical management activities of public sports organizations were positively influencing the various pro-social behaviors of the members who voluntarily perform outside of their jobs for the development of organization by trusting and identifying the organization.

A Study of the Effects of Motivation-Hygiene Factors on nurse's Job Satisfaction, Organizational Commitment, and Organizational Identification (동기-위생요인이 간호사의 직무만족, 조직몰입 및 조직동일시에 미치는 영향)

  • Lim, Ji-Young
    • Journal of Korean Academy of Nursing Administration
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    • v.11 no.3
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    • pp.243-254
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    • 2005
  • Purpose: The purpose of this study was to analyze the effects of motivation and hygiene factors on nurse's job satisfaction, organizational commitment, and organizational identification. Methods: The subject hospital was 4 tertiary general hospital located in Seoul and Incheon, Korea. The participants of this study were 521 nurses working in the subject hospitals. The data were collected by self-reporting questionnaires from April 1 to June 30, 2004. The data were analyzed using SAS 8.0 program for descriptive statistics and stepwise multiple regression. Results: The mean score of variables were as follows. The motivation factor's total was 3.22, hygiene factor's total was 2.98, job satisfaction was 2.94. organizational commitment was 2.94, and organizational identification was 3.62. The statistically significant predicting factors of job satisfaction were achievement, work itself and salary. In organizational commitment, the significant predicting factors were achievement, advancement, work itself, policy and administration, working conditions, and interpersonal relations. In organizational identification, the significant predicting factors were work itself, responsibility, interpersonal relations, and personal life. Conclusion: With these results, it was identified that the predicting factors of nurse's job satisfaction based on Herzberg's two-factor theory. The most statistically significant factors were salary on job satisfaction, policy and administration on organizational commitment and work itself on organizational identification. So these results will be used to develop the more effective strategy of nursing staff management. And also these will be contributed to developing the nurse's motivation enhancement plans.

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The Study on Internal Service Quality, Service Quality to Patients, Job Satisfaction, Organizational Identification and Job Identification of Physical Therapists (물리치료사의 내부서비스품질, 외부 서비스품질, 직무만족, 조직동일시 및 직업동일시에 관한 탐색적 연구)

  • Jung, Taek-Cheol
    • Journal of the Korean Society of Physical Medicine
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    • v.5 no.3
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    • pp.421-434
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    • 2010
  • Purpose : The purpose of this study is to understand the attitudes to internal service quality between coworkers, service quality to patients, job satisfaction, organizational identification and job identification of physical therapists in medical organizations. Methods : Data were collected from physical therapists working in medical organizations. 195 questionnaires were analyzed. Participants' total mean, group mean by age, sex, career and type of medical organization and the variables' correlations were examined. Results : The attitudes of physical therapists to five variables were very positive. Especially job identification was strong. The significant differences between groups were found in some variables. All variables except age and career were positively related to each other. The correlation between age and career was very high. Age and career were related to some of variables. Conclusion : To improve organizational performances it should be a top priority to understand the attitudes of physical therapists in organizations.

A Study on the Influence of Paternalistic Leadership on Organizational Commitment -The Mediating Effect of Organizational Identification- (가장적 리더십이 조직몰입에 미치는 영향 - 조직 동일시의 매개효과를 중심으로 -)

  • Wang, Huan-Huan;Kim, Jong-Kwan
    • Journal of Digital Convergence
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    • v.15 no.2
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    • pp.145-154
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    • 2017
  • This paper aims to regard paternalistic leadership as research object, introduces organizational identification as intermediary variable to find out the impact on organizational commitment, using a sample of 406 employees from enterprises. Results showed that first, authoritarianism had no impact on organizational commitment, while benevolence and morality related positively to organizational commitment. Second, paternalistic leadership had positive effect on organizational identification. Third, organizational identification mediated the relationship between morality and organizational commitment, but did not mediate the relationship between benevolence and organizational commitment. Limitations of the study, and implications of the findings are discussed.

The Impacts of Brand & Organizational Identification on Job Satisfaction among Kitchen and F & B Employees of Deluxe Hotels (특급호텔 식음료${\cdot}$조리 종사원의 브랜드${\cdot}$조직동일시가 직무만족에 미치는 영향)

  • Shin, Seo-Young;Yang, Il-Sun;Song, Yong-Dok;Choi, Mi-Kyung
    • Korean journal of food and cookery science
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    • v.23 no.3
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    • pp.401-408
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    • 2007
  • The purpose of this study was to identify the impacts of brand and organizational identification on job satisfaction among kitchen and F & B employees of deluxe hotels. Questionnaires were distributed to 460 employees in the food and beverage departments of 11 deluxe hotels in Seoul. A total of 398 questionnaires were used for analysis (86.5%). Statistical analyses were completed using SPSS Win (12.0) to perform descriptive analysis, reliability analysis, t-tests and ANOVA. The results of the study showed that brand identification was higher with F & B employees than kitchen employees (p<0.01), and was also higher for employees of international brand hotels than local brand hotels (p<0.05). Further analyses revealed that brand identification affected organizational identification, and both types of identification, especially brand identification, had strong impacts on job satisfaction. In conclusion, employee brand identification should be recognized as one of the most important factors of human resource management in the foodservice industry.

The Effect of Authentic Leadership and Psychological Contract Breach on Organizational Cynicism: Focusing on the Moderated Mediation of Followers' Identification with the Leader

  • Kim, Yesung;Shin, Je-Goo
    • Knowledge Management Research
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    • v.18 no.4
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    • pp.1-29
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    • 2017
  • This study sets out to verify the moderated mediation of followers' identification with the leader on the indirect effect of authentic leadership on organizational cynicism via psychological contract breach. A total of 279 responses from employees at companies with more than 500 employees and of diverse industries were used for analysis. Our findings showed that authentic leadership (X) had a negative indirect effect on organizational cynicism (Y) via psychological contract breach (M), and that this indirect effect was negatively moderated by identification with the leader, thereby identifying its role as a moderating mediator. Further verification revealed that the indirect effect ($X{\rightarrow}M{\rightarrow}Y$) was conditional upon the value of the moderating variable, where identification with the leader had a significant effect in the 25%, 50%, 75%, 90% levels, but not in the 10% level. The findings of this research empirically verified that greater exertion of authentic leadership lowers psychological contract breach among organization members and, consequently, organizational cynicism. In particular, this effect was stronger when the organization member identified him/herself more strongly with the leader. Our findings extend the body of knowledge on the relationship between authentic leadership and organizational cynicism and expands the possibilities for future research.