• 제목, 요약, 키워드: 조직몰입

검색결과 1,179건 처리시간 0.05초

사무직 근로자의 체질에 따른 직무만족, 조직몰입, 직무성과의 연관성 연구 (The Association of Job Satisfaction, Organizational Commitment and Job Performance according to Sasang Constitution in Office Workers)

  • 장은수;김윤영;조성진;박기현;김윤정;이시우
    • 한국한의학연구원논문집
    • /
    • v.16 no.1
    • /
    • pp.111-118
    • /
    • 2010
  • Objectives : We identified the applicability of Sasang constitution for the enhancement of job satisfaction, job performance and organizational commitment in office workers. Methods : We conducted a survey using a Sasang constitution questionnaire to identify the Sasang types, and several questionnaires to identify organizational commitment, job performance and job satisfaction of 205 office workers who live in D city. Data were analyzed with ANOVA test. Results 1. In organizational commitment, Sasang constitution showed a significant correlation in the question of "I feel that I am not a real member of this company" and the order of score was Soeumin, Taeeumin, and Soyangin. 2. In job performance, Sasang constitution showed significant correlations in the questions of "I always achieve my goals" and "I am recognized as a person who has a good job performance" and the order of score was Soeumin, Taeeumin, and Soyangin. 3. In job satisfaction, Sasang constitution showed a significant correlation in the questions of "I am forced to go to the office" and the order of score was Soeumin, Soyangin, and Taeeumin. Sasang constitution also showed significant correlations in the questions of "I am usually passionated in my work", and "I was disappointed when I got at my job" and the order of score was Soeumin, Taeeumin, and Soyangin. Conclusions : Sasang constitution. had significant correlation in organizational commitment, job performance and job satisfaction in office workers.

패션업체 판매원의 자기결정성, 공유가치 및 커뮤니케이션 만족이 직무만족, 조직몰입 및 이직의도에 미치는 영향 (The effects of salesperson's self-determination, shared value, and communication satisfaction on job satisfaction, organizational commitment, and turnover intention in fashion companies)

  • 주성래;정명선
    • 복식문화연구
    • /
    • v.24 no.6
    • /
    • pp.825-838
    • /
    • 2016
  • The purpose of this study was to empirically examine the effects of salespeople's self-determination, shared value; and communication satisfaction on their job satisfaction, organizational commitment, and turnover intention in a fashion company. Questionnaires were administered to 475 salespeople who worked in fashion shop at the time of the study. The data was analyzed via factor analysis, correlation analysis, and a structural equation model. The results indicated that self-determination was extracted as autonomy, competence, and relatedness. Only the relatedness of self-determination factors was positively correlated with formal and informal communication satisfaction. In addition, recognizing hared value was positively correlated with formal and informal communication satisfaction; whereas, the practice of shared value was positively correlated with formal, but not informal communication satisfaction. Formal communication satisfaction was significantly correlated with job satisfaction and organizational commitment. Conversely, informal communication satisfaction was significantly correlated with job satisfaction, but was not related to organizational commitment. Finally, job satisfaction was significantly correlated with organizational commitment and negatively correlated with turnover intention. Moreover, organizational commitment was negatively correlated with turnover intention. The implications of this research for human resources management within fashion companies are discussed in the concluding section of this paper.

부산지역 학교급식 영양(교)사의 감정노동과 조직몰입이 이직의도 및 고객지향성에 미치는 영향 (Contribution of Emotional Labor and Organizational Commitment to Turnover Intention and Customer Orientation of School Foodservice Dietitian in the Busan Area)

  • 이경아;류은순
    • 한국식품조리과학회지
    • /
    • v.33 no.1
    • /
    • pp.104-112
    • /
    • 2017
  • Purpose: This study aimed to analyze the contribution of emotional labor (surface acting, deep acting) and organizational commitment (affective commitment, continuance commitment) to turnover intention and customer orientation of school foodservice dietitian. Methods: Our survey was administered to 393 school foodservice dietitian in the Busan area on February 11, 2014. Results: For verification of mean differences, the mean scores for surface acting, deep acting, affective commitment, and continuance commitment were found to be 2.53/5.00, 3.71, 2.88, and 3.57, respectively. The mean surface acting score was significantly different according to age (p<0.001), total length of career as a dietitian (p<0.01), school type (p<0.001), and employment status (p<0.05). The mean deep acting and turnover intention scores were significantly different according to age (p<0.001), total length of career as a dietitian (p<0.001), school type (p<0.001), employment status (p<0.001), and no. of meals served (p<0.001). The mean customer orientation score was significantly different according to age (p<0.05), employment status (p<0.01), and number of work hour (p<0.05). There was a positive correlation (p<0.01) between turnover intention and surface acting and continuance commitment, but a negative correlation (p<0.01) with deep acting and affective commitment. Also, there was a positive correlation (p<0.01) between customer orientation and deep acting, affective commitment, but a negative correlation (p<0.01) with surface acting. Affective commitment had a negative influence on turnover intention (${\beta}=-0.444$, p<0.001), but surface acting had a positive influence on turnover intention (${\beta}=0.110$, p<0.05). Conclusion: These results suggest that management of affective commitment is essential for decreasing turnover intention. Therefore, emotional labor and organizational commitment of school foodservice dietitians should be managed from the school foodservice organizational viewpoint of The Ministry of Education.

영성 교육 인지, 영성 교육이 중요성 인식, 영성 교육의 만족에 미치는 요인에 관한 연구 (A Study of Factors That Influence Awareness of Spirituality Education, Perceived Importance of Spiritual Education, and Satisfaction of Spiritual Education)

  • 임명성
    • 한국융합학회논문지
    • /
    • v.9 no.1
    • /
    • pp.441-463
    • /
    • 2018
  • 본 연구에서는 위와 같은 선행연구의 한계점을 극복하기 위해 영성, 영성적 안녕, 직장 내 영성, 영성과 종교 등 영성과 관련된 개념에 대해 구체적으로 구분하고 이를 검토하고자 한다. 특히, 영성교육의 영향을 살펴보고자 하였다. 조직에서 수행하는 영성 교육의 구성원들의 성과에 어떠한 영향을 미치는지 살펴보는 것은 매우 중요한 학문적 그리고 실무적 함의를 제공할 수 있을 것으로 판단된다. 이를 위해 본 연구에서는 제안모형을 제시함에 있어서 영성의 모든 차원을 반영하기 위해 개인, 집단, 조직적 관점을 모두 반영하였다. 또한 본 연구에서는 직업성격유형과 직업 환경 이론을 기반으로 제안모형을 구성하고 이를 실증적으로 분석하였다. 실증분석결과 비업무 몰입은 영성교육의 중요성 인식에 부정적 영향을 미치는 것으로 나타났다. 반면에 업무 적정성과 경영진의 관심은 영성교육의 인식에 긍정적 영향을 미치는 것으로 나타났다. 또한 영성교육의 인식은 영성교육의 만족에 긍정적 영향을 미치는 것으로 나타났다. 마지막으로 영성교육의 중요성 인식은 영성교육의 만족에 긍정적 영향을 미치는 것으로 나타났다.

치과기공사의 조직몰입이 이직의도에 미치는 영향 (The effect of dental technician's organizational commitment on the turnover intention)

  • 권은자;최에스더;한민수
    • 대한치과기공학회지
    • /
    • v.39 no.4
    • /
    • pp.285-294
    • /
    • 2017
  • Purpose: This study was carried out in order to examine organizational commitment in dental technicians and turnover intention level according to it, and to analyze its effects. Methods: A self-reported questionnaire survey was carried out by having convenience sampling as 200 dental technicians. An analysis of the collected data was computationally processed by using SPSS Win 19.0 program. An analytical technique was made by using statistical techniques such as frequency & percentage, t-test, One-way ANOVA analysis. The following are the analytical results of the collected materials. Results: In consequence of analyzing organizational commitment level in research subjects, there was a significant difference in the items for age, task field, job position in charge, career in dental laboratory technology, and monthly income(p<.05). The average of the item for organizational commitment level stood at 3.29, thereby having been indicated to be high. As a result of analyzing turnover intention level in research subjects, there was a significant difference in the items for task field, job position in charge, career in dental laboratory technology, and monthly income(p<.05). The average of the item for turnover intention reached 3.04, thereby having appeared to be relatively high. As for a correlation between organizational commitment and turnover intention, all variables were shown to have inverse correlation at a significant level. In consequence of conducting regression analysis in order to analyze the influence of organizational commitment upon turnover intention, a factor of having the most impact on turnover intention appeared to be normative commitment. The test value of the model was statistically significant. The explanation power about this was indicated to be 26.9%. Conclusion : In the above findings, the dental technicians are considered to need to be immersed in work with a sense of mission in performing job in charge, to strive to possibly have an opportunity of achievement and self-growth, and to perform a research and development in a manpower management strategy such as turnover prevention.

부산지역 병원급식 조리종사자의 직무특성 및 직무만족이 조직몰입에 미치는 영향 (The Effect of Job Characteristics and Job Satisfaction on Organizational Commitment of Hospital Foodservice Employees in Busan Area)

  • 김민영;류은순
    • 한국식품조리과학회지
    • /
    • v.32 no.6
    • /
    • pp.745-753
    • /
    • 2016
  • Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.

병원간호사의 근무지에서 무례함, 소진, 조직몰입과의 경로분석 연구 (Path Analysis for Workplace Incivility, Empowerment, Burnout, and Organizational Commitment of Hospital Nurses)

  • 김세영;김종경;박광옥
    • 간호행정학회지
    • /
    • v.19 no.5
    • /
    • pp.555-564
    • /
    • 2013
  • Purpose: The purpose of this study was to examine nurses' experience of workplace incivility from coworkers, supervisors, patients or patients' families, and doctors. The researcher identified the relationships among empowerment, burnout, and organizational commitment of hospital nurses. Methods: The sample included 415 hospital nurses. Data were collected through questionnaires and analyzed using SPSS and AMOS. Results: The average incivility score was 2.94 from doctors and 2.89 from patients or patients' families, higher than from supervisors (1.90) and coworkers (1.87). The variables affecting burnout included direct effect of empowerment (${\beta}$=-.46, p<.001), direct effect of patients or patients' family incivility (${\beta}$=.14, p<.001), direct effect of supervisor incivility (${\beta}$=.12, p<.001), and direct effect of doctor incivility (${\beta}$=.09, p<.001). The variables affecting organizational commitment were direct effect of burnout (${\beta}$=-.58, p<.001), indirect effect of empowerment (${\beta}$=-.23, p<.001), indirect effect of patients or patients' family incivility (${\beta}$=-.12, p<.001), indirect effect of supervisor incivility (${\beta}$=-.10, p<.001), and indirect effect of doctor incivility (${\beta}$=-.09, p<.001). Conclusion: The results indicate that incivility affecting nurses results in a high degree of burnout and a low degree of organizational commitment. Therefore, it is necessary to assess incivility cases and to hold workshops designed to curb incivility and establish healthy workplaces.

치과위생사의 직무만족에 관한 체계적 문헌고찰 (A Systematic Literature Review on Job Satisfaction of Dental Hygienist)

  • 임순연;박지현
    • 융합정보논문지
    • /
    • v.9 no.1
    • /
    • pp.123-135
    • /
    • 2019
  • 본 연구는 치과위생사의 직무만족에 대한 선행연구 결과를 체계적으로 수집, 분석하여 직무만족 측정도구와 관련요인에 대한 분석을 실시하였다. PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-analysis)의 체계적 문헌고찰 가이드라인에 의거하여 수행되었으며 최종 분석에 사용된 문헌은 44편이었다. 직무만족을 측정하기 위하여 사용된 측정도구는 모두 10개이다. 모두 국외에서 개발된 것이며 수정하여 사용되었다. 문헌 분석 결과 직무만족이 높을수록 이직의도, 직무스트레스에 음의 상관관계이며, 조직몰입, 전문직업성에서는 양의 상관관계가 나타났다. 본 연구에서는 직무만족과 다양한 변인 간의 상관관계 및 영향 요인에 국한되어 분석하였으며 향후 본 연구 결과를 기초로 하여 치과위생사의 직무만족 향상에 대한 연구가 활발히 진행되길 기대한다.

종합병원 고객 접점 행정직원에 대한 권한부여와 직무만족, 조직몰입과의 관계 (Relationship between Empowerment, Job Satisfaction and Organizational Commitment of the General Hospital Administrative Staff working for Customer Interaction Department)

  • 김유리;김태현;이상규;유창훈
    • 한국병원경영학회지
    • /
    • v.23 no.4
    • /
    • pp.65-80
    • /
    • 2018
  • Purposes: The purpose of this study was to analyze the relationship between empowerment, job satisfaction and organizational commitment of the general hospital administrative staff working for customer interaction department. Methodology: For this purpose, this study sampled 260 administrative staff working for the general hospitals in Seoul and Gyeonggi-do. A total of 260 questionnaires were distributed to them, and 229 ones responded to the survey, which had been conducted from Mar. 9, through Mar. 30, 2018. 211 responses were used for the final analysis. The data collected were processed using the SPSS 18.0K for descriptive statistics, T-test, ANOVA and regression analysis. Findings: The results of this study can be summed up as follows. The empowerment of the subjects scored 3.73 on average on the 5-point scale. To be specific, the sub-factor 'meaning' scored the highest or 4.01, while the sub-factor 'impact' was lowest. Subjects' job satisfaction scored 3.37 and their organizational commitment scored 3.54 both on the 5-point scales. Practical Implications: Meaning and self determination of empowerment positively related to subjects' job satisfaction and organizational commitment, and particularly, meaning of empowerment was more strongly related. Hence, it is required of the general hospitals to operate a customized competence build-up program and educational courses on a continual basis. Besides, it would also be important to create a working environment wherein the administrative staff can demonstrate their deliberation, autonomy and independent services.

집단 인지정서행동요법 프로그램이 간호사의 직무스트레스, 소진, 직무만족, 조직몰입 및 이직의도에 미치는 효과 (Effects of Group Rational Emotive Behavior Therapy on the Nurses' Job Stress, Burnout, Job Satisfaction, Organizational Commitment and Turnover Intention)

  • 김혜련;윤숙희
    • 대한간호학회지
    • /
    • v.48 no.4
    • /
    • pp.432-442
    • /
    • 2018
  • Purpose: This study aimed to develop a Group REBT program with group counseling for nurses and test the effect of group counseling on their job stress, burnout, job satisfaction, organizational commitment, and turnover intention. Methods: A quasi-experimental study with nonequivalent control group design was employed to identify the effect of the Group REBT program on nurses' job stress, burnout, job satisfaction, organizational commitment, and turnover intention. Data were collected from 47 participants from two hospitals. The data from the experimental (n=23) and control (n=24) groups were analyzed from January 5 to April 3, 2015. The Group REBT program was conducted eight tmes in all, once a week, with each session lasting 180 minutes. The effect of experimental intervention was measured for each group using a series of structured questionnaires at each of the phases: Pre-intervention, post-intervention (immediately after intervention), and post-intervention (four weeks after intervention). Following this, the significance of the changes in the scores was tested. Results: The scores of the experimental group, which received the Group REBT program, were compared with those of the control group; the hypotheses were supported in terms of job stress (F=8.85, p<.001), burnout (F=5.62, p=.022), job satisfaction (F=2.70, p=.042), organizational commitment (F=2.97, p=.048), and turnover intention (F=4.60, p=.012). Conclusion: The Group REBT program was shown to be an effective intervention that could reduce nurses' job stress and burnout and increase job satisfaction and organizational commitment. Therefore, the Group REBT program can be adopted by nursing organizations to strategically decrease nurses' turnover intention.