• 제목, 요약, 키워드: 조직몰입

검색결과 1,179건 처리시간 0.052초

의료서비스종사자의 역할갈등에 관한 체계적 문헌고찰 (A Systematic Review on Role Conflicts of Medical Service Workers)

  • 임순연;이순영
    • 융합정보논문지
    • /
    • v.8 no.5
    • /
    • pp.1-10
    • /
    • 2018
  • 본 연구는 의료서비스종사자의 역할갈등에 관한 선행연구 결과를 체계적으로 수집, 분석하여 역할갈등 측정도구와 관련요인에 대한 분석을 실시하였다. PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-analysis)의 체계적 문헌고찰 가이드라인에 의거하여 수집된 문헌 중 최종 분석에 사용된 문헌은 33편이었다. 김문실과 박상연의 도구를 사용한 문헌은 14편, Rizzio, house와 Lirtzaman의 도구를 사용한 문헌은 12편, 이은희 등의 도구를 사용한 문헌은 3편이었다. 33편의 문헌 중 5편의 문헌에서 질적 연구방법이 사용되었다. 문헌 분석 결과 역할갈등이 높을수록 직무만족과 재직의도, 조직몰입은 낮아지고, 소진과 직무스트레스, 이직의도는 증가하였다. 본 연구에서는 역할갈등과 다양한 변인 간의 상관관계 및 영향요인에 국한되어 분석하였기에 향후 본 연구 연구결과를 기초로 하여 의료서비스종사자의 역할갈등에 대한 대처방안 및 중재방안에 관한 연구가 활발히 진행되길 기대한다.

항공사 협력업체 조직구성원의 공급사슬관리 특성 인식이 관계만족에 미치는 영향: 협업의 매개효과를 중심으로 (The impact of employee perceptions of the characteristics of supply chain management on relationship satisfaction in airline suppliers : Focused on the mediating effect of collaboration)

  • 장창권;곽기영;김창식
    • 디지털콘텐츠학회 논문지
    • /
    • v.19 no.5
    • /
    • pp.935-944
    • /
    • 2018
  • 본 연구의 목적은 항공사 협력업체 조직구성원의 공급사슬관리 특성 인식이 관계만족에 미치는 영향을 조사하고, 협업의 매개효과를 검증하는 것이다. 연구의 목적을 달성하기 설문조사기법을 통한 실증연구를 수행하였다. 연구결과, 정보공유를 제외한 신뢰구축, 몰입, 비젼공유 요인이 협업에 유의미한 선행요인으로 검증되었다. 또한 협업 요인을 관계만족 요인에 통계적으로 유의미한 영향을 미침을 확인하였다. 부가적으로 협업의 매개효과 검정을 통해 공급사슬관리 특성 인식과 관계만족 사이에 매개효과가 있음을 확인하였다.

절차공정성이 조직몰입에 미치는 영향 : 임금만족 매개효과 (An Effect of Procedural Justice on Organizational Commitment : The Mediating Effect of Pay Satisfaction)

  • 장은혜;이광희;장은영;윤병현
    • 산업경영시스템학회지
    • /
    • v.41 no.3
    • /
    • pp.97-107
    • /
    • 2018
  • The purpose of this study is to verify the mediating effect of pay satisfaction on the relation between procedural justice and organizational commitment. A survey was conducted to examine the mediating effect of pay satisfaction on the responses of 529 employees. The study chose sex, age, education, position, job type and career as control variable, and the regression model which treated procedural justice as independent variable and organizational commitment as criterion variables were set. A pay satisfaction was supposed as mediating variable of these relationships. The data analysis was conducted by SAS 9.4ver and LISREL 8.80. The results of this study confirm underneath the followings. First, the relation of procedural justice and organizational commitment are significantly unique. Second, procedural justice are positively related to pay satisfaction. Third, pay satisfaction is significantly positively related to organizational commitment. Fourth, the pay satisfaction is partially mediated on the relationship between procedural justice and organizational commitment. This means that the pay satisfaction mediates the relation of procedural justice and organizational commitment. These results are different from the prior researches which had treated pay satisfaction as mediating variable of procedural justice and organizational commitment. Based on the findings of the study, this study presented managerial implications and suggestions for future studies.

비정규직 임금노동자의 행복에 영향을 미치는 일의 특성 연구 (Characteristics of Work Impact on Contingent Worker's Happiness)

  • 김효선
    • 한국콘텐츠학회논문지
    • /
    • v.18 no.6
    • /
    • pp.643-651
    • /
    • 2018
  • 본 연구는 비정규직 임금노동자의 행복에 직장만족도와 일의 특성이 어떻게 영향을 미치는가를 규명하는데 그 목적이 있다. 이를 위하여 본 연구는 한국교육고용패널(KEEP) 12차년도 데이터에서 전일제 비정규직 임금노동자 데이터를 추출하여 기술통계 및 위계적 다중회귀분석을 사용하여 분석하고 다음과 같은 유의미한 결과를 도출하였다. 비정규직 임금노동자는 주당 49시간일하고 평균 208만원을 받고 있었으며 자신의 교육수준이나 기술 및 능력에 비해 낮은 수준의 일을 하고 있다고 보고하였다. 이는 위계적 회귀분석결과 일의 내연적 특성, 즉 기술 및 능력에 비해 낮은 수준의 일을 하는 것이 일터에서의 행복에 영향을 미치고 있었으며, 직장에서의 의사소통과 임금, 근로환경에 대한 만족 역시 비정규직 임금근로자의 행복에 영향을 주고 있었다. 본 연구는 근로자의 행복을 향상시키기 위하여 조직 내 의사소통의 강화와 업무에 몰입할 수 있도록 업무관련 지식 및 보유 기술을 정확히 분석하고 이에 의거한 업무 배치 및 학습자의 정확한 분석을 통해 조직원들을 지원해야 함을 제언하고 있다.

민간경비원의 비윤리적 직업의식이 직무태도 및 고객서비스에 미치는 영향 (Effect of the Private Security Guard Unethical work ethic on job attitude and customer service)

  • 강경수;김상진
    • 융합보안논문지
    • /
    • v.11 no.2
    • /
    • pp.55-64
    • /
    • 2011
  • 이 연구는 비윤리적 직업의식이 직무태도 및 고객서비스에 미치는 영향에 대한 관계를 구명하기 위하여 2010년 서울소재 민간경비회사에 재직 중인 경비원을 모집단으로 선정한 후 유의표집법(purposive sampling method)을 이용하여 450명의 표본을 추출하였으나, 연구에 사용된 사례 수는 총 412명이다. 이 연구는 SPSSWIN 16.0을 이용하여 요인분석, 신뢰도분석, 상관관계분석, 다중회귀분석, 경로분석을 실시하였다. 결론은 다음과 같다. 첫째, 이 연구는 비윤리적 직업의식이 직무태도 및 고객서비스에 미치는 영향에 대한 관계를 구명하는데 목적이 있다. 첫째, 비윤리적직업의식은 직무태도에 부분적으로 영향을 미친다. 즉, 업무조작행위와 정보유출행위는 직무태도를 감소시킨다. 또한 정보유출은 이직의사를 높인다. 둘째, 비윤리적직업의식은 고객서비스에 영향을 미치지 않는다. 셋째, 직무태도는 고객서비스에 부분적으로 영향을 미친다. 즉, 조직몰입은 질적 서비스를 높이지만 고객중심서비스는 감소시킨다. 넷째, 비윤리적직업의식은 직무태도와 고객서비스에 직간접적인 영향을 미친다.

보건소 영양사의 직무만족도가 조직몰입과 이직의도에 미치는 영향 (Job Satisfaction of Nutritionist: Effect on Organizational Commitment and Turnover Intention in Public Health Center)

  • 박세은;서민영;김원경;류경
    • 대한영양사협회학술지
    • /
    • v.26 no.1
    • /
    • pp.54-75
    • /
    • 2020
  • This study examined the job satisfaction of nutritionists, and its effect on organizational commitment and turnover intention in public health centers. The response data of 174 nutritionists were analyzed. The overall average of job satisfaction was 3.94 out of 7 points, which was determined to be below 'normal'; however, the job suitability of sub-factors scored 5.26, which was more than 'normal'. The variables affecting job satisfaction that were provided by the respondents included job-related licenses (P<0.01) and co-nutritionists (P<0.01). Organizational commitment ranked 'normal' with a score of 4.35. Normative commitment (4.90) of the sub-factors was 'normal' or more, and differed when considering 'age' (P<0.01), 'employment status' (P<0.01), 'salary per year' (P<0.05), and 'working area' (P<0.05). The turnover intention was analyzed to be below 'normal' with 3.88 points, and the variables affecting turnover were significantly higher for subjects in their 20s (P<0.01), less than two job-related licenses (P<0.05), and less than two co-nutritionists (P<0.01). The four variables of job satisfaction, 'business discretion' (P<0.05), 'work environment' (P<0.01), 'job suitability' (P<0.01), and 'reward' (P<0.01), positively affected the organizational commitment. Moreover, organizational commitment had a mediating effect (P<0.01) on job satisfaction and turnover intention. Taken together, our results suggest that public health centers need to develop improvement plans for business discretion, work environment, job suitability and reward.

관계지향적 리더십이 임파워먼트와 조직몰입에 미치는 영향 - 중식당 소유주와 지배인 간의 관계를 중심으로 - (The Effect of Relational Leadership on Empowerment, and Organizational Commitment: Focus on the Relationship between Owner and Manager in Chinese Restaurant Context)

  • 변광인;최수근
    • 한국식생활문화학회지
    • /
    • v.20 no.5
    • /
    • pp.561-573
    • /
    • 2005
  • This research is to examine the structural relationships between transformational/transactional leadership, empowerment, relationship quality, and organizational commitment in Chinese restaurant context. In order to empirically investigate the proposed model, the data were collected from 188 respondents randomly selected from among the managers who work in 188 Chinese restaurants in Seoul and Kyonggi-do, which registered in Korean Food Central Association, korean foodservice management Association, Menupan.com We choose to limit our investigation to luxury Chinese restaurants where the average check is above 12,000 won. The survey was executed during two-week period in the autumn of 2004. The findings and discussion are as follows: First, intellectual stimulus behavior of transformational leadership had a positive effect on empowerment. Second, contingent reward leadership had a positive effect on empowerment. Third, empowerment had a positive effect on affective organizational commitment. Fourth, empower had a negative effect on continuous organizational commitment. Fifth, intellectural stimulus behavior of transformation leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. Finally, contingent reward leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. At the end of this paper, managerial implications, discussions, and limitations and future research directions are presented.

소방공무원의 동기부여와 조직몰입간의 관계 (A Study on the Motivation and Organizational Commitment of Fire Officials)

  • 최은숙;이인수;곽명순
    • 한국응급구조학회지
    • /
    • v.10 no.2
    • /
    • pp.43-52
    • /
    • 2006
  • Purpose: The purpose of this study was to investigate the relationship between motivator, hygiene factor and organizational commitment of fire officials. Method: The subjects of this study were 228 fire officials in Kongju and Choengju province. Data were collected using self-reporting questionnaire during the period from 1st to 25th of February 2006. Collected data were analyzed using SPSS 12.0 program. Real number, percentage, mean and standard deviation were calculated, and t-test, ANOVA, Pearson correlation coefficient were carried out. Result: The findings of this study as follows: The motivator according to job characteristics was statistically significant differences in certificate(F=3.29, p= .002), aptitude(F=15.49, p= .000). The hygiene factors according to job characteristics was statistically significant differences in certificate(F=2.59 p= .01), aptitude(F=6.72, p= .000). The organizational commitment according to general characteristics were statistically significant differences in age(F= 2.625, p= .036), religion(F=3.869, p= .005). The organizational commitment according to job characteristics were statistically significant differences in experience(F=3.746, p= .001), aptitude(F=13.743, p= .000), wish of practice change(F=8.907, p= .000). The commitment was found to be in significant positive correlations with motivator(r= .436, p= .000) and hygiene factors(r= .336, p= .000). Conclusion: From the results, we recommend that the organization management program develops for increasing motivator in fire officials be used.

  • PDF

임상간호사의 임파워먼트 관련요인에 관한 연구 (A Study on Empowerment Related Factors of Clinical Nurses)

  • 김은실;이명하
    • 간호행정학회지
    • /
    • v.7 no.1
    • /
    • pp.145-163
    • /
    • 2001
  • The purpose of this research is to identify antecedent variables and outcome variables of the empowerment in clinical nurses, and to suggest managerial strategies for increasing their empowerment. Data were collected from October 12 to 18, 2000 through questionnarie taken by 566 nurses in 3 general hospitals. The 5 structured instruments were used for collecting the data : Spreitzer's Items Measuring Empowerment, Bass's Multifactor Leadership Questionnaire-1, Moorman's Equity of rewards scale, Mobley's turnover intention scale, and the Organizational Commitment Scale developed by Mowday, Porter & Steers. The data obtained were analyzed using frequency, percentage, mean, standard deviation, t-test, one-way ANOVA, Scheffe' test, Pearson's Correlation Coefficients, Factor Analysis, Cronbach's alpha Coefficients, Multiple Regression. The results were as follows; 1. Head nurse's transformational leadership showed an positive correlation with empowerment(r=.304, p=.00). Regression coefficient between transformational leadership and empowerment was significant(${\beta}=.326$, p=.00), However, there was no a correlation between equity of rewards and empowerment. 2. The general characteristics of nurses were significant differences with empowerment. As for position, age, working experience, and education background showed significant difference with empowerment(F=10.979, 11.224, 6.812, 5.411, p<.01). 3. Empowerment showed a positive correlation with organizational commitment and a negative correlation with turnover intention (r=.387, -.274, p=.00). Regression coefficient between empowerment and organization commitment was significant(${\beta}=.365$, p=.00). In conclusion, the more head nurse took the transformational leadership, the higher nurses perceived empowerment. The higher their empowerment level, the higher organizational commitment they perceived. On the contrary, the higher their empowerment level, the lower their turnover intention. Therefore, in order to increase nurses' organization commitment and decrease their turnover intention, their empowerment should be increase. And it is necessary to develop the transformational leadership of head nurses so as to increase empowerment.

  • PDF

종합병원 질향상 사업 담당자의 직무만족과 조직몰입에 관한 연구 (Job Satisfaction and Organizational Commitment of Quality Improvement Coordinators in General Hospitals)

  • 박미현;조우현;서영준;이선희
    • 한국의료질향상학회지
    • /
    • v.5 no.2
    • /
    • pp.278-294
    • /
    • 1998
  • This study was planned to provide basic data for activating quality improvement by genera hospital with more than 400 beds across the country, of which 65 coordinators answered. Main results of the study are as follows.. 1. Job satisfaction and organizational commitment by individual characteristics were compared. It was revealed that the sense of self-efficacy was related to job satisfaction positively. But job satisfaction and organizational commitment by locus of control showed no significant difference. 2. In terms of the characteristics of QI activities, the active participation of QI coordinators in QI planning process and smooth communication among hospital staffs were showed positive relationship to job satisfaction significantly. 3. Also support system was proposed as most significant variable related to the job satisfaction and the organizational commitment of QI coordinators. Especially support to QI activities by CEO's, seniors, and other hospital staff was a factor to enhance the job satisfaction and organizational commitment of QI coordinators. 4. In the aspect of organizational culture, culture which were tendency to be recognized high autonomy in their work and organizational identity strongly and to operate reasonable compensation system were related to job satisfaction and organizational commitment positively. The more formalized climate, supportive communication, cooperative teamwork and promoting creative/risk take behavior, it showed the higher organizational commitment. 5. For the aspect of QI job characteristics, QI coordinators' job satisfaction was high when QI office was arranged for independent department which was exclusively in charge of QI activities and their role is exclusively in charge of QI. It can be concluded that organizational support in the aspect of relation and finance and efforts of encouraging their motivation and providing on the job training program are need.

  • PDF