• Journal of the Korean Home Economics Association
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• v.48 no.10
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• pp.11-23
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• 2010

This purpose of this study was to understand how organizational communication affects organizational conflict and commitment. This study was based on a questionnaire survey of 238 teachers working in kindergartens and childcare centers in all parts of Korea except Jeju-do. This research used the following tools: the organizational communication scale, the organizational conflict scale, and the organizational commitment scale. The results were as follows: First, satisfaction with organizational communication showed statistically significant effects(${\beta}$ = -.529, p < .001) on organizational conflict. Secondly, organizational conflict had a negative correlation(${\beta}$ = -.398, p < .001) with organizational competence. Third, organizational conflict had a moderating effect between organizational communication satisfaction and the organizational commitment. Fourth, communication satisfaction had a moderating effect between organizational conflict and organizational commitment.

• Korean Journal of Occupational Health Nursing
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• v.31 no.1
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• pp.31-41
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• 2022

Purpose: This study aimed to identify the effects of organizational culture, organizational silence, and organizational commitment on the intention of retention as perceived by nurses Methods: The research model was designed on the basis of the PROCESS Macro model 6 proposed by Hayes. The participants were 142 nurses from general hospitals. Measurements included the scales of organizational culture, organizational silence, organizational commitment, and intention of retentione. Data were analyzed using descriptive statistics, Pearson's correlation coefficient analysis, and Hayes's PROCESS macro method for mediation. Results: Retention intention showed a significantly positive correlation with relationship-orientated culture (r=.32, p<.001), innovation-orientated culture (r=.30, p<.001), and organizational commitment (r=.48, p<.001). However retention intention showed a significantly negative correlation with organizational silence (r=-.42, p<.001). Furthermore, organizational silence and commitment had a mediating effect on the relationship between organizational culture and intention of retention. Conclusion: The impact of organizational culture on intention of retention in general hospitals was mediated by organizational silence and organizational commitment. Considering the mediating effects of organizational silence and organizational commitment on the relationship between nursing organizational culture and retention intention, a strategy should be developed to enhance organizational commitment and weaken organizational silence by strengthening related and innovative nursing culture.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.2
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• pp.43-54
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• 2022

Purpose - Government-funded research institutes are important national institutions socially and nationally but academic studies on Korean government-funded research institutes are scarce, especially in areas of human resources and organization. This study investigated the effects of job characteristics on organizational commitment, resilience, and organizational citizenship behavior for organizational members of government-funded research institutes in the field of science and technology. Research design, data, and methodology - Literature review on the effects of job characteristics on organizational commitment, resilience and organizational citizenship behavior for organizational members of government-funded research institutes in the field of science and technology. Based on the review, exploratory propositions were proposed to conduct future empirical study. Result - In this study, based on the results of previous studies, it was presumed that job characteristics would affect organizational commitment, and organizational commitment would affect resilience and organizational citizenship behavior. In addition, proposition on the mediating role of resilience on both organizational commitment and organizational citizenship behavior was formulated. Conclusion - It was propositioned that job characteristics would affect organizational commitment, and organizational commitment would affect resilience and organizational citizenship behavior. Resilience, along with the direct effect of organizational commitment on organizational citizenship behavior, would play a role in mediating organizational commitment and organizational citizenship behavior.

• Journal of the Korea Safety Management & Science
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• v.20 no.2
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• pp.45-53
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• 2018

The purpose of this study is to examine the mediating effect of the organizational trust, acceptance of organizational change on the relationship between job characteristics and organizational commitment. For this study, data were collected from convenient sample of 241 employees at small and medium enterprises in Ulsan city and Gyeongju city. All data collected from the survey were analyzed using with SPSS 18.0 and AMOS 18.0. This study reports findings as followed: 1. The relationship between the job characteristics and the organizational trust is positively related. 2. There was a positive correlation between the job characteristics and the acceptance of organizational change. 3. There was a positive correlation between the job characteristics and the organizational commitment. 4. The relationship between the organizational trust and the acceptance of organizational change is positively related. 5. There was a positive correlation between the organizational trust and the organizational commitment. 6. There was a positive correlation between the acceptance of organizational change and the organizational commitment. Finally, the organizational trust and acceptance of organizational change played as a partial mediator on the relationship between job characteristics and organizational commitment.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.10
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• pp.29-35
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• 2021

The current study's objective isto determine the impact of organizational climate on organizational reputation in the context of organizational health as a mediating variable, in a case study of textile enterprises in Jordan that are listed on the Industrial Qualified zones. The study population contains (12) companies, according to the industrial qualified zones, with 317 employees who are working at CEO, deputy CEO, and supervisor positions chosen through convenience sampling. While the final sample of the current study consists of 174. Furthermore, to test the current study's hypotheses, the Smart Partial Least Square (PLS) technique was applied. Additionally, the current study concludes that there is a positive impact of organizational climate on organizational reputation. The current study shows that organizational climate has a positive impact on organizational health and organizational health has a positive impact on organizational reputation. Moreover, there is the mediation impact of organizational health on the relationship between organizational climate and organizational reputation. Based on the results of the current study, the study proposes that the level of organizational climate, organizational health, and organizational reputation in the examined companies be enhanced and increased.

• Journal of Distribution Science
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• v.11 no.11
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• pp.63-69
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• 2013

Purpose - This study sought to discuss definitions of organizational culture taking into consideration different views, and the historical and philosophical elements of organizational culture. Research Design, Data, and Methodology - This paper is a relatively conceptual study that has attempted to define organizational culture, a topic that has been debated among scholars and practitioners. Various studies in the literature related to organizational culture have been reviewed in an effort to reduce the complexities and ambiguities in definitions of organizational culture. Results -This study summarized and synthesized different studies related to organizational culture, and identified the main streams for defining organizational culture as being from the historical and philosophical elements of organizational culture. Conclusions -The concept of organizational culture continues to be an important factor affecting organizational effectiveness and initiating organizational development. However, the definition of organizational culture has not been well-established. In this sense, this paper seems to be significant and meaningful as it attempts to define organizational culture from different perspectives.

• International Journal of Advanced Culture Technology
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• v.10 no.3
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• pp.93-103
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• 2022

The purpose of this study is to empirically analyze the mediating effect of innovation activities on the effect of organizational culture perceived by organizational members on organizational effectiveness. The main results are as follows. First, Hypothesis 1, organizational culture, was adopted as it showed a positive influence on innovation activities. Second, since organizational culture showed statistically significant effect on organizational effectiveness, Hypothesis 2 was adopted. Third, the innovation activity, which is hypothesis 3, was analyzed to have a positive influence on organizational effectiveness. Therefore, hypothesis 3 was accepted. Fourth, the innovation activity, hypothesis 4, showed a mediating effect between organizational culture and organizational effectiveness. As shown in the results of this study, it is indicated that organizations should improve organizational effectiveness for growth and development through the advancement of the sustainability management system in the rapidly changing business environment. To this end, it was necessary to systematically build and activate an organizational culture and innovation activities suitable for the characteristics of the organization. In other words, organizational effectiveness can be improved when constructing and implementing advanced innovation activities based on measures to revitalize organizational culture according to changes in the business environment.

• Journal of Industrial Convergence
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• v.7 no.2
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• pp.17-31
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• 2009

The purpose of the present is to investigate the relation of organizational cynicism to organizational justice and organizational commitment. Questionnaire data were collected from 185 employees. To test the hypotheses, structural equation model was employed. The model showed adequate fit to the data. Results showed that organizational justice(distributive justice and procedural justice) were negatively related to organizational cynicism. Also, results supported the hypothesized relationship between organizational cynicism and organizational commitment(affective and continuance commitment). Organizational cynicism negatively affected organizational commitment. Implications are discussed and future research directions are outlined.

• Korean Journal of Human Ecology
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• v.23 no.4
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• pp.587-598
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• 2014

The study aimed to define the paths through which director's servant leadership, childcare center teacher's organizational committment and organizational cynicism affected teacher's organizational citizenship behavior and determined their effects. The subjects for this study were 545 teachers of the childcare centers located in Daegu and Kyoungbuk district. The collected data were analyzed with SPSS 19.0 and AMOS 8.0. The results showed 1) The director's servant leadership, teacher's organizational committment and organizational cynicism influenced directly on organizational citizenship behavior. 2) The director's servant leadership influenced directly on teacher's organizational committment and organizational cynicism. 3) The director's servant leadership influenced indirectly on organizational citizenship behavior by teacher's organizational committment and organizational cynicism.

• Health Policy and Management
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• v.23 no.3
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• pp.244-259
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• 2013

This study investigates the moderation effect that organizational trust had on the relationship between perceptions of organizational politics and organizational commitment, intention to turnover, organizational citizenship behavior by analyzing the empirical data of 716 personnels collected from university hospital in Korea. We hypothesized that perceptions of organizational politics would tended to negatively related to a high level of organizational commitment and intention to turnover, organizational citizenship behaviors, and that organizational trust would moderate the relationship between perceptions of organizational politics and outcomes. These results suggest that organizational politics of perceptions had negative impacts on organizational commitment and organizational citizenship behaviors, while perceptions of organizational politics had positive impact on intention to turnover. Furthermore, the level of organizational trust moderated the relationship between perceptions of organizational politics and outcomes. Based on these findings, implications of the research findings are discussed, and recommendation for future research and practice are provided.