• Title/Summary/Keyword: organization commitment

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Organization Culture and Organization Effectiveness of Tax Officials (세무공무원의 조직문화와 조직유효성)

  • Hong, Soon-Bok;Park, Jun-Cheul
    • The Journal of the Korea Contents Association
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    • v.9 no.2
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    • pp.318-325
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    • 2009
  • This study empirically analyzed that the higher the organization culture and organization effectiveness of a tax administration organization, the higher the organization commitment and organization identification. It is significant in that there hasn't been a study that analyzed empirically using tax officials as the study subjects up until now. The results from the analysis showed that organization culture and organization effectiveness affect organization commitment and organization identification significantly. Specifically, the results showed that the higher the organization culture of the tax administration organization, the higher the emotional attachment to the organization by the tax officials; and the higher the organization effectiveness, the higher the organization commitment and organization identification. From the results, it could be confirmed that the organization culture and organization effectiveness have positive effects on increasing taxpayers' satisfaction levels with the service. Therefore, it could be known that the organization culture of the tax administration organization affects directly the organization effectiveness, and that it is an important factor that improves the organization commitment and organization identification of the employees.

Occupational Health and Safety and Organizational Commitment: Evidence from the Ghanaian Mining Industry

  • Amponsah-Tawiah, Kwesi;Mensah, Justice
    • Safety and Health at Work
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    • v.7 no.3
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    • pp.225-230
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    • 2016
  • Background: This study seeks to examine the relationship and impact of occupational health and safety on employees' organizational commitment in Ghana's mining industry. The study explores occupational health and safety and the different dimensions of organizational commitment. Methods: A cross-sectional survey design was used for this study. The respondents were selected based on simple random sampling. Out of 400 questionnaires administered, 370 were returned (77.3% male and 22.7% female) and used for the study. Correlation and multiple regression analysis were used to determine the relationship and impact between the variables. Results: The findings of this study revealed positive and significant relationship between occupational health and safety management, and affective, normative, and continuance commitment. Additionally, the results revealed the significant impact of occupational health and safety on affective, normative, and continuance commitment. Conclusion: Management within the mining sector of Ghana must recognize the fact that workers who feel healthy and safe in the performance of their duties, develop emotional attachment and have a sense of obligation to their organization and are most likely committed to the organization. Employees do not just become committed to the organization; rather, they expect management to first think about their health and safety needs by instituting good and sound policy measures. Thus, management should invest in the protection of employees' health and safety in organizations.

A Study on the Relationship between Organizational Culture, Organizational Commitment and Organization Citizenship Behavior in hospitals (병원 조직문화 및 조직몰입과 조직시민행동 간의 관계에 관한 연구)

  • Lee, Yong-Chul;Choi, Su-Hyung
    • Korea Journal of Hospital Management
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    • v.7 no.2
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    • pp.1-23
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    • 2002
  • D. W. Organ(1977) published a paper about the importance of Organizational Citizenship Behavior(OCB) in an organization. Since then, the studies of OCB have been continuously increased. As recent business environment has changed with rapidity and uncertainty, OCB for the improvement performance of organization should be more emphasized. Role behaviors of organization are divided into two parts such as in-role behavior and extra-role behavior. In recent, although the researches about extra-role behavior have been studied, they are still not sufficient. This study attempted to examine relationships between organizational culture, organizational commitment and organizational citizenship behavior, Sample was 193 employee engaged in hospitals of Pusan. In this study I chose four factor(affective, conservative, task and innovative culture) of organizational culture and three factors (affective, continuous and normative commitment) of organizational commitment and five factors(altruism, conscientiousness, courtesy, civic virtue and sportsmanship) with regard to organization citizenship behavior. The major findings of the empirical research are as follows ; 1. The Causal relation of dimensions of organizational culture and dimensions of OCB. 1) Affective culture has significant impact on courtesy, civic virtue of OCB. 2) Conservative culture has no significant impact on all of OCB. 3) Task culture has significant impact on conscientiousness, civic virtue, sportsmanship of OCB. 4) Innovative culture has no significant impact on courtesy, civic virtue of OCB. 2. The Causal relation of dimensions of organizational commitment and dimensions of OCB. 1) Affective commitment has significant impact on all of OCB. 2) Continuous commitment has no significant impact on all of OCB. 3) Normative commitment has significant impact on courtesy, civic virtue of OCB. In brief, though this study has several limitations in research design and methods, the results suggest that organizational culture of hospitals and organizational comitment of hospitals shows a strong relationship to the organization citizenship behavior.

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Relation among Organization Citizenship Behavior, Organization Commitment and Customer Orientation of Casino Employees (카지노 직원의 조직시민행동, 조직몰입 및 고객지향성 간의 관계)

  • Lee, Jin-Young;Lee, Chae-Eun
    • The Journal of the Korea Contents Association
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    • v.12 no.2
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    • pp.429-438
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    • 2012
  • The purpose of this study was to investigate the effects of organization citizenship behavior of casino employees and organization commitment, organization commitment and customer orientation, organization citizenship behavior and customer orientation. In order to analyze data of this study, a questionnaire survey was conducted with employees of casino in Gangwon-do. This study considers organization citizenship behavior of casino employees and examines the method of enhancement of organization citizenship behavior, organization commitment and customer orientation for development of casino industry. The results of the study were as follows. First, organization citizenship behavior had a statistically significant effect on citizenship, sportsmanship. Second, organization commitment had a statistically significant effect on customer orientation. Third, altruism and sportsmanship had statistically significant effects on customer orientation, citizenship had a statistically significant effect on satisfaction of customer need, conscientious action had a statistically significant effect on customer reception service.

Organization Conflict and Affecting Factors on Labor Union Commitment among Nurses in Seoul and Gyeing-Gi Province Hospitals (서울 및 경기지역 종합병원에서 간호직의 조직갈등 경험이 노조몰입에 미치는 영향)

  • Park, Yeon-Hee;Kim, Yoon-Shin;Yoon, Tae-Hyung
    • Korea Journal of Hospital Management
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    • v.13 no.3
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    • pp.17-43
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    • 2008
  • The purpose of this study was to analyze affecting factors on labor union commitment among nurses in two general hospitals. The subjects of this study were 282 nurses in one university hospital in Seoul and one general hospital in Gyeong-Gi province from April 20 to May 9, 2008 through survey questionnaires. The main results of this study were as follow: First, labor union commitment level among nurses was increased as 30 years old and lower job position. Second, organization conflict level among nurses did not statistical differ significantly regarding age, education level, wedding, job year, job position, and labor manager. Third, correlation between labor union commitment level and other variables as follow. It was increased as age, education level, job year, job position, organization conflict level but not statistical difference significantly. Finally, from the results of multiple regression analysis to identify major affecting factors of labor union commitment level, it depends on low education level, high conflict between individual and group but not significantly. Therefore, new research was required regarding organization culture and commitment.

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Effect of mentoring function on job satisfaction, organization commitment, and turnover intention in the newly employed dental hygienists (멘토의 기능이 신입 치과위생사의 직무만족, 조직몰입, 이직의도에 미치는 영향)

  • Yun, Hyun-Kyung;Choi, Mi-Sook;Choi, Gyu-Yil
    • Journal of Korean society of Dental Hygiene
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    • v.16 no.1
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    • pp.69-75
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    • 2016
  • Objectives: The objective of this study was to examine the effect of mentoring function on job satisfaction, organization commitment, and turnover intention in the newly employed dental hygienists. Methods: Two hundred and fourteen dental hygienists in Daegu and Gyeongbuk completed a self-reported questionnaire from January to May 2013. The instrument for the questionnaire consisted of mentoring function, mentoring personality, job satisfaction, organizational commitment, and turnover intention. The data were analyzed by frequency analysis, ANOVA, correlation analysis, and multiple regression analysis. Results: The longer duration of the mentoring for the newly employees strengthened job satisfaction and organization commitment. The mentoring function had a positive effect on job satisfaction and organization commitment, and decreased turnover intention. The higher quality of personality overcome the turnover intention. Conclusions: The mentoring is very important to enhance the job satisfaction and organization commitment in the newly employees. Loner duration of work(${\beta}=.268$, p=0.008) explained higher job satisfaction. Higher quality of personality(${\beta}=0.279$, p<0.001) also had higher job satisfaction. The explanation power of the model was 36.5% and the revised model explanation was 35.6%. The effective mentoring is closely related to job satisfaction and organization commitment and it can reduce turnover intention.

A study on the Influence of Family-Friendly Program on Organizational Life and Job Commitment and Performance -Focusing on police officer organization-

  • Lee, Won-Hee;Eum, Seung-Sub;Kim, Woo-Hee;Lee, Yong-Joon
    • Journal of the Korea Society of Computer and Information
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    • v.22 no.12
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    • pp.171-178
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    • 2017
  • Investigations into family-friendly company culture have been carried out for various companies and conglomerates. But there has never been such investigation for police organization, so this investigation is intended to see the effect on organizational commitment and job performance of the organization culture that makes use of family-friendly program for the police organization. To this end, how the internal factors of family-friendly organization culture affects organization commitment and job performance is empirically analyzed with structural equation modeling. And it is found that family-friendly program has significant effect on organizational life and welfare, and the welfare, in return, is found to have significant effect on job performance.

Effects of Satisfaction Level of Doctors from Five University Hospitals on Organization Commitment Level (5개 대학병원들의 의사만족도가 조직몰입도에 미치는 영향)

  • Kim, Jang-Mook;Han, Ju-Rang;Sung, Dong-Hyo
    • The Korean Journal of Health Service Management
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    • v.8 no.3
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    • pp.1-11
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    • 2014
  • The present study aimed to survey doctors working in five university hospitals about internal customer satisfaction and organization commitment level in order to identify casual relationships through structure equations. According to the analysis, organization management had the biggest impact on internal customer satisfaction level, and the sooner the factor was named personnel, leadership, job, and compensation, the bigger the impact it had on the level. The research model was generally found to be good in terms of goodness of fit, considering the value of $x^2$ calculated as 103.314, the degrees of freedom of 38, GFI 0.924, AGFT 0.868, NFI 0.888, CFI 0.925, and RMSEA 0.086. In conclusion, the internal customer satisfaction level of doctors was significantly proportionate to organization commitment by means of their general satisfaction level, while also being directly proportionate to organization commitment (p<0.05). Meanwhile, statistical significance could not be found when measuring the effects of the doctors' basic characteristics on the levels of internal customer satisfaction and general satisfaction in hospitals.

Job Stress, Fatigue, Job Satisfaction and Commitment to Organization in Emergency Department Nurses (응급실 간호사의 직무 스트레스, 피로, 직무 만족 및 조직 몰입)

  • Oh, Myung Ok;Sung, Mi Hae;Kim, Yang Won
    • Journal of Korean Clinical Nursing Research
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    • v.17 no.2
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    • pp.215-227
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    • 2011
  • Purpose: This research was done to identify relationships among job stress, fatigue, job satisfaction, and commitment to organization in emergency department nurses. Methods: Research participants were 513 nurses who worked in the emergency department of 17 tertiary centers and 28 secondary hospitals. Data collection for this descriptive correlational study was done from May to July 2010 using self report questionnaires, and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient with the SAS 9.2 program. Results: There were statistically significant differences in organizational commitment according to age, religion, total clinical experience, emergency department experience, current position, frequency of night shift, average sleep hours, wage level, numbers of beds in unit, and reason for working. A positive correlation was found between job stress and fatigue, and between job satisfaction and commitment to organization for the emergency department nurses and a negative correlation between job stress and Job satisfaction, and fatigue and Job satisfaction. Conclusion: Results of this research indicate that job stress in emergency department nurses was the principal variable affecting job satisfaction and commitment to organization along with fatigue. Appropriate stress management strategies based on identification of job stress for these nurses should lead to development of improved management of nursing manpower and a reduction in stress.

Organization Conflict and Affecting Factors on Labor Union Commitment among University Hospital Employees in Seoul and Gyeong-Gi Province (수도권 소재 일부 대학병원 일반직 근로자의 노조몰입과 조직갈등의 경험에 관한 연구)

  • Yoon, Tae-Hyung;Park, Yeon-Hee
    • Korea Journal of Hospital Management
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    • v.15 no.3
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    • pp.69-96
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    • 2010
  • The aims of this study were to analyze affecting factors on labor union commitment among university hospital employees and provide basic data in two general hospitals. The subjects of this study were 357 hospital employees in one university hospital in Seoul and the other university hospital in Gyeong-Gi province from May 21 to June 10, 2010 through survey questionnaires. The main results of this study were as follow : First, labor union commitment level among subjects was increased as 40 years old, lower educational level, lower job position and union leader. Second, organization conflict level among subjects did not statistical differ significantly regarding age, education level, wedding, and job position, but job year. Third, correlation between labor union commitment level and organizational conflict increased. Finally, from the results of multiple regression analysis to identify major affecting factors of labor union commitment level, it depends on lower educational level, high conflict, and union leader between individual and group but not significantly. Therefore, it was necessary to continued to be supported for labor union. New research was required regarding organization culture and commitment.

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