• 한국콘텐츠학회논문지
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• 제9권2호
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• pp.318-325
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• 2009

본 연구는 세무행정조직의 조직문화와 조직유효성이 높을수록 세무공무원들의 조직몰입과 구성원으로서의 조직 동일시가 높아진다는 것을 실증적으로 분석한 연구로서, 세무공무원을 대상으로 실증적으로 분석한 연구라는 점에서 본 연구의 의의가 있다고 하겠다. 분석결과, 조직문화와 조직유효성은 조직몰입과 조직 동일시에 유의한 영향을 미치는 것으로 나타났으며, 세무행정조직의 조직문화가 높을수록 세무공무원들의 조직에 대한 정서적 애착이 높으며, 조직유효성이 높을수록 조직몰입과 조직 동일시가 높아져 납세자들의 서비스만족도를 높이는데도 긍정적인 효과가 있음을 알 수 있었다.

• Safety and Health at Work
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• 제7권3호
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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.

• 한국병원경영학회지
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• 제7권2호
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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.

• 한국콘텐츠학회논문지
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• 제12권2호
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• pp.429-438
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• 2012

본 연구는 카지노 직원의 조직시민행동과 조직몰입의 영향관계와 조직몰입과 고객지향성의 관계 그리고 조직시민행동과 고객지향성의 영향관계를 살펴봤다. 본 연구의 자료 분석을 위하여 강원도의 카지노 직원을 대상으로 설문조사를 실시하였다. 본 연구는 카지노 직원의 조직시민행동을 인식해 보고, 카지노 기업의 발전을 위한 조직시민행동, 조직몰입, 고객지향성의 발전방안에 대해 고찰한 것이다. 연구결과는 첫째, 조직시민행동은 시민의식과 스포츠맨십이 조직몰입에 유의한 영향을 미치는 것으로 나타났다. 둘째, 조직 몰입은 고객지향성에 유의한 영향을 미치는 것으로 나타났다. 셋째, 이타성과 스포츠맨십이 고객지향성에 유의한 영향을 미치는 것으로 나타났고, 시민의식이 고객욕구충족에 유의한 영향을 미치는 것으로 나타났으며, 양심적 행동이 고객응대서비스에 유의한 영향을 미치는 것으로 나타났다.

• 한국병원경영학회지
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• 제13권3호
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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.

• 한국치위생학회지
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• 제16권1호
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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.

• 한국컴퓨터정보학회논문지
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• 제22권12호
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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.

• 보건의료산업학회지
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• 제8권3호
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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.

• 임상간호연구
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• 제17권2호
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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.

• 한국병원경영학회지
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• 제15권3호
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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.