병원 구성원들의 직종별 조직몰입의 영향요인에 관한 연구

방용주 ( Yong Joo Bang ),하호욱 ( Ho Wook Ha ),손태용 ( Tae Yong Sohn ) 한국병원경영학회 2002 병원경영학회지 Vol.7 No.4

The purpose of this study was to analyze the characteristics of socio-demographic, organizational culture, organizational conflict and organizational commitment, and to examine the interrelation of influential factors in the organizational commitment. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics the respondents` level of the organizational commitment was higher in a administration staff members than others, for males than females, and for employees aged more than forty, as working for longer time, and as higher level of the working position. 2. According to the organizational culture characteristics the progressive culture, affiliative culture, and task-focused culture among many types of organizational culture were moderately and positively correlated with the level of the organizational commitment while the hierarchical culture was negatively correlated. 3. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the organizational commitment was higher. And, technical conflict experiences were expressed greater than herarchical confhct experiences. 4. According to the job satisfaction Characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the organizational commitment was higher. The most important factor of the satisfactions was the fellowship among the respondents while the level of job satisfaction for the promotion and salary was average. 5. Overall, according to the result of Multiple Regression as older age and longer working hours, the level of the organizational commitment was higher and as a higher level of the satisfaction for the promotion, working itself, salary, and fellowship in the organization, it caused more effective factors for the organizational commitment. 6. According to the result of Multiple Regression for the doctor staff members in special hospitals rather than general hospitals the hierarchical culture and task focused culture was positively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was negatively correlated with the organizational commitment. For the nursing staff members the affiliative culture and the job satisfaction for the promotion, working itself, salary, and fellowship were positively correlated with the organizational commitment. For the administration staff members as the job satisfaction for the fellowship was positively correlated with the organizational commitment. For medical and pharmacy staff members as more working experience, correlation with the organizational commitment was positive. Besides, as he or she has a high perception of the affiliative culture, it caused statistically more effective factors for the organizational commitment. For the slull and technicians, male worker expressed greater organizational commitment in the organization than female worker. And also older age along with higher education also showed higher organizational commitment. Moreover, the job satisfaction for the fellowship was positively correlated with the organizational commitment. This study identified the major effective factors of the organizational commitment and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital

병원종사자의 조직갈등 및 조직몰입에 영향을 미치는 요인에 관한 연구

김영훈 ( Young Hoon Kim ),김한중 ( Han Joong Kim ),조우현 ( Woo Hyun Cho ),이해종 ( Hae Jong Lee ),박종연 ( Chong Yon Park ),이선희 ( Sun Hee Lee ) 한국병원경영학회 2002 병원경영학회지 Vol.7 No.1

The purpose of this study is to analyze the interrelation of influential factors in organizational conflict and organizational commitment. The data for this study were collected through a self-administered survey with a structured questionnaire to 1,167 subjects from several nursing staff members, administration staff members and medical technicians of six hospitals. In this analysis frequency test, t-test, ANOVA, hierarchical multiple regression and structural equation model were used. The main findings of this study are as follows. 1. Factors which influence organizational conflict were analyzed. The type of occupation and the year of service were socio-demographic variables which influenced organizational conflict positively. Adjusted R square was 0.03. Perceptions on organizational structure and organizational culture were analyzed with two- level variables that were added. The findings were as follows. Adjusted R square increased to 0.25. The year of service, internal process culture and rational goal culture were positive variables. The design of organizational structure, human relations culture and open system culture were negative variables. 2. Variables which influence organizational commitment were analyzed. Age and the year of service were positive variables, while academic background based on high school education was a negative variable. Adjusted R square was 0.16. Perceptions on organizational structure and organizational culture were analyzed with two-level variables that were added. The findings were as follows. The characteristics of organizational structure, human relations culture and organizational culture were positive variables. Adjusted R quare increased to 0.55. The variables of organizational conflict were added in 3 steps. Findings were as follows. The variables of hierarchical conflict showed negative influence and were included in two-level influential variables. Adjusted R square increased to 0.56. 3. Structural equation model was analyzed in order to examine the relation between organizational structure and the variables of organizational cdture, organizational conflict and organizational commitment. Thirteen path coefficients out of seventeen path coefficients were significant. Age had negative influence on organizational conflict and positive influence on organizational commitment. The year of service had positive influence on organizational conflict and organizational commitment. The design of organizational structure, human relations culture and open system culture had negative mfhence on organizational conflict. They had positive influence on organizational commitment. Internal process culture and rational goal culture had positive influence on organizational conflict. Organizational conflict had negative influence on organizational commitment. The squared multiple correlation of this model was 25.1% in organizational conflict and 52.7% in organizational commitment. The conclusion of this study is as follows. Factors in organizational structure and organizational culture, rather than socio-demographic factors, had a stronger influence on the organizational conflict and organizational commitment of hospitals. In order to decrease organizational conflict, to increase organizational commitment and to maximize the effectiveness of hospital management, it is necessary to understand the overall relation between organizational structure, organizational culture, organizational conflict and organizational commitment, with the effort of improving personalized factors and individual factors of organization management.

외식종사원의 직무특성지각이 조직몰입에 미치는 영향 연구: 조직후원인식 조절효과 검증

이인숙,윤혜현 한국외식경영학회 2010 외식경영연구 Vol.13 No.3

The purpose of this study is to investigate effects of perception of job characteristics of foodservice employees on organizational commitment and moderating of perceived organizational support on effective relation between job characteristics and organizational commitment. For empirical analysis, the sample of 366 subjects were conducted of reliability and factor analysis to be examined variables, and multiple regression analysis was used for hypothesis verification. According to the results of this study, as for the perception of job characteristics of foodservice employees, feedback, task significance, and task identity autonomy (in order), had significantly positive effects on organizational commitment, while the perceived organizational support had positive moderating effect on relation of task identity autonomy and organizational commitment. Conclusively, the job characteristics of foodservice employees was the antecedent variable of organizational commitment. In particular, foodservice employees had stronger attachment to their organizations as they highly perceive feedback and task significance. As for the relation between task identity autonomy and organizational commitment, the employees had more positive attitude as members of organizations via perceived organizational support. The purpose of this study is to investigate effects of perception of job characteristics of foodservice employees on organizational commitment and moderating of perceived organizational support on effective relation between job characteristics and organizational commitment. For empirical analysis, the sample of 366 subjects were conducted of reliability and factor analysis to be examined variables, and multiple regression analysis was used for hypothesis verification. According to the results of this study, as for the perception of job characteristics of foodservice employees, feedback, task significance, and task identity autonomy (in order), had significantly positive effects on organizational commitment, while the perceived organizational support had positive moderating effect on relation of task identity autonomy and organizational commitment. Conclusively, the job characteristics of foodservice employees was the antecedent variable of organizational commitment. In particular, foodservice employees had stronger attachment to their organizations as they highly perceive feedback and task significance. As for the relation between task identity autonomy and organizational commitment, the employees had more positive attitude as members of organizations via perceived organizational support.

작업치료사의 직업윤리가 조직몰입에 미치는 영향

홍기훈,김지훈 대한통합의학회 2023 대한통합의학회지 Vol.11 No.3

Purpose : The purpose of this study was to identify the degree of work ethics of an occupational therapist and examine the correlation between work ethics and organizational commitment. In this study, we aimed to investigate the effects of occupational therapists’ work ethics on organizational commitment. Through this study, we aim to determine the importance of work ethics and find a way to improve organizational commitment in occupational therapists. Methods : We conducted nationwide surveys on occupational therapists working in hospitals and other institutions from April 24, 2023 to May 30, 2023. We evaluated general characteristics, work ethics, and organizational commitment. General characteristics were analyzed using a frequency analysis. Work ethics and organizational commitment were examined using descriptive statistics. The correlation among work ethics and organizational commitment was analyzed using the Pearson correlation coefficient. Additionally, a multiple regression analysis was conducted to identify factors that affected organizational commitment. Results : The results of this study were as follows. First, the average score of work ethics was 3.32 ± .32. Second, a significant positive correlation was observed between work ethics and organizational commitment (p<.01). And as a result of the correlation between work ethics sub-factors and organizational commitment, wasted time (r=.261, p<.01), centrality of work (r=.366, p<.01), morality/ethics (r=.470, p<.01), leisure (r=.189, p<.05), delay of gratification (r=.410, p<.01), hard work (r=.437, p<.01), self-reliance (r=.233, p<.01) showed a statistically significant correlation. Third, the sub-factors of work ethics that influenced organizational commitment, including morality/ethics (β=.302, p<.01), hard work (β=.271, p<.01), and delay of gratification (β=.205, p<.01) were identified. Conclusion : In conclusion, the results of this study underscore the importance of work ethics in influencing organizational commitment. Through this study, we recognized the importance of work ethics, which may serve as basic data to promote work ethics and improvement of organizational commitment.

항공사 객실승무원의 조직역량이 조직몰입에 미치는 영향 연구

유정선(Yoo Jeung Sun) 한국상품학회 2017 商品學硏究 Vol.35 No.1

현재와 같은 예측불허의 경영환경에서 조직역량은 가장 핵심적인 자원중의 하나로 평가 받고 있기에, 미래 지향적인 역량을 추출하고 회사가 추구하는 전략 및 핵심역량과의 연계성을 확보하기 위해서는 조직수준의 역량이 재고되어져야 한다. 따라서 항공사 객실승무원을 대상으로 조직역량에 접근하고 조직역량이 객실승무원의 조직몰입에 미치는 구조적 영향관계를 밝힘으로 조직역량의 강화를 통한 조직의 경쟁력 강화와 조직몰입을 높일 수 있는 인적자원의 관리 및 개발에 방향성을 제시하고자 하였다. 국내 K 항공사에서 근무하고 있는 객실승무원을 대상으로 실시하였고, 조사방법은 응답자가 직접 기입하는 자기기입법을 이용하였다. 표본의 수는 총 200부를 배포하여 총 182부(91%)를 최종연구의 표본으로 선정하였다. 분석방법으로는 수집된 자료의 데이터 코딩 후 SPSS 20.0, AMOS 20.0의 통계 프로그램을 활용하였다. 빈도분석을 실시하고, 측정도구의 타당성 및 신뢰성 검정을 위해 탐색적 및 확인적 요인분석, 신뢰성은 Cronbach s alpha 계수를 통해 분석하였으며, 최종적으로 가설의 검증을 위해 경로분석을 실시하였다. 항공사 객실승무원의 조직역량이 조직몰입에 미치는 영향에 대한 분석결과, 항공사 객실승무원의 조직역량 중 조직방향성은 정서적몰입과 규범적몰입에 정(+)의 영향을 미치는 것으로 나타났다. 리더십역량은 정서적몰입과 지속적몰입에 정(+)의 영향을 미치고 구성원역량은 정서적, 지속적, 규범적몰입에 정(+)의 영향을 미치는 것으로 나타났다. 하지만 시스템역량은 조직몰입의 어떠한 요소에도 영향을 미치지 않는 것으로 나타났다. 고객접점의 위치서 고객만족의 근간을 제공하는 객실승무원의 조직몰입을 높일 수 있는 조직차원의 변수를 측정하여 내부 조직의 역량을 더욱 강화시켜 나가야 함을 시사하였다. 조사대상을 국내의 특정 대형항공사 객실승무원으로 한정하여 연구를 진행 하였으나 조직역량은 오랜 기간을 거쳐 정립되고 인지된 조직 특유의 역량으로서 조직단위의 구성원들에게 상이하게 인지 될 수 있기에 선정된 표본이 객실승무원의 조직역량으로 정례화 시키는데 무리가 있다. 향후 국내ㆍ외 저비용항공사, 외국 대형항공사로 연구대상을 확장하여 공통되고, 표준화된 조직역량을 추출한다면 보다 객관적인 조직역량의 구성요소를 도출하여 지표화 할 수 있을 것이다. 또한, 조직역량을 물적자원, R&D 역량, 학습역량, 혁신능력 등의 유형, 무형차원의 조직역량을 포함한다면 항공사의 조직역량에 총체적, 다각적으로 접근할 수 있을 것이다. 본 연구는 객실승무원의 조직몰입을 높이기 위해 조직역량에 체계적, 전략적 접근을 시도하였다. 외국 항공사 및 저비용 항공사와의 과열 경쟁으로 내부 인적자원의 경쟁력을 더욱 강화해야 하는 국내 대형항공사에 효율적 인적관리 방안을 제시하였다는 데에 의의가 있다. The purpose of this study was to investigate the relationship among Organizational Competency and Organizational Commitment of flight attendants. The self-Communication method was adopted to collect the data during August in 2017. Out of 200 participants, 182 usable questionnaireswere collected and analyzed. SPSS Version 20.0 and AMOS Version statistics have been utilized in order to analyze the useful data. It was found as follows: First, regarding the relationship between Organizational Competency and Organizational Commitment, Organizational Direction of Organizational Vision and Strategy affects Affective and Normative Commitment. Second, those of Leader Leadership positively affect Affective and Continuance Commitment. Therefore Leadership Competency of Team Leader needs to be enhanced in order to inspire flight attendants affection and loyalty to the organization. Third, Organizationmembers competency positively affects all of Affective, Normative, and Continuance Commitment. However, SystemCompetency doesn t affect any elements of Organizational Commitment. Based on those results, the contribution, limitation, and some of recommendation for the future research have been suggested. Future study was suggested to figure out the relative effectiveness of Organizational Commitment and Organizational Effectiveness from a diverse theoretical background. For the first time, this study classified Organizational Competency for the Airline Business, afterwards, it was compared the relative effectiveness of Organizational Competency andOrganizational Commitment of flight attendants.

종합병원 영양사의 조직문화 인식이 조직몰입에 미치는 영향

배문정,김춘영,류경,Bae, Moon-Jung,Kim, Choon Young,Ryu, Kyung 대한영양사협회 2017 대한영양사협회 학술지 Vol.23 No.4

This study was conducted to investigate the effect dietitians' perceived organizational culture has on organizational commitment at hospital foodservices. A total of 382 dietitians working at general hospitals with 500 beds or more participated in the survey from January 16 to February 8, 2017. The result of perceived organizational culture showed hierarchical culture, rational culture, development culture, and group culture scored to be 5.29, 5.25, 5.15, and 4.97 out of 7, respectively. Differences in the perception of organizational culture and organizational commitment were observed according to the general demographics of subjects, but no significant differences were shown according to the general characteristics of hospitals. For organizational commitment perception, affective commitment (5.14), normative commitment (4.41), and continuance commitment (4.21) were identified. There were differences according to age, work experience at the present job, position, and education level by type of organizational culture. In terms of organizational commitment, there were significant differences in age, work experience at the present job, employment status, and possession of clinical dietitian certificate, position by type of commitment. A positive correlation between dietitians' perceived organizational culture and organizational commitment such as overall organizational commitment, affective commitment, and normative commitment was observed (P<0.01). Group culture, development culture, and hierarchical culture positively affected overall organizational commitment (P<0.001). Development culture, group culture, and hierarchical culture had positive effects on affective commitment, whereas rational culture had a negative influence. Development culture (P<0.05), group culture (P<0.001), and hierarchical culture (P<0.01) positively influenced normative commitment. Results suggest that it is necessary to develop plans for the improvement of rational culture, group culture, and development culture at hospital foodservice organizations.

다국적 기업의 조직문화 직무특성 조직몰입의 관계에 관한 연구

민경원 ( Kyeong Won Min ),이희수 ( Hee Su Lee ) 아시아.유럽미래학회 2016 유라시아연구 Vol.13 No.1

이 연구는 기존연구에서 인적자원 관리의 직무특성과 조직문화 간의 접점에 대한 논의가 미비하다는 데 문제의식에서 출발하여 조직문화, 직무특성과 조직몰입 간 영향 관계를 규명하는 데 주안점을 두며, 추가적으로 조직문화와 조직몰입 간 관계에서 직무특성의 매개 역할을 검증하고자 한다. 본 연구의 목적을 고려하여 한국에 진출한 외국계 다국적 기업의 조직구성원을 연구 대상으로 한다. 다국적기업은 모기업의 조직문화와 현지 기업의 조직문화가 다르고, 다문화 배경의 구성원들로 이루어져 있으며, 직무설계 또한 모기업의 영향을 받는다는 점에서 다국적 기업의 구성원은 설정된 변인 관계를 설명하는 데 적합한 연구대상이라고 할 수 있다. 본 연구에서는 조직문화의 개념을 Hofstede(1984)가 다섯 가지의 문화로 구성한 문화차원에 바탕을 둔다. 한국을 대상으로 연구에서 위 다섯 가지 문화 중 불확실성 회피성향, 장기적-단기적 지향성, 개인주의-집단주의가 요인분석 결과 타당도가 있는 것으로 연구된 바 있어 이 세 가지 문화차원을 사용하도록 한다. 다국적 기업들은 현지의 조직구성원과의 우호적인 관계가 중요하기 때문에 조직구성원의 직무만족과 조직몰입을 높이는 데 많은 노력을 기울인다. 조직몰입을 위해서는 급여와 같은 외적인 조건도 중요하지만, 그 무엇보다도 직원들이 업무 자체 즉 직무특성에 만족하는 것이 중요하다. 직무특성은 기술다양성, 과업정체성, 과업중요성, 자율성, 피드백 등의 5가지 요인으로 분류되며, 이 특성들을 잘 갖춘직무를 가진 조직구성원은 동기 부여와 직무 만족을 경험하게 되고, 조직에 몰입하여 결국 조직성과가 증대된다. 다국적 기업의 경우, 직무특성에 따른 직무 설계는 개인이나 집단의 행동과 마찬가지로 문화적인 관점에서 다루어져야 할 필요가 있다. 다양한 배경의 구성원들로 이뤄진 다국적 기업들은 단일 문화 조직에 비해 직무특성을 이해하는 데 의사소통 문제와 타문화 동료에 대한 이해 등이 훨씬 더 많이 요구된다. 위와 같이 주요 연구 변인의 개념과 이해를 바탕으로 변인 간 관계를 규명하고자 한다. 서울지역 외국계 다국적 기업 조직구성원 283명의 응답 결과를 분석을 통하여 다음과 같은 분석결과 및 시사점과 한계점을 제시할 수 있다.첫째, 다국적 기업의 조직문화는 조직몰입에 정(+)적 영향을 미쳤으며, 불확실성 회피성향, 장기적 지향성, 집단주의가 클수록 조직몰입도가 높은 것으로 나타났다. 조직의 장기적 지향성은 조직몰입과 같은조직 생산성 지표에 영향을 미치며, 장기적인 시각을 가진 동양적 가치가 한국 내 다국적 기업에서 유효하다는 것을 의미한다. 이 결과를 통하여 다국적 기업의 한국 조직구성원들은 불확실한 업무환경을 선호하지 않는다는 것을 알 수 있으므로 안정보다는 수익을, 장기적 성장보다 단기적 성과를 추구하는 기업의 경우 조직 관리에 이를 고려해야 한다. 집단주의 성향은 기존의 연구 결과와 마찬가지로 개인주의보다 조직몰입에 더 많은 영향을 미친다는 결과를 보여주었다. 다국적 기업의 조직문화에 대한 연구의 이와 같은 결과는 다국적 기업의 경영진과 관리자들에게 한국 내 조직 설계 및 관리에 실무적인 시사점을 줄 것이다. 둘째, 다국적 기업의 조직문화 중 불확실성 회피성향과 장기적 지향성은 5가지의 직무특성과 모두 정(+)적인 관계를 보여주었다. 다만 개인주의-집단주의는 직무특성 중 기술다양성에 정(+)적인 영향을 주었고 피드백에 부(-)적인 영향을 미쳤으며, 다른 3개의 직무특성에는 유의한 영향을 미치지 않았다. 셋째, 직무특성의 모든 요인은 조직몰입에 긍정적인 영향을 미친다. 이 연구의 대상인 다국적 기업은 다양한 문화 배경과 출신 국가를 가진 구성원들로 이뤄지기 때문에 일방적이고 획일적인 직무특성은 적합하지 않으며, 활발한 의사소통이 더욱 강조될 것이라는 점에서 자율성과 피드백은 매우 중요하다. 과업정체성에 대해서는 다국적 기업의 직무는 보고 체계가 복잡하고, 부서별 분업이 분명한 편이므로 조직구성원이 각자의 직무의 범위에 대해 명확히 인식하는 것은 직무에 대한 성과와 만족으로 이어질 수 있다. 넷째, 추가적인 분석을 통해 불확실성 회피성향과 조직몰입, 장기적-단기적 지향성과 조직몰입 간에 직무특성의 매개 역할을 검증하였다. 그러나 개인주의-집단주의와 조직몰입 간에는 직무특성이 매개역할을 하지 않았다. 조직문화, 조직몰입 및 직무특성 간 관계에 대한 연구가 많지 않을 뿐 아니라, 매개역할은 기존 연구에서 거의 다루어지지 않았다. 결국 조직몰입은 조직문화와 상관관계를 갖기는 하지만 조직몰입을 높이기 위해서는 직무특성의 완비 정도가 중요하며, 각각의 직무특성별로 매개역할을 할 수있다는 것이 검증되었다. 본 연구가 갖는 한계점과 연구방향은 다음과 같다. 첫째, 후속 연구에서는 개인주의-집단주의와 조직몰입 간 관계에 영향을 줄 수 있는 다양한 매개 변인 예를 들면 상사와의 관계 혹은 의사소통 등과 같은 요인을 탐색하고 도입할 필요가 있다. 둘째, 본 연구는 다국적 기업의 조직문화를 한국인 조직구성원이 인지한 조직문화로 한정한 것이며, 모기업이 소재하고 있는 본사의 국가에 대해서는 고려하지 않았다. 모기업이 어느 국가 또는 어느 문화권에 속해 있는지가 조직문화에 영향을 줄 가능성이 많을 것으로 예상된다. 따라서 향후 연구에서는 모기업의 소재 위치에 대한 고려가 요구된다. 셋째, 이 연구는 한국 내의 외국계 다국적 기업을 대상으로 한정하였다. 세계적인 다국적 기업으로 성장하고 있는 한국 기업이 많으므로 한국계 다국적 기업을 대상으로 확대하거나, 한국계 외국계 다국적 기업과의 비교 연구에 이르기까지 연구 범위가 확대되기를 촉구한다. This study started from the question that discussion on relationship between job characteristics in human resources management and organizational culture has not been much developed. The aim of this study is to explore relationship among organizational culture, job characteristics and organizational commitment. Additionally the study includes exploring if job characteristics can play a mediating role in between organizational culture and organizational commitment. Employees in multi-national companies are selected as proper targets. The multi-national companies have different organizational culture compared to the mother company as well as the local companies having employees from multi-cultural background, and even job designs are affected by the mother company, which can explain relationship of set variable effectively. With concept of an organizational culture coming from the five(5) cultural dimensions of Hofstede(1984), the three out of five cultural dimensions: high uncertainty avoidance, long term-short term orientation, and individualism-collectivism were used in this study, based on factor analysis results of a previous research. Most multi-cultural companies value positive relationship with the local members and organizational commitment. Rather than an external factor such as salary, whether employees are satisfied with the work itself or job characteristics is deemed as an important factor to increase organizational commitment. The job characteristics are classified into 5 sub-factors: skill variety, task identity, task significance, autonomy, and feedback with which the employees tend to experience motivation and job satisfaction, and consequently better organizational achievement. The multinational companies need to treat the job design in regards to job characteristics in a cultural point of view. Compared to a single organization, multinational companies require much more understanding about language barrier and employees’ culture. As major concepts of variables are presented above, the study was set out. By analyzing the responses of 283 employees of foreign multinational companies in Seoul, the following implications and limitations were found. First of all, the organizational culture multinational companies has a positive effect on organizational commitment and it was found that the bigger the uncertainty avoidance, long term orientation and collectivism, the higher the organizational engagement. The long-term orientation affects on productivity indices such as organizational commitment, meaning that the eastern oriental value with the long-term point of view can work effectively in the multinational companies. This result also found that the Korean members do not prefer uncertain work environment, which the multi-national companies those seek for profit rather than stability and short term achievement rather than long term achievement should consider. It is shown that the collectivism affect more on organizational commitment than individualism, as in other previous researches. These results will provide practical implications to the executives as well as the managers of multinational companies in regards to organizational design and management within Korea. Second, among the organization culture of multinational companies uncertainty avoidance and long term orientation had a positive relationship with the five job characteristics. However, individualism-collectivism gave a positive effect on skill variety only out of the job characteristics while showing a negative effect on feedback, having no significant effect on other three. Third, all the factors of job characteristics have positive effects on organizational commitment. For multinational companies having employees from various cultural backgrounds and country of origins, one-sided and standardized job characteristics would not be suitable, making autonomy and feedback the most important factor in regards to emphasizing active communication. For task identity, the work of multinational companies requires complex reporting system and division of tasks by department or team is very clear. Under this condition, for employees to have clear work scope can lead to satisfaction of work. Fourth, through an additional research it is found that job characteristics play a mediating role in relationship between uncertainty avoidance and organizational commitment and also between long term-short term orientation organizational commitment. However, job characteristics do not play a mediating role between individualism-collectivism and organizational commitment. There not only is much research on relationship among organization culture, organizational commitment, and job characteristics, but also was not dealt with in previous studies. Eventually, although organizational commitment and organization culture has a correlation, in order to improve organizational commitment, it is important to have complete job characteristics in place, making it possible for each job characteristic to play an mediating role. The limitations and direction of this study are as follows. First, there is a need of searching and acquiring various mediating variables such as relationship between subordinates and managers or communication with colleagues or managers that can have an effect on the relationship of individualism-collectivism and organizational commitment in the follow-up research. Second, this study set a limit to organization culture that Korean organizational members perceived of and did not consider the headquarter or the mother company of the sampled companies. It is expected that which country that the mother company belongs to or which culture it follows will likely affect the organizational culture. Third, this research limited the target to foreign multinational companies in Korea. There is a demand of expanding research range by comparing Korean and foreign multinational companies, or by targeting Korean multinational companies.

보육교사의 교사목표, 조직풍토와 직업행복감의 관계에서 조직몰입의 매개효과

하명희,강수경 한국유아교육학회 2023 유아교육연구 Vol.43 No.6

This study examined the relationship between teacher’s goals, organizational climate, organizational commitment, and job well-being of childcare teachers, and verified the mediating effect of organizational commitment. The subjects were 308 childcare teachers working at daycare centers in Seoul and Gyeonggi Province, and their online questionnaire were used for analysis. The SPSS 22.0 and M-plus 7.0 programs were used for data, correlation, and multiple regression analysis. Bootstrapping method by Shrout and Bolger (2002) was used to verify the mediating effect. The results were as follows. First, there was a significant positive correlation between the teacher’s goals and job well-being except teacher’s leisure goals and wealth goals. There was a positive correlation between the organizational climate, organizational commitment, and job well-being. Second, in terms of influence on job well-being, teacher’s growth goals had a positive effect and wealth goals had a negative effect. The director’s supportive behavior in the organizational climate, and emotional and normative commitment in organizational commitment had a positive effect on job well-being. Third, the direct effect of teacher’s goals on job well-being was not significant, and teacher’s goals had a complete mediating effect through organizational commitment. On the other hand, the organizational climate was found to directly affect job well-being, and organizational commitment was found to partially mediate between the organizational climate and job well-being. This study examined the relationship between teacher’s goals, organizational climate, organizational commitment, and job well-being of childcare teachers, and verified the mediating effect of organizational commitment. The subjects were 308 childcare teachers working at daycare centers in Seoul and Gyeonggi Province, and their online questionnaire were used for analysis. The SPSS 22.0 and M-plus 7.0 programs were used for data, correlation, and multiple regression analysis. Bootstrapping method by Shrout and Bolger (2002) was used to verify the mediating effect. The results were as follows. First, there was a significant positive correlation between the teacher’s goals and job well-being except teacher’s leisure goals and wealth goals. There was a positive correlation between the organizational climate, organizational commitment, and job well-being. Second, in terms of influence on job well-being, teacher’s growth goals had a positive effect and wealth goals had a negative effect. The director’s supportive behavior in the organizational climate, and emotional and normative commitment in organizational commitment had a positive effect on job well-being. Third, the direct effect of teacher’s goals on job well-being was not significant, and teacher’s goals had a complete mediating effect through organizational commitment. On the other hand, the organizational climate was found to directly affect job well-being, and organizational commitment was found to partially mediate between the organizational climate and job well-being.

중소기업 근로자의 조직학습과 조직문화가 조직몰입에 미치는 영향

박호득,서희정,안영식 한국직업교육학회 2012 職業 敎育 硏究 Vol.31 No.3

본 연구는 중소기업 근로자의 조직학습과 조직문화가 조직몰입에 미치는 영향을 분석함으로써 기업의 조직몰입 향상 방안을 제시하고자 실시되었다. 연구는 구조방정식모형의 절차를 따라 개념모형 개발, 자료수집, 개념모형 검증, 모형 수정, 최종모형 선정의 과정을 통해 이루어졌다. 이를 위해 현재 중소기업체에서 근무하고 있는 359명의 근로자가 본 연구에 참여하였다. 조사에 사용한 설문지는 선행연구를 토대로 하여 조직학습의 측정변인을 실행학습, 실험학습, 간접학습, 공유학습으로, 조직문화의 측정변인을 집단문화, 개발문화, 계층문화, 합리문화로 조직몰입의 측정변인을 정서적 몰입, 지속적 몰입, 규범적 몰입으로 구성하였다. 조사자료를 분석한 결과, 조직학습과 조직문화 모두 조직몰입에 긍정적인 영향을 미치고 있음을 확인하였다. 특히, 조직문화는 조직몰입에 직접적으로 영향을 미치는 변인이며, 조직학습은 조직문화를 통해 조직몰입에 간접적으로 영향을 미치는 변인임을 확인하였다. 이처럼 중소기업의 조직학습과 조직문화는 직접 또는 간접적으로 조직몰입에 영향을 미치고 있음을 알 수 있었다. 이러한 구조적 관계를 바탕으로 중소기업의 조직학습과 조직문화 형성을 지원한다면 보다 효율적으로 근로자의 조직몰입을 추구할 수 있을 것이라 판단된다. 더불어 이상의 연구결과를 바탕으로 중소기업 근로자의 조직학습, 조직문화, 조직몰입에 대한 다양한 제언을 제시하였다. The purpose of this study was to analyze the organizational learning and organizational culture of small and medium sized enterprises on organizational commitment and suggest strategies for the improvement of organizational commitment. The process of this study was used Structural Equation Modeling with developing conceptual model, collecting data, proofing conceptual model, revising model, and choosing final model. 359 small medium sized enterprise employees were participated for this study. Survey questionnaire was made based on the literature review. The survey variables consisted of organizational learning--learning by doing, trial & error learning, indirect learning, and shared learning; organizational culture--group culture, development culture, hierarchical culture, rational culture; and organizational commitment--affective commitment, continuance commitment, normative commitment. As a result of this study, organizational learning and organizational culture have positively influenced organizational commitment. Especially, organizational culture was the variable to direct influence on organizational commitment and organizational learning was the variable to indirect influence on organizational commitment through organizational culture. In conclusion, organizational learning and organizational culture of small and medium sized enterprises have direct or indirect influenced organizational commitment. Small and medium sized enterprises need to provide organizational learning and organizational culture to strengthen employee's organizational commitment. Several implications are suggested based on conclusions

밀레니얼 세대의 주관적 경력성공과 조직몰입의 관계에서 경력몰입의 매개효과

오문환,김세찬,박지환 한국인터넷전자상거래학회 2022 인터넷전자상거래연구 Vol.22 No.2

The purpose of this study is to verify the relationship among subjective career success, career commitment, and organizational commitment for millennials, and also the mediating effect of career commitment between subjective career success and organizational commitment as well as the moderating effect of perceived organizational support in the relationship between career commitment and organizational commitment. For this purpose, we conducted a online survey method for millennial’s(born between 1981 and 1995) office workers to verify the relationship between study variables. As a result of data analysis through hierarchical regression analysis, it was found that subjective career success showed a positive relationship with career commitment(Hypothesis 1) and organizational commitment(Hypothesis 2), respectively. Career commitment also showed a positive relation with the organizational commitment(Hypothesis 3), and it was found that there was a significant mediating effect of career commitment(Hypothesis 4) between subjective career success and organizational commitment using 2-step regression analysis by Zhao, Lynch, & Chen(2010) and PROCESS macro by Preacher & Hayes(2008). On the other hand, in the results of examining the moderating effect of perceived organizational support in the relationship between career commitment and organizational commitment, contrary to the hypothesis(Hypothesis 5), there was no moderating effect. This study is meaningful in that it is a study on subjective career success that reflects the specificity of millennials, and attempts a new approach to organizational commitment of millennials. Finally, the theoretical, managerial implications, limitations, and future directions were discussed.