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이선규,이웅희,전기상,한수덕,Lee, Sun-Kyu,Lee, Ung-Hee,Jeon, Ki-Sang,Han, Soo-Deok 한국산업경영시스템학회 2006 한국산업경영시스템학회지 Vol.29 No.3
This paper aims to examine the main factors of the organizational climate and analyze their effects on job involvement. To accomplish these purposes, the nam factors of the organizational climate such as diversity, autonomy, redundancy, connectivity and flexibility were found from the previous studies. The questionaries of 350 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 298 were obtained and 267 were analyzed through frequencies, correlation and multiple regression. The results of this study are as followings; First, we conducted exploratory factor analysis for five constructs(diversity, autonomy, redundancy, connectivity and flexibility) using oblique rotation method that did not assume independence among the factors and main factors of knowledge management were grouped together by five factors. Second, it is shown that four main factors of organizational climate have a positive influence on the job involvement(p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.
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이선규(Sun-Kyu Lee),이웅희(Ung-Hee Lee),전기상(Ki-Sang Jeon),한수덕(Soo-Deok Han) 한국산업경영시스템학회 2006 한국산업경영시스템학회지 Vol.29 No.3
This paper aims to examine the main factors of the organizational climate and analyze their effects on job involvement. To accomplish these purposes, the main factors of the organizational climate such as diversity, autonomy, redundancy, connectivity and flexibility were found from the previous studies. The questionaries of 350 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 298 were obtained and 267 were analyzed through frequencies, correlation and multiple regression. The results of this study are as followings;<BR> First, we conducted exploratory factor analysis for five constructs (diversity, autonomy, redundancy, connectivity and flexibility) using oblique rotation method that did not assume independence among the factors and main factors of knowledge management were grouped together by five factors. Second, it is shown that four main factors of organizational climate have a positive influence on the job involvement (p < 0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.
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이선규(Sun-Kyu Lee),이웅희(Ung-Hee Lee),전기상(Ki-Sang Jeon),한수덕(Su-Deok Han) 한국직업재활학회 2006 職業再活硏究 Vol.16 No.1
본 연구의 목적은 취업한 장애근로자의 직무스트레스와 직무성과간의 관계를 규명하는데 있다. 이러한 연구의 목적을 달성하기 위한 연구방법으로는 관련된 변수들에 대한 국내ㆍ외의 문헌과 자료를 활용한 문헌적 연구방법과 실제 기업체에 근무하고 있는 장애근로자들을 대상으로 한 실증적 연구방법을 병행하였다. 실증적 연구방법에서는 선행연구를 바탕으로 가설을 설정하고 제 변수들을 계량적으로 측정 할 수 있도록 설문지를 작성하였다. 자료 분석방법으로는 변수들 간의 상관관계분석과 다중 회귀분석을 사용하였으며, 분석결과. 장애근로자의 직무스트레스 유발요인인 역할모호성과 역할갈등 및 역할과다의 적절한 관리는 직무스트레스 결과요인인 직무성과에 긍정적인 영향을 미쳐 업무성과를 향상시키고 궁극적으로 조직의 유효성에도 크게 기여하게 됨을 파악하였다. 이는 직무와 관련된 스트레스를 해결하지 않고서는 조직구성원 각 개인의 안정과 조직의 유효성은 기대할 수 없다는 사실이 장애근로자에게도 예외 없이 적용됨을 의미한다. This paper aims to examine the relationship between job stress and job performance of physically challenged employee. To accomplish this purpose. the stressor such as role ambiguity. role conflict and role overload were found from the previous studies. The questionaries of 150 were distributed to the physically challenged employees working at the Gumi Industrial Complex. The questionaries of 102 were obtained and 78 were analyzed through frequencies, correlation and multiple regression. The results of this study are as followings; First. it is shown that role ambiguity and role conflict have a negative influence on the job performance (p<0.05). Second, the job performance made a difference among the types of disability (p<0.05). This study. however. have several limitations. It should be kept in mind that these data were all self-reports. One cannot draw causal conclusions, and there is also the concern about possible percept-percept bias. We suggest that researchers use non-self-report measures of stressors and outcomes for future studies.
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