組織沒入에 關한 硏究 = The Increments of Organization Commitment

다국어 초록 (Multilingual Abstract)

Resent our socity has achieved highly economy development in a short time. This economic wealth creates advanced democracy like 6.29 Declaration but give birth to a labor-management and a voluntary turnover. The these indications have been influenced by the maintenace and development of the organization in terms of the loss of manpower. Therefore, it is necessary to adopt the positive manner about members of organizational atmosphere to improve commitment.
Commitment is loyalty to the organization. A loyal employee identifies with an organization and is involved in being an employee of that organization. Commitment concept is characterized by three factors: acceptance of the organization's values; willingness to exert effort on behalf of the organization; and desir to remain an employee of the organization.
Each research has a different opinion on the factors affective and the model of organizational commitment. Several researchers are studying by setting up anticidents and outcomes or moderated variables. Resent research refers to attitudinal commitment and behavioal commitment.
The purpose of this thesis is to formulate a theoretical system about organizational commitment and to lay the foundation of empirical study and is to adopt to lead the positive manner for organization development. To achieve this purpose, this paper consists of two parts: the theoretical study and the positive manner of members form the experienced analysis.
There are related with the age, tenure, the status in organization, equity of pay, achievement needs of private characteristic varibles. As job-related characteristic varibles, the job satisfaction positively relates to the organizational commitment and the role conflict negatively relates to organizational commitment. The considerative leadership and group cohesiveness in organizational characteristic variable is intimately connected with organizational commitment.
According to the result of this thesis, I want to suggest the solutions of adopting organizational atmosphere td public and private managers. Lastly, considering organizational commitment provides various deep knowledge for human resources in organization, the theoretical and emprical study for organization commitment should be continued in spite of its negative effectiveness. Therefore, the future study should be examined the small unit for organization development.

목차 (Table of Contents)

• Ⅰ. 序論
• 1.硏究의 目的
• 2. 硏究의 範圍 및 方法
• Ⅱ. 組織沒入에 關한 理論的 考察
• 1. 組織沒入의 接近
• 2.組織沒入의 類型과 효能
• Ⅲ. 組織沒入에 關한 先行硏究 및 示唆點
• 1.外國의 先行硏究
• 2.韓國의 先行硏究
• 3. 先行硏究의 示唆點
• Ⅳ. 組織沒入의 增進方案
• 1.組織沒入의 次元
• 2.組織沒入의 要因
• 3.組織沒入의 增進方案
• Ⅴ.結論
• 參考文獻
• SUMMARY