경찰조직문화가 직무만족과 조직몰입에 미치는 영향 = (The) effects of police organizational culture to the organizational commitment through the job satisfaction

다국어 초록 (Multilingual Abstract)

The Effects of Police Organizational Culture to the
Organizational Commitment through the Job Satisfaction
Yang, Won Kyu
Department of Public Administration
Graduate School, Kyungil University
Supervised by Professor Choi, Keun Youl
(Abstract)
The purpose of this thesis is to analyze effects on organizational
commitments of police officers' perception in organizational culture and their
job satisfaction in police community.
For this purpose, the thesis reviews the theoretical and empirical literatures
on the organizational culture, the job satisfaction, the organizational
commitments. Four different kinds of organizational culture were selected as
four independent variables : group culture, development culture, rational
culture and hierarchical culture. And the dependent variables listed as job
satisfaction and organizational commitments. Organizational commitments were
divided into affective, continuance and normative.
The thesis develops some hypotheses, and constructs a hypothetical model of
the organizational commitments of organizational culture and job satisfaction.
This thesis adapted a questionnaire method to research police officers in
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Daegu Provincial Police Agency. The survey was done through forty days
from August 5 to September 15, 2010. Data were collected from 529 police
officers. For empirical analysis, the effective number of respondents is 526.
SPSS for windows version 12.0 and Amos Package version 7.0 were applied
for the empirical analyses. Chronbach's alpha was used to compute internal
consistency. And reliability and validity issues was examined. Factor analysis
was employed to test the measurement model. The process involved in
developing the final structural model was explained. SEM(structural equation
modeling) was used to test the hypothesized relationships of the theoretical
model.
The results from structural equation modeling, the thesis makes three
conclusions as follows ;
First, in the police organization, the group culture, the development culture
and the rational culture was positively related to the job satisfaction but the
hierarchical culture was negatively related. This finding shows that certain
organizational culture-types are related to the desirable job satisfaction.
Second, the group culture, the development culture and the rational culture
did not have a significant effect on the affective commitment but the
hierarchical culture was negatively related. The group culture, the rational
culture did not have a significant effect on continuance commitment, the
development culture was negatively related, but the hierarchical culture was
positively related. The group culture, the development culture were positively
related to the normative commitment, the rational culture did not have a
significant effect, but the hierarchical culture is negatively related. In other
words, in the police organization, the level of normative commitment is higher
when police officers perceive that the organization has the characteristics of
the group culture or the development.
Third, the job satisfaction is positively related to the affective commitment,
continuance commitment, and normative commitment. The job satisfaction
was revealed to positively affect the organizational commitment. This positive
relationship between the job satisfaction and the organizational commitment
was consistent with the findings of other studies. Therefore, there is a
tendency for the satisfied individuals to achieve higher levels of organizational
commitment. The job satisfaction has the moderating effect on the
relationship between the organizational culture and the organizational
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commitment. The significance of this thesis indicates that the job satisfaction
plays as a moderating variable influencing the relationship between the
organizational culture and the organizational commitment. In addition to a
direct effect of the organizational culture, job satisfaction has an indirect
effect on the organizational commitment through its effect on the job
satisfaction.
Based on these analyses, this thesis provides some further research
proposals as follows ; First, The organizational culture is positively or
negatively related to the job satisfaction and the organizational commitment.
Therefore, the organizational culture is very important factor on the job
satisfaction and the organizational commitment. To improve the job
satisfaction and the organization commitment, it will be developed
harmoniously organizational culture. Second, the job satisfaction is positively
related to the organizational commitments. Therefore, to enhance
organizational commitments, it is necessary to improve job satisfaction.
Finally, To make better organizational commitments, it is necessary to
improve job satisfaction in the short-term and in long-term, it is needed to
balance and to improve organizational culture.