직무만족과 조직몰입에 관한 연구 : 부산지역 중소제조업체를 중심으로

다국어 초록 (Multilingual Abstract)

1. Introduction
Job satisfaction and organizational commitment have important implication for the relationship between individual and organization.
It is the purpose of this study to review the cause, method, and correlation of job satisfaction and organizational commitment, and to propose the way in which individual and organization can be promoted in harmony.
2. Theoretical Study.
Job satisfaction can be defined as a positive appreciation of individual about job or job circumstances. And organizational commitment means the will and behavior with which members who accept the goal and value of their organization try to make efforts for their organization. Although there have been many studies on this subject, job satisfaction and organizational commitment have only been studied as a seperate item. So, this study attempts to compare and examine these two variables and attempts to study them as similar causes and forecasting points in view of organizational effectiveness.
Job satisfaction can be explained as a emotional, present and post oriented and short-term idea but organizational commitment is a objective, present and future oriented and long-term idea. It can't be denied that these two factors are very important for the development of both individual and organization. But, in aspect of forecasting cause of organizational effectiveness the idea of organizational commitment can be said more objective, safe and useful than that of job satisfaction.
3. Hypothesis
The followings are hypothesis anticipated between job satisfaction and organizational commitment which are planned to study the relationship between job satisfaction and organizational commitment.
Hypothesis I : The level of job satisfaction will be positively related to organizational effectiveness.
Hypothesis II: The level of organizational commitment will be positively related to organizational effectiveness.
Hypothesis III: The level of job satisfaction will be positively related to the level of organizational commitment.
Hypothesis IV : The correlation of organizational commitment and organizational effectiveness will be higher than that of job satisfaction and organizational effectiveness.
Hypothesis V : The correlation of organizational commitment and organizational goal attainment will be higher than that of job satisfaction and organizational goal attainment.
Hypothesis VI: The correlation of organizational commitment and cohesion will be higher than that of job satisfaction and cohesion.
Hypothesis VII: The correlation of organizational commitment and intent to quit will be higher than that of job satisfaction and intend to quit.
Hypothesis VIII: The correlation of organizational commitment and absenteeism will be higher than that of job satisfaction and absenteeism.
4. Study Method
The method used for the test of eight hypothesis are mean and standard deviation, difference analysis, Pearson's correlation, multiple regression analysis, significance level test.
The samples are 386 employees in 7 small-middle scale manufacturing enterprises.
Questionaire consists of 50 items, which were 26 items representing the level of job satisfaction, 13 items representing the level of organizational commitment, 4 items measuring the organizational effectiveness which is used to compare job satisfaction and organizational commitment, 7 items representing individual's characteristics.
5. Result
The result of the data analysis are as follows:
Hypothesis I : Organizational commitment was positively related to organizational effectiveness (R=0.5294, P<0.0l).
Hypothesis II: Job satisfaction was positively related to organizational effectiveness (R=0.4781, p<0.0l)
Hypothesis III: The level of job satisfaction was positively related to the level of organizational commitment (R=0.7308, p<0.0l)
Hypothesis IV: The correlation of organizational commitment and organizational effectiveness was higher than that of job satisfaction and organizational effectiveness (P.C.: R=0.5294, J.S.: R-0.4781)
Hypothesis V : The correlation of organizational commitment and organizational goal attainment was not higher than that of job satisfaction and organizational goal attainment.
Hypothesis VI: The correlation of organizational commitment and cohension was not higher than that of job satisfaction and cohension.
Hypothesis VII: The correlation of organizational commitment and intent to quit was higher than that of job satisfaction and intent to quit.
Hypothesis VIII: There was no relationship between organizational commitment and absentenism. So, this article was rejected.
6. Conclusion
It is reasonable to conclude that the correlation of organizational commitment and organizational effectiveness is higher than that of job satisfaction and organizational effectiveness. That is to say, organizational commitment has strong association with individual development and organizational effectiveness than job satisfaction has. Therefore, if we intend harmonic development of organization and individual, we must lay emphasis on organizational commitment of members.

목차 (Table of Contents)

• 目次 = ⅰ
• 第1章 序論 = 1
• 第1節 間題의 提起 = 1
• 第2節 硏究方法 및 構成 = 3
• 1. 硏究方法 = 3
• 2. 硏究의 構成 = 4
• 第2章 職務滿足과 組織沒入에 관한 理謝的 背景 = 5
• 第1節 職務滿足에 관한 硏究 = 5
• 1. 意義 및 沿革 = 5
• 2. 動機賦與理論에서의 職務滿足度의 位置 = 7
• 3. 職務滿足에 影響을 미치는 諸 要因 = 10
• 4. 職務滿足 硏究結果에 대한 評價 = 19
• 第2節 組織沒入에 관한 硏究 = 22
• 1. 組織沿入의 意義 = 22
• 2. 組織沒入의 類型 = 25
• 3. 組織沒入의 過程에 관한 諸 理論 = 29
• 4. 組織沒入의 影響變數 = 35
• 第3節 職務備滿足과 組織沒入의 比較的 考察 = 42
• 1. 聊務備滿足과 組織沒入에 대한 經驗主義的 硏究 = 48
• 2. 職務備滿足과 組織沒入의 差異點 = 46
• 3. 職務滿足과 組織沒入 硏究의 問題點 = 50
• 第3章 實態硏究의 計劃 = 51
• 第1節 標本構成 = 51
• 第2節 設問紙構成 = 51
• 第3節 分析方向 = 58
• 第4章 實態硏究 分析 = 60
• 第1節 現況分析 = 60
• 1. 職務滿足度의 現況分析 = 61
• 2. 組熾沒入度의 現況分析 = 67
• 第2節 相關分析 및 回歸分析 = 69
• 1. 職務滿足 項目間의 相關分析 = 69
• 2. 職務滿足과 組織沒入의 相關分析 = 70
• 3. 職務滿足 및 組織沒入과 組澈有效性의 相關分析 = 72
• 4. 職務滿足 및 組織沒入과 組織有效性의 回歸分析 = 74
• 第5章 結論 = 76
• 參考文獻 = 80
• 英文抄錄 = 85
• 附錄 = 91