고성과 관리 방식이 조직 몰입에 갖는 차별적 효과에 관한 연구 - 한국, 중국, 일본의 비교 분석

장은미(Eun-Mi Jang) 한국인사관리학회 2006 조직과 인사관리연구 Vol.30 No.3

  The existing studies on the commitment HR practices have supported the positive effects on firm performance, but most of these studies are bound at the company level analyses. Extending these assertions into individuals in countries other than the U.S., seems to be an interesting research agenda because comparative studies insist that employees’ attitudes and behaviors are largely influenced by their cultural values. This attempt requires a multi level frame of analysis of incorporating company level variables of HR practices and individual level variables of perceptions and attitudes.<BR>  The current research examines effects of commitment HR practices on employees’ organizational commitment in Korea, Japan, and China. Consistent data are provided that HR practices in these countries are under fundamental changes; i.e., moving toward the so called Western style of management such as individual performance based management and short term employment. Despite these notable changes, empirical studies of examining their effects on employees’ attitudes at the workplace are very rare.<BR>  Hypotheses were developed relying upon the existing assertions regarding culture bound and culture free facets. Two sets of hypotheses were developed on culture bound propositions. First, the effects of pay for performance, promotion for performance, and objective performance appraisal on organizational commitment will be bounded by the collectivism; i.e., the more collectivistic, the more negative effect on organizational commitment. Employment security policy, on the other hand, is supposed to enhance organizational commitment, bounded by the value of uncertainty avoidance; i.e., the more uncertainty avoidance, the more positive effect on organizational commitment of the employees. One hypothesis was developed on the culture free aspect; i.e., training will trigger a positive effect on organizational commitment in all the three countries.<BR>  I collected data from 23 companies and 735 employees in the capital cities of the three countries (Seoul, Tokyo, and Peking) from June to December, 2004. I asked information regarding the HR practices to an experienced HR manager of each company, and asked individual data to about 40 individual employees sampled from each company. GLS was used to examine the research hypotheses. ANOVA shows that employees of the three countries show distinct cultural values; Korea and China are more collectivistic than Japan; in terms of uncertainty avoidance, Korea is ranked the highest, followed by China and Japan. Regarding the culture bound effects, all the hypotheses were not supported. The collectivistic Koreans responded more positively to promotions based on individual performance, while negative effects are detected more in less collectivistic Japanese and Chinese. Also, the effect of employment security on organizational commitment was found to be positive in Japanese employees with the least uncertainty avoidance value. On the other hand, the effect of training was found to be significant across in the countries, supporting the culture free hypothesis.<BR>  These results, in general, show that the effects of the commitment practices on employees’ attitudes tend to vary between the three countries, but these differences are not effectively explained by their cultural values. Rather, the timing and mode of transformation may provide some insights; in China, the radical changes in the HRM are described as government initiated, which may mean that the values of the changes have not been yet well internalized among employees. These were captured by the negative reactions of Chinese employees to pay and promotion for individual performance. In Korea, the transformation has more than two decade of history, and is regarded as strategic reactions of companies to survive in the competitive markets. Therefore, Koreans reacted the most positively to the new   본 연구는 고성과 또는 몰입형 인적자원 관리 방식을 동양권에 도입하는 데에 있어서 고려해야 하는 문화적 가치관의 차이에 초점을 두고 시작되었다. 미국의 문화와 매우 상이한 가치를 갖고 있다고 평가되는 한국, 중국, 일본의 총 23개 기업, 735명의 종업원들을 대상으로 하여 고성과 관리 방식들이 종업원들의 조직 몰입에 미치는 효과에 대하여 다수준 분석을 실시하였다. 분석 결과, 세 국가의 종업원들은 집단주의와 불확실성회피 성향에서 유의적인 차이를 보여 세 나라간의 문화적인 가치에 있어서 차이가 있음이 다시 한번 입증되었다. 이러한 문화적 가치의 차이에 따라 인적자원 관리방식의 효과에 차이가 있을 것이라는 전제하에, ‘culture bound’와 ‘culture free’의 시각에서 몰입형 관리 방식의 효과를 살펴보았다. 고성과 관리방식의 효과는 국가별로 차이가 있으나 이를 ‘culture bound’하게, 즉 문화적 가치로 설명하기는 어려운 양상을 보이고 있다. 한편 ‘culture free’한 효과를 가질 것이라고 지적되는 종업원 교육 훈련의 경우에는 세 국가에서 모두 긍정적인 효과를 보이고 있다. 이러한 결과들에 대한 토론과 시사점이 제시되고 있다.

이혼예방을 위한 결혼전 준비교육에서 헌신(獻身)이 주는 의미

공정환(Junghwan Kong) 한국기독교교육정보학회 2020 기독교교육정보 Vol.0 No.67

This study examines the meaning of commitment and the necessity of education among the contents of premarital preparation education for the prevention of divorce. In the existing premarital preparatory education, more emphasis is placed on commitment, suggesting research on the meaning, model and behavior of commitment. In the existing premarital preparatory education, more emphasis is placed on commitment. And it proposes research on the meaning of commitment, the model of commitment, and the behavior of commitment. In additional, by examining the causes of the increase in the actual divorce rate and divorce rate in Korea and emphasizing the need for premarital education and the importance of commitment among the contents of the education, it suggests how prospective couples should prepare their marriage. Many researchers argue that while access through support policies and institutional improvements is important, it is high in terms of effectiveness to prevent divorces through premarital preparatory education first. Subsequent studies can also confirm the effective effects of prevent divorce and increasing marital intimacy. The commitment and intimacy of the couples are related. If commitment is high, intimacy is high, and if commitment is high even if intimacy is low, if commitment is high, there is a high tendency to maintain a relationship. This can be said to emphasize the appropriateness and necessity that education on commitment must be inserted in premarital preparation education for reserve couples. Christian commitment appears to be the service(diaconia) of Jesus Christ, which the Bible suggests means a union between Jesus Christ and the church, which confirms that it leads to the service of husband and wife. This can be expanded to explain the relationship between Jesus Christ and the church, husband and wife, and the kingdom of God through family through mutual service between the couples. You learn true service from Jesus Christ and look at what you should apply through the lives of couples.

리조트 조직문화가 종사원들의 조직몰입에 미치는 영향

안갑수(Kap Soo Ahn),윤지환(Ji Hwan Yoon),박영진(Young Jin Park) 한국관광연구학회 2012 관광연구저널 Vol.26 No.6

This study is to examine importance and utilization plan of organization cultures and to analyze relationship between organization cultures and organizational commitment for improvement of organization effectiveness of corporate culture. For identification on major factors influencing organizational commitment of resort employees, this study divides organizational culture into four subculture types as the independent variable: rational culture, developmental culture, hierarchical culture and group culture. It also separates organizational commitment into threes factors as the dependent variable: affective commitment, continuance commitment and normative commitment. The control variable such as age, sex, tenure, position and department. In conclusion, the above results of this study leave following suggestions: First, in the impacts of types of organizational culture on organizational commitment, developmental culture, hierarchical culture and group culture positively affect affective commitment, and on the other hand, rational culture did not have positive effect on the affective commitment. Second, the developmental culture has have more positive impact on the continuance commitment and normative commitment than other types of culture.

Analysis of Task Commitment Types of Science Learning in High School Students` Biology Classification

Won Jung Kim,Jung Ho Byeon,Yong Ju Kwon 한국과학교육학회 2013 한국과학교육학회지 Vol.33 No.4

The purpose of this study was to analyze task commitment types of science learning in high school students` biology classification. Thirty students were selected as the representatives of five task commitment types according to task commitment type inventory scores. They participated in think-aloud biology classification task. To analyze the procedural characteristics of task commitment, a coding scheme and think-aloud task were developed. Characteristics of respective task commitment types were identified from the result of the think-aloud protocol coding analysis. They are TGC(task goal commitment) type. LGC(low goal commitment) type. CC(conditional commitment) type, SC(suspended commitment) type, and DC(delayed commitment) type. Findings gained from this study are expected to serve as the foundation of task commitment enhancement strategies and as the information on the characteristics of each task commitment type. Also, future studies are required to investigate the commitment-related properties not only in biology classification but also in other science learning situations.

병원급식 종사자의 조직헌신성 분석

김혜진 대한영양사협회 1996 대한영양사협회 학술지 Vol.2 No.1

For the purpose of disclosing the relationship between job characteristics and satisfaction and organizational commitment for foodservice employees, questionnaire survey was carried out on 427 subjects of 14 general hospitals in Seoul, Korea. Questionnaire items consisted of general characteristics, organizational commitment, job satisfaction and characteristics. Data were analyzed by ANOVA, Duncan's multiple range test and Pearson correlation using SPSS PC package. The results were as follows: 1. Mean score of value commitment and commitment to stay were 3.57 and 3.67. 2. There were significant differences between value commitment and age, marital status department, period and management, and between commitment to stay and experience and management. 3. Mean score of job satisfaction was the highest in co-workers(3.37) and work itself (3.37) and followed by in supervision(3.25), wage(2.43) and promotion(2.01). There were significant differences between job satisfaction for work itself and age, educational status and job department and management, between job satisfaction for wage and position, department, period and management, between job satisfaction for supervision and age, educational status and department, between job satisfaction for promotion and age, marital status, position, period, and management, between job satisfaction for co-workers and sex and educational status. 4. Mean score of job characteristics was the highest in dealing with others(4.13) and followed by in feedback(3.51), autonomy(3.29), task identify(3.07), variety(2.71) and friendship(2.47). 5. Job satisfaction for work itself, supervision and co-workers were significantly increased with increasing value commitment. Job satisfaction for work itself, supervision were significantly increased with increasing commitment to stay. Job satisfaction for promotion had negative correlation with organizational commitment in all job position. 6. Value commitment had significantly positive correlations with variety, autonomy, identity, feedback and dealing with others, and significantly negative correlation with friendship. Commitment to stay had significantly positive correlations with dealing with others, and significantly negative correlations with friendship. In all job position organizational commitment had significantly negative correlations with friendship.

The Differing Impacts of Commitment Profiles on Employee Turnover Intentions and Discretionary Effort: Implications for Practice and Theory

Hyun Sung Oh 한국무역연구원 2014 貿易 硏究 Vol.10 No.6

The purpose of this study was to extend research on organizational commitment by examining organizational commitment profiles. This research advanced the commitment literature by investigating the relationship between commitment profiles and employee performance and retention. Commitment profiles were investigated using Allen and Meyers (1990) measures of affective and continuance commitment. Commitment profiles were generated using k-mean cluster analysis. Results of cluster analysis showed that there were four distinct commitment profiles. These were labelled as highly committed (i.e., high affective and continuance commitment), non-committed (i.e., low levels of affective and low continuance commitment), affective dominant(i.e., high affective and low continuance commitment) and continuance dominant(i.e., high continuance and low affective commitment). The results of the analysis of variance found that the highly committed and affective dominant profiles were the most desirable with lower turnover intentions and higher levels of self-reported discretionary effort compared to the non-committed and continuance dominant profiles. Unexpectedly, there was no difference in levels of discretionary effort between the non-committed profile and the affective dominant and highly committed profile. The implications of these results for commitment research and practice are discussed.

헤어미용사의 회복탄력성이 조직몰입에 미치는 영향

정희영 한국미용학회 2020 한국미용학회지 Vol.26 No.2

The purpose of this study is to analyze the effects of resilience on organizational commitment of hairdressers and to provide basic data for strategic human management in hair salon management. For this study, data were collected through a questionnaire survey for hairdressers in Daegu, Gyeongbuk, and Chungcheong-do, and the results were analyzed after statistical processing. The results showed that the resilience of hairdressers had a significant effect on tissue commitment. In particular, self-regulatory factors of resilience were found to have a positive effect on emotional commitment, continuous commitment, and normative commitment. And Interpersonal relationships were analyzed to have a negative effect on continuous commitment. The study found that resilience is a major variable affecting organizational commitment. Therefore, hair salons need to increase their organizational commitment by developing various programs to improve their resilience. In addition, various efforts should be made to reinforce organizational commitment at the industry level. This is due to the higher the organizational commitment, the higher the job performance.

Qualitative Clarification of The Nature of Normative Commitment Mindsets Associated with Commitment Profiles

Hyunsung Oh(오현성) 대한경영학회 2016 大韓經營學會誌 Vol.29 No.9

항공사 객실승무원의 다차원적 조직몰입이 고객지향성에 미치는 영향 연구

유정선 관광경영학회 2018 관광경영연구 Vol.81 No.-

The purpose of this study was to investigate the relationship between Organizational Commitment and Customer Orientation of flight attendants. The self-Communication method was adopted to collect the data in August, 2016. A total of 200 questionnaires were completed but 182 data were statistically analyzed by utilizing SPSS Version 18.0 and Amos Version 18.0 statistics. Factor and Confirmatory Factor Analysis were conducted. Path Analysis were followed to verify the relationship between independent and dependent variables. It was found as follows: First, Organizational Commitment is consisted with Affective Commitment, Normative Commitment and Continuance Commitment. Also Customer Orientation is consisted with Voluntary Customer Orientation, and Business Customer Orientation. Secondly, regarding the relationship between Organizational Commitment and Voluntary Customer Orientation, both Affective Commitment and Normative Commitment positively affect Voluntary Customer Orientation. However Continuance Commitment negatively affect Business Customer Orientation. Thirdly, regarding the relationship between Organizational Commitment and Business Customer Orientation, only Affective Commitment positively affect Business Customer Orientation. Based on those results, the contribution, limitation, and some of recommendation for the future research have been suggested.

THE STUDY OF THE ANTECEDENTS AND SUBSEQUENCES OF SUPPLY CHAIN PARTNER TRUST AND COMMITMENT

Sheng-Hsiang Li 인하대학교 정석물류통상연구원 2008 인하대학교 정석물류통상연구원 학술대회 Vol.2008 No.3

As competition is growing, products and services become more homogeneous, and markets become mature, it is becoming increasingly harder for companies in both manufacturing and service industries to differentiate themselves from other organizations. Merely providing partners with technical solutions to problems does not suffice anymore to be competitive and gain and retain market share. Various value-added services, which start before the actual transaction and go far beyond it, have to be delivered in order to stay competitive and create partner loyalty. Loyal partners will generate more revenues in the long run. In the relationship marketing literature the concept of commitment plays a central role, as it is a major characteristic of relationship marketing models. Commitment refers to an implicit or explicit pledge of the continuity of a relationship between exchange partners. It is commonly agreed that partners in an alliance must have a high degree of trust and commitment towards their relationship. If trust and commitment is lacking, the alliance relationship will soon come to an end. This study aims to analyze the antecedents and subsequences of alliance partner trust and commitment. The antecedents of alliance partner trust and commitment include relationship benefits, relationship termination costs, shared values, information sharing, opportunistic behavior, satisfaction, total interdependence, interdependence asymmetry, quality, enhancing competitive advantage, corporate culture, and partner’s reputation. The meaning of communication is similar to information sharing. The subsequences of alliance partner trust and commitment include acquiescence, cooperation intension, conflict, and uncertainty. The propensity to leave is similar to the other side of cooperation intension. Uncertainty includes decision-making uncertainty, behavioral uncertainty, and technological uncertainty. Affective commitment, that is commitment based on attraction between partners, is to be preferred over calculative commitment. The latter form of commitment is based on constant weighing of the benefits of a relationship with a partner against the costs of that relationship. Relationships based solely on calculative commitment are also most likely not to last for an extended time. Affective commitment is related to trust in the partner’s honesty and benevolence, quality of the outcome of the service process, and partner satisfaction with the service being delivered. The quality of the service process has an indirect effect on affective commitment, as it is related to satisfaction. Furthermore, it is shown that affectively committed partners have a much stronger intention to stay in a relationship with a service provider than calculative committed partners.