병원 구성원들의 직종별 조직몰입의 영향요인에 관한 연구

방용주 ( Yong Joo Bang ),하호욱 ( Ho Wook Ha ),손태용 ( Tae Yong Sohn ) 한국병원경영학회 2002 병원경영학회지 Vol.7 No.4

The purpose of this study was to analyze the characteristics of socio-demographic, organizational culture, organizational conflict and organizational commitment, and to examine the interrelation of influential factors in the organizational commitment. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics the respondents` level of the organizational commitment was higher in a administration staff members than others, for males than females, and for employees aged more than forty, as working for longer time, and as higher level of the working position. 2. According to the organizational culture characteristics the progressive culture, affiliative culture, and task-focused culture among many types of organizational culture were moderately and positively correlated with the level of the organizational commitment while the hierarchical culture was negatively correlated. 3. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the organizational commitment was higher. And, technical conflict experiences were expressed greater than herarchical confhct experiences. 4. According to the job satisfaction Characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the organizational commitment was higher. The most important factor of the satisfactions was the fellowship among the respondents while the level of job satisfaction for the promotion and salary was average. 5. Overall, according to the result of Multiple Regression as older age and longer working hours, the level of the organizational commitment was higher and as a higher level of the satisfaction for the promotion, working itself, salary, and fellowship in the organization, it caused more effective factors for the organizational commitment. 6. According to the result of Multiple Regression for the doctor staff members in special hospitals rather than general hospitals the hierarchical culture and task focused culture was positively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was negatively correlated with the organizational commitment. For the nursing staff members the affiliative culture and the job satisfaction for the promotion, working itself, salary, and fellowship were positively correlated with the organizational commitment. For the administration staff members as the job satisfaction for the fellowship was positively correlated with the organizational commitment. For medical and pharmacy staff members as more working experience, correlation with the organizational commitment was positive. Besides, as he or she has a high perception of the affiliative culture, it caused statistically more effective factors for the organizational commitment. For the slull and technicians, male worker expressed greater organizational commitment in the organization than female worker. And also older age along with higher education also showed higher organizational commitment. Moreover, the job satisfaction for the fellowship was positively correlated with the organizational commitment. This study identified the major effective factors of the organizational commitment and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital

병원종사자의 조직갈등 및 조직몰입에 영향을 미치는 요인에 관한 연구

김영훈 ( Young Hoon Kim ),김한중 ( Han Joong Kim ),조우현 ( Woo Hyun Cho ),이해종 ( Hae Jong Lee ),박종연 ( Chong Yon Park ),이선희 ( Sun Hee Lee ) 한국병원경영학회 2002 병원경영학회지 Vol.7 No.1

The purpose of this study is to analyze the interrelation of influential factors in organizational conflict and organizational commitment. The data for this study were collected through a self-administered survey with a structured questionnaire to 1,167 subjects from several nursing staff members, administration staff members and medical technicians of six hospitals. In this analysis frequency test, t-test, ANOVA, hierarchical multiple regression and structural equation model were used. The main findings of this study are as follows. 1. Factors which influence organizational conflict were analyzed. The type of occupation and the year of service were socio-demographic variables which influenced organizational conflict positively. Adjusted R square was 0.03. Perceptions on organizational structure and organizational culture were analyzed with two- level variables that were added. The findings were as follows. Adjusted R square increased to 0.25. The year of service, internal process culture and rational goal culture were positive variables. The design of organizational structure, human relations culture and open system culture were negative variables. 2. Variables which influence organizational commitment were analyzed. Age and the year of service were positive variables, while academic background based on high school education was a negative variable. Adjusted R square was 0.16. Perceptions on organizational structure and organizational culture were analyzed with two-level variables that were added. The findings were as follows. The characteristics of organizational structure, human relations culture and organizational culture were positive variables. Adjusted R quare increased to 0.55. The variables of organizational conflict were added in 3 steps. Findings were as follows. The variables of hierarchical conflict showed negative influence and were included in two-level influential variables. Adjusted R square increased to 0.56. 3. Structural equation model was analyzed in order to examine the relation between organizational structure and the variables of organizational cdture, organizational conflict and organizational commitment. Thirteen path coefficients out of seventeen path coefficients were significant. Age had negative influence on organizational conflict and positive influence on organizational commitment. The year of service had positive influence on organizational conflict and organizational commitment. The design of organizational structure, human relations culture and open system culture had negative mfhence on organizational conflict. They had positive influence on organizational commitment. Internal process culture and rational goal culture had positive influence on organizational conflict. Organizational conflict had negative influence on organizational commitment. The squared multiple correlation of this model was 25.1% in organizational conflict and 52.7% in organizational commitment. The conclusion of this study is as follows. Factors in organizational structure and organizational culture, rather than socio-demographic factors, had a stronger influence on the organizational conflict and organizational commitment of hospitals. In order to decrease organizational conflict, to increase organizational commitment and to maximize the effectiveness of hospital management, it is necessary to understand the overall relation between organizational structure, organizational culture, organizational conflict and organizational commitment, with the effort of improving personalized factors and individual factors of organization management.

외식종사원의 직무특성지각이 조직몰입에 미치는 영향 연구: 조직후원인식 조절효과 검증

이인숙,윤혜현 한국외식경영학회 2010 외식경영연구 Vol.13 No.3

The purpose of this study is to investigate effects of perception of job characteristics of foodservice employees on organizational commitment and moderating of perceived organizational support on effective relation between job characteristics and organizational commitment. For empirical analysis, the sample of 366 subjects were conducted of reliability and factor analysis to be examined variables, and multiple regression analysis was used for hypothesis verification. According to the results of this study, as for the perception of job characteristics of foodservice employees, feedback, task significance, and task identity autonomy (in order), had significantly positive effects on organizational commitment, while the perceived organizational support had positive moderating effect on relation of task identity autonomy and organizational commitment. Conclusively, the job characteristics of foodservice employees was the antecedent variable of organizational commitment. In particular, foodservice employees had stronger attachment to their organizations as they highly perceive feedback and task significance. As for the relation between task identity autonomy and organizational commitment, the employees had more positive attitude as members of organizations via perceived organizational support. The purpose of this study is to investigate effects of perception of job characteristics of foodservice employees on organizational commitment and moderating of perceived organizational support on effective relation between job characteristics and organizational commitment. For empirical analysis, the sample of 366 subjects were conducted of reliability and factor analysis to be examined variables, and multiple regression analysis was used for hypothesis verification. According to the results of this study, as for the perception of job characteristics of foodservice employees, feedback, task significance, and task identity autonomy (in order), had significantly positive effects on organizational commitment, while the perceived organizational support had positive moderating effect on relation of task identity autonomy and organizational commitment. Conclusively, the job characteristics of foodservice employees was the antecedent variable of organizational commitment. In particular, foodservice employees had stronger attachment to their organizations as they highly perceive feedback and task significance. As for the relation between task identity autonomy and organizational commitment, the employees had more positive attitude as members of organizations via perceived organizational support.

작업치료사의 직업윤리가 조직몰입에 미치는 영향

홍기훈,김지훈 대한통합의학회 2023 대한통합의학회지 Vol.11 No.3

Purpose : The purpose of this study was to identify the degree of work ethics of an occupational therapist and examine the correlation between work ethics and organizational commitment. In this study, we aimed to investigate the effects of occupational therapists’ work ethics on organizational commitment. Through this study, we aim to determine the importance of work ethics and find a way to improve organizational commitment in occupational therapists. Methods : We conducted nationwide surveys on occupational therapists working in hospitals and other institutions from April 24, 2023 to May 30, 2023. We evaluated general characteristics, work ethics, and organizational commitment. General characteristics were analyzed using a frequency analysis. Work ethics and organizational commitment were examined using descriptive statistics. The correlation among work ethics and organizational commitment was analyzed using the Pearson correlation coefficient. Additionally, a multiple regression analysis was conducted to identify factors that affected organizational commitment. Results : The results of this study were as follows. First, the average score of work ethics was 3.32 ± .32. Second, a significant positive correlation was observed between work ethics and organizational commitment (p<.01). And as a result of the correlation between work ethics sub-factors and organizational commitment, wasted time (r=.261, p<.01), centrality of work (r=.366, p<.01), morality/ethics (r=.470, p<.01), leisure (r=.189, p<.05), delay of gratification (r=.410, p<.01), hard work (r=.437, p<.01), self-reliance (r=.233, p<.01) showed a statistically significant correlation. Third, the sub-factors of work ethics that influenced organizational commitment, including morality/ethics (β=.302, p<.01), hard work (β=.271, p<.01), and delay of gratification (β=.205, p<.01) were identified. Conclusion : In conclusion, the results of this study underscore the importance of work ethics in influencing organizational commitment. Through this study, we recognized the importance of work ethics, which may serve as basic data to promote work ethics and improvement of organizational commitment.

윤리경영의 운영과 리더에 대한 신뢰가 조직몰입에 미치는 영향

최창명 ( Chang Myeung Choi ) 아시아.유럽미래학회 2005 유라시아연구 Vol.2 No.2

본 연구는 기업의 구성원을 대상으로 윤리경영의 운영과 리더에 대한 신뢰가 조직몰입에 어떠한 영향을 미치는지를 밝히고자 한 연구이다. 본 연구의 기본 모형은 윤리경영의 운영을 독립변수,조직몰입을 종속변수로 하며,이 두 변수관계에 대해 리더에 대한 신뢰가 조절효과의 역할을 할 것이라는 모형으로 설정한다. 본 연구를 위한 모집단은 윤리경영을 실시하고 있는 기업 5개사, 윤리경영을 실시하지 않는 기업 3개사를 중심으로 연구를 실시하였다. 8개 기업을 대상으로 1,000부의 설문지를 배포하여 회수된 335부중에서 불성실하게 작성된 12부를 제외한 323부를 대상으로 실증분석을 실시하였다. 실증분석의 결과는 구체적으로 다음과 같다. 첫째, 윤리경영의 운영이 조직몰입에 미치는 영향을 살펴보기 위해 설정한 가설 1의 경우 조직몰입에 영향을 주는 하위 요소들을 살펴보면,①CEO의 강력한 실천의지,②윤리교육.훈련 및 코치, ③ 이해관계자 동참유도이다. 둘째, 본 연구자는 리더에 대한 신뢰가 윤리경영의 운영과 조직몰입 사이에 조절효과가 있는 것으로 보고 가설 2를 설정하였다. 검증결과 리더에 대한 신뢰는 윤리경영의 운영과 조직몰입 사이에 부분적으로 조절효과가 있는 것으로 나타났다. 셋째, 본 연구에서는 리더에 대한 신뢰가 조직몰입에 중요한 영향을 미칠 수 있다는 판단아래 가설 3을 설정하였다. 검증결과 리더에 대한 신뢰의 하위요소인 계산에 기반한 신뢰,지식에 기반한 신뢰,동일시에 기반한 신뢰는 조직몰입에 유의한 영향을 미치는 것으로 나타났다(핵심 주제어: 윤리경영, 리더의 신뢰, 조직몰입). This study is the thesis to verify how operation of ethical management and trust of the leader affect the organizational commitment as the members of the company to accomplish the objectives. Therefore, as for basic model of this study, operation of ethical management becomes independent variable while organizational commitment becomes dependent variable, and any model, which trust of the leader will play the moderating role for these two variables, has been established. As for organizational commitment becomes dependent variable, this study tries to examine the relation between operation of ethical management and organizational commitment by taking any subjective evaluation to judge the qualitative aspect of the organization. Also, in case any analysis level is organizational level but not personal one, this study examines the relation between operation of ethical management and organizational commitment as demographic variables become the control variable because demographic variables can bestow very attentive impacts on the study result. Especially, this study has analyzed how operation of ethical management affects the organizational commitment as per trust of the leader. In this addition, this studyis executed that trust of the leader, namely calculus-based trust, knowledgebased trust, and identification-based trust, is regarded as moderating variable, also is regarded as directors or executives of the company to become the leader. It is noted that this study is the first trial in Korea. This study has been made for 5 companies executing ethical management and 3 companies not executing the one. Statistical analysis has been implemented by 323 questionnaires excluding 12 ones with insincerity among 1,000 questionnaires. Results of statistical analysis are as followings: Firstly, in case of Hypothesis-1 established to examine the factors affecting the organizational commitment, strong ① practical will of CEO,②ethic education/ training and coach, ③ induction of participation of the concerned parties are the significant factors affecting the organizational commitment. In the meanwhile, construction of ethical management system and evaluation/improvement of ethical management do not affect significantly the organizational commitment. This result shows that as for ethical management strong practical will of CEO is more important factor than any other factors in Korea. Namely, if CEO of the company expresses the strong will of ethical management and executes ethic education to the personnel, and induces the concerned parties for participation, it is judged that ethical management can be made in successful way. The fact that construction of ethical management and evaluation/improvement of ethical management do not affect significantly the organizational commitment shows that ethical management level in Korea is under the elementary step. Secondly, this research establishes Hypothesis-2 as trust of the leaderbestows any moderating effect between operation of ethical management and organizational commitment. This verification result shows that trust of the leader do not almost moderate between operation of ethical management and organizational commitment. ① It appears that the interaction factor of evaluation/improvement of ethical management and trust of the leader identically based on calculation shows any significant positive moderating effect between operation of ethical management and organizational commitment. ② It appears that the interaction factor of induction of participation of the concerned parties and trust of the leader identically based on identification shows any significant positive moderating effect between operation of ethical management and organizational commitment. Thirdly, this research examines Hypothesis-3 under the judgment that trust of the leader can affect significantly positive impact on organizational commitment. It is verified that calculus-based trust, knowledge-based trust, and identificationbased trust, which is the subordinate factors of trust, affect wholly significant positive impact on organizational commitment. The results clarified through this study can make the variables such as operation of ethical management and trust of the leader discovered in the studyof ethical management in future and such application can make abundantly the research for ethical management. Also this study indicates that trust of theleader of the company such as director, executive and etc. including CEO of the company attentively affects organizational commitment together with operation of ethical management. Last, the limitations of research and directions of future research are suggested.

다국적 기업의 조직문화 직무특성 조직몰입의 관계에 관한 연구

민경원 ( Kyeong Won Min ),이희수 ( Hee Su Lee ) 아시아.유럽미래학회 2016 유라시아연구 Vol.13 No.1

이 연구는 기존연구에서 인적자원 관리의 직무특성과 조직문화 간의 접점에 대한 논의가 미비하다는 데 문제의식에서 출발하여 조직문화, 직무특성과 조직몰입 간 영향 관계를 규명하는 데 주안점을 두며, 추가적으로 조직문화와 조직몰입 간 관계에서 직무특성의 매개 역할을 검증하고자 한다. 본 연구의 목적을 고려하여 한국에 진출한 외국계 다국적 기업의 조직구성원을 연구 대상으로 한다. 다국적기업은 모기업의 조직문화와 현지 기업의 조직문화가 다르고, 다문화 배경의 구성원들로 이루어져 있으며, 직무설계 또한 모기업의 영향을 받는다는 점에서 다국적 기업의 구성원은 설정된 변인 관계를 설명하는 데 적합한 연구대상이라고 할 수 있다. 본 연구에서는 조직문화의 개념을 Hofstede(1984)가 다섯 가지의 문화로 구성한 문화차원에 바탕을 둔다. 한국을 대상으로 연구에서 위 다섯 가지 문화 중 불확실성 회피성향, 장기적-단기적 지향성, 개인주의-집단주의가 요인분석 결과 타당도가 있는 것으로 연구된 바 있어 이 세 가지 문화차원을 사용하도록 한다. 다국적 기업들은 현지의 조직구성원과의 우호적인 관계가 중요하기 때문에 조직구성원의 직무만족과 조직몰입을 높이는 데 많은 노력을 기울인다. 조직몰입을 위해서는 급여와 같은 외적인 조건도 중요하지만, 그 무엇보다도 직원들이 업무 자체 즉 직무특성에 만족하는 것이 중요하다. 직무특성은 기술다양성, 과업정체성, 과업중요성, 자율성, 피드백 등의 5가지 요인으로 분류되며, 이 특성들을 잘 갖춘직무를 가진 조직구성원은 동기 부여와 직무 만족을 경험하게 되고, 조직에 몰입하여 결국 조직성과가 증대된다. 다국적 기업의 경우, 직무특성에 따른 직무 설계는 개인이나 집단의 행동과 마찬가지로 문화적인 관점에서 다루어져야 할 필요가 있다. 다양한 배경의 구성원들로 이뤄진 다국적 기업들은 단일 문화 조직에 비해 직무특성을 이해하는 데 의사소통 문제와 타문화 동료에 대한 이해 등이 훨씬 더 많이 요구된다. 위와 같이 주요 연구 변인의 개념과 이해를 바탕으로 변인 간 관계를 규명하고자 한다. 서울지역 외국계 다국적 기업 조직구성원 283명의 응답 결과를 분석을 통하여 다음과 같은 분석결과 및 시사점과 한계점을 제시할 수 있다.첫째, 다국적 기업의 조직문화는 조직몰입에 정(+)적 영향을 미쳤으며, 불확실성 회피성향, 장기적 지향성, 집단주의가 클수록 조직몰입도가 높은 것으로 나타났다. 조직의 장기적 지향성은 조직몰입과 같은조직 생산성 지표에 영향을 미치며, 장기적인 시각을 가진 동양적 가치가 한국 내 다국적 기업에서 유효하다는 것을 의미한다. 이 결과를 통하여 다국적 기업의 한국 조직구성원들은 불확실한 업무환경을 선호하지 않는다는 것을 알 수 있으므로 안정보다는 수익을, 장기적 성장보다 단기적 성과를 추구하는 기업의 경우 조직 관리에 이를 고려해야 한다. 집단주의 성향은 기존의 연구 결과와 마찬가지로 개인주의보다 조직몰입에 더 많은 영향을 미친다는 결과를 보여주었다. 다국적 기업의 조직문화에 대한 연구의 이와 같은 결과는 다국적 기업의 경영진과 관리자들에게 한국 내 조직 설계 및 관리에 실무적인 시사점을 줄 것이다. 둘째, 다국적 기업의 조직문화 중 불확실성 회피성향과 장기적 지향성은 5가지의 직무특성과 모두 정(+)적인 관계를 보여주었다. 다만 개인주의-집단주의는 직무특성 중 기술다양성에 정(+)적인 영향을 주었고 피드백에 부(-)적인 영향을 미쳤으며, 다른 3개의 직무특성에는 유의한 영향을 미치지 않았다. 셋째, 직무특성의 모든 요인은 조직몰입에 긍정적인 영향을 미친다. 이 연구의 대상인 다국적 기업은 다양한 문화 배경과 출신 국가를 가진 구성원들로 이뤄지기 때문에 일방적이고 획일적인 직무특성은 적합하지 않으며, 활발한 의사소통이 더욱 강조될 것이라는 점에서 자율성과 피드백은 매우 중요하다. 과업정체성에 대해서는 다국적 기업의 직무는 보고 체계가 복잡하고, 부서별 분업이 분명한 편이므로 조직구성원이 각자의 직무의 범위에 대해 명확히 인식하는 것은 직무에 대한 성과와 만족으로 이어질 수 있다. 넷째, 추가적인 분석을 통해 불확실성 회피성향과 조직몰입, 장기적-단기적 지향성과 조직몰입 간에 직무특성의 매개 역할을 검증하였다. 그러나 개인주의-집단주의와 조직몰입 간에는 직무특성이 매개역할을 하지 않았다. 조직문화, 조직몰입 및 직무특성 간 관계에 대한 연구가 많지 않을 뿐 아니라, 매개역할은 기존 연구에서 거의 다루어지지 않았다. 결국 조직몰입은 조직문화와 상관관계를 갖기는 하지만 조직몰입을 높이기 위해서는 직무특성의 완비 정도가 중요하며, 각각의 직무특성별로 매개역할을 할 수있다는 것이 검증되었다. 본 연구가 갖는 한계점과 연구방향은 다음과 같다. 첫째, 후속 연구에서는 개인주의-집단주의와 조직몰입 간 관계에 영향을 줄 수 있는 다양한 매개 변인 예를 들면 상사와의 관계 혹은 의사소통 등과 같은 요인을 탐색하고 도입할 필요가 있다. 둘째, 본 연구는 다국적 기업의 조직문화를 한국인 조직구성원이 인지한 조직문화로 한정한 것이며, 모기업이 소재하고 있는 본사의 국가에 대해서는 고려하지 않았다. 모기업이 어느 국가 또는 어느 문화권에 속해 있는지가 조직문화에 영향을 줄 가능성이 많을 것으로 예상된다. 따라서 향후 연구에서는 모기업의 소재 위치에 대한 고려가 요구된다. 셋째, 이 연구는 한국 내의 외국계 다국적 기업을 대상으로 한정하였다. 세계적인 다국적 기업으로 성장하고 있는 한국 기업이 많으므로 한국계 다국적 기업을 대상으로 확대하거나, 한국계 외국계 다국적 기업과의 비교 연구에 이르기까지 연구 범위가 확대되기를 촉구한다. This study started from the question that discussion on relationship between job characteristics in human resources management and organizational culture has not been much developed. The aim of this study is to explore relationship among organizational culture, job characteristics and organizational commitment. Additionally the study includes exploring if job characteristics can play a mediating role in between organizational culture and organizational commitment. Employees in multi-national companies are selected as proper targets. The multi-national companies have different organizational culture compared to the mother company as well as the local companies having employees from multi-cultural background, and even job designs are affected by the mother company, which can explain relationship of set variable effectively. With concept of an organizational culture coming from the five(5) cultural dimensions of Hofstede(1984), the three out of five cultural dimensions: high uncertainty avoidance, long term-short term orientation, and individualism-collectivism were used in this study, based on factor analysis results of a previous research. Most multi-cultural companies value positive relationship with the local members and organizational commitment. Rather than an external factor such as salary, whether employees are satisfied with the work itself or job characteristics is deemed as an important factor to increase organizational commitment. The job characteristics are classified into 5 sub-factors: skill variety, task identity, task significance, autonomy, and feedback with which the employees tend to experience motivation and job satisfaction, and consequently better organizational achievement. The multinational companies need to treat the job design in regards to job characteristics in a cultural point of view. Compared to a single organization, multinational companies require much more understanding about language barrier and employees’ culture. As major concepts of variables are presented above, the study was set out. By analyzing the responses of 283 employees of foreign multinational companies in Seoul, the following implications and limitations were found. First of all, the organizational culture multinational companies has a positive effect on organizational commitment and it was found that the bigger the uncertainty avoidance, long term orientation and collectivism, the higher the organizational engagement. The long-term orientation affects on productivity indices such as organizational commitment, meaning that the eastern oriental value with the long-term point of view can work effectively in the multinational companies. This result also found that the Korean members do not prefer uncertain work environment, which the multi-national companies those seek for profit rather than stability and short term achievement rather than long term achievement should consider. It is shown that the collectivism affect more on organizational commitment than individualism, as in other previous researches. These results will provide practical implications to the executives as well as the managers of multinational companies in regards to organizational design and management within Korea. Second, among the organization culture of multinational companies uncertainty avoidance and long term orientation had a positive relationship with the five job characteristics. However, individualism-collectivism gave a positive effect on skill variety only out of the job characteristics while showing a negative effect on feedback, having no significant effect on other three. Third, all the factors of job characteristics have positive effects on organizational commitment. For multinational companies having employees from various cultural backgrounds and country of origins, one-sided and standardized job characteristics would not be suitable, making autonomy and feedback the most important factor in regards to emphasizing active communication. For task identity, the work of multinational companies requires complex reporting system and division of tasks by department or team is very clear. Under this condition, for employees to have clear work scope can lead to satisfaction of work. Fourth, through an additional research it is found that job characteristics play a mediating role in relationship between uncertainty avoidance and organizational commitment and also between long term-short term orientation organizational commitment. However, job characteristics do not play a mediating role between individualism-collectivism and organizational commitment. There not only is much research on relationship among organization culture, organizational commitment, and job characteristics, but also was not dealt with in previous studies. Eventually, although organizational commitment and organization culture has a correlation, in order to improve organizational commitment, it is important to have complete job characteristics in place, making it possible for each job characteristic to play an mediating role. The limitations and direction of this study are as follows. First, there is a need of searching and acquiring various mediating variables such as relationship between subordinates and managers or communication with colleagues or managers that can have an effect on the relationship of individualism-collectivism and organizational commitment in the follow-up research. Second, this study set a limit to organization culture that Korean organizational members perceived of and did not consider the headquarter or the mother company of the sampled companies. It is expected that which country that the mother company belongs to or which culture it follows will likely affect the organizational culture. Third, this research limited the target to foreign multinational companies in Korea. There is a demand of expanding research range by comparing Korean and foreign multinational companies, or by targeting Korean multinational companies.

항공사 객실승무원의 조직역량이 조직몰입에 미치는 영향 연구

유정선(Yoo Jeung Sun) 한국상품학회 2017 商品學硏究 Vol.35 No.1

현재와 같은 예측불허의 경영환경에서 조직역량은 가장 핵심적인 자원중의 하나로 평가 받고 있기에, 미래 지향적인 역량을 추출하고 회사가 추구하는 전략 및 핵심역량과의 연계성을 확보하기 위해서는 조직수준의 역량이 재고되어져야 한다. 따라서 항공사 객실승무원을 대상으로 조직역량에 접근하고 조직역량이 객실승무원의 조직몰입에 미치는 구조적 영향관계를 밝힘으로 조직역량의 강화를 통한 조직의 경쟁력 강화와 조직몰입을 높일 수 있는 인적자원의 관리 및 개발에 방향성을 제시하고자 하였다. 국내 K 항공사에서 근무하고 있는 객실승무원을 대상으로 실시하였고, 조사방법은 응답자가 직접 기입하는 자기기입법을 이용하였다. 표본의 수는 총 200부를 배포하여 총 182부(91%)를 최종연구의 표본으로 선정하였다. 분석방법으로는 수집된 자료의 데이터 코딩 후 SPSS 20.0, AMOS 20.0의 통계 프로그램을 활용하였다. 빈도분석을 실시하고, 측정도구의 타당성 및 신뢰성 검정을 위해 탐색적 및 확인적 요인분석, 신뢰성은 Cronbach s alpha 계수를 통해 분석하였으며, 최종적으로 가설의 검증을 위해 경로분석을 실시하였다. 항공사 객실승무원의 조직역량이 조직몰입에 미치는 영향에 대한 분석결과, 항공사 객실승무원의 조직역량 중 조직방향성은 정서적몰입과 규범적몰입에 정(+)의 영향을 미치는 것으로 나타났다. 리더십역량은 정서적몰입과 지속적몰입에 정(+)의 영향을 미치고 구성원역량은 정서적, 지속적, 규범적몰입에 정(+)의 영향을 미치는 것으로 나타났다. 하지만 시스템역량은 조직몰입의 어떠한 요소에도 영향을 미치지 않는 것으로 나타났다. 고객접점의 위치서 고객만족의 근간을 제공하는 객실승무원의 조직몰입을 높일 수 있는 조직차원의 변수를 측정하여 내부 조직의 역량을 더욱 강화시켜 나가야 함을 시사하였다. 조사대상을 국내의 특정 대형항공사 객실승무원으로 한정하여 연구를 진행 하였으나 조직역량은 오랜 기간을 거쳐 정립되고 인지된 조직 특유의 역량으로서 조직단위의 구성원들에게 상이하게 인지 될 수 있기에 선정된 표본이 객실승무원의 조직역량으로 정례화 시키는데 무리가 있다. 향후 국내ㆍ외 저비용항공사, 외국 대형항공사로 연구대상을 확장하여 공통되고, 표준화된 조직역량을 추출한다면 보다 객관적인 조직역량의 구성요소를 도출하여 지표화 할 수 있을 것이다. 또한, 조직역량을 물적자원, R&D 역량, 학습역량, 혁신능력 등의 유형, 무형차원의 조직역량을 포함한다면 항공사의 조직역량에 총체적, 다각적으로 접근할 수 있을 것이다. 본 연구는 객실승무원의 조직몰입을 높이기 위해 조직역량에 체계적, 전략적 접근을 시도하였다. 외국 항공사 및 저비용 항공사와의 과열 경쟁으로 내부 인적자원의 경쟁력을 더욱 강화해야 하는 국내 대형항공사에 효율적 인적관리 방안을 제시하였다는 데에 의의가 있다. The purpose of this study was to investigate the relationship among Organizational Competency and Organizational Commitment of flight attendants. The self-Communication method was adopted to collect the data during August in 2017. Out of 200 participants, 182 usable questionnaireswere collected and analyzed. SPSS Version 20.0 and AMOS Version statistics have been utilized in order to analyze the useful data. It was found as follows: First, regarding the relationship between Organizational Competency and Organizational Commitment, Organizational Direction of Organizational Vision and Strategy affects Affective and Normative Commitment. Second, those of Leader Leadership positively affect Affective and Continuance Commitment. Therefore Leadership Competency of Team Leader needs to be enhanced in order to inspire flight attendants affection and loyalty to the organization. Third, Organizationmembers competency positively affects all of Affective, Normative, and Continuance Commitment. However, SystemCompetency doesn t affect any elements of Organizational Commitment. Based on those results, the contribution, limitation, and some of recommendation for the future research have been suggested. Future study was suggested to figure out the relative effectiveness of Organizational Commitment and Organizational Effectiveness from a diverse theoretical background. For the first time, this study classified Organizational Competency for the Airline Business, afterwards, it was compared the relative effectiveness of Organizational Competency andOrganizational Commitment of flight attendants.

전국 지방의료원 종사자들의 조직몰입 영향요인

이은환 사단법인 대한보건협회 2019 대한보건연구 Vol.45 No.2

Objective : According to recent studies, public medical centers in Korea faced organizational management problems, and one of the major factors in organizational management is the organizational commitment of employees. This study aims to identify factors associated with organizational commitment among employees of public medical centers. Methods : In this study, a survey was conducted to measure the organizational commitment of employees at 33 local public medical centers in Korea. A structured self-administered questionnaire based on the internet was sent to all the employees and a total of 1,423 respondents participated(response rate: about 22.2%). The Organizational Commitment Questionnaire(OQC), which is the most widely used to measure organizational commitment in previous studies, was used. The research model consisted of the socio-demographic, job-related, and socio-psychological characteristics of the subjects and analyzed by hierarchical multiple regression analysis. Results : The results showed that factors affecting the organizational commitment of the employees in the public medical centers were higher age, and other occupations than nursing staffs. The organizational commitment of middle-career employees was significantly low. In the case of psychosocial factors, job stress negatively influenced organizational commitment. The higher the job satisfaction, the higher the organizational commitment level. Conclusions : This is the first study in Korea to analyze the influencing factors of organizational commitment including various occupations of 33 public medical centers nationwide. Especially, the results of this study identified that the factors influencing on organizational commitment of public medical centers employees were different from that of private hospitals. These results can be used as an important information for management of public medical centers. 연구목적 : 최근 지방의료원들은 조직관리 문제에 직면하고 있고, 이러한 조직관리에 주요한 요인 중 하나가 종사자들의 조직몰입이다. 이 연구는 전국 지방의료원 종사자들의 조직몰입에 영향을 미치는 요인을 찾고자 수행되었다. 연구방법 : 이 연구에서는 전국 33개 지방의료원의 종사자들을 대상으로 조직몰입 수준을 조사하기 위해 설문조사를 실시하였다. 인터넷 기반 구조화된 자기기입식 설문지를 전국 지방의료원 종사자 전원에게 발송하였고, 총 1,423명의 응답자가 참여하였다. 조직몰입 측정도구는 선행연구에서 주로 사용된 OQC(Organizational Commitment Questionnaire)의 한국어 버전을 사용하였다. 연구모형은 연구대상자의 인구사회학적 요인, 직무 관련 요인, 조직환경 요인, 그리고, 사회심리적 요인으로 구성하였고, 위계적 다중회귀분석을 통해 모형을 분석하였다. 연구결과 : 이 연구에서 지방의료원 종사자들의 조직몰입에 영향을 미치는 요인을 분석한 결과 연령이 증가할수록, 간호사에 비해 타 직종인 경우 조직몰입 수준이 유의하게 높은 반면, 중간 경력층 종사자인 경우 조직몰입 수준이 낮았다. 사회심리적 요인의 경우 직무스트레스는 조직몰입에 부정적 영향을 미쳤고, 반대로 직무만족이 높을수록 조직몰입 수준은 유의하게 높아졌다. 결론 : 이 연구는 전국 33개 지방의료원의 다양한 직종 종사자들을 포괄하여 조직몰입 영향요인을 분석한 우리나라 첫 연구라는 점에서 의의가 있다. 특히 이 연구의 결과에서 지방의료원 종사자들의 조직몰입 영향요인은 민간병원의 그것과 차이가 있었는데, 이러한 결과는 지방의료원의 조직관리에 중요한 참고자료로 활용될 수 있을 것이다. 궁극적으로는 최근 정부의 공공의료 강화를 위한 지방의료원 기능강화 및 지원 정책의 기초자료로 활용될 수 있을 것이다.

The Effect of Hierarchy Culture on Clan Leadership and Organizational Commitment of Export-Driven SMEs

Hyuk Young KIM 한국유통과학회 2020 The Journal of Industrial Distribution & Business( Vol.11 No.4

Purpose: The purpose of this study examines the mediating effect of clan leadership in the relationship between hierarchy culture and organizational commitment. Most previous research focused on the relationship between organizational culture and organizational performance or organizational culture and job satisfaction. There are few empirical studies that focus on organizational commitment data because it is difficult to collect in many cases of export-driven small and medium sized enterprises. However, this research measures affective commitment, continuance commitment, and normative commitment differently than previous research, which is mostly focused on the hierarchy culture, clan leadership, and organizational commitment measurements. Research design, data, methodology: Conceptual research model is based on the studies of Cameron and Quinn (2011), and Gungor and Sahin (2018). The model is designed with three constructs such as hierarchy culture, organizational commitment, and clan leadership. The monitor culture and coordinator culture are as proxy for the hierarchy culture. The affective commitment, continuance commitment, and normative commitment are as proxy for the organizational commitment. And also the facilitator leadership and mentor leadership are as proxy for the clan leadership. Based on three hundred cases such as export-driven small and medium sized enterprises (SMEs), this study verify the hypothesis. Hypothesis was analyzed with the structural equation modeling. Results: In case of export-driven small and medium sized enterprises (SMEs), clan leadership acts as a mediator in the relationship between hierarchy culture and organizational commitment. In case of export-driven small and medium sized enterprises (SMEs) with high organizational commitment, clan leadership acts as a mediator in the relationship between hierarchy culture and organizational commitment. In case of export-driven small and medium sized enterprises (SMEs) with low organizational commitment, clan leadership did not act as a mediator in the relationship between hierarchy culture and organizational commitment. Conclusions: By controlling for the mediating effect of clan culture, this study have improved the academic contributions as well as policy and practical implications through empirical study of clan leadership that affect organizational commitment in the fields of hierarchy culture. In addition, this study means that the mediating effects on the variables of clan leadership were examined.

밀레니얼 세대의 주관적 경력성공과 조직몰입의 관계에서 경력몰입의 매개효과

오문환,김세찬,박지환 한국인터넷전자상거래학회 2022 인터넷전자상거래연구 Vol.22 No.2

The purpose of this study is to verify the relationship among subjective career success, career commitment, and organizational commitment for millennials, and also the mediating effect of career commitment between subjective career success and organizational commitment as well as the moderating effect of perceived organizational support in the relationship between career commitment and organizational commitment. For this purpose, we conducted a online survey method for millennial’s(born between 1981 and 1995) office workers to verify the relationship between study variables. As a result of data analysis through hierarchical regression analysis, it was found that subjective career success showed a positive relationship with career commitment(Hypothesis 1) and organizational commitment(Hypothesis 2), respectively. Career commitment also showed a positive relation with the organizational commitment(Hypothesis 3), and it was found that there was a significant mediating effect of career commitment(Hypothesis 4) between subjective career success and organizational commitment using 2-step regression analysis by Zhao, Lynch, & Chen(2010) and PROCESS macro by Preacher & Hayes(2008). On the other hand, in the results of examining the moderating effect of perceived organizational support in the relationship between career commitment and organizational commitment, contrary to the hypothesis(Hypothesis 5), there was no moderating effect. This study is meaningful in that it is a study on subjective career success that reflects the specificity of millennials, and attempts a new approach to organizational commitment of millennials. Finally, the theoretical, managerial implications, limitations, and future directions were discussed.