종합병원 영양사의 조직문화 인식이 조직몰입에 미치는 영향

다국어 초록 (Multilingual Abstract)

This study analyzed the perception of the organizational culture and organizational commitment to dietitians in general hospitals and examined the effects of organizational culture perception on the organizational commitment. The survey was conducted on a total of 382 dietitians working at more than 500 general hospitals across the country from January 16 to February 8, 2017. As a result, the hierarchical culture (5.29), rational culture (5.25), development culture (5.15), and group culture (4.97) were found. In the organizational commitment perception, affective commitment (5.14), normative commitment (4.41), and continuance commitment (4.21) were identified as significant variables. A difference in the perception of organizational culture and organizational commitment was observed according to the general research subjects, but there was no difference according to the general contents of hospital foodservice. Regarding the type of organizational culture, there was a difference according to age, work experience at the present job, position, and education. In terms of organizational commitment, there were significant differences in age, work experience at the present job, position, employment type, and clinical nutritionist qualification according to the commitment type. An analysis of the relationship between the organizational culture perception and organizational commitment, the overall organizational commitment, emotional commitment, and normative commitment were high when the organizational culture perception was high. The influence on the organizational commitment overall was positive in the order of group culture, development culture, and hierarchical culture. Emotional commitment had a positive influence on the development culture, group culture, and hierarchical culture, whereas rational culture had a negative influence. Continuous commitment was not influenced by organizational culture, but was influenced by age. The types of positive influence on the normative commitment were the development culture, group culture, hierarchical culture, and rational culture. Overall, it is important for hospital foodservice managers to develop a proper organizational culture in the context of hospital foodservice organizations and recognize the need for homogeneous culture formation due to the nature of the team with the same goal. In addition, it is necessary to develop a plan to improve the rational culture, group culture, and development culture.

목차 (Table of Contents)

• Ⅰ. 서론 1
• II. 이론적 배경 5
• 1. 병원급식 서비스 현황 5
• 2. 조직문화 8
• 3. 조직몰입 12
• 4. 조직문화와 조직몰입 간 관계 연구 15
• Ⅲ. 연구내용 및 방법 18
• 1. 연구대상 및 기간 18
• 2. 설문지 개발 19
• 1) 신뢰도 검증 20
• 2) 타당도 검증 21
• 3. 연구모형 및 가설 25
• 4. 자료의 통계처리 26
• Ⅳ. 결과 및 고찰 27
• 1. 연구대상자 일반사항 27
• 2. 병원급식소 일반사항 30
• 3. 조직문화와 조직몰입 인식 32
• 4. 연구대상자 및 병원급식소 일반사항에 따른 조직문화 인식 및 조직몰입 인식 차이 34
• 5. 조직문화와 조직몰입 인식 간의 관계 48
• 6. 조직문화 인식이 조직몰입 인식에 미치는 영향 49
• Ⅴ. 결론 및 제언 55
• 참고문헌 59
• 부록 78
• Abstract 82