The Effect of Leadership Styles and Personal Characteristics on Employees’ Organizational Commitment Among Malaysian Sports Organizations.

아미르 나집 서울대학교 대학원 2023 국내석사

이 연구는 말레이시아 스포츠 기관 내에서 리더십 스타일과 개인 특성이 직원들의 조직적 헌신에 미치는 영향을 조사합니다. 이 연구는 리더십 실천과 개인적 특성이 직원들의 스포츠 기관에 대한 헌신에 어떻게 영향을 미치는지 이해하는 데 기여하고자 합니다. 이 연구는 양적 조사 방법을 채택합니다. 포괄적인 문헌 고찰을 통해 리더십 스타일, 조직적 헌신, 개인 특성 등과 같은 주요 개념들을 탐구하여 이론적 기반을 마련합니다. 이론적 틀은 108 변혁적 리더십, 거래적 리더십, 종복적 리더십을 포함한 다양한 리더십 이론을 통합하여 조직적 헌신에 미치는 영향을 분석합니다. 이 연구의 표본은 청소년 및 스포츠부 말레이시아와 말레이시아 국립스포츠협의회에서의 직원으로 구성됩니다. 양적 단계에서는 리더십 스타일, 개인 특성, 조직적 헌신에 대한 직원들의 인식을 평가하기 위해 설문 조사가 배포됩니다. 수집된 데이터는 회귀 분석과 상관 분석과 같은 통계 기법을 사용하여 유의한 관계와 패턴을 확인하는 데 사용됩니다. 이 연구의 결과는 스포츠 기관 내에서 직원들의 조직적 헌신에 긍정적으로 영향을 미치는 구체적인 리더십 스타일과 개인 특성을 조명함으로써 기존의 문헌에 기여합니다. 또한 개선할 수 있는 잠재적인 영역을 강조하고 조직적 헌신을 강화하기 위한 리더 십 실천을 향상시키기 위한 권고사항을 제시합니다. 이 연구는 스포츠 기관에게 중요한 의의가 있으며, 직원의 헌신에 영향을 미치는 요소를 이해함으로써 조직의 성과, 직원의 만족도 및 전반적인 성공에 기여할 수 있습니다. 효과적인 리더십 스타일을 파악하고 개인적 특성의 중요성을 인식함으로써 스포츠 기관은 긍정적인 작업 환경을 조성하고 직원 참여와 헌신을 109 향상시키기 위한 전략을 개발할 수 있습니다. This study investigates the impact of leadership styles and personal characteristics on employees' organizational commitment within Malaysia Sports Organizations. The study aims to contribute to the understanding of how leadership practices and individual traits influence employees' commitment to their respective sports organizations. This study adopts a quantitative survey. A comprehensive literature review establishes the theoretical foundations, exploring key concepts such as leadership styles, organizational commitment, and personal characteristics. The theoretical framework integrates various leadership theories, including transformational leadership, transactional leadership, and ii servant leadership, to analyze their effects on organizational commitment. The sample for this study consists of employees from two sports organizations, which is Ministry of Youth and Sports Malaysia and National Sports Council of Malaysia. The quantitative phase involves the distribution of surveys to assess employees' perceptions of leadership styles, personal characteristics, and organizational commitment. The data collected is analyzed using statistical techniques such as regression analysis and correlation analysis to identify significant relationships and patterns. The findings of this research contribute to the existing literature by shedding light on the specific leadership styles and personal characteristics that positively influence employees' organizational commitment within sports organizations. It also highlights potential areas for improvement and provides recommendations for enhancing leadership practices to foster stronger organizational commitment. This study is of significant relevance to sports organizations, as understanding the factors that influence employee commitment can contribute to improved organizational performance, employee satisfaction, and overall success. By identifying effective leadership styles and recognizing the importance of personal characteristics, sports organizations can develop strategies to cultivate a positive work environment and enhance iii employee engagement and commitment.

(The) relationship between a team leader's behaviors aligned with organizational core values and follower's organizational commitment : based on mediating effect of trust in the team leader

김벼리 Graduate School, Korea University 2012 국내석사

Abstract The purpose of this study is to discover the relationship between a team leader's behaviors aligned with organizational core values and follower's organizational commitment. Besides, this study focuses on the mediation effect of follower's trust in the team leader on the relationship between a team leader's behaviors aligned with organizational core values and follower's organizational commitment. The target population of the study consists of employees working in Korea large enterprises. 260 of employees answer to the measurement based on the previous literature. SPSS 12.0 is used to analyze collected data, and the research questions are verified through regression analysis, Baron and Kenny (1986)'s three steps method, and Sobel-test. The results indicates that a team leader's recognition of organizational core values affects follower's affective commitment, and a team leader's practice and transmission of organizational core values has effect on follower's normative commitment. Moreover, affect-based trust mediates the relationship between a team leader's recognition of organizational core values and follower's affective commitment. This study has both theoretical and practical implications, not only it reveals the mechanism to enhance follower's organizational commitment which directly predicts organizational effectiveness, but also shows how to catch up with organizational changes through developing team leaders' behaviors aligned with organizational core values.

종합병원 영양사의 조직문화 인식이 조직몰입에 미치는 영향

배문정 영남대학교 2017 국내석사

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.

A Study on the Effects of Perception of Organizational Politics on Organizational Citizenship Behavior : Focused on the Mediating Effects of Organizational Commitment

윤성준 Graduate School of Kongju National University 2021 국내석사

우리나라 기업의 99.6%가 중소기업으로 이루어져 있으며, 최근 4차 산업 기술 및 교통 발전으로 인한 경쟁의 심화, COVID-19 등으로 인한 휴ㆍ폐업, 임금 상승과 함께 주 52시간 근무제 시행으로 인한 고용유지의 어려움 등으로 인하여 중소기업들은 어려운 경영환경에 직면해있다. 이에 본 연구는 이러한 어려운 경영환경에서 조직의 성과와 유효성 및 지속가능성에 도움이 되는 조직시민행동과 조직몰입을 통해 중소기업의 경영 및 인적자원관리 체계 방향을 제시하고 이러한 변수들에 가장 흔하게 존재하며, 영향력 있는 변수인 조직정치지각을 선정하여 연구하고자 하였다. 본 연구는 선행연구들을 통해 가설을 세운 후 이를 검증하고 이로써 조직정치지각이 조직구성원들의 조직시민행동에 미치는 영향력과 이 관계에서 조직몰입의 매개효과에 대해 살펴보았으며, 본 연구의 결과는 다음과 같이 나타났다. 첫 번째, 조직정치지각의 세가지 구성요인들은 정서적몰입에 모두 부(-)의 영향을 미쳤다. 두 번째, 조직정치지각의 구성요인 중 승진 및 보상정책만이 유지적몰입에 부(-)의 영향을 미쳤다. 세 번째, 조직정치지각의 갈등회피분위기만이 규범적몰입에 부(-)의 영향을 미쳤다. 네 번째, 조직몰입에서 정서적몰입만이 조직시민행동에 정(+)의 영향을 미쳤다. 다섯 번째, 조직정치지각의 세가지 하위변수들 중 일반적정치행동과 승진 및 보상정책만이 조직시민행동에 부(-)의 영향을 미쳤다. 여섯 번째, 조직정치지각과 조직시민행동의 관계에서 조직정치지각의 갈등회피분위기만 완전매개효과를 가졌으며, 승진 및 보상정책은 부분매개효과가 있음을 확인하였다. 이와 같은 연구의 결과는 조직정치지각이 구성원들의 조직몰입을 방해하고 조직시민행동을 낮추는데 영향을 주어 결과적으로 조직성과에 부(-)의 영향을 미칠 수 있음을 시사하고 있다. 또한, 조직몰입 중 정서적몰입만이 조직시민행동에 유효한 영향을 미친다는 결과를 통해 최근 정서적몰입이 조직몰입을 구성하는 단일차원의 개념으로 보아야한다는 학계에서의 의견을 검증하여 이를 지지할 수 있는 연구자료로 활용될 수 있는 결과가 도출되었다. 이러한 조직몰입 중 정서적몰입이 매개하는 역할을 확인하였는데, 특히 갈등회피분위기는 정서적몰입을 완전매개하여 조직시민행동에 부(-)의 영향을 미칠 수 있으며, 승진 및 보상정책의 부당함은 정서적몰입을 부분매개하여 결과적으로 조직시민행동에 부(-)의 영향을 미치 것이라는 연구결과를 확인할 수 있었다. 또한, 본 연구는 Average비교 결과를 통해 나타난 직급이 높아질수록 조직몰입의 하위변수 중 정서적ㆍ유지적 몰입이 높아지는 현상을 승진 및 보상정책에 대한 인식에 따라 이러한 현상을 설명하였다는 것에 차별성을 가진다. 이를 통해 조직 차원에서 조직성과와 조직유효성 및 지속가능성에 유효한 영향을 주는 구성원들의 조직시민행동을 이끌어내기위해 조직정치지각을 낮추기 위한 관리자 및 의사결정자들의 노력 제고 및 인적자원관리를 위한 공정하고 효율적인 시스템을 설계, 구축하는데에 있어 방향성을 제시한다. 99.6% of Korean companies consist of small and medium-sized enterprises. Recently, small and medium-sized enterprises face a difficult business environment due to intensifying competition due to the development of fourth industrial technology and transportation, closure of businesses due to COVID-19 and difficulties in maintaining employment due to the implementation of the 52-hour workweek. In response, this study presents the direction of the management and Human Resource Management system of small and medium enterprises through Organizational Citizenship Behavior(OCB) and Organizational Commitment that help the organization's performance, validity and sustainability in these difficult business environments. Furthurmore, this study also intend to select Perception of Organizational Politics which is existed more commonly in organization and influential variable. This study verified the hypotheses after establishing them through prior studies, then examined the influence of Perception of Organizational Politics on Organizational Citizenship Behavior of members and the mediating effects of organizational immersion in this relationship. First, the three components of Perception of Organizational Politics had a negative impact on Emotional Commitment. Second, only Pay and Promotion Policies among the components of the Perception of Organizational Politics had a negative impact on Continue Commitment. Thirdly, only the Go Along to Get Ahead of Perception of Organizational Politics affected normative Commitment. Fourth, only Emotional Commitment in Organizational Commitment has had a positive influence on Organizational Citizenship Behavior. Fifth, only General Political Behavior and Pay and Promotion Policies among the three sub parameters of the Perception of Organizational Politics had a negative impact on Organizational Citizenship Behavior. Sixth, in the relationship between Perception of Organizational Politics and Organizational Citizenship Behavior, only the Go Along to Get Ahead in Perception of Organizational Politics had the effect of complete mediation effect, and Pay and Promotion Policies were confirmed to have partial sale effects. The results of these studies suggest that Perception of Organizational Politics can interfere with members' Organizational Commitment and affect Organizational Citizenship Behavior, therefore it can have a negative impact on organizational performance. In addition, the results show that only Emotional Commitment of Organizational Commitment has a valid effect on OCB. Therefore, this study recently verified the opinion of academia that Emotional Commitment should be viewed as a single dimension of Organizational Commitment, and the results that could be used as supporting research materials have been produced. It has been confirmed that Emotional Commitment plays a mediating role among these Organizational Commitment. In particular, Go Along to Get Ahead can have negative effects on OCB by completely covering Emotional Commitment, and the unfairness of Pay and Promotion Policies could be confirmed by this study that Emotional commitment would have a negative impact on OCB as a result. Through this, to derive OCB that have a valid impact on organizational performance, organizational effectiveness and sustainability at the organizational level from members, this study presents direction in designing and building a fair and efficient system for Human Resource Management and enhancing the efforts of managers and decision makers to Perception of Organizational Politics.

중국 진출 외국기업 종업원의 조직후원인식과 조직몰입간의 관계에 관한 연구 : 조직기반 자존감과 직무자율성의 조절효과를 중심으로

이사문 忠南大學校 大學院 2010 국내석사

The perceived organizational support(POS) is the perception of employees on the personified organization's commitment to the employees. Eisenberger and colleagues(1986) argued that employees develop perceptions of organizational support because people tend to ascribe traits and qualities to organizations through a process of "personification"(Levinson, 1965). This personification of an employer by an employee represents an accumulation over time of rewards and punishments the employee has received from other, more powerful organization members. Further, for POS to be enhanced, the employee must view the organization's actions in relation to him- or herself as discretionary and as reflecting positive evaluations(Eisenberger et al., 1986; Shore & Shore, 1995). Thus, we expected that an employee's history of rewards, which result from various human resource practices and decisions, would contribute to perceived organizational support. The purpose of this study is (1) to examine the effects of the perceived organizational support on the organizational commitment , (2) to examine if the organization-based self-esteem has a moderating impact on the relationships between POS and the organizational commitment, (3) to examine if the work autonomy has a moderating impact on the relationships between POS and the organizational commitment, This study reviews prior literature on the perceived organizational support, and on the organizational commitment. Oh the basis of extensive literature reviews, it constructs 3 hypotheses. Through empirical analyses, this study could find three research results as follows. First, this study indicates that the perceived organizational support has a positive impact on the organizational commitment. It indicates that the stronger POS, the stronger organizational commitment. Thus, POS is likely to lead employees to develop a sense of belonging to and pride in their organization. Second, organization-based self-esteem moderates the relationship between POS and organizational commitment, the results indicate that the greater the extent to which individuals have organization-based self-esteem, the greater the effects of POS on organizational commitment. Third, work autonomy moderates the relationship between POS and organizational commitment, the results indicate that the greater the extent to which individuals have autonomy, the weaker the effects of POS on organizational commitment.

Ethical Leadership and Follower Unethical Pro-Organizational Behavior: The Role of Organizational Commitment and Organizational Identification

박종규 성균관대학교 경영전문대학원 2016 국내박사

Unethical pro-organizational behavior (UPB) is when employees take part in unethical behaviors to benefit the organization. UPB is a complex construct and relatively new concept compared to other unethical behaviors. In this study, I tested a theoretical model to examine the effect of leaders' ethical leadership on followers’ two types of organizational commitment —affective commitment and continuance commitment—and on followers’ unethical pro-organizational behavior. In addition, I tested a boundary condition for the mediational process with followers’ organizational identification as a moderator between followers’ affective commitment and continuance commitment and unethical pro-organizational behavior. Based upon data from 291 employees in South Korea, collected at two points in time, I found that ethical leadership had a negative effect on UPB through affective commitment as a mediator, and a positive effect on UPB through continuous commitment as a mediator. Furthermore, organizational identification played the role of boundary conditions, making the affective commitment and UPB relationship more negative and the continuance commitment and UPB relationship more positive. 조직의 이익을 위해서 조직구성원들이 비윤리적 행위를 하는 것을 ‘비윤리적 친조직 행동 (Unethical pro-organizational behavior: UPB)’ 이라고 한다. UPB는 최근에 등장한 개념이기 때문에 다른 (비)윤리적 행동에 관한 연구들에 비해 상대적으로 연구가 부족하다. 본 연구는 리더의 윤리적 리더십 (Ethical leadership)이 두 가지 형태의 조직몰입—정서적 몰입 (Affective commitment)과 근속적 몰입 (Continuance commitment)—을 매개로 하여 부하직원의 UPB에 미치는 영향을 살펴보았다. 특히, 두 가지 조직몰입과 UPB사이에서 부하직원의 조직동일시 (Organizational identification)가 조절변수로서 미치는 영향을 함께 살펴보았다. 연구 가설 검증을 위해 국내 대기업에 종사하는 291명의 직원들을 대상으로 두 차례에 걸친 온라인 설문 조사를 실시했다. 분석 결과, 윤리적 리더십은 부하직원의 정서적 몰입을 매개로 하여 부하직원의 UPB에 부(-)의 영향을 미치며, 부하직원의 근속적 몰입을 매개로 하여 부하직원의 UPB에 정(+)의 영향을 미치는 것으로 나타났다. 이 때 부하직원의 조직동일시는 각각의 효과를 더 증대시키는 조절효과를 보이는 것으로 밝혀졌다. 본 연구는 리더의 윤리적 리더십이 부하직원의 UPB에 영향을 미치는 데 있어 정서적 몰입과 근속적 몰입의 각기 다른 매개역할과 그 매커니즘에서 조직동일시의 조절역할을 검증함으로서, UPB의 개념적 복잡성에 근거한 후속 연구의 필요성에 대해 이론적 실무적 시사점을 제공하였다.

병원간호조직특성과 조직몰입과의 관계 연구

이민희 경희대학교 대학원 2000 국내석사

본 연구는 현재 간호학 분야에서 연구되지 않은 조직몰입의 선행변수로 병원간호조직특성이 조직몰입과 어떤 관련성이 있는지를 밝힘으로써 구성원의 몰입도를 증가시킬 수 있는 방안을 모색하기 위해 시도되었다. 연구대상은 서울시내에 소재 하는 3개 대학 병원에서 1년 이상된 평 간호사 300명을 대상으로 하였으며, 자료수집기간은 1999년 7월 19일부터 1999년 8월 7일까지 총 21일간이었다. 연구도구는 병원간호조직특성을 측정하기 위해 박성애와 윤순녕(1986)이 개발한 것으로, 본 연구자가 지도교수의 자문으로 수정 보완한 설문지를 사전조사를 거쳐 신뢰도를 확인한 후 사용하였다. 조직몰입을 측정하기 위해서는 Mowday 등(1979)과 Buchanan(1974)이 개발하고 김연근(1998)이 번안한 것을 본 연구자가 지도교수의 자문으로 수정 보완한 설문지를 사전조사를 거쳐 신뢰도를 확인한 후 사용하였다. 수집된 자료는 SPSS 통계프로그램을 이용하였으며, 연구 결과는 다음과 같다. 1. 대상자들이 인지하고 있는 병원간호조직특성에 대한 평균 점수는 5점 만점을 기준으로 총 평점이 3.3점이었으며, 조직몰입에 대한 평균 점수는 3.08점이었다. 2. 대상자들의 일반적 특성과 병원간호조직특성과의 차이검증에서 연령, 결혼상태, 현 직장 근무 년수, 근무 부서의 4개 변수가 통계적으로 유의하였다. 1) 연령에 따른 병원간호조직특성은 통계적으로 유의한 차이가 있었으며(F=4.348, P= .005), 연령이 많을수록 병원간호조직특성 점수가 높았다. 2) 결혼상태에 따른 병원간호조직특성은 기혼이 미혼보다 병원간호조직특성 점수가 높았다(t=-3.11, P= .002). 3) 현 직장 근무 년수에 따른 병원간호조직특성은 통계적으로 유의한 차이가 있었으며(F=3.636, P= .0013), 근무년수가 길어질수록 병원간호조직특성 점수가 높았다. 4) 근무 부서에 따른 병원간호조직특성은 통계적으로 유의한 차이가 있었으며(F=14.547, P= .000), 다른 부서에 비해 수술실 간호사가 병원간호조직특성 점수가 낮았다. 3. 대상자들의 일반적 특성과 조직몰입과의 차이검증에서 연령, 학력, 결혼상태, 현 직장 근무 년수의 4개 변수가 통계적으로 유의하였다. 1) 연령에 따른 조직몰입은 통계적으로 유의한 차이가 있었으며(F= 5.864, P= .000), 26-34세와 35세이상에서 유의한 차이가 있었다. 2) 학력에 따른 조직몰입은 통계적으로 유의한 차이가 있었으며(F= 4.103, P= .007), 대학원 졸업 간호사가 다른 학력 간호사에 비해 조직몰입 점수가 높았다. 3) 결혼상태에 따른 조직몰입은 기혼이 미혼보다 조직몰입 점수가 높게 나타났다(t=6.391, P= .000). 4) 현 직장 근무 년 수에 따른 조직몰입은 통계적으로 유의한 차이가 있었으며(F=6.391, P= .000), 4-5년 근무 간호사가 그 외의 간호사에 비해 조직몰입 점수가 높았다. 4. 병원간호조직특성과 조직몰입과의 관계는 통계적으로 유의한 정적 상관관계를 나타냈다(r= .5569). 5. 병원간호조직특성이 조직몰입에 미치는 영향에 대한 다 변인 회귀분석결과 간호감독과의 상호작용, 조직풍토, 수간호사의 지도성(β= .4080, β= .1403, β= .1263) 순으로 통계적으로 유의한 정적 상관관계를 나타냈으며, 병원간호조직특성 변수가 조직몰입을 33% 설명하는 것으로 나타났다. 본 연구 결과를 통해 병원간호 조직특성요인 즉 수간호사 지도성, 간호감독 이상 관리자의 지도성, 간호감독과의 상호작용, 조직풍토 요인 모두 조직몰입과 밀접한 관련성이 있음을 알 수 있었으나, 간호사들의 병원간호조직특성에 대한 인지정도는 매우 낮게 나타났다. 따라서 간호관리자들은 새로운 정보와 자원을 확보하고 이를 구성원과 공유하여 구성원들의 잠재력과 능력을 개발해 가면서 구성원의 만족도와 조직몰입을 높일 수 있는 지도성과 조직분위기 조성이 필요함을 시사한다. This study is aimed to make plan for the ways of increasing organizational commitment degree of the members by investigating hospital nurse organizational character which is the prior variable of organizational commitment in relation with organizational commitment since it has not been studied in the field of nursing science. 300 acting nurses who have been serving in 3 University hospitals in Seoul for over 1 year have been the objects and the collection of materials have been conducted from July 19, 1999 through Aug. 7, 1999 for 21 days. The research device was the questionnaire which was developed by Park, Sung Ae and Yoon, Soon Young(1986) to measure organization advice of professor to confirm the degree of trust through prior investigation. In order to messure organizational commitment, I used questionnaire that was developed by Mowday et al(1979) and Buchannan(1974) and adapted by Kim, Yun kun(1996) and complemented and amended by my professor. The collected materials were by the use of SPSS Program and the research results are as the follows; 1. The average point on hospital nurse organizational character recognized by the objects was 3.3 based on 5, the full points and the average point on organizational commitment was 3.08. 2. 4 variables such as the age, marital status, current work duration and assigned department showed statistical significance in the examination of difference between general character and hospital nurse organizational character. 1) There was significant difference statistically per age(F=4.348, p=.005), and the older the higher the point in hospital nurse organizational character. 2) Married objects showed higher hospital nurse organizational character point than the single objects(t=-3.11, p=.002). 3) There was significant difference statistically in hospital nurse organizational character according to present work duration(F=3.636, p=.0013), and the longer the duration the higher the point. 4) There was significant difference in hospital nurse organizational character statistically(F=14.547, p=.000), the nurses in operation room showed low point compared to another department. 3. 4 variables showed statistical significance such as the age, education, marital status and present work duration in examining the difference between general character and organizational commitment of the nurses. 1) There was significant difference in the age of 26-34 and over 35 in organizational commitment(F=5.964, p=.000). 2) Nurse who finished the graduate school showed higher point than other educational degree in organizational commitment (F=4.103, p=.007) showing stastical significant difference. 3) Married nurses showed higher point in organizational commitment(t=6.391, p=.000) showing statistical significant difference. 4) There was statistical significant difference according to the duration of present work(F=6.391, p=.000) that the nurses who worked for 4-5 years showed the higher point in organizational commitment. 4. Relation between hospital nurse organization character and organizational commitment showed statistical significant difference in positive correlation(r=.5569). 5. The result of regression analysis of multiple variables on the effect to organizational commitment of hospital nurse organizational character showed significant positive correlation in an order of correlation with nursing supervisor, organizational climate and leadership of head nurse(β=.4080, β=.1403, β=.1263) and the variables of hospital nurse organizational character explained organizational commitment by 33%. This study showed that the important causes of hospital nurse organization character such as leadership of head nurse, leadership of the managers including nursing supervisor, correlation with nursing supervisors, and organizational climate are closely related with organizational commitment but the degree of recognition of nurses on hospital nurse organizational character was very low. Therefore managers are requested to have leadership and creating the climate that can evaluate the satisfaction degree and organizational commitment through developing the potentials of the members by co-owing new informations and resources through securing them at the same time.

The effect of abusive supervision on workplace deviant behavior : Examining the mediating role of organizational commitment and the moderation role of self-enhancement

다오 투이 민 투옌 건국대학교 대학원 2022 국내석사

The present study investigates the association between employee abusive supervision and deviant behavior in the workplace. In addition, the research confirmed that organizational commitment performs as a mediator in this relationship, and that self-enhancement may be the determinant factor in moderating the relation of abusive supervision and organizational commitment, based on the support of the social exchange theory and self-enhancement theory. During October 2021 an online survey was conducted in Vietnam and received a total of 306 responses and after removing inappropriate data, the responses of 289 participants were used for analysis. The analysis results show that abusive supervision is positively related to workplace deviant behavior and negatively related to organizational commitment. On the other hand, organizational commitment has a negative relationship with workplace deviant behavior and it also mediates the relationship between abusive supervision and workplace deviant behavior. Besides, the moderating effect of self-enhancement was also identified in this study. 본 연구는 비인격적 감독과 직장 내 일탈행동 사이의 연관성에 대해 살펴보았다. 구체적으로 사회교환 이론과 자기고양이론을 바탕으로 비인격적 감독과 조직몰입, 직장 내 일탈행동 간의 직접적인 관계를 검증하였고 조직몰입의 매개역할을 하며 자기고양의 조절역할도 하는 것으로 검증하였다. 2021년 10월에 베트남에서 한 온라인 설문조사를 실시하여 총 306명의 응답을 받았으며, 부적절한 데이터를 제거한 후 참가자 289명의 응답을 분석에 활용하였다. 분석 결과에 따르면 비인격적 감독은 직장 내 일탈 행동에 긍정적인 영향을 미치고 조직몰입도에는 부정적인 영향을 미치는 것으로 나타났다. 한편, 조직몰입은 직장 내 일탈 행동에 영향을 미치며, 비인격적 감독과 직장 내 일탈행동 사이의 관계를 매개역할도 검증하였다. 그리고 비인격적 감독과 조직몰입 사이의 관계를 자기고양의 조절효과도 확인하였다.

병원간호사의 핵심역량이 조직성과에 미치는 영향

임춘회 전북대학교 일반대학원 2012 국내석사

ABSTRACT The Effect of Core Competencies of Hospital Nurses on Organizational Performance Lim, Chun-hoe Department of Business Administration The Graduate School Chunbuk National University Through a close examination of the effect relationship of the core competencies of nurses on organizational commitment and self-efficacy, sub-elements of organizational performance, the purpose of this study, this thesis attempts to verify a specific casual relationship between organizational commitment and self-efficacy and competency factors of nurses and to verify the regulating effect of job autonomy and to present implications of effective and efficient human resources management based on core competencies that can strengthen organizational performance of nurses. Hypothesis 1. The core competencies of hospital nurses will affect organizational commitment. Hypothesis 2. The core competencies of hospital nurses will affect self-efficacy. Hypothesis 3. Job autonomy will regulate the relationship between organizational commitment and core competencies. Hypothesis 4. Job autonomy will regulate the relationship between self-efficacy and core competencies. As an important organizational ability to obtain the competitive edge of the hospital organization, core competency is the coping ability on issues about the structural problems such as the purpose or overall vision of the hospital etc. and as expected in this study, [hypothesis 1, 2 ] expected that core competencies will have a positive (+) effect on organizational commitment and self-efficacy and the result was shown to have a positive (+) effect. Therefore, to strengthen core competencies, diversifying experiences and cultivating core competencies that they have can be said to be necessary. However, the result of analyzing the hypothesis 3, Job autonomy will regulate the relationship between organizational commitment and core competencies showed that the regulating effect of job autonomy on core competencies and organizational commitment (affective commitment, continuous commitment, normative commitment) was not proven and the regulating effect of job autonomy on core competencies and self-efficacy analyzing hypothesis 4 was shown to have a positive (+) effect. That is, as the core competency of a nurse is higher, job autonomy was analyzed to be no influence. This thesis identified the effect relationship of the core competency of a nurse on organizational commitment and self-efficacy which are sub-elements of organizational performance, the purpose of this study, and grasped which competency can be strengthened to nurses by verifying the regulating effect of job autonomy and a specific casual relationship of self-efficacy and organizational commitment and capacity factors of nurses. Also, in case of behavior, attitude, and cognition factors used in this study, they are related to characteristics mentioned by Spencer & Spencer(1993) and especially, it is thought to be important to select nurses by considering attitude and personality factors important. In a college education training nurses, it is thought to be necessary to develop creative subjects and training programs which can develop competence and personality, attitude etc. of professional staff required in hospitals. However, according to changes in medical environment, competencies required in the organization may be different and especially, in case of hospitals which are in the center of services, programs or self development manuals that can specifically enhance the competencies of nurses should be conducted quarterly because the needs of customers become diverse and change from time to time. Also, through the competency model after identifying the competency factor of nurses, foundation for training professionals should be made in the future. This study attempted to identify the influence of core competencies of nurses on organizational performance targeting hospital nurses. Also, in previous studies, research was carried out focusing on proposed competence factors but it has the limitations as follows. Thus, in this regard, this study tries to present the direction for future follow-up research First, this study has a limit in verifying a casual relationship because it used the cross-sectional case study without considering time differences focusing on competency factors proposed in previous studies. A true causal relationship should reflect changes that occur with changes of time and future studies will be able to supplement by attempting a longitudinal research method. Second, since measurement on research variables used the self-report questionnaire, the error (common method variance) caused by being measured in the same way according to personal characteristics is highly likely. Third, the nursing competency increases depending on total clinical experience so the systematic career development strategy of experienced nurses encouraging more experienced nurses to remain is required. Fourth, by identifying the nursing competency depending on clinical experience of nurses and examining the educational needs and reflecting them on job training, continuing education cultivating their core competencies should be made. Fifth, since this study targeted one university hospital located in Jeollabuk-do, there is a limit to generalize empirical findings to all university hospital nurses. Therefore, comparative studies are thought to be necessary by diversifying nurse subjects and these studies are expected to be performed. Sixth, qualitative and ongoing research is needed to find out the effect of the change of core competencies on organizational commitment and self-efficacy. Key Word : core competencies, organizational commitment, self-efficacy, job autonomy Student ID Number : 201050733

중국 대학교 학장의 변혁적 리더십, 교수의 조직몰입, 조직신뢰와 직무만족 간의 구조적 관계

유성 전주대학교 일반대학원 2020 국내박사

This study aims to reveal the structural relationship among the transformational leadership of the dean of the Chinese Universities, the organizational commitment of professors, organizational trust and job satisfaction. We also looked at the effects of transformational leadership on job satisfaction through organizational commitment and organizational trust. In order to achieve these objectives, the following research problems were established: First, what are the differences between the dean's transformational leadership, professor's organizational commitment, organizational trust and job satisfaction based on the background variables of professor(gender, age, academic background, job grade) and dean(gender, academic background)? Second, what is the structural relationship between the transformational leadership of the dean, the organizational commitment, organizational trust and job satisfaction of professor in Chinese universities? Third, what is the mediated effect of organizational commitment and organizational trust in the influence of the transformational leadership of the dean on the job satisfaction of professors in Chinese Universities? In order to get a accurate result, a questionnaire verifying the reliability of the measuring tools(Cronbach's α) was distributed to 600 professors working at seven Chinese universities by random sampling way and the final 540 copies were analyzed. After selecting and converging questionnaires by using a five-point Likert scale and appropriate measurement information for the variables to be considered through prior research, the measurement tools for this study were used. In order to measure the transformational leadership of the university dean, the transformational leadership measure of the school organization developed by Kim Chang-gul(2003) was modified to match this study and select 20 questions in the original questionnaire. In order to measure the professor's organizational commitment, the Kim Se-ho’s questionnaire(2011) was used. He used the scale of Allen and Meyer in his research 「The Relationship between University Organization Culture and Organization Commitment」 and used a questionnaire to reconstruct the professor after referring to the studies of Yoo Hyun-eun(2004), Jung Woo-young(2007), and Kwon Soon-il(2007). The professor's organizational trust measurement tool uses a questionnaire in a study conducted by Do Jeong-ki(2016) on the university president, which was suggested by McAlister(1995) and reconstructed by Kim Sung-eun(1999). Job satisfaction measurement tools uses the tool which was developed by Kim Kyung-jong(2013) and match the words of the subjects in this study. The date collecting procedure was analyzed by using the statistical packages SPSS 25.0 and AMOS 25.0 structural equation model programs. First, to verify the reliability and validity of the measurement questionnaire, a value of Cronbach's α was obtained. A positive factor analysis was conducted to verify the feasibility of the survey. Second, technical statistics such as average, standard deviation, skewness, and chumdo were performed to check the normal distribution level of measurement variables. Third, technical statistical processing of differences in groups of background variables was performed. A frequency analysis is performed to determine the statistical properties of the collected samples, and the composition ratio is calculated as a percentage. Independent sample t-verification and one-way analysis were conducted for analyzing the differences according to organizational and individual characteristics, and a post-script of Schefé was conducted when significant differences were found. Fourth, an analysis of Pearson's adequacy correlation was conducted to verify the correlation between measurement variables. Fifth, structural equation model analysis was performed to identify the structural relationship between measurement variables by the research hypothesis. To assess whether the study model conforms to the hypothesis, a series of model goodness-of-fit indices, i.e. χ²/df, GFI, AGFI, NNFI, NFI, and RMSEA, were calculated. After calculating path coefficients among the variables to verify the parameter's significance, the significant levels of direct and indirect effects were verified through the bootstrap method. Thus, the results of the verification of this study are summarized as below. First, there were no statistically significant differences in transformational leadership, organizational commitment, organizational trust and job satisfaction depending on the professor's gender and dean's gender. According to the professor's age, academic background, job grade there are significant differences in both the professor's transformational leadership and the professor's organizational commitment, organizational trust and job satisfaction levels. Specifically, based on the age of professors in Chinese universities, groups aged 50 or older were the highest. There are significant differences in transformational leadership, organizational commitment, organizational trust and job satisfaction depending on the professor's academic background, and as the professor's academic background increases, the degree of the dean's transformational leadership, professor's organizational commitment, organizational trust and job satisfaction have all been lowered. Second, the results of examining the correlation between the variables and the lower factors of each variable showed static correlation between the academic president's transformational leadership, the professor's organizational commitment, organizational trust, and job satisfaction. In this study, transformational leadership had a positive effect on organizational commitment(β=.758, p<.001). It was also shown that transformational leadership has a static effect on organizational trust(β=.840, p<.001). Third, as a result of analyzing the organizational commitment and the mediated effect of organizational trust on job satisfaction by the transformational leadership, the impact of the dean's transformational leadership on the prefessors' job satisfaction is only through indirect channels, so organizational commitment and organizational trust played a full mediated effect role.