Earticle

연구의 목적은 첫째, 피트니스 센터의 종사자 진정성을 분석하는 것이다. 이를 위해 심층면접과 전문가 회의를 통해 피트니스 센터 종사자 진정성의 속성과 구조를 파악하고자 하였다. 연구결과, 피트니스 센터의 종사자에 대한 진정 성 속성은 리더차원(동료, 유대, 지원)와 센터차원(보호, 비전, 공정, 보상)으로 파악되었다. 두 번째, 연구목적은 피트 니스 센터의 종사자 진정성과 직무만족, 조직몰입, 고객지향성의 구조적 관계를 규명하는 것이다. 연구대상은 피트니스 센터 종사자 243명이다. 자료처리는 구조방정식 모형분석을 실시하였다. 모형의 적합도를 확인한 후 개별 가설들을 검 증하였다. 다음과 같은 결과를 얻었다. 첫째, 리더 진정성과 센터 직정성은 직무만족에 긍정적인 영향을 미쳤다. 둘째, 센터 진정성은 조직몰입에 긍정적인 영향을 미쳤으나, 리더 진정성은 조직몰입에 영향을 미치지 못했다. 셋째, 직무만 족은 조직몰입에 긍정적 영향을 미쳤다. 넷째, 직무만족은 고객지향성에 영향을 미치지 못했다. 다섯째, 조직몰입은 고 객지향성에 긍정적인 영향을 미쳤다.

The purpose of this first study was to analyze authenticity to the workers of fitness center. To achieve objectives of this study, a survey was using the in-depth technique and experts' consultation which understanding the attributes and structure. Analysis of the data showed that authenticity to the workers of fitness center provided attributes were leader dimension(colleague, connectedness, education), center dimension(protection, vision, fairness, reward). The second purpose of this study was to examine the structural relationship between authenticity to the workers of fitness center, job satisfaction, organization commitment, customer orientation. The subjects of the study were 243 questionnaires who worker of fitness center. Data analysis used for SEM analysis. After confirming the test of goodness of fit of a model, individual hypotheses was verified. The results were as follows: First, authenticity to the workers of leader dimension and center dimension had a positive influence on job satisfaction. Second, authenticity to the workers of center dimension had a positive influence on organization commitment. But authenticity of leader dimention had a non-influence organization commitment. Third, job satisfaction had a positive influence on organization commitment. Fourth, job satisfaction had a non-influence on customer orientation. Fifth, organization commitment had a positive influence on customer orientation.

기업의 구성원들은 개인이 가지고 있는 기술, 지식, 능력 등을 조직에 제공 하고 이에 대한 대가를 조직에게서 부여받는 방식으로 관계를 지속한다. 이 러한 기업에게서 받는 대가는 임금 등의 금전적인 보상과 명예, 복리후생 등의 비금전적인 보상 등을 받게 된다. 이러한 서로의 상호작용 속에서 기 업 조직의 구성원들은 공정성 문제를 항상 생각하게 된다. 따라서 본 연구 에서는 조직공정성이 기업성과에 어떠한 영향을 미치는 지를 살펴보고자 한다. 연구 결과 조직공정성은 직무만족, 조직몰입에 영향을 미치는 것으로 나타 났다. 하지만 매출액증가에는 영향을 미치지 않는 것으로 나타났다.

Members of the private companies have the skills, knowledge, abilities, etc. In return for providing the organization from the organization granted a way to continue the relationship. From these companies in exchange for monetary compensation, such as wages and honors, including non -monetary benefits, and receive a reward. Interaction with each other in these companies are members of the organization to always think about the fairness issue. In this study, the performance of the company fairness affect whether any will be discussed. Organizational justice research on job satisfaction, organizational commitment influence. But that does not affect sales growth, respectively.

Purpose: The demand for advanced practice nurses (APNs) has increased globally due to a shortage of physicians and an increased demand for high-quality healthcare. Research is needed on the enhancement of advanced practice nurses' organization commitment. Organization commitment (OC) directly impacts the retention of APNs. This study aims to identify the key factors affecting the OC of advanced practice nurses. Method: A cross-sectional survey was conducted at the largest hospital in South Korea. A total of 189 APNs answered survey questions. A partial least squares-structural equation modeling method was employed to analyze the survey responses. Results: A pay scale of APNs is positively associated with person-organization fit (POF). However, the effect of job location and computer self-efficacy on POF is not significant. Job satisfaction plays a salient direct role in supervision and POF. Job satisfaction is also a significant moderator in the relationship between supervision and POF. POF is significantly associated with both OC and supervision. Supervision has a positive effect on organization commitment. Conclusions: Pay scale, job satisfaction, supervision, and POF are significant factors affecting organization commitment. Establishing an intra-organization entity, such as APN steering committee, to ensure mutual consensus and transparent communication between administrators and APNs would enhance POF, the rating of supervision, and organization commitment.

본 연구의 목적은 육군 재복무 간부를 대상으로 고용안정성, 조직문화, 갈등요인이 직무만족과 조직 몰입에 미치는 영향을 실증분석하는 것이다. 연구결과를 요약하면 다음과 같다. 첫째, 재복무 간부는 높은 직위안정성을 보이고 있다. 둘째, 재복무 간부들은 직무만족과 조직몰입에 모두 높은 평균값을 보이고 있다. 셋째, 재복무 간부의 연령에 따른 집단별 평균차이 분석결과, 직위안정성의 경우 연령 대가 높아질수록 낮게 인식하는 경향이 발견되었다. 넷째, 재복무 간부의 재복무 유형에 따른 집단별 평균차이 분석결과, 재임용 간부가 재임관 간부보다 조직문화의 평균값이 높게 나타났다 마지막으 로, 다중회귀분석을 시행한 결과, 직위안정성은 직무만족과 조직몰입에 영향을 미치지 않는 것으로 확인되었다. 반면, 조직문화와 개인간 갈등이 조직몰입에 영향을 미치며, 직무만족은 부분매개역할 을 하는 것으로 밝혀졌다. 본 연구는 육군 재복무 간부에 관한 국내 연구가 미흡한 상황에서 시도된 최초의 탐색적 실증연구로서 의의가 있다. 따라서 향후 연구를 위한 기초자료로 활용될 수 있을 것이다.

The purpose of this study is to empirically analyze the effects of job security, organizational culture, and conflict factors on job satisfaction and organizational commitment of re-enlisted officers in the army of Republic of Korea. The findings of this study are as follows. First, most of the re-enlisted officers had a high job security. Second, their job satisfaction and organizational commitment levels were high on average. Third, the positional stability of older-aged group was found to be lower. Fourth, according to the types of re-enlisted officers, the average score of organizational culture was higher for re-employed officers than reappointed officers, which is due to the difference of selection system. Lastly, multiple regression analysis showed that job security did not have a significant effect on job satisfaction or organizational commitment, On the other hand, organizational culture and interpersonal conflict affect organizational commitment, and job satisfaction was confirmed to act as a partial medium.

이 연구에서는 먼저 개인-조직, 개인-직무, 개인-상사 부합이 서로 구분되는 독립적인 개념임을 밝히고, 이러한 세 가지 유형의 부합이 개인의 조직몰입, 직무만족, 이직의도에 미치는 영향이 서로 다르다는 것을 검증하였다. 또한 세 가지 부합유형들이 서로 상호작용하여 개인의 태도에 영향을 미칠 것이라는 가절을 실증적으로 검증하였다. 연구를 위하여 312명의 현직자들에게 설문 조사를 실시하였다. 연구결과, 조직구성원들은 개인-조직 부합, 개인-직무 부합, 개인-상사 부합을 각각 독립적으로 인식하였으며, 세 부합 유형들은 각각 개인의 특정 태도와 더 관련이 있었다. 구체적으로, 개인-조직 부합은 조직몰입과 가장 강하게 관련되어 있었고, 개인-직무 부합은 직무만족과 이직의도와 가장 강하게 관련되어 있었다. 또한 이 연구의 주관심사였던 세 가지 부합들간의 상호작용에 대한 6개 가설 중에서 3개가 지지되었다. 구체적으로, 개인-직무 부합과 개인-상사 부합은 개인-조직간 부합과 조직몰입간의 관계를 조절하였고, 개인-조직 부합은 개인-직무 부합과 직무만족간의 관계를 조절하였다. 이러한 결과를 토대로 연구의 의의와 제한점, 그리고 추후 연구과제를 논의하였다.

The purpose of this study was to examine the effects of Person-Organization(P-O), Person-Job(P-J), and Person-Supervisor(P-S) fit on person`s attitude. Also, this study was conducted to identify whether the three types of fit have interaction effects on person`s attitude. For this study, survey data were collected from 312 employees. The result of this study showed that people perceive P-O fit, P-J fit, and P-S fit separately, and each type of fit affects person`s attitude differently. Organization commitment was predicted most highly by P-O fit. P-J fit explained most highly job satisfaction and intent to turnover. Also, the interaction hypotheses on relationship among three fits which were main interest in this study were partially supported. Based on these results, the implication and limitation of this study were discussed. Also, the direction for future study was discussed.

본 연구의 목적은 직장인이 참여하고 있는 개인 및 집단 여가활동에 따른 여가만족, 직무만족 및 조직몰입에서의 차이를 살펴보고, 직무만족이 여가만족과 조직몰입 간의 관계를 매개하는지의 여부를 검증하는 데 있다. 본 연구는 전라북도 지역의 553명의 조직 내 직장인들을 대상으로 여가활동과 여가만족, 직무만족 및 조직몰입에 대한 자료를 설문지를 통하여 수집하였다. 설문지의 신뢰도는 Cronbach's 값이 여가만족=.936, 직무만족=.923, 조직몰입=.846으로 나타났고, 타당도는 확증적 요인분석을 통해 확인하였다. 자료 분석은 SPSS 19.0과 AMOS 19.0을 이용하여 t 검증, 상관분석, 구조방정식 모형 검증을 실시하였다. 그 결과, 개인과 집단 여가활동에 따라 여가만족, 직무만족 및 조직몰입에서 유의한 차이가 있는 것으로 나타나 집단 여가활동에 참여하는 직장인이 개인 여가활동에 참여하는 직장인보다 여가만족, 직무만족 및 조직몰입 수준이 높은 것을 확인하였다. 또한 직무만족은 개인 여가활동 참여자들과 집단 여가활동 참여자들 모두에게서 여가만족과 조직몰입 간의 관계에서 완전매개역할을 하는 것으로 나타났다. 즉, 직장인이 집단 여가활동에 참여하는 것은 여가만족 수준을 높이고, 여가만족이 직무만족 수준에 영향을 주며 궁극적으로 조직몰입에 영향을 미치는 것으로 나타났다. 마지막으로, 본 연구의 의의와 제한점 및 추후 연구를 위한 시사점에 대해 논의하였다.

The purpose of this study was to examine the difference in leisure satisfaction, job satisfaction and organization commitment according to individual vs group leisure activity and to find out whether job satisfaction mediate relationship of leisure satisfaction and organization commitment. Participants of this study were 553 employees of various organizations in Jeonbuk. Reliability Cronbach's of questionnaire was .936～.846 and validity was verified by applying confirmatory factor analysis. The collected data were statistically analyzed through t-test, correlational analysis and Structural Equation Model(SEM) with SPSS 19.0 and AMOS 19.0. As a result, we found that there were significant differences between individual and group leisure activity on leisure satisfaction, job satisfaction and organization commitment. so the employees who participated in group leisure activity is higher than employees who participated in individual leisure activity. Also, job satisfaction fully mediated the relationship between leisure satisfaction and organization commitment both employees who participated in individual and group leisure activity. In other words, we confirmed that participating in group leisure activity raised the level of leisure satisfaction, and leisure satisfaction effected on job satisfaction and organization commitment. Finally, we discussed significance, limitation of this study then implications for further research.

조직변화에 대한 구성원 저항과 관련한 선행연구에서 조직변화의 실천 주체인 조직구성원의 변화에 대한 태도를 변화 성패의 중요한 요인으로 인식하였다. 이에 따라 본 연구에서는 변화를 추진하는 과정에서 조직변화에 대한 구성원 저항에 영향을 미칠 것으로 판단되는 개인특성(관행추구 성향, 단기사고 성향, 통제 상실감)에 따라 변화에 대한 태도를 예측할 수 있다고 가정하고, 이러한 특성들이 개인차원의 저항 형태인 심리적 저항과 어떠한 관련성을 가지며, 저항의 결과인 조직몰입에 어떠한 영향을 미치는가를 실증적으로 밝히고자 하였다. 본 연구의 자료조사는 현재 조직변화를 추진하고 있는 국내 12개 기업의 구성원을 대상으로 한 설문조사를 활용하였다. 가설의 검증은 공분산 구조방정식 분석을 사용하였다. 연구모형의 추정결과에 따르면 개인적 특성으로 관행추구 성향이 높은 구성원의 경우, 조직변화에 대한 심리적 저항을 많이 나타내는 것을 발견하였으나, 단기사고 성향이 심리적 저항에 미치는 효과는 확인할 수 없었다. 또한 통제 상실감이 높은 구성원일수록 변화에 대한 심리적 저항을 많이 나타내는 것을 확인하였다. 결론적으로 구성원의 심리적 저항이 높을수록 조직몰입에 부정적 영향을 미치는 것으로 나타났다. 경쟁모형의 비교분석을 통해 최종모형을 추정한 결과 관행추구 성향과 통제 상실감이 심리적 저항에 미치는 영향은 유의하였다. 또한 통제 상실감이 조직몰입에 미치는 직접효과도 유의하게 나타났으나, 반면 심리적 저항의 간접효과는 확인할 수 없었다.

Resistance to change and the experience of individuals during change is increasingly of interest to practitioners and academics alike. In the past, much of the organizational change literature and research has focussed on the team or organizational level, and as a result, managers have tended to develop quite broad change strategies. However these high-level strategies are critical, what has not been as widely explored is the experience of individuals during times of change, with the clear purpose of supporting them in order to allow the organization to meet its change objectives. Change processes have therefore been situated in the core of organization's actions, which is why individual's psychological responses to such changes are becoming a key area of research, as well as a critical management issue. Furthermore, few have considered the combined role of personal characteristics of employee to organizational change. Recently, the literature on the psychological responses to change shows two clear perspectives. One focuses on identifying the psychological reactions to change, such as coping with change, readiness to change, openness to change, and resistance to change(Cunningham, Woodward, Shannon, Maclntosh, Lendrum, & Rosenbloom, 2002). The other addresses the influence of individual differences on psychological reactions to change(Dunham, Grube, Gardner, Cummings, and Pierce, 1989). More recently, the construct of dispositional resistance to change has been established as a key contributor to individuals' reactions to change(Oreg, 2003). In consideration of research trends, this study focuses on employee ‘dispositional resistance to change’ in relation to psychological resistance to organizational change. The concept taps individuals' inherent tendency to resist changes: while some people openly accept and adapt to changes, others show an inclination to avoid and oppose them. According to Oreg (2006), those who are dispositionally resistant to change are less likely to voluntarily initiate changes in their lives, and are more likely to form negative attitudes towards specific changes they encounter. In this study, dispositional resistance to change comprises three dimensions: routine seeking, short-term focus and, lose of control. First, routine seeking involves the extent to which individuals prefer conventional and highly predictable tasks, procedures, and environments. Second, short-term focus addresses the degree to which individuals worry about all inconveniences and discomfort that change brings about, instead of focusing on the potential benefits and comfort that it could bring in the long term. Third, Some researchers have suggested that people resist change because it often involves lose of control involved in change. The current study attempts to examine empirically individual characteristics (routine seeking, short-term focused thinking, reluctance to lose control)as antecedents that affect on those psychological resistance, and to empirically investigate how psychological resistance impacts on organizational commitment. In addition, this study empirically tests the moderating effect on the relationship between psychological resistance and organizational commitment. To collect the data for empirical analysis, 260 questionnaires were distributed for about 4 weeks to 230 employees in 12 Korean companies which were implementing organizational change, Out of the 260 questionnaires, 230 questionnaires were returned. From the 230 returned, a total of 212 were used for analysis. A summary of hypothesis test is as follows: First, a routine seeking personality is positively related to an employee's psychological resistance to organizational change. Second, short-term way of thinking is not significantly related to an employee's psychological resistance to organizational change. Third, lose of control was found to have a significant positive relationship with an employee's psychological resistance. It was found t...

Purpose: This research was done to identify relationships among job stress, fatigue, job satisfaction, and commitment to organization in emergency department nurses. Methods: Research participants were 513nurses who worked in the emergency department of 17 tertiary centers and 28 secondary hospitals. Data collection for this descriptive correlational study was done from May to July 2010 using self report questionnaires, and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient with the SAS 9.2 program. Results: There were statistically significant differences in organizational commitment according to age, religion, total clinical experience, emergency department experience, current position,frequency of night shift, average sleep hours, wage level, numbers of beds in unit, and reason for working. A positive correlation was found between job stress and fatigue, and between job satisfaction and commitment to organization for the emergency department nurses and a negative correlation between job stress and Job satisfaction, and fatigue and Job satisfaction. Conclusion: Results of this research indicate that job stress in emergency department nurses was the principal variable affecting job satisfaction and commitment to organization along with fatigue. Appropriate stress management strategies based on identification of job stress for these nurses should lead to development of improved management of nursing manpower and a reduction in stress.

본 연구는 전문직인 사회복지사에게 현재 근무하는 기관에 대한 조직몰입과 사회복지전문직에 대한 경력몰입이 상호 배타적이 아닌 이중몰입이 가능한지를 탐색하고, 또한 평행모형에 따른 동일한 다중회귀식을 이용함으로써 조직과 경력에 대한 두 몰입수준을 동시에 향상시킬 수 있는 결정요인을 파악하고자 하였다. 이를 위해 전담공무원, 사회복지관 및 생활시설 사회복지사 326명을 대상으로 설문조사를 실시하고 자료를 분석하였다. 분석결과 사회복지사의 조직몰입에는 직무특성의 과업정체성과 과업중요성이, 경력특성의 경력만족이, 역할특성의 역할모호성과 역할갈등, 과업압력이, 조직공정성의 절차공정성과 상호작용공정성이 영향을 미치는 것으로 나타났고, 사회복지전문직에 대한 경력몰입에는 직무특성의 기술다양성과 과업정체성, 과업중요성, 피드백이, 경력특성의 경력만족이, 역할특성의 역할갈등이, 조직공정성의 분배공정성과 상호작용공정성이 영향을 미치는 것으로 나타났다. 그리고 조직과 경력에 대한 이중몰입 결정요인으로는 과업정체성과 과업중요성, 경력만족, 역할갈등 그리고 상호작용공정성이 영향을 미치는 것으로 나타났다. 따라서 조직과 경력에 대한 몰입수준을 동시에 향상시키기 위해서는 이러한 요인들이 조직관리에서 특히 중요하게 다루어져야 할 것이다.

This study examines if social workers' dual commitment to the organization and the career is possible rather than these commitments are exclusive to each other. Furthermore, this study examines the factors that can improve the level of dual commitment to the organization and the career using multiple regression analysis of parallel model approach. The results showed that task identity and task significance of job characteristics, career satisfaction of career characteristics, role ambiguity, role conflict, and task pressure of role characteristics, and procedual justice and interactional justice of organizational justice affected organizational commitment. Whereas skill variety, job identity, job significance, and feedback of job characteristics, career satisfaction of career characteristics, role conflict of role characteristics, distributive justice and interactional justice of organizational justice affected career commitment. This study found that the level of social workers' dual commitment to the organization and the career was higher when the job was more complete and significant, the role conflict was lower, and the interpersonal relation was fairer in the job process. Therefore, these should be taken into account for the management of social welfare organizations.

Objectives: Work-Family Balance (WFB) is a significant social issue in Korea. We examined the effects of employees’ burnout on organizational performances by determining the moderating effect of family-friendly organizational culture in firefighter’s organization. Methods: To test the hypothesis, data were collected from firefighters who are working at five fire stations in Deajeon and Chungnam province. Based on quantitative survey from 489 respondents, hierarchical regression analyses were performed. Results: The analysis revealed that job burnout had a negative effect on both organizational commitment (OC) and organizational citizen behavior (OCB). Family-Supportive Organization Perception (FSOP) negatively moderated the relationship between burnout and OCB. On the other hand, there was no significant moderating effect of FSOP on the relationship between burnout and OC. Conclusions: This study raises the importance of creating an organizational culture that gives its members a belief that the organization guarantees and supports the work-family balance system.

This study includes a survey conducted among Youth sports club masters in Seoul and Kyeonggi area from July 20 ∼ August 5, 2010 with 250 questionnaires, 213 among which were collected and then those with insincere answers and too excessive errors to analyze were excluded. Total 213 questionnaires were examined in the end, and the result is as follows: First, to analyze the correlation of factors, correlation analysis was conducted, and it turned out that most of the factors are highly correlated. Second, to clarify the affect of organization justice on work satisfaction, organization commitment Simple Regression Analysis and Multiple Regression Analysis were conducted, and it turned out that the factors are statistically correlated. The comprehensive conclusion based on the result of this study is as follows: For directors, the youth sports club managers, to settle issues whether there are enough consulting and opinion exchange with directors, turned out to have great influence on directors satisfaction, affection. As youth sports club become as big and systematic as corporations, awareness of this organization justice will be increased. Thus, directors and chief directors, the higher class of youth sports clubs should take forth efforts to develop creative programs as well as systematic organization management programs related to compensation, performance rating etc., which is the way to quickly adapt to ever changing structure of youth sports club halls.

본 연구는 우리나라 산업기술 보호의 필요성과 기술보호를 위한 산업보안요원들의 직무만족이 조직몰입과 조직성과 에 미치는 영향을 확인하고 이에 대한 개선점을 도출하기 위함이다. 이를 위해 실무에서 산업보안요원으로 근무하고 있 는 150여 근무자들을 대상으로 2023년 8월 28부터 9월 22일까지 4주간 설문조사를 시도하였다. 설문내용을 보면 변수를 “첫째 직무만족, 둘째 조직몰입, 셋째 조직성과”로 구성하였으며 이를 바탕으로 연구가설을 3개 제안하였다. 각 측정항목 들의 내적 일관성이 충족한 것을 확인하고 판별타당성과 개념 신뢰도를 산출하였으며 각 변수들의 판별타당성을 검증하 였다. 분석결과, 연구모형을 검증하기 위하여 회귀분석을 시행한 이후 그 결과를 보면 연구가설 3개 중에서 “직무만족 ⇨ 조직몰입, 직무만족 ⇨ 조직성과”는 통계적으로 유의한 것으로 도출되어 채택하였으나, “조직몰입 ⇨ 조직성과”는 유 의하지 않는 것으로 산출되어 기각되었다.

The purpose of this paper is to determine the extent to which job satisfaction affects organization commitment and organization performance among industrial security personnel. To this end, we attempted to conduct a four-week survey from August 28 to September 22, 2023, targeting about 150 workers working as industrial security guards in the field. According to the survey, the variables were comprised of “first, job satisfaction, second, organization commitment and third, organization performance” and based on this, three research hypotheses were proposed. After confirming that the internal consistency of each measurement item was satisfied, discriminant validity and conceptual reliability were calculated, and the discriminant validity of each variable was verified. As a result of the analysis, after conducting regression analysis to verify the research model, the results show that among the three research hypotheses, “Job Satisfaction ⇨ Organization Commitment, Job Satisfaction ⇨ Organization Performance” was found to be statistically significant and was adopted. We calculated that “Organization Commitment ⇨ Organization Performance” was not significant and was rejected.

본 연구에서는 M&A의 궁극적인 성공을 위해서는 M&A라는 조직변화에 따른 구성원들의 변화수용을 통해 새로운 조직에 대한 몰입이 중요하다는 인식을 기초로 기존에 연구된 연구를 기반으로 인적통합전략과 변화수용성, 그리고 조직몰입간의 관계를 살펴보았다. 이를 위해 본 연구는 2009년부터 2012년까지 M&A를 단행한 국내 기업의 기업구성원들 중 피인수기업출신 대상으로 실시하였으며 4개 업종의 24개 기업의 임직원들 대상으로 진행하였으며 설문대상은 360명이었다. 본 연구에서 설정된 연구문제를 검증하기 위하여 먼저, 조사대상자의 일반적인 특성을 알아보기 위하여 빈도분석을 실시하였고, 각 문항에 대한 타당도와 신뢰성을 확보하기 위해 요인분석과 신뢰성분석을 실시하였으며 변수들의 관계를 살펴보기 위하여 상관분석을 하였으며, 가설검증을 위하여 회귀분석을 통해 인적통합전략과 변화수용성, 그리고 조직몰입에 대한 인과관계를 살펴보았다. 실증연구의 가설검증을 요약하면 다음과 같다. 가설 1인 인적통합전략이 잘 이루어질수록 구성원의 변화수용성이 높아진다는 가설은 본 연구에서는 고용안정성, M&A 투명성, M&A 공정성, 커뮤니케이션, 임파워먼트로 살펴 보았다. 분석결과 고용안정성과, M&A 공정성, M&A 투명성, 임파워먼트는 잘 이루어질수록 변화수용성이 높아졌으나 커뮤니케이션은 그렇지 않은 결과가 나타났다. 가설 2인 변화수용성이 잘 이루어지면 조직몰입은 높아질 것이라는 가설도 채택되었다. 이는 구성원의 변화저항이 낮아지고 변화수용성이 잘 이루어지면 새로운 조직에 정서적 몰입과 지속적 몰입 그리고 규범적 몰입을 강화되는 것으로 피인수기업출신 구성원들이 인수된 기업에 대한 몰입이 높아지면 성공적인 조직통합은 물론 M&A 목표를 달성하기 위한 기본요건을 담보하는 것을 보여주는 결과일 것이다. 가설 3인 변화수용성은 인적통합전략과 조직몰입과의 관계를 매개할 것이라는 가설은 부분적으로 채택되었다.

Mergers and Acquisitions (M&As) of companies worldwide have shown a marked growth in terms of number and size, and this trend is continuing. Despite this trend, according to recent M&A studies, the success rate of M&As is still low. In summarizing the diverse studies, the overall success rate of M&As was found to be below 50%. Many studies have been conducted on the causes of the failure of M&As to meet expectations. The cause may be a failure in the integration and execution process after acquisition. It is significant that among these causes, problems in strategies and execution during the integration stage after acquisition have presented themselves as a very important cause of failure in M&As. Also, One major cause of failure in an M&A is that CEOs neglect human and organizational cultural integration and instead of focus only on the legal and financial aspects. Therefore, even if the strategic value of the M&A has been satisfactorily proven and made with appropriate terms and conditions, if integration between the two organizations is not successful, the related organizations may never achieve their goal. This Study, for the success of M&A, stand on the basis of the perception which members are accepted M&A and absorbed in this workplace, examined the relationship among human integration strategy, acceptance to organization change and organization commitment. For this study, data was collected by survey which are conducted by member from 2009 to 2012 to complete M&A. The sample was 360. It was from 4 industrial categories and 24 companies. In order to verify the problem of research, First, for the check a general characteristic of the member was conducted to the frequency analysis. Second, for each question to ensure the validity and reliability was conducted to the factor analysis and reliability analysis. Third, the relationships between variables in order to check the correlation analysis was conducted. Fourth, regression analysis to test the hypothesis were conducted. Empirical verification of the hypothesis can be summarized as follows. Hypothesis 1(Integration strategy has a positive effect on acceptance to organization) consisted on 5 variables, job stability, M&A transparency, M&A fairness, communication, empowerment. The result show that except for communication, job stability and, M&A transparency, M&A fairness, empowerment, the hypothesis was adopted. Hypothesis 2 (Acceptance to organization change has a positive effect on organization committment was also adopted. Hypothesis 3 (Acceptance to organization change has a role mediation between human integration and organization commitment) were partially adopted. Based on these findings, the implications and the limitations of the study were presented.

본 연구는 기업사회공헌 활동과 조직몰입과의 관계를 확인하기 위한 연구로 평직원을 대상으로 진행된 설문조사 및 조사 결과에 대한 순서 로지스틱 회귀분석을 통해 이루어졌다. 설문조사 결과에 의하면, 기업사회공헌에 대한 평직원의 인지도 및 공감도는 상당한 수준으로 확인되었다. 이는 기업사회공헌이 경영 관리층의 인식에서 확산하여 기업전체의 경영이념으로 확산하고 있음을 의미한다. 또한, 기업사회공헌의 가치에 대한 신뢰 수준도 상당히 높은 것으로 나타났다. 그러나 회사의 기업사회공헌 경영 방침에서 직원들의 참여 및 의견수렴 과정은 다소 미약한 것으로 나타났다. 회사 경영관리층과 노조 중 기업사회공헌 활동을 누가 주도하는 것이 더 효과적인가에 대해서는 유의한 차이가 존재하지 않는 것으로 나타났다. 기업사회공헌과 조직몰입의 관계를 분석한 회귀분석 결과에 의하면, 기업사회공헌 활동에 대한 직원의 참여도/인지도/공감도가 높을수록 회사에 대한 애사심/자부심/만족도가 강하고 노사 간 의사소통이 원활한 것으로 확인되었다. 또한, 직원들이 기업사회공헌의 가치를 신뢰할수록 회사에 대한 애사심/자부심/만족도가 강한 것으로 확인되었다. 반면, 기업의 사회공헌 활동에 비판적인 직원은 회사에 대한 애사심/자부심/만족도가 약한 것으로 나타났다. 따라서 기업사회 공헌과 조직몰입 간에 유의미한 관계가 있음을 확인할 수 있었다. 기업사회공헌에 관한 선행연구들은 기업사회 공헌 활동에 대한 직원의 직접적인 참여 경험이 기업에 대한 소속감과 몰입도를 향상하고, 긍정적인 태도를 형성하는 성과를 이끌어낸다고 주장한다. 본 연구결과는 이들 선행연구의 주장을 실증적으로 지지하고 있다. 다만, 본 연구 결과만으로 기업사회공헌 활동의 영향에 의해 조직몰입의 강도가 결정된다고 판단하기에는 한계가 있을 수 있다. 애사심이 높은 직원이 기업사회공헌에 적극적일 수 있는 역의 인과관계가 존재할 수 있기 때문이다. 따라서 본 연구는 기업사회공헌이 애사심을 고양할 가능성이 있다는 부분적 증거로 해석하는 것이 타당할 것으로 판단된다.

Corporate social contribution (CSR) has evolved to a management strategy embodied in the overall business activities of modern management. However, it has still remained questionable whether CSR is mostly driven by management activities with relatively passive participation of employees. We conducted a survey study regarding CSR to rank-and-file employees. Survey respondents are working for three different companies belonging to pharmaceutical industry, heavy industry, construction industry. Using the survey results, we analyze the relationship between organizational commitment and CSR activities. The main interest of our study lies in the research question, whether CSR activities could enhance organizational commitment of employees. If employees turn out to get a stronger organizational commitment through participating CSR activities, then the result would imply that CSR would contribute to value creation. According to the survey results, employees keep significant level of awareness and agreement on CSR activities of their firms. This result implies that CSR has been spreading and diffusing to the entire enterprise, not just remaining in the management level. We have also confirmed that employees have considerably higher level of confidence in the value of CSR. The survey results report that employees believe that CSR activities of their firm would significantly enhance firm reputation and brand power. However, employees feel that they have somewhat little chance in involving in policy- and consensus-building process of CSR. The result also shows that employees feel no significant difference in effectiveness in leading CSR activities between management and workers’union. In analyzing the relationship between organizational commitment and CSR activities, we choose several proxy variables for organizational commitment and CSR activities. Proxy variables for organizational commitment include employees’ affection and pride in their firm, job satisfaction, and labor-manager relationship. Variables for CSR activities are categorized by three kinds: 1) variables measuring the degree of employees’ voluntary involvement in CSR activities, 2) employees’ belief in positive effect of CSR on corporate value creation. 3) less critical sentiment of employees to CSR. From the order logit regression analysis, we have found a strong between CSR and organizational commitment. Employees with more engagement on CSR activities have stronger organizational commitment, i.e. more affection, higher pride and stronger satisfaction in their firms. They also maintain closer communication between labor and management. On the other hand, employees who are critical against CSR have less affection, pride, and satisfaction in their firms. Prior studies by Gilder et al. (2005), Larson (2001), Maignan et al. (1999) claim that the direct involvement and experience in CSR activities lead to a positive job attitude and eventually to performance improvement. Our empirical study provides with supportive evidence of prior studies. The main contribution of this study is to provide empirical evidence that shows a positive correlation between CSR and organizational commitment. Since we have not, in this study, incorporated objective financial data of firms, we could not provide more direct relationship between CSR and firm value maximization. We would leave it for future research. We note a limitation of our study regarding causality between CSR and organization commitment. The result of our study cannot be directly interpreted as strong evidence that CSR determines the level of organizational commitment because the reverse relationship can still hold. That is, the results of empirical study cannot exclude the possibility that employees with more affection, higher pride and stronger satisfaction in their firms may involve more actively with CSR. Thus the results of our study would be interpreted evidence for showing the positive correlation between CSR activities and organizational commitment, rather than cause and effect relationship between them.

The purpose of stud is the relation among empowerment, profession satisfaction and organization commitment of sports instructor. The subjects for this study totalled 170(male: 119, female: 51) by convenience sampling method. The collected data were analyzed by descriptive statistics, correlation analysis, confirmatory factor analysis and covariance structure analysis using SPSS/PC+ 18.0 and AMOS 17.0 program. The following conclusions were drawn: First, it was shown that empowerment of sports instructor had significantly positive influence on profession satisfaction in statistics. Second, it was shown that profession satisfaction of sports instructor had significantly positive influence on organization commitment in statistics. Finally, it was shown that empowerment of sports instructor had not significantly positive influence on organization commitment in statistics.

Nowadays, most of Korean companies have induced the annual wage system to reinforce their competition, even though they could not see the real expected effects by the system. Among various reasons, this study has focused on finding out the problems of the influence on the wage satisfaction and the organization commitment by the annual wage system in various organizational cultures in order to make the effective formation of the organization culture.46) This study has relied upon the reviews of some related books and the previous researches including the usages of the second hand data analysis. It has also tried to find out the actual proofs by examining the prepared questionnaires. For the model formation, based on the independent variables of the organizational cultures and characteristics, we have designed the research plans to find out the influence on the dependent variables of the organizational commitment by the parameters of the wage satisfaction with the annual wage system. We have analyzed the effective 268 questionnaires prepared for this hypothetical research model. The analyses are summarized as follows: Firstly, the hypothesis that the organization culture has the influence on the wage satisfaction shows negative value. In this regard, the hypothesis that the organization culture can influence on the wage satisfaction and the organization commitment is accepted. Secondly, the hypothetical influence of the organization culture on the organization commitment shows statistical value .Considering the effects of the organization culture on the organization commitment, the degree of the employees' organization commitment could be accelerated by the high formation of the organization culture in the companies. Thirdly, the hypothesis that the organization characteristics may influence on the wage satisfaction also shows the statistical value, which means that the organizational characteristics such as the size of the organization and the employers' traits can have positive influence on the wage satisfaction. Lastly, the hypothesis of the influence of the wage satisfaction on the organization commitment shows statistically valueless results. Contrary to the beliefs in the past, the organization commitment can be determined by the variables such as welfare system, self-satisfaction, self-development, etc. in the company, not by the wage alone. In conclusion, this study shows that, as the organizational cultures or characters have great influence on the organization commitment, more important are not the wage alone but the reasonable and powerful formation of the organization culture, the rational characters of industrial traits or empowerment, and the introduction of new management techniques even faced with some future dangers.

본 연구의 목적은 사회복지기관 종사자가 인식한 학습조직의 수준이 조직몰입과 직무만족에 미치는 영향은 어떠한지를 실증적으로 살펴보는 것이다. 이를 위해 충청북도지역에 소재하는 사회복지기관 종사자 302명을 대상으로 연구를 진행하였으며 주요연구결과는 다음과 같다. 학습조직 수준이 조직몰입에 미치는 영향을 살펴본 결과 학습조직수준이 높을수록, 급여가 높을수록 조직몰입이 높게 나타났으며 학습조직 하위요인별로살펴보았을 때 팀학습, 공유비전이 높을수록 조직몰입이 높아지는 것으로 나타났다. 학습조직 수준이 직무만족에 미치는 영향을 살펴본 결과 학습조직 수준이 높을수록 직무만족이 유의하게 높게 나타났고, 학습조직 하위요인별로 팀학습, 시스템 사고, 개인적숙련, 공유비전이 높을수록 직무만족이 높은 것으로 나타났다. 이러한 결과를 바탕으로사회복지기관 종사자 개인차원과 조직차원에서의 학습조직화 방안을 제시하였다

The purpose of this study was to examine the effect of the level of learning organization perceived by social welfare workers on organizational commitment and job satisfaction. The investigation was carried out on 302 workers from social welfare organizations located in Chungcheongbuk-do, and the results were as follows. The effect of the level of learning organization on organizational commitment was significant and the results demonstrated that the higher the level of learning organization and pay, the higher the organizational commitment. The examination of each sub-factor demonstrated that the higher the team learning and shared vision, the higher the organizational commitment. The effect of the level of learning organization on job satisfaction was significant and the results demonstrated that the higher the level of learning organization, the higher the job satisfaction. The examination of each sub-factor demonstrated that the higher the team learning, system thinking, individual proficiency, and shared vision, the higher the job satisfaction. Based on the results, Several suggestions were presented.

현재 태국 국립 제육전문 학교는 전국에 17개 캠퍼스에 이른다. 교육기관으로서의 정규직 교직원 역시 총 914명이 근무 하고 있으나 이들의 조기 퇴임과 잦은 이직은 전문성을 가진 대학의 운영에 심각한 효율성의 저하를 초래하고 있다. 이에 본 연구는 그 문제점을 파악하고 안정된 근무여건을 마련하기 위한 대책을 마련 하고자 본 연구를 실시하였다. 본 연구는 다음과 같이 3가지 관점에서 수행되었다. (1) IPE 직장내 에서의 구성원 참여에 영향을 미치는 요인탐색. (2) IPE 조직 에 참여하는 구성원의 수준평가. (3) 조직 참여의 분위기 개선을 위한 운영요인을 모델로 하는 디자인. 설문은 전국 17개 IPE 직원 914명 전원으로 부터 수집하였으며 Taro Yamane의 공식에 의하여 315명의 수집된 샘플을 양적 연구 분석의 자료로 사용하였다. 추가적으로 조직의 관리자 15명을 심층 면접하여 목적적 샘플링 방법을 이용하여 양적 연구로 분석 하였다. 본 연구결과에 의하면, 태국의 IPE 직원들의 조직 스탭 참여는 리더십에 직접적인 영향을 받으며,(b = 0.86). 조 직의 공평성과 공정성(b =0.52), 사무실과 학교의 분위기(b =0.11), 그리고 본인이 인지하는 조직의 문화(b = 0.08)의 순으로 나타났다. 또한 태국 IPE 조직의 리더십은 조직의 공정성과 공평성dp 대한 인식이 가장 높게 나타났으며(g = 0.61), 그 다음으로 조직의 분위기(g =0.23), 조직의 문화가 그다음 순으로 나타났다(g =0.17).

There are 17 national IPE local campuses in Thailand. And totally 914 personells work as official staffs in this educational organization, these institute got .severe management problem of unique of experties of institutes with lack of efficiency by early retirement and move to other job. So, this study performed to find out the problem and to make the methods to solve this problem. This research was performed (1) to study factors that influence staffs’ organizational commitment in the Institute of Physical Education(IPE) (2) to examine the staffs’ level of organizational commitment of IPC in Thailand and (3) to design the model of factor management for development of organizational commitment in the IPE in Thailand. Quantitative data were collected from 914 officials from 17 campuses of the IPE, using a formula of Taro Yamane to determine the sample size which received 315 samples. This research found that the staffs’ organizational commitment in the IPE in Thailand was influenced directly by the leadership(b = 0.86), perception of organizational fairness (b = 0.52), organizational mood of office and institute(b = 0.11), and organizational culture (b = 0.08), respectively. It also found that the leadership of the organization in the Institute of Physical Education in Thailand was influenced directly by the perception of organizational fairness (g=0.61), organizational mood of office and institute (g=0.23), and organizational culture (g=0.17), respectively.

The purpose of this survey was to investigate how taekwondo centers employees empowerment on organization commitment and citizenship behaviors. Targeting 50 taekwondo centers located in Seoul, Gyeonggi and Incheon, this study collected sample data from 223 taekwondo centers employees by direct visit to the taekwondo centers. For data processing, this study conducted frequency analysis, factor analysis, correlation analysis and regression analysis using SPSS Win 19.0 program. Results of study based on the above research method and analysis of data are as follows. First, empowerment had significant influences on organization commitment. empowerment had 25.4%(R²＝.254) of influence about affective commitment, and empowerment had 30.6%(R²＝.306) of influence about normative commitment. Second, empowerment had significant influences on citizenship behaviors. empowerment had 36.0%(R²＝.360) of influence about altruism, empowerment had 37.8%(R²＝.378) of influence about courtesy, empowerment had 25.7%(R²＝.257) of influence about sportsmanship, empowerment had 25.7%(R²＝.257) of influence about conscientionsness, and empowerment had 29.9%(R²＝.299) of influence about civic virtue. Third, organization commitment had significant influences on citizenship behaviors. organization commitment had 20.1%(R²＝.201) of influence about altruism, organization commitment had 26.7%(R²＝.367) of influence about courtesy, organization commitment had 21.1%(R²＝.211) of influence about sportsmanship, organization commitment had 22.5%(R² ＝.225) of influence about conscientionsness, and organization commitment had 23.9%(R²＝.239) of influence about civic virtue.