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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.

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.

본 연구는 직장인 대상의 셀프리더십 프로그램을 개발하고, 서울지역 중소기업 직 장인을 대상으로 프로그램을 적용과정에서 연구 참여자가 경험한 셀프리더십 프로그 램의 효과에 관한 현상학적 연구이다. 연구방법은 질적 연구방법 중 Giorgi의 현상학 적 연구방법을 택하였다. 연구 목적을 달성하기 위해 셀프리더십 프로그램 설계는 ADDIE 모형을 활용하였다. 셀프리더십 프로그램의 개발 효과에 대해서 프로그램은 셀프리더십의 구성요소인 행동지향적 전략, 자연보상적 전략, 건설적 사고 전략으로 구분하여 구성하였고, 서울지역 중소기업 직장인 8명에게 적용하여 셀프리더십, 자기 효능감과 조직 몰입에 미치는 영향을 확인하였으며 그 결과는 다음과 같다. 첫째, 연 구 참여자에게 참여형 셀프리더십 프로그램을 적용한 후 긍정적인 만족도 평가와 자 기 성찰, 태도와 행동의 동기 부여, 자신감 회복의 결과를 얻을 수 있었다. 둘째, 셀프 리더십 프로그램은 참여자들에게 행동지향적 전략과 자연보상적 전략, 건설적사고 전 략의 구성요소에 영향을 미쳤음을 알 수 있다. 셋째, 셀프리더십 프로그램은 성취 경험, 대리경험, 언어적 설득, 정서적 경험의 자기 효능감에 영향을 미쳤음을 알 수 있 었다. 넷째, 셀프리더십 프로그램은 조직 몰입의 정서적 몰입에 영향을 미쳤음을 알 수 있었다. 셀프리더십 프로그램 개발과 효과에 대해 현상학적으로 분석한 연구 결과 는 참여자들의 셀프리더십 함양과 자기 효능감, 조직 몰입도에 미치는 영향을 발견할 수 있었다. 이러한 연구 결과를 바탕으로 직장인 대상 셀프리더십 프로그램의 지속적 인 개발과 연구를 제언하였다.

This research is to develop a self-leadership program for employees of small and medium-sized enterprises in Seoul and is a phenomenological study of the participants who experienced self-leadership while applying this program to them. Giorgi’s phenomenological research method among qualitative research methods was chosen as the research method. The ADDIE model was used for program design, and the development effects of the self-leadership program were divided into abehavior-focused strategies, natural-reward-strategies, and onstructive thought-pattern strategies, which are components of self-leadership, and their effects on self-leadership, self-efficacy, and organizational commitment. First, positive satisfaction evaluation, active participation rate, self-reflection, attitude and behavioral motivation, and confidence recovery were obtained after applying the program to the research participants as a participatory program. Second, it can be seen that the self-leadership program has an effect on the components of the behavior-focused strategies, the natural-reward-strategies, and the constructive thought-pattern strategies. Third, it was known that self-efficacy of achievement experience, vicarious experience, verbal persuasion, and emotional arousal was positively influenced by this self-leadership program. Through this program the participants built hope and expectation for change, received a help in restoring self-confidence, and witnessed self-efficacy enhancement. Fourth, one found effects of this program on emotion commitment and organization commitment. As results of the qualitative research in which a phenomenological analysis of the self-leadership program development and its effects was made for employees in small and medium-sized enterprise in Seoul, this program made a positive impact on the participants’ enhancement of self-leadership, self-efficacy, and improvement of organization commitment. Based on these research results, continuous development and research on self-leadership programs for small and medium-sized business workers were suggested.

본 연구는 환자안전문화의 주요 요인 중 간호사의 조직몰입, 의사소통능력, 환자안전 역량을 중심으 로 환자안전문화에 영향을 미치는 요인을 파악하는 데 목적이 있다. 본 연구의 대상자는 서울 및 3개 도에 소재한 30곳의 종합병원 간호사 168명을 연구대상으로 하였다. 통계 분석은 SPSS 프로그램 을 활용하였으며 기술통계분석, 독립표본 t 검정, ANOVA 분석, 상관관계 분석 및 회귀분석을 실시 하였다. 연구결과에 따르면 환자안전문화의 영향요인으로 조직몰입(β=.48, p<.001)과 환자안전역량 (β=.35, p<.001)이 통계적으로 유의한 영향을 미치는 것으로 나타났으며, 환자안전문화에 영향하는 각 요인에 대한 총 설명력은 48.7%로 나타났다. 이상의 결과를 토대로 본 연구는 환자안전문화 형성 을 위한 중재 프로그램을 개발하는데 근거자료를 제시하였다는 점에 그 의의가 있으며, 향후 간호사 의 환자안전문화 형성을 증대하기 위해 간호사의 조직몰입 및 환자안전역량을 키울 수 있는 체계적 이고 다양한 교육프로그램 개발 확대를 제언하는 바이다.

This study aimed to identify the factors affecting patient safety culture by focusing on nurses' organizational commitment, communication competence, and patient safety competency. The study was conducted with 168 nurses from 30 general hospitals located in Seoul and 3 provinces. Using the SPSS program, descriptive statistical analysis, independent sample t-test, ANOVA analysis, correlation analysis, and regression analysis were performed. We found that organizational commitment (β=.48, p<.001) and patient safety competency (β=.35, p<.001) had a statistically significant effect in influencing patient safety culture, and the total explanatory power was 48.7%. To increase nurses' formation of a patient safety culture, the development of systematic and diverse educational programs that increase nurses' organizational commitment and patient safety competency are warranted.

본 연구는 군 돌봄체계 내의 보육교사가 인식하는 서번트 리더십이 보육 서비스 현장의 서비스 질에 미치는 영향을 분석하는 것을 목적으로 조직몰입의 매개효과를 살펴보았다. 군 돌봄체계 내에서 근무하는 보육교사 376명으로부터 회수한 설문지를 통해서 정규성 검사, 상관관계, 구조방정식의 통계적 분석을 사용하여 다음과 같은 연구결과가 나타났다. 첫째, 군 돌봄체계 내의 보육교사가 인지한 서번트 리더십은 서비스 질에 직접적인 영향을 미치는 것으로 나타났다. 둘째, 보육교사의 서번트 리더십은 조직몰입을 통해 서비스 질에 간접적인 영향을 미치는 것으로 나타났으며, 보육교사의 서번트 리더십과 서비스 질 사이에서 보육교사의 조직몰입은 부분매개 역할을 하는 것으로 나타났다. 셋째, 보육교사의 서번트 리더십은 서비스 질에 중요한 원인이며, 조직몰입을 통해서 서비스 질은 향상되는 것으로 나타났다.

The purpose of this study is to examine how Analysis on the Causal Model Social Workers' servant Leadership to Service Quality in Social Work Institution. Furthermore, this study explores practical implications for Service Quality of daycare center. Through investigating and analyzing 376 social workers, who are currently employed by daycare center, and SPSS and AMOS statistical software were used to analyze data, the followings have been found: The Conclusion that resulted from data analysis were as follows: First, there was significant positive correlation among caregiver's servant leadership, Service Quality and Organizational Commitment. Second, covariance structural analysis showed that the causal relationship among social worker's servant leadership, Service Quality was significant. Lastly, there is need to analyze the casual models of servant leadership, Service Quality depending on their evaluation criteria. It proves that servant leadership is an important variable to make Service Quality and to improve of Organizational Commitment caregivers.

본 연구의 목적은 호텔 직원의 커뮤니케이션 만족과 조직몰입간의 영향관계에서 라포의 매 개효과를 검증하고자 하였다. 이러한 연구목적을 달성하기 위하여 서울 소재 특1급 호텔에서 근무하는 282명의 직원들을 대상으로 설문조사를 실시하여 빈도분석, 신뢰도 분석, 상관관계 분석, 다중회귀분석 모형분석을 실시하기 위하여 SPSS 18.0 통계패키지가 이용되었다. 본 연 구의 결과를 요약하면, 다음과 같다. 첫째, 커뮤니케이션 만족에 대한 3개의 하위요인개념 중 조직 커뮤니케이션 환경과 부서 내 커뮤니케이션이 라포에 미치는 영향은 모두 정(+)의 유의한 영향을 미치는 것으로 나타났 으나 부서 간 커뮤니케이션 만족이 라포에 미치는 영향은 유의하지 않는 것으로 나타났다. 둘째, 커뮤니케이션 만족에 대한 3개의 하위요인개념 중 조직 커뮤니케이션 환경과 부서 내 커뮤니케이션이 조직몰입에 미치는 영향은 모두 정(+)의 유의한 영향을 미치는 것으로 나타났 으나 부서 간 커뮤니케이션이 조직몰입에 미치는 영향은 유의하지 않는 것으로 나타났다. 셋째, 라포가 조직몰입에 미치는 영향은 정(+)의 유의한 영향을 미치는 것으로 나타났으며, 커뮤니케이션 만족의 하위 개념 중 조직 커뮤니케이션 환경, 부서 내 커뮤니케이션, 부서 간 커뮤니케이션과 조직몰입 간의 영향관계에 대한 매개검증에서 라포는 부분매개 역할을 하는 것으로 나타났다. 이와 같이 호텔 조직에서 커뮤니케이션의 효율성 극대화를 통한 호텔 직원의 직무만족을 유 도하기 위해 다양한 커뮤니케이션 기법들을 시도하거나, 교육과 훈련을 통해 커뮤니케이션 유 형과 기술적인 발전만을 강조하기 보다는 호텔 직원들이 의사소통에 대해 정확하게 인식 할 수 있도록 환경을 조성하고 상사에 대한 신뢰를 기반으로 조직에 몰입 할 수 있는 방안들이 고민되어야 할 것으로 보인다. 이러한 호텔 직원의 커뮤니케이션과 조직몰입간의 영향관계에서 라포의 매개역할을 검증함으로서 인적자원관리 분야에 중요한 시사점을 제시하고자 하였다.

The purpose of this study is to verify the mediating effect of rapport in the relationship between communication satisfaction(CS) on their organization commitment(OC). In order to achieve this research, the 289 employees who work in Five Star Hotels in Seoul were surveyed, SPSS 18.0 statistical package was used to conduct the frequency analysis, reliability analysis, correlation analysis and multiple regression analysis model. First, hotel sub-concepts of the CS shows a partially significant positive correlation effect on rapport and OC in circumstance of organizational communication(COS), internal communication(IC) and communication between departments(CD). Second, in the mediating effect of the impact the relationship between CS and OC, rapport showed that a mediating role in positive correlation COS, IC. but In the case of IC, rapport has been shown to no significant effect on OC. Through the verification of the influence of relationship between CS and OC it proposes the implications on human resource management.

The purpose of this study is to verify the mediating effect of rapport in the relationship between communication satisfaction(CS) on their organization commitment(OC). In order to achieve this research, the 289 employees who work in Five Star Hotels in Seoul were surveyed, SPSS 18.0 statistical package was used to conduct the frequency analysis, reliability analysis, correlation analysis and multiple regression analysis model. First, hotel sub-concepts of the CS shows a partially significant positive correlation effect on rapport and OC in circumstance of organizational communication(COS), internal communication(IC) and communication between departments(CD). Second, in the mediating effect of the impact the relationship between CS and OC, rapport showed that a mediating role in positive correlation COS, IC. but In the case of IC, rapport has been shown to no significant effect on OC. Through the verification of the influence of relationship between CS and OC it proposes the implications on human resource management.

본 연구는 중소기업관리자들의 변혁적 리더십이 조직몰입에 미치는 영향에서 조직신뢰의 매개효과에 대한 실증연구를 하고자 하였다. 이에 안산지역(시화 및 반월공단)내 중소기업을 대상으로 설문 진단을 통하여 수집된 자료의 SPSS 20.0 프로그램 통계 패키지를 활용하였으며, 분석방법은 빈도분석, 요인분석, 신뢰도 분석, 상관관계분석과 변혁적 리더십이 조직몰입에 미치는 영향에서 조직 내 신뢰의 매개효과를 분석하기 위해 Baron & Kenny(1986)의 3단계 절차에 따른 회귀분석을 실시하였다. 한편 본 연구에서는 기존 학자들이 선행연구에서 제시한 리더십에 대한 요인분석 결과 변혁적 리더십의 요인으로 추출하여 조직 신뢰와 조직몰입에 대한 관계를 실증분석 결과와 주요 시사점은 다음과 같다. 첫째, 변혁적 리더십과 조직 신뢰 사이의 관계를 실증 분석한 결과 개별적 배려와 지적자극의 변인이 효과적으로 이루어지고 있다고. 둘째, 조직 신뢰와 조직몰입사이의 관계를 검증한 분석결과 조직 구성원들이 조직신뢰와 동료신뢰를 높게 지각할수록 조직에 대한 정서적 몰입과 규범적 몰입에 많은 영향을 미친다. 셋째, 변혁적 리더십과 조직몰입 사이의 영향관계에서 조직 신뢰의 매개효과를 분석한 결과, 조직신뢰와 상사신뢰는 정서적 몰입을 증명하는데 있어 중요한 요인으로 나타났다. 마지막으로 지적자극의 조직몰입에 대한 영향관계에서 조직신뢰가 규범적 몰입에 완전매개효과를 나타내고 있는데 이는 지적자극에 있어 조직신뢰 없이는 조직몰입을 기대할 수 없음을 의미하고 있다.

This study was trying to do the empirical research on the mediating effect of organizational trust regarding how the transformational leadership of SME managers affects to organizational commitment Thus, SPSS 20.0 statistical package program was utilized for the collected data through a questionnaire diagnosis targeting the SMEs in Anshan area (Sihwa and Banwol Industrial Complex) and when it comes to analytical methods, frequency analysis, factor analysis, reliability analysis and correlation analysis were used and the regression analysis according to the three-step procedure of Baron & Kenny (1986) was conducted in order to analyze the mediating effect of trust within the organization regarding on how the transformational leadership affects to organizational commitment. Meanwhile, in this study, the factor analysis results for the leadership that previous researchers suggested in previous studies and empirical results and major implications on the relationship between organizational trust and organizational commitment by extracting a factor transformational leadership are as follows. First, individual consideration and factors of intellectual stimulation have been effectively made per the result of the empirical analysis on the relationship between transformational leadership and organizational trust and second, the analysis result which verified the relationship between organizational trust and organizational commitment has shown that when organizational members highly perceive the organizational trust and trusted colleague, it has a significant effect on affective commitment and normative commitment to the organization. Third, organizational trust and trusted supervisor were shown as important factors in proving affective commitment per the analysis result of the organizational trust’s mediating effect in effect relationship between transformational leadership and organizational commitment. Lastly, as organizational trust is showing the full mediating effect in normative commitment in effect relationship of intellectual stimulation on organizational commitment, this means organization commitment cannot be expected without organizational trust in the intellectual stimulation.

본 연구는 인수합병 과정에서 다양한 인수합병 전략이 구성원 인식 변화에 미치는 영향을 조사하였다. 인수합병의 성공여부는 종업원들의 업무만족도 및 조직몰입도에 달려있다. 기존의 연구들과 유사하게, 본 연구에서도 인수합병 과정에서 원활한 의사소통(communication)이 구성원들의 불확실성을 감소시키는 것으로 확인되었다. 또한 고용 안정성은 인수합병 이후 조직 동일시(Organizational Identification)에 긍정적 영향을 미치는 것으로 나타났다. 그러나, 기존 연구들과는 달리 본 연구에서 조직 연속성(Sense of Continuity)의 효과는 확인할 수 없었다. 이는 조직이 급변하는 상황에서 고용안정성이 연속성을 대체할 수 있으며, 고용안정성이 확보될 경우, 구성원들은 변화에 적극적으로 대처하며 새로운 조직과의 동일시가 용이해 질 수 있기 때문이다. 본 연구 결과는 인수합병 과정에서 연속성이 확보되지 못하더라도 고용 안정성이 보장된다면, 주요한 인적자원의 손실을 막을 수 있음을 시사하고 있다.

Merger and acquisition(M&A) brings significant changes in organizational life and positive employee outcome is critical for the success of M&A. Similar to previous research, we found that communication has a positive influence on reducing uncertainty. In addition, job security is also found to have a significant impact on post-merger organizational identification. However, contrary existing research, sense of continuity did not have any significant impact on organizational identification. One possible explanation may be that sense of continuity serves as a proxy measure for job security under organizational change, and when employees perceive high level of job security, they will more willingly cope with changes and identify with the new organization even if sense of continuity is missing. An important implication for managers is that offering job security may compensate for lack of continuity when merging organizations want to avoid the loss of human capital and expertise.

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.