Organizational Commitment Of Members Research Articles

해양경찰청 MZ세대가 갖는 조직문화와 직무만족에 대한 인식의 함의

The MZ generation currently accounts for about 36% of the Korean population, and it is obvious that their share as a member of society will continue to increase. Overall, the proportion of MZ generation in Korea Coast Guard is continuously increasing as well, and according to the internal data of the Korea Coast Guard, it was confirmed that about 40% of the entire organization as of 2022 consists of the MZ generation. Therefore, the result of their recognition of their organizational culture will be a fundamental data that can suggest the light direction of healthy development of the Korea Coast Guard in the future, and organizational-level response plans for job satisfaction and organizational commitment of members. Therefore, in this study, based on the results of previous studies on organizational culture and job satisfaction, the recognition level of MZ generation police officers of the Korea Coast Guard was identified, and the relationship between organizational culture and job satisfaction perceived by them was identified. and suggestions for policy improvement. The researcher expects that this study will become a source that can promote the growth of various organizational cultures by achieving convergence with the MZ generation with an active attitude in the organizational culture of the Korea Coast Guard in the rapidly changing era.

공공스포츠클럽 리더의 변혁적 리더십이 서비스품질 및 조직몰입과 직무성과에 미치는 영향

Purpose: As for the purpose of this study, the attitude of employees and leaders of public sports clubs across the country toward the organization is focused on the transformational leadership of the leader. The causal relationship is examined how it affects job performance and the relationship between service quality & organizational commitment. We intend to derive practical results for club operation by empirically analyzing the mediating effect.<BR> Method: This study was conducted online for employees and leaders working in public sports clubs across the country, and 364 items were used for analysis. Regression analysis was performed using the SPSS program. <BR> Results: As a result, first, transformational leadership in public sprots clubs had a positive (+) effect on the service quality and organizational commitment of members. Second, transformational leadership in public sports clubs had a positive (+) effect on the job performance of members. Third, both service quality and organizational commitment, which are parameters, had a positive (+) effect on job performance. Fourth, service quality and organizational commitment showed a partial mediating effect between transformational leadership and job performance.<BR> Conclusion: In the public sports club organization, transformational leadership has a positive effect on service quality, organizational commitment, and job performance. In addition, transformational leadership itself has a positive effect on job performance. However, as it is necessary to always prepare for uncertainty in the operation of public sports clubs, attention should be paid to service quality and organizational commitment as mediating factors.

지방공무원 중간관리자의 코칭역량이 부하직원의 조직몰입 및 직무스트레스에 미치는 영향

The purpose of this study is to objectively identify and discuss how the coaching competency of the middle managers of local public officials affects the organizational commitment and job stress of subordinates. To achieve this goal, a related survey was conducted on 313 local public officials in Y-si, Gyeonggi-do and S-si, Chungcheongnam-do, and the data of 235 people were analyzed. As a result of the study, the coaching competency of the middle managers of local public officials had a statistically significant influence on the organizational commitment and job stress of subordinates. Specifically, among the sub-factors of coaching competency for middle managers, goal setting, supporting and assistance were found to have a significant positive effect on organizational commitment, while listening and questioning were found to have a significant negative effect. In addition, among the sub-factors of middle manager coaching competency, goal setting, mutual respect, trust, and self-efficacy were found to have a significant negative effect on job stress. In most coaching-related studies, the coaching competency of managers or leaders has a positive effect on the organizational commitment of members and a negative effects on job stress. However, what is unique in this study was that the listening and questioning of the middle managers of local public officials had a negative effect on the organizational commitment of subordinates. As for the phenomenon contrary to the results of previous studies, it is difficult to understand the in-depth inner story due to the superficial limitations of the survey study. However, it is expected that the reason can be found in the characteristics of local government officials or organizational culture. Therefore, additional discussion is needed through a research paradigm that enables an in-depth approach to future phenomena.

Ready for the Triple Aim? Perspectives on organizational readiness for implementing change from a Danish obstetrics and gynecology department

BackgroundAs health care strives towards the Triple Aim of improved population health, patient experience, and reduced costs, an organization’s readiness for change may be a key factor. The concept refers to the collective commitment of organizational members to a change and belief in their shared ability to make that change happen (efficacy). This study aims to assess the organizational readiness for implementing large-scale change at a clinical department in pursuit of the Triple Aim and to determine key associated factors.MethodsA cross-sectional study at a Danish Obstetrics and Gynecology department faced with external pressure to become more efficient without compromising patient outcomes and experience. The Organisational Readiness for Implementing Change (ORIC) questionnaire was distributed to all employees (n = 403). Descriptive statistics was used to assess overall organizational readiness and single items. The between-group differences in subject characteristics were assessed with independent t-test and non-parametric test. Multiple linear regression was employed to control for potential confounders.ResultsResponse rate was 72%. The level of agreement with the commitment statements was high, and low with the efficacy statements. We did not observe statistically significant differences in the overall score between organizational sections or in relation to gender, age, or profession. Managerial status (B = 3.2, 95% CI = .52, 5.9, P = .02) or interim employment(B = 2.7, 95% CI = .47, 4.9, P = .02) were significant predictors of a high change efficacy score after controlling for potential confounders.ConclusionsChanges related to pursuit of the Triple Aim were seen as something that “has to” be done, but left managers, and even more so staff, wondering what “to do” and “how to” do it. Change strategies should therefore address these uncertainties by translating political “have to’s” proposals that resonate with staff, spark engagement, and clarify “how to” deal with the complexity of large-scale change.

IMPLEMENTASI TOTAL QUALITY MANAGEMENT PADA PENDIDIKAN JARAK JAUH

Total Quality Management (TQM) in distance education in higher education is rarely developed to improve quality continuously. There are 6 dimensions in TQM, namely leadership, management education, human resource management, information management, customer-centered and satisfaction, and the development of cooperation. College leaders need to create values and goals, and realize objectives through strategies and leadership styles that are suitable to realize the commitment of organizational members..

Influence of the Organizational Commitment of Members of Social Cooperatives on Life Satisfaction: Communication Method as a Parameter

Influence of the Organizational Commitment of Members of Social Cooperatives on Life Satisfaction: Communication Method as a Parameter

The Social Enterprises’ Organizational Commitment: The Effect of Psychological Ownership and the Moderation Effects of Social Entrepreneurship and Organizational Support

This study was to investigate the organizational commitment of members of social enterprises, and the effects of the individual and the organizational variables. The social entrepreneurship was defined as the organizational-level value that includes balanced social and economic purposes to differentiate social enterprises from commercial enterprises or non-profit organizations. The study examined the effect of psychological ownership on organizational commitment, and the moderating effect of social entrepreneurship using multilevel methodology. Also, it tested the effect of perceived organizational support as an individual-level moderator. A survey research was conducted by gathering 140 employees of 32 companies(social enterprises=16, smaller enterprises=16), and HLM 6.08 was used to analyze the cross-level relationships. In terms of the results of affective commitment. the positive effect of psychological ownership and the moderating effect organizational support were significant, while cross-level moderating effect of social entrepreneurship was not found. The results of continuance commitment showed a different pattern where the cross-level moderating effect of social entrepreneurship was found significant, indicating that the non-significant effect of psychological ownership needs to be examined in more detail. From the results, the study provided theoretical and practical implications for the human resource management to improve members’ organizational commitment of Korean social enterprises.

Leadership, trustworthiness, and ethical stewardship

Leaders in today’s world face the challenge of earning the trust and commitment of organizational members if they expect to guide their companies to success in a highly competitive global context. In this article, we present empirical results indicating that when leadership behaviors are perceived as trustworthy through the observer’s mediating lens, trust increases and leaders are more likely to be viewed as ethical stewards who honor a higher level of duties. This article contributes to the growing body of literature about the importance of ethical stewardship in the trust relationship.

Leadership, Trustworthiness, and Ethical Stewardship

Leaders in today’s world face the challenge of earning the trust and commitment of organizational members if they expect to guide their companies to success in a highly competitive global context. In this article, we present empirical results indicating that when leadership behaviors are perceived as trustworthy through the observer’s mediating lens, trust increases and leaders are more likely to be viewed as ethical stewards who honor a higher level of duties. This article contributes to the growing body of literature about the importance of ethical stewardship in the trust relationship.

A Study on Factors Influencing the Job Satisfaction and Organizational Commitment of Organizational members for Accreditation of Engineering Education

A Study on Factors Influencing the Job Satisfaction and Organizational Commitment of Organizational members for Accreditation of Engineering Education