한국 벤처기업의 직무몰입에 관한 연구
A study on the organizational commitment of Korea's venture firms
iv, 91 p.
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This dissertation uses empirical data to study the organizational commitment of Korea's venture firms. Through systematic organization and management, the occupational motivation and productivity of venture firms can be raise to make firms more internationally competitive. This study combines the literature, consisting of general publications and research materials, which explains the characteristics of Korean venture firms and empirical data collected through surveys. In particular, regressions, variance analysis and correlation analysis have been conducted for hypothesis testing. A total of five hypotheses have been tested (1. characteristics of the CEO and organizational commitment, 2. behavorial characteristics of the leader and organizational commitment, 3. compensatory satisfaction and organizational commitment, 4. demographic variables and organizational commitment, 5. job motivation and organizational commitment). In the empirical results, for firms where the CEO is naturally innovative, and supports the innovations of employees, affective commitment and normative commitment were found, and in forms where the CEO is personally devoted to the results and where employee goals are individually assigned a negative relationship with normative commitment was found. For leadership characteristics and the leadership of organizational commitment, and for leadership characteristics and organizational commitment, affective commitment, continuance commitment and normative commitment were all significant related to information collection and diffusion. With salary satisfaction, all three elements (salary level, understanding of salary system, welfare benefits) affected normative commitment. In contrast, work tenure was correlated to affective commitment and passive commitment. In particular, as tenure increases emotional commitment falls (negative correlation). Finally, in the case for job motivation, only founding members were shown to exhibit high affective commitment relative to other workers. The results above show that CEO characteristics and leadership need to match venture organizations which require swift decisions and innovative ideas, and other variables were also significant in the empirical analysis. Through empirical analysis, this study gives rise to the following conclusions regarding firm methods which lead to higher organizational immersion. When CEOs run firms through innovation, and when leaders use information on decision making, planning, activitics in the management of organization members, this affects the organizational immersion of employees. However, leaders must also avoid excessive encouragement of objective achievement. Excessive encouragement can lead to a reduction in the normative commitment among emplyees. In addition, on salary policy, to convince employees that their organization is the most appropriate (normative commitment), measures to enhance salary satisfaction should be pursued.