공공기관 구성원의 조직몰입 영향 요인 분석

Analysis of factors influencing organizational commitment of public institution members

(Purpose) This study aimed to present efficient organizational management plans for public institutions by verifying the influence relationships between variables and differences according to the general characteristics of the research subjects among employees of public institutions. (Methodology) For this purpose, a survey was conducted among the members of public institutions to verify the differences in the general characteristics of the research subjects and the influence relationships between variables. (Findings) As a result, job stress was found to have no statistically significant difference with general individual characteristics, but organizational commitment had significant differences with age, rank, and tenure. There was a significant difference in job satisfaction only during the employment. Second, among job stress, only work overload was found to have a negative (-) effect on organizational commitment, while job satisfaction and job performance were found to have a positive (+) effect on organizational commitment. (Research Implications or Originality) In this study, we aimed to present an efficient organizational management plan for public institutions by verifying the influence relationship between variables and differences according to the general characteristics of the research subjects targeting employees of public institutions. To this end, we conducted a survey targeting employees working in public institutions to verify differences according to the general characteristics of the researcher and influence relationships between variables, and obtained the following results. First, job stress was found to have no statistically significant difference from the general characteristics of individuals, but organizational commitment had significant differences with age, position, and length of service. Job satisfaction had a significant difference only with length of service. Second, among job stress, only work overload had a negative (-) effect on organizational commitment, and job satisfaction and job accomplishment had a positive (+) effect on organizational commitment.