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기업체 남녀 관리자의 직무만족 구성요소가 조직몰입에 미치는 영향에 관한 연구(The effect of gender on the relationship between job satisfaction and organizational commitment of male and female managers working at private companies in Korea)

: 성별의 조절효과를 중심으로
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Title 기업체 남녀 관리자의 직무만족 구성요소가 조직몰입에 미치는 영향에 관한 연구(The effect of gender on the relationship between job satisfaction and organizational commitment of male and female managers working at private companies in Korea)
Subtitle 성별의 조절효과를 중심으로
Author Son, Joo-young
Publisher Seoul : Korea Women's Development Institute
Publication Date 2011 -06
Material Type Article
Country South Korea Holding KDI School
Language Korean License
Pages 36

Abstract

Job satisfaction as well as organizational commitment continues to generate high research interest because it is recognized as one of the major indicators of business performance. Therefore, greater understanding of the factors involved in job satisfaction and organizational commitment is important, not for the well-being of employees, but for business viability and organizational productivity. The purpose of this study is to verify the impact of job satisfaction on organizational commitment and the effect of gender on their relationship. The data was collected from 2,962 respondents who are working at 355 private companies in Korea. Job satisfaction, in this study, was assessed via five scales which concerned colleague, pay, supervisor, work, and working environment. The results of this study have shown that employee's job satisfaction, such as colleague satisfaction, pay satisfaction, supervisor satisfaction, work satisfaction, and working environment satisfaction, is positively related to their organizational commitment. The result also revealed that gender played an important role in the relationship between colleague satisfaction and organizational commitment. However, gender haven't had a significant effect on the relationship between pay satisfaction as well as supervisor satisfaction, work satisfaction, and working environment satisfaction, and finally, organizational commitment. Based on the results of this study, some implications for researchers and HR professionals, future research agenda, and limitations were also discussed.

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