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논문 기본 정보
- 자료유형
- 학술대회자료
- 저자정보
- 저널정보
- 서울행정학회 서울행정학회 학술대회 발표논문집 2005 Proceeding of the International Conference of Seoul Association for Public Administration(SAPA)
- 발행연도
- 2005.7
- 수록면
- 243 - 253 (11page)
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초록· 키워드
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Organizational commitment explains why employees work hard for an organization. It is also an important variable in public personnel administration especially when there are increasing needs for retaining quality employees in the public sector. Both antecedents and consequences of employee commitment are various and empirical findings vary with regard to subjects. Most of the studies are reported in Western context where the understanding of multiple foci of commitment in Asian countries is very limited. This small study is an early attempt to apply a multidimensional view of employee commitment to the Korean context where administrative culture differs from western countries.
From such a point of view, this study focuses on commitment of public employees working in five Ministries where the Offices of Women's Policy were established. The Offices were institutionalized to solve the vertical and unequal gender relationship problems associated with Confucian tradition, and the Korean central government has recently showed a strong willingness to put a balanced perspective in every gender-related policy with the launch of the Ministry of Gender Equality in 2001. To secure this balanced perspective in every policy area, the Office of Women's Policy was also established in five ministries in the central government in 1998. The goal of this office is to provide strategic policy advices to each ministry on issues of concern to women as well as to facilitate cooperation among related agencies for effective, efficient implementations of women-related policies (Ministry of Gender Equality, 2003).
While arguing commitment has constructs, this study seeks to identify commitment to gender policy, which is distinct from commitment to organization. In this regard, the purpose of this study is investigating why commitment to gender policy where balanced gender perspectives are emphasized is important in establishing commitment to organization and innovative behavior. This study begins by reviewing the literature regarding employee commitment and presents research hypotheses concerning commitment to gender policy and its relationship to commitment to organization and innovative behavior.
From such a point of view, this study focuses on commitment of public employees working in five Ministries where the Offices of Women's Policy were established. The Offices were institutionalized to solve the vertical and unequal gender relationship problems associated with Confucian tradition, and the Korean central government has recently showed a strong willingness to put a balanced perspective in every gender-related policy with the launch of the Ministry of Gender Equality in 2001. To secure this balanced perspective in every policy area, the Office of Women's Policy was also established in five ministries in the central government in 1998. The goal of this office is to provide strategic policy advices to each ministry on issues of concern to women as well as to facilitate cooperation among related agencies for effective, efficient implementations of women-related policies (Ministry of Gender Equality, 2003).
While arguing commitment has constructs, this study seeks to identify commitment to gender policy, which is distinct from commitment to organization. In this regard, the purpose of this study is investigating why commitment to gender policy where balanced gender perspectives are emphasized is important in establishing commitment to organization and innovative behavior. This study begins by reviewing the literature regarding employee commitment and presents research hypotheses concerning commitment to gender policy and its relationship to commitment to organization and innovative behavior.
목차
Foci, Antecedents and Consequences of Employee Commitment
Hypotheses and Methods
References
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