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KMID : 0387319980080010052
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Korean Journal of Health Policy and Administration
1998 Volume.8 No. 1 p.52 ~ p.96
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A Study on Causal Factors of Organizational Commitment of Public Servants in Urban Health Centers : Testing a Hypothetical Causal Model
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Lee Sang-Joon
Kim Chang-Yup
Kim Yong-Ik
Shin Young-Soo
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Abstract
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To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors(sex, age, education, job-garde, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) and structural variables(formalization, centralization, communication, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables.
For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. the survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values.
The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method.
Main results were as follows :
(1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively.
(2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative.
(3) Pride for organization, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salary and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centralization were negative.
In conclusion, there results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication, Especially, pride for organization and intrinsic motivation were expected to play the most important role.
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KEYWORD
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Organizational commitment, Urban health center, Hypothetical causal model
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