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The Relationship Between and Among Job Satisfaction, Training and Organizational The Relationship between and among Job Satisfaction, Training and Organizational Culture in South Korea’s Manufacturing Industry Dissertation Presented in Partial Fulfillment of the Requirements for the Degree Doctor of Philosophy in the Graduate School of The Ohio State University By Hae Na Kim, M.P.A., M.A. College of Education and Human Ecology The Ohio State University 2016 Dissertation Committee: David Stein, Advisor Joshua Hawley Chris Zirkle Copyright by Hae Na Kim 2016 Abstract This dissertation explored the impact of training in organizational cultures and the influence on job satisfaction in South Korea’s manufacturing industry. To address the relationship between and among training, organizational culture and job satisfaction, principal component analysis and multiple regression analysis were applied using the 2013 Korean Human Capital Corporate Dataset. In spite of the significant relationship between job satisfaction and organizational culture, previous research has not fully focused on these relations outside Western countries (Dirani & Kuchinke, 2011). Especially, data on how to promote the organizational culture of the South Korean manufacturing industry is still empirically insufficient. The results of this analysis showed significant relationships between training and job satisfaction, and between organizational culture and job satisfaction, and among training, organizational culture and job satisfaction. Also, this dissertation showed position is statistically significant in all regressions but gender is not statistically significant with current salary. In addition, job satisfaction with work itself is not correlated to gender after inserting the interaction term of gender and position. This study indicates no clear distinction between Adhocracy Culture and Market Culture in South Korea’s manufacturing industry. Furthermore, it is found that the influence of “Official rules and regulations are stressed” which belongs to Hierarchical Culture value is strong, potentially due to the national culture of South Korea. ii The relationship between job satisfaction and organizational culture is statistically significant between job satisfaction and all types of organizational cultures. In addition, higher Adhocracy and Market orientation result in higher job satisfaction. Therefore, HRD practitioners need to consider encouraging flexible and creative organizational cultures in the manufacturing sector. Future research might consider extending this dissertation’s results to other measures of job satisfaction such as socioeconomic status and well-being aspects. iii Dedication Dedicated to my great family, Yong Ik Kim (Father), Myeong Sun Park (Mother) and Hyun Jung Kim (Brother) iv Acknowledgements I would like to thank my committee members, Dr David Stein, Dr Joshua Hawley and Dr Chris Zirkle for their guidance and support from the beginning of my doctoral program. I extend my sincere appreciation to Dr Jos Raadschelders and Dr Weidong Li who supported my candidacy exam and to the chair of department of Educational Studies, Dr Eric Anderman. My gratitude is extended to my friends and colleagues, Charles Saunders, Kathy Lechman, Sunny Munn, Jieun You, Fred Kauser, Edwina Carreon, Melanie Hart, Kiara Jett, Nadia Perez, Mary Karabinos, Dana Ferbrache-Darr, Eun Young Kim, Valentina Sokoastri, Eun Hyo Cho, Alicia Wade and Umi Retnaningsih. I wish to acknowledge Dr Ronald Jacobs, Professor Emeritus at the Ohio State University and Mr Wondoo Lee, Director at the Ministry of Employment and Labor of Korea, for their encouragement to pursue and continue my doctoral program specializing in HRD. I am very thankful to the Association for Talent Development (ATD, formerly ASTD) headquartered in Virginia for providing me a scholarship and to the former president of the Central Ohio Chapter of ATD, Ms. Rose Lawyer. Also, I would like to express my thanks to professors at Sookmyung Women’s University and Indiana University. v In particular, I would like to thank Mr Michael Axmann at the International Labour Organisation (ILO) in Geneva, who has provided me a working opportunity for the Skills and Employability Branch. Also, I am appreciative for all of my students who took my teaching classes and studied together with me. Without their excellent participation, I would not be successful as their instructor. I have the deepest gratitude for my great family. I could not have asked for better helps and supports from my parents, Yong Ik Kim and Myeong Sun Park, as well as my brother, Hyun Jung Kim. So, I would like to dedicate this dissertation to my family. vi Vita February 1997…………………Gwacheon High School, Gwacheon, Gyeonggi-do, Korea 1999……………………………Exchange Student, York University, Toronto, Canada 2001……………………………B.A. Political Science & International Relations, Sookmyung Women’s University, Seoul, Korea 2004……………………………M.P.A. Public Affairs, Indiana University, Bloomington, IN 2014…………………………….M. A. Workforce Development & Education, The Ohio State University, Columbus, OH 2010 to Present………………….Ph.D. Workforce Development & Education The Ohio State University, Columbus, OH Fields of Study Major Field: Education-Physical Activity and Education Services Workforce Development & Education Human Resources Development & Adult Learning Education Policy Research Method vii TABLE OF CONTENTS Page Abstract ..................................................................................................................... ii Acknowledgement ..................................................................................................... v VITA ................................................................................................................................................ vii List of Tables ...................................................................................................................... xi List of Figures ........................................................................................................... xiv Chapter 1. Introduction ...................................................................................... 1 Statement of the Problem ...................................................................... 3 Theoretical Framework .......................................................................... 6 Research Questions .............................................................................. 9 Limitations of Study .............................................................................. 12 Definition of Terms ............................................................................... 13 Summary .............................................................................................. 14 Chapter 2. Literature Review ............................................................................. 15 Literature Review Procedure .................................................................. 15 Theory of Work adjustment (TWA) ........................................................ 16 Job Satisfaction ...................................................................................... 20 Job satisfaction with work itself .................................................... 22 Job satisfaction with current salary ................................................ 23 Job satisfaction with interpersonal relations ................................... 23 Organizational Culture ........................................................................... 24 viii Classification of organizational culture ......................................... 26 Organizational culture and Korean society .................................... 28 Organizational culture and job satisfaction .................................... 29 Training ................................................................................................. 31 Sufficient training ......................................................................... 32 Organizational support for training ................................................ 33 Training opportunity ..................................................................... 34 Training and job satisfaction ......................................................... 35 The relationship among job satisfaction, organizational culture and training .......................................................................................... 36 Summary ............................................................................................... 39 Chapter 3. Methodology ................................................................................... 40 Population and Sample Data and sample .......................................................................... 40 Sampling procedure ..................................................................... 41 Instruments and respondents of the survey ................................... 42 Missing data ................................................................................ 42 Measurement ....................................................................................... 44 Operationalization of Variables .................................................. 45 Skewness and Kurtosis ......................................................................... 56 Outliers and Multicollinearity ............................................................... 60 Reliability Check ................................................................................. 62 Data Analysis .....................................................................................
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