This study aimed to offer implications for enhancing the organizational performance of the sign language interpretation centers by analyzing the effects of the organizational capacity on the performance. Intervening effects of job attitude variables b...
This study aimed to offer implications for enhancing the organizational performance of the sign language interpretation centers by analyzing the effects of the organizational capacity on the performance. Intervening effects of job attitude variables between organizational capacity and the performance were also investigated.
A survey targeting the 191 middle managers was made and distributed throughout whole country from 10th to 31st of July, 2015. Among the questionnaires distributed, 190 were collected (a response rate of 98.48%) and 189 questionnaires were finally utilized for data analysis. A structural equation model(SEM) was conducted to analyze the direct and indirect effects of sign language interpretation centers organizational capacity, commitment and job satisfaction on organizational performance. Also, a competing model was organized to compare and analyze to find the most optimal route.
The major results of this study are as follows.
First, according to a descriptive statistical analysis the organizational characteristics of centralization and formalization were lower than the average, showing that the sign language interpretation center’s work environment is exclusive and bureaucratic. Next, organizational capacity was higher than average but among the subfactors personnel management (average 3.07) was somewhat lower than other subfactors. Meanwhile, organizational commitment and job satisfaction well influenced in general on the organizational performance, however was lower compared to the organizational performance of the social community center administrator and social workers.
Second, by analyzing the direct effects of sign language interpretation centers’ organizational capacity subfactors and the whole capacity to the organizational performance, it was shown that the strategic area, organizational area, personnel management, system management and organizational capacity all had significant influences on the organizational performance. Meanwhile, in the first stage among the controlling factors centralization caused significant impact on organizational performance but in the second stage the significant impact on organizational capacity as input was deceased.
Third, by analyzing the meditating effect of organizational commitment and job satisfaction, organizational commitment and job satisfaction in the organizational area which is a subfactor of organizational capacity fully mediated the relations with organizational performance. Also strategic area, personnel management, management system in the relationship with organizational performance were partially mediated by job satisfaction. Meanwhile, it was shown that in the relationship of organizational capacity and performance, only job satisfaction was partially mediated. Finally by analyzing the route of the competing model it was shown that organizational capacity directly affected organizational performance and indirectly affected through job satisfaction. Also, organizational commitment partially mediated the relation between organizational capacity and job satisfaction so indirectly affected the organizational performance together.
Based on those results, following implications can be drawn as follows.
First, considering that in the case of a sign language interpretation center, the organizational characteristics are somewhat exclusive, it is necessary to apply the positive facets of the human relationship theory so that the members of the center have autonomy and voluntarily participate in the decision making process. Also, since the personnel management capacity which is a major subfactor of organizational capacity is low, there is a need to establish a fair and transparent personnel management system with the center administrator’s leadership and the middle manager’s role as a supervisor.
Second, the organizational capacity influences the organizational performance through interaction of the organizational culture, motivational theory which is mental factor and the human relationship theory, therefore the importance of personnel resource management based on the human relationship theory is emphasized. Additionally, in order to strengthen the organizational capacity it is necessary to make an environment where the members actively participate in the transformation process, and to give the motivation. It is necessary to give the head officer of sign language interpretation centers the related education opportunities between the regional complex social centers to acquire the professional management skills.
Third, integrated approach is required because the organizational capacity directly impacts not only the organizational performance but indirectly affects through job commitment and satisfaction. It is necessary to establish a structured organizational environment where the members can commit to the organization and be satisfied with their job. Especially, since the organizational capacity and the organizational commitment of job attitude and satisfaction directly and indirectly affect the organizational performance an effective intervention based on reciprocal relevance is required.
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