It can be said that organizational culture is a fundamental element which controls values, way of thinking and behavior of organizing members. Coping with changing internal·external environment, an organization forms its own basic value system during adaptation process to maintain and develop the organization; and, organizational culture formed in a such way controls behavior and thought of organizing members and interact on organizational structure characterizing the organization uniquely. Desirable organizational culture plays such positive function and role as increase in organization effectiveness or promotion of management innovation through participation process of creating together with organizing members.
Based on both advanced researches that organizational culture has an influence on organization effectiveness and competing values model of Quinn & McGrath (1985) from the aspect of adaptation culture that organizational culture showing reaction to environment change can get good results, this study conducted an analysis on influential relationships between ship organizational culture, job satisfaction, organizational commitment, and turnover intention in order to give a help to policy direction to solve problems of crew about improvement of their job satisfaction, organizational commitment, and turnover intention.
Organizational culture types pursuant to competing values model are classified into; group culture emphasizing flexibility, discretion, internal interest and integration; development culture emphasizing flexibility, discretion, external interest and differentiation; hierarchical culture emphasizing internal interest, integration, stability, and control; and, reasonable culture emphasizing external interest, differentiation, stability, and control.
Job satisfaction was divided into intrinsic factor and extrinsic factor according to its components in order to use for this study. Intrinsic factor was divided into job achievement and recognition, the job itself, responsibilities, and promotion while extrinsic factor was divided into job environmental elements such as formation of organization by organizing members, administration, supervision, work conditions, remuneration, and interpersonal relationship. Organizational commitment means that individuals identify the organization and the goal with themselves and have emotional affection.
Determinant of organizational commitment can be classified into organizational goal exhibiting organizational affection, sense of mission and group consciousness, and continuance commitment to remain in the organization in connection with such factors as external compensation and continuous service.
Based on such advanced researches, this study established a hypothesis of influential relationships between organizational culture, job satisfaction, organizational commitment, and turnover intention of crew and then, attempted statistical verification through a questionnaire survey. It also analyzed demographic differences between variables.
According to result analysis on differences between organizational culture types pursuant to general characteristics, they strongly recognize characteristics of organizational culture if they are older, have higher position and have longer boarding period. It is analyzed that those who are in higher position with decision-making and command strongly recognize organizational culture. And, it was found that crew over 25 and less than 30 years old as well as the second mate had low recognition on organizational culture in connection with development culture, group culture, and reasonable culture which had statistical differences.
If we generally look into verification result of hypothesis, crew's job satisfaction and organizational commitment are high when they recognize ship organization through development culture and group culture while their turnover intention was low when they recognize ship organization through group culture. In other words, organization effectiveness was higher if ship crew members recognize organizational culture as human-oriented, positive and challenging attitude toward external change.
If we accept goal and value of an organization based on reliability, autonomy, and discretion of respective crew members and if we make them positively perform their works, it would be possible to improve job satisfaction and organizational commitment.
Through result of this research, it was verified that reasonable culture, development culture, and group culture out of organizational culture gave a positive influence on job satisfaction and organizational commitment. It is believed that in order to raise organization outcome of shipping companies and to lower turnover intention of crew, it is required to make crew self-develop and to find satisfaction with positive mind on external environment change and it is also required to create human-oriented work environment.
The leader's role is considerably significant in formation of new organization culture and the role of chief engineer as a leader of ship organization is very important and therefore, it is necessary for a shipping company to train its organization members in order to develop and change organizational culture in human resources management level, and it is also necessary to continuously manage and develop organizational culture.