• Title, Summary, Keyword: 몰입

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Autoregressive Cross-Lagged Analysis on Organizational Commitment and Job Satisfaction of Security Employees - Utilization of Korean Labor and Income Panel Study - (보안업 종사자의 조직몰입과 직무만족에 관한 자기회귀교차지연 분석 - 한국노동패널자료의 활용 -)

  • Kim, Woo-Jin
    • Korean Security Journal
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    • no.50
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    • pp.119-141
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    • 2017
  • The purpose of this study is to analyze the longitudinal causal relationship between organizational commitment and job satisfaction, focusing on security related workers. For this purpose, the Korean Labor and Income panel data were classified into security employees. Data were analyzed using SPSS 18.0 and AMOS 20.0, and validity and reliability analysis were conducted before hypothesis testing. The results of the analysis show that organizational commitment at time t-1 has a positive effect on organizational commitment at time t, and that job satisfaction at time t-1 has a positive effect on job satisfaction at time t Respectively. The results of this study are as follows: 1) The organizational commitment has a significant effect on the job satisfaction. 2) The effect of job satisfaction on organizational commitment was also significant 3) The cross-lagged coefficients show that organizational commitment precedes job satisfaction and serves as a predictor

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Mediating Effect of Organizational Trust on the Relationship between Servant Leadership and Organizational Commitment (서번트 리더십과 조직몰입 간의 조직에 대한 신뢰 매개효과)

  • Choi, Dong-Joo
    • The Journal of the Korea Contents Association
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    • v.8 no.12
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    • pp.334-346
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    • 2008
  • The study examined the relationship between servant leadership and organizational commitment and tested the mediating role of the organizational trust between the two variables. Measurement of servant leadership used intactly 23 items of a preceding research. Empirical analysis result can be summarized as follows. Firstly. the servant leadership has positive influence on organizational trust. Secondly. servant leadership has significant influence on affective commitment and normative commitment, but could not reach the significance level for continuance commitment. Lastly, this study was proved there was an partial mediating effect of organizational trust, between the servant leadership and affective commitment, normative commitment, but could not reach the significance level for continuance commitment. And if the organizational trust is higher, the extent of the servant leadership's influence on organizational commitment would be higher.

Effects of Cynicism about Organizational Change on Job Involvement and Organizational Commitment;Focused on the Cases of Private Colleges (조직변화 냉소주의가 직무몰입 및 조직몰입에 미치는 영향;사립전문대학을 중심으로)

  • Kang, Young-Wook;Lee, Seung-Cheol;Kim, Myeong-Hee
    • The Journal of the Korea Contents Association
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    • v.8 no.7
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    • pp.243-251
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    • 2008
  • The purpose of this study is to give some suggestions by examining what kind of effects the cynicism about the organizational change of the administrative staff in private colleges have on their job involvement and organizational commitment and by analyzing the difference between the colleges having experienced labor-management disputes and those without such experiences. The results of this study obtained by actual analyses and the suggestions provided based on the results are as follows. In the colleges having experienced disputes on campus, the cynicism about the organizational change reduces the job involvement and the organizational commitment of the members of the organizations. On the other hand, there are no significant effects of the cynicism about the organizational change on the job involvement and the organizational commitment of the members in the case of the colleges not having experienced disputes on campus.

The Effects on the Trust of the Leaders and Organizational Commitment on the Revolutionary Leadership to Canoe Leaders (카누 지도자의 변혁적 리더십이 지도자의 신뢰와 조직몰입에 미치는 영향)

  • Oh, Byung-Hoon;Seok, Kang-Hoon;Lee, Jae-Hyung
    • Journal of Navigation and Port Research
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    • v.38 no.2
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    • pp.111-120
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    • 2014
  • The purpose of this study was to find out how a canoe leader's revolutionary leadership affects his trust and how a leader's trust affects the organizational commitment. 350 participants were selected out of male and female registered as canoeists by the Korea Canoe Federation in 2011 through the random sampling. Except for 26 data with those not seriously taken, 324 responses were taken as valid samples. Frequency analysis, reliability analysis, factor analysis, correlation analysis, and multi-regression analysis have been conducted. The conclusion is as follows: First, a leader's revolutionary leadership positively affects his trust. Secondly, a leader's revolutionary leadership has a positive effect on his organizational commitment. Lastly, a leader's trust positively affect the organizational commitment.

Effect of Career Commitment and Professionalism of Perioperative Nurses on the Organizational Commitment (수술실 간호사의 경력몰입과 전문직관이 조직몰입에 미치는 영향)

  • Yoon, Kesook
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.15 no.12
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    • pp.7193-7203
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    • 2014
  • This study examined the career commitment and professionalism of perioperative nurses and their impact on the organizational commitment. The subjects were 315 perioperative nurses who were attending the annual conference of the Korean Association of Perioperative Nurses. The data was analyzed by descriptive statistics, ANOVA, and stepwise multiple linear regression using the SPSS/PC 18.0 program. The average level of organizational commitment of the nurses was $3.04{\pm}.42$, whereas the level of career commitment and professionalism were $2.89{\pm}0.67$ and $3.04{\pm}0.29$, respectively. Both factors were found to be influencing factors on the organizational commitment. These variables explained 37.3% of the variance of organizational commitment, and the career commitment (${\beta}$=0.395) was a more influential factor than the professionalism (${\beta}$=0.298).

The Effects of Perceived Consumption Value on Brand Identification, Emotional Commitment and Behavioral Commitment (지각된 소비가치가 브랜드 동일시, 감정몰입 및 행동몰입에 미치는 영향)

  • Yoon, Sung-Wook;Seo, Mi-Ok;Yoon, Dong-Il
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.16 no.9
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    • pp.5989-5997
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    • 2015
  • The purpose of this study is to identify consumers' perceived consumption values and to examine the causal relationship between perceived consumption values, brand identification, emotional Absorption and behavioral commitment. Undergraduate students(N=210) were participated in the survey and the structural equation modeling was utilized for data analysis. The results of this study show that; first, psychological value and personality value have positive effects on brand identification but there was no significant relationship between functional value and brand identification; second, brand identification have positive effects on emotional commitment and behavioral commitment; third, the relationship between emotional commitment and behavioral commitment was not significant; fourth, the effect of psychological value on brand identification was higher than the effect of personality value on brand identification. Based on these results, several recommendations for company are discussed and future research directions are outlined.

The Moderating Role of Organizational Feedback in The Relationship Between Employee's Intrinsic Motivation and Organizational Commitment (종업원의 내재적 동기부여와 조직몰입 간의 관계에 있어서 조직피드백의 조절역할)

  • Lee, Jong Keon;Kwak, Won Jun
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.10 no.5
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    • pp.165-173
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    • 2015
  • This study investigated the effects employee's intrinsic motivation and organizational feedback on organizational commitment and the moderating role organizational feedback on the relationship between employee's intrinsic motivation and organizational commitment in the workplace. Data were collected from 287 employees in the manufacturing firms. Results indicated that employee's intrinsic motivation had a positive effect on organizational commitment. Results also indicated that organizational feedback moderated the relationship between employee's intrinsic motivation and organizational commitment. Especially, The positive (+) relationship between employee's intrinsic motivation and organizational commitment was strengthened when organizational feedback was high than it was low. Implications for practice and directions for future research are discussed.

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Determinants of User Immersion for Korean Drama and Entertainment Genre Programs among Chinese Students in Korea (중국 유학생의 한국 드라마 및 오락 프로그램 몰입 결정 요인)

  • Ma, Si;Chon, Bum-Soo
    • The Journal of the Korea Contents Association
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    • v.12 no.6
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    • pp.111-119
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    • 2012
  • This study examines determinants of user immersion for Korean drama and entertainment genre programs among Chinese students in Korea. The major results are as follows: firstly, user immersion for entertainment genre was more greater than that of drama genre. Although drama was tended to evaluated based on star appearance and narrative structure, entertainment program was favored by its pleasure and vividness. Secondly, there were gender differences for entertainment and drama genre programs between male and female respondents. Also, there was a correlation between drama immersion and duration of stay. Thirdly, although determinants of drama immersion were program characteristics, duration of stay and drama preference, those of entertainment immersion were program characteristics, appearance of star players and entertainment preference.

The Effect of CSR Identity on Consumer Perception and Behaviors (CSR Identity가 소비자 지각과 행동에 미치는 영향에 관한 연구)

  • Kim, Young Hyung
    • Journal of Digital Convergence
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    • v.11 no.4
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    • pp.189-196
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    • 2013
  • The main purpose of this study was to investigate the effect of CSR identity on customer-corporate identification and to explore the effect of customer-corporate identification on consumers' affective commitment and behavioral commitment intention. Indeed, this study investigated the mediating role of affective commitment in linking customer-corporate identification and behavioral commitment intention. Results found CSR identity to be a statistically significant construct that has an impact on consumers' customer-corporate identification. The result also showed that customer-corporate identification had positive effect on customers' affective commitment and behavioral commitment intention. And affective commitment was found to be a statistically non significant mediator that explaining the relationship between customer-corporate identification and behavioral commitment intention.

The Effects of Sales Performance on Salesperson's Job Satisfaction, Organizational Commitment and Need for Achievement (영업사원의 직무만족, 조직몰입, 성취욕구가 영업성과에 미치는 영향에 관한 연구)

  • Gu, Ja-Won
    • Management & Information Systems Review
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    • v.37 no.1
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    • pp.1-18
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    • 2018
  • This research performed the empirical test for the effects of sales performance on salesperson's job satisfaction, organizational commitment, and need for achievement using 375 salesperson samples in Korea. Analyzed direct effects among the factors and mediation effects of organizational commitment and need for achievement as well. Results showed that job satisfaction have a significant positive (+) impact on organizational commitment and sales performance, and organizational commitment significant positive influence on need for achievement. However, organizational commitment have no significant effect on sales performance. Need for achievement have a significant direct effect on sales performance positively and have mediation effect between organizational commitment and sales performance. For the mediating effect, organizational commitment have significant result between job performance and need for achievement, but have no significance between job performance and sales performance. This paper suggest that the implications. First, this research exam integrated and detailed analyze for job satisfaction, organizational commitment, need for achievement, and sales performance including the results of verified in precedent study. Second, identify job satisfaction and need for achievement are important factors on salesperson's performance and find out through the empirical test the importance having balance of satisfaction of salesperson's own job and need for achievement in the sales field rather than consider only organizational commitment. Third, in the existing research, high need for achievement increase organizational commitment as a predictor of organizational commitment factor. In this research, claim that organizational commitment also become as a predictor of need for achievement and high organizational commitment make need for achievement higher. Consequently, need for achievement and organizational commitment be interact with each other and significant effect on sales performance of sales force.