• Korean Journal of Social Welfare
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• v.64 no.3
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• pp.101-126
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• 2012

The purpose of this study was to examine the influence of person-job fit on organizational deviance and mediating effects of job satisfaction and organizational commitment(affective commitment and continuance commitment) on this relationship. Data were collected from 533 employees who were working in social welfare organizations by questionnaires. The result indicated that there were significantly positive relationships between person-job fit and job satisfaction or organizational commitment(affective commitment and continuance commitment). Also, there were significantly positive relationships between job satisfaction and affective commitment or continuance commitment. In addition, job satisfaction and affective commitment were negatively related to organizational deviance, and job satisfaction is more strongly related to organizational deviance than affective commitment. It was found that job satisfaction partially mediated the relationship between person-job fit and organizational commitment(affective commitment and continuance commitment) and affective commitment partially mediated the relationship between job satisfaction and organizational deviance. It was found that the person-job fit indirectly impacts organizational deviance though job satisfaction and affective commitment. Based on these results, the implication of this study and future research tasks were discussed.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.50-63
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• 2010

The purpose of this study is to investigate the effects of person-organization fit and person-job fit on occupational commitment, organizational commitment and turnover intentions among cooks in the foodservice industry. Data were collected by a total of 210 cooks at restaurants in the Seoul and Kyunggi area. The analysis of AMOS was used to test the causal model. The results indicate that the person-organization fit was positively related to occupational commitment and organizational commitment. The person-job fit was also found to correlate positively with occupational commitment and organizational commitment. Occupational commitment was positively related to turnover intentions while organizational commitment was negatively related to turnover intentions. Implications of the results and limitations of the study were discussed.

• The Journal of the Korea Contents Association
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• v.18 no.6
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• pp.113-121
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• 2018

This study discusses the relationships among work-family conflict, workers' individual engagement and self-efficacy. The empirical analysis shows that work-life conflict has a great importance on workers' individual engagement. The results highlight the role of work-family conflict in helping to enhance the workers' individual engagement. This study contributes to the work-family conflict in literature by reporting the findings of empirical research, which examine the attitudes relating work-family conflict. It is identified in the study that the substantial impact of work-family conflict on workers' individual engagement is crucial, and the policy implications for employers suggested.

• The Journal of the Korea Contents Association
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• v.22 no.3
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• pp.179-188
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• 2022

The purpose of this study is to analyze the variables affecting the institutional commitment of college students. Based on the relevant literature review, this study subdivided institutional commitment of college students into three; academic integration, social integration and institutional commitment. To achieve the goals, the hierarchical regression analysis was conducted using KELS(Korea Educational Longitudinal Survey) data collected by KEDI in 2018. Major findings are as follows: factors related to college experiences such as learning styles, negligence of learning, college climate, interaction with faculty members or peer group were found to be associated with the institutional commitment of college students. With regard to students' background, male students revealed lower level of academic integration and institutional commitment. The regression model disclosed that students from medicine demonstrated higher social integration compared to other majors. Based on the findings of the study, policy implications were discussed.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.568-577
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• 2016

The purpose of this study is to verify the moderating effect of perceived wellness climate in the relationship where work-family conflict influences individual engagement. For this, survey was executed on employees of 11 companies including IT, service, manufacturing and etc. After the survey was executed, statistical analysis was executed. This study executed validity test, credibility test, and Hierarchical Linear Regression. The analysis result is as follows. First, work-family (family-work) conflict gives negative (-) influence on individual engagement. Second, perceived wellness climate was marginally significant in the relationship between work-family conflict and individual engagement. And the control effect of perceived wellness climate in the relationship between family-work conflict and individual engagement was significant according to statistics. The conclusion states the implications and limitations of this study, and suggests directions on future studies.

• Journal of the Korean Society for Railway
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• v.15 no.6
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• pp.645-653
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• 2012

This study analyzes the effects of the KTX driver's person-environment(job, organization, Coworker) fit on job satisfaction, organizational commitment and turnover intention. It, additionally, examines the mediating effect of job satisfaction and organizational commitment between person-environment fit and turnover intention. Consequence of the analysis indicates that person-environment fit has mostly meaningful influences on job satisfaction, organizational commitment and turnover intention. But person-job fit makes a meaningless impact on job satisfaction, and person-coworker fit also makes a meaningless impact on job satisfaction and turnover intention. The mediating effect of job satisfaction and organizational commitment is mostly effective, but the mediating effect of job satisfaction does not affect the relation between person-organization fit and turnover intention. In conclusion, this study implies that, in order to grasp KTX driver's turnover intention and to protect actual turnover, it is important to enhance job satisfaction and organizational commitment as well as to improve overall person-environment fit.

• Journal of the Korea society of information convergence
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• v.7 no.2
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• pp.1-5
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• 2014

In this study, the smartphone features and service quality to analyze the effects of immersion. Smartphone attribute convenience, entertainment, and a ubiquity. The quality of service is composed of interactivity and personalization. Empirical analyzed. Results of the characteristics entertaining smartphone has a significant impact on both the affective commitment and normative commitment. Ubiquity have had a significant effect on normative commitment. Personalization of service quality has a significant impact on affective commitment and normative commitment. Entertainment and of smartphone features, let's highlight of the personalization of service quality. Emotionally can increase the normative commitment.

• Journal of Digital Convergence
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• v.17 no.1
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• pp.375-388
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• 2019

This study attempted to investigate the effects of personal competency on job commitment and satisfaction through talent donation in the field of cosmetology. To this end, factor analysis, reliability analysis, and regression analysis was performed. A questionnaire was given to 374 cosmetology talent donors, and the results found the following: Personal competency revealed a highly significant correlation with talent donation, job commitment, and job satisfaction. However, for satisfaction with talent donation and job satisfaction, no considerable influence was found, even though they were partially significant. Furthermore, there was a highly significant correlation between job commitment and job satisfaction. It's been confirmed that participation in talent donation is influenced by the cosmetologists' personal competency. Therefore, this study proposed that it is a necessity to seek diverse options to enhance competency.

• Asia Marketing Journal
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• v.9 no.3
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• pp.117-149
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• 2007

It can be explained by congruity theory as a process that consumers engage in a matching process to identify personal community that is congruent with their self-images to find the identification between the self and the personal community. Personal community cues that evoke certain images are viewed as activating similar beliefs about the self (e.g., high status). Individuals prompt a comparison process to determine whether the personal community and self-image are congruent and imagine prototypical users of the personal community and select ones that maximize similarity to their actual or desired self-concept. Identity is devided into personal identity and social identity. Consumers are likely to be influenced by both personal identity and social identity. In this article the influencing factors of the commitment to on-line personal community are explored by the sources of both personal identification and social identification. The results are as follows. The maintenance expression and enhancement expression of personal self influence the level of personal identification positively and the maintenance expression and enhancement expression of social self influence the level of social identification positively. The level of both social and personal identification positively influence the commitment to on-line personal community which gives positive responses to the source enterprise that allows the cyberspace and the other benefits to be used.

• Knowledge Management Research
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• v.23 no.4
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• pp.207-231
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• 2022

The purpose of this study is to identify the relationship between PJF(person-job fit) and members' organizational commitment focusing on the mediating factor. Previous Studies have found that person-job fit has positive effect on organizational commitment, and self-efficacy has positive effect on the organizational commitment. On the other hand, the studies to identify whether self-efficacy has a role in mediation between PJF and the members' organizational commitment has been insufficient. To that end, we considered self-efficacy as the mediator of the relationship between PJF and organizational commitment. We used the data which to perform national policy research from 690 workers at a small or medium firm. As a result of verifying the suitability of the research model, it was suitable for the acceptance criteria. Besides the hierarchical regression analysis, bootstrapping was conducted to verify significance of mediating effect of self-efficacy. The main results are as follows. First, the variables, PJF, self-efficacy and organizational commitment showed a positive correlation. Second, PJF has a positive effect on self-efficacy and organizational commitment significantly. Also self-efficacy has a positive effect on organizational commitment significantly. Third, the mediating effect of self-efficacy in the relationship between PJF and organizational commitment is significant. In order to improve person-job fit, this study suggested that SMEs' owners should consider job rotation system and career development program for employees. Based on this study result and implications, we discussed limit of research and direction for future research.