• The Journal of Society for e-Business Studies
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• v.14 no.3
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• pp.87-105
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• 2009

This paper investigates the effect of individual and organizational factors of IT human resources on their career satisfaction, career prospect and career commitment. In this paper, a quantitative method was used to study the effect; A survey of IT developers and IT related employees was conducted. Factor analyses and regression analyses were used in verifying the consequences. As a result, followings were found：From the individual perspective, the self-esteem of IT human resource showed the most significant effect on career satisfaction and the desire for career success had significant effect on career commitment. Among organizational factors, the fairness of evaluation showed the most significant effect on both career prospect and career commitment. It has been also shown that organizations should provide more opportunities for individual growth to enhance career prospect. Finally, career prospect affected career satisfaction; Both career satisfaction and career prospect showed effect on career commitment. This research provided guidelines in enhancing the career commitment of IT human resources, thereby effectively managing IT human resources.

• Journal of Korean Society of Forest Science
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• v.105 no.4
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• pp.496-504
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• 2016

As people's interest in forest trail increases, it has reached a critical time to extend forest trail program. This study clarifies correlation between two variables, organizational commitment and job motivation and identifies the variations in organizational commitment level for job motivation so that the forest trail programs attain its object and meet users' satisfaction. As a result, first, job motivation can be divided into 'personal satisfaction', 'work value', and 'external reward and recognition'; the biggest motivation is 'personal satisfaction', followed by 'work value' and 'external reward and recognition'. Second, job motivation has a positive correlation with organizational commitment. Especially 'personal satisfaction' and 'external reward and recognition' have a positive impact on the organizational commitment. To sum up, the personal satisfaction has a greater impact on organizational commitment than other factors. Therefore, it is needed to draw up measures to increase their personal satisfaction like making them have self esteem from forest trail guide.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.9
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• pp.5968-5981
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• 2015

In Korean companies, traditional collectivism have been merged into individualism caused by meritocracy. In order to better understanding about change of cultural characteristics, we examine the relationship between collectivism / individualism and person-environment fit. The data was obtained from 203 employees working in 5 Korean company and 173 employees in 4 companies in China. Results confirmed that collectivism increases employee's person-environment fit (person-organization, person-supervisor, person-coworker) and further leads to high levels of affective organizational commitment. The moderating roles that individualism play upon the relationships between collectivism and person-environment fit (person-organization, person-supervisor, person-coworker) were also investigated. Results confirmed that individualism enhance the impact collectivism has upon person-environment fit. In addition, this study found the significantly difference between Korea and China in effect of collectivism on person-environment fit. Lastly, the study also has explored theoretical and practical implications and the limitations of this research as well as the future directions of research.

• Journal of Digital Convergence
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• v.11 no.12
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• pp.229-236
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• 2013

This study defined that the construct of work-family is not the opposite meaning but the construct having positive synergy effects each other. For more meaningful implications to HR partitioner in the era of smart working, Data collection was done from the manufacturing companies in Kyungsangnamdo and hierarchical regression was conducted. we investigated the relationship between work-family facilitation and organizational commitment and moderating effect of perceived organizational support between work-family facilitation and organizational commitment. Based on the result, we have proposed some implications. First, we should study more detail processes between work-family facilitation and organizational commitment not only continuous commitment but also affective and normative commitment. Second, we could know that not only work-family balance but also work-family facilitation could positively impact on organizational commitment, there when we design the job of employees, we should consider the family issues of job holder.

• Korean Journal of Social Welfare Studies
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• v.42 no.2
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• pp.493-523
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• 2011

This study set out to investigate the effects of individual motivation on turnover intention among social workers and examine their turnover intentions in details by focusing on the mediation effects of multiple commitment. To be specific, it aimed to propose and test a prediction model for social workers' turnover intentions based on the Self-determination Theory and Theory of Planned Behavior. For those purposes, a mail survey was taken among social workers working for use facilities, residential facilities, public health centers, social welfare foundations and associations, and all kinds of centers and institutions in 15 cities and provinces across the nation. Total 1,918 questionnaires were distributed, and 1,671 ones were returned, and 979 whose respondents expressed a turnover intention were used in final analysis. The analysis results indicate that psychological motivation of social workers had direct impacts on their turnover intention. However, their role stress had no direct impacts on their turnover intention, which suggests that the impulsive routes model for turnover intention is supported only in psychological motivation and job characteristics. Secondly, their psychological and job motivation turned out to have indirect impacts on turnover intention through the multiple commitment, which suggests that the reflective routes model for turnover intention is supported in all career, job, and organizational commitment. Career commitment had the most significant impacts on turnover intention, being followed by job commitment and organizational commitment in the order, which suggests that the social welfare academy should increase their interest in career commitment. Based on the findings, the study proposed implication for the career management plans, plans for human resources

• Korean Journal of Childcare and Education
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• v.8 no.6
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• pp.57-76
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• 2012

The purpose of this study was to investigate the effects of emotional labor on burnout and career commitment of childcare teachers. For that purpose, a survey was taken with 207 childcare teachers in the region. Collected data were analyzed with SPSS 12.0(ver.). The findings were as follows: first, emotional labor(3.05), burnout(3.22), and career commitment(2.86) recorded higher points than average on a 5-point scale. Second, there were significant correlations among the variables of emotional labor, burnout, and career commitment. Third, emotional labor had positive(+) impacts on emotional exhaustion and depersonalization of the burnout subvariables and no significant impacts on personal accomplishment. Fourth, emotional labor had significant negative(-) effects on career commitment. Those findings show that the emotional labor of childcare teachers has influences on their burnout and career commitment on which it was estimated to have tacit effects. It is thus required to recognize and reevaluate the importance of emotional labor and establish a foundation for a social support system.

• The Journal of the Korea Contents Association
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• v.18 no.5
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• pp.482-489
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• 2018

The purpose of this study is to investigate the effects of tax officials' (transformational/transactional) leadership styles on organizational commitment, and to empirically analyze the context of relationship between the leadership styles and organizational commitment, using empowerment as a moderator variable, to find out whether the effects of transformation leadership and transactional leadership on organizational commitment vary with empowerment. The results of analysis showed that the (transformational/transactional) leadership styles have positive(+)effects on organizational commitment. And as a result of analyzing the interaction term in the analysis of moderating effects, it was found that, among leadership factors, charisma and intellectual stimulation, contingent reward, individualized consideration excluding management by exception${\times}$empowerment, and management by exception${\times}$empowerment have statistically significant positive(+)effects on organizational commitment.

• Journal of the Korea Convergence Society
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• v.9 no.2
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• pp.349-357
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• 2018

The purpose of this study was to identify the self-determination motivation on learning flow by college nursing students and the mediation effects of metacognition. A sample of 145 subjects were recruited from two university in G city. And data were collected from Nov 21 to Nov 30, 2016. Data were analyzed using with SPSS 22.0. The factors affecting the learning flow were self-determination motivation, planing and monitoring of metacognition, sex and explanatory power was 66.3%. All of the metacognition factors had a partial mediating effect in the relationship between self-determination motivation and learning flow. This study is to provide basic data to develop the nursing education method to improve learning flow in the field where self regulated learning is increasing.

• The Journal of the Korea Contents Association
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• v.16 no.9
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• pp.1-11
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• 2016

The purpose of this study is to examine the factors influencing relationship quality and L-Loyalty in Location-Based Service (LBS). This model tests various theoretical research hypotheses relating to LBS, relationship quality, and L-Loyalty. The target population of this study is LBS users. The results of hypothesis testing are as follows. First, personalization and perceived value positively influence commitment and perceived risk negatively influence commitment. Second, personalization, ubiquity, and perceived value positively influence satisfaction and perceived risk negatively influence satisfaction. Finally, commitment and satisfaction positively influence L-Loyalty. The results of the study will provide various implications to improve relationship quality and to secure high loyalty customers in LBS.

• 한국HCI학회:학술대회논문집
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• 2007.02b
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• pp.319-326
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• 2007

인터넷이 널리 보급됨에 따라 온라인 상에서의 활동은 보편화 되었고 사용자들은 자아를 표현하고 성장시키는 것에 대하여 더욱 다양하고 확장된 환경을 요구하게 되었다. 사용자 간의 상호작용, 자신을 대표하는 상징물과 현실세계의 자아와의 상호작용은 매체의 몰입의 한 요소로서 중요하다. 이는 게임에서도 마찬가지이며, 플레이어의 게임 속 상황이나 역할에서의 행동은 자신만이 아닌 다른 사용자에게도 직간접적인 영향을 미치게 된다. 플레이어의 모든 행동은 인터페이스를 통하여 이루어지게 되는데, 다변화적인 상황에서 역할을 수행하면서 사용자는 자신의 성향과 편의에 부합하는 인터페이스를 원하게 된다. 본 연구는 사용자 맞춤형 인터페이스(Customized UI)를 연구하는 한 과정으로, 게임 인터페이스를 하나의 매체로 선택하여 사용자 맞춤형 인터페이스를 제공하는 것이 매체 몰입을 향상 시킬 것이라는 가설을 바탕으로 진행되었다. 게임 인터페이스에서 개인의 취향에 따라 인터페이스를 차별화 시킬 수 있는 Add-ons 기능이 보편적으로 사용되고 있는 MMORPG 'WOW'의 플레이어들을 대상으로 설문과 분석을 한 결과 게임상의 다양한 상황과 역할에 따라 요구되는 인터페이스의 복잡수준은 차이가 있을 뿐만 아니라, 사용자의 개개인의 요구를 충족시키는 맞춤형 인터페이스를 제공하는 것은 게임의 지속적인 흥미를 유발하고 몰입을 강화시킨다는 결론을 얻을 수 있었다.