• Journal of Korea Society of Industrial Information Systems
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• v.16 no.4
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• pp.163-174
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• 2011

The purpose of this study is to examine the antecedents of employee's organizational change commitment during organizational change. We propose that leader-member exchange (LMX) and trust in the organization could foster employee's commitment to change. A theoretical model linking the role of leader-member exchange and trust in the organization to affective commitment and normative commitment to organizational change through leadership have tested in a study of 303 respondents from 15 organizations reporting that their organizations were undergoing significant change due to the turmoil environment and M&A. We develop the hypotheses from the prior studies and empirically test them in the context of personnels who have survived from the drastic organizational changes. Based on the analyzed results, we discussed the theoretical implications and limitations.

• 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.

• 대한공업교육학회지
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• v.36 no.2
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• pp.111-130
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• 2011

The purpose of this study was to identify a causal relationship among commitment to change, needs of technology education innovation, communication and self-efficacy of technology teachers. A total of 300 copies of questionnaires were used for data analysis except for 117 copies like the one where insincerely responds to any question was found. To ensure the reliability and validity of questions, I performed technical statistics like average, standard deviation, skewness, and kurtosis via PASW 18.0, item-total correlation and the totality, and reliability analysis. I undertook a confirmatory factor analysis via AMOS 7.0 to ensure the validity of items together with a structural analysis to perform a path analysis among variables and assess the suitability of model. The major finding of this study were as follows: First, because fit index of hypothetical model generally met standards in this study, a hypothetical model was judged appropriately. Second, needs of technology education innovation had a positive effect on communication and commitment to change of technology teachers. And, communication among technology teachers had a positive effect on commitment to change of technology teachers. This result means that communication among technology teachers is important to activation of technology education. Third, self-efficacy had a positive effect on commitment to change of technology teachers. This result means that it needs to raise self-efficacy level through teacher education.

• Journal of Korea Entertainment Industry Association
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• v.14 no.5
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• pp.115-130
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• 2020

The purpose of this study is to analyze the difference between A Study on the Weight Change and Exercise Immersion for Activation of Aerobic Dance and to suggest the continuous activation of Aerobic Dance. To achieve this purpose, a questionnaire was conducted using a convenience sampling method, which is one of non-probability sampling, in April 2020, targeting general aerobic dance members in Gyeongnam. The results of this study are as follows. First, the demographic characteristics were partially different. The age was 40 to 49 years, height was more than 160cm, occupation was housewives, weight change was more than -3kg, participation intensity was more than 100 minutes, participation frequency was 4 days, and participation period was less than 5 years. Second, the results of this study are as follows: Weight Change(Body Confidence, Activity Confidence, Dance Confidence, Psychological Stability Effect, Dance Activity Effect, Perform-motion Effect) and Exercise Immersion(Behavior immersion, Cognitive immersion) were partially high There was a difference. Third, the results of this study are as follows: Weight Change(Body Confidence, Activity Confidence, Dance Confidence, Psychological Stability Effect, Dance Activity Effect, Perform-motion Effect) and Exercise Immersion(Behavior immersion, Cognitive immersion) were partially high It was shown that the influence was.

• Management & Information Systems Review
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• v.38 no.4
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• pp.159-182
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• 2019

The purpose of this study is to investigate the impact of members' perception of unit change management efforts on their emotional-organizational commitment during the military restructuring. The mediating effect of change acceptance of the members in this relationship is also studied. Currently, the military is seeking to restructure its military construct in order to actively cope with the rapidly changing security situation and the decrease in military service resources. If an organization fails to effectively manage its changes when undergoing restructuring, it is difficult to expect the success of organizational change due to its members' resistance to change. Therefore, this study suggested the effect of members' perception of personnel fairness and transformational leadership on their emotional-organizational commitment and the mediating role of the members' change acceptance in the relationship between them as the hypotheses. Survey results show that personnel justice and transformational leadership has a positive impact on the emotional-organizational commitment of the members, and that the change acceptance of the members partially mediates the relationship between them. By presenting the mediating effect of change acceptance with theoretical implications, the theory has been expanded. In practice, the change management activities for the restructuring of the military structure have been identified, and the effort for enhancing the change acceptance of the members is required to success on the organizational restructuring.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.247-260
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• 2022

In order to advance theoretical and practical understanding of innovative behaviors and affective commitment to change, this study investigated the relationship among innovation supporting organizational culture, decentralized structure, acceptance of organizational change, and affective commitment to change and tested the mediating effect of acceptance of organizational change in the relationship. Data were collected from 261 employees at H corporation and analyzed to test suggested research hypotheses using SPSS 20.0 and AMOS 20.0. The results are as follows: First, it is found that innovation supporting organizational culture influences positively acceptance of organizational change and affective commitment to change. Second, results show that decentralized structure influences positively acceptance of organizational change, but does not influence innovative behavior. Third, it is found that acceptance of organizational change influences positively affective commitment to change and innovative behavior. Fourth, it is also found that acceptance of organizational change mediates partially the relationship between innovation supporting organizational culture and affective commitment to change and acceptance of organizational change mediates completely the relationship between decentralized structure and affective commitment to change. With these findings, it is confirmed that innovation supporting organizational culture and decentralized structure influence positively affective commitment to change and innovative behavior through acceptance of organizational change. Limitations and suggestions were discussed.

• 한국벤처창업학회:학술대회논문집
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• 2016.04a
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• pp.242-252
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• 2016

이 연구의 목적은 금융기관에서 실시하고 있는 내부마케팅 요인이 조직몰입과 고객지향성에 미치는 영향과 이들 요인들 간의 상관관계, 영향관계, 매개효과 등을 실증적으로 연구 분석하는 데 있다. 그동안 내부마케팅에 대한 연구는 여행사, 항공사, 호텔, 요식업 등 서비스산업 종업원을 대상으로 한 연구가 대부분이었으며, 금융기관에 대한 연구는 거의 미미한 편이었다. 특히 저금리시대와 인터넷전문은행의 신설 예고 등 금융환경의 급격한 변화에 따라 최근 금융기관들은 대고객 서비스 의 중요성을 인식하고 은행원에 대한 직무능력 향상과 사기진작을 위한 다양한 내부경영전략을 확대하고 있어, 이에 대한 연구는 필요하다고 판단된다. 이에 본 연구는 금융기관의 내부마케팅 요인으로 권한위임, 경영층지원, 의사소통, 팀웍역량을 주요 구성 요인으로 보고, 이들 요인들이 은행원의 조직몰입을 높이고, 나아가서는 고객지향성에 영향을 미칠 것이라는 전제로 실증분석을 하였다. 그 결과 내부마케팅 요인 중, 권한위임, 경영층지원, 팀웍역량은 조직몰입에 유의한 영향을 미치고 있으나, 의사소통은 조직몰입에 유의한 영향을 미치지 않는 것으로 나타났다. 또한 조직몰입이 고객지향성에 직접적으로 유의한 영향을 미치고 있으나, 조직몰입이 내부마케팅 요인과 고객지향성의 관계에서는 부분적인 매개효과가 있는 것으로 나타났다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.4
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• pp.245-254
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• 2018

The purpose of this study is to review the relationship between psychological capital and organizational commitment/ innovative behavior, and the moderating effect of organizational support. In order to verify and achieve the purposes mentioned above, questionnaire data were gathered and analysed from 315 professors and teachers of Korea Politechnics Colleges. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between psychological capital and organizational commitment, 2) the relationship between psychological capital and innovative behavior, 3) the moderating effect of organizational support on the relationship between psychological capital and organizational commitment, 4) the moderating effect of organizational support on the relationship between psychological capital and innovative behavior. Empirical survey's findings are as follows; First, self-efficacy and optimism appeared to be positively related with organizational commitment, and all psychological capital factors(self-efficacy, resilience and optimism) appeared to be positively related with innovative behavior. Second, organizational support appeared to have moderating effect partly on the relationship between psychological capital and organizational commitment, but it did not have a moderating effect on the relationship between psychological capital and innovative behavior. Self-efficacy and optimism appeared to be more positively related with organizational commitment in higher organizational support situation than in lower organizational support situation.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.5
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• pp.205-219
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• 2014

To follow the government policy on 'balanced development of county', the employees of public agencies to be relocated should get used to the new working and living environments such as changing their homes or living away from their family. This study aims to figure out the awareness of the employees of public agencies to be relocated on such organizational change with Person-Organization fit concept and then to find out the effect of positive or negative awareness on job attitude such as organizational commitment and turnover intention. It is expected that public service motivation, the intrinsic motivation for public employees, positively acts as a medium between the awareness of organizational change and job attitude, which this study confirms through an empirical analysis of the employees of electric power public enterprise to be relocated. This study proves that firstly the awareness on organizational change is not directly related to organizational commitment, however, it affects directly turnover intention and public service motivation as an immediate cause and secondly public service motivation has a positive correlation to organizational commitment but it doesn't affect turnover intention and lastly organizational commitment has a negative correlation to turnover intention. Besides, this study empirically finds out that public service motivation has mediating effect which is significantly affects the awareness of organizational change, organizational commitment and turnover intention, and organizational commitment has mediating effect between public service motivation and turnover intention as well.

• The Journal of the Korea Contents Association
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• v.14 no.3
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• pp.393-400
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• 2014

The purpose of this study is to investigate the effects of extrinsic and intrinsic compensation on organizational commitment. It is also analyzed whether the compensation selection may play a moderating role between the types of compensation and organizational commitment. A total of 295 questionnaires from 12 Chinese companies are used for data analysis. The empirical results show that the types of compensation have a positive effect on organizational commitment. It is found a moderating effect of compensation selection only between extrinsic compensation and organizational commitment. The results reveal that more focus on external compensation and adopting a flexible benefit plan are necessary to improve organizational commitment.