• Proceedings of the KHMA Conference
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• 2011.11a
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• pp.256-256
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• 2011

• Proceedings of the KHMA Conference
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• 2008.11a
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• pp.245-245
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• 2008

• 한국생활과학회:학술대회논문집
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• 2010.05a
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• pp.192-193
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• 2010

• Korean Journal of Child Studies
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• v.31 no.5
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• pp.17-30
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• 2010

The purpose of this study was to investigate the relationship between surface/deep acting in emotion labor, the collectivism and the organizational commitment of teachers in kindergartens and childcare centers. The subjects were 212 teachers employed in kindergartens or childcare centers in Daegu and Gyeongbuk Province. The collected data were analyzed by mean of Pearson's correlation, simple regression, hierarchial regression, by the use of SPSS Win 15.0. The results of our study are as follows. (1) Collectivism was positively associated with deep acting in emotion labor but not with surface acting. (2) Organizational commitment was positively associated with deep acting in emotion labor but not with surface acting. (3) Collectivism operated as a main effect with organizational commitment being observed to increase as collectivism increased. In addition, interaction effects of deep acting in emotion labor and collectivism on organizational commitment were observed, however, no interaction effects were seen in term of surface acting in emotion labor and collectivism on organizational commitment.

• Journal of Families and Better Life
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• v.26 no.2
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• pp.25-32
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• 2008

The purpose of this study was to investigate the relationship with self-efficacy and social support and organizational commitment of kindergarten and child care teachers. The subjects were 257 kindergarten and child care teachers. The data were analyzed by Path Analysis, Multiple Regression(using SPSS 15.0 and Amos 6.0). Major findings were as follows: (1) The self-efficacy was significantly associated with organizational commitment of kindergarten and child care teachers. And social support was significantly associated with organizational commitment of kindergarten and child care teachers. (2) The self-efficacy was significantly associated with social support of kindergarten and child care teachers (3) The self-efficacy was not significantly associated with organizational commitment of kindergarten and child care teachers, controlled by social support. That result showed the social support was more important variable affecting organizational commitment of kindergarten and child care teachers than the self-efficacy.

• Proceedings of the KAIS Fall Conference
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• 2010.11b
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• pp.696-699
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• 2010

본 연구는 변혁적 리더십이 조직몰입을 통해 창의성에 미치는 관계모형 측면에서 연구가 이루어졌다. 연구를 위해 직무의 특성상 공통점이 있고 매일의 수업상황에서 창의성이 요구되는 사립유아교육기관에서 근무하는 207명의 유아교사들을 분석대상으로 하였다. 연구결과는 변혁적 리더십이 조직몰입에 정(+)의 영향을 미치고, 조직몰입은 창의성에 정(+)의 영향을 미치는 것으로 나타났고, 조직몰입은 변혁적 리더십과 창의성간의 정(+)적 관계를 매개하는 것으로 나타났다. 본 연구는 구성원이 조직의 목표에 부합하는 창의성을 발휘하도록 하는 조직몰입의 역할을 실증하였다는 점에서 그리고 실무적으로 리더의 변혁적 리더십 행위가 구성원의 조직몰입을 이끌어내면서 조직에 유용한 창의성 발휘를 높일 수 있다는 전략적 제안을 마련하였다는 점에서 그 시사점을 찾을 수 있다.

• Journal of Families and Better Life
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• v.28 no.3
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• pp.129-137
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• 2010

This study investigated the relationships among collectivism, role conflict, and the organizational commitment of teachers in kindergartens and childcare centers. The subjects were 190 teachers who worked in a kindergarten or a childcare center in Daegu and in Gyoungbuk Province. Questionnaires were used to investigate collectivism, role conflict, and organizational commitment by self-reports from teachers. The collected data were analyzed by factor analysis, Pearson's correlation, and stepwise multiple regression using SPSS Win 15.0. The results were as follows. (1) Collectivism was positively associated with the organizational commitment of the teachers. (2) Role conflict was negatively associated with the organizational commitment of the teachers. Among the different types of role conflict, teaching profession conflict, co-worker conflict, and administration conflict were negatively associated with organizational commitment. (3) Role conflict was a better predictor of organizational commitment than collectivism. Additionally, administration conflict as a type of role conflict was a better predictor of organizational commitment than collectivism.

• Journal of Families and Better Life
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• v.30 no.3
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• pp.59-67
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• 2012

This study investigate the influence of resilience on organizational commitment using social support as a mediating variable for kindergarten and childcare teathers. The subjects were 630 kindergarten and childcare teathers. The collected data were analyzed by Pearson's correlation as well as single and multiple regressions that used SPSS Win 19.0. The results were as follows: (1) The resilience was significantly associated with organizational commitment of kindergarten and childcare teachers. (2) The resilience was significantly associated with social support of kindergarten and childcare teachers. (3) The resilience was not significantly associated with organizational commitment of kindergarten and childcare teachers, controlled by social support. The results showed the social support was more important variable affecting organizational commitment of kindergarten and childcare teachers than the resilience. As a result, teachers have to be strengthened for support of social emotion that helps to control of their emotional condition and social evaluation that estimates their role positive under administration system.

• Korean Journal of Child Education & Care
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• v.18 no.4
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• pp.145-158
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• 2018

Objective: The purpose of this study was to investigate the effects of distribution justice, procedural justice, and interactional justice which are the sub-factors of organizational justice on organizational commitment and turnover intention, so as to enhance the quality of childcare and identify the importance of organizational justice. Methods: For the study, the data were collected by measuring the organizational justice, organizational commitment, and turnover intention of 251 teachers working in home day care centers in Busan, Ulsan, and Gyeongnam, and then Pearson's product moment correlation coefficient and regression analysis (stepwise) were conducted. Results: The results are as follows. First, organizational commitment was significantly different in the age in terms of the general background of daily care teachers, as well as the period of service of their current organization, and the turnover intention showed a significant correlation with their salary. Second, the sub-factors of organizational justice and organizational commitment were positively correlated, but turnover intention was negatively correlated. Among them, in terms of organizational commitment, procedural justice and turnover intention were highly correlated with distribution justice. Third, the relative impact of the sub-factors of organizational justice on organizational commitment was high in procedural justice and distribution justice. The relative influence on turnover intention was high in distribution justice and interactional justice. Conclusion/Implications: Therefore, the results of this study indicate that organizational justice is a influential variable on organizational commitment and turnover intention, and suggest that it needs to make efforts to strengthen organizational justice for the operation of home daycare centers.