• International Commerce and Information Review
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• v.10 no.2
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• pp.63-87
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• 2008

This study investigates the relationship between perceived system characteristics of Internet shopping mall and loyalty, and examines how perceived website attractiveness and flow play mediating roles between perceived system characteristics of Internet shopping mall and affective commitment in the context of Internet clothing shopping mall. For these purposes, the author developed a structural model which consists of several variables. In this model, perceived system characteristics of Internet shopping mall that consist of such as familiarity, reputation, uniqueness, positive emotion, self-efficacy, and interactivity were proposed to affect the website attractiveness and flow, and in turn, result in higher affective commitment. Thus, perceived website attractiveness and flow were proposed as core mediating variables between perceived mobile service characteristics and affective commitment. To test unidimensionality and nomological validity of the measures of each construct, the author employed scale refinement procedure. The results of reliability test with Cronbach's, and confirmatory factor analysis warranted unidimensionality of the measures for each construct. In addition, nomological validity of the measures was warranted from the result of correlation analysis.

• Korean Journal of Childcare and Education
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• v.19 no.5
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• pp.1-20
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• 2023

Objective: The purpose of the present study was to examine the associations between affective commitment, social support, and life satisfaction among child care teachers. Methods: One hundred fifty-four child care teachers in the metropolitan area of Seoul completed a questionnaire on affective commitment, social support, and life satisfaction. Descriptive statistics, correlation analyses, hierarchical multiple regression analyses using the bootstrapping method were conducted. Results: The results showed that affective commitment predicted increased life satisfaction. The results also revealed significant moderation effects of social support on the relationship between affective commitment and life satisfaction. Further analyses revealed significant moderation effects of support from directors and colleagues on the relationship. Conclusion/Implications: The findings highlight the importance of affective commitment in enhancing life satisfaction among child care teachers. The positive association is more pronounced among child care teachers who perceive social support, highlighting the supportive roles of directors and colleagues in enhancing life satisfaction among child care teachers.

• The Journal of the Korea Contents Association
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• v.8 no.9
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• pp.150-165
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• 2008

We examine how women entrepreneurs in contents business experience work/family role conflict and then reveal what kind of conflict management strategies they adopt in varying external and internal conditions. A critical problem faced by female entrepreneur is the tension that exists between their personal lives and business role. This tension is viewed as a form of inter-role conflict in which the role pressure from work and family competes for women's limited time and energy. First, we probe the content and nature of work- family role conflict on the part of female entrepreneurs. Second, we closely look at the three strategies of work/family role manipulation. Family role reduction strategy, work role reduction strategy, and work/family role sharing strategy are identified. Third, we discuss how the choice of the three strategies is affected by internal family salience and the external resources including spouse, family, and financial resources.

• Journal of the Korea Society of Computer and Information
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• v.27 no.11
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• pp.271-276
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• 2022

A company or organization introduces various management techniques and systems to achieve performance in a situation where it does not provide or fails to provide motivating factors such as the provision of parts required or required by employees to achieve desired results. It puts a burden on the employees mentally and physically. If this situation continues for a long time, it can be called job burnout. Job burnout is due to long-term exposure to increase in production based on new management techniques and new technologies implemented by companies or organizations for survival and to achieve excessive work demands through overtime and holiday work to achieve this. It is defined as a state of emotional and mental exhaustion. Therefore, this study investigated how mental and work-related bullying affects job burnout and job commitment, and how they affect turnover intention. As a result, workplace bullying has a positive effect on job burnout and has a direct effect on turnover intention. Therefore, in the case of dental clinics, it is judged that a lot of effort should be put into workplace bullying and job burnout in order to prevent the turnover of excellent talents.

• Science of Emotion and Sensibility
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• v.23 no.3
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• pp.103-120
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• 2020

This study reviewed the literature on the self-distancing method for emotion regulation. Self-distancing refers to taking a step back in dealing with one's own experiences and interpreting them in a relatively objective manner. Studies have indicated that self-distancing affects cognitive and emotional processes, which are particularly beneficial in regulating negative emotions. Therefore, this study focused on organizing previous results to summarize their meaning, assess means of measurement, and analyze possible effects. Above all, the related concepts of an observer's rational perspective and self-reflection were presented to clarify the definition of self-distancing, followed by a discussion of its measurement. Based on this, the effects of self-distancing were introduced according to their emotional, cognitive, physiological, developmental, and behavioral aspects. However, despite repeated verification of the positive effects of self-distancing, there are several inconsistencies that require consideration. Finally, we suggested the study's academic and practical implications and recommended directions for further research.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.5
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• pp.141-150
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• 2017

This paper reviewed the awareness of the military personnel as to job training executed in the Korean army and to figure out how this job training affects the military morale and organizational performance. For this study, 220 volunteers were surveyed and analyzed using the SPSS statistical package program. As a result of the analysis, the following conclusion could be drawn. First, in the result of analysis on the status of-the-job education, the educational time marked 49.5% for 2-4 hours, the education of job capability development marked 77.7% for the content of education, and the charged instructor of job training marked 56.8% for the education department. Second, in the result of an analysis of job training on military morale, the recognition level of behavioral dimension increased with increasing participants' independence, and the satisfaction with the cognitive dimension increased with increasing participants' independence, continuous learning culture, and educational level. Moreover, the emotional score increased with increasing learning culture and educational level. Third, an analysis of the influences of job training on the organizational performance showed thatthe degree of job satisfaction increased with increasing learning motive and learning culture, and the organizational commitment increased with increasing instructor's quality. Fourth, regarding the influences of military morale upon the organizational performance, the higher job satisfaction and organizational commitment increased with increasing behavioral, cognitive, and emotional dimension. Therefore, military morale improves organizational performance and is an important factor in inducing individual development.

• Journal of Convergence for Information Technology
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• v.10 no.8
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• pp.161-172
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• 2020

The purpose of this study is to compare students' perception shaped by two different university classrooms: Traditional Classroom and ALC(Active learning classroom). We conducted survey of 71 university students who were taught by an identical instructor using same pedagogy. The survey questionnaires asked respondents about their perceptions on teaching and learning and physical environments relations, teaching proficiency, social context, student satisfaction and immersion. The data was analyzed using Student's T-test. The results showed that ALC group, compared to the traditional classroom group, demonstrated statistically higher awareness on teaching and learning and physical environments relations, teaching proficiency, and instructor-student unofficial relations. Based on these findings, implications and limitations of this study were discussed.

• The Journal of the Korea Contents Association
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• v.18 no.2
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• pp.661-669
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• 2018

Major business journals have been annually announced '100 best companies to work for'. These companies have some characteristics having not only high organization performance but also various benefit programs such as job satisfaction, organization commitment, work-family balance and positive psychology. When people have job satisfaction, organization commitment, and happiness, it will increase the positive psychology of people. Therefore, in this study, we examined the moderating effect of work-family facilitation between occupational well-being and innovative behavior. For the empirical analysis, the survey was executed on employees of 11 companies in IT, Service, and Manufacturing business field. The analysis result is as follows. First, occupational well-being gives positive(+) influence on innovative behavior. Second, the control effect of work-family facilitation in the relationship between occupational well-being and innovative behavior was significant according to statistics. The conclusion states the implications and limitations of this study, and suggests directions on future studies.

• Journal of Industrial Convergence
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• v.18 no.2
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• pp.59-67
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• 2020

This study aims to contribute to overcoming difficulties that disability assistance workers experience by verifying the effect of job stress and self-efficacy on their turnover intentions, and whether job engagement has a mediating effect in the process. For this purpose, a survey was performed on 290 disability assistance workers associated with disability support organizations in the Seoul and Gyeonggi area during the period of 2019.5.1.-2019.6.30. The collected survey data was analyzed with the SPSS 24.0 statistical software, the results of which are as follows. First, job stress and self-efficacy appears to affect job engagement. High levels of conflict and maladjustment in the workplace had adverse effects on job engagement, while high levels of emotional, evaluative, and informational support had positive effects. Second, job stress and self-efficacy also had an effect on turnover intentions. High levels of conflict, instability, and maladjustment in the workplace led to a higher level of turnover intentions. Third, job engagement had a mediating effect between job stress and turnover intentions. Fourth, job engagement had no mediating effect between self-efficacy and turnover intentions. These results serve to propose practical measures to reduce the job stress and improve the job engagement of disability assistance workers.

• The Journal of Korean Society for Radiation Therapy
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• v.24 no.2
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• pp.67-75
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• 2012

Purpose: The study is to check the specialty of radiotherapists working in the department of radiation oncology and find job satisfaction, organizational commitment and job commitment having an effect on professional parts. After making analysis of the mutual relation, it is to provide radiotechnologists with making progress in the future. Materials and Methods: From March 2 to March 30, we had carried out a survey with email. It is possible to have 272 questionnaires answered in the survey. We make use of SPSS 13.0 for Windows to analyze the data collected for study. Frequency and a percentage are meant to show general characteristics, and t-test and ANOVA to do the difference between general properties and professionalism. Pearson's correlation coefficient also is meant to do the correlation of professionalism, organizational job commitment and job satisfaction, and multiple regression analysis to do the factor for a relevant variable to affect professionalism. Results: There are subdivisions in the professionalism informing us of the self-regulation $17.74{\pm}2.32/3.55{\pm}.46$, a sense of calling $17.58{\pm}2.63/3.52{\pm}.53$, reference of the professional $17.14{\pm}2.39/3.43{\pm}.48$, service to the public $15.97{\pm}2.48/3.19{\pm}50$, and autonomy $15.68{\pm}2.28/3.14{\pm}46$. Grand mean turns out to be $83.89{\pm}7.63$(Summation of items)/$3.37{\pm}0.49$ (Numbers of items). When it comes to a statistical relation between general characteristics and professionalism, the statistics have it that these come within age (P<.001), period of employment (P<.001), education status (P<.05), a monthly income (P<.001), radiotherapists who get a special license (P<.001), the position (P<.001), and an opportunity for developing (P<.001). As a result of organizational commitment, job commitment, and job satisfaction, grand mean in organizational commitment proves to be $80.10{\pm}8.15/3.34{\pm}.34$. There are subvisions showing affective commitment $28.64{\pm}4.61$/3.58, continuance commitment $27.54{\pm}4.22/3.44{\pm}.53$, and normative commitment $23.95{\pm}2.94/2.99{\pm}.37$ in order of precedence. The average grade in job commitment is $32.47{\pm}5.77/3.30{\pm}.60$ and that in job satisfaction is $63.39{\pm}10.16/3.17{\pm}.51$, respectively. We find the positive relationship between professionalism and organizational commitment (r=.522, P<.05), between professionalism and job commitment (r=.444, P<.05), and between professionalism and job satisfaction (r=.507, P<.05). And we also get the positive relationship between organizational commitment and job commitment (r=.549, P<.05), between organizational commitment and job satisfaction (r=.433, P<.05), and between job commitment and job satisfaction (r=.462, P<.05). To catch the factors influencing the professionalism of radiotherapists, we used multiple regression analysis. According to the final model, it appears affective commitment (B=.755, P<.05), normative commitment (B=.305, P<.05), job satisfaction (B=.092, P<.05), an opportunity for developing (B=-1.505, P<.05), and the position (B=-1.155, P<.05) in order of precedence. It seems that explaining influece on $R^2$ is 0.504. Conclusion: The results of the factors that influence professionalism working as radiotherapists in the department of radiation oncology have it that the more affective commitment, normative commitment, and job satisfaction we feel, the more professionalism we recognize. We think that the focus of professionalism is increased if getting the chances for radiotherapists to have little to do with developing opportunities given.