• 아태비즈니스연구
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• 제6권2호
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• pp.35-61
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• 2015

This study deals how employees' perceptions of being supported by their organizations and supervisors may lead to organizational commitment and this commitment affects turnover intention and organizational citizenship behavior in the context of Thai industrial firms. The sample consists of Thai employees working in manufacturing firms which Koreans operate in Thailand. In line with social exchange theory, this study indicated that employees who felt that their organizations and supervisors valued their contribution and cared about their well-being would be more likely to have lower level of turnover intention and higher level of organizational citizenship behavior. Moreover, it was found affective and normative commitment partially mediated the effect of perceived organizational and supervisor support on organizational citizenship behavior. This study enhances our understanding about the roles of organizational commitment in the Thai workplace, and provides some practical implications how to manage Thai employees.

• 한국산업정보학회논문지
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• 제16권4호
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• pp.163-174
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• 2011

본 연구의 목적은 조직변화시기에 구성원들의 조직변화 몰입에 영향을 미치는 선행변수들을 알아보고자 하는 것이다. 여러 변수중 상사와의 관계의 질과 조직내 신뢰가 조직변화에 대한 구성원들의 몰입수준에 영향을 주는 요인이라고 보고 그 관계를 알아보고자 하였다. Herscovitch & Meyer(2002) 의 조직변화의 두 가지 몰입인 정서적 몰입과 규범적 몰입을 전술된 상사와의 관계의 질과 조직내 신뢰에 대한 관계를 고찰하는 연구모델을 설정하고 최근 심각한 조직변화를 겪었거나 겪고 있는 15개의 회사에서 생존한 303명의 현직자들의 응답을 실증하였다. 연구결과는 상사와 관계의 질(이후 LMX)과 조직변화에 대한 정서적 몰입과의 관계는 통계적으로 유의한 정(+)의 영향이 있었으나 LMX와 조직변화에 대한 규범적 몰입에는 부(-)의 영향으로 기각되었다. 그리고 조직내 신뢰와 조직변화에 대한 정서적 몰입과 규범적 몰입에는 통계적으로 유의미한 정(+)의 결과가 나와서 채택되었다. 이상의 결과들을 바탕으로 논의 및 한계점을 제시하였다.

• 한국직업건강간호학회지
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• 제7권1호
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• pp.65-82
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• 1998

This study was carried out in order to confirm the reliability and validity of the commitment inventory developed by Meyer and Allen, and to investigate commitment level of health manager, to compare two different professionals of health manager such as industrial health nurse and industrial hygienist to find out some characteristics that have effect on commitment. This survey was done by self-administered questionnaire to 227 respondents as the trainees of Industrial Safety Training Center, KISCO from June to December 1996. Authors classified commitment into two categories ; professional commitment and organizational commitment, and these two types of commitments have three different aspects ; affective, continuance, and normative commitment based on Meyer's inventory. The results were as follows; 1. Items of whole scales of the both type of commitments have three factors that represent three aspects of commitment ; affective, continuance, and normative commitment. This means that each type of commitment was reliable to use as measurement tool of three different aspects of commitment. Classification of items by factor analysis was more consistent in professional commitment than organizational commitment. Among 16 items of organizational commitment, four items were classified into different aspects of commitment with similar factor loading. 2. Commitment level of industrial health nurse was higher than that of industrial hygienist in affective, continuance professional commitment controlled by other characteristics. These differences can be due to other characteristics of specific task and background of health managers that were not used in this study. 3. The level of affective professional commitment was statistically different in age, sex, educational level, and that of organizational commitment was statistically different in only two variables such as age, and job tenure. The level of continuance professional and organizational commitments were different in sex group, but past history of employment have effect on continuance organizational commitment. The level of normative organizational commitment was affected by only age. As the above results, the tools of measurement of commitment developed by Meyer and Allen can be useful to measure the level of commitment of health manager. Three aspects of two types of commitments were influenced by different characteristics of health manager. Authors suggested future study on the affecting variables to the commitment such as background, task of health manager and organizational characteristics.

• The Journal of Asian Finance, Economics and Business
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• 제9권9호
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• pp.339-350
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• 2022

The purpose of the study is to determine how organizational culture affects employees' organizational commitment in Vietnamese clothing enterprises. Quantitative research through a questionnaire survey was applied in this research. A Survey of employees of Vietnamese garment companies in Hanoi was conducted from May 2021 to August 2021. The questionnaire was built from reference to previous studies and transferred to Google form. 315 returned questionnaires were usable. The statistical software SPSS 20.0 was used to test the reliability of the scale (Cronbach alpha), exploratory factor analysis (EFA), and regression analysis. The Organizational culture is constructed by 8 components including Organizational Communication, Training and development, Reward and Recognition, Teamwork orientation, Decision-making, Innovation and risk-taking, Direction and future planning, and Leader behavior. Organizational commitment is constructed by 3 components such as affective commitment, continuance commitment and normative commitment. Findings show that organizational culture has a strong impact on organizational commitment in Vietnamese garment companies. Research provides recommendations on developing a good organizational culture through forming suitable leadership, effective organizational communication, training and development, reward and recognition, and a clear direction and future planning to enhance employee commitment to the organization and increase the garment company's performance in the future.

• 한국콘텐츠학회논문지
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• 제16권1호
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• pp.438-444
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• 2016

집단과 조직에서 수행되는 업무가 필수적인 경찰활동의 특성 상 경찰공무원의 사회적 태만 정도를 줄이고 조직에 몰입하는 방안을 모색하는 것은 대단히 중요한 일이다. 이 연구는 지금가지 사회적 태만에 영향을 미치는 요인에 관한 연구들이 진행되어왔으나, 개인적 요인과 문화적 요인을 종합적으로 고려한 통합적인 연구들은 상대적으로 부족한 상황에 대한 인식에서 출발했다. 이 연구에서는 경찰공무원을 대상으로, 조직문화 인식과 조직몰입이 사회적 태만에 미치는 영향력을 살펴보았다. 조직문화인식의 하위 요인으로 '합리문화', '발전문화' '위계문화' '집단문화'의 4개 변수를, 조직몰입의 문화의 하위변수로는 '감정몰입', '지속몰입', '규범몰입'의 3개 변수를 선정하였고, 종속변수로는 사회적 태만을 선정하였다. 실증분석 결과, 조직문화인식 중 집단문화는 사회적 태만에 정(+)적인 영향을 미치고, 합리문화는 사회적 태만에 부(-)적인 영향을 미치는 것으로 나타났다. 그리고 조직몰입의 하위변수 중 감정몰입과 지속몰입은 부(-)적인 영향을, 규범몰입은 정(+)적인 영향을 미치는 것으로 나타났다.

• 한국병원경영학회지
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• 제7권2호
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• pp.1-23
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• 2002

D. W. Organ(1977) published a paper about the importance of Organizational Citizenship Behavior(OCB) in an organization. Since then, the studies of OCB have been continuously increased. As recent business environment has changed with rapidity and uncertainty, OCB for the improvement performance of organization should be more emphasized. Role behaviors of organization are divided into two parts such as in-role behavior and extra-role behavior. In recent, although the researches about extra-role behavior have been studied, they are still not sufficient. This study attempted to examine relationships between organizational culture, organizational commitment and organizational citizenship behavior, Sample was 193 employee engaged in hospitals of Pusan. In this study I chose four factor(affective, conservative, task and innovative culture) of organizational culture and three factors (affective, continuous and normative commitment) of organizational commitment and five factors(altruism, conscientiousness, courtesy, civic virtue and sportsmanship) with regard to organization citizenship behavior. The major findings of the empirical research are as follows ; 1. The Causal relation of dimensions of organizational culture and dimensions of OCB. 1) Affective culture has significant impact on courtesy, civic virtue of OCB. 2) Conservative culture has no significant impact on all of OCB. 3) Task culture has significant impact on conscientiousness, civic virtue, sportsmanship of OCB. 4) Innovative culture has no significant impact on courtesy, civic virtue of OCB. 2. The Causal relation of dimensions of organizational commitment and dimensions of OCB. 1) Affective commitment has significant impact on all of OCB. 2) Continuous commitment has no significant impact on all of OCB. 3) Normative commitment has significant impact on courtesy, civic virtue of OCB. In brief, though this study has several limitations in research design and methods, the results suggest that organizational culture of hospitals and organizational comitment of hospitals shows a strong relationship to the organization citizenship behavior.

• 동아시아경상학회지
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• 제6권2호
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• pp.1-13
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• 2018

Purpose - The present research is to investigate the effect of psychological empowerment on turnover intention through job satisfaction and organizational commitment. Research design, data, and methodology - These include turnover intention as dependent variable, psychological empowerment as an independent variable and for mediating variables job satisfaction and organizational commitment. Also nationality of employee is used as a moderating variable. Survey data was collected was total 886 respondents from 345 Korean, 313 Chinese, 228 Japanese. Data analysis was conducted with SPSS to test reliability of variables with Cronbach's alpha and one variable confirmatory factor analysis to test common method bias. And regression analysis was conducted to confirm relationship among variables. AMOS was used for path analysis and to analysis moderating effect of employees' country. Results - The results of regression indicate that psychological empowerment increase job satisfaction, affective commitment, normative commitment and turnover intention. Job satisfaction, affective commitment and normative commitment decrease turnover intention. As for the moderating role of country, it seems that country does matter. Conclusions - Main conclusions of this research implicate that to decrease employee turnover intention company need to manage psychological empowerment, job satisfaction, and organizational commitment. Also there is need to consider similarity and difference in managing employees of Korea, China and Japan employees. Manager need to verify direction and importance of each antecedent then apply to employees.

• 유통과학연구
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• 제22권3호
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• pp.1-10
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• 2024

Purpose: The current study focused on work performance of distribution department of AMC (asset management company) industry in China, outlines the challenges faced by distribution employees of Chinese four biggest national AMCs, aiming to enhance the ability of Chinese national AMCs to succeed in the face of external challenges such as economic, social, and technological changes. Research design, data and methodology: This study adopted quantitative methods, questionnaire was collected from 248 general distribution department employees of four national AMCs of China, these employees are from the top 5 developed cities in China, and software Smart PLS 3.0 and SPSS 25 was applied to data analysis. Results: The result of this current study through Smart PLS 3.0 has revealed that the significant effect of affective commitment on contextual performance, affective commitment on task performance, continuance commitment on contextual performance, normative commitment on contextual performance, and effect of continuance commitment on task performance and normative commitment on task performance were found to be non-significant. Conclusions: According to the important role of distribution department, managers in China's national AMCs can leverage the study's findings to enhance organizational commitment among employees of distribution department, and further positively influences distribution department employees' work performance.

• 국제지역연구
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• 제15권2호
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• pp.199-223
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• 2011

중국경제의 비약적인 발전과 내수시장의 성장으로 유통업체들의 중국진출이 가속화되면서 중국 시장과 소비자에 대한 정확한 이해가 필요한 시점이다. 이에 본 연구는 한국과 중국 소비자들의 할인점 서비스품질에 대한 인식과 몰입차원의 중요성, 그리고 관계성과 변수인 구전의도와 관계유지의도 간의 관련성에 대해 차이점을 비교 연구하였다. 연구모형에 제시된 가설들을 검증하기위해 LISREL을 통한 경로분석을 실시하였으며 가설 검증결과는 다음과 같다. 첫째, 서비스품질 차원이 규범적 몰입에 미치는 영향에 있어, 서비스품질 차원 중 유형성, 신뢰성 및 반응성은 몰입 차원 중 규범적 몰입에 정의 영향을 미치는 것으로 나타났다. 둘째, 서비스품질 차원이 정서적 몰입에 미치는 영향에 있어, 서비스품질 차원 중 유형성을 제외한 신뢰성, 반응성, 확신성 및 공감성은 몰입 차원 중 정서적 몰입에 정의 영향을 미치는 것으로 나타났다. 셋째, 서비스품질 차원이 지속적 몰입에 미치는 영향에 있어, 서비스품질 차원 중 유형성과 신뢰성은 몰입 차원 중 지속적 몰입에 정의 영향을 미치는 것으로 나타났다. 넷째, 몰입 차원 간의 관계에 있어, 정서적 몰입은 규범적 몰입에, 지속적 몰입은 정서적 몰입에 영향을 미치는 것으로 나타났다. 다섯째, 몰입 차원이 구전의도와 관계유지 의도에 미치는 영향을 미치는 것으로 나타났다.

• 한국콘텐츠학회논문지
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• 제16권9호
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• pp.105-116
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• 2016

본 연구는 노인요양서비스의 품질을 높이기 위하여 노인요양시설의 리더십 유형과 조직몰입이 어떻게 서비스 품질에 영향을 미치는가를 실증분석하였다. 전국의 32개 노인요양시설에 근무하는 요양보호사를 대상으로 설문조사를 실시하였고, 총 318개 설문을 분석에 사용하였다. 연구결과 변혁적 리더십은 정서적, 규범적, 지속적 몰입, 그리고 서비스 품질에도 긍정적 영향을 보였고, 거래적 리더십도 지속적 몰입에 유의미한 영향을 보여 거래적 리더십의 유용성도 확인하였다. 규범적 몰입은 변혁적 리더십과 서비스 품질간에 매개역할을 하고 있음을 확인하였다. 이를 통해 노인요양시설에서는 변혁적 리더십, 거래적 리더십의 적절한 활용과 정서적, 규범적, 지속적 몰입이 가능하도록 하는 인적자원관리의 필요성, 그리고 이에 대한 정책적 지원의 필요성을 제안하였다.