• Journal of the Korea Society of Computer and Information
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• v.20 no.3
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• pp.125-137
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• 2015

Information technology enables home-based working which is a new way to satisfy the firm and its employees. Firms are under pressure of cost reduction, and employees want to maintain balance of life between work and family. Considering the organization's capability can be the core competency, firm's efforts to acquire workers' commitment have been important issue in human resource management. However, researches to increase the workers' loyalty and commitment within home-base working have not been widely studied. This study tries to identify the relationships among firms' rewards supporting strategies and workers' perceived commitment with the working system as a context. Results confirm that the organization's extrinsic and intrinsic rewards affect the worker's continuous commitment, and the mediating role of normative commitment between workers' perceived affective commitment and continuous commitment has been found. Also, we empirically identify the moderating role of working systems(i.e., home-based, vs. office-based) within organization's rewards supporting strategies and workers' commitment perceptions.

• The Journal of the Korea Contents Association
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• v.18 no.3
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• pp.499-508
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• 2018

This study explored the relationship between the Resilience and Organizational commitment, The police officers' perception on the resilience has been measured, and then how their perception on the resilience affects the organizational commitment has been examined. This study aimed at measuring the effects of police officers' perception on the resilience on organizational commitment By reviewing previous finding, police officers' resilience(Self-Regulation Skills(Regulation skills, Cause Analysis skills, Impulse control skills), Interpersonal Skills(Expansion skills, Communication skills, Empathy skills), Positive Capacity(Appreciate, Life satisfaction, Self-optimism)) were selected as independent variables, Organization Commitment(Affective commitment, Continuance commitment, Normative commitment) was selected as dependent variable. The result of analysis showed that Life satisfaction>Cause Analysis skills>Communication skills> Empathy skills> Appreciate> Impulse control skills influenced in Affective commitment (positive), Life satisfaction>Self-optimism>Regulation skills>Communication skills>Cause Analysis skills in Continuance commitment(positive), and Expansion skills>Empathy skills>Self-optimism>Life satisfaction>Impulse control skills in Normative commitment (positive).

• Journal of Korean Academy of Nursing Administration
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• v.8 no.3
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• pp.441-456
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• 2002

Purpose : This research is, by investigating the relations between the cultural types of a nursing organization in a hospital and performance, to ascertain the cultural types to be able to improve performance. Method : The data were gathered from 487 nurses and 328 patients who were in eight general hospitals by using the self-report type of questionnaires. The period of data collection was from August 10, 2000 to September 10, 2000. For this research, the following tools were used; the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment, and the tool for measuring patients' satisfaction. For data analysis the SPSS Win 7.5 program was used. Result : 1) There was a significant difference in the organizational culture type according to the establishment type of hospital. 2) In the relationship between organization characteristics and organizational culture of a hospital were correlated with the type of each culture(p=0.00). 3) In the relation between the organizational culture type of hospital and its performance, there was a strong positive correlation between innovation-oriented culture and job satisfaction. And relation-oriented culture and task-oriented culture showed that they had a weak positive correlation with job satisfaction(p=0.00). There were a positive correlation between affective commitment and relation-oriented, innovation-oriented cultures(p=0.00), and there were no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture(p=0.00). 4) The types to have an influence upon nurses' job satisfaction were innovation-oriented culture and relation-oriented culture. These had 34.5% of influence with job satisfaction.. The type of organizational culture did not influence continuance commitment, but it had an influence on affective commitment and normative commitment. And relation-oriented culture and innovation-oriented culture had 21% of an influence with affective commitment, and they had 9.5% of an influence with normative commitment. Conclusion : As the above mentioned research results, the organizational culture type was found which had an influence upon nurses' job satisfaction and organizational commitment and patients' satisfaction in nursing service. These results are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.3 no.3
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• pp.89-123
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• 2008

This study has the purpose to research on the actual conditions of discriminative treatment between regular and irregular work and find what kind of environment factors can effect on the job-satisfaction, organizational commitments. Especially, this study has addressed to improvement of conditions for irregular work and researched the difference factors between regular and irregular workers's job-satisfaction, organizational commitment, and employment - environmental. For the data collection, a total of 400 questionnaires were distributed for survey, 195 responses were available for statistical analysis. This questionnaires were sent to the distribution companies that has a variety type of employment as regular and irregular worker in Seoul province by e-mail and direct way. And SPSS 12.0(ver.) was used to analyze the data. The main results were as the following; First, the human relationship and the normative commitment were statistically different between regular and irregular work in the part of job satisfaction and organizational commitment. Second, income were important to improve the satisfaction of job environment and personnel policy and the normative commitment. Corporation welfare were important for the satisfaction of human relationship, job environment and personnel policy, normative commitment affective commitment and continuous commitment. Stability of employment were important to improve the satisfaction of human relationship and job environment, normative commitment and affective commitment.

• The Journal of the Korea Contents Association
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• v.8 no.12
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• pp.334-346
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• 2008

The study examined the relationship between servant leadership and organizational commitment and tested the mediating role of the organizational trust between the two variables. Measurement of servant leadership used intactly 23 items of a preceding research. Empirical analysis result can be summarized as follows. Firstly. the servant leadership has positive influence on organizational trust. Secondly. servant leadership has significant influence on affective commitment and normative commitment, but could not reach the significance level for continuance commitment. Lastly, this study was proved there was an partial mediating effect of organizational trust, between the servant leadership and affective commitment, normative commitment, but could not reach the significance level for continuance commitment. And if the organizational trust is higher, the extent of the servant leadership's influence on organizational commitment would be higher.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.439-447
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• 2020

The study examines direct and indirect impacts of organizational commitment on employee motivation through two mediating factors - opportunistic behavior and knowledge sharing - in Vietnamese enterprises. The samples were selected by the non-probability sampling method followed convenient sampling, relatively stratified by localities in Vietnam. The sample size was 636 employees in Vietnamese enterprises. The number of collected online questionnaires was 379, while the number of valid questionnaires was 329. In the direct survey, the number of distributed questionnaires was 750, while the number of collected questionnaires was 421 and the number of valid questionnaires was 307. The total number of valid questionnaires used for analysis was 636. The study used quantitative methods with structural equation modeling analysis. The results indicate that among the components of organizational commitment, normative commitment has both direct and indirect impacts on employee motivation through two mediating factors: opportunistic behavior and knowledge sharing. Meanwhile, affective commitment has only an indirect impact on employee motivation through these mediating factors. Continuance commitment has both direct and indirect impacts; however, it has only an indirect impact on employee motivation through opportunistic behavior. In addition, the results show opportunistic behavior has a negative impact on the knowledge sharing of employees in enterprises.

• The Journal of the Korea Contents Association
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• v.14 no.9
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• pp.247-254
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• 2014

Recent crime is serious. The police who investigate crime seriously impact. It is a psychological impact on the police. police officer or police investigation leaves many great events that have suffered since. In this study, post-traumatic stress disorder (Post Traumatic Stress Disorder; PTSD) have studied the impact policeman impact on organizational commitment. In order to measure post-traumatic stress disorder and divide this study, arousal, avoidance, invasive, post-traumatic stress disorder and sleep disorders in the sub-region. Organizational commitment and affective commitment, continuance commitment and normative commitment divided. We were in Daegu Metropolitan Police Agency survey of police officers belonging to the investigation officer. As a result, the impact on affective commitment invasion. To avoid the influence on continuance commitment. Avoidance of invasive and normative factors had influenced. With the help of information technology.

• Management & Information Systems Review
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• v.32 no.5
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• pp.175-192
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• 2013

The previous researches on customer participation(CP) have examined the influences of CP on customer satisfaction and service quality focusing on the role of CP in the service encounters. However, this paper identifies the path relationships between CP and relationship commitment focusing on the impact of CP on the relational outcomes. By expanding the role of CP in the service encounter, this paper shows what relational variables can be influenced by CP in detail, which identifies that CP plays an important role in service encounter empirically. As results, CP has significant influences on the relationship commitment such as normative commitment, continuance commitment, and affective commitment respectively. Additionally, considering the characteristics of CP, CP is more impactful on normative commitment than affective commitment.

• Proceedings of the Safety Management and Science Conference
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• 2006.04a
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• pp.147-156
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• 2006

Since IMF system was introduced once, downsizing has been usual phenomenon in business sphere. Downsizing influences the unemployed, and also the survivors such as in job stress, communication bias, lower organizational commitment and so on. This paper reviewed the relationship between organizational commitment and service quality, and the moderating effect of sex in hotel. Based on the responses from 494 hotel employees, the results of multiple regressional analysis showed that affective OC and normative OC have affirmative effects on service quality. The results of moderating analysis showed that continuance OC has an affirmative interactive-effect on responsiveness, assurance, and empathy with gender, and affective OC an negative interactive-effect on assurance.

• Journal of the Korea Safety Management & Science
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• v.8 no.2
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• pp.129-138
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• 2006

Since IMF system was introduced once, downsizing has been usual phenomenon in business sphere. Downsizing influences the unemployed, and also the survivors such as in job stress, communication bias, lower organizational commitment and so on. This paper reviewed the relationship between organizational commitment and service quality, and the moderating effect of sex in hotel. Based on the responses from 494 hotel employees, the results of multiple regressional analysis showed that affective OC and normative OC have affirmative effects on service quality. The results of moderating analysis showed that continuance OC has an affirmative interactive-effect on responsiveness, assurance, and empathy with gender, and affective OC an negative interactive-effect on assurance.