• Culinary science and hospitality research
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• v.23 no.4
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• pp.43-55
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• 2017

The purpose of the study is to provide data for an efficient human resources management of hotel corporation by examining if the emotional intelligence with affective involvement and continuous involvement could impact work performance. For the field test and verification, the non-regular hotel staffs from November $1^{st}$ to $30^{th}$, 2016 were selected as the research objects. The research result is summarized as follows. First, the emotional intelligence of non-regular hotel staff impacted positively on affective involvement and continuous involvement. Second, the continuous involvement had a positive influence on work performance. Lastly, the emotional intelligence of non-regular hotel staff appeared to have a positive effect on the work performance. With this research, it may have an opportunity to utilize this study result as an educational material to enhance emotional intelligence of hotel corporation. In conclusion, it may need to introduce an emotional intelligence enhancement program in the hotel corporation. Also, in order to improve work performance, intensive efforts in organizational level would be required by enabling employees to make an affective involvement. Finally, to cope with rapidly changing circumstances, additional empirical study should be conducted that the affective involvement of non-regular hotel staff impacts the work performance.

• Journal of the Korea Society of Computer and Information
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• v.25 no.11
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• pp.269-276
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• 2020

Recently some researchers have challenged the truism by arguing that ethical leadership evokes followers' engagement in unethical behavior when that is benefit for organization(unethical pro-organizational behavior, called UPB). In this paper, I propose the relationships among the ethical leadership, affective commitment, and UPB based on social exchange theory and social identity theory. Using survey data from 10 companies 90 employees, the regressing analysis results indicate that there is positive and significant direct relationship between ethical leadership and UPB, and affective commitment paly as a partial mediator role among ethical leadership and UPB. Some implications, future research directions, and study limitations were discussed.

• Korea Journal of Hospital Management
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• v.23 no.2
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• pp.67-81
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• 2018

Purposes: The purpose of this study was to investigate the relationship between male nurse's gender stereotype, role conflict and organizational commitment. Methodology: Data were collected from 169 male hospital nurses from August, 2016 until September. The Male nurse's gender stereotype, role conflict and organizational commitment were measured using a structured questionnaire. Collected data were analyzed using SPSS/win 23.0 for windows. Descriptive statistics, t-test, ANOVA and Pearson's correlation were used. Findings: There were statistically significant differences in the gender stereotype by general characteristics such as age and military duty. There were statistically significant differences in the role conflict by general characteristics such as education level and position. There were statistically significant differences in the organizational commitment by general characteristics such as the hospital's location and hospital type. Gender stereotype and role conflict had no significant correlation (r=-0.050, p=.516). A statistically significant positive correlation was detected between male nurse's gender stereotype and 'continuance commitment' (r=0.272, p<.001). A statistically significant positive correlation was detected between male nurse's role conflict and 'continuance commitment' (r=0.178, p=.021). Practical implications: The result of this study indicate that to reduce role conflict of workplace environment and induce the affective commitment of male nurses within a female-centered nursing organization should be sought.

• Management & Information Systems Review
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• v.33 no.5
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• pp.1-34
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• 2014

This study suggests internal and external virtuous behavior in organization influenced employees' organizational citizenship behavior (OCB), organizational loyalty and emotional exhaustion through mediated effect of affective commitment and collective self-esteem. Virtue in organization has received attention as critical attribute of positive organizational scholarship. Cameron(2003) defined the study of virtue as a study of the capacity, attributes, and reserve in organization that facilitates the expression of positive deviance among organization member. Accordingly, this study presumed that virtuous behaviors within organization positively associate with OCB, and organizational loyalty through affective commitment whereas the virtuous behaviors negatively influence emotional exhaustion. On the other hand, we assumed that external virtuous behaviors positively associate with OCB and organizational loyalty and negatively associate with emotional exhaustion individually. In study 1, we conducted interview with Korean employees created items for internal and external virtue, and implemented empirical study for 253 employees of domestic companies in study 2. This study contributes to the empirical investigation on how internal virtue (i.e. the employees' virtue for their organization) and external virtue (i.e. the organization's virtue for society), used as independent variables, influence employees' organizational citizenship behavior (OCB), organizational loyalty and emotional exhaustion after creating items for the two virtuous behaviors through qualitative research.

• Journal of Korean society of Dental Hygiene
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• v.10 no.4
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• pp.645-654
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• 2010

Objectives : This study provides dental care organization that is responsible for services of dental hygienists to measure levels of empowerment and organizational commitment to. The impact of empowerment on organizational commitment is a variable that has to validate the improvement of organizational commitment of dental hygienists to have been studied for the suggestions. The study period 2009 July 1 to August 30 at Jeonju Jeollabuk dental material and dental hygienists are working in medical institutions to target a total of 336 copies (88.4%) and for analysis of the data was studied. Methods : For data analysis SPSS (Statistial Package for the Social Science) WIN 12.0 program using frequency analysis, T-test and One-way ANOVA test, Pearson's correlation coefficient, linear regression analysis was conducted through the following. Results : 1. Demographic characteristics (education, salary, age, workplace), the empowerment and organizational commitment as the decisive factor affecting the level was a significant difference. 2. Education, salary, age and demographic characteristics of the working period of the empowerment uimiseong, yeokryangseong, self-determination, but no significant differences in impacts factors, work factors, not only was a significant difference uimiseong. 3. Demographic characteristics (education, salary, age, duration of employment, workplace), the affective commitment, normative commitment, ever, ever commitment and showed significant differences remain. 4. The higher the level of empowerment of the subjects that were higher organizational commitment, was a significant difference. 5. Empowerment and Organizational Commitment of subjects related factors were analyzed in all the variables showed a significant correlation between. Conclusions : Dental health agencies that provide services of dental hygienists to improve empowerment and organizational commitment to develop a structured management program, a dental hygienist job dental hygienist program and professional standards for the continuous and systematic research. That will be needed.

• The Journal of the Korea Contents Association
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• v.10 no.1
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• pp.353-364
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• 2010

The purpose of this study is to examine the effect of leader-member exchange(LMX) on employee's affective commitment and continuance commitment focusing on the mediating role of job stress. On the basis of theoretical linkages between the constructs, a conceptual model and hypotheses were established. The sample included 482 employees. Structural equation modeling(SEM) was employed to test the hypothesized relationships in the conceptual model. This study shows that the proposed model is reasonably fit to the actual data. Empirical results indicate that LMX has a negative impact on employee's job stress, has a positive impact on employees' affective commitment and continuance commitment. Employees' job stress has partially mediated effect on the relationship between LMX and employees' affective commitment, but has not mediated effect on the relationship between LMX and employees' continuance commitment.

• The Journal of the Korea Contents Association
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• v.9 no.3
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• pp.345-352
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• 2009

The glass ceiling is defined as a barrier so subtle that it is transparent, that it prevents women and minorities from moving up in the management hierarchy. Individuals in the minority may perceive the presence of a glass ceiling within their social context, a barrier put in to place by those in the advantaged majority. This study has testified pragmatically the influence of glass ceiling perceived by the female employees of travel agency on their work attitudes(organizational commitment, turnover intention). Data were collected by 202 full time female employees. The results of analysis is as follows: First, it is revealed that glass ceiling has no influence on turnover intention. Second, this study show that the higher glass ceiling is perceived by the female employees of travel agency, the more they have negative influence on their affective commitment. Contrary to our expectation, however, it is revealed that glass ceiling has no influence on continuance commitment. That is, glass ceiling have significant effects on affective commitment whereas the effects are not significant for continuance commitment. Third, affective commitment have significant effects on turnover intention. However, it is revealed that continuance commitment has no influence on turnover intention.

• 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.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.4
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• pp.254-264
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• 2018

The study aims were to verify the influences of job environment factors and work attitude on turnover intention of school foodservice employees, and then to verify the mediating effect of organization commitment between six areas of worklife and turnover intention so that organizations can intervene to reduce the turnover intentions of employees. The subjects were 205 employees who were working in the school foodservice field. The job environment factors were measured by six areas of worklife (workload, control, reward, fairness, community, value) and the organizational commitment was measured by two types of commitments (affective, continuance). The results were as follows. First, workload, reward, community and value of six areas of worklife reduced affective commitment, control and fairness increased continuance commitment, and affective commitment reduced turnover intention. Second, only reward and community showed direct effect on turnover intention, but all six areas of worklife had a statistically significant indirect effect on turnover intention through affective commitment. These results showed that job environment factors had both direct and indirect effect on employees' behavior through employees' affection. These findings imply that organizations can control employees' turnover intention by providing education or social support to maintain their affective commitment even when organizations cannot change job environment.