• Journal of Korean Home Economics Education Association
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• v.23 no.4
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• pp.19-34
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• 2011

The purpose of this study were to investigate relations among family resilience, self-determination(autonomy, perceived competence, relatedness) and commitment to career choice and to examine the meditating effects of self-determination(autonomy, perceived competence, relatedness) in the process by which family resilience affected commitment to career choice. Subjects of the study were 277 college students in the Chungbuk and Kyungpook province. AMOS 7.0 was employed to analyze the data. The results were as follows: First, college students' family resilience had a direct impact on college students' self-determination(autonomy, perceived competence, relatedness) and commitment to career choice. Second, students' self-determination(autonomy, perceived competence, relatedness) had a direct impact on students' commitment to career choice. Third, it was found students' self-determination(autonomy, perceived competence, relatedness) was a meditating factor in the relationship between students' family resilience, and commitment to career choice.

• Journal of Convergence for Information Technology
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• v.9 no.6
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• pp.104-111
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• 2019

In this study, we examined the effects of University adaptation on career adaptation through self-leadership and learning commitment, and identified the regulatory effects of demographic characteristics (sex, grade, grade level, and willingness to work). To this end, we analyzed the data for 289 college students. The results of the study are as follows. First, adaptation to University life has a significant impact on learning commitment and self-leadership. However, adaptation to University life has an indirect effect on learning commitment and self-leadership rather than directly affecting career adaptation. Second, demographic characteristics have a regulatory effect on the path through which University adaptation affects career adaptation through self-leadership and learning commitment. The factors that were regulated were age, grade, and willingness to work. Therefore, in order to adapt to university life and adapt to career, we developed a program to improve self-leadership and learning commitment, and suggested that customized guidance is needed considering the differences in personal characteristics such as gender and academic background in university life and career counseling.

• Journal of Industrial Convergence
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• v.21 no.4
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• pp.91-100
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• 2023

This study was conducted to identify the effect of motive for major selection, major satisfaction on the nursing career commitment among senior nursing students. Data were collected from 215 nursing students and analyzed using t-test, ANOVA, Scheffé test, Pearson correlation analysis, and multiple regression analysis by SPSS ver. 29.0. As a result of this study, There were positive correlations between motive for major selection(r=.41, p<.001), major satisfaction(r=.35, p<.001), and nursing career commitment. The predictor on nursing career commitment was motive for major selection, explaining 39.4% (F=18.40, p<.001) of the variance. In conclusion, Through this study we found that motive for major selection has the greatest impact on nursing career commitment, it is necessary to seek educational new programs and curricula to develop nursing student's nursing career commitment.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.473-480
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• 2007

Purpose: This study was to identify of the relationship of self-directed learning with job satisfaction and organizational commitment of nurses. Method: The subjects were 247 nurses who were working for the 5 of hospitals in Seoul, Daejeon and Kyong Ki. This study was conducted from Sep to Dec 2006. The data was collected by questionnaires and were analyzed using descriptive statistics, pearson correlation coefficients. Result: The self-directed learning was influenced significantly by the last school career, married state and job career. The job satisfaction was influenced significantly by job career. The organizational commitment was influenced significantly by age and job career. The self-directed learning is related with job satisfaction and organizational commitment of nurses. Conclusion: The findings indicated that the self-directed learning of nurses is important factor for improving job satisfaction and organizational commitment. Therefore it may be necessary further to develop the self-directed learning training program for efficiently nurse's education.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.2
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• pp.5-15
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• 1997

In studies on the hospital labor-management relations, research about the attitudes of workers and management toward unions was relatively untouched in Korea. This study was investigated to identify the relation among ideal, actual attitudes toward unions, ideal, actual views on nursing profession and career commitment. Data was obtained from a convenience sample of 285 nurses of varying positions, education, career, join union or not. The results of this study were as follows. 1. There was significant differences between ideal attitude toward unions and actual (p < .001). 2. There was significant differences between ideal view on nursing profession and actual (p< .001). 3. There were no correlations between ideal and actual attitude toward unions and nursing career commitment. 4. There were correlation between ideal and actual views on nursing and nursing career commitment(r=.32, r=.46). As the results show, views on nursing profession are more important factor to inhance nursing career commitment than attitude toward union. So the findings of this study suggest that antecedents and moderating variables need to be explored for further theoretical specification and empirical evaluation.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.2
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• pp.447-455
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• 2018

This study examined the effects of work values and the career decision level on the major commitment of the university students majoring in social welfare. For this purpose, a survey of 351 undergraduate students majoring in social welfare at 4 universities located in Kangwon-do was conducted and the data were analyzed. The work values consisted of intrinsic values and extrinsic values. The career decision level was measured by the career decision scale (CDS) and the major commitment was measured by the flow state scale (FSS). The research findings are as follows. First, the career decision level (3.43) and major commitment (3.58) of the university students majoring in social welfare were slightly higher than the mid-point on the 5 point Likert scale. In addition, the intrinsic work value (4.05) were higher than the extrinsic work value (3.34). Second, the intrinsic work values and career decision level were positively correlated with the major commitment. Third, the extrinsic work value had a negative effect on the major commitment (${\beta}=-.34$, p<.001); however, the intrinsic work value (${\beta}=.31$, p<.001) and career decision level (${\beta}=.18$, p<.001) had a positive effects on the major commitment. This paper also discusses the theoretical and practical implications for university student's work values, career decision level, and major commitment based on the research findings.

• Journal of the Korean Society of Food Culture
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• v.24 no.6
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• pp.739-748
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• 2009

The aim of this study was to better understand the factors of the mentoring function in the foodservice industry that improve the organizational commitment of subordinates, and to asses the roles that trust towards supervisors play in the relationship between the mentoring and organizational commitment. A survey was of subordinates who were conducting the mentoring in foodservice companies (hotels, family restaurants) located in Seoul and Gyeonggi area was conducted from May 1 to May 30, 2008. The questionnaires were distributed to 400 employees in 50 restaurants and, 341 of them were received and a total of 320 were finally analyzed. The results were as follows. First, the effect of mentoring functions on the organizational commitment of subordinates indicated that the career developing function and psychosocial function had a significant positive effect on the emotional commitment and normative commitment (p<.01), and the career developing function, psychosocial function and role modeling function had a significant positive effect on the enduring commitment (p<.01). Second, the mediating roles of supervisory trust in the relationship between mentoring functions and organizational commitment of subordinates indicated that supervisory trust mediated the relationship between the career developing function of the mentoring functions, and enduring commitment and normative commitment in addition, it met the mediating requirements in terms of the relationship between the role modeling function, and the emotional commitment, enduring commitment and normative commitment. Consequently, the high career developing function, psychosocial function and role modeling function in mentoring raised the level of organizational commitment;thus, the mentoring system should used as on of the mentoring functions in the foodservice industry and mentoring functions should be also established.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.5
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• pp.530-541
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• 2015

Purpose: This study was designed to construct a structural equation model and identify the effects and relationships of self-efficacy, career plateau, job embeddedness, organizational commitment and intent to turnover for nurses. Also, an attempt was made to derive a hypothetical model from these factors and to verify whether the model has validity as a means of explaining and anticipating turnover intention of nurses. Methods: Data were collected from six randomly selected hospitals: a university hospital located in J city, Kyungnam and five general hospitals located in two cities (cities B and C), each having 400 to 720 beds. Also, 318 nurses were surveyed. Data were analyzed using SPSS 21.0 and AMOS 18.0 program. Results: Job embeddedness and organizational commitment were identified as the most likely paths to turn over intention. Also, organizational commitment had the highest direct effect on turnover intention followed by job embeddedness and then self-efficacy, but career plateau had an indirectly effected turnover intention. Conclusion: As turnover intention was found to be greatly affected by organizational commitment and job embeddedness, methods to improve organizational commitment and job embeddedness should be actively developed to reduce turnover intention among nurses.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.3
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• pp.439-455
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• 2018

This study was designed to analyze the behavior characteristics of people, who have the same or similar Investigative (I) and Enterprising (E) Holland code scores, toward their career commitment. The calculus of the two codes is .16, which means that they are inconsistent and full of oppositions. Especially, the focus of the analysis is whether there are any differences in career commitment between people who have similarly high or low scores of their I and E codes and, if there are differences, what are their characteristics The analysis shows that the participants with high scores of their I and E codes have strong career commitment. They are highly goal oriented and motivated and with a long future time perspective they seek for progress in their careers. Due to their high career expectations and career resilience, they are willing to invest in their careers and put up with a certain level of sacrifice. They place the emphasis on their independence and are not very influenced by the surrounding environment. While the participants with low scores of their I and E codes also perceive the importance of their career commitment, they are very much affected by people and external stimuli. As a result, their efforts in terms of their career commitment are easily disturbed and lowered. The critical factor causing the difference between these two types of people is related to the score of their Social(S) code. This research has the potential to provide improvement points for career counselling.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.99-111
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• 1999

The purpose of this study was to investigate the relationship between public health nurse's decentralization, participation of decision-making and organizational commitment and to provide basic data for the improvement of public health nurse's organizational effectiveness. Data were collected from Aug. 1 to Aug. 30, 1998 (collection rate-96%) through questionnaires by 163 public health nurses working in Taejon and Chungnam. The instruments were used Van de Ven and Ferry's Job Authority scale, Hage and Aiken's Hierarchy of Authority scale. Participation of Decision-making scale. and Mowday's Organizational Commitment Questionnaires. Collected data were analyzed by SPSS PC+. The results were as follows 1. There were significant differences of age(P<.05), career, spending time for major study, and experience who called expert(P<.01) to decentralization. 2. There were significant differences of career (P<.05), educational level, and spending time for major study(P<'OOl) to participation of decision-making. 3. There were significant differences of career. spending time for D1ajor study, self-evaluation to specialty(P<.01) and experience who called expert (P<.001) to organizational commitment. 4. 1) A significant correlation was found between decentralization and self-evaluation to specialty (P<.05), age, career, spending time for major study, and experience who called expert (P<.01.). 2) A significant correlation was found between participation of decision-making and self-eval-uation to specialty(P<.05), age, career, spending time for major study, experience to call expert, and decentralization (P<.01). 3) A significant correlation was found between organizational commitment and age(P<.05). career. spending time for major study, self-eval-uation to specialty, experience who called expert. decentralization, and participation of decision-making (P<.01). 5. Decentralization w·as the best predictor of or ganizational commitment(17%), also experience who called expert, self-evaluation to specialty explained the organizational commitment.