• The Korean Journal of Franchise Management
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• v.10 no.4
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• pp.43-52
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• 2019

Purpose: As a research on the effects of the characteristics of franchise educational institution and contents on the educational transition, commitment, and recommendation intention, this study aimed to suggest the basic data that could be used for the performance of educational training of franchise headquarters, and also to suggest an empirical research helpful for the development of actual educational system and the operation of curriculum for franchise educational institutions. Research design, data, and methodology: This study selected the trainees who recently completed the training in a franchise educational institution as the samples. The survey was conducted for 20 days from October 1st to October 20th 2018, targeting total 230 people, and total 207 questionnaires were collected (Missing value 23). To verify the validity of the measurement tool used for this study, this study reviewed the factor loading of each factor by conducting the confirmatory factor analysis(CFA), and then verified the average variance extracted(AVE) and the composite construct reliability(CCR). Lastly, the structural equation model(SEM) was verified based on the research hypotheses and research model. The SPSS Win Ver. 20.0 & AMOS 20.0 were used for every analysis of this study. Results: The results of this study could be summarized as follows. First, the reputation and interaction of the characteristics of franchise educational institution had significantly positive(+) effects on the educational transition. Second, all the sub - variables of educational contents such as job relevance, education method, and instructors' professionalism had positive(+) effects on the educational transition while the educational transition had positive effects on the organizational commitment, career commitment, and job commitment. Lastly, the organizational commitment and job commitment had positive(+) effects on the recommendation intention. Thus, the trainees with higher organizational commitment and job commitment in a franchise educational institution, showed higher intention to recommend the educational institution to others. Conclusions: The results of this study imply that the franchise educational institutions could increase the actual performance of education such as educational transition, commitment, and recommendation intention by increasing interactions within educational institutions and also designing effective educational contents, so that the trainees could highly perceive the educational transition of education.

• Journal of Information Technology Applications and Management
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• v.14 no.1
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• pp.179-202
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• 2007

This paper presents and tests a conceptual model of Technology Acceptance Model (TAM) that explains perceived usefulness, perceived ease of use, organizational commitment and turnover intention in terms of psychological commitments in mandatory environments. The model focuses on the psychological commitments (Kelman's internalization, Identification, compliance) as the primary predictors of perceived usefulness, perceived ease of use and organizational commitment. We discuss our current understanding of technology acceptance as well as the notion of mandated use. The results are as fellows that organizational commitment is negatively related to turnover intention : perceived usefulness is positively related to organizational commitment : psychological commitments are positively related to organizational commitment, perceived usefulness and perceived ease of use : perceived ease of use is positively related to perceived usefulness in mandatory environments. Through this research, psychological commitments are the strong determinants of technology acceptance in mandatory environments. These findings advance theory and contribution to the foundation for future research aimed at Improving our understanding of user adoption behavior in mandatory environments.

• Journal of Distribution Science
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• v.18 no.10
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• pp.15-23
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• 2020

Purpose: Crowdfunding can be a complementary channel in which start-ups or small companies can obtain financial help and take advantage of exploiting the online potential. To activate crowdfunding, it is necessary to consider a consumer's empathic responses. This article examines the role of empathy in the crowdfunding channel platform. We adopted the identification-commitment model to prove the role of empathy. Research design, data, and methodology: Participants were asked to read the charitable crowdfunding campaign. More than 300 young adults completed an online questionnaire and we analyzed it with structural equation modeling (SEM). To find out the role of empathy, we postulate several models which use empathy variable for different purposes. Results: We conclude that empathy has the role of moderator in the identification-commitment model. This means the high empathic response helped the relationship between identification and commitment. However, low empathic response can negatively influence the process of identification to commitment. Conclusions: This study found that virtual empathy is positively related to crowdfunding participation if we can elevate empathy in the crowdfunding channel platform. The findings also show that we need to consider empathic response when we want to raise funds for specific projects such as protecting the natural environment.

• Journal of Wellbeing Management and Applied Psychology
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• v.3 no.3
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• pp.1-13
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• 2020

Human resource management has always been the most important part of any organization (corporate and government-owned). Until whenever improvement in human resource management is always the background of every problem that occurs in the organization. This study aims to examine the relationship of procedural justice and organizational commitment to OCB satisfaction and job satisfaction in the Public Works Office of Kutai Kartanegara Regency. Sampling involved the entire population, i.e. 109 informants. They are employees who have goods and services certificates. Hypothesis test carried out with the SEM-PLS model in two stages (outer model and inner model). After that, the survey data was used SMART PLS 3.0. Based on empirical findings, we find that procedural justice has a positive and significant effect on OCB, while organizational commitment does not. Procedural justice, organizational commitment, and OCB have had a positive and significant effect on job satisfaction. The novelty of the study lies in the originality value that describes the conditions in a government agency with different benchmarks (variables and indicators) from previous studies, so it is very interesting and varied.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.11
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• pp.78-87
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• 2018

This study constructed a structural model and examined the fit and significance of the model to identify the influencing factors on the organizational commitment of ROTC cadets. The subjects of this study were 209 male students in grades 3 and 4 ROTC cadets of eight universities located in D, P, and G cities. Data were collected from April 13 to May 29, 2018. The data collected were analyzed by SPSS / WIN 20.0 and AMOS 21.0 programs. A positive correlation was observed between the ROTC instructor's leadership, self-efficacy, job satisfaction, and organizational commitment. Six of the six pathways of the hypothetical structural model were statistically significant. The hypothetical model showed a good fit for the data. The model fit indices were ${\chi}^2/df=1.51$, GFI=.98, AGFI=.90, NFI=0.98, NFI=.97, RMR=.02, RMSEA=.05, and TLI=.98. The ROTC Instructor's leadership and self-efficacy had direct and indirect effects on the organizational commitment. Job satisfaction had the strongest direct influence on organizational commitment. This model explained 73% of the variance in organizational commitment. Therefore, it is necessary to develop an effective education and intervention program that can enhance the ROTC instructor's leadership, self-efficacy, and job satisfaction to increase the organizational commitment of the ROTC cadets.

• Korean Journal of Childcare and Education
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• v.13 no.1
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• pp.1-17
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• 2017

Objective: The purpose of the present study was to investigate the structural relations among kindergartens director's servant leadership, ego resilience and organizational commitment of kindergarten teachers. Methods: The subjects in this study were 387 kindergarten teachers working in B city. A director's servant leadership, kindergarten teacher's ego resilience and organizational commitment were assessed by a teacher-reported questionnaire. The collected data were analyzed using descriptive statistics, Pearson's product-moment correlation, and a structural equation model using the Bootstrapping method. Results: First, there were significant relationships among the variables analyzed in this research, namely, a director's servant leadership, kindergarten teacher's ego resilience and organizational commitment. Second, Teacher's ego resilience partially mediated the effect of a director's servant leadership upon kindergarten teacher'organizational commitment. Conclusion/Implications: Results suggest the importance of a director's role in the context of improving kindergarten teacher's ego resilience and organizational commitment.

• Journal of Global Scholars of Marketing Science
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• v.17 no.3
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• pp.109-132
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• 2007

The present study examines the relationship among relationship quality, organizational commitment, and prosocial behavior. In this study, relationship quality is defined as relationship quality between manager and employee (RQME) and relationship quality between organization and employee (RQOE). The authors also investigate the mediating roles of RQOE and organizational commitment in the conceptual research model. Findings indicate that RQME has a positive and direct effect on RQOE, organizational commitment, and prosocial behavior. The results also show that both RQOE and organizational commitment have a mediating role in the relationship between RQME and prosocial behavior of employees. Finally, the authors found that RQOE influences prosocial behavior through organizational commitment.

• International Commerce and Information Review
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• v.9 no.4
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• pp.289-306
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• 2007

The purpose of this study is to find out the relationship between perceived organizational justice(distributive, procedural, interactional), job satisfaction, organizational commitment, and turnover intention information technology firm. I made the theoretical proposed model to explain these relationships between the constructs, identify the operational definitions and 5 hypotheses(6 sub-hypotheses) was established. The research came to the conclusions as follows: First, perceived justice had the positive effect to the job satisfaction and organizational commitment empirically. Second, I found the relationship between job satisfaction and organizational commitment was positive. Third, job satisfaction had not the positive effect directly, but indirect effect via organizational commitment was identified in turnover intention by empirical test. Finally, perceived organizational justice, job satisfaction, organizational commitment, and turnover intention was significantly related and to decrease the turnover intention, varieties of methods and ways would be developed that raise the perceived organizational justice, job satisfaction, organizational commitment.

• The Journal of Information Systems
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• v.16 no.2
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• pp.123-144
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• 2007

As the interest in the business-to-business electronic commerce is increasing, many companies are participating in the business-to-business e-marketplaces. As a result, it is important to develop understanding of behaviors of firms that use these e-marketplaces. For this purpose, e-marketplace usage company trust is proposed to affect commitment, long-term orientation and cooperation. This study, which used data from participating in the business-to-business e-marketplace companies, showed acceptable data-fit of proposed model and supported all of research hypotheses. The empirical results indicated that trust take significant effect on commitment, long-term orientation and cooperation, and the commitment affect long-term orientation and cooperation, and the commitment in turn have strong influence on long-term orientation and cooperation. It was confirmed that commitment variable is effective mediator linking trust and long-term orientation and cooperation.

• Culinary science and hospitality research
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• v.14 no.3
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• pp.31-44
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• 2008

The purpose of this research was to examine the construct known as job fit perceived by service employees in the foodservice industry. The model was tested using SPSS 12.0 and AMOS 4.0 based on the sample of 667 persons that showed a 95% usable response rate. The results of the empirical analysis showed as follows. First, in restaurants, the employees' job suitability factor brings about an indirect effect by organizational commitment and turnover intention. Second, employees' job satisfaction factor causes an indirect effect by organizational commitment. Third, employees' organizational commitment factor has relationships with turnover intention. That is, the higher organizational commitment, the lower turnover intention. By the same route analysis, job suitability has an effect on organizational commitment. Also, the research proved organizational immersion has an effect on turnover intention. In this respect, the research contributes to job performance of foodservice employees, emphasizing the necessity of educational programs for them.