• The Journal of Asian Finance, Economics and Business
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• v.8 no.11
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• pp.277-284
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• 2021

This study was conducted to determine the factors affecting employees' engagement in Information Technology (IT) enterprises in Vietnam. Quantitative method was used to test the research model. Research data is collected through a survey of 205 employees working in Ho Chi Minh City - Vietnam IT enterprises. The research results show that all seven factors affecting OC are ability, remuneration, training/development, challenging work, teamwork relationship, company policy, and culture, and work environment all make sense. In which, WOE, TER, REM factors are the three most influential factors, while company CPC, T&D, CHW, ABI have a lower impact. The proposed management implications include building, providing, ensuring a good working environment for employees, building/developing relationships within the company, having a policy of salary, bonus, support, and incentives. In addition, appropriate, competitive remuneration, adequate incentives, and rewards for the efforts that the employee has made, training and development of skills and soft skills suitable for each type of work, development orientations for employees, as well as frequent rotation of positions and jobs, in addition to improving employees' capacity, also avoid causing boredom and loss of motivation at work, thereby increasing OC of employees in IT enterprises in Vietnam.

• Journal of Korean society of Dental Hygiene
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• v.19 no.1
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• pp.45-54
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• 2019

Objectives: The aim of this study was to examine factors influencing job embeddedness in dental clinic hygienists. Through this study, we suggest the necessity to increase job embeddedness and use that as basic data for effective dental personnel management. Methods: A self-reported questionnaire was filled out by 219 dental clinic hygienists from September 8 to October 8, 2018. Data were analyzed using SPSS 20.0. Independent t-test, one-way ANOVA, Scheffe's post-hoc test, and Pearson correlation coefficient were reviewed, and a multiple regression analysis was conducted. Results: Dental hygienists scored 3.14 points in job embeddedness. The variables that influenced clinical job embeddedness were self-efficacy, organizational commitment, and job satisfaction. These factors had 56.7% of variance in dental clinic hygienists. Conclusions: Job satisfaction was the most affected factor for dental clinic hygienists. In order to maintain effective personnel management of dental hygienists, strategic program development and application are needed to improve job embeddedness.

• The Journal of Industrial Distribution & Business
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• v.14 no.3
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• pp.9-17
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• 2023

Purpose: Intrinsic motivation can be affected by external factors and may not always be present in an employee. This study aims to shed light on the role of intrinsic and extrinsic motivation in driving employee performance and to determine which type of motivation has a greater impact on performance. Additionally, the research seeks to understand the impact of motivation on different employee characteristics, such as age, gender, and job tenure. Research design, data and methodology: The present author has obtained textual data from the current literature dataset, However, focusing on mostly journal articles and published books because it could provide the justification of reliability and validity and help to collect solid previous studies which is logically categorized themes. Results: The findings of the present research are divided into four differences (Difference in Job Satisfaction, Difference in Job Involvement, Difference in Organizational Commitment, and Difference in Turnover Intention), each focusing on one aspect of employee performance: job satisfaction, job involvement, organizational commitment, and turnover intention. Conclusions: Organizations can use the differences in employee performance based on intrinsic and extrinsic motivation to improve employee performance by recognizing the importance of intrinsic motivation, providing opportunities for employees to experience intrinsic motivation, and balancing extrinsic and intrinsic motivation.

• East Asian Journal of Business Economics (EAJBE)
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• v.11 no.2
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• pp.91-108
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• 2023

Purpose - This research paper empirically analyzes the effect of changes in the employment environment due to the 4th industrial revolution on the turnover intention of cosmetic employers and employees and seeks the necessary measures for job instability in the industrial field. Research design, data, and methodology - A self-report questionnaire was conducted on 513 cosmetic implementers. Statistical processing of the data collected by the data analysis method was analyzed using the Statistical Package for Social Science (SPSS) WIN23.0 statistical package program through data coding and data organizing process. Results - Changes in the employment environment were found to have a significant effect on the effect of job instability (t=13.218, p<0.05). As for the effect of organizational commitment on turnover intention, the higher the organizational commitment, which is a parameter, has a negative (-) effect on turnover intention, a dependent variable (p<0.05). Conclusions - Our results are based on an analysis that allows cosmetic employers and workers to explore ways to address job insecurity. Based on the analysis results, it will help the growth of the cosmetics industry by providing basic data for the identity of the cosmetics industry and the development of the cosmetics service organization.

• Journal of Korea Port Economic Association
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• v.30 no.3
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• pp.59-87
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• 2014

The purpose of this study is to examine the effect of two kinds of Master and Chief Engineer's communication style on group conflicts and members' attitude including job satisfaction and organizational commitment, and to analyze the moderating effect of the isolation from home and community on the relation between the both of communication styles and the several behavioral variables in ship organization. This empirical result demonstrates the fact that Master and Chief Engineer's direct communication with crew has lower conflict and higher job satisfaction and organizational commitment than their indirect one through Chief Officer and First Engineer. In addition, it illustrates the isolation from home only effects moderately on the relation between the communication style and group conflict, and also the direct communication style reduces more the conflict in the group to show less isolation from home. To conclude, this study reveals that job satisfaction and organization commitment could be heightened by proper communication style of Master and Chief Engineer and it would utilize the job performance of ship organization in the long-term.

• Journal of the Korean Society of Food Culture
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• v.9 no.5
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• pp.479-487
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• 1995

The purposes of this study were to: 1) measure the levels of job satisfaction with five facets of a job: the work itself, promotion, pay, supervision and co-workers, 2) investigate the degree of job characteristics inventory which employees perceived, 3) investigate relationships between job characteristics and job satisfaction levels of the employees in hospital foodservice, 4) measure the levels of organizational commitment and investigate its relationships between job satisfaction and job characteristics, 5) investigate the relationships between job performance and job satisfaction, job characteristics of the employees in hospital foodservice. The questionnaire was developed based on modifying Job Descriptive Index developed by Smith, Kendall, Hulin and Job Characteristics Inventory developed by Sims, Szilagyi, Keller and Affective commitment Scale developed by Meyer and Allen. Subjects consisted of 76 employees in hospital foodservice. Data were analyzed for frequency, means, ANOVA, Duncan multiple range test, and pearson correlation using SAS PC Package. The results of this study were as follows. 1) Most of the respondents were 41 years up(39.5%) and married (92%). High school graduates were 59.2%. 10 years working experienced employees were 35%. 2) A majority of the respondents(44.7%) ranked work itself as the most important aspect. 3) They were the most satisfied with co-workers. 4) Satisfaction with work itself, wage, and supervision were found significantly related to age(p<0.05). 5) Task identify was the most prevalent job characteristics and then task identity. 6) Satisfaction with co-workers were found significantly related to job variety(p<0.05). Satisfaction with supervision and promotion were found significantly related to friendship(p<0.05). 7) Job satisfaction have not correlation with job performance. Satisfaction with supervision, co-workers were positively correlated with organizational commitment(p<0.01). 8) Job characteristics of dealing with others were positively correlated with job performance (p<0.05). Job characteristics of variety, autonomy, task identity were positively correlated with organizational commitment(p<0.05, p<0.01).

• The Korean Journal of Health Service Management
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• v.2 no.1
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• pp.56-83
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• 2008

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

• Journal of the Korea Society of Computer and Information
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• v.21 no.9
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• pp.127-137
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• 2016

This study is an objective research to verify causality between social worker's social capital and OCB in Jeon-nam province including Kwangjoo. Survey was done directly from 255 social workers working in social welfare facilities. Study methodology was the structural equation to verify the influence of social capital on organized citizens' activities and the mediator effect of job satisfaction and organizational commitment. Using Fornell and Locker's two-step approach, this study verified the similarity between direct effectiveness and indirect effectiveness through bootstrap. I hope that the result of this study will be used as objective and academic material for social workers who work hard with sense of duty at field and expect that there will be a intensive follow-up research which can make social workers' social capital and make it stronger.

• Asia pacific journal of information systems
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• v.33 no.4
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• pp.977-998
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• 2023

The study is based on the technology-organization-environment (TOE) model which, attempted to determine the factors that are going to influence ICT adoption. The proposed research model evaluates the interplay among technological context (IT infrastructure, system security, and user capacity), organizational context (top management commitment, and innovations strategies), environmental context (quick response to the external agencies, interactive network infrastructure, and competitive pressure) and ICT adoption (productivity growth, organizational change, and competitiveness). Data were collected from 243 senior executives of full member firms of the Bangladesh Garments and Manufacturers Association (BGMEA) of examining the relationships among the constructs in the proposed framework utilizing structural equation modeling (SEM). The analysis of TOE factors revealed that environmental, organizational, and technological factors have a significant impact on the successful implementation of ICT tools. The study also discusses implications for management practitioners.

• The Journal of the Korea Contents Association
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• v.16 no.6
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• pp.394-403
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• 2016

This research aimed at comprehending influence among education participants' characteristics (followership, sense of community, conscientiousness), organizational effectiveness, and investigating mediation role of communication. The results are as follows: First, followership and sense of community play an important role for communication. But conscientiousness did not affect communication. Second, communication has directly affected job satisfaction and organizational commitment. Third, the relation between education program characteristics and organizational effectiveness were mediated by communication. The findings of this study suggest the educational program is designed and developed based on employee's attitude of mind.