• Korean Journal of Community Nutrition
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• v.23 no.1
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• pp.28-37
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• 2018

Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.

• Journal of Distribution Research
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• v.9 no.2
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• pp.75-99
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• 2004

The primary purpose of this research is to develop and test a model that explains the process of how trust in a supplier firm and salesperson through relational commitment influence buyer's positive and desirable behavior. In order to do so, we are empirically to examine how a supplier firm and salesperson trust can reinforce buyer's relational commitment leading to relational citizenship behavior using over 138 buying firms, Through structural equation modeling, we find that trust in a supplier firm and salesperson influence the relational commitment and relational commitment enhance relational citizenship behavior. However, trust in a supplier firm is unrelated to the buying firm's relational citizenship behavior whereas trust in salesperson has direct effect on relational citizenship behavior. Finally, we discuss several theoretical and practical implications, and suggest limitations for the research and future research issue.

• The Journal of the Korea Contents Association
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• v.10 no.10
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• pp.326-333
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• 2010

The purpose of this study is to find out the effects of tax officials' perceived self-leadership on their empowerment and organization commitment, improve the effectiveness of human resource management of tax organizations, and provide measures for effective organization management. The study results show that the more their self-leadership improves, the more their empowerment improves. Firstly, the reason why their self-leadership has a positive influence on empowerment is that they set their own purpose about their task by themselves, make efforts to achieve the goals, and do their job with optimistic and constructive attitude. Secondly, the study results that their empowerment has a positive influence on organization commitment show that organizational members with high-level empowerment attach significance to their work and it makes their organization commitment high. To maximize organization performance, tax officials should recognize their work's value, meaning, and importance by himself, be equipped with sufficient knowledge for their work, apply their leverage and control in their job, have their self-determination, and improve their organization commitment.

• Journal of Korean Society of Archives and Records Management
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• v.20 no.2
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• pp.85-106
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• 2020

This study aims to identify the relationship between commitment to the profession and commitment to the organization, and the effect of professional development on the dual commitments to the organization and the profession. After establishing concepts through a literature review, the study designed a questionnaire survey in which 104 out of 135 (77.0%) record management field officials responded. This study provides a firm basis for urging the army to change its perception toward record management professionals' specialty and their commitment to the profession. Furthermore, this change will ultimately lead to a higher commitment to the organization.

• Journal of the Korea Convergence Society
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• v.13 no.3
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• pp.317-326
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• 2022

This study examined the moderating effect which the interpersonal trust between christians has on the daily spiritual experiences and church commitments of christians. This study was conducted on 400 Christians - 193 men (48.3%) and 207 women (51.7%). The SPSS 25.0 program and PROCESS Procedure for SPSS version 3.5 (Model 1) were used for data analysis and for verifying the hypothesis. the results of the study showed: First, the daily spiritual experience of Christians had a significant positive effect on church commitment. Second, the interpersonal trust between christians had a significant positive effect on church commitment among Christians. Third, the interpersonal trust between christians had a significant positive effect on daily spiritual experiences and on church commitment. Hence, based on the above conclusions the role and importance of trustworthy relationships in the church as well as personal beliefs were discussed.

• Management & Information Systems Review
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• v.30 no.4
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• pp.93-115
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• 2011

To date, the majority of research on empowerment has focussed on the individual job incumbent's psychological experience of empowerment and linking this with various work-related outcomes. However, a model that focuses on individual subjective reactions is at best incomplete if it does not include an examination of the contextual factors that shape those perceptions. Therefore, the purpose of this study is to examine the relationships among situational factors, psychological empowerment and employee's attitudes. The data were collected by questionnaire from a sample of 525 employees who were working at business organizations in Kangwon area. Results indicated that organizational characteristics such as access to information, LMX, and participative climate were positively related to an employee's psychological empowerment. Psychological empowerment was positively related to an employee's job attitudes such as organizational commitment and innovative behavior. Finally, theoretical and practical implications from the results were discussed.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.46 no.2
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• pp.13-21
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• 2023

In the recent era of the fourth industrial revolution, many industries aim to maximize the efficiency of products and services by introducing cutting-edge technologies such as artificial intelligence and big data. In this situation, organizational culture is changing a lot due to the influx of the MZ generation with strong individualistic tendencies and the decreased face-to-face communication between members. However, active communication with colleagues is still essential to maximize performance, and the margins created by simplifying work processes and automating processes must be used for creating work performance. This requires cooperation and commitment through the job immersion of members who have an active attitude. This study analyzed how the organization's autonomous work environment and trust among members, which are creative work performance conditions, affect job immersion using raw data from the Occupational Safety and Health Research Institute. As a result, it was found that both the organization's autonomous working environment and trust among members significantly effected the members' job immersion. in order to achieve productivity and value improvement in companies, efforts are needed to increase workers' job immersion by building an autonomous working environment and trust among members. The results of this study are expected to contribute significantly to the search for ways to increase workers' job commitment to improve organizational productivity.

• Knowledge Management Research
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• v.24 no.4
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• pp.43-61
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• 2023

Businesses recognize the importance of empathy among members for achieving organizational goals. Accordingly, they have developed and implemented communication programs aimed at enhancing mutual understanding between the MZ generation and the older generation. However, recent communication programs conducted by businesses differ in that they involve compulsory participation driven by the organization. This study sought to empirically examine their effectiveness. Data was collected from 697 participants in communication programs to validate the proposed research model, which was empirically tested through regression analysis. The results of the analysis confirmed the effectiveness of communication programs even in non-voluntary situations and highlighted intergenerational perception differences. The findings of this study emphasize the significant role of communication and empathy within organizations. Consequently, they have impacted the development of communication strategies and culture within organizations, and are expected to provide theoretical and practical insights valuable to researchers and practitioners interested in intergenerational perception differences from a knowledge management perspective.

• Journal of Distribution Research
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• v.13 no.1
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• pp.1-33
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• 2008

As the interest in the business-to-business(B2B) electronic commerce is increasing, many companies are participating in the B2B e-Marketplaces. The e-Marketplace is defined as the virtual market that many players take part in to transact. The e-Marketplace has an influenced on the manner in which organizational buyers and sellers interact. As a result, it is important to develop an understanding of the behaviors of firms that use these electronic marketplaces. The purpose of this study is to develop a comprehensive model for trust and commitment of B2B e-Marketplace and empirically to examine their structural relationships. Drawing from trust and commitment theory in the interorganizational relationship and B2B electronic commerce context, this study identifies network externality, interactivity, justice, quality of information sharing, institutional assurance as the determinants of trust and commitment of e-Marketplace. The proposed model hypothesized that (1) trust is a function of network externality, interactivity, justice, quality of information sharing, institutional assurance, (2) attitudinal and behavioral commitment is a function of trust, (3) behavioral commitment is a function of attitudinal commitment. The proposed model is tested using organizational-level survey data from 187 buying organizations that conduct business in MRO e-Marketplaces. The data were tested by reliability test, correlation analysis, exploratory factor analysis, confirmatory factor analysis and covariance structure analysis. The results indicate that (1) trust is influenced by network externality, interactivity, justice, institutional assurance, (2) attitudinal commitment and behavioral commitment is influenced by trust (3) behavioral commitment is influenced by attitudinal commitment. Also, the empirical results confirmed that trust play a strong, central role in determinging e-Marketplace commitment. The key theoretical contribution of this research is that it begins to extend interorganizational information system literature in areas such as B2B Internet e-Marketplace. Managerially, this study contributes tn the understanding of the role of B2B e-Markeplace providers in Internet situation. And Limitations of this study and guidelines for future researches are also discussed.

• Journal of Society of Preventive Korean Medicine
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• v.18 no.1
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• pp.1-10
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• 2014

Objective : This study aimed to investigate the level of friendship perceived by hospital staffs in korean medicine hospitals in Gwangju and relationship between friendship and organizational effectiveness. Method : The subject were 134 hospital staffs in 5 different hospitals in Gwangju. The questionnaire used in this study contained 44 questions about workplace friendship (15 questions), organizational effectiveness (16 questions), social demographic characteristics (8 questions) and others (5 questions). Results : Young woman in their 20s and 30s were major participants (69person, 52.7%), nursing and administrative department(72person, 55%) were dominant division, the person those who have less than 1 year current workplace career(69person, 52.7%) were major group in this study. Participants responded about barriers of friendship at workplace were lack of opportunities for formal or informal meeting and lack of hospital's interest and supporting about human relations among employees at workplace. Both friendship level with superior and friendship level with subordinate were lower than friendship level with colleague. (p=.000) Participants who have higher workplace friendship level, were also higher level at job satisfaction, organizational commitment and lower level at turnover intention, job stress. Especially friendship level with superior had biggest relationship with variables of organizational effectiveness. Conclusion : Participants showed close relationship with friendship degree and organizational effectiveness. We suggest that the CEOs of korean medicine hospital would make their effort to improve friendship level of workers for the rise of organizational effectiveness.