• Journal of Korean Academy of Nursing
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• v.46 no.1
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• pp.100-108
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• 2016

Purpose: The aim of this study was to examine the mediating effect of empowerment in the relationship of nurse managers' authentic leadership, with nurses' organizational commitment and job satisfaction. Methods: The participants in this study were 273 registered nurses working in five University hospitals located in Seoul and Gyeonggi Province. The measurements included the Authentic Leadership Questionnaire, Condition of Work Effectiveness Questionnaire-II, Organizational Commitment Questionnaire and Korea-Minnesota Satisfaction Questionnaire. Data were analyzed using t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficients, simple and multiple regression techniques with the SPSS 18.0 program. Mediation analysis was performed according to the Baron and Kenny method and Sobel test. Results: There were significant correlations among authentic leadership, empowerment, organizational commitment and job satisfaction. Empowerment showed perfect mediating effects in the relationship between authentic leadership and organizational commitment. It had partial mediating effects in the relationship between authentic leadership and job satisfaction. Conclusion: In this study, nurse managers' authentic leadership had significant influences on nurses organizational commitment and job satisfaction via empowerment. Therefore, to enhance nurses' organizational commitment and job satisfaction, it is necessary to build effective strategies to enhance nurse manager's authentic leadership and to develop empowering education programs for nurses.

• Journal of East-West Nursing Research
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• v.12 no.1
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• pp.5-13
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• 2006

Purpose: This research has been conducted in order to confirm the major factors that prediction organizational commitment in registered nurses. Method: The subjects were 350 registered nurses from 3 hospitals in Seoul. The sample for data collection consisted of 329 useable questionnaires (94% overall return rate) for 2 weeks. The Instrument tools utilized in this study were organizational commitment scale, empowerment scale, job stress scale and job satisfaction scale and thoroughly modified to verify validity and reliability. The collected data have been analyzed using SPSS 11.0 program. Three outliers which were bigger than 3 in absolute value were found, so after taking them off, Multiple Regression was used for further analysis. Result: The major factors that prediction organizational commitment in registered nurses were job satisfaction, empowerment, age and unit experience, which explained 51.9% of organizational commitment. Conclusion: It has been confirmed that the regression equation model of this research may serve as a organizational commitment prediction factors in Registered Nurses.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.3
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• pp.357-367
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• 2011

Purpose: The purpose of this study was to examine the influence of decentralization, participation in decision making, job satisfaction on organizational commitment among hospital nurse managers. Method: The data were derived from the self-reported questionnaire responses of 198 nurse managers from January to March, 2006 at four general hospitals over 900 beds in Seoul and Gyungi province and analyzed by frequency and percentage, t-test, ANOVA and Sheffe's test and stepwise multiple regression. Result: Mean of decentralization was 3.53${\pm}$0.52, participation in decision making was 5.04${\pm}$0.83, job satisfaction 3.54${\pm}$0.48, and organizational commitment was 5.30${\pm}$0.76. There were significant differences between participation in decision-making and career of manager, field of practice, span of control, especially in staffing decision. A significant correlation was found between organizational commitment and decentralization (r=.22, p<.001), participation in decision making (r=.40, p<.001), job satisfaction (r=.64, p<.001). The job satisfaction has the highest significant predictor of organizational commitment ($R^2$=43%). Conclusions: Nursing managers' job satisfaction and organizational commitment will be promoted by granting participation in decision-making.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.11
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• pp.4764-4769
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• 2011

This study intends to investigate the organizational commitment and Its related factors among medium hospital of nurses. The collected data were analyzed descriptive statistics, t-test, ANOVA, Scheffe's test, Pearson correlation coefficient and stepwise multiple regression using SPSS 19.0 Program. The score of level of organizational commitment was statistically significant difference according to working period, marital state, monthly income, personality, night-duty. The score of organizational commitment level correlated positively with job satisfaction and burnout. Stepwise multiple regression analysis for organizational commitment level revealed that the most powerful predictor was burnout, job satisfaction and night-duty explained 49.5% of the variance. Therefore, It suggested that goal of increasing nurses' organizational commitment in hospital should be helped them raise job satisfaction and decrease nurses' burnout and night duty.

• Journal of Korean Clinical Nursing Research
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• v.25 no.2
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• pp.133-141
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• 2019

Purpose: This study aimed to examine the effects of compassion competence and organizational commitment on customer orientation in hospital nurses. Methods: The participant of this study was 223 nurses who have worked at a tertiary hospital in Chungcheong Province for at least one year. The general characteristics, compassion competence, organizational commitment, and customer orientation of the participants were collected, using self-reported questionnaires, from June 15 to June 29, 2018. The data were analyzed by descriptive statistics, independent t-test, ANOVA ($Scheff{\acute{e}}$ test), Pearson's correlation coefficient, and multiple regression using an SPSS/WIN 22.0 program. Results: Customer orientation was significantly associated with organizational commitment (r=.51, p<.001), and compassion competence (r=.74, p<.001). Compassion competence (${\beta}=.62$, p<.001), organizational commitment (${\beta}=.17$, p=.004), and marital status (${\beta}=.11$, p=.034) were identified as the predictors of customer orientation. These variables explained 59.1% of the variance in customer orientation. Conclusion: This study confirmed that compassion competence and organizational commitment may have an impact on customer orientation in hospital Nurses. Therefore, to improve customer orientation in hospital nurses, it is necessary to develop interventions and education programs considering these factors.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.3
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• pp.1371-1383
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• 2021

The study aims to investigate the organizational commitment and loyalty among millennial generation employees in Integrated Islamic Schools. The study gathered information and data from three different Islamic education institutions in Central Java, Indonesia. A total of 261 responses gathered using an online questionnaire distributed among millennial generation employees on each institution. The result then analyzed using confirmatory factor analysis with the help of SPSS and SEM AMOS. From the analysis, it is found that employee trust and satisfaction strongly impacted employee organizational commitment, and employee organizational commitment strongly impacted employee loyalty, both attitudinal and behavioral. Test for model robustness was also conducted accordingly within suggestions from the previous research, resulted in quite different findings especially in continuance commitment variable. This study pointed out the importance of trust and satisfaction to maintain the millennials employee, and the importance of millennial understanding especially in the education sector. This study provides the reference for future organizational commitment and loyalty study among the millennial generation especially in a growing nation like Indonesia and pointed out the importance of the generational study on organizational behavior topics.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.2
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• pp.31-42
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• 2021

Purpose- This research's purpose is to give implications on how to increase employee satisfaction and organizational commitment of Korean employees using internal marketing. To do that this study analyzes relationships among variables and analyses mediating effect of satisfaction. Also, this study wants to analyze economic performance change of business as a moderator so group comparison between an economic slump and economic recovery is included. Research design, data, and methodology- To analyze relationships among internal marketing, employee satisfaction and organizational commitment of Korean employees, this study used the 7th KRIVET's HCCP data of employee and firm's financial statements data. And conducted CFA, SEM and group comparison analysis by using AMOS 21. Result- According to the empirical results, employee satisfaction mediates between internal marketing and organizational commitment. However, trust was the only significant antecedent that give a positive influence on employee satisfaction. And employee satisfaction increases organizational commitment. Also, economic performance change of business does significantly deteriorate relationships. Conclusion- Based on this study result, implications to manage the organizational commitment of Korean employees are discussed. Especially, the effect of employee satisfaction and trust discussed. Also, economic performance group which is an economic slump and economic recovery differentiation is highlighted. Therefore the cautious approach is needed in managing employee attitude to job and organization is needed

• Journal of the Korean Society for Aviation and Aeronautics
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• v.29 no.1
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• pp.20-29
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• 2021

This study examined the effect of regulatory focus on adaptative performance for pilots and co-pilots engaged in domestic civil airlines, and verified the moderating effect of organizational commitment in the process of regulatory focus on adaptative performance. For study, the scale developed by Lockwood Penelope and others validated and developed to measure the regulatory focus was adapted to suit the aviation scene and examined through this. As a result of the study, among the sub-variables of the regulatory focus scale, the promotion focus had a statistically significant and positive effect on the adaptative performance. and derived that the prevention focus had a statistically significant negative effect on the adaptative performance. In order to examine the moderating effect of organizational commitment in the relationship between regulatory focus and adaptative performance, the results of hierarchical regression analysis were conducted after controlling the rank, background, and career. Organizational commitment showed a statistically significant positive moderating effect in the relationship of adaptative performance. In addition, as a result of the verification according to the level of organizational commitment, prevention focus and adaptative performance showed statistically significant negative effects when organizational commitment was high.

• International Journal of Advanced Culture Technology
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• v.12 no.2
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• pp.144-150
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• 2024

There is no prior research on organizational commitment and supervision for social welfare public officials in charge of public-private cooperation in public welfare fields. Therefore we are designed to determine the impact of social welfare public officials' public-private cooperation awareness on organizational commitment to verify the moderating effect of supervision on the effect between public-private cooperation awareness and organizational commitment. The analysis data is 242 questionnaires collected from Incheon public health and welfare officials visiting towns, villages, and villages in 10 counties. Using the SPSS 22.0 program, descriptive statistics and relationships between variables were analyzed, regression analysis was performed to analyze the influence between variables, and hierarchical regression analysis was performed to verify supervision control. As a result of the study, it was confirmed that the perception of public-private cooperation affects organizational commitment, interacts with supervision satisfaction, and has a moderating effect. Based on this, in order to improve the organizational commitment of social welfare public officials during public-private cooperation work, specific measures were proposed for sharing awareness and understanding between the public and private sectors, establishing an official system, and establishing a supervision system.

• The Journal of the Korea Contents Association
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• v.18 no.6
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• pp.600-607
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• 2018

This study is designed to examine the effects of transformational and transactional leadership on organizational commitment. A survey questionnaire is used to gather the data while judgement sampling was utilized to choose the respondents. The results from the study indicate that transformational leadership is found to positively affect emotional and normative commitment respectively. Using multiple regression, it is also found continuance commitment is not related to transformational and transactional leadership. The study partially supports the model that perceived leadership affects organizational commitment. It is proposed that transactional leadership appears to be a more useful predictor of organizational commitment. Given the findings of this study, firms are provided with insights into how transformational and transactional leadership may contribute to managing workers' organizational commitment.