• Journal of Korean Academy of Nursing Administration
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• v.16 no.1
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• pp.86-100
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• 2010

Purpose: This study was done to examine the relationship of job satisfaction and organizational commitment of perioperative nurses. Method: The subjects of this study were 500 perioperative nurses from 11 hospitals. The data were collected by self-reporting questionnaires from Sep. 19 to Sep. 27, 2009. Results: There was statistically significant relationship among the five variables. The analyses of covariance of these five variables revealed overall significant (p<.05). Stepwise linear multiple regression analyses were used to examine the influence of these five variables. Results indicated that the variables for verbal abuse (p<.01), workplace climate (p<.01), internal marketing (p<.001), and job transfer (p<.001) contributed significantly to the job satisfaction (adjusted R square=.426), while the verbal abuse (p<.01), internal marketing (p<.01), leadership style (p<.001) and workplace climate (p<.001) did to the organizational commitment (adjusted R square=.351). Canonical correlation analyses revealed that internal marketing and workplace climate contributed most significantly both to job satisfaction and organizational commitment. Conclusion: This study found that all these five nursing managerial factors were important influential on both job satisfaction and organizational commitment of perioperative nurses. Addressing these factors with further research will surely improve the commitment of these nurses and ultimately lead to better perioperative nursing care.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.5
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• pp.552-560
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• 2015

Purpose: This study was performed to identify the mediating effect of empowerment in the relationship between head nurses' servant leadership and organizational commitment among clinical nurses. Methods: A cross-sectional survey design was used. A convenience sample of 249 nurses was recruited from three hospitals located in J province, South Korea. Data were collected by self-report questionnaires, including general characteristics, servant leadership, empowerment, and organizational commitment. Data were analyzed with descriptive statistics, Pearson correlation coefficients, independent t-test, One-way ANOVA, and linear regression using the SPSS 22.0 program. Results: Head nurses' servant leadership perceived by clinical nurses significantly influenced their organization commitment. Empowerment partly mediated the effect of servant leadership on organizational commitment. Conclusion: The findings suggest the importance of improving nurse managers' servant leadership and empowering nurses to increase their organizational commitment.

• Culinary science and hospitality research
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• v.21 no.1
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• pp.58-76
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• 2015

This study explores the influence of social intelligence (SI) and emotional intelligence (EI) on employees' job engagement and organizational commitment in deluxe (five-star) hotels in Korea, and seeks to analyze the mediating effects of employees' job engagement on the relationship between SI, EI, and employees' commitment. The sample for the survey was collected from 419 F & B employees. The results of structural equation modeling show that employees' SI had a positive effect on job engagement and organizational commitment. EI also had a positive effect on job engagement but not on organizational commitment. In addition, the findings demonstrate that employees' job engagement mediated the effect of EI on organizational commitment. SI and EI are crucial requirements among hotel employees who depend on cooperation between colleagues.

• Journal of health informatics and statistics
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• v.43 no.4
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• pp.267-273
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• 2018

Objectives: An increase in the number of caregivers is necessary to provide services to the elderly, but more importantly, it is qualitative management for them. The purpose of this study was to identify occupational stress, job satisfaction, and organizational commitment and to explore the impact of occupational stress on job satisfaction and organizational commitment among caregivers employed in health service centers for the elderly. Methods: This descriptive survey was a cross-sectional correlational design of 118 caregivers. The questionnaire included occupational stress, job satisfaction, and organizational commitment. Stepwise multiple regression was applied. Results: Job satisfaction and organization commitment of caregivers were found to be above the average. There was a high level of job stress due to lack of job autonomy, job demands, and inadequate compensation. It has been found that the inappropriate compensation, organization system, work culture, and lack of job autonomy affected job satisfaction of caregivers. The factors affecting organizational commitment were inadequate compensation, job insecurity, and work culture. Conclusions: Efforts should be made to assess and complement the appropriateness of compensation and work culture that are taken to relieve job stress to enhance the job satisfaction and organizational commitment of caregivers.

• Journal of radiological science and technology
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• v.42 no.3
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• pp.231-238
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• 2019

Medical institutions are abundant in human resources and have a unique structure with diverse professions and various organizational cultures coexist. This organizational culture influences organizational effectiveness and influences the effectiveness of the organization as a factor of leadership and organizational culture. Leadership is an important factor in linking employee behavior to organizational commitment to achieve job satisfaction. The purpose of this study was to analyze the effect of organizational effectiveness on organizational culture, leadership perception, and job stress in a special organization called radiologist. As a result, organizational culture and transformational leadership showed high correlation with 0.627. Among the organizational effectiveness variables, organizational commitment showed the highest influence with transformational leadership(${\beta}=0.284$, p<0.001), and job satisfaction was also the highest with transformational leadership (${\beta}=0.440$, p<0.001). The results showed that the expectation of transformational leadership affects organizational commitment and job satisfaction. In order to expect a positive change in the effectiveness of the organization, the radiologist culture requires an organizational culture that can fully demonstrate autonomy and creativity, and transformational leadership is required for this.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.3
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• pp.441-456
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• 2002

Purpose : This research is, by investigating the relations between the cultural types of a nursing organization in a hospital and performance, to ascertain the cultural types to be able to improve performance. Method : The data were gathered from 487 nurses and 328 patients who were in eight general hospitals by using the self-report type of questionnaires. The period of data collection was from August 10, 2000 to September 10, 2000. For this research, the following tools were used; the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment, and the tool for measuring patients' satisfaction. For data analysis the SPSS Win 7.5 program was used. Result : 1) There was a significant difference in the organizational culture type according to the establishment type of hospital. 2) In the relationship between organization characteristics and organizational culture of a hospital were correlated with the type of each culture(p=0.00). 3) In the relation between the organizational culture type of hospital and its performance, there was a strong positive correlation between innovation-oriented culture and job satisfaction. And relation-oriented culture and task-oriented culture showed that they had a weak positive correlation with job satisfaction(p=0.00). There were a positive correlation between affective commitment and relation-oriented, innovation-oriented cultures(p=0.00), and there were no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture(p=0.00). 4) The types to have an influence upon nurses' job satisfaction were innovation-oriented culture and relation-oriented culture. These had 34.5% of influence with job satisfaction.. The type of organizational culture did not influence continuance commitment, but it had an influence on affective commitment and normative commitment. And relation-oriented culture and innovation-oriented culture had 21% of an influence with affective commitment, and they had 9.5% of an influence with normative commitment. Conclusion : As the above mentioned research results, the organizational culture type was found which had an influence upon nurses' job satisfaction and organizational commitment and patients' satisfaction in nursing service. These results are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• Journal of Korean Academy of Nursing
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• v.33 no.2
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• pp.265-274
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• 2003

Purpose: The purpose of this study is to investigate the role of social support in the experience of job stress among hospital nurses. Method: This study was carefully designed to overcome methodological shortcomings found in past research, and examined two organizational effectiveness variables(job satisfaction and organizational commitment) as outcome variables. The sample used in this study consisted of 602 nurses from 5 general hospitals. Data were collected with self-administered questionnaires and analyzed using hierarchical regression and LISREL technique. Result: It was found that: (a) three job stress variables(workload, role conflict and conflict with other medical staff) have negative effects on job satisfaction and organizational commitment; (b) social support have positive main effects on the two output variables; (c) the negative effects of job stress variables on job satisfaction and organizational commitment are not buffered by social support, and (d) social support mediates the effects of job stress on job satisfaction and organizational commitment, and the size of the mediating effects is small. Conclusion: Further research needs to be done to further refine this study.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.427-437
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• 2020

This study seeks to examine empirically the effect of leadership style on organizational commitment and organizational effectiveness. The data are from all departments of the undergraduate program at the State University in Central Java, Indonesia. The study comprises all divisions of the undergraduate program, which amounted to 207 people. The method for sampling is based on simple random sampling. Structural equation modeling (SEM) is applied in order to analyze the data. The results show that integrative adaptive leadership style has a positive effect on teamwork and affective commitment. Therefore, in order to improve teamwork, the organization should be assisted in completing the introduction of collaborative conflict resolution. Moreover, affective commitment positively affects organizational effectiveness. Thus, it can be said that efforts to improve the organizational effectiveness, should be supported by affective commitment. The study further revealed that integrative adaptive leadership style has a positive effect on teamwork. This means better execution of integrative adaptive leadership, higher level of coordination and vice versa. Each member has different responsibilities and duties, and it can be done or resolved in different ways. If the leader can accommodate the creativity of the faculty and staff, a solid team can be formed.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.3
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• pp.372-381
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• 2013

Purpose: The purposes of this study were to analyze the mediating effects of empowerment, job stress, organizational commitment and relation-oriented nursing organization culture on turnover intention of clinical nurses. Methods: Participants selected for the final analysis were 382 nurses working in 4 general hospitals. Data were analyzed through descriptive statistics Pearson correlation analysis (SPSS/WIN 17.0), and Path analysis (AMOS 18.0). Results: The study results are as follows: relation-oriented nursing organizational culture had no direct effect but had an indirect effect on nurses' turnover intention through empowerment, job stress, and organizational commitment, while job stress and organizational commitment had direct effects on turnover intention. The results also showed that empowerment had strong effect on organizational commitment, but job stress had very weak effect. Empowerment had an effect on turnover intention. Conclusion: These results indicate that establishment of relation-oriented nursing organization culture is imperative if clinical nurses' turnover intention is to be decreased.

• Journal of Home Health Care Nursing
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• v.15 no.1
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• pp.22-28
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• 2008

Purpose: The aim of this study was to analyze the effects of time management on the clinical nurse's organizational commitment and job satisfaction. Methods: Subjects were recruited in two general hospitals in Seoul and Incheon. Data collection was done using a self-report questionnaire. Time management was measured using the questionnaire developed by Han (1992). Organizational commitment and job satisfaction were measured using the questionnaire developed by Yoon (2000), based on Mowday et al. (1979) and Stamps et al. (1978). The data were analyzed using the SAS statistical package program, version 10.0. Specifically, descriptive statistics and stepwise multiple regression were performed. Results: The predictive time management factors for organizational commitment included deadline decision, simplification, and goal-setting. The predictive time management factors for job satisfaction included planning/making the priority order, deadline decision, simplification, asking for help, and responsibility reduction. Conclusion: Time management factors are highly correlated with organizational commitment and job satisfaction in clinical nurses. Deadline decision and simplification are common predictive factors for organizational commitment and job satisfaction. These results can be used to develop more effective time management strategies for increasing organizational effectiveness in clinical nurses.