• Journal of Korean Academy of Nursing
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• v.32 no.6
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• pp.812-822
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• 2002

The Purpose of this study was to identify the relationship among leadership style of nurse managers, job satisfaction, organizational commitment, and turnover intention. Method: The subjects were 468 nurses and 19 head nurses who were working at the 3 general hospitals in seoul. The data were collected from July 6 to September 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. Result: 1) The score of the nurse managers' transformational leadership perceived by surbodinates' were higher than that of the nurse managers' transactional leadership. Among 5 subdimensions of the leadership styles perceived by surbodinates', the scores of 'charisma' and 'intellectual stimulation' were highest and 'management by exception' were lowest. 2) 'Charisma', 'intellectual stimulation', 'individual consideration' and 'contingent reward' were positively related to all of variables except 'turnover intention'. 'Management by exception' was negatively related to all of variables and was positively related to 'turnover intention'. 3) 'Job satisfaction' was positively related to 'organizational commitment' and 'Job satisfaction', 'organizational commitment' were negatively related to 'turnover intention'. 4) As a result of stepwise multiple regression analysis, the key determinants of 'turnover intention' were 'organizational commitment' and this explained 44.4% of the total variance of it.

• Management & Information Systems Review
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• v.9
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• pp.99-115
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• 2002

This study focuses on forces and correlation among such independent factors as the style of leadership, motivation and relationship in order to find out what kind of ingredients have an effect on the employees' organizational commitment in a venture company. It is likely that the organizational commitment of the employees in the organization in a venture company may be different from that of existing enterprises since they differ 100 percent in their nature. In an attempt to prove it, actual corroboration has been made. As a result, it turned out that transformational leadership had a great impact on the organizational commitment while transactional leadership did not; in the motivation factor, the more vision the employees envisage, the more organizational commitment they show followed by management goals and self-admiration; in the relational factor, more openness in the communication led the employees to devote themselves to their companies, which was valid in the range of 90% in the confidence index. This study reveals that there is not much difference between venture and general companies in the factors that affect employees' organizational commitment in the organization. Therefore, the Chief Executive Officer in the venture company should make a favorable environment with transformational leadership and obvious vision through free and open communication with colleagues so that his or her employees can devote themselves to the organization to which they belong, since venture companies are usually staffed by young workers with high education.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.3
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• pp.259-266
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• 2010

Purpose: The purpose of this study was to identify the influence of clinical nurse specialists' emotional intelligence on their organizational commitment and turnover intention. Methods: A descriptive study with second data analysis was conducted with permission. The original data was from the policy research on the status of clinical nurses with extended role hosted by the Hospital Nurses Association in 2007. Results: The mean score of emotional intelligence, organizational commitment, turnover intention were 58.66 (${\pm}6.63$), 46.71 (${\pm}3.54$), 12.87 (${\pm}3.98$) respectively. Emotional intelligence had 40% positive influence on organizational commitment (F=50.58, p<.01, adj.$R^2$=.16) and 24% negative influence on turnover intention (F=16.68, p<.01, adj.$R^2$=.06). Conclusion: The results recommend to develop a program that enhances clinical nurse specialists' emotional intelligence. The program could be utilized as an institutional retention strategy to increase clinical nurse specialists' organizational commitment and decrease their turnover intention.

• The Korean Journal of Health Service Management
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• v.10 no.2
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• pp.35-48
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• 2016

Objectives : The purpose of this study was to analyze the effects of job stress on organizational commitment among nurse working in small sized general hospitals and determine moderating effects of job satisfaction. Methods : A self-report questionnaire survey was completed by 292 nurses working at five small sized hospitals in P and K. Data were collected during March 2015 and analyzed with the SPSS 21.0 program. Results : Job satisfaction was a positive factor in organizational commitment. Job satisfaction had significant moderating effects on the relationship between job stress and organizational commitment of nurses working in small sized general hospitals. Conclusions : The results of this study indicate that various job stresses and job satisfaction have a significant effect on the organizational commitment of nurses working in small sized general hospitals. Therefore, to decrease the job stress and increase the job satisfaction of nurses working in small sized general hospitals, consideration must be given to improving the financial and psychological rewards as well as providing differentiated job training. To reduce the psychological burden of nurses, it is necessary to develop adaptation programs of nurses.

• The Journal of the Korea Contents Association
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• v.18 no.4
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• pp.541-549
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• 2018

The study aimed to research the impact of ethical leadership on the psychological ownership and organizational commitment of employees in deluxe hotels located in Seoul. It also tried to determine the mediating effect that the employees' psychological ownership has contributed to the relationship between ethical leadership and organizational commitment in hotel firms. For the purpose of empirical testing, 300 respondents from deluxe hotels were surveyed and the hypothesis was tested through regression analysis. The results of this study are, that ethical leadership affects organizational commitment and employees' psychological ownership has a mediating effect between ethical leadership and organizational commitment. The results of this study suggests building management systems that recognize the importance of ethical leadership and psychological ownership by employees for competitive advantages.

• Journal of Korean Physical Therapy Science
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• v.7 no.2
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• pp.503-512
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• 2000

This study was carried out to find out factors affecting on organizational commitment of hospital physical therapists in Korea. The sample used in this study consisted of 135 physical therapists who were working in hospitals located in Seoul. The data for analysis were collected by questionnaire survey. The major statistical methods used for the analysis were factor analysis and multiple regression analysis. The dependent variable of the study was organizational commitment (responsibility of organization and propensity to stay), and the independent variables were general characteristic of respondents and components of job satisfaction - "task", "organizational operation system", "opportunity of development", "interpersonal relationship" - of hospital physical therapists. Important factors affecting the responsibility of organizational commitment were religion, work period, task satisfaction, opportunity of development. And propensity to stay was significantly affected by religion, work period, and four components of job satisfaction. In considering above findings, for improving factors affecting on organizational commitment of physical therapists, hospitals need to develop strategies for enhancing job satisfaction by providing the adequate job environment.

• Korea Journal of Hospital Management
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• v.17 no.4
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• pp.71-86
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• 2012

The study was a descriptive research to investigate the effect of job satisfaction and self-leadership of members of small and middle-sized hospital on organizational commitment. Collection of data was conducted throughout members of small and middle-sized hospitals with explanation of purpose from 2011, Oct, 1st to 10th. Collected data was analyzed by T-test, ANOVA, Scheffe test and hierarchical regression analysis with utilizing SPSS Win 16.0. As a result of the expected effect, a degree of effect on organizational commitment has explanation 65.1%(F=183.804) on job satisfaction and self leadership. Also, it was job satisfaction that was found to be more effective, where explanation for it was ${\beta}$=.755 and self-leadership ${\beta}$=.264. With considering these facts, both factors are effective for organizational commitment. Therefore, to improve organizational commitment, it pays systemized strategies and ever more proactive efforts. To strengthen the self leadership, it needs changes in cultural aspects of hospitals to enlarge accessibility to information and opportunities for education and to expand freedom in their responsibility. Great effort on changing in cultural aspects of hospital would, based on effective interrelationship with members, improve efficacies of organization and efficiency of management.

• Culinary science and hospitality research
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• v.23 no.8
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• pp.145-152
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• 2017

This study was performed to verify the importance of emotional aspect for hotel employees to derive the organizational commitment and customer orientation. Present study estimated the emotional intelligence as four factors: self emotion, other emotion, emotional utilization, and emotional regulation. Online survey method was used and distributed the questionnaires to hotel employees who are working for restaurants. A total of 300 questionnaires were distributed and 257 participants were employed for statistical analysis using SPSS 21.0 and AMOS 21.0 for Windows. As results, two factors(emotional utilization and emotional regulation) were significant antecedents of organizational commitment, and three factors(self emotion, other emotion, and emotional utilization) were critical predictors of customer orientation. In addition, organizational commitment has significantly influenced the customer orientation. According to the results of this study, hotel restaurant managers or hotel company need to understand the importance of the emotional intelligence for providing better service to their customers as well as improving the organizational commitment. These results will contribute to develop advanced marketing strategics for hotel restaurants employees who have many connections with customers in a hotel.

• Journal of the Korea Convergence Society
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• v.11 no.2
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• pp.23-28
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• 2020

This study aims to measure between organizational commitment, empowerment and working environment of dental hygienists. The subjects of the study were surveyed by 245 dental hygienists in Daegu and some areas of Gyeongbuk from May 2019 to October 2019. Technical statistics, ANOVA, and Pearson's correlation coefficient were analyzed using the SPSS 21.0 program. The results of organizational commitment, empowerment and relevance to the working environment showed a positive correlation, indicating that the higher the organizational commitment among dental hygienists, the higher the individual's empowerment and the better the working environment. The medical institution has proposed measures to improve the empowerment and organizational commitment of dental hygienists, and suggests the need to develop programs to improve the work environment of dental clinic.

• Journal of Korean Public Health Nursing
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• v.27 no.1
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• pp.16-26
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• 2013

Purpose: The aim of this study was to identify a conceptual link between role conflict, job satisfaction, and organizational commitment, with a specific examination on how job satisfaction mediated the relationship between role conflict and organizational commitment, among community healthcare workers. Methods: Participants were 119 community healthcare workers of the Seoul Preventive Project for Metabolic Syndrome at 15 community health centers. Descriptive analysis, correlations analysis, and multiple regression analysis were used for statistical analysis of our data. Additionally, Sobel's test was used to verify the significance of the mediating effect. Results: An inverse association between role conflict and organizational commitment was found (beta=-0.53, p<.001). This relationship was fully mediated by job satisfaction (z=-6.43, p<.001). Conclusion: Job satisfaction mediates the effects of role conflict on the organizational commitment of healthcare workers in community health centers. Strategies for improving the components of job satisfaction are needed to achieve better outcomes in organizational commitment in the Seoul Preventive Project for Metabolic Syndrome and possibly other work settings.