• Journal of the Korea Convergence Society
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• v.13 no.4
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• pp.383-396
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• 2022

The purpose of this study was to investigate the effect of worker's innovative organizational culture on organizational commitment in companies. The research data were used from the fourth year (2011) to the seventh year (2017) of the HCCP (Human Capital Corporate Panel), and 207 companies were subject to the final analysis except for missing values. To statistically validate the research model, we utilize the SPSS 26.0 and AMOS 21.0 programs to perform Latent Growth Modeling analysis. The results of the study are as follows. First, both the innovative organizational culture and organizational commitment of companies have been shown to continue to decline over time. Second, the initial value of innovative organizational culture has been shown to have a significant impact on the initial value of organizational commitment. On the other hand, the initial value of innovative organizational culture has no significant effect on the rate of change in organizational commitment. Third, the rate of change in innovative organizational culture has been shown to have a significant impact on the rate of change in organizational commitment. Based on these findings, we present practical measures to enhance the importance of innovative organizational culture along with its implications.

• Journal of the Korean Society for Railway
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• v.15 no.6
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• pp.645-653
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• 2012

This study analyzes the effects of the KTX driver's person-environment(job, organization, Coworker) fit on job satisfaction, organizational commitment and turnover intention. It, additionally, examines the mediating effect of job satisfaction and organizational commitment between person-environment fit and turnover intention. Consequence of the analysis indicates that person-environment fit has mostly meaningful influences on job satisfaction, organizational commitment and turnover intention. But person-job fit makes a meaningless impact on job satisfaction, and person-coworker fit also makes a meaningless impact on job satisfaction and turnover intention. The mediating effect of job satisfaction and organizational commitment is mostly effective, but the mediating effect of job satisfaction does not affect the relation between person-organization fit and turnover intention. In conclusion, this study implies that, in order to grasp KTX driver's turnover intention and to protect actual turnover, it is important to enhance job satisfaction and organizational commitment as well as to improve overall person-environment fit.

• Journal of Digital Convergence
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• v.16 no.9
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• pp.443-452
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• 2018

The purpose of this study was to examine the effect of job-demands on social worker's organizational commitment. Espically this study focused on the moderating effect of LMX between job-demands and organizational commitment. The sample consisted of 189 social workers in 33 Senior Welfare Centers. The date was analyses using descriptive and multiple regression methods. The major findings of the study firstly were job-demands had negative effect on the social worker's organizational commitment and LMX had positive effect on the social worker's organizational commitment. Secondly, LMX had mederating effect between job-demands and organizational commitment. All these findings were discussed on Social Welfare Center and research.

• Journal of the Korea Convergence Society
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• v.7 no.3
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• pp.131-141
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• 2016

This study was conducted to examine the relationship among job rotation, verbal abuse and organizational commitment and the incfluencing factors of organizational commitment of perioperative nurses. 312 perioperative nurses attended at the KAORN conference agreed to participate in this research were examined. To analyze the data, SPSS 21.0 program was used. Study findings revealed a statistically significant relationships with positive relationship between job rotation and organizational commitment, but negative relationship between verbal abuse and organizational commitment. The most influencing factor was job satisfaction explaining 57.7%, while job rotation and verbal abuse did not show influence significantly. Some differentiated education programs are needed to develop to enhance the organizational commitment as well as conducting further study including meaningful variables.

• The Journal of Korea Institute of Information, Electronics, and Communication Technology
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• v.11 no.1
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• pp.54-62
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• 2018

The aim of this study is to analyze the correlation between the job characteristics, psychological wellbeing, and organizational commitment of workers in social welfare organizations. The subjects were 275 workers of social welfare organizations in Y city, Gyeongsangbuk-do. The analysis were frequency, reliability, correlation, and regression using the SPSS Program. The results of the study, analyzing the effects of job characteristics on organizational commitment showed that authority, harmony, and autonomy had positive effects on organizational commitment. Analyzing the effects of job characteristics on psychological wellbeing showed that authority and harmony had positive effects on psychological wellbeing, but autonomy was not. The organizational commitment to the effects of job characteristics on psychological wellbeing was analyzed as the partial mediated effect. The implications of this study are expected to be utilized as baseline data in developing programs for improving organizational commitment for the psychological wellbeing of social welfare organizations workers.

• Health Policy and Management
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• v.9 no.1
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• pp.201-233
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• 1999

This study was carried out to find out the factors affecting on organizational commitment of hospital employees. For the purpose, the questionnaire-based research was done with 1280 hospital employees who were working in 2 university hospitals and 4 general hospitals located in Taegu City and Kyungpook Province from November 20, 1997 to December 22, 1997. The results of the study were summarized as follows. There were significant correlations among environmental variables, psychological variables, structural variables, vertical conflict, horizontal conflict, job satisfaction, and organizational commitment. By path analysis, variables such as pay, work involvement, work definiteness, met expectations, positive affectivity, distributive justice, job security, expectations before entering a hospital had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had signifecant negative effect in order of size. Variables such as job satisfaction, job security, work involvement, pay, vertical conflict, met expectations, distributive justice, positive affectivity, work unit control, job autonomy, and job routinization had significant positive direct effect on organizational commitment in order of size, while, job opportunity, job hazards and resource inadequacy had significant negative direct effects in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment : job satisfaction, job security, job opportunity, work involvement, pay, met expectations, distributive justice, positive affectivity, job hazards, and work unit control. In considering abovc findings, it is recommended that programs for job satisfaction promotion, job security, decrease of intent to leave, work involvement promotion, adequate pay, met expectations, distributive justice, positive affectivity promotion, job hazards decrease, and work unit control grant should be implemented to increase organizational commitment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.8
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• pp.127-136
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• 2018

In daycare centers, the head teacher requires the leadership to effectively meet the demands of nursery facilities, since he or she plays a role of middle management in charge of communication with the director and the teachers. Therefore, this study aimed to investigate the structural relationship between the head teacher's leadership and job satisfaction of childcare teachers to enhance their organizational commitment and improve service quality and operation of nursery facilities. A survey was conducted of childcare teachers in national and public daycare centers located in Gyunggi Province from February to March 2018. Statistical analysis was performed using SPSS 23.0 and AMOS 23.0 statistical programs. Analysis results found that leadership of the head teacher positively affected job satisfaction and organizational commitment of childcare teachers. Second, the job satisfaction of childcare teachers positively affected organizational commitment. Third, job satisfaction of childcare teachers had a mediating effect in the relationship between the head teacher's leadership and the childcare teachers' organizational commitment. Results of this study suggest that effective leadership of the head teacher should be exercised to enhance the organizational commitment of childcare teachers.

• The Journal of the Korea Contents Association
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• v.18 no.5
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• pp.482-489
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• 2018

The purpose of this study is to investigate the effects of tax officials' (transformational/transactional) leadership styles on organizational commitment, and to empirically analyze the context of relationship between the leadership styles and organizational commitment, using empowerment as a moderator variable, to find out whether the effects of transformation leadership and transactional leadership on organizational commitment vary with empowerment. The results of analysis showed that the (transformational/transactional) leadership styles have positive(+)effects on organizational commitment. And as a result of analyzing the interaction term in the analysis of moderating effects, it was found that, among leadership factors, charisma and intellectual stimulation, contingent reward, individualized consideration excluding management by exception${\times}$empowerment, and management by exception${\times}$empowerment have statistically significant positive(+)effects on organizational commitment.

• Journal of Convergence for Information Technology
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• v.8 no.1
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• pp.281-290
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• 2018

The purpose of this study was to analyze the mediating effect of work environment and the moderating effect of gender on the influence of interpersonal relationship of fusion integrated generation of youths on organizational commitment. For this purpose, Korean Labor and Income Panel Study KLIPS 19th year data was used and the effect of interpersonal relationship of youths on the organizational commitment of 540 subjects in accordance with the study was examined and explored focusing on the model in relation to the mediating effects of the work environment and the control effects of gender. The main results are as follows. First, the interpersonal relationship and working environment of youths showed a positive effect on organizational commitment. Second, the working environment was found to be mediated completely in the relationship between the interpersonal relationship of youths and work environment and organizational commitment. Third, in the relationship between interpersonal relationship and organizational commitment of youths, it appeared that there was moderating effects of gender.

• Journal of Convergence for Information Technology
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• v.10 no.10
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• pp.236-245
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• 2020

The purpose of this study was to determine the associations among emotional burnout, resilience, job embeddedness, and organizational commitment, provide basic data for an effective dental care delivery system and manpower management, and promote organizational commitment in clinical dental hygienists. For data collection, convenience sampling was performed among dental hygienists working in Daejeon and Chungcheong and Jeolla Provinces from November 11 to December 30, 2019, and a self-administered questionnaire was used. Organizational commitment was positively correlated with resilience and job embeddedness and was negatively correlated with emotional burnout; emotional burnout was negatively correlated with resilience and job embeddedness; and resilience was positively correlated with job embeddedness. The factor most significantly affecting organizational commitment was emotional burnout, followed by resilience and job embeddedness. It is therefore necessary to give another consideration to a customized intervention strategy, which involves emotional burnout, resilience, and job embeddedness, in exploring a program that helps clinical dental hygienists maintain and manage organizational commitment efficiently.