• Journal of Distribution Science
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• 제13권11호
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• pp.23-30
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• 2015

Purpose - Small- and medium-sized enterprises often rely on the owner's personal characteristics. This study aims to verify the impact of the awareness of such a business leader's sincerity and the sincerity of their leader-member exchange (LMX) on employee psychological ownership and organizational commitment. The findings offer clues to how small- and medium-sized company leaders should engage with employees. Research design, data, and methodology - A total of 289 valid questionnaires were examined using frequency, descriptive statistics, and correlation analyses and structured equation modeling. Results - Authentic leadership and LMX were both found to have a positive impact on each trust factor, each trust factor had a positive impact on psychological ownership and organizational commitment, and psychological ownership had a positive impact on organizational commitment. Conclusion - These results suggest that small- and medium-size company leaders should use self-awareness and self-regulation to encourage the recognition of their sincerity, and strive to achieve a positive relationship with employees. It also suggests that leaders should improve trust between employees and establish various strategies to enable employee psychological ownership.

• Korea Journal of Hospital Management
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• 제23권3호
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• pp.72-86
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• 2018

This study was designed to identify the adult attachment style among hospital nurses, and to examine its effect on nurses' job stress and organizational commitment. Self-administered survey questionnaires with structured instruments were developed, and a total of 281 responses from five small to medium-sized hospitals were used for statistical analyses with SPSS Windows version 24.0 program. Major findings of the study are three fold. First, among the four styles of adult attachment, found in 30.6% of survey respondents, stability style was the most popular, followed by fear style(28.5%), disregard style(24.2%), and devotion style(17.8%). Second, according to the general characteristics of study participants, adult attachment style showed a significant difference in age($x^2=23.29$, p=.025). Third, multiple regression analyses showed that hospital nurses with the fear style among other adult attachment styles had a significantly higher job stress compared to those with the stability style. The fear style also affected the nurses' organizational commitment level in a negative way, but the effect was only marginal. Results from this study suggest that customized program based on the nurses' adult attachment style should be developed to enhance their organizational commitment while reducing job stress in small to medium-sized hospitals.

• Korea Journal of Hospital Management
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• 제23권3호
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• pp.39-51
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• 2018

The purpose of this study is to find out the relationship among self-efficacy, emotional labor, organizational commitment and job satisfaction of medical tourism employees. This survey was conducted from March 2 to March 31, 2018 and targeting medical tourism employees who work at hospitals, travel agencies, medical tourism agencies and consulting firms in Seoul. 282 questionnaires were analyzed using SPSS 12.0 and AMOS 18.0. The result of this study is as follows. First, self-efficacy positively influenced on emotional labor and organizational commitment. Second, self-efficacy positively influenced on all job satisfaction factors as like job itself satisfaction, salary/promotion satisfaction and relationship satisfaction. Third, deep acting factor of emotional labor positively influenced on job itself satisfaction and relationship satisfaction. Forth, job itself satisfaction and relationship satisfaction positively influenced on organizational commitment. These research findings can be summarized as follows. Medical tourism employees of hospitals, travel agencies, medical tourism agencies and consulting firms have to be supported greatly to improve their own job competency and job qualifications. Second, medical tourism organizations try to understand the real emotion of medical tourism employees when they are dealing with medical tourists. Third, medical tourism employees have to be recognized their job performance and provided suitable incentives for the results. The findings of this study provide practical implications about strategical human resource management of medical tourism agencies. Moreover, it will be useful for hospitals and government officials to establish a management framework in medical tourism industry.

• The Korean Journal of Health Service Management
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• 제11권4호
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• pp.1-15
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• 2017

Objectives : This study aimed to investigate the mediating effect of psychological empowerment on the relationship of middle managers' authentic leadership with the staff's organizational commitment and job satisfaction at the Local Medical Center. Methods : The data were collected from 273 staff from the four Local Medical Centers in Chungnam Province using self-administered questionnaires. The data were analyzed using t-test, ANOVA, and hierarchical multiple regression with the SPSS 23.0 program. Mediation analysis was performed according to the Sobel test. Results : Middle managers' authentic leadership had a significant positive effect on the job satisfaction and psychological empowerment of staff. Additionally, psychological empowerment showed mediating effects in the relationships among authentic leadership and organizational commitment and job satisfaction. Conclusions : To promote staff's organizational commitment and job satisfaction, it is necessary to build effective strategies to develop middle managers' authentic leadership and to promote empowering programs for the staff.

• Journal of Korean Academy of Fundamentals of Nursing
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• 제17권4호
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• pp.566-574
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• 2010

Purpose: This study was done to identify the relationship of emergency department(ED) nurse's job characteristics, organizational commitment and turnover intention. Method: This study was conducted through a survey of 171 nurses from ED in nine general hospitals of Band U cities. The data were collected by self-report questionnaires and analyzed with the SPSS WIN 17.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression. Results: The mean score for job characteristics was 3.37. Job characteristics according to position, number days night duty, and monthly income showed significant differences. Turnover intention according to age, total career, and monthly income showed significant differences. A significant positive correlation was found between job characteristics and organizational commitment. Significant negative correlations were found between job characteristics and turnover intention, organizational commitment and turnover intention were found. The significant factors influencing turnover intention were organizational commitment, monthly income, and total career, which explained 27.6% of the variance. Conclusion: The findings indicate that nurse managers should analyze the reasons for high turnover intention, focusing on the main factors affecting turnover intention and consider solutions for decreasing turnover intention.

• The Journal of the Korea Contents Association
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• 제7권12호
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• pp.131-138
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• 2007

This research attempts to carry an empirical study on women leaders' gender-related leadership styles and relationship between job satisfaction and organizational commitment. For these purpose, this study built two hypotheses based on literature review and tested them using the survey method of 1,172 female workers in sales departments of the K company. The results of this study show that both the androgynous gender role and the masculine gender role are superior to the feminine gender role in employees' job satisfaction and organizational commitment level. But there isn't significant level difference in job satisfaction and organizational commitment between androgynous gender role and the masculine gender role.

• The Journal of the Korea Contents Association
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• 제8권5호
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• pp.215-223
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• 2008

This study is an empirical research on what effects public tax officers' pride, external image, and organization identification as tax specialists have on their organizational commitment. The results of the verification showed that their organizational commitment gets deeper as their satisfaction about pride, external image, and organization identification get greater. In order to meet the public interest in taxation and the demand of the time with positive attitudes and facilitate the functions of the taxation administration, public tax officers' organizational commitment should be intensified by increasing their pride as tax specialists, enhancing external images of the taxation administration, making substantial and realistic efforts, and letting public tax officers have organization identification.

• The Korean Journal of Health Service Management
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• 제10권1호
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• pp.67-77
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• 2016

Objectives : This study was to test the influencing effects of calling, work value, and organizational commitment on turnover intention in hospital nurses. Methods : Two-hundred sixty hospital nurses were recruited in B city, South Korea. They were asked to complete a questionnaire, and 251 data sets were included in the multiple regression analysis. Results : Subjects had more extrinsic work value rather than intrinsic and a low calling level. There were significant correlations among transcendent summons, purpose/meaningfulness, pro-social intentions, intrinsic work value, and organizational commitment. Influencing factors of turnover intention were purpose/meaningfulness (t=-2.170, p=.031) and organizational commitment (t=-7.824, p<.001). The model was statistically significant explaining 27.8% of the variance (F=47.550, p<.001). Conclusions : Nurses showed a weak sense of calling and their work value leaned towards the extrinsic domain. Therefore, nurse managers should support a plan that enhances the calling and intrinsic work value of nurses to get them to commit to their organization and subsequently, reduce the turnover rate.

• The Korean Journal of Health Service Management
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• 제5권1호
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• pp.111-123
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• 2011

The research tris to provide some basic data for the efficient method of human resources management and the efficiency of hospital organization by drawing how servant leadership of physical therapists has impact on job satisfaction and organizational commitment. As a measuring device the method of self-fill-in questionnaire survey was utilized and the correlation and regression analysis was practiced on demographic property, the relationships of 11 kinds of variables between servant leadership and organizational commitment. Job satisfaction was concerned with internal motivation, autonomy, hearing, altruistic vocation, community sense, sympathy formation, vision in the positive order, while organizational commitment was concerned with internal motivation, altruistic vocation, vision, autonomy, community sense, hearing, and sympathy formation is the positive order. Supervisors of physical therapists should try to strive to fulfill the demands of therapists in their position, suggest the vision and objectives to them, and enhance their community sense. As a result, supervisors of physical therapists can enhance job satisfaction and organizational commitment in the position of their employees.

• Journal of Fisheries and Marine Sciences Education
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• 제25권1호
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• pp.211-232
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• 2013

This study concerns the importance of workforce on job satisfaction, organizational commitment, and customer orientation through the change of global logistics industry and the operational condition of Busan port and Busan new port container terminals such as below. The purpose of this study is to firstly, that understand the current facilities and situation of container terminals in Busan port and Busan new port, and its changing environment of port industry. Secondly, provide basic information through the seeking whether the concept of importance of workforce is able to apply into container terminals. Thirdly, establish the theoretical system through the literature consideration on workforce on job satisfaction, organizational commitment, and customer orientation in container terminals. Finally, draw useful suggestions for managing container terminals through the structural relationship among variables, which are workforce on job satisfaction, organizational commitment, and customer orientation in container terminals.