• Korean Management Science Review
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• v.29 no.2
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• pp.35-52
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• 2012

Although many prior studies have investigated the relationship between supply chain and new product development (NPD), the causal relationship between them has not been clearly established. Therefore, this study investigated systematically over the entire process of supply chain management (SCM) from trust to NPD capability, including not only the associations between trust, commitment, collaboration, supply chain quality, and NPD capability, but also the impact of organizational culture in the context of supply chain. In particular, this study examined the mediating effect of commitment on the relationship between trust and collaboration of channel members. In addition, it studies the moderating effect of organizational culture on the relationship between collaboration, supply chain quality, and NPD capability. Using a questionnaire survey, 112 usable responses are obtained. PLS (partial least square) is employed to assess the relationships among related constructs. The results of the data analysis show that (1) commitment mediates the link between trust and collaboration (2) supply chain quality is positively associated with NPD capability, and (3) organizational culture significantly moderates the association between collaboration and supply chain quality, yet it does not the relationship SC quality and NPD capability. Finally, the implications of the results are discussed, and directions for future research are suggested.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.2
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• pp.335-346
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• 2002

Purpose: This study is to analyze the relationship between leadership, empowerment, organizational commitment, and nursing performance. Method: The method of the study is the establishment of the analytical framework of the theoretical model and the hypotheses for the empirical survey, analysis of the data collected by the empirical survey, and the provision of a revised model explaining more clearly the causal relationship between variables. Result: Transformational leadership has greater influence on empowerment and nursing performance than transactional leadership. Self determination and impact of empowerment factors greatly influence on organizational commitment, competence and impact significantly influence on nursing performance, and organizational commitment is closely related to the general nursing affair, the human relationship, and the job as an organizational member. Transactional and transformational leadership, in provision of the revised model by verification of goodness-of-fit of the hypothetical model, affects all parts of nursing performance by intervening competence and self determination of empowerment factors. Especially, transactional leadership directly influences on nursing performance without intervening the empowerment factor. Conclusion: The conclusion of the study is transformational leadership exerts a more positive influence on empowerment, organizational commitment, and nursing performance than transactional leadership.

• Journal of Distribution Science
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• v.15 no.9
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• pp.17-26
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• 2017

Purpose - This study aims to present ways to secure capable employees by examining key factors of internal marketing applicable to the jewelry distribution business and analyzing the relations among organizational commitment, job satisfaction, and turnover intentions among employees who play important roles in jewelry distributors. Research Design, data, and methodology - To examine these research models, samples were collected from 210 individuals working in jewelry distribution companies. The analysis was conducted by the use of a questionnaire method among employees in jewelry distribution companies. SPSS 18.0 were utilized for data analysis. Results - Among internal marketing components of jewelry distribution companies, the two factors - management support and reward system - have positive (+) effect on organizational commitment and while internal communication and education/training have negative (-) effect on employees' turnover intention. Jewelry distribution company employees' job satisfaction and organizational commitment have negative (-) effect on their turnover intention. Conclusions - This is an exploratory study that aims to find out ways to prevent employee turnover in the perspective of jewelry distribution companies' organizational measure - internal marketing. The future study needs to present more sophisticated strategies of internal marketing based on in-depth analysis of specific causes that make employees at jewelry distribution companies leave the occupations.

• The Korean Journal of Health Service Management
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• v.6 no.2
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• pp.1-13
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• 2012

The purpose of this study was to investigate the factors that affect the performance of health insurance review department workers of Korean tertiary hospitals, general hospitals and hospitals. A survey was conducted through structured questionnaire for chiefs and members of health insurance review departments of hospitals, and data from 1,064 respondents were utilized in the final analysis. Survey items included general characteristics of the hospitals and health insurance review departments, job satisfaction and organizational commitment as organizational effectiveness. As multiple linear regression results, in the case of chiefs, the most significantly related factor to job satisfaction was a monthly salary. The other related factor was job stress. In the case of members, the most significantly related factor was job stress. The other related factors were more monthly salary, religious believer, and less complex workplace, in order. As organizational commitment, in the case of chiefs, the most significantly related factor was a monthly salary. The other related factor was more clinical experience. In the case of members, the most significantly related factor was job stress. The other related factors were more monthly salary, tertiary hospitals, more age, and less complex workplace, in order.

• Journal of Digital Convergence
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• v.14 no.1
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• pp.275-284
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• 2016

This study is to find out the casual relationship among nursing organization culture, job satisfaction, and organizational commitment that affects customer orientation. The participants were 261 hospital nurses. Data were collected through questionnaires and analyzed using SPSS and AMOS programs. The result of this study can be summarized as follows. First, job satisfaction, and organizational commitment showed a direct effect on customer orientation of hospital nurses. Second, nursing organization culture, Job satisfaction, showed an indirect effect on customer orientation of hospital nurses. This implies that, to achieve enhancing of hospital nurses' customer orientation, enhancing job satisfaction, organizational commitment while simultaneously nursing organization culture for an organization is more effective.

• Journal of Home Health Care Nursing
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• v.29 no.1
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• pp.31-39
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• 2022

Purpose: This study investigated the effects of evidence-based practice competency, self-leadership, and organizational commitment on professional self-concept of nurses in regional trauma centers. Methods: The 98 research participants were nurses with clinical experience of a year or more. Descriptive statistics, t-tests, Mann-Whitney U test, ANOVA, and Pearson's correlation coefficients were computed, and multiple regression analysis was conducted. Results: Professional self-concept showed statistically significant differences according to marital status, religion, and educational background, and was positively correlated with and affected by evidence-based practice competency, self-leadership, and organizational commitment. Conclusion: Trauma nursing education programs should include evidence-based practice competency and self-leadership and organizational support should be provided to improve the professional self-concept of nurses in regional trauma centers.

• International Journal of Advanced Culture Technology
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• v.10 no.4
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• pp.181-189
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• 2022

The purpose of this study is to verify study models and examine a causal relationship among authenticity, job satisfaction, organizational commitment, quality of life and job achievement for amateur business team player. In order to achieve the purpose, this study conducted structural equation model analysis for study models consisting of extraneous variables after examining the authenticity(organization, leader) that amateur business players perceive and endogenous variables including job satisfaction, organizational commitment, quality of life, and job performance. The object of questionnaires in this study selected sports business team players nationwide as a population and 348 players were chosen as final effective samples by applying a convenient sampling method for offline and online questionnaires. The research tool for this study is a questionnaire. The two dimensions of authenticity were used by developing a scale. For all endogenous variables, the scales used in previous studies were modified and used according to the purpose of the study. This study analyzed the collected data, applying SPSS Win ver. 23.0 and AMOS 20.0 programs in order to analyze the characteristics of the study objects, describe questionnaires, and verify selected study hypothesis, individual hypothesis was verified after identifying the reliability and validity of measurement model, and the fitness verification of study models. In the results, all of the 8 hypothesis were adopted and the reciprocal relationship among each factors in the study model were observed.

• Korea Journal of Hospital Management
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• v.28 no.4
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• pp.47-61
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• 2023

Purpose: The purpose of this study was to identify the influential factors on job satisfaction among nursingassistants working in medical institutions. Methods: Small and medium-sized hospitals and general hospitals (S City, U City, N City), 11 Geriatric hospitals(S City, N City, U City, T City, I City), and 29 clinics (S City, I City, N City). Data was collected from 194employed nursing assistants from February 15 to April 15, 2021. The obtained data were analyzed usingdescriptive statistics, ANOVA, Scheffe's test, Pearson's correlation analysis, and hierarchical regression analysis. Results: We confirmed a positive correlation between job satisfaction and organizational commitment, andconducted a hierarchical multiple regression analysis using monthly income, work-life balance, organizational commitment, and work confidence as influencing factors for job satisfaction, and found that organizational commitment and work confidence were significant influencing factors for job satisfaction. Conclusion: To improve the job satisfaction of nursing assistants, it is necessary to improve their understanding of the organizational culture in the workplace and expand education and training opportunities to enhance their work confidence to induce long-term retention. In addition, it was suggested that clear job scope and adequatecompensation are necessary for efficient human resource management.

• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.783-797
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• 2014

The purpose of this study is to analyze impact of internal marketing on job satisfaction, job commitment, organizational commitment, and customer orientation in rapidly changing health care environment. The data were collected from 635 employee of 3 hospitals using a standardized questionnaires in Busan and Gyeongnam province. The results were as follows. All internal marketing factors had a direct impact on job satisfaction, job commitment, management support, empowerment, reward systems but affected the indirect through the job satisfaction all factors of internal marketing. Based on the results of this study members of the hospital in order to improve customer orientation, job satisfaction, job commitment create a pleasant working environment, give an appropriate decision-making and compensation for work performance. Compensation for work performance and organizational development suggestions should be considered by executive support.

• The Journal of the Convergence on Culture Technology
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• v.9 no.5
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• pp.635-647
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• 2023

In the pursuit of sustained innovation within industries, the consistent emergence of high-growth potential startups is imperative. Despite the government's implementation of diverse investment-based policies aimed at fostering startup initiation, the inherent probability of post-establishment failure for startups remains substantial. This study examines the impact of internal factors on organizational commitment and corporate performance in startups. It emphasizes the significance of learning and networking orientation for commitment across various organizational aspects. Innovativeness affects emotional and normative commitment but not continuance commitment. Financial attributes and global orientation influence continuance commitment, while affective and continuance commitment significantly impact startup performance. Normative cohesion, however, does not significantly affect performance. These findings offer insights for optimizing human resource utilization in startups, benefiting both companies and governments in the evolving startup landscape.