• Journal of Industrial Convergence
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• v.2 no.1
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• pp.139-158
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• 2004

The purpose of this study is to examine antecedents and outcomes of trust toward supervisor in organization. The model is developed by reviewing previous research providing various perspectives. Antecedents consisted of three trustworthy behaviors - ability, benevolence, integrity - and three transformational leader behaviors - performance management, motivation, team-orientation -, and job satisfaction and organizational commitment is used outcome variables of trust. Data was collected from 206 employees in 6 organizations in broadcasting industry, using self-report questionnaire. Study finding is as following. First, trust in model was composed by 2 type - affect-based trust and cognition-based trust -, not divided in empirical analysis. Second, regression analysis for trust carry out independently, jointly with trustworthy behaviors and leadership behaviors. In antecedents of trust trustworthy behaviors, ability and benevolence has positive effects to trust, integrity has negative relationship with trust. It was high correlation between trustworthy behavior and leadership behavior. Especially, it has highly correlate(correlation efficient 0.69) between ability and team-orientation that influences trust strongly. Third, trust was not significant relationship with individual variables such as age, period with supervisor. Only, it found significant gap in variables and found out different relationship between variables among organizations distinctly. Fourth, job satisfaction and organizational commitment was positive influenced by trust and found out strong relationship between trust and organizational commitment.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.27 no.3
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• pp.54-69
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• 2019

Transformational and authentic leadership are known to create positive effects on follower's various outcomes, like job satisfaction and organizational commitment. We're mostly interested in testing positive effects of transformational and authentic leadership of cabin team leaders in airline industry, because their leadership tends to have strong and immediate impact on cabin crew's quality of customer services. We figured that cabin team leader's transformational and authentic leadership had positive effects on crew member's job satisfaction and organizational commitment. And, these positive relationships were at least partially mediated through crew member's self-efficacy and LMX. Based on these positive results, we discussed several theoretical and practical implications for developing effective leadership across cabin team leaders in airline services industry.

• The Korean Journal of Health Service Management
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• v.12 no.3
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• pp.27-39
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• 2018

Objectives: The purpose of this study was to verify the relationships among nursing work environment, job satisfaction, organizational commitment, and retention intention, as well as to clarify the factors that affect nurses' retention intention. Methods: The study included 163 nurses working in three general hospitals located in B city. Data were collected by a survey using self-administrated questionnaire and analyzed using the SPSS software. Results: The participants expressed a moderate level of retention intention. There were significant differences in retention intention by income (t=-2.13, p=.034) and intention to work (F=9.86, p=.001). The factors influencing retention intention were organizational commitment (${\beta}=.28$, p=.001), job satisfaction (${\beta}=.25$, p=.001), nursing work environment (${\beta}=.23$, p=.004), plan to work period (${\beta}=.13$, p=.027). These factors explained 55.3% of retention intention (F=41.079, p<.001). Conclusions: The findings showed that nursing administrators should develope programs that promote internal satisfaction for new nurses and strive to improve the human and physical aspects of the nursing work environment for career nurses.

• The Korean Journal of Health Service Management
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• v.12 no.2
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• pp.1-14
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• 2018

Objectives : The purpose of this study was to analyze the effect of welfare system of medical institutions on job satisfaction and organizational commitment of female workers. Methods : A survey was performed with 556 female workers of 11 general hospital and 7 acute period hospital in Busan. Data were collected from October to November 2017 with a self-report questionnaire and analyzed using SPSS 24.0. Results : Among those aged over 40 years, high awareness of obligatory welfare, job education, free use of the annual leave, and flexible working system was a positive factor in job satisfaction. Among managers, free use of the annual leave, job education, flexible working system and child-care facilities was a positive factor in organizational commitment. Conclusions : In medical institutions with a relatively high proportion of married women, although interest in welfare for childbirth and child rearing is high, execution is sluggish, hence, policy support of government and medical institutions in this field is necessary.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.28 no.4
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• pp.32-46
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• 2020

In this study, an analysis is conducted to understand the effect of the cabin crew's image-making autonomy on job enthusiasm, service performance and organizational performance. And this is conducted on cabin crew members in airlines with autonomy based on image making standards and a total of 109 copies are used for final analysis. First, the image-making autonomy show significant positive (+) influence on all of the sub-factors of job enthusiasm such as job vitality, job commitment, and job commitment. Second, all sub-factors of job enthusiasm, job vitality, job commitment and job commitment show a significant positive (+) influence on service performance. Third, service performance show a significant positive (+) influence relationship on organizational performance. As a result, it is expected that airlines will be used as a basis for easing the regulations for image making of cabin crew and introducing an autonomous management system in the future.

• Journal of Korean Clinical Nursing Research
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• v.28 no.1
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• pp.54-65
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• 2022

Purpose: This study was conducted to explore the relationships among new nurses' meaning of work, organizational commitment, professional self-image, and retention intention through path analysis. Methods: The participants were 872 nurses with less than a year of clinical experience working at general or tertiary hospitals over 500 beds in Korea. The data were collected using structured questionnaires from May 15, 2021 to June 28, 2021, and analysis was conducted using SPSS/WIN 22.0 and AMOS 21.0 programs. Results: Retention intention was explained by meaning of work, organizational commitment, and professional self-image, its explanatory power was 46.5%. The mediating effect of professional self-image was found on the relationship between meaning of work and retention intention. Conclusion: To encourage the retention intention among new nurses, an environment where new nurses can set a high value on the meaning of work and sense of accomplishment should be created, and a strategy to improve organizational commitment and professional self-image should be established.

• Journal of Korea Society of Digital Industry and Information Management
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• v.20 no.2
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• pp.125-139
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• 2024

High turnover and short tenure in the gaming industry has been a problem since the 2000s. Although high turnover can increase the flexibility of working hours, it has a negative impact on labor stability, and the negative effects of turnover outweigh the positive effects for companies, so efforts are needed to reduce turnover intention, an antecedent of turnover. Therefore, this study investigated the factors affecting turnover intention of employees in the game industry, focusing on organizational commitment and job satisfaction, which are factors that affect turnover intention through previous studies. The results of the regression analysis and mediation effect verification by conducting a questionnaire survey on 221 employees in the game industry showed that emotional engagement among the components of organizational commitment influences turnover intention through job satisfaction. Therefore, it is important to provide goals such as game release and rewards to keep employees emotionally engaged in order to reduce turnover intention.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.2
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• pp.175-185
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• 2013

This study is conducted in the form of purposive sampling among 215 social workers working in social welfare and living facilities located in the metropolitan area. The purpose of this study is to understand how organizational commitment and psychological empowerment affects job satisfaction and investigate the mediating effect of psychological empowerment when it comes to the relationship between organizational commitment and job satisfaction. In this study, it is observed that there is a significant impact of psychological empowerment on job satisfaction. The higher the level of psychological empowerment is, social workers tend to have a higher level of organizational commitment and job satisfaction. The result of investigation on mediating effect supports a mediating effect of psychological empowerment on the relationship between emotional/continuance/normative commitment and job satisfaction. In addition, the self-authority appears to have a mediating effect on the relationship between emotional/continuance/normative commitment and job satisfaction. Finally, competence also has a mediating effect on the relationship. The result supports the significant effect of the four hypotheses presented in this study. The result of this study implies that social workers' psychological empowerment has a positive effect on their organizational commitment and job satisfaction. Therefore, it can be used by an organization as an effective management technique.

• The Journal of the Korea Contents Association
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• v.17 no.1
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• pp.145-156
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• 2017

Mecenat is a company support to cultural and artistic activities. It has developed as not only a patronage of the arts but also a strategic method for a business performance and a company's influence. And mecenat has impacted on customers, interested parties, local communities, and corporate culture. This study analyzes how individual and organizational interests and participation on Mecenat activities affect organizational trust, commitment, and loyalty. As a result of surveys from 438 employees, there would be a pro rata increase in an employee's interest and participation in Mecenat, if organizational interest goes up. The interest also affects trust in organization, organizational commitment, and employee loyalty in a positive method. The result clearly indicates necessity of company's support for cultural and artistic activities and importance of changing company's perspectives. Hence companies would be recognized that supporting Mecenat activities would strengthen organizational culture.

• Korean Journal of Social Welfare
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• v.66 no.3
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• pp.75-99
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• 2014

The purpose of this study is to examine effects of empowerment on relationship between supervisors transformational leadership recognized by care givers and organizational effectiveness represented as the job satisfaction and the organizational commitment. For the purpose, survey were conducted with care givers working in long-term care facilities in Seoul, Gyeonggi-do and Incheon, and final data were resulted from analysis of 283 examines of those care givers. The findings of this study were as follows: first, transformational leadership of long-term care facilities had a significant influence on the job satisfaction and organizational commitment. Second, the care giver's empowerment had a influence on the job satisfaction and organizational commitment. Third, empowerment worked as mediators between the transformational leadership of long-term care facilities and care giver's job satisfaction and organizational commitment. Based upon these findings, we can propose practices towards improving a long-term care facilities administrator's transformational leadership and implication of program development and provide an institutional strategy aiming to care giver's empowerment improvement.