• The Journal of Korean Society for Radiation Therapy
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• v.24 no.2
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• pp.67-75
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• 2012

Purpose: The study is to check the specialty of radiotherapists working in the department of radiation oncology and find job satisfaction, organizational commitment and job commitment having an effect on professional parts. After making analysis of the mutual relation, it is to provide radiotechnologists with making progress in the future. Materials and Methods: From March 2 to March 30, we had carried out a survey with email. It is possible to have 272 questionnaires answered in the survey. We make use of SPSS 13.0 for Windows to analyze the data collected for study. Frequency and a percentage are meant to show general characteristics, and t-test and ANOVA to do the difference between general properties and professionalism. Pearson's correlation coefficient also is meant to do the correlation of professionalism, organizational job commitment and job satisfaction, and multiple regression analysis to do the factor for a relevant variable to affect professionalism. Results: There are subdivisions in the professionalism informing us of the self-regulation $17.74{\pm}2.32/3.55{\pm}.46$, a sense of calling $17.58{\pm}2.63/3.52{\pm}.53$, reference of the professional $17.14{\pm}2.39/3.43{\pm}.48$, service to the public $15.97{\pm}2.48/3.19{\pm}50$, and autonomy $15.68{\pm}2.28/3.14{\pm}46$. Grand mean turns out to be $83.89{\pm}7.63$(Summation of items)/$3.37{\pm}0.49$ (Numbers of items). When it comes to a statistical relation between general characteristics and professionalism, the statistics have it that these come within age (P<.001), period of employment (P<.001), education status (P<.05), a monthly income (P<.001), radiotherapists who get a special license (P<.001), the position (P<.001), and an opportunity for developing (P<.001). As a result of organizational commitment, job commitment, and job satisfaction, grand mean in organizational commitment proves to be $80.10{\pm}8.15/3.34{\pm}.34$. There are subvisions showing affective commitment $28.64{\pm}4.61$/3.58, continuance commitment $27.54{\pm}4.22/3.44{\pm}.53$, and normative commitment $23.95{\pm}2.94/2.99{\pm}.37$ in order of precedence. The average grade in job commitment is $32.47{\pm}5.77/3.30{\pm}.60$ and that in job satisfaction is $63.39{\pm}10.16/3.17{\pm}.51$, respectively. We find the positive relationship between professionalism and organizational commitment (r=.522, P<.05), between professionalism and job commitment (r=.444, P<.05), and between professionalism and job satisfaction (r=.507, P<.05). And we also get the positive relationship between organizational commitment and job commitment (r=.549, P<.05), between organizational commitment and job satisfaction (r=.433, P<.05), and between job commitment and job satisfaction (r=.462, P<.05). To catch the factors influencing the professionalism of radiotherapists, we used multiple regression analysis. According to the final model, it appears affective commitment (B=.755, P<.05), normative commitment (B=.305, P<.05), job satisfaction (B=.092, P<.05), an opportunity for developing (B=-1.505, P<.05), and the position (B=-1.155, P<.05) in order of precedence. It seems that explaining influece on $R^2$ is 0.504. Conclusion: The results of the factors that influence professionalism working as radiotherapists in the department of radiation oncology have it that the more affective commitment, normative commitment, and job satisfaction we feel, the more professionalism we recognize. We think that the focus of professionalism is increased if getting the chances for radiotherapists to have little to do with developing opportunities given.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.20 no.2
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• pp.215-225
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• 2020

This study was performed to identify the education and training characteristics and the educational performance of the incumbent. For the enterprise in the rapidly changing market environment, the human resources is an important factor to secure the market competitiveness, and the enterprise promotes the development of competence and the corporate performance through the education and training. However, in spite of such effort, the continuously increasing turnover rate and the low utilization rate of educational contents make the enterprises to hesitate the investment in the education and training. Although, the researchers are conducting lots of researches on the characteristics and the performance of the education and training, the research focusing on the characteristics and the field utilization of the education and training is not sufficient due to such reasons, Therefore, this study intended to draw the factors of education and training characteristics through existing researches and find out what impact they have actually on the utilization in business by the incumbents through the organizational commitment. In the results of this study, it was shown that the self-efficacy do not have impact on the organizational commitment, the appropriateness of instructor ability has positive (+) impact on the continuous commitment and the emotional commitment, and the work correlation has negative impact on the continuous commitment and the emotional commitment. These results seems to mean that the importance of the instructor ability and the educational program should be increased and it is intended to provide the basic data for the education-related personnel and the related enterprises.

• Management & Information Systems Review
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• v.33 no.5
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• pp.1-34
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• 2014

This study suggests internal and external virtuous behavior in organization influenced employees' organizational citizenship behavior (OCB), organizational loyalty and emotional exhaustion through mediated effect of affective commitment and collective self-esteem. Virtue in organization has received attention as critical attribute of positive organizational scholarship. Cameron(2003) defined the study of virtue as a study of the capacity, attributes, and reserve in organization that facilitates the expression of positive deviance among organization member. Accordingly, this study presumed that virtuous behaviors within organization positively associate with OCB, and organizational loyalty through affective commitment whereas the virtuous behaviors negatively influence emotional exhaustion. On the other hand, we assumed that external virtuous behaviors positively associate with OCB and organizational loyalty and negatively associate with emotional exhaustion individually. In study 1, we conducted interview with Korean employees created items for internal and external virtue, and implemented empirical study for 253 employees of domestic companies in study 2. This study contributes to the empirical investigation on how internal virtue (i.e. the employees' virtue for their organization) and external virtue (i.e. the organization's virtue for society), used as independent variables, influence employees' organizational citizenship behavior (OCB), organizational loyalty and emotional exhaustion after creating items for the two virtuous behaviors through qualitative research.

• Journal of Digital Convergence
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• v.11 no.3
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• pp.139-155
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• 2013

The purpose of this research is to study the impact of a consulting-recipient company's organizational characteristics have on consulting performance based on a case study of M manufacturing company that received HR consulting. Noticing that the subject company received HR consulting, consulting performance was evaluated in terms of two variables, HR effectiveness and organizational commitment, and the research focused on analyzing HR system improvement and change in awareness of employees. The result showed that all lower factors that describe organizational characteristics - closeness, delegation of responsibilities, ethical management, communication and shared values - had statistically positive impact on HR effectiveness at significance level p<.05. Also, the higher the HR effectiveness, the higher the positive impact on organizational commitment improvement. Moreover, it was shown that all lower factors in organizational characteristics had positive impact on overall consulting performance. Accordingly, the research concludes that, in order to improve consulting performance, i.e., HR effectiveness and organizational commitment, for blue collar workers, the company needs to create a family-oriented and closely-knit working environment, establish rules and systems to delegate responsibilities appropriately, actively promote ethical management and provide strategic activities to facilitate effective communication.

• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.436-446
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• 2015

Work-family interface including work-family conflict and work-family enrichment has an effect on organizational performance such as job satisfaction and organizational commitment. This empirical research mainly investigated influence of family-friendly organizational culture on work-family interface and organizational performance. Three key variables apply for this research : work-family interface, organizational performance and family-friendly organizational culture. A total 750 questionnaire was collected from female managers in various companies for hypothesis testing. The empirical analysis shows that reducing work-family conflict and enhancing work-family enrichment positively contribute to job satisfaction and organizational commitment. The Family-friendly organizational culture plays a moderating role between work-family interface and organizational performance. As a result, the findings support the fact that family-friendly organizational culture impact on organizational performance through work-family balance.

• The Korean Journal of Health Service Management
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• v.1 no.1
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• pp.31-44
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• 2007

The purpose of this study is to shed light on the effect of work-family conflict on organizational effectiveness, focusing on the moderating effect of organizational support among married working women of health services organizations. Data were collected from 149 married working women of health services organizations located in Busan Metropolitan areas by structured self-administered questionnaire. Main results of this study is as the following: First, based on the type of work-household conflicts, namely time-based conflict(2.82 points), strain-based conflict(2.81 points) and behavior-based conflict(2.69 points), working women mainly experienced time and strain-based conflicts. The level of work-household conflicts was significantly higher among younger groups, highly educated, nurses, and regular workers. Second, the perceived organizational effectiveness found to be an above-average. Especially scores were high in the subcategories of customer orientation(3.84), followed by organizational commitment (3.42) and job satisfaction(3.19). The level of organizational effectiveness was significantly higher among older groups, medical technician and administrative job holders, day-time workers, and higher income groups. Third, the results of the regression analysis on the effects of work-household conflicts on organizational effectiveness showed that strain-based conflicts have a significant negative effect on organizational effectiveness such as job satisfaction and organizational commitment. Fourth, organizational support found to have a strong controlling effect for strain-based conflicts on organizational effectiveness. Above results imply that practical family-supportive policies for lessening the work-household conflicts is crucial for enhancing organizational effectiveness in health services organization.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.575-586
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• 2016

The purpose of this study was to investigate the influential factors of organizational cynicism of nurses in hospitals, and to examine data contributing the effective organizational management and the organizational effectiveness. Data were collected from 320 nurses working in a hospital in 2005. A total of 295 questionnaires were analyzed by the SPSS WIN 21.0. The leadership, job interdependence, job stress, positive and negative affectivity had significant effect on the organizational cynicism of hospital nurses. Also, the organizational cynicism had significant mediating effects on job satisfaction and organization commitment, and organizational climate showed significant indirect effects on the job satisfaction and organizational commitment. In conclusion, hospital managers and nursing directors need to adopt following strategies; open communication, friendly feedback, trust among staff, co-operation between departments and intra-departments, sharing information, creating joyful organizational climate, adequate organizational supports, fair compensation, and favorable organizational culture.

• 한국벤처창업학회:학술대회논문집
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• 2006.11a
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• pp.415-443
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• 2006

This empirical study focused on examining the relationship between transactional transformational leadership style and power of construction project manager and the organizational effectiveness, respectively, and the moderating role of power between leadership and the organizational effectiveness. A 790 numbers useful questionnaires were obtained from the stuffs working at the construction sites excluding project managers. Internal consistency test using Cronbach's ${\alpha}$ and confirmatory factor analysis were conducted for the reliability and validity of the scales respectively. And cluster analysis and multivariate analysis of variance (MANOVA) were conducted to test the hypotheses. The results and implications are as follows. First, the leadership styles of project managers influence positively the subordinates' job satisfaction but not organizational commitment in construction project. Second, the power styles of project managers influence positively the subordinates' job satisfaction and organizational commitment. Third, the leadership styles of the project managers influence positively the subordinates' job satisfaction and organizational commitment by the power moderating role. The implication of this result is important because of the fact that the transformational leadership can be useful even in the construction projects. And the moderating role of the project manage's power suggests.

• Journal of Digital Convergence
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• v.19 no.4
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• pp.185-192
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• 2021

The purpose of this study is to investigate the relationship between emotional intelligence and convergence factors of hospital administrative staff. During the survey period from From May 1st to May 31st, 2019, anonymous self-administered responses to 212 administrative staffs of 19 hospitals randomly selected in J area were used as analysis data. According to hierarchical multiple regression analysis, the higher the ego-resiliency, the higher the organizational loyalty, and the higher the organizational commitment, the higher the emotional intelligence, and their explanatory power was 43.0%. Based on these analysis results, efforts are needed to increase ego-resiliency, increase organizational loyalty, and increase organizational commitment in order to increase the emotional intelligence of hospital administrative jobs. The above results are expected to be applied to industrial health education and job management in the future at hospitals to enhance emotional intelligence of hospital administrative staffs. Future research requires the establishment and analysis of a structural equation model that affects the emotional intelligence of hospital administrative staffs.

• The Journal of Economics, Marketing and Management
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• v.5 no.4
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• pp.29-38
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• 2017

Organizational commitment (OC) is one of the most important attitudes and/or organizational variables. It is one of the important factors for increasing organizational performance and consequently it has a significant impact on productivity enhancement. Study of behavior in the workplace due to the great importance of manpower compared to other resources within the organization is of great importance too. OC is a psychological state which represents kind of desire, a need and a requirement for continuing employment in an organization. It is considered as one of the most influential factors in getting success and competitive advantage in today's organizations. Investigating effect of financial and non-financial variables on financial performance for a long-term has engaged the minds of researchers. Intensification of competition in markets has increased importance of recognizing competitive advantage patterns and their effect on financial performance (FP).This research conducted to provide a better understanding for people as well as for aggregation of a research subject OC and FP is compared in Indian banking sector by taking sample of 2 public and two private banks the correlation between the OC and FP and the results included a positive and significant correlation. Desired FP to increase wealth is an essential and obvious issue. According to the issued subjects, today, commitments and their impact on FP of companies have become increasingly important. In Indian banks the correlation between the OC & FP were found significant.