• Journal of dental hygiene science
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• v.15 no.5
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• pp.650-658
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• 2015

The purpose of this study was to determine the effects of dental hygienists' leader-member exchange (LMX) and empowerment on organizational performance, improve human resource management in their organization and their job satisfaction and organizational commitment, and provide basic data that could help improve organizational performance. A survey was conducted in 324 dental hygienists at dental care institutions in Ulsan, Busan, and Daegu from March 2 to 31, 2015 and the following results were obtained: Dental hygienists at dental hospitals had higher levels of LMX than those at dental clinics; those who were at higher positions, who were older, and who were more educated showed higher levels of empowerment. There was significant, positive correlation between LMX and empowerment and job satisfaction and organizational commitment: dental hygienists with better LMX and higher levels of empowerment showed higher levels of job satisfaction and organizational commitment. For dental hygienists, significance (${\beta}=0.325$, p<0.001) exerted the greatest impact on job satisfaction, followed by organizational commitment (${\beta}=0.264$, p<0.001) and competence (${\beta}=0.164$, p<0.01) and LMX (${\beta}=0.321$, p<0.001) had the greatest impact on organizational commitment, followed by job satisfaction (${\beta}=0.275$, p<0.001) and significance (${\beta}=0.210$, p<0.001).To put the results together, dental hygienists in dental care practice had their job satisfaction and organizational commitment affected by LMX and empowerment; therefore, it is necessary to develop diverse education programs with the objective of promoting mutual exchange between a manager of dental hygienists' team and members and improving empowerment.

• Journal of the Korean Society for information Management
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• v.33 no.3
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• pp.371-398
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• 2016

The purpose of this study is to analyze the effect of reading activity of employees in public libraries on their job satisfaction and organizational commitment which was suggested by previous studies proving the relationship among the variables in the business area. The results from the survey indicate that there were significant differences in job satisfaction, satisfaction with human relationship, satisfaction of self-realization, affective commitment, and continuance commitment in terms of the frequency of participation in a book club. Additionally, the number of employees' reading books and hours spent for reading significantly influenced their job satisfaction and the hours spent for reading significantly influenced affective commitment. It was also found that participation continuity for a book club influenced on satisfaction level of social recognition, continuance commitment, and normative commitment. Job satisfaction level had a complete mediation effect between reading hours and affective commitment, and satisfaction from social recognition had a complete mediation effect between participation continuity in a reading meeting, continuance commitment, and normative commitment. Based on these results, this study suggests a plan for constructing a good environment for employees to read through introducing a reading management as follows. Firstly, managers of public libraries need to take an active interest in reading management and various programs to encourage employees to read need to be provided. Secondly, public libraries are required to encourage their employees' participation in book clubs and support them, so that the employees are able to participate in the book club consistently. Finally, institution-level consistent motivation is needed for an active reading activity.

• Korean Security Journal
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• no.47
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• pp.119-137
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• 2016

In a recent period, it becomes more and more important to keep the cutting-edge industrial technology secured. This is because competitive technology appears to be a cornerstone of national power. Although the industrial espionage must be an illegal behavior or a kind of white-collar crime, there has been few researches on industrial espionage from a criminological perspective. This study investigates the relationship between industrial espionage, self-control, and organizational commitment. The hypotheses of this study were found to be statistically significant. The hypothesis 1 that the high self-control reduces the possibility of industrial espionage was accepted, and the hypothesis 2 that the high organizational commitment reduces the possibility of industrial espionage was also accepted. This results showed that self-control and organizational commitment were the key factors to prevent industrial espionage, which eventually reinforces industrial security. This study used a convenient sampling, which might be the limits of this study. By using a convenient sampling, the result of the study could not depend on representative sample. Nonetheless, this study was trying to explore the relationship between industrial espionage, self-control, and organizational commitment which was not researched yet. The purpose of this study is to contribute to find out the criminological causes of industrial espionage and eventually to prevent it.

• The Journal of the Korea Contents Association
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• v.11 no.8
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• pp.388-398
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• 2011

This study analyzes a correlation between organizational commitment, work values, job satisfaction and loyalty of the middle management in hotel enterprises. In other words, this research aims at drawing up theoretical and working-level implication through establishing the competition model of parameters and independent variables, which have an effect on loyalty of the middle management in hotels. Analysis showed that work values of the middle management play not a key role to mediate between organizational commitment and job satisfaction, and that internal values are higher than external values in route analysis of work values. Meanwhile, it was analyzed that the middle management of hotels make a long-service commitment with great satisfaction on the job. But there was no connection between their job satisfaction and loyalty. Consequently, it was confirmed through the analysis of the competition model that they rather attach significance to internal values and specificity of the hotelier than their satisfaction with work because of economic stability, and the loyalty of the middle management responds sensitively to the organizational commitment variables as a permanent job, sense of belonging, self-esteem.

• Journal of Information Technology Applications and Management
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• v.23 no.2
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• pp.29-59
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• 2016

These days, the business environment such as Information Technology (IT) is rapidly changing, and organizations are consistently trying to change themselves for the survival and success under the changing environment. In this situation, change management is very important because it draws the change behaviors of organization members for the success of organizational change. The purpose of this study is to investigate the effect of the organization members' psychological factors on the performance of the acquisition of new IT, which is one of the most important organizational change. Based on previous studies in the area of organizational change, organization members' resistance to change, self-congruity theory, change activities and organizational performance, the research model is developed for validating the effect of organization members' self-congruity on the performance of the acquisition of new IT. Statistical analyses show that self-congruity has a significant effect on the change activities. In particular, private self-congruity has more impact on the change activities than public self-congruity. In addition, self-leadership, rewards and recognitions, and the diffusion of change activities have significant effects on job satisfaction. Self-leadership has a significant effect on organizational commitment.

• Journal of Advanced Navigation Technology
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• v.16 no.5
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• pp.853-863
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• 2012

The purpose of this study is to investigate mediatiing effects of perceived organization support and supervisor support that impact on dual commitment. Data were gathered from 188 employees who were working in Airlines. In the result of the hypothesis verification, First, perceived organization support and supervisor support have positive effects on dual commitment. Second, organiational identification turns out to have the mediating role in the relationship between perceived organization support and supervisor support and dual commitment. Finally, implication of results and future tasks were discussed with limitations.

• Journal of the Korea Safety Management & Science
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• v.17 no.4
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• pp.305-319
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• 2015

Among recent management innovation activities of hotel, one of the most important competitive advantage through customer satisfaction, and to which members of the organization's service orientation is essential. The hotel's service orientation is closely related to the organization's culture. In this study, the organization's service-oriented culture, the internal service quality, emotional commitment and continued commitment and ultimately affects the employee's influence on customer orientation will look at that. Results and implications of this study can be summarized as follows. the internal service quality among the factors corporeality, responsiveness and assurance, empathy, job satisfaction showed a significant influence on the type of empathy and emotional commitment castle had a significant impact on. With these results, relationships with colleagues within the organization, such as work environment and job satisfaction and emotional commitment, the atmosphere is very important to know that you can affect. Therefore, the members of the hotel to increase customer satisfaction and organizational commitment, corporate culture, business as well as collaboration with colleagues to share the emotional atmosphere of sympathy for the business environment will get improved.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.5
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• pp.555-564
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• 2013

Purpose: The purpose of this study was to examine nurses' experience of workplace incivility from coworkers, supervisors, patients or patients' families, and doctors. The researcher identified the relationships among empowerment, burnout, and organizational commitment of hospital nurses. Methods: The sample included 415 hospital nurses. Data were collected through questionnaires and analyzed using SPSS and AMOS. Results: The average incivility score was 2.94 from doctors and 2.89 from patients or patients' families, higher than from supervisors (1.90) and coworkers (1.87). The variables affecting burnout included direct effect of empowerment (${\beta}$=-.46, p<.001), direct effect of patients or patients' family incivility (${\beta}$=.14, p<.001), direct effect of supervisor incivility (${\beta}$=.12, p<.001), and direct effect of doctor incivility (${\beta}$=.09, p<.001). The variables affecting organizational commitment were direct effect of burnout (${\beta}$=-.58, p<.001), indirect effect of empowerment (${\beta}$=-.23, p<.001), indirect effect of patients or patients' family incivility (${\beta}$=-.12, p<.001), indirect effect of supervisor incivility (${\beta}$=-.10, p<.001), and indirect effect of doctor incivility (${\beta}$=-.09, p<.001). Conclusion: The results indicate that incivility affecting nurses results in a high degree of burnout and a low degree of organizational commitment. Therefore, it is necessary to assess incivility cases and to hold workshops designed to curb incivility and establish healthy workplaces.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.2
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• pp.197-205
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• 2016

This study is intended to look into the effects of project leader's core competencies(intellectual ability, management ability, emotional ability) on the Critical success factors(job satisfaction, organizational commitment, group cohesion) of project by environmental variables of organization. The results of this study were summarized as follows. First, the intellectual ability, management ability and emotional ability had a significant effect on the job satisfaction, organizational commitment and group cohesion. Second, the functional organization and project organization had a partial effect on project leader's core competencies. But the individual-centered organization had no moderating effect. For the project organization, all intellectual ability, management ability and emotional ability had a moderating effect on the organizational commitment. Consequently, project leader's core competencies are mechanisms to improve the job satisfaction, organizational commitment and group cohesion, and they have a different moderating effect according to the type of organization.

• Journal of Global Scholars of Marketing Science
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• v.10
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• pp.27-43
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• 2002

The mediating role of job satisfaction and organizational commitment in the relationship between each of five job characteristics and turnover intentions was examined. Using Baron and Kenny(1986)'s approach for examining mediation hypotheses, results: (1) revealed that job satisfaction was a mediator in task significance-turnover intentions and autonomy-turnover intentions; (2) revealed that organizational commitment was a mediator in task identity-turnover intentions, task significance-turnover intentions, and autonomy-turnover intentions. The implications of the present findings were discussed.