• Journal of the Korea Fashion and Costume Design Association
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• v.18 no.1
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• pp.23-34
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• 2016

The purpose of the study was to investigate differences in job satisfaction, organizational commitment, and intent to leave the job among the employee groups of korea fashion companies according to the degree of participation in sports activities. For the study, the questionnaire was developed by the authors and distributed to 350 employees of Korean fashion companies. A total of 300 questionnaires was collected and used for the final analysis. Data were analyzed by frequency analysis, reliability analysis, factor analysis, independent sample T-test, ANOVA and Tukey's test, using the SPSS 18.0 Package Program. The findings were as follows. The fashion industry professional group which had spent longer period and hours, and more days in sports activities tended to have higher job satisfaction and organizational commitment and lower intent to leave their job.

• Korean Journal of Occupational Health Nursing
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• v.24 no.1
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• pp.19-30
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• 2015

Purpose: This study was conducted to examine the differences in organizational commitment, nursing organization culture, and job satisfaction of Korean nurses employed in Korea and the United States, and to determine how these variables were associated with selected study characteristics. Methods: An exploratory cross-sectional study was performed with a convenience sample of 357 nurses from Korea and the U.S. Data were collected by using a web site survey and self-reported questionnaire. Descriptive statistics, t-tests, ANOVA, and Pearson's correlation coefficients were used for data analysis. Results: In comparison to Korean American nurses (KAN), Korean nurses (KN) were younger, single, worked more time, took a charge role or higher, and had less turnover experience. After controlling for age and marital status, nursing organization culture and job satisfaction of KN were significantly lower than those of KAN, respectively (F= -26.02, p<.001; F= -4.87, p=.028). Significant relationships among selected socio-demo-health and work-related characteristics and the three variables were higher for KN. Conclusion: Higher organizational commitment and nursing organization culture from all Korean nurses were related their perceived high level of job satisfaction. Recommendations for further study include exploring a larger sample size of a variety of different types of nursing organizations and staff as well.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.2
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• pp.665-673
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• 2013

The main objective of this study was to investigate the effect of learning organization on social worker's organizational commitment and turnover intention in the social welfare organization. For the research, learning organization was consisted of shared vision, personal mastery, team learning and system thinking on the P. Senge's learning organization model. The results of this study were summarized as follows: Mean analyses showed that social workers perceived the level of learning organization had a higher than medium. By using a hierarchical multiple regression, shared vision, personal mastery and team learning had a positive effect on the social workers' organizational commitment. Shared vision and team learning had a negative effect on the social workers' turnover intention. This study finally discusses theoretical implications for future study and practical implications for learning organization strategies on the results.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.87-103
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• 2012

The purpose of this study is to investigate the determinants of intent to leave among workers at long-term care institutions in South Korea. The model represents a revision of the Price(2001) model which extends previous research by providing a comprehensive review of the economic, psychological, sociological literature. This study also examined the moderating effects of values toward independent variables on the job satisfaction and organizational commitment. The sample used in this study consisted of 400 workers from 9 long-term care hospitals and facilities nationwide. Data were collected with self-administered questionnaires and analysed using multiple regression analysis and path analysis. The main results of the study were as follows. The variance of job satisfaction and organizational commitment explained by the independent variables used in the study are 74.5% and 76.3% respectively. The results of this study revealed that the following variables have significant negative effects on intent to leave among workers; organizational commitment, job satisfaction, positive affectivity, supervisor support, job significance, job security, job growth. And the following variables have significant positive effects on intent to leave among workers; job opportunity, negative affectivity. This result is same when the moderating role of values were considered in the analysis. Among demographic variables, only age was found to have a significant positive effect on the intent to leave among workers.

• The Journal of the Korea Contents Association
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• v.9 no.7
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• pp.352-360
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• 2009

This study is to find out influences of self-leadership on team-work, job satisfaction and organizational commitment. To research and analyze, from October 1st to 25th in 2008, the questionary distributed 420 working employees in wine & dining five star hotel in Seoul, then used for data analysis 356. The results come up with; First, behavior-focused strategies and natural reward strategies positively had significant team-work, and also team-work highly had significant job satisfaction and organizational commitment. Second, there was not showed up any significant relationship between constructive thought pattern strategies and team-work. The implication of this study is that if hotels provided self-leadership training programs to employees working at wine & dining, those would have increase self-leadership, positively effect employee satisfaction and organizational commitment. Ultimately it will bring positive effect customer satisfaction as well.

• Journal of Korean Society of Archives and Records Management
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• v.16 no.4
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• pp.31-53
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• 2016

This study conducted a survey targeting incumbent records managers and archivists to examine the effect of the training program executed by the National Archives of Korea on the job satisfaction and organizational commitment of actual record managers. Based on the results, this study proposed a training program that could improve job satisfaction and organizational commitment, based on the analysis results and the requirements of record managers and archivists, while fulfilling the knowledge and technology demand for records management. The training program of the National Archives of Korea proposed by this study has the following advantages. Records managers and archivists can acquire more professional skills that their field require them while feeling satisfied with their duty and becoming more immersed with their organization. In addition, they can also actively enhance their ability to cope with the variable environment.

• Journal of Digital Convergence
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• v.12 no.5
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• pp.345-351
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• 2014

The purpose of this study was to identify the difference between job satisfaction and organizational commitment by the type of time management behavior in clinical nurses. Total 208 nurses were recruited from clinical settings where located in Seoul and Daejeon, South Korea. Data were collected using self-administered method with structured questionnaire between August 2012 and January 2013. Descriptive statistics, K-mean cluster analysis, one-way ANOVA were performed for data analysis. As results, the type of time management behavior were classified into four types such as unconcern type, accomplishment type, urgency type and selection & concentration type. Among four types, nurses who belonged to be accomplishment and selection & concentration type were tend to have positive behaviors in terms of time managements as they had high scores in job satisfaction. Therefore, further study on whether types of time management are related with organizational culture including commitment and effectiveness should be explored.

• Journal of Digital Convergence
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• v.13 no.1
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• pp.321-329
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• 2015

Purpose: This study was to explore the turnover intention and related factors of long-term care for hospital care workers. Methods: Data were collected from 150 health care workers by structured questionnaires in three different hospitals at K metropolitan city, Korea. Data was analyzed by using PASW (SPSS) 18.0 program with t-test, one-way ANOVA, Pearson's correlation coefficient, and multiple regressions. Results: study shown a negative correlation between turnover intention and self-esteem (r=.24. p=.004), job satisfaction (r=.50, p<.001), organizational commitment (r=59, p<.001), and social support (r=.32, p<.001). Variables of study such as turnover experience, job satisfaction and organizational commitment were revealed 40% of variance in turnover intention. Conclusion: study results suggested that, development program is needed which improve the hospital worker's job satisfaction, organizational commitment and reduces turnover intention for long-term hospital care.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.1
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• pp.622-628
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• 2016

The aim of this study was to clarify how the role stress of administrative workers in medical institutions affects burnout, job satisfaction, and organizational commitment. The study conducted surveys on administrative workers at ten general hospitals with more than 200 beds for one month between July 13 and August 18, 2015. The surveys then underwent factor analysis, average variation extraction, a suitability index of the research model, and a path-coefficient estimation analysis of the research model using AMOS 18.0. The main results revealed a positive (+) effect according to the role conflict and role excess on burnout, and a negative (-) effect of burnout on job satisfaction, while they displayed no significant relationship with organizational commitment. These results suggest that clear guidelines and unity in instructions are needed to reduce the role of stress in cooperative tasks between departments and that optimizing the roles of organization members by accurately measuring and weighing tasks can increase the attachment to the organization and ultimately improve the individual job performance.

• Journal of the Korea Convergence Society
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• v.12 no.12
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• pp.349-354
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• 2021

This study made an analysis of the relationship between the emotional labor and the organizational commitment and the mediating effect of job satisfaction of employees in senior employment agencies. A survey of 253 employees in Daejeon and Chungcheong areas was conducted. The important analysis methods are confirmatory factor analysis and bootstrap verification. The analysis results are employees' emotional labor had a negative effect on organizational commitment and the mediating effect of self-efficacy was proved significantly. For reducing emloyees' emotional labor, it is important to offer guidelines for improvement of emotional labor, regular inspection and education, and the proper measures of the administrators. To advance their self-efficacy, we need to offer education for the improvement of practice-based professionalism, education and administrative support to improve ethical consciousness, and appropriate emotional support service.