• Journal of Korean society of Dental Hygiene
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• v.22 no.3
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• pp.181-188
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• 2022

Objectives: This study aimed to estimate the influences of leader's political skills (LPS) on job satisfaction and organizational commitment in dental hygienists. Methods: A self-administrated questionnaire was conducted form April 1 to May 31 2020 by 209 dental hygienists in Seoul, Busan and South Gyeongsang. LPS, job satisfaction, organizational commitment were evaluated on the LPS scale, job descriptive index (JDI) and organizational commitment scale, respectively, each on five-point scale. Data were subjected to descriptive analysis, t-test, one-way ANOVA, pearson correlation and multiple linear regression analysis. Results: The overall LPS, job satisfaction and organizational commitment level of subjects were 3.53±0.63, 3.18±0.51 and 3.27±0.63. The influential factors for LPS, job satisfaction and organizational commitment were Networking ability (subcategory of LPS). Conclusions: Leaders should use the knowledge and activities newly introduced from various networks to fit the dental hospital so that members can display their more professional abilities to increase job satisfaction and organizational commitment.

• Educational Technology International
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• v.6 no.2
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• pp.43-58
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• 2005

The purpose of this study was to investigate the impact of organizational learning culture on job satisfaction and organizational commitment. Two streams of scholarly work have provided the theoretical foundations for this study. The first stream comes from the literature on learning organization. The second stream of the theoretical foundation comes from an extensive literature on attitude-intention-behavior relationships. In addition, this study was tested three alternative models. Alternative model 1 employed job satisfaction as the mediating commitments variable between learning culture and organizational commitment. Alternative model 2 used organizational commitment as the mediating variable between learning culture and job satisfaction. Finally, alternative model 3 specified a direct impact of learning culture on both job satisfaction and organizational commitment, and reciprocal linkages between these two variables. The results of this study support the hypothesized relations among an organization's learning culture, job satisfaction, and organizational commitment. The findings of this study are various congruent with a widely accepted hypothesis that job satisfaction serves as an appraisal function in evaluating various work environments and determining emotional responses such as organizational commitment. Organizational learning culture is one of the important factors that organizations cannot overlook. Therefore, the findings of this study provide a new direction for researchers seeking to explain the complex relations among these central organizational variables.

• Journal of the Korean Home Economics Association
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• v.40 no.11
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• pp.171-191
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• 2002

The purpose of this study is to analyse the effect of spousal attachment on job attachment/commitment, job quality, and the support provided for wife in male early adulthood. The research method was survey research. Based on adult attachment approach, the hypothesis was established. The secure attachment with spouse was no significant effect on job attachment/commitment, The anxious-avoident attachment with spouse was no significant effect on job attachment/commitment, and The anxious-ambivalent attachment with spouse was significant negative effect on job attachment/commitment. The secure attachment with spouse was significant positive effect on job quality. The anxious-avoident attachment with spouse as no significant effect on job quality, and The anxious-ambivalent attachment with spouse was significant negative effect on job quality. The secure attachment with spouse was significant positive effect on ordinary support for wife, The anxious-avoident attachment with spouse was significant negative effect on ordinary support for wife, and The anxious-ambivalent attachment with spouse was no significant effect on ordinary support for wife. The secure attachment with spouse was significant positive effect on nonordinary for wife, The anxious-avoident attachment with spouse was significant negative effect on nonordinary support for wife, and The anxious-ambivalent attachment with spouse was no significant effect on nonordinary support for wife. The results was discussed on the importance of spousal attachment for healthy job life and family life.

• Journal of East-West Nursing Research
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• v.17 no.2
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• pp.117-124
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• 2011

Purpose: This study was done to compare organizational commitment, job satisfaction and job stress according to nurses' adult attachment styles. Methods: Data were collected by self-report questionnaires measuring Adult attachment style, Organizational commitment, Job satisfaction and Job stress from a convenience sample of 253 shift nurses in a hospital. Results: There were security style (31.2%), dismissing-avoidance (18.6%), preoccupation (17.8%) and fearful-avoidance (32.4%) among 4 attachment styles in these shift nurses. Their organizational commitment level (M=3.2), job satisfaction (M=2.7) and job stress (M=3.3) were revealed. Subjects who were in security attachment style showed significantly higher scores of organizational commitment (F=5.09, p=.002) and job satisfaction (F=13.02, p<.001) than subjects in fearful-avoidance attachment style. Meanwhile, this study showed that subjects who were in fearful-avoidance attachment style recorded significantly higher scores of job stress than subjects in any other attachment style (F=3.15, p=.026). Conclusion: This study demonstrated a relevant difference in organizational commitment, job satisfaction and job stress in accordance with the attachment style of shift nurses. These results indicate the need for attachment promotion program for shift nurses. And nurses' attachment styles should be considered in future interventions to enhance quality of nursing care.

• Culinary science and hospitality research
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• v.19 no.4
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• pp.307-320
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• 2013

The purpose of this study is to investigate the effect of emotional intelligence on job satisfaction and organizational commitment of dietitians in elementary schools. The correlation analysis was conducted in order to examine the relationship among emotional intelligence, job satisfaction and organizational commitment. Multiple regression analysis was conducted to determine the impact of dietitians' emotional intelligence on job satisfaction and organizational commitment. The analysis results are as follows. Emotional intelligence showed a statistically significantly positive correlation with job satisfaction and organizational commitment. Especially, emotional perception and emotional intelligence had a correlation coefficient of 0.774, the highest but emotional management and organizational commitment had a correlation efficient of 0.254, the lowest. As for the effect of dietitians' emotional intelligence on job satisfaction and organizational commitment, emotional thinking promotion gave a statistically significantly positive impact on dietitians' organizational commitment. As dietitians' emotional function of thought and emotional management got higher, their job satisfaction got higher. As dietitians' emotional function of thought got higher, their organizational commitment got higher as well. These results recommend that development of an emotional intelligence promotion program to effectively control factors related to dietitians' emotional intelligence is necessary to enhance their job satisfaction and organization commitment in the future.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.3
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• pp.329-337
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• 2012

Purpose: The purpose of the study was to identify the mediating effects of job satisfaction between internal marketing and organizational commitment of nurses in small and medium-sized hospitals. Method: Data were collected from 208 nurses in 8 small and medium-sized hospitals and analyzed using descriptive statistics, Pearson correlations, and structural equation model (SEM) with the PASW 18.0 and AMOS 18.0 programs. Results: There were positive relationships among all three variables, internal marketing, job satisfaction and organizational commitment. There was a mediating effect of job satisfaction between internal marketing and organizational commitment. Conclusion: The results of the study indicate that strategies which could enhance the job satisfaction of nurses should be developed by mangers in small and medium sized hospitals. Further study is needed on other factors which may influence nurses' job satisfaction and organizational commitment especially, in small and medium sized hospitals.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.1
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• pp.65-73
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• 2007

Purpose: This study was carried out to find out the factors affecting on organizational commitment of hospital nurses. Method: The questionnaire-based research was done with 989 hospital nurses between January and March, 2004. Results: Variables such as job satisfaction, met expectations, compensation and welfare status of hospital, work involvement, positive affectivity had significant positive direct effect on organizational commitment in order of size, however, vertical conflict and job opportunity had negative direct effect in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, vertical conflict, compensation and welfare status of hospital, positive affectivity, work involvement, job opportunity, job autonomy, work definiteness, division justice, stability of employment, expectations before entering a hospital. Conclusion: It is recommended that programs for job satisfaction promotion, met expectations promotion, adequate compensation and welfare of hospital, work definiteness and work autonomy, solving conflict, positive affectivity promotion should be implemented to increase organizational commitment of hospital nurses.

• Korea Journal of Hospital Management
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• v.7 no.1
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• pp.1-18
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• 2002

Empowerment is a multifaceted concept which can be described somewhat differently. In general, it is defined as the motivational concept of autonomy and self-efficacy. Recently, this concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empowerment in service organizations has certainly generated more publicity than any other organizations. The objective of this study is to measure the degree of hospital administrative staff's empowerment using Spreitzer(1995)'s empowerment theory, and also to analyze the relationship of empowerment and job satisfaction and organizational commitment. Spreitzer argues that the work empowerment is composed of 4 dimensions (meaning, competence, self-determination, and impact) and each dimension influences employee's job satisfaction, organizational commitment, and organizational performance in the end. In order to carry out this study, data were collected by self-administered Questionnaires from 181 hospital administrative staff at 3 university hospitals in Inchon and Kyunggi-Do. The response rate is 86%. The Collected data were analyzed with SPSS statistical package V10.0. The major findings of this study are as follows: First, the degree of hospital administrative staff's empowerment is a high level point at the 7 Likert Scale. Second, the reliability of 3 variables, empowerment, job satisfaction and organizational commitment, was statistically satisfied(Cronbach's alpha>0.80). Third, as a result of correlation analysis, four components of empowerment, job satisfaction and organizational commitment showed a positive relationship. Finally, multiple regression analysis was conducted to find the impact of empowerment on job satisfaction and organizational commitment. In the case of job satisfaction, the meaning and competence factors have a positive effect(P<0.05). And the case of organizational commitment, the meaning and impact components have a positive relation(p<0.05). These results showed that the workplace empowerment is significantly related to employee's job satisfaction and organizational commitment.

• Korea Journal of Hospital Management
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• v.17 no.1
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• pp.1-22
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• 2012

This study tires to examine affects that job and socio-psychological stresses of female office workers influence job satisfaction, organization commitment, and leaving intentions. A complete data are collected by conducting a survey with 240 female office workers from 9 medical institutions regarded as almost general hospital in Seoul. It is analyzed that the relation between socio-psychological stress and job satisfaction, organization commitment, and leaving intentions by using t-test; analysis of variance; correlation analysis; principal component analysis; linear structural equation modeling; etc. The results of this study are summarized as following. First, as it was comprehended by specific characteristics of subjects that the female office workers' level of job and socio-psychological stress, job satisfaction, organizational commitment, and leaving intention, there were statistically significant distinctions from their age, marital status, presence of children, position in the organization, type of employment, and monthly average income. Second, this study regarded relationship between the female office workers' level of job and socio-psychological stresses, job satisfaction, organizational commitment, and leaving intention. Job and socio-psychological stresses were negatively correlated with job satisfaction and organizational commitment, but the stresses were positive with leaving intention. Third, after evaluating effect that 8 features related to the job stress could influence job stress, the most effective valuables were in order to unfairness in organizational structure, workplace culture, inadequate compensation, and relationship conflict. Fourth, when looking at the overall effects of the job and sociopsychological stresses on job satisfaction, organizational commitment, and leaving intention, work autonomy was the most influencing factor of work stress levels. The level of the job stress seemed to be a prevalent impact on the leaving intention and it showed the most negative relationship that path coefficient from leaving intention to organizational commitment and also from organizational commitment to job satisfaction. Based on these findings, it can be defined that the job and socio-psychological stresses strongly influence job satisfaction, organizational commitment, and leaving intention.

• Journal of Korean Academy of Nursing
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• v.33 no.2
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• pp.265-274
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• 2003

Purpose: The purpose of this study is to investigate the role of social support in the experience of job stress among hospital nurses. Method: This study was carefully designed to overcome methodological shortcomings found in past research, and examined two organizational effectiveness variables(job satisfaction and organizational commitment) as outcome variables. The sample used in this study consisted of 602 nurses from 5 general hospitals. Data were collected with self-administered questionnaires and analyzed using hierarchical regression and LISREL technique. Result: It was found that: (a) three job stress variables(workload, role conflict and conflict with other medical staff) have negative effects on job satisfaction and organizational commitment; (b) social support have positive main effects on the two output variables; (c) the negative effects of job stress variables on job satisfaction and organizational commitment are not buffered by social support, and (d) social support mediates the effects of job stress on job satisfaction and organizational commitment, and the size of the mediating effects is small. Conclusion: Further research needs to be done to further refine this study.