• International Journal of Advanced Culture Technology
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• v.9 no.4
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• pp.9-17
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• 2021

This is a descriptive investigative study which attempts to confirm the mediating effect of learning motivation in the relationship between self-directed learning, learning commitment, and learning persistence intention of university students in an online learning environment. The questionnaires were randomly distributed online and the agreed questionnaires were retrieved, with a total of 338 copies used for analysis. The following is the summary of the findings. First, there were significant differences in learning persistence intention according to general characteristics depending on age, major, part-time job, and academic level. Second, the results showed a positive correlation between self-directed learning, learning commitment, learning motivation, and learning persistence intentions of the subjects were statistically significant. Third, after checking the mediating effect of learning motivation in relation to self-directed learning, learning commitment and learning motivation, the learning motivation has a partial mediating effect on learning and 23% explanatory power, and the learning commitment was found to have a complete mediating effect on the impact of learning motivation on learning intentions with 21% explanatory power. Based on these results, it is necessary to provide a more diverse educational environment, such as operating a motivation semester program that can improve learning motivations along with learning commitment, and the use of a variety of contents that can focus the learner's interest or attention.

• Journal of Digital Convergence
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• v.18 no.11
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• pp.311-318
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• 2020

This study was done to explore the correlation among self-determination, learning commitment and learning outcomes and identify factors related learning outcomes under academic credit bank system. The survey was conducted self-report questionnaire. The data collection period was form April to November 2018. Participants were 144 registered nurses working currently under academic credit bank system. Collected data were analyzed using SPSS/WIN 24.0. Learning outcomes had a positive correlation with self-determination and learning commitment. learning commitment. Self-determination was positively correlated learning commitment. Factors affecting learning outcomes included self-determination and learning commitment. And self-determination and learning commitment accounted for 32.1% of the variance in learning outcomes. Therefore, developing learning outcomes support for improving self-determination and learning commitment. Future research will be needed to clarify the effects of learning outcomes promotion program on self-determination and learning commitment.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.3
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• pp.404-413
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• 2013

Purpose: The aim of this study was to identify the effects of change commitment and learning orientation on the innovativeness of clinical nurse. Methods: The participants in this study were 268 nurses, working in hospitals in Seoul, Gyeonggi and Gangwon Provinces, and Daejeon City. Data were collected from June to August, 2012. A structured questionnaire was used for data collect and data was analyzed using the SPSS/WIN program. Results: The most significant predictors of innovativeness were education, normative commitment, continuance commitment and learning commitment. Continuance commitment negatively correlated with innovativeness. Conclusion: These findings suggest that nurses' commitment to change and learning commitment were strongly linked to innovativeness. Management-level workers in these hospitals should have the skills and strategies to promote commitment to change include developing positive expectations about change positive outcomes.

• Journal of Distribution Science
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• v.21 no.2
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• pp.91-102
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• 2023

Purpose: to explore more deeply the variables of knowledge construction in influencing performance, through entrepreneurial leadership, motivation, organizational learning, and commitment to the performance of midwives in providing maximum service to patients and the community. Research design, data and methodology: using quantitative methods with hypothesis testing, data was obtained through direct visits and surveys to midwife practice locations through coordination with the Indonesian Midwives Association (IBI) regarding surveys to be carried out and needed. Results: there are 3 direct paths that have significant value. The path between the motivation variable to commitment was found to be significant, then the effect of organizational learning on commitment was found to be significant and finally the effect of the path variable from commitment to distribution performance was found to be significant. The indirect effect was found to be insignificant for the influence of entrepreneurial leadership through commitment to distribution performance, but different results found a significant indirect effect for the relationship between motivation through commitment to performance and organizational learning through commitment to distribution performance. Conclusion: there is a high commitment to the work of midwives, commitment as a good mediation in influencing distribution performance between organizational learning and work motivation.

• 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.

• Educational Technology International
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• v.8 no.1
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.

• Journal of The Korean Association For Science Education
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• v.33 no.4
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• pp.863-879
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• 2013

The purpose of this study was to analyze task commitment types of science learning in high school students' biology classification. Thirty students were selected as the representatives of five task commitment types according to task commitment type inventory scores. They participated in think-aloud biology classification task. To analyze the procedural characteristics of task commitment, a coding scheme and think-aloud task were developed. Characteristics of respective task commitment types were identified from the result of the think-aloud protocol coding analysis. They are TGC(task goal commitment) type, LGC(low goal commitment) type, CC(conditional commitment) type, SC(suspended commitment) type, and DC(delayed commitment) type. Findings gained from this study are expected to serve as the foundation of task commitment enhancement strategies and as the information on the characteristics of each task commitment type. Also, future studies are required to investigate the commitment-related properties not only in biology classification but also in other science learning situations.

• Journal of Distribution Science
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• v.21 no.4
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• pp.57-67
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• 2023

Purpose: This study aims to measuring the employee performance distributions of company in using relationship analysis between motivation, organization learning, compensation, and Organizational commitment. Research design and methodology: The study was conducted on 102 employees as a sample. Data were analyzed using Path Analysis in Structural Equation Modeling (SEM) with PLS. Results: the research result has shown that motivation and compensation have a positive significant effect on organizational commitment. While organizational learning has negative and insignificant effect on organizational commitment. Furthermore, motivation, organizational learning and motivation have no significant effect on employee performance distribution and organizational commitment has a positive significant effect on employee performance distribution. Results for mediating effect has obtained where organizational commitment mediates the effect of motivation and compensation on employee performance distribution, but cannot mediate the effect of organizational learning on employee performance distribution. Conclusion: Organizational commitment in this study can make employees feel comfortable and attached to the company so that employees can perform well to achieve company goals. Motivation and compensation are driving factors in improving employee performance distribution and will achieved if employees have good organizational commitment. In this study, organizational learning is not an important factor in improving employee performance distribution.

• Journal of Information Technology Applications and Management
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• v.15 no.1
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• pp.99-116
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• 2008

This study explores the impacts of e-learning system characteristics on learner committment and satisfaction by surveying the firms utilizing e-learning systems for learning. In the study, we have, first, drawn the key factors and instruments to measure e-learning system characteristics through intensive literature review. Second, we have investigated whether the characteristics contribute to increasing learner's commitment and satisfaction. Finally, we have examined the mediating effect of learner's commitment between the characteristics of e-learning system and learner satisfaction. We have conducted a survey on the employees having experience in using e-learning systems for learning, and collected a total of 93 responses. The results of a statistical analysis show the following: First, expression and interaction affect the learner's commitment. The results indicate that a learner should engage in e-learning and ultimately be more committed on it when there is a coherence in design and organization of learning contents, and when the system offers various multimedia options including audio, sound, image, graphics, etc. Second, leaner's commitment leads to higher learning satisfaction. Finally, our results show that the commitment plays a mediating role between learner characteristics (expression, control, and trust) and learner satisfaction.

• Journal of Gifted/Talented Education
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• v.21 no.4
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• pp.961-977
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• 2011

The purpose of this study was to investigate the relationship between learning motivation and task commitment and find sub factors of learning motivation that affect task commitment. For this study 30 science gifted student (4th and 5th grade in elementary school) participated. The survey instruments used for this study were Academic Motivation Scale and Task Commitment Scale. The statistical methods employed for data analysis were the correlation analysis and multiple regression analysis. The result of this study were as follows: First, the learning motivation and task commitment of science gifted students showed similar levels. But there was differences of strength each sub factors of learning motivation and task commitment. Second, there was a significant positive correlation between learning motivation and task commitment. Also, learning motivation has the explanatory power of predictive variable for the task commitment approximately 49.3%. Expecially learning motivation has significant positive correlation with responsibility and self-control that sub factors of task commitment. Among the sub factor of learning motivation, confidence has most correlations with sub factors of task commitment and significant impact on task commitment. This result indicate that we need to develop learning motivation to improve task commitment and especially develop learning motivation program to grow up confidence of science-gifted.