• Korean Journal of Human Ecology
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• v.20 no.3
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• pp.505-519
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• 2011

The purpose of this study was to analyze the relationship between organizational commitment, organizational loyalty, and working satisfaction of 162 teachers in daycare centers in Gyung-gi province. Three questionnaires about the organizational commitment which Allen and Mayer(1990) developed and Son Sobin(2002) revised, organizational loyalty behavior which Jo Bumsang(2004) revised, and working satisfaction which Kim Sunja(2005) developed, and the researcher revised were used for this study. For this study, the data was analyzed using descriptive statistics, independent t-test, and Pearson correlation. The results were as follows: first, the early childhood teacher's organizational commitment was average, and there was a significant difference according to the teacher's academic background. Second, the early childhood teacher's organizational loyalty was also average, and there were significant differences according to the teacher's age and academic background. Third, the early childhood teacher's working satisfaction was below average level, and there was a significant difference according to the teacher's working hours. Last, the early childhood teacher's organizational commitment, organizational loyalty behavior, and working satisfaction showed the positive relationship. In conclusion, the government and the director of daycare centers should support for the teacher's psychological satisfaction because the early childhood teacher's psychological state is highly related to successful organization of daycare centers.

• The Journal of the Korea Contents Association
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• v.16 no.3
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• pp.630-637
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• 2016

This research is an empirical study to analyze the relationship between creating shared value(CSV), organizational loyalty, and the organizational identity of employees. A survey was conducted of the employees of a luxury hotel in Korea, and 234 questionnaires were analyzed. The results of hierachical regression analyses are as follows: First, the relationship between CSV and organizational loyalty showed a positive correlation. Second, the organizational identity partially moderated the relationship between the CSV of hotel and the organizational loyalty of employees. That is, when the employees had a strong organizational identity, the positive correlation between the hotel's intention to support the suppliers and the employees' organizational loyalty became relatively stronger. Implications and future research suggestions of CSV are discussed.

• Journal of Information Technology Applications and Management
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• v.31 no.4
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• pp.163-178
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• 2024

The development of industry since the Industrial Revolution has caused environmental destruction and is threatening to destroy the order of the Earth's ecosystem. Due to the severity of environmental problems, companies are facing a crisis where they may lose competitiveness if their management strategies do not prioritize environmental issues. This study studied the impact of a company's environmental orientation on employee satisfaction, organizational commitment, and loyalty. This study studied the impact of a company's environmental orientation on employee satisfaction, organizational commitment, and loyalty. As a result of the study, the internal and external environmental orientation of the company on satisfaction had a significant positive influence and were all adopted, while the internal and external environmental orientation on organizational commitment were all rejected as they had no significant impact. Satisfaction was found to have a significant positive (+) effect on organizational commitment and a significant positive (+) effect on loyalty, so both were adopted. Organizational commitment was adopted because it had a significant positive effect on loyalty, and internal and external environmental orientation had no significant effect on loyalty, so it was all rejected. A company's green environmental orientation plays an important role in a company's sustainable growth and can be formed based on the company's will. Therefore, this study shows that a company's environmental orientation improves the company's environmentally friendly image and provides positive value to organizational members, leading to improved corporate performance.

• Asia pacific journal of information systems
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• v.23 no.1
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• pp.45-63
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• 2013

The purpose of this research is on the identification of the effects of perceived interactivity formed by the electronic collaborative referral system on the organizational loyalty. Two channels through which the effects proceeded were investigated. One is the "system channel" which consists of "interactivity of the inter-organizational system ${\rightarrow}$ intention of using the system ${\rightarrow}$ organization loyalty" (hypothesis 1, 2), that is the channel which anticipates that a better understanding on the interactivity of the inter-organizational system makes the intention of the using the system strong, and this strong intention results the higher organization loyalty. The other is "organization channel" which consists of "interactivity of the inter-organizational system ${\rightarrow}$ perceived interactivity on the counterpart ${\rightarrow}$ perceived relation benefits with the counterpart ${\rightarrow}$ organization loyalty" (hypothesis 3, 4, 5). The channel means that as the perceived interactivity of users on the inter-organizational system becomes greater, the perceived interactivity with the counterpart is increasing. And this makes the users feel that more benefits can be obtained by the relationship with system providing organization, and finally makes the organization loyalty that is the intention to maintain the relationship greater. The corroborative evidence data confirm the two channels are obtained by questing on the electronic referral system of Samsung Medical Center to the doctors of the first and second collaborated hospitals or clinics, and by analyzing statistically. The verification result for the "system channel" showed that as the perception on the interactivity of inter-organizational system was increasing, the intention for consistent using increased(support hypothesis 1), and then the organization loyalty that is the relationship maintaining indication by using the referral system also increased(support hypothesis 2). And the confirmation result for the "organization channel" indicated that the perceptive interactivity on the counterpart increased as the understanding on the interactivity of inter-organizational system increased(support hypothesis 3), consecutively, with the intuitive relation benefits increase with the counterpart(support hypothesis 4) the organization loyalty means the intention to maintain the relationship was confirmed to increase(support hypothesis 5). These results demonstrate that when the perceived interactivity in using many systems at the collaboration between organizations is increasing, the positive image on the systems creates the consistent system using intention, and the positive image increases the wants for preserving the relationship with counter organization. In addition, the perceived interactivity of inter-organizational system users affects directly on the perceived interactivity of the counter organization, so the important role of inter-organizational system in promoting the interactivity between cooperative counterparts was recognized. And the perceived interactivity on the counter organization become greater, the influence on the perceived benefits from cooperation is positive. Therefore, the perceived interactivity by using inter-organizational system was confirmed as a prerequisite for the continuous relationship.

• International Journal of Contents
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• v.7 no.2
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• pp.36-41
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• 2011

This paper has investigated the effects of employees' organizational cynicism on their organizational commitment and pro-union behavioral intentions in the context of repetitively implementing business innovation program. The cynical responses about the business innovation program & projects have been classified into four categories; Exit, Voice, Loyalty and Neglect. The research samples have been drawn from managers and office employees at four business sites of conglomerates in Korea. According to the analysis, business innovation program which is continuous and repetitive has made managers and office employees have highly cynical attitudes. In turn, the organizational cynicism has accelerated their Exit and Neglect responses, but shrunk Voice and Loyalty responses. As a result, it has been confirmed that the organizational cynicism has a direct effect on organizational commitment and pro-union behavioral intentions. In addition, it has been concluded that Exit and Neglect had a negative effect on organizational commitment but a positive effect on pro-union behavioral intentions. Even though Voice and Loyalty had a positive effect on organizational commitment, they had no significant effect on pro-union behavioral intentions. Furthermore, no mediating effect has been detected. Implications and suggestions for future research were then discussed.

• Journal of the Korean Society for information Management
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• v.41 no.1
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• pp.339-365
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• 2024

This study aims to investigate how librarians' loyalty is affected by the organizational structure of libraries. For this purpose, 39 university libraries and 21 public libraries in Seoul were surveyed, and 126 questionnaires were collected and statistically analyzed. The main findings of the analysis are as follows. First, the centralization factor of organizational structure significantly affects the belongingness, responsibility, and devotion factors of loyalty. Second, the communication factor of organizational structure significantly affects the belongingness factor of loyalty, and it has a more substantial effect than centralization. Third, the moderating effect of library type on the effect of organizational structure on librarians' loyalty was found to be statistically insignificant. Based on the above results, this study suggests organizational structural measures to increase librarians' loyalty, and it is meaningful in that it is a study on an organizational field that has not been covered in depth in the literature.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.3
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• pp.1371-1383
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• 2021

The study aims to investigate the organizational commitment and loyalty among millennial generation employees in Integrated Islamic Schools. The study gathered information and data from three different Islamic education institutions in Central Java, Indonesia. A total of 261 responses gathered using an online questionnaire distributed among millennial generation employees on each institution. The result then analyzed using confirmatory factor analysis with the help of SPSS and SEM AMOS. From the analysis, it is found that employee trust and satisfaction strongly impacted employee organizational commitment, and employee organizational commitment strongly impacted employee loyalty, both attitudinal and behavioral. Test for model robustness was also conducted accordingly within suggestions from the previous research, resulted in quite different findings especially in continuance commitment variable. This study pointed out the importance of trust and satisfaction to maintain the millennials employee, and the importance of millennial understanding especially in the education sector. This study provides the reference for future organizational commitment and loyalty study among the millennial generation especially in a growing nation like Indonesia and pointed out the importance of the generational study on organizational behavior topics.

• The Journal of the Korea Contents Association
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• v.13 no.7
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• pp.369-378
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• 2013

The purpose of this study is to examine the effect of Employee Value Proposition (EVP) on job satisfaction and organizational loyalty. As a result, the study clarifies the hotel's EVP system in addition to examining the relationships among EVP, job satisfaction, and organizational loyalty by generating theocratical and practical application related to those behaviors. Using a sample drawn from full-time workers in hotel, total 379 participants were included in the analysis. The study tested the hypothesis by using a structural equation modeling approach. The analysis results show that EVP has significant influence on job satisfaction and organizational behavior. However, job satisfaction does not influence organizational loyalty.

• Journal of Digital Convergence
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• v.16 no.11
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• pp.201-209
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• 2018

This study seeks to examine the effect of customer orientation on customer loyalty and employee loyalty mediated by two dimensions of corporate social responsibility (CSR), discretionary and ethical dimensions. This study examined the effects of customer orientation on discretionary responsibility and ethical responsibility. Additionally, it examined the effect of discretionary responsibility and ethical responsibility on customer loyalty and organizational loyalty. In order to verify the hypothesis, we surveyed the employees of large companies and analyzed 239 valid data. First, customer orientation has a significant positive impact on discretionary responsibility. Second, customer orientation has a significant positive impact on ethical responsibility. Third, discretionary responsibility has a significant positive impact on customer loyalty. Fourth, discretionary responsibility has a significant positive impact on organizational loyalty. However, ethical responsibility does not predict customer loyalty and organizational loyalty. Theoretical and practical implications of the results of this study, limitations and directions for future research are discussed.

• Journal of Digital Convergence
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• v.17 no.5
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• pp.303-309
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• 2019

This study investigated convergent influence on turnover intension and its association with organizational commitment, organizational loyalty and job burnout among some Administrative Staff in Medical Institutions(ASMI). The subjects were 320 randomly selected ASMI from 27 medical institutions in the J region, Data collection was carried out via a structured self-administered questionaries from July 2, 2018 to July 27, 2018. Turnover intension was positively correlated with job burnout, and it was negatively correlated with organizational commitment and organizational loyalty. The covariance structure analysis showed that the higher job burnout, and the lower organizational commitment and organizational loyalty tend to increase turnover intention. The results indicate that the efforts, to increase organizational commitment and organizational loyalty, and to decrease job burnout, are required to decrease the turnover intention of ASMI. The results are expected to be useful for health administration policy and industrial health education to decrease the turnover intention of ASMI. In the following study, the analysis about convergent additional factors of influence on the turnover intention of ASMI will be needed.