• Journal of Korean Dental Hygiene Science
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• v.6 no.2
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• pp.37-50
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• 2023

Background: The purpose of this study is to verify the impact of dental hygienists' working environment on organizational commitment and the mediating effect of psychological empowerment in the relationship between working environment and organizational commitment. Methods: A survey was conducted on 264 people working as dental hygienists between August 16 and August 23, 2023. The collected data were analyzed using t-test, one-way ANOVA, Pearson correlation analysis, and regression analysis. Results: In the dental hygienist work environment, all three subfactors (safety management system, manager's competency, and support system) had a significant positive(+) correlation between psychological empowerment and organizational commitment. Dental hygienists' work environment was found to have an effect on organizational commitment, and psychological empowerment was found to have a partial mediating effect in the relationship between work environment and organizational commitment. Conclusion: As a way to improve dental hygienists' organizational commitment, it is necessary to develop a strategic human resource management program to create a safe and positive work environment and to form an organizational culture in which managers can recognize the power of members and grant empowerment.

• Journal of the military operations research society of Korea
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• v.36 no.3
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• pp.113-134
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• 2010

The purpose of this study is to investigate the moderating effects of psychological contract violation and self-control on the relationship between abusive supervision and subordinates' work-related attitudes. Results show that abusive supervision was positively related to subordinates' turnover intention, whereas it was negatively related to their organizational commitment. Futhermore, it is surprising that the moderating effects of psychological contract violation and self-control showed an unexpected pattern. Implication of these results as well as strengths, limitations, and avenues for future research are discussed.

• Journal of Korea Society of Digital Industry and Information Management
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• v.18 no.2
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• pp.111-125
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• 2022

The general view of the division of affiliates of many large corporations is a reorganization of the governance structure, and the smooth division of affiliates is often well wrapped up in a beautiful breakup. However, the parties to the breakup are not only the owners of the company, but all employees as well. Separation of the owner family can be done with joy and good feelings, because they are separated according to the will of the owner family, and each becomes the owner of the company. As Commitment decreases and turnover behavior appears, it is necessary to take a strategic approach to members, along with consideration. This study looked into the recent separation of LG Group's affiliates based on this point of view. To this end, we focused on the case of LX Hausys of LX Group, which was separated from LG Group. To this end, through a meeting with the person in charge of LX Hausys, the company's response to the division was investigated, and FGI was conducted for retired and current members. As a result, it was confirmed through the person in charge that no appropriate measures were taken due to the separation of the company. Through FGI with the retirees and incumbents, the psychological resistance of the members and the decrease in organizational commitment and the increase in turnover intention was confirm.

• Journal of Digital Convergence
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• v.17 no.11
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• pp.91-96
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• 2019

The purpose of this study was to examine the influences of employees' volunteer activities on organizational behavior and the mediating effect of positive psychological capital in the relationship with organizational commitment, and the mediating effect of perceived organizational support adjusted through positive psychological capital. The collected 347 survey data were analyzed using SPSS 21.0 program. As a result, the mediating effect of positive psychological capital and the moderating effect of perceived organizational support were found. It was found to have a mediated moderating effect of perceived organizational support. Further research on extended concepts of organizational behavior of employee volunteers is needed.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.14 no.5
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• pp.2061-2083
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• 2020

Social commerce, integration of social media and e-commerce, provides potential opportunities for consumers to talk about their ideas and exchange product-related information on online shopping platforms. Given the substantial prospects related to business opportunities and consumers' perceptions, this study explores the factors driving fulfillment of the psychological contract in social commerce platforms. This research proposes, examines, and proves a theoretical model for the post-purchase behavior of the consumers, through an empirical investigation of online questionnaire-based data, gathered from 367 consumers in a cross-sectional setting. Results show that the fulfillment of psychological contract, consumer loyalty, and affective commitment fully mediate the impact of consumer trust on platform and repurchase intention. The level of commitment toward the consumer by the platform is strongly related to the degree of consumer trust, which is reciprocated through re-purchase intentions. This study offers essential theoretical implications with regards to the social exchange theory, attribution theory, and an moderating effect of the platform empathy on consumers' trust-psychological contract fulfillment relationship. Likewise, this research has significant implications for practitioners and managers.

• Research in Community and Public Health Nursing
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• v.31 no.2
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• pp.179-188
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• 2020

Purpose: The purpose of this study is to identifying factors influencing organizational commitment of nurses in Korean Red Cross Blood Center (KRCBC). Methods: A cross sectional survey was conducted for 224 nurses who worked for more than three months in KRCBC. Data were collected using a structured questionnaire from August 28 to September 20, 2018. Data were analyzed using independent t-test, Mann-Whitney U test, one-way ANOVA, Pearson's correlation coefficient, and hierarchical multiple regression analysis with SPSS (ver. 23.0). Results: The mean score of organizational commitment was 3.37±0.52 on a scale of 5 points, the mean of positive psychological capital was 3.51±0.51, communication ability score was 3.60±0.48, and social support score was 3.68±0.57. The factors influencing organizational commitment of nurses in KRCBC were social support (β=.41, p<.001), job satisfaction (β=.27, p<.001), and total length of employment in KRCBC (β=.19, p=.016). The model explained 36.1% of the organizational commitment of the nurses. Conclusion: It is necessary to develop an organizational commitment program for strengthening social support and job satisfaction to improve organizational commitment of nurses in KRCBC. Such a program is eventually expected to improve the quality of nursing care of nurses with a short career in KRCBC.

• Journal of Service Research and Studies
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• v.6 no.1
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• pp.17-28
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• 2016

This study deduced an effect produced on organizational commitment of ICT Industrial workers through precedent study. And the importance of each factor was analyzed, regarding the deduced influencing factors. And influencing factors on organizational commitment of ICT Industrial workers were presented at a practical level on the basis of analysis results. According to the results of analysis, social support factors were interpreted as the most important influencing factor among the 1st hierarchical factors. According to the results of analysis after setting 12 factors for the 2nd hierarchical factor, 3 factors including emotional support, Informational support, and Substance/instrumental support, were interpreted as very important factors. However, psychological empowerment was analyzed to a relatively less critical.

• Journal of Sport and Applied Science
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• v.8 no.1
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• pp.1-10
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• 2024

The purpose of this study was to examine the structural relationship among organizational justice, athlete satisfaction, team commitment, and organizational citizenship behavior toward college athletes. To achieve this purpose, this study employed a convenience sampling method via a questionnaire dissemination. A total of 285 responses were collected from college athletes. Among those, 21 responses were excluded as they were not completed, leaving 264 usable data. The data was computed in SPSS 28.0 and AMOS 28.0, and analyzed with correlation analysis, reliability analysis, confirmatory factor analysis, and structural equation modeling analysis. Overall, organizational justice had a positive influence on athlete satisfaction, team commitment, and organizational citizenship behavior. Athlete satisfaction had a positive influence on team commitment and organizational citizenship behavior. However, there was no relationship between team commitment and organizational citizenship behavior. These findings provided empirical foundational data on the impact of organizational justice on psychological and behavioral outcomes and the overall efficiency and effectiveness of organizations, with a focus on college athletes who played a central role in the context of college sports setting.

• The Research Journal of the Costume Culture
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• v.24 no.2
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• pp.198-217
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• 2016

This study analyzed the effects of organizational culture on psychological empowerment and organization efficiency, and the effects of psychological empowerment on organization efficiency in fashion companies. In addition, this study analyzed the differences between organizational culture, psychological empowerment and organization efficiency across demographic characteristics. The survey was conducted among employees of fashion companies, and 320 responses were used in the data analysis. As a result, the group culture and innovative culture in fashion companies positively influenced the competence and meaning of psychological empowerment. An innovative culture and rational culture positively influenced the self-determination, and the group culture and rational culture positively influenced the impact of psychological empowerment. The group culture, innovative culture, and rational culture of fashion companies positively influenced job satisfaction, and the group culture, innovative culture, and hierarchical culture positively influenced job commitment. The group culture and innovative culture negatively influenced the turnover intention, but the hierarchical culture positively influenced the turnover intention. In addition, the psychological empowerment (competence, self-determination, impact, and meaning) positively influenced job satisfaction, and the competence, self-determination, and impact positively influenced job commitment. Competence negatively influenced the turnover intention, but the impact positively influenced the turnover intention. There was a difference in the group culture and turnover intention by ages, as well as a difference in the hierarchical culture and self-determination by work departments. The results of this study will be helpful for the establishment of the management and business strategies in fashion companies.

• International Journal of Contents
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• v.8 no.3
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• pp.57-63
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• 2012

Burnout is a severe psychological and physical syndrome that occurs in response to prolonged stress at work. It brings enormous costs to both organizations and individuals because it negatively impacts employees' job attitudes and leads to undesirable behaviors. The purpose of this study was to examine the negative effects of job burnout on the organizational commitment and organizational citizenship behavior of social worker. Organizational citizenship behaviors are efforts by employees above and beyond what is expected. For the research, burnout was consisted of emotional exhaustion(EE), depersonalization(PA) and diminished personal accomplishment(DP) by Maslach and Jackson's MBI. This study analyzed 342 social workers in private social welfare organizations by survey. The results of this study were summarized as follows: Social Workers had negative correlation to burnout on the organizational commitment and organizational citizenship behavior. Especially, EE, PA and DP had a negative effect on the organizational commitment; PA and DP had a negative effect on the organizational citizenship behavior. This study finally discussed theoretical implications for future study and practical implications for burnout strategies on the results.