• Journal of Korea Society of Industrial Information Systems
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• v.15 no.5
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• pp.197-209
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• 2010

The present state of the IT industry show workers with core capability KSA required by the IT industry having a high frequency of leaving for other industries or having the intention of doing so. This is not beneficial for the worker's career as well as the entire IT industry. Therefore, the purpose of this research is to support the development and management of IT human resources by selecting self-efficacy along with core capability KSA as the variables for researching career commitment and career change intentions. The results are as follows. It was found that the technical KSA and behavioral KSA of IT workforce influences self-efficacy. Self-efficacy has a significant effect on career commitment. It was found that managerial KSA has no effect on self-efficacy and career commitment.

• Journal of Venture Innovation
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• v.6 no.2
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• pp.83-99
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• 2023

The purpose of this study is to research the impact of the organizational culture of large construction companies on emotional commitment through organizational trust targeting the headquarters and field workers of domestics. Applied the significance sampling method, and the number of samples used in the final analysis was 201, and statistical analysis used the SPSS 20.0 program for the input data processing. As a result of the analysis, first, in the group of the sub-factors of organizational culture recognized by members of large construction companies, rational culture, development culture, and consensus culture had a significant positive (+) effect on emotional commitment, but hierarchical culture was not significant. Second, development culture, consensus culture, and hierarchical culture were found a significant positive (+) effect on organizational trust, but rational culture was not found to be significant. Third, organizational trust was found a significant positive (+) effect on emotional commitment. Fourth, organizational trust has been shown to mediate the relationship between organizational culture and emotional commitment. This suggests that organizational culture that aiming flexibility & change value rather than stability & control value for organizational members can have a positive effect on emotional commitment.

• Journal of the Korea Society of Computer and Information
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• v.19 no.12
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• pp.319-328
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• 2014

Although most of the debate on global climate change policy has focused on quantity controls due to their political appeal, this paper argues that agreement commitment are more efficient. Scenarios show that to have a likely chance of limiting the increase in global mean temperature to two degrees Celsius, means lowering global greenhouse gas emissions by 40 to 70 percent compared with 2010 by mid-century, and to near-zero by the end of this century. Ambitious mitigation may even require removing carbon dioxide from the atmosphere. This paper emphasizes on global cooperation which is a key for preventing global warming and toward sustainable development, and fair emission reduction targets among countries are significant for achieving emission reductions.

• The Journal of Industrial Distribution & Business
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• v.9 no.10
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• pp.39-50
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• 2018

Purpose - This study is to propose discriminative management strategies to long-term care facilities based on the empirical analysis after reviewing the effects of social support, perceived by long-term care facility employees, to service orientation. Research design, data, and Methodology - The research model designed social support, job stress, organizational commitment, and service orientation. The survey collected data from 453 customers in a long-term care facility in jeju. The SPSS 18.0 package was used for analysis. Results - First, social support for long-term care facility employees has a negative(-) effect to job stress. Test results, social support factors except appraisal support had a negative impact on job stress. Second, social support has a positive(+) effect to organizational commitment. Test results, informational support, tangible support and appraisal support had significant effects on organizational commitment. However, emotional support had a positive impact on affective commitment and normative commitment. Third, social support has a positive(+) effect to service orientation. Test results had a positive impact. Fourth, job stress has a negative(-) effect to organizational commitment. In the test results, employee's continuance commitment and normative commitment had significant negative effects in job stress. However, affective commitment had no significant impact. Fifth, job stress has a negative(-) effect to service orientation. Test results showed a negative impact. Conclusions - The study implies the following. First, that there should be a change in the social perception of long-term care facilities. 'Long-Term Care Insurance for The Elderly' was enacted to emphasize this responsibility for the elderly problems as a new system. Enactment of this Act was expected to improve the quality of life of the people by stabilizing the elderly life and reducing the burden of families. Therefore, long-term care facility system should be as efficient as possible for making plans for systematic and organizational support. Second, the efforts of facility managers to minimize job stress of employees is necessary. Accordingly, performing spontaneous work is required for a comfortable working environment and management. Third, the systematic education and training to employees for service oriented behavior of the facility will be required in the long term.

• The Korean Journal of Emergency Medical Services
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• v.10 no.2
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• pp.43-52
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• 2006

Purpose: The purpose of this study was to investigate the relationship between motivator, hygiene factor and organizational commitment of fire officials. Method: The subjects of this study were 228 fire officials in Kongju and Choengju province. Data were collected using self-reporting questionnaire during the period from 1st to 25th of February 2006. Collected data were analyzed using SPSS 12.0 program. Real number, percentage, mean and standard deviation were calculated, and t-test, ANOVA, Pearson correlation coefficient were carried out. Result: The findings of this study as follows: The motivator according to job characteristics was statistically significant differences in certificate(F=3.29, p= .002), aptitude(F=15.49, p= .000). The hygiene factors according to job characteristics was statistically significant differences in certificate(F=2.59 p= .01), aptitude(F=6.72, p= .000). The organizational commitment according to general characteristics were statistically significant differences in age(F= 2.625, p= .036), religion(F=3.869, p= .005). The organizational commitment according to job characteristics were statistically significant differences in experience(F=3.746, p= .001), aptitude(F=13.743, p= .000), wish of practice change(F=8.907, p= .000). The commitment was found to be in significant positive correlations with motivator(r= .436, p= .000) and hygiene factors(r= .336, p= .000). Conclusion: From the results, we recommend that the organization management program develops for increasing motivator in fire officials be used.

• Journal of radiological science and technology
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• v.42 no.3
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• pp.231-238
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• 2019

Medical institutions are abundant in human resources and have a unique structure with diverse professions and various organizational cultures coexist. This organizational culture influences organizational effectiveness and influences the effectiveness of the organization as a factor of leadership and organizational culture. Leadership is an important factor in linking employee behavior to organizational commitment to achieve job satisfaction. The purpose of this study was to analyze the effect of organizational effectiveness on organizational culture, leadership perception, and job stress in a special organization called radiologist. As a result, organizational culture and transformational leadership showed high correlation with 0.627. Among the organizational effectiveness variables, organizational commitment showed the highest influence with transformational leadership(${\beta}=0.284$, p<0.001), and job satisfaction was also the highest with transformational leadership (${\beta}=0.440$, p<0.001). The results showed that the expectation of transformational leadership affects organizational commitment and job satisfaction. In order to expect a positive change in the effectiveness of the organization, the radiologist culture requires an organizational culture that can fully demonstrate autonomy and creativity, and transformational leadership is required for this.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.32 no.3
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• pp.49-58
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• 2009

Healthcare organizations need mutual cooperation among various medical professionals in order to carry out the performance of their duties spite of haying a strong job specialization and independence based on license. However, spite of the importance of leadership roles, there have not been enough researches dealt with leadership effect under the complex duties' relationship of a healthcare organization. This study suggested a new model by combining characteristics of leadership style, job satisfaction, and organizational commitment using Structural Equation Model (SEM). The data were self-administered questionnaires collected in 2006 from 437 employees (nurses, medical technicians, and administrative staffs) of 5 hospitals located in Seoul. The items of questionnaire were composed as a method of choosing new leadership style based on the Bass's standardized questionnaire on a Iransactionaljtransformational leadership combining the Leader Behavior Description Questionnaire-XII (LBDQ-XII) of the Ohio State University and Graen and Uhl-Bien's LMK scale through simulation techniques responding to organizational commitment. As a result, the leadership style increasing employees' self-confidence and having continuous response relationship between managers and employees improved their discretion and empowerment as well as worthwhileness and pride. However, the leadership style emphasizing reward and a sense of duty brought about a bed result that was not able to effectively respond to employees' discretion and empowerment and even weakened their worthwhileness and pride. After all, the leadership style based on vision and change had an effect on organizational commitment but the other one based on reward and a sense of duty seemed to be unsuccessful in organizational commitment. Therefore, the desirable leadership in a healthcare organization should be based on employees' self-confidence and continuous response relationship between managers and employees.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.4
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• pp.1-15
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• 2021

Purpose - In a difficult time for a firm, it seems impossible to change circumstances by a firm. Nevertheless, the firm must do whatever it can do by however it can do. Therefore, the purpose of this study is to analyze the effect of HRM practice on organizational effectiveness with the status quo of the firm as a moderator. Based on the result of this study, the managerial implication could be suggested as a contextual response to each status quo of the firm in improving and managing organizational effectiveness by HRM practice. Research design, data, and methodology - This study measured organizational effectiveness with employee satisfaction and organizational commitment. HRM practice includes two HR management areas, HR system, and HR attitude. HR system includes education & training and additional wage welfare. HR attitude includes employee stress and empowerment. As for the status quo of the firm, this study considered three construct; firm feature, strategic feature, environment change feature. This study analyzed 397 employees of 24 company data from the 7th HCCP of KRIVET. Result - Hypothesis 1 through Hypothesis 3 were partially supported. The results of this study suggest that to increase organizational effectiveness(job satisfaction and organizational commitment), employee stress and education & training participation need to be managed. And circumstance of an organization as given the Status Quo of the firm needs to be managed differently like firm size, environment change in demand, and technology. Conclusion - This study suggests best-practice implications based on the result between HRM practice and organizational effectiveness. And also suggest differentiation in management to increase the best-fit in management.

• Journal of Global Scholars of Marketing Science
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• v.8
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• pp.315-339
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• 2001

As a new environment, the Internet proposes to us the innovative change of our life. Recently, there has been much attention to the virtual shopping mall as a new distribution channel and marketing tool. In this study, the effect of satisfaction and commitment on loyalty at virtual shopping mall is investigated. Additionally, we examined the effects of the navigation, merchandise value, shopping experience, and community on satisfaction and commitment. The study results as follows: First, satisfaction is a function of navigation, merchandise value, shopping experience, and customer intimacy. Second, commitment is a function of shopping experience, customer intimacy, and community. Third, satisfaction and Commitment is significantly related to virtual shopping mall loyalty.

• Culinary science and hospitality research
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• v.20 no.6
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• pp.41-55
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• 2014

This study made frequency analysis, factor analysis, reliability analysis, correlation analysis, and regression analysis using SPSS 18.0 for 225 culinary employees working for super deluxe hotels in Busan and Ulsan areas in order to analyze the effects of job embeddedness on job satisfaction, career commitment and turnover intention. Results are as follows: first, as a result of testing the effects of hotel culinary employee's job embeddedness on job satisfaction, it was found that fitness, sacrifice, and links have positive (+) effects on job satisfaction. Second, it was found that fitness and sacrifice of a hotel culinary employee's job embeddedness have positive (+) effects on career commitment. Third, this study showed that fitness and sacrifice have negative (-) effects on turnover intention. Fourth, it was found that job satisfaction has a negative (-) effect on turnover intention. Fifth, it was found that career commitment has a negative (-) effect on turnover intention. These findings indicate that the higher hotel culinary employee's job embeddedness is, the less their intention to change jobs becomes by increasing job satisfaction and career commitment.