• Journal of Digital Convergence
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• v.10 no.4
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• pp.173-179
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• 2012

In this study, gieopjung S corporations around the country the customer's perceived image of S corporations and relationships affect the relationship between commitment and see it through the marketing strategy was to become the foundation of the relationship of the findings customers commitment to S corporations used to think showed significantly affect impartiality. Growth of corporate commitment to the relationship between S corporations also affect to some extent because of the image rather than just winning and how much that technology can be seen to affect the Saints. In addition, does not affect the reliability of several factors, innovation, enterprise-wide chief executive officer, and so on image based on careful consideration of a more customer-oriented company with a reliable image of the future must be concerned with is improving.

• The Journal of Industrial Distribution & Business
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• v.14 no.3
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• pp.27-43
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• 2023

Purpose: Changes in the employment environment in the era of the 4th Industrial Revolution are influencing various factors by the emergence of new jobs and the change in perception of job stability due to globalization of information technology and industry This study attempted to present implications by verifying the structural relationship of beauty workers' sustainable organizational commitment and the method necessary for conflict management in the industrial field due to the recent changes in the employment environment of the beauty industry in the 4th Industrial Revolution. Research design, data and methodology: This study sampled 604 beauty industry employees Frequency analysis, validity and reliability analysis, factor analysis, and path analysis were performed using SPSS WIN23.0. Results: It was found that the change in the employment environment caused by the 4th industrial revolution had a significant negative (-) effect on the job satisfaction and organizational commitment of beauty industry workers. Conclusion: This study is that changes in the employment environment negatively affect job satisfaction and organizational commitment of beauty workers. We hope to contribute to the development and growth of the beauty industry by providing basic data for the beauty tech service industry in the 4th industrial era.

• BMB Reports
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• v.54 no.9
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• pp.464-469
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• 2021

Cardiomyocyte differentiation occurs through complex and finely regulated processes including cardiac lineage commitment and maturation from pluripotent stem cells (PSCs). To gain some insight into the genome-wide characteristics of cardiac lineage commitment, we performed transcriptome analysis on both mouse embryonic stem cells (mESCs) and human induced PSCs (hiPSCs) at specific stages of cardiomyocyte differentiation. Specifically, the gene expression profiles and the protein-protein interaction networks of the mESC-derived platelet-derived growth factor receptor-alpha (PDGFRα)⁺ cardiac lineage-committed cells (CLCs) and hiPSC-derived kinase insert domain receptor (KDR)⁺ and PDGFRα⁺ cardiac progenitor cells (CPCs) at cardiac lineage commitment were compared with those of mesodermal cells and differentiated cardiomyocytes. Gene Ontology and Kyoto Encyclopedia of Genes and Genomes pathway analyses revealed that the genes significantly upregulated at cardiac lineage commitment were associated with responses to organic substances and external stimuli, extracellular and myocardial contractile components, receptor binding, gated channel activity, PI3K-AKT signaling, and cardiac hypertrophy and dilation pathways. Protein-protein interaction network analysis revealed that the expression levels of genes that regulate cardiac maturation, heart contraction, and calcium handling showed a consistent increase during cardiac differentiation; however, the expression levels of genes that regulate cell differentiation and multicellular organism development decreased at the cardiac maturation stage following lineage commitment. Additionally, we identified for the first time the protein-protein interaction network connecting cardiac development, the immune system, and metabolism during cardiac lineage commitment in both mESC-derived PDGFRα⁺ CLCs and hiPSC-derived KDR⁺PDGFRα⁺ CPCs. These findings shed light on the regulation of cardiac lineage commitment and the pathogenesis of cardiometabolic diseases.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.8
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• pp.259-270
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• 2021

The purpose of this study is to explore the link between job satisfaction and organizational commitment at higher education institutions (HEIs) in emerging countries such as Vietnam and to determine extrinsic work factors that influence job satisfaction. Higher education is critical for socio-economic growth and the overall development of each country. Hence, an understanding of what motivates employees' actions and attitudes should be obtained before determining the extent of employee satisfaction. The conceptual model was developed by incorporating job satisfaction-related variables, their relationships, and the impact of job satisfaction on organizational commitment. An empirical study was conducted on a study sample of public and private universities, with 316 academics and non-academic employees surveyed. The current study employed the partial least squares structural equation modeling to test the proposed hypotheses. The results reveal a positive and significant relationship between job satisfaction and organizational commitment. The findings confirm that extrinsic work factors (job itself, supervision, working conditions, payment, and reward and recognition) have a positive and significant relationship with job satisfaction. Furthermore, the study indicates that employees at HEIs who have a high level of ability utilization and supervisor support are more likely to be satisfied with their jobs.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.16 no.6
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• pp.265-275
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• 2016

IT industry has rapidly changed with unlimited competition. In this situation, this article is searching for methods to enhance work engagement(WE) which increases workers' and organizations' performance. Servant leadership(SL) involves organizational change, thus one dimension of SL named commitment to the growth of people(CGP) which focuses on people' development would play a decisive role in IT industry, since member's capacity makes a success of this field. Since CGP would influence on perceived organizational support(POS), workers would have positive attitude to work. Furthermore, expectancy has a critical role for CGP which is related to the future. In future oriented viewpoint, if a leader supported members' growth and they had positive expectancy for the future, they would have higher POS, then WE also will be increased. The purpose of this study is to explain the importance of CGV, expectancy and POS, since they enhance WE which is the key factor for success of IT organizations and members in today.

• 대한공업교육학회지
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• v.35 no.2
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• pp.140-158
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• 2010

The purpose of this study was to investigate the influences of 5 intrinsic and 5 extrinsic factors on technology teachers' job satisfaction and commitment. The collected data from 108 technology teachers in Gwangju city and Jeolla Nam-do, were analyzed and tested at p<.05 or more by using Multiple Regression through SPSS program. The levels of the teachers' job satisfaction and commitment were respectively M=3.91 and M=3.69 at Likert scale. Among 5 intrinsic and 5 extrinsic factors, other factors except for two factors-work environment and salary were, even if a little, satisfied to the teachers. They were more satisfied with the intrinsic factors than the extrinsic. $R^2$=.515 was found between teachers' job satisfaction and the combination of 10 factors-achievement, work itself, responsibility, opportunity for growth, recognition, job safety, work environment, salary, supervision skill, human relation. $R^2$=.616 was between teachers' commitment with the combination of the factors. The combinations were respectively accountable for 51.5% of the job satisfaction change and for 61.6% of the commitment change. The relative importances of the factors were salary first, achievement second and others not for the job satisfaction, and achievement first, opportunity for growth second and others not for the commitment. The generalization of the above results is limited to improving technology teachers' job satisfaction and commitment at the secondary level in Gwangju city and Jeolla Nam-do.

• Quality Improvement in Health Care
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• v.10 no.2
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• pp.144-153
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• 2003

1) Background: The hospitals of modem society, like any other business entities, have to constantly strive to secure their survival from aggressive changes and competition outside. In this unstable environment, effective leadership is one of the most effective strategies for securing organization's growth as well as stability. This study investigated types of leadership (transformational or transactional) that is dominant in medical record departments and compared it's effects on organizational commitment and job satisfaction of their organizational members by types. 2) Method: A questionnaire was developed and mailed to all medical record administrators working at general hospitals throughout the country except department directors (N=450). Of these, 150 useable questionnaires were returned and analyzed by t-test, multiple regression analysis using SPSS. 3) Results: The organizational commitment and job satisfaction were a little bit higher than moderate level, and that of leadership perceived by medical record administrators was also in moderate level throughout types. Significant characteristics (positively) related to organizational commitment and job satisfaction by univariate analysis were marital status (married), position (middle management) and both type of leadership. However transformational leadership was the only significant factor in leadership styles after considering all the factors related to organizational commitment and job satisfaction together by multivariate analysis. 4) Conclusion: The average organizational commitment and job satisfaction of medical record administrators was just in moderate level. Efforts should be made to increase them by improving leadership capacity of medical record directors, primarily by using transformational leadership approach.

• Health Policy and Management
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• v.12 no.3
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• pp.36-53
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• 2002

The purpose of this study is to investigate the determinants of intent to leave of hospital pharmacists. The independent variables contain three groups of determinants: environmental variables(job opportunity and external support), psychological variables(met expectations, growth desire, self-efficacy, and positive/negative affectivity) and structural variables (power, legitimacy, job variety, job significance, workload, physical environment, job security, pay, internal support, job growth, and promotional chances). The sample used in this study consists of 252 pharmacists working at hospitals in Seoul City, Inchon City and Kyunggi Province. Data were collected with self- administered questionnaires from Oct. 24 to Nov. 14 in 2001 and analyzed using path analysis. The results of this study indicate that the following variables, listed in order of size, have significant negative effects on intent to leave of hospital pharmacists; met expectations, organizational commitment, job satisfaction, promotional chances, and job variety. Job opportunity was found to have significant positive effect on the intent to leave of hospital pharmacists. Implications for hospital administrators and discussions for further research were suggested.

• The Journal of Economics, Marketing and Management
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• v.3 no.1
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• pp.1-22
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• 2015

High growth and increasing traffic and transport finished vehicles, a significant impact on how organize the flow of parts to auto makers an dagencies have As a result, the automakers to improve its position as a highly responsive, with minimal costs, the out sourcing of their logistics processes. This paperis the result of field research to determine the effectiveness of the logistics industry in Iran and focuses on information technology deals the transport vehicle and parts sales deals, indicators used in the model include: IT focuses, IT Valence, IT Competency, IT Managerial Commitment, IT Resource Commitment and competitive advantage identified. Data collected by questionnaires from managers and experts have been towing companies ISACO and SAIPA trailer hypotheses using structural equation methods and software has been analyzed Amos, Results show, focusing on information technology now has significant impacts on logistics and transport. As a result the impact of, IT valence, IT competency and IT Managerial Commitment analytics to gain competitive advantage was not approved, but the rest of the factors were confirmed.

• Journal of Korea Society of Industrial Information Systems
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• v.22 no.2
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• pp.91-106
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• 2017

In This Study, we Analyze how the Market Orientation and Learning Orientation that can be Regarded as the Two core Factors of Small Business, Necessary for Companies to Grow Continuously Influence on Corporate Performance. This is an Empirical Study on the Influence of them. Small Companies have a Greater Impact on the Survival and Growth of Organization Commitment I Experienced that. In this Study, we Focused on the Mediating Effect of Organization Commitment when the Company's Market Orientation and Learning Orientation Influenced on the Corporate Performance as a Differentiated Element of Research. Research results have Revealed that Surprisingly, Small Companies Market Orientation and Influence on Corporate Performance. This is an Empirical Study on the Influence of them. Small Companies have a Greater Impact on the Survival and Growth of Organization Commitment I Experienced that. In this Study, we Focused on the Mediating effect of Organization Commitment when the Company's Market Orientation and Learning Orientation Influenced on the Corporate Performance as a Differentiated Element of Research. Research results have Revealed that Surprisingly, Small Companies Market Orientation and Learning Orientation had a Significant Influence on Corporate Performance. It was also Verified that Organization Commitment had Partially Mediated Effects. In Conclusion, as a Prerequisite for Small Enterprises to grow, we have to Create Market Oriented and Learning Oriented Organization and at the same time we should Strive to Ensure that all Organization Members have Attachment Relationships with their Organization. It is Understood that it must be. The Results of these Studies will be Helpful for not only Individuals who Prepare for Founding and Founded but also Start-up Related Officials.