• The Korean Journal of Health Service Management
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• 제6권1호
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• pp.87-103
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• 2012

The purpose of this study is to investigate the determinants of intent to leave among workers at long-term care institutions in South Korea. The model represents a revision of the Price(2001) model which extends previous research by providing a comprehensive review of the economic, psychological, sociological literature. This study also examined the moderating effects of values toward independent variables on the job satisfaction and organizational commitment. The sample used in this study consisted of 400 workers from 9 long-term care hospitals and facilities nationwide. Data were collected with self-administered questionnaires and analysed using multiple regression analysis and path analysis. The main results of the study were as follows. The variance of job satisfaction and organizational commitment explained by the independent variables used in the study are 74.5% and 76.3% respectively. The results of this study revealed that the following variables have significant negative effects on intent to leave among workers; organizational commitment, job satisfaction, positive affectivity, supervisor support, job significance, job security, job growth. And the following variables have significant positive effects on intent to leave among workers; job opportunity, negative affectivity. This result is same when the moderating role of values were considered in the analysis. Among demographic variables, only age was found to have a significant positive effect on the intent to leave among workers.

• Journal of Digital Convergence
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• 제18권1호
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• pp.83-92
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• 2020

Establishing a financial independence is essential for sustainable growth of social enterprises. In this vein, this study investigated the key factors that affect customer loyalty about the products or services provided by social enterprises. Commitment and trust in social enterprises were considered as main factors affecting customer loyalty. We also examined the effects of functional, hedonic and social value about the products or services of social enterprises on purchasing decision-making processes. The research model analysis was conducted on 204 consumers using social enterprises in Dong-gu, Daegu. The analysis of research model has shown that commitment and trust had a significant impact on customer loyalty about the product or service of those enterprises. Functional value did not have a significant effect on commitment, while it had a significant effect on trust. Hedonic value had a significant impact on both commitment and trust. Social value had a significant effect on commitment, but not on trust. Value congruence had a significant effect on both commitment and trust. Based on the our findings, it is expected that it would help establish operational and marketing strategies to improve competitiveness in products and services of social enterprises.

• Journal of the Korea Society of Computer and Information
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• 제16권11호
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• pp.209-217
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• 2011

Recently, As it takes charge of the customer service in many enterprises, the importance of call center has been emphasized more and more. The growth of call center industry is leading lots of call center agents. But, Call center agent's frequent turnover deteriorates the labor productivity and quality. Also, This turnover increases training cost and recruit cost. For these reasons, management turnover in call center is emerging as an important issue. The purpose of this study is to analyze the relationship of job satisfaction factors, job satisfaction, organizational commitment and turnover intention of call center agent. To achieve these objective, as a conceptual model of the study, job satisfaction factors, job satisfaction, organizational commitment and turnover intention were reviewed and the model could be estimated through path analysis. According th the finding of this study, job satisfaction factors have positively impact on the job satisfaction, organizational commitment but have not directly impact on the turnover intention. Also job satisfaction and organizational commitment have negatively impact on the turnover intention. As a result, the meaningful implication of this study suggests that the increase of both job satisfaction and organizational commitment through the improvement of job satisfaction factors should be regard as important dimensions to decrease of turnover intention of call center agents.

• The Journal of the Korea Contents Association
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• 제8권2호
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• pp.213-221
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• 2008

In recent years, growth of the call center industry is leading lots of employment. But caller's frequent turnover deteriorates the labor productivity and increases the employment and training cost. The purpose of this study is to draw some factors by which turnover intention is influenced through literature review and identify a causality between the determinants and turnover intention. Call center callers were surveyed and the data were statistically analyzed. Empirical results indicate that job satisfaction and organizational commitment have negatively impacted on the turnover intention. Job characteristics have positively impacted on job satisfaction and organizational commitment but have not directly impacted on the turnover intention. Based upon the statistical results, some useful suggestions for call center managers are provided.

• Proceedings of the KIEE Conference
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• 대한전기학회 1997년도 추계학술대회 논문집 학회본부
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• pp.174-176
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• 1997

This paper proposes a unit commitment scheduling method based on hybrid genetic algorithm(GA). When the systems are scaled up, conventional genetic algorithms suffer from computational time limitations because of the growth of the search space. So greatly reduce the search space of the GA and to efficiently deal with the constraints of the problem, priority list unit ordering scheme are incorporated as the initial solution and the minimum up and down time constraints of the units are included. The violations of other constraints are handled by integrating penalty factors. To show the effectiveness of the proposed method. test results for system of 10 units is compared with results obtained using other methods.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• 제9권5호
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• pp.255-265
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• 2014

Job creation is foundation for wealth creation of the individual personal and important social activities that can solve the problem through increased economic activity and decreased population of unemployment. Jab creation contributes to the best way to solve social problems by acting as mediator of economic stability by establishment to a virtuous cycle between growth and employment and providing the foundation for sustainable growth. In this study, the factors affect on entrepreneurship and professional values were studied on the vocational personality types of student. As a result of this study, Vocational personality types positive commitment to the entrepreneurship. Realistic, exploratory, artistic, social, persuasive and customary factors also positive commitment the entrepreneurship. Vocational personality types positive commitment to the professional values. Professional values positive commitment to the entrepreneurship. However, the professional value factors which are self-actualization, safety, power, independence, community service and leadership depend on entrepreneurship. Therefore, in order to improve the success rate of student start ups, the appropriate selection of optional items of start ups and entrepreneurship education at the right time to establish a business plan by the type of vocational personality types and should provide the opportunity to encounter.

• Journal of the Korean Society of Clothing and Textiles
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• 제32권12호
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• pp.1927-1938
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• 2008

Companies can build a close relationship by providing benefits that consumers want. As long relationships between consumer and company are stressed these days, it is very important for the growth and development of companies to assess what benefits consumers perceive and how they reflect them to their buying behaviors. Thus, this study aims to examine the relational benefits that consumers perceive in internet clothing purchase and how these perceived relational benefits affects relational commitment and customer loyalty. This study surveyed 343 male and female in their 20s and 30s for empirical analysis who have ever purchased clothing through internet shopping malls. Descriptive statistics, factor analysis, ANOVA analysis, Duncan test, and ${\chi}^2$-test are carried out using SPSS for Windows 12.0 for statistical analysis. The results are as follows. First, the dimensions of relational benefits perceived by consumers in internet clothing purchase are found 6 including customization, economic, psychological, social, shopping convenience, and informational. Second, consumers' perception of relational benefits significantly affect on relational commitment and loyalty, thus consumers with greater recognition of relational benefits have higher relational commitment and loyalty. Third, based on the dimensions of consumer's perceived relational benefit, consumers are categorized into 6 types: group perceiving social benefit, group perceiving economic/shopping convenience benefit, group perceiving shopping convenience benefit, group perceiving customization benefit, group perceiving informational benefit, and group perceiving psychological benefit. The group perceiving customization benefits have higher relational commitment and loyalty than the others. It is expected that this study will help internet companies establish customer relationship management strategies, which are needed to promote relationships with customers and to enhance customers' loyalty to internet shopping malls.

• Journal of Digital Convergence
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• 제17권10호
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• pp.59-66
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• 2019

The purpose of this study was to investigate the effect of empowerment on organizational commitment and team performance after establishing their relationship through research on empowerment, organizational commitment, and team performance. The main results were as follows: First, empirical results showed that organizational commitment and team performance had a significant influence on the relationship between empowerment and organizational effectiveness. Second, the role of empowerment The results of this study suggest that empowerment has a positive effect on organizational commitment and team performance when the perceived fairness perception is high. In order for the company to continue to grow, the most important thing is that the cycle of continuous empowerment of its employees as a human resource is considered as an alternative to sustain the continuous growth of the organization. To this end, companies offer their future vision and goals that they can share I think we should continue to pursue changes in the organization. Based on the results of the study, the implications and limitations of the research and future direction of the research were suggested.

• International Journal of Costume and Fashion
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• 제18권2호
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• pp.45-64
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• 2018

This study assessed scuba divers' wetsuit selection criteria based on the gender, age and scuba diving commitment level along with identifying currently owned and preferred wetsuit types. Lamb and Kallal's Functional, Expressive, and Aesthetic Consumer Needs (FEA) Model was the conceptual framework used for this study. Scuba diving has seen consistent growth, worldwide, it is necessary to investigate with wetsuit needs of this consumer group. A survey of 302 active scuba divers participated in the study. Total participants included 202 male and 100 female scuba divers. Divers stated fit was the most highly rated criteria with don/doff being most problematic. Female and older divers regarded functional performance criterion greatly(p<.05). Highly committed divers regarded the functional quality (p<.01) and aesthetic/expressive features (p<.05) of the wetsuit as important and owned more wetsuits(p<.01). Gender saw differences in required sizes ranges(p<.001) and style preferences(p<.05). Results suggest gender, age, and commitment levels all impact the wetsuit selection criteria of scuba divers.

• The Journal of the Korea Contents Association
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• 제16권1호
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• pp.190-203
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• 2016

Based on the premise that a systematic career process was one of the essential elements of successful task performance both for individuals and the organization in the field of social welfare, this study set out to empirically analyze factors influencing the career commitment of social workers at a multidimensional level and provide practical implications for the directionality of career management on the basis of data with theoretical and statistical accuracy. For those purposes, the study collected individual and organizational characteristics data from 787 social workers at 46 agencies through a structured questionnaire and analyzed influential factors through the multilevel analysis technique by taking organizational effects into account. The analysis results show that explanations by the organization characteristics recorded significant 15% in the total variance of career commitment and that its influential factors included such significant variables as the protean career attitude, desire for growth, human network, and self-efficacy at the individual level and also the qualification compensation system at the organizational level. The study then proposed and discussed integrated practice strategies between individuals and agencies as the measures to promote career success through the activation of individual factors based on the consideration of organizational effects such as the application of an employee assistant program, provision of incentives to professional career development, and shift to a learning organization.