• East Asian Journal of Business Economics (EAJBE)
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• v.6 no.2
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• pp.1-13
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• 2018

Purpose - The present research is to investigate the effect of psychological empowerment on turnover intention through job satisfaction and organizational commitment. Research design, data, and methodology - These include turnover intention as dependent variable, psychological empowerment as an independent variable and for mediating variables job satisfaction and organizational commitment. Also nationality of employee is used as a moderating variable. Survey data was collected was total 886 respondents from 345 Korean, 313 Chinese, 228 Japanese. Data analysis was conducted with SPSS to test reliability of variables with Cronbach's alpha and one variable confirmatory factor analysis to test common method bias. And regression analysis was conducted to confirm relationship among variables. AMOS was used for path analysis and to analysis moderating effect of employees' country. Results - The results of regression indicate that psychological empowerment increase job satisfaction, affective commitment, normative commitment and turnover intention. Job satisfaction, affective commitment and normative commitment decrease turnover intention. As for the moderating role of country, it seems that country does matter. Conclusions - Main conclusions of this research implicate that to decrease employee turnover intention company need to manage psychological empowerment, job satisfaction, and organizational commitment. Also there is need to consider similarity and difference in managing employees of Korea, China and Japan employees. Manager need to verify direction and importance of each antecedent then apply to employees.

• Culinary science and hospitality research
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• v.13 no.3
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• pp.278-292
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• 2007

This study is intended to identify how the organizational factors of hotel employees influence their job satisfaction and organizational commitment by the type of employment. Samples used for data analysis are 452 workers working for hotel companies including 276 regular employees and 176 non-regular employees. The results are as follows: first, the job satisfaction of regular employees is generally higher than that of non-regular employees. Second, the degree of affective and continuous commitment showed significant difference by the type of employment, but normative commitment did not. Third, according to the result of how job satisfaction influences organizational commitment, the job satisfaction of non-regular employees alone is not affected by the relationship of senior officers and coworkers.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.5
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• pp.269-278
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• 2020

The purpose of this study is to explore the relationship between employee's psychological capital, organizational commitment and job performance in Vietnam. In this study, psychological capital and overall organizational commitment are considered as two second-order constructs. Psychological capital includes four different components: self-efficacy, optimism, hope and resiliency. Organizational commitment comprises three different components: affective commitment, continuance commitment and normative commitment. The study uses the combination of quantitative research method and qualitative research method. Qualitative research method (based on the experts' opinions) is used to design the official questionnaire, while relationship between concepts is estimated by quantitative research method, which is inclusive of the methods of descriptive statistics, Cronbach's Alpha, EFA, CFA and CB-SEM. The survey is conducted in two ways: face-to-face and via email. Data are collected from 848 employees across provinces and cities in Vietnam. The findings show that psychological capital and job performance have a positive relationship, organizational commitment has positive influence on job performance, and psychological capital is also related to organizational commitment. All relationship between psychological capital, organizational commitment and job performance of employee are statistically significant. In addition, organizational commitment also plays the mediating role in the positive relationship between psychological capital and employee's performance.

• Asia-Pacific Journal of Business
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• v.14 no.1
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• pp.21-39
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• 2023

Purpose - The purpose of this study is to confirm that five different working positions show different Organizational Commitment (OC) and factors influencing OC levels in the Chinese MNCs. Design/methodology/approach - The study collected data of 326 employees in different positions in Chinese MNCs abroad and in domestic country. To test hypotheses, ANOVA analysis and linearity regression are used with SPSS 26 and AMOS 26 software on the collected data. Findings - Results shows that different working groups do not show significant difference of AC and CC level. However, there are significant difference of NC among the five groups in the Chinese MNCs. Employee's position and marital status are positively related to CC and NC. Tenure is positively related to AC. Research implications or Originality - Our research offers insight for further research direction on OC difference research. It provides implication for Chinese MNCs to consider more about strategies how to stimulate host country employee's normative commitment.

• Culinary science and hospitality research
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• v.23 no.5
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• pp.187-198
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• 2017

The purpose of the study was to investigate the relationships among leadership, organizational commitment and management performance of restaurant workers from the Busan Haeundae area. Normally, each leadership type(transactional leadership, transformational leadership, servant leadership) effected organizational commitment and management result. For the field test and verification, 200 staffs of the Haeundae restaurant participated in the survey from April 1st to May 30th, 2017. The research result was summarized as follows. First, all leadership types(transformational leadership, transformational leadership, servant leadership) of Haeundae restaurant staffs had a positive impact on affective involvement. Second, transformational leadership and transactional leadership of restaurant staffs had a positive influence on continuous commitment. Lastly, continuous commitment of restaurant staffs in Haeundae affected management result. In conclusion, precedent study explained only hotel investigation.

• East Asian Journal of Business Economics (EAJBE)
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• v.11 no.2
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• pp.1-13
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• 2023

Purpose - The purpose of this study is to identify emotional intelligence (EI) profiles according to the sub-factors of the ability EI model, namely, self-emotional appraisal, others' emotional appraisal, regulation of emotion, and use of emotion. In addition, this study aims to reveal whether there is a difference in job satisfaction, affective commitment, and turnover intention depending on the profile. Research design, data, and methodology - For the study, 536 survey responses were analyzed using SPSS 22 and MPlus 8.4. Result - The analysis identified four EI profiles. These were 1) middle-low generalized EI (all sub-factors of EI were slightly lower than the average level), 2) middle-high generalized EI (all sub-factors of EI were slightly higher than the average), 3) low generalized EI (all EI sub-factors were much lower than the average), and 4) high generalized EI (all EI sub-factors were much higher than average). Furthermore, significant differences were found in job satisfaction, affective commitment, and turnover intention according to each profile. Conclusion - This study expands the EI theory by revealing the profile of EI. In addition, this study investigated the impact of EI profile on job satisfaction, affective commitment, and turnover intention.

• Journal of Korea Society of Industrial Information Systems
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• v.17 no.5
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• pp.75-88
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• 2012

This study examines the relationship among servicescape, information technology, employee's job satisfaction, affective commitment and service performance. Empirical research is conducted to statistically test the model using SEM and empirically confirms followings: (a) positive effect of servicescape and IT on both of job satisfaction and affective commitment, which, in turn, positively influences on service behavior, (b) positive effect of affective commitment and service behavior on service recovery, and (c) significant indirect effect of job satisfaction on service recovery meditated by service behavior. Results suggest that there are direct and indirect effects on service performance of servicescape and information technology through job satisfaction and affective commitment. This paper is concluded with the summarized result and contribution of this study, managerial implication of the research findings, and further research issues.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.9
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• pp.339-350
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• 2022

The purpose of the study is to determine how organizational culture affects employees' organizational commitment in Vietnamese clothing enterprises. Quantitative research through a questionnaire survey was applied in this research. A Survey of employees of Vietnamese garment companies in Hanoi was conducted from May 2021 to August 2021. The questionnaire was built from reference to previous studies and transferred to Google form. 315 returned questionnaires were usable. The statistical software SPSS 20.0 was used to test the reliability of the scale (Cronbach alpha), exploratory factor analysis (EFA), and regression analysis. The Organizational culture is constructed by 8 components including Organizational Communication, Training and development, Reward and Recognition, Teamwork orientation, Decision-making, Innovation and risk-taking, Direction and future planning, and Leader behavior. Organizational commitment is constructed by 3 components such as affective commitment, continuance commitment and normative commitment. Findings show that organizational culture has a strong impact on organizational commitment in Vietnamese garment companies. Research provides recommendations on developing a good organizational culture through forming suitable leadership, effective organizational communication, training and development, reward and recognition, and a clear direction and future planning to enhance employee commitment to the organization and increase the garment company's performance in the future.

• Korea Journal of Hospital Management
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• v.7 no.2
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• pp.1-23
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• 2002

D. W. Organ(1977) published a paper about the importance of Organizational Citizenship Behavior(OCB) in an organization. Since then, the studies of OCB have been continuously increased. As recent business environment has changed with rapidity and uncertainty, OCB for the improvement performance of organization should be more emphasized. Role behaviors of organization are divided into two parts such as in-role behavior and extra-role behavior. In recent, although the researches about extra-role behavior have been studied, they are still not sufficient. This study attempted to examine relationships between organizational culture, organizational commitment and organizational citizenship behavior, Sample was 193 employee engaged in hospitals of Pusan. In this study I chose four factor(affective, conservative, task and innovative culture) of organizational culture and three factors (affective, continuous and normative commitment) of organizational commitment and five factors(altruism, conscientiousness, courtesy, civic virtue and sportsmanship) with regard to organization citizenship behavior. The major findings of the empirical research are as follows ; 1. The Causal relation of dimensions of organizational culture and dimensions of OCB. 1) Affective culture has significant impact on courtesy, civic virtue of OCB. 2) Conservative culture has no significant impact on all of OCB. 3) Task culture has significant impact on conscientiousness, civic virtue, sportsmanship of OCB. 4) Innovative culture has no significant impact on courtesy, civic virtue of OCB. 2. The Causal relation of dimensions of organizational commitment and dimensions of OCB. 1) Affective commitment has significant impact on all of OCB. 2) Continuous commitment has no significant impact on all of OCB. 3) Normative commitment has significant impact on courtesy, civic virtue of OCB. In brief, though this study has several limitations in research design and methods, the results suggest that organizational culture of hospitals and organizational comitment of hospitals shows a strong relationship to the organization citizenship behavior.

• The Korean Journal of Franchise Management
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• v.8 no.4
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• pp.33-43
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• 2017

Purpose - Previous studies about corporate image generally explore how corporate image affects a company's effectiveness from the consumer view. However this study attempts to explore the impacts of corporate image (reliability, friendly, corporate social responsibility, and innovation) on employees' altruistic behaviors in the franchise industry context. This study also examine whether organizational trust and affective commitment play a mediating role in the relationship between corporate image and employees' altruistic behaviors. The authors developed several hypotheses to achieve these purposes. Research design, data, and methodology - The data were collected from employees in food-service franchise companies located in Seoul, Korea. Among a total of 363 questionnaires distributed, 294(response rate of 81%) questionnaires were returned. After excluding 18 invalid respondent questionnaires, 276 valid questionnaires(response rate of 76%) were coded and analyzed using frequency, confirmatory factor analysis, correlations analysis, and structural equation modeling with SPSS 21 and SmartPLS 3.0. Result - The findings of the study are as follows: First, friendly, CSR, and innovation had positive effects on organizational trust, but reliability did not have a significant effect on organizational trust. Second, reliability and friendly of corporate image had positive effects on affective commitment, but CSR and innovation did have a significant effect on affective commitment. Third, organizational trust and affective commitment had positive effects on employees' altruistic behaviors. Conclusions - The aim of this study is to investigate the franchise corporate image as a significant influencing factor of employees' altruistic behaviors. The data were collected from only employees from franchising companies. The findings might vary from position to position. Future studies need to collect and compare data from managers. Future studies need to consider other variables that affect employees' altruistic behaviors. For example, leadership and market orientation might influence employees' attitude and behaviors. Also, future research should include other variables and it may have limitations in sample representative because of sampling franchise corporate in Seoul. Future studies will include franchise corporate all over the country. Future studies can also consider other variables (e.g., job performance and turnover intentions) to measure employee performance at the level of individuals and identify the impact of employee performance on business performance at the level of corporate.