• Korean Journal of Social Welfare
• /
• v.64 no.3
• /
• pp.101-126
• /
• 2012

The purpose of this study was to examine the influence of person-job fit on organizational deviance and mediating effects of job satisfaction and organizational commitment(affective commitment and continuance commitment) on this relationship. Data were collected from 533 employees who were working in social welfare organizations by questionnaires. The result indicated that there were significantly positive relationships between person-job fit and job satisfaction or organizational commitment(affective commitment and continuance commitment). Also, there were significantly positive relationships between job satisfaction and affective commitment or continuance commitment. In addition, job satisfaction and affective commitment were negatively related to organizational deviance, and job satisfaction is more strongly related to organizational deviance than affective commitment. It was found that job satisfaction partially mediated the relationship between person-job fit and organizational commitment(affective commitment and continuance commitment) and affective commitment partially mediated the relationship between job satisfaction and organizational deviance. It was found that the person-job fit indirectly impacts organizational deviance though job satisfaction and affective commitment. Based on these results, the implication of this study and future research tasks were discussed.

• Journal of Families and Better Life
• /
• v.30 no.3
• /
• pp.59-67
• /
• 2012

This study investigate the influence of resilience on organizational commitment using social support as a mediating variable for kindergarten and childcare teathers. The subjects were 630 kindergarten and childcare teathers. The collected data were analyzed by Pearson's correlation as well as single and multiple regressions that used SPSS Win 19.0. The results were as follows: (1) The resilience was significantly associated with organizational commitment of kindergarten and childcare teachers. (2) The resilience was significantly associated with social support of kindergarten and childcare teachers. (3) The resilience was not significantly associated with organizational commitment of kindergarten and childcare teachers, controlled by social support. The results showed the social support was more important variable affecting organizational commitment of kindergarten and childcare teachers than the resilience. As a result, teachers have to be strengthened for support of social emotion that helps to control of their emotional condition and social evaluation that estimates their role positive under administration system.

• Journal of the Korean Dietetic Association
• /
• v.25 no.3
• /
• pp.178-187
• /
• 2019

This study examined the effects of social identity (cognitive, affective, and evaluative social identity) on affective commitment and behavioral intention in premium food markets. Data were collected from customers who had visited the premium food markets within three months prior to the time of the survey. A total of 247 responses were analyzed using SPSS 25.0 for Windows. The three attributes of social identity (cognitive, affective, and evaluative social identity) had a significant positive effect on the affective commitment, while affective commitment had a positive effect on the behavioral intention in premium food markets. On the other hand, only evaluative social identity had a significant positive effect on the behavioral intention in premium food markets. These results revealed the mediating effect of affective commitment in the relationship between social identity and customers' behavioral intention. This suggests a positive affective commitment as a key factor for customers in premium food markets. The results would be applied to marketing strategies based on the attributes of premium food market customers.

• The Research Journal of the Costume Culture
• /
• v.23 no.6
• /
• pp.1021-1037
• /
• 2015

This study analyzed the impact of sense of self-efficacy on job satisfaction and organizational commitment among technical designers in order to acquire information needed for human resources management in the field of technical design. The study was implemented through a normative-descriptive survey method using a questionnaire. The sample consisted of 217 technical designers working at vendors and agents located in Seoul. The results revealed that there were significant differences in the sense of self-efficacy levels among technical designers according to age and work experience. Personal self-efficacy had a positive influence on both intrinsic and extrinsic job satisfaction, but also on affective, continuance, and normative organizational commitment. In addition, personal self-efficacy had a greater influence on extrinsic job satisfaction than social self-efficacy. Both personal and social self-efficacy influenced continuance commitment while there was no relationship between social self-efficacy and affective organizational commitment. However, a clear relationship was found between both social and personal self-efficacy and normative organizational commitment. Nevertheless, social self-efficacy had a greater influence on normative organizational commitment than personal self-efficacy. This fact demonstrates the need to exert more effort to promote the sense of personal self-efficacy of technical designers. These results could be used to provide appropriate proposals for human resources management in the field of technical design.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.17 no.2
• /
• pp.282-289
• /
• 2016

This study examined the mediating effects of social capital between transformational leadership and organizational commitment in hospitals nurses'. The survey was conducted with 244 nurses working in a general hospital. The data was collected with the transformational leadership, social capital and organizational commitment and analyzed using the SPSS/WIN 21.0 and Amos 18.0. A positive relationship was observed between transformational leadership, social capital, and organizational commitment; social capital had a partial mediating effect of a transformational leadership and organizational commitment. To increase the organizational commitment, mediating between the head nurse' transformational leadership and social capital is recommended.

• International Journal of Fuzzy Logic and Intelligent Systems
• /
• v.10 no.3
• /
• pp.165-169
• /
• 2010

This study seeks to find the factors associated with social workers' turnover intention and show us how to manage turnovers by looking for some rules affecting turnover intentions. Our investigation surveying 331 social workers reveals that social workers' turnover intentions are affected by organizational commitment, job satisfaction, and burnout. Our pattern analyses using fuzzy ID3 show that the higher their commitment, the higher their job satisfaction stemming from promotion opportunities, rewards, and personal relations with peers and bosses. In addition, turnover intentions decreases (even if burnouts--the job-related stress--are very serious) when organizational commitment increases. We come to understand that organizational commitment could be a more important variable than job satisfaction and burnouts. Such results suggest that it would be necessary to consider how to improve social workers' organization-wide commitment rather than satisfaction and burnout related to jobs and environments.

• Korean Journal of Culture and Social Issue
• /
• v.20 no.2
• /
• pp.133-154
• /
• 2014

The purpose of this study was to investigate psychological processes based on the Korean college students' development of social justice interest and commitment. For this study, we replicated Miller and colleagues'(2009) study, which explained the development of social justice interest and commitment by social-cognitive career theory(SCCT). Social desirability was controlled, and then self-reports data from 343 college students were analyzed using Structural Estimate Modeling(SEM). As a result, the final research model that social justice self-efficacy and outcome expectations affect social justice interest and commitment was proven valid for Korean college students. Also, in comparison with the direct effects model(social supports and barriers affect directly on commitment), the indirect effects model(social supports and barriers affect indirectly on commitment through self-efficacy) was supported. As an unique path of social-justice domain, the indirect effect by social support on commitment through outcome expectation was proved, as well. This study covers measurement limitations, future directions for research, and some lessons points with regards to how Korean college students to have social justice interest and commitment.

• Journal of Information Technology Services
• /
• v.12 no.4
• /
• pp.25-40
• /
• 2013

Recently, social network services (SNSs) most notably in Facebook, Twitter, Linkedin have became a worldwide sensation more than the other internet services. This study suggested social conformity theory is appropriate tools for diagnosis to rapid adoption and diffusion of SNSs. Based on previous research, we suggested three different aspects of social conformity:social imitation conformity, social connection conformity, and social comparative conformity. Namely conformity has positive effect on user's three kinds of commitment which called continuance, normative, and affective commitment. we investigated user's commitment to the SNSs have positive effects on user's stickiness intention. Finally, we presented useful implications related to academy and industry.

• Korean Journal of Culture and Social Issue
• /
• v.21 no.4
• /
• pp.575-594
• /
• 2015

This purposed of this study was to investigate the effect of empathy on social justice commitment from a social-cognitive perspective. Specifically, we examined how cognitive and affective empathy affect social justice commitment through social justice self-efficacy, social justice outcome expectation, and social justice interest which represent a social-cognitive path of behavior. Based on the self-report survey sample of 537 people in their twenties, we first controlled social desirability, and then analyzed the measurement and structure model using Structure Estimate Modeling(SEM). As a result, it turned out that both cognitive and affective empathy indirectly affected social justice commitment through the path of the social-cognitive model. However, affective empathy had a larger effect size compared to cognitive empathy. Results suggest that empathy competence has an effect on not only general altruistic behavior as known before but also social justice behavior which include the value of equality and anti-discrimination. Finally, ways for facilitating social justice commitment in terms of cognitive and affective empathy were suggested.

• Journal of The Korean Society of Integrative Medicine
• /
• v.11 no.4
• /
• pp.221-235
• /
• 2023

Purpose : Delegating authority to employees exerts a positive effect on the efficient operation and service of a company. In particular, investigating how the delegation of authority granted to social workers, who have a greater workload compared with those of other occupations, influences job satisfaction and commitment to the organization is meaningful. Therefore, this study aims to investigate the impact of the empowerment of social workers on job satisfaction and organizational commitment. Methods : Toward this end, surveys were distributed to social workers employed at social welfare facilities in Daegu metropolitan city. Prior to the study, the researcher visited the institutions in which the social workers were working, explained the content in person, and conducted the self-administered survey accompanied by two research assistants who received prior training. Out of the 233 collected responses, those with unreliable responses and missing data were excluded, which left a sample of 224 for analysis. Data were analyzed using SPSS 18.0. Results : First, social workers who were older, had higher positions, and with longer years of service exhibited higher levels of empowerment in terms of differences in empowerment according to general characteristics. Second, for job satisfaction and organizational commitment according to general characteristics, the longer the period of employment, the higher the level of job satisfaction. Third, empowerment exerted an effect on job satisfaction and organizational commitment, and a positive correlation was found. Conclusion : The empowerment of social workers exerted a positive effect on job satisfaction and organizational commitment. Therefore, to improve service quality and the efficient operation of social welfare organizations in this practice, improving the empowerment of social workers is necessary by providing appropriate treatments, improving working environments, and providing appropriate discretion and decision-making authorities that are considered necessary for work performance.