• The Journal of the Korea Contents Association
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• v.17 no.1
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• pp.611-633
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• 2017

This research was designed to verify the causal relationships between organization managers' unmet expectations and job burnout and the mediating effects of overcommitment based on the effort-rewards imbalance theory. It was also intended to evaluate the moderating effect of LMXSC on the relationship between overcommitment and job burnout. 172 branch managers working at commercial bank were selected as the target research group. This study was validated by The SPSS 24.0, the reliability was justified through the factor analysis, and the casual relationship was confirmed through the three-step regression. As a result, unmet expectations had a strong positive correlation with job burnout and overcommitment. Overcommitment had a strong positive correlation with the mediating effect between unmet expectations and job burnout. Moderating effects of LMXSC were not significant. This study showed the practical implication between unmet expectations, overcommitment, and job burnout. Additionally it exhibited the job design and management practice in manager groups where the importance of their role has been expanded. Lastly, we found the interdisciplinary implication from making an effort to elaborate the antecedent of variables.

• The Journal of the Convergence on Culture Technology
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• v.5 no.3
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• pp.139-145
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• 2019

This study investigates the factors of job stress from working environment of employees' in the IT relative industry and explore its effects on both job involvement and affective commitment. 15 companies and individuals(IT freelancers) working in Seoul and Gyeonggi Provence were chosen for this study. Data were collected for 4 weeks from May 27 to June 28, 2019. A total of 400 employees' were attended in this research and finally 352 samples were used for the empirical analysis. The result of this study showed that 'role ambiguity' factor and 'role conflict' factor among the job stress factors influence on job involvement. Moreover, all factors(overload, role ambiguity, role conflict) among job stress influence on affective commitment.

• Proceedings of the KAIS Fall Conference
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• 2011.05b
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• pp.773-776
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• 2011

본 연구에서는 남녀 중고등학생을 대상으로 그들의 휴대전화 문자메시지 사용 실태 및 몰입 정도가 자신의 심리와 어떠한 관계가 있는지를 분석하는데 그 목적을 두고 있다. 분석결과, 문자 메시지를 사용하는 빈도가 높을수록 부적응/일탈 정도가 높아지는 것으로 나타났으며, 메시지 사용수준이 중간인 집단과 높은 집단은 낮은 집단에 비해 강박/집착 정도가 높은 것으로 나타났고,. 메시지 사용수준이 중간인 집단과 높은 집단이 낮은 집단에 비해 금단 정도가 높은 것으로 나타났다. 즉 문자 메시지를 많이 사용하는 청소년은 적게 사용하는 청소년에 비해 부적응/일탈정도가 높고, 강박/집착정도도 높고, 또한 금단정도가 높아 문자 메시지가 청소년의 정신 병리적 장애를 초래하는 것으로 나타났다. 또한 문자 메시지를 사용하는 빈도가 높은 집단이 낮은 집단이나 중간인 집단에 비해 혼미성이 매우 높게 나타났다. 이는 문자 메시지를 많이 사용하는 청소년은 적게 사용하는 청소년에 비해 혼미성이 높다는 것을 시사한다. 마지막으로 몰입정도의 세 가지 구성개념인 부적응/일탈, 강박/집착, 금단요인이 자기 통제 능력의 구성개념인 착각성 및 혼미성과의 상관이 유의하게 나타났다. 이는 휴대전화 문자메시지과다사용으로 청소년들이 건강한 성장을 하는데 악영향을 미치고 있음을 알 수 있다.

• Journal of Digital Convergence
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• v.13 no.2
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• pp.227-235
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• 2015

The aim of this study was to identify the type of occupational balance of college students and analyze the differences between positive or negative emotions according to degree of flow. The Experience Sampling Methods (ESM) were conducted for 12 college students using smart phones. As a result, in activities of daily living group, apathy showed the highest percentage (34%) and in over work group, flow showed the highest percentage (41%). In occupational balance group, frequency of labor and leisure activities was high but boredom was experience a lot in leisure activities. When the students experienced flow in main activities, mean score of positive emotions showed the highest value. Through this study, we identified the differences of flow experience in occupational performance based on type of occupational balance and confirmed improvement of positive emotions in activities experienced flow.

• The Journal of the Korea Contents Association
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• v.11 no.12
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• pp.190-205
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• 2011

The purpose of this study was to investigate the effects of the MICE industrial employee's job stressors on intent to leave and test of the mediating role of job satisfaction and job commitment. For the study, job stressors were defined 3 groups with 7 sub-factors, such as role stressors of role ambiguity, role conflict and role overload, task stressors of job routineness and job heteronomy, organizational stressors of job insecurity and distributive injustice. Data were collected from 303 MICE industrial employees in metropolitan area by structured questionnaires. Collected data were analyzed by AMOS 18.0 and findings are as follows. Firstly, on aspect of total effectiveness, the seven job stressors had harmful effect on intent to leave, especially organizational stressors had more serious effect on intent to leave than role stressors. Secondly, not only job satisfaction and job commitment had meditators role but also influenced on intent to leave directly. Thirdly, role ambiguity had effect on intent to leave indirectly through the job satisfaction, while role conflict and role overload had effect on intent to leave directly, and also indirect effectiveness on it through the job commitment. Fourthly, job routineness and job heteronomy had effected on intent to leave only through the meditators. Not only job insecurity and distributive injustice had influenced on intent to leave directly but also effectiveness on it indirectly through the meditators.

• Journal of the Korea Convergence Society
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• v.13 no.1
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• pp.131-139
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• 2022

This study investigated the effects of job satisfaction on job commitment and turnover factors of physical therapists working in residential facilities for the disabled. Job satisfaction (23 questions) and organizational commitment (11 questions) were investigated for 122 physical therapists working in residential facilities for the disabled. As a result of the study, the job satisfaction of physical therapists working in residential facilities for the disabled was 3.16, and the level of organizational commitment was 3.29, which was moderate. Among job satisfaction, higher self-esteem, superior and welfare system, communication, and satisfaction with colleagues showed higher organizational commitment. Self-esteem, supervisor and welfare system, communication, and co-worker factors were found to affect emotional commitment. Physical therapists working in residential facilities for the disabled pointed out dissonance between their boss and colleagues, poor working environment, salary problems, and excessive work as factors for turnover. In order to increase organizational commitment of physical therapists working in residential facilities for the disabled, it seems that respect for their work and improvement of relationships with superiors and colleagues are necessary.

• Journal of Digital Convergence
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• v.9 no.6
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• pp.103-111
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• 2011

This study parent-children relationship with the youth of the Internet was to evaluate the impact on. Internet excess utility of adolescents was to influence the, and how we received its relation the influence. This study distinguished their patent-children relation according to the violence and non-interference level and Internet excess utility contains an everyday life problem, we can not do the work to plan, the excess Internet usage, and the complications of the another person. This distinguished with genernal, potent risk, high risk category. The result was as follows: First, potent risk and high risk category appeared in the parent-children relation to be the no- interference. This means that parent-children relation has an influence on internet excess utility of adolescent. Second, the role of parents is important to reduce internet utility of adolescent, and it must understand so that the development stage is careful. We need the supply for adolescent with play and experience program development which can enjoy the leisure culture. We need internet poisoning expert training and the treatment must be achieved with the counselling to be continuous to problem adolescents.

• Proceedings of the Korea Contents Association Conference
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• 2018.05a
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• pp.487-488
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• 2018

대학생들에서 높은 카페인과 알콜 섭취가 보고되고 있고 간호대학생의 경우 과중한 학습 뿐 아니라 임상실습을 경험하는 등 많은 스트레스로 과다섭취의 위험이 있는 집단이다. 카페인과 알콜은 수면과 밀접한 관계가 있으며 적절하지 못한 수면은 학습몰입에 방해요소 이다. M군에 소재한 4년제 대학교의 간호학과 재학생 148명을 대상으로 알코올 및 카페인 섭취량, 수면, 학습몰입에 대해 자가보고방식의 설문을 수행하였다. 통계방법으로 일반적 특성에 대해서는 평균, 백분률을 산출하였고, 각각의 변수들의 관계는 Pearson's correlation을 수행하였다. 대상자의 카페인 섭취량은 평균 $283.14{\pm}284.23$이였으며 알코올 섭취량은 평균 $339.19{\pm}620.09$이였다. 수면의 질 척도 점수 (PSQI Score)의 평균은 $5.24{\pm}3.02$이였으며 5점 초과인 대상자는 56명(37.8%), 5점 이하는 92명(62.2%)이었다. 카페인 섭취량과 수면 문제 간에는 통계적으로 유의한 양의 상관관계 (r=.183, p=.026)였으며 7개의 항목 중 특히 총 밤 중 수면시간문제와 유의한 상관관계(r=.185, p=.025)가 나타났다. 카페인과 알코올의 과다 섭취는 수면 문제를 일으키게 되며 학습몰입에 영향을 주게 된다. 간호대학생의 경우 적정량의 카페인과 알코올 섭취를 위한 교육적 중재를 통한 신체적 뿐만이 아니라 정신적 건강 관리가 가능한 건강 전문인으로서의 양성이 필요하다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.4
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• pp.177-184
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• 2015

The purpose of this study was to investigate the effect that the job stress of employees would have on the organization effectiveness. In this study, 222 employees in Seoul and Gyeonggi province were surveyed from March to May, 2015 through empirical research with the structured questionnaires, and the collected data were statistically computerized under a statistical package of SPSS 18.0 and analyzed based on the correlation analysis, frequency analysis, and multiple regression analysis. The Following results were derived. First, the job stress of employees according to demographic characteristics had a significance difference. The technical employees had the lower role ambiguity of job stress compare to other group and the higher the income years and educational background, the higher the role overload of job stress. Second, the job stress of employees had a negative effect on the job satisfaction and Organization effectiveness but a positive effect on the turnover intention and the hypothesis was adopted. Thus, it turned out that the job stress of employees had a significant effect on the organization effectiveness and there was a significance at the statistical level. Based on this research finding, it is considered necessary to seek the specific measures that can help reduce the turnover rate of employees and improve their job satisfaction and organization commitment in a more effective methods.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.4
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• pp.215-225
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• 2016

There is growing attention towards the performance of non-profit organizations (NPO) as cases of moral hazard have emerged as social issues and the public becomes interested in the accountability of NPOs. Social welfare is among the representative service areas of NPOs, and it is regarded as a human service because it is delivered by people. Therefore, human capital-measured by criteria such as levels of organizational commitment-significantly affects the performance of social welfare organizations. However, these organizations have a high turnover rate due to inadequate working environments, heavy workloads, intensive work, and poor remuneration. Against this background, we surveyed social welfare organizations located in Busan and examined how workers' organizational commitment affects their turnover intention and the performance of the organization. For data analysis, SPSS WIN 18.0 was used, and variable-specific frequency analysis and technical statistics were used to identify general properties. A Pearson correlation analysis and a multiple regression analysis were conducted to investigate correlations and causal relationships among main variables. The results showed that the social workers' level of organizational commitment was 3.36 for normative commitment, 3.07 for continuance commitment, and 2.75 for affective commitment. The level of normative commitment was slightly higher than moderate, continuance commitment was close to moderate, and affective commitment was lower than moderate. The surveyed social workers' turnover intention was 2.71, and organizational performance was 2.79; both of those results were slightly lower than moderate. It was observed that affective commitment, marital status, workload, and age affected social workers' turnover intention. Their affective commitment, gender, and age affected the organization's performance. These results suggest that, for launching or operating an NPO, it is important to manage human capital effectively, particularly their affective commitment, to lower workers' turnover intention and improve organizational performance.