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

• The Journal of the Korea Contents Association
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• v.10 no.1
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• pp.353-364
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• 2010

The purpose of this study is to examine the effect of leader-member exchange(LMX) on employee's affective commitment and continuance commitment focusing on the mediating role of job stress. On the basis of theoretical linkages between the constructs, a conceptual model and hypotheses were established. The sample included 482 employees. Structural equation modeling(SEM) was employed to test the hypothesized relationships in the conceptual model. This study shows that the proposed model is reasonably fit to the actual data. Empirical results indicate that LMX has a negative impact on employee's job stress, has a positive impact on employees' affective commitment and continuance commitment. Employees' job stress has partially mediated effect on the relationship between LMX and employees' affective commitment, but has not mediated effect on the relationship between LMX and employees' continuance commitment.

• Proceedings of the Korea Contents Association Conference
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• 2011.05a
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• pp.203-204
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• 2011

이 연구의 목적은 민간경비원의 조직문화와 직무스트레스 및 조직몰입의 관계를 규명하는데 있다. 이 연구는 2011년 수도권소재(인천) 공항에서 재직하고 있는 민간경비원들을 모집단으로 설정한 후 유의표집법을 이용하여 최종분석에 이용된 사례 수는 총 203명이다. 연구에 사용된 설문지는 총 56문항으로 구성되었다. 분석방법은 SPSSWIN 18.0을 이용하여 빈도분석, 요인분석, 신뢰도분석, 회귀분석 등을 실시하였다. 설문지의 신뢰도는 Cronbach's ${\alpha}$값이 .671이상으로 나타났다. 결론은 다음과 같다. 첫째, 민간경비원의 조직문화는 직무스트레스에 영향을 미친다. 즉, 개발적, 위계적 문화가 형성 되지 않는다면, 보상경력개발에 대한 직무스트레스는 증가한다. 반면, 개발적, 합의적 문화가 형성 되면, 직무특성, 인간관계, 역할과 관련된 직무스트레스는 감소한다. 둘째, 민간경비원의 조직문화는 조직몰입에 영향을 미친다. 즉, 개발적, 위계적 문화가 형성 되면, 정서적, 근속적, 규범적 몰입은 높아진다. 셋째, 민간경비원의 직무스트레스는 조직몰입에 영향을 미친다. 즉, 보상경력개발이 불공정하게 이루어질수록 정서적, 근속적 규범적 몰입은 낮아진다. 반면, 현재 자신의 직무가 능동적으로 이루어진다면, 정서적, 근속적, 규범적 몰입은 높아진다.

• Culinary science and hospitality research
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• v.18 no.2
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• pp.64-81
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• 2012

The purpose of this study is to analyze impact on organizational commitment and job satisfaction of deluxe hotel employees according to their perceptions of supervisor's transformational leadership styles. It also were verified moderating effects based on career and gender in terms of causal relationship. Based on 301 reserved samples for empirical study, reliability and suitability were reviewed, and total 5 hypotheses were verified by structural equation models. The results were shown that charisma and motivation has significant effect on organizational commitment, which was influenced significantly on job satisfaction. Through these findings, among supervisor's transformational leaderships perceiving by employees, charisma and motivation were shown to give encourage employees to have them a positive attitude toward organizational commitment. Based on the analysis of the moderating effects of career and gender, the effects of transformational leadership on organizational commitment and job satisfaction is as follows. Moderating effects based on career do exist, while moderating effects based on gender do not exist.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.7 no.4
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• pp.77-86
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• 2012

The purpose of this paper is to review the relationship between organizational commitment, and voluntary turnover(intention to leave), and the moderating effects of personal factors(gender and occupation) on the relationship between organizational commitment and intention to leave. In order to verify and achieve the purposes mentioned above, questionnaire data are gathered and analysed from 458 employees in Daedeok Innopolis Venture Enterprises, Dae-jeon Metropolis, South Korea. Multiple regression and multiple hierarchical regression analysis are applied to test the proposed hypotheses: 1) the relationship between organizational commitment(affective commitment, continuance commitment and normative commitment) and intention to leave, 2) the moderating effects of personal factors(gender and occupation) on the relationship between organizational commitment and intention to leave. Empirical survey's findings are as follows; First, affective commitment(AC) and continuance commitment(CC) are related negatively with intention to leave(IL), but normative commitment(NC) is not related significantly with IL. Second, gender positively moderates the relationship between affective commitment and intention to leave, and occupation negatively moderates the relationship between continuance commitment and intention to leave.

• International Area Studies Review
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• v.18 no.3
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• pp.131-145
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• 2014

Abundance of low-wage labor resources, strategic location connecting East-West Asia and business professionals are fluent in English are strength of Bangladesh. Also the business environment changes in China such as the wage increases and labor regulations enhancement acts as searching for replacement of investment where Bangladesh is considered as substitute. At this point there is a need for research of Bangladesh employees at human resource management level. Therefore this study focus on the research of an important component of human resource management, organizational commitment. This study analysis the Bangladesh employees organizational commitment and its antecedent. This study consider four antecedents, role ambiguity, role conflict, voluntary participation and the work centrality and three organizational commitment, affective organizational commitment, continuous organizational commitment and normative organizational commitment. As results show, role ambiguity and role conflict has a negative influence on affective organizational commitment. And voluntary participation and work centrality give positive influence. Role ambiguity showed a negative effect on continuous organizational commitment, however role conflict show positive effect. Voluntary participation and work centrality showed positive effect on normative organizational commitment and role ambiguity showed negative influence. Results of this study give clue to understand Bangladesh employees organizational commitment and its relation among variables. And thus the need for appropriate management presented.

• Cement
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• s.206
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• pp.26-31
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• 2015

한국 기업의 구성원들은 일에 대한 몰입도가 낮고 근속기간 역시 짧다. 영혼이 담긴 일을 기대하기 점점 어려워지고 있는 것이다. 그러나 구성원들이 일에 몰입하지 못한다면 창의성과 자발성을 기반으로 한 미래 성장 또한 기대하기 어렵다. 여기서는 LG경제연구원 강승훈 책임연구원의 '한국 기업, 영혼을 담은 몰입이 필요하다' 보고서를 통해 몰입이 어려워진 이유와 구성원의 몰입을 유도하는 방안을 살펴본다.

• Journal of Korean Library and Information Science Society
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• v.32 no.2
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• pp.1-20
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• 2001

The aim of this study is to) represent the relationship of organizational commitment and its antecedent variable and show the influence of them in the libraries. For this, We selected librarian\`s personal characteristics, job characteristics, organizational characteristics and work experiences as an independent variables and value commitment, commitment to stay as a dependent variables. Collected data was derived from questionnaire of the 128 librarians of 17 public libraries at susan. 1)The women\`s level of commitment was higher than man. 2)Centralization was negative to the organizational commitment. 7)The rank that influence on the organizational commitment was work experience first, and then organizational characteristics, and job characteristics was the last.

• Journal of the Korean Society of Marine Environment & Safety
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• v.19 no.6
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• pp.621-628
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• 2013

It is already recognized, the fleet crew of Korean Coast Guard(KCG) have come to perform a wide range of roles that they carry on duties on inferior working conditions. Therefore a research on leadership is seemed necessary to improve organizational effectiveness for them. This study is to examine whether leadership style with transformation is appropriate in organizational commitment for the fleet crew of KCG. In this study transformational leadership is fixed as independent variables and organizational commitment as dependent variables and also five factors as demographic characteristics. Intellectual stimulation is turned out to be the most influential factor in organizational objective(t=6.664, p=0.000) and continuance commitment(t=4.057, p=0.000), but individualized consideration are uninfluential factors concerning organizational commitment.

• The Journal of the Korea Contents Association
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• v.11 no.8
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• pp.388-398
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• 2011

This study analyzes a correlation between organizational commitment, work values, job satisfaction and loyalty of the middle management in hotel enterprises. In other words, this research aims at drawing up theoretical and working-level implication through establishing the competition model of parameters and independent variables, which have an effect on loyalty of the middle management in hotels. Analysis showed that work values of the middle management play not a key role to mediate between organizational commitment and job satisfaction, and that internal values are higher than external values in route analysis of work values. Meanwhile, it was analyzed that the middle management of hotels make a long-service commitment with great satisfaction on the job. But there was no connection between their job satisfaction and loyalty. Consequently, it was confirmed through the analysis of the competition model that they rather attach significance to internal values and specificity of the hotelier than their satisfaction with work because of economic stability, and the loyalty of the middle management responds sensitively to the organizational commitment variables as a permanent job, sense of belonging, self-esteem.