• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.13 no.4
• /
• pp.245-254
• /
• 2018

The purpose of this study is to review the relationship between psychological capital and organizational commitment/ innovative behavior, and the moderating effect of organizational support. In order to verify and achieve the purposes mentioned above, questionnaire data were gathered and analysed from 315 professors and teachers of Korea Politechnics Colleges. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between psychological capital and organizational commitment, 2) the relationship between psychological capital and innovative behavior, 3) the moderating effect of organizational support on the relationship between psychological capital and organizational commitment, 4) the moderating effect of organizational support on the relationship between psychological capital and innovative behavior. Empirical survey's findings are as follows; First, self-efficacy and optimism appeared to be positively related with organizational commitment, and all psychological capital factors(self-efficacy, resilience and optimism) appeared to be positively related with innovative behavior. Second, organizational support appeared to have moderating effect partly on the relationship between psychological capital and organizational commitment, but it did not have a moderating effect on the relationship between psychological capital and innovative behavior. Self-efficacy and optimism appeared to be more positively related with organizational commitment in higher organizational support situation than in lower organizational support situation.

• The Journal of Korea Institute of Information, Electronics, and Communication Technology
• /
• v.11 no.1
• /
• pp.54-62
• /
• 2018

The aim of this study is to analyze the correlation between the job characteristics, psychological wellbeing, and organizational commitment of workers in social welfare organizations. The subjects were 275 workers of social welfare organizations in Y city, Gyeongsangbuk-do. The analysis were frequency, reliability, correlation, and regression using the SPSS Program. The results of the study, analyzing the effects of job characteristics on organizational commitment showed that authority, harmony, and autonomy had positive effects on organizational commitment. Analyzing the effects of job characteristics on psychological wellbeing showed that authority and harmony had positive effects on psychological wellbeing, but autonomy was not. The organizational commitment to the effects of job characteristics on psychological wellbeing was analyzed as the partial mediated effect. The implications of this study are expected to be utilized as baseline data in developing programs for improving organizational commitment for the psychological wellbeing of social welfare organizations workers.

• Journal of Digital Convergence
• /
• v.15 no.9
• /
• pp.99-110
• /
• 2017

To lead the Organizational Citizenship Behavior of organizational member's, It needs to change the psychological attitude of organizations through perception of organizational members who recognize the organization's support in the convergence age. Therefore, this study establishes the Perceived Organizational Support as an independent variable, and the Organizational Citizenship Behavior as an dependent variable. Also, we want to analyze the effects of psychological impowerment and organizational engagement, explaining the psychological conversion process of individuals. The result is following ; First, Perceived Organizational Support has significant effects of Organizational Commitment and Psychological Empowerment. Second, Organizational Commitment and Psychological Empowerment have shown significant implications for Organized Citizenship Behavior. In addition, Organizational Commitment and Psychological Empowerment have been shown to be partial mediation effect between Perceived Organizational Support and Organized Citizenship Behavior. These findings reveal the specific process of Organized Citizenship Behavior. It is expected to contribute to various measures that can cause to the extra-role behavior of the organizational member's.

• Korean Journal of Social Welfare Studies
• /
• v.42 no.2
• /
• pp.493-523
• /
• 2011

This study set out to investigate the effects of individual motivation on turnover intention among social workers and examine their turnover intentions in details by focusing on the mediation effects of multiple commitment. To be specific, it aimed to propose and test a prediction model for social workers' turnover intentions based on the Self-determination Theory and Theory of Planned Behavior. For those purposes, a mail survey was taken among social workers working for use facilities, residential facilities, public health centers, social welfare foundations and associations, and all kinds of centers and institutions in 15 cities and provinces across the nation. Total 1,918 questionnaires were distributed, and 1,671 ones were returned, and 979 whose respondents expressed a turnover intention were used in final analysis. The analysis results indicate that psychological motivation of social workers had direct impacts on their turnover intention. However, their role stress had no direct impacts on their turnover intention, which suggests that the impulsive routes model for turnover intention is supported only in psychological motivation and job characteristics. Secondly, their psychological and job motivation turned out to have indirect impacts on turnover intention through the multiple commitment, which suggests that the reflective routes model for turnover intention is supported in all career, job, and organizational commitment. Career commitment had the most significant impacts on turnover intention, being followed by job commitment and organizational commitment in the order, which suggests that the social welfare academy should increase their interest in career commitment. Based on the findings, the study proposed implication for the career management plans, plans for human resources

• The Journal of the Korea Contents Association
• /
• v.12 no.5
• /
• pp.380-392
• /
• 2012

The study of security personnel and psychological empowerment and organizational commitment to investigate the relationship between prosocial behavior in 2011 in Seoul, served in the private security companies after being selected as a security guard purposive sampling method using a 300 extracted samples, but the number of cases used in the study a total of 282 people. This study SPSSWIN 18.0 using factor analysis, reliability analysis, multiple regression analysis, path analysis, the following conclusions were obtained. First, psychological empowerment on organizational commitment affects. In other words, self-determination, job performance, impact, meaning a higher level of calculation ever higher levels of commitment and affective commitment. Second, the psychological empowerment influences prosocial behavior. In other words, self-determination, meaningfulness, influence job performance higher level of customer service and increases coordination Third, organizational commitment affects the prosocial behavior. In other words, the calculation ever commitment, emotional commitment, the higher the customer service, increases the level of coordination. Fourth, psychological empowerment and organizational commitment prosocial behavior direct and indirect impacts.

• Industry Promotion Research
• /
• v.8 no.3
• /
• pp.51-60
• /
• 2023

The purpose of this study was to verify the double mediating effects of job stress and psychological commitment in the relationship between organizational incivility and job satisfaction of child-care teachers in South Korea. 234 Korean child-care teachers were purposively selected from S city of C Province. SPSS Win.25.0 and PROCESS Macro 4.2 were used for analyzing the data, and reliability analysis, frequency analysis, correlation analysis, and multiple mediation model analysis were conducted. Results are as follows. First, correlation analysis showed significant correlations between organizational incivility, job stress, psychological commitment, and job satisfaction. Second, path analysis showed that organizational incivility had a positive effect on job stress and a negative effect on psychological commitment and job satisfaction. Job stress had a negative and significant effect on psychological commitment and job satisfaction, and psychological commitment had a positive and significant effect on job satisfaction. Third, job stress and psychological commitment had consecutive double mediation in the link between organizational incivility and job satisfaction. This study suggests a way to utilize job stress and psychological commitment when childcare teachers' organizational incivility has a negative effect on job satisfaction.

• Journal of Service Research and Studies
• /
• v.6 no.1
• /
• pp.17-28
• /
• 2016

This study deduced an effect produced on organizational commitment of ICT Industrial workers through precedent study. And the importance of each factor was analyzed, regarding the deduced influencing factors. And influencing factors on organizational commitment of ICT Industrial workers were presented at a practical level on the basis of analysis results. According to the results of analysis, social support factors were interpreted as the most important influencing factor among the 1st hierarchical factors. According to the results of analysis after setting 12 factors for the 2nd hierarchical factor, 3 factors including emotional support, Informational support, and Substance/instrumental support, were interpreted as very important factors. However, psychological empowerment was analyzed to a relatively less critical.

• Journal of Venture Innovation
• /
• v.7 no.1
• /
• pp.151-166
• /
• 2024

The global economic growth rate has been slowed due to changes in the economic and social environment related to the recent trends in the construction market and construction industry, prolonged inflation, intense tensions among countries, and increased interest rates. Since the workers in the construction industry, due to the nature of the industry, move to another site after the completion of an awarded project rather than staying for a long time while performing work at one workplace, various issues are brought out such as poor working environment resulting from unfairness in construction contracts, aging of workers, their anxiety, and job instability. The previous studies on the turnover intention of construction industry workers mainly dealt with external aspects such as leadership, job embeddedness, and organizational citizenship behavior, while the psychological impact was overlooked. The purpose of this study was to develop a measure to reduce or alleviate turnover intention of construction industry workers by verifying empirically the relationship among psychological capital, organizational commitment, and turnover intention among them. For the purpose, whether psychological capital influences organizational commitment and turnover intention, the impact of organizational commitment on turnover intention, and whether organizational commitment has a mediating effect in the relationship between psychological capital and turnover intention, among 310 construction industry workers in the metropolitan area. The results are as follows: First, hope and self-efficacy were found to have a negative (-) effect on turnover intention, while resilience and optimism from psychological capital did not have a significant effect. Second, hope, resilience, and optimism from psychological capital were found to have a positive (+) effect on organizational commitment, while self-efficacy from psychological capital had no significant effect. Third, organizational commitment was found to have a significant mediating effect on the relationship between hope from psychological capital and turnover intention. The results of this study showed that, in construction industry workers, psychological capital affects turnover intention through the mediating effect of organizational commitment. While previous studies mainly considered external influences on the turnover intention of construction industry workers, this study has academic implications in that it sought to strengthen organizational commitment and alleviate turnover intention by approaching psychological aspects. As a practical implication, it was found that higher self-efficacy and hope for work in the organization, from psychological capital, in the construction industry workers were found to lower turnover intention through job performance in a psychologically stable state. It is considered, therefore, that various systems, including job autonomy and flexible work, should be established to improve self-efficacy and hope.

• 한국벤처창업학회:학술대회논문집
• /
• 2018.11a
• /
• pp.135-138
• /
• 2018

외식업의 성장률이 국내총생산(GDP)을 크게 웃도는 고성장을 지속하면서 업체 간 경쟁이 점차 치열해 지고 있다. 기존 연구자들에 의하면 경쟁에 우위를 점하기 위한 고객 마케팅 전략으로 외부고객에 앞서 내부고객의 만족을 우선하여야 한다는 주장이 계속되고 있으며, 이에 인적자원관리에 관련한 연구가 활발히 진행되고 있다. 본 연구는 외식업 근로자들이 인지하는 심리적 계약위반의 지각이 이직의도 및 고객지향성에 미치는 효과에 대하여 규명하고자 하였으며, 또한 직무만족 및 조직몰입이 가지는 매개효과를 함께 검증하고자 하였다. 그 결과를 바탕으로 외식업 사용자와 관리자에게 근로자의 이직의도를 완화하고 고객지향성을 높일 수 있는 정책적 시사점을 제시하고자 한다.

• Management & Information Systems Review
• /
• v.34 no.5
• /
• pp.233-249
• /
• 2015

The role of positive psychological capital of an organizational member on organization effectiveness has received serious attention from researchers. However, the previous research has focused mainly on the direct effect of positive psychological capital on organization effectiveness, not paying enough attention on a mediating or a moderating role in their relationship. The purpose of this study is to finding out relationship between employees' positive psychological capital and job satisfaction, organizational commitment and the mediating role of positive emotion. Based on advanced literature, we regard positive psychological capital as four factors, self-efficacy, hope, optimism and resilience. We tested the proposed relationships using date from 350 employees in Chinese firms. The main finding are as follows: First, self-efficacy, hope, optimism, resilience has a significant positive effect on organizational commitment, job satisfaction and positive emotion. Secondly, self-efficacy, hope, optimism, resilience influence directly and indirectly on organizational commitment, job satisfaction. Positive affect plays a mediating role between variables.