• Journal of Korea Society of Industrial Information Systems
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• v.22 no.1
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• pp.127-138
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• 2017

The Purpose of this Study is to Examine the Effects of Organizational Commitment on Safety Behavior. This Study Built a Exploratory Model that there is Causal Relationship of Organizational Commitment to Employee's Performance that Safety Behavior. Additionally this Study Examine the Moderating Effect of Employee's Job Insecurity on the Effect of Employee Safety Behavior. For the Verification of this Study Model, the Moderating Effects Regression Analysis was Applied to the Surveys of 240 Members of Small and Medium -Sized Construction Industry Employee in Busan. As a Result of the Verification, the First of Organizational Commitment on Organizational Performance has Found that all Three Organizational Commitment of Affective Commitment, Continuance Commitment and Normative Commitment have Impacts Safety Behavior. Second the Study Verifies the Moderating Effect of Employee's Job Insecurity. the Moderating Effect of Employee's Safety Behavior Between the Independent Variable(organizational commitment) and the Outcome Variables has been Analyzed. As a Result, High level of Job Insecurity Employee has been shown to have a Moderating Effect Between the Independent Variable and Safety Behavior.

• The Journal of the Korea Contents Association
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• v.15 no.1
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• pp.437-450
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• 2015

This study was conducted to test mediating effects of emotional commitment between downward benevolence and team satisfaction & team innovative behavior. The data was collected from 125 teams out of 47 organizations that are located in Seoul and KyongGi in order to achieve research purpose. The results are as follows. First, downward benevolence was positively associated with team satisfaction and team innovative behavior. Second, emotional commitment was fully mediated with the relationships between downward benevolence and team satisfaction, and team innovative behavior respectively. The implications of current studies are follows. First, downward benevolence is one of the significant variables to improve team satisfaction and innovative behavior. Such results contribute to expanding research area of downward benevolence which accounts for Korean leadership style and Korean culture.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.10
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• pp.393-400
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• 2017

The purpose of this study was to examine the effects of major satisfaction and major commitment of undergraduate students majoring in social welfare on the intention to have a social welfare job. For this study, a survey of 442 undergraduate students majoring in social welfare at 4 universities located in Kangwon-do was conducted and the data was analyzed using the SPSS 22.0 program. Major satisfaction consisted of general satisfaction and satisfaction of subjects, and major commitment consisted of emotional commitment, behavioral commitment, intellectual commitment and time commitment. The research findings are as follows: First, 62.3% of respondents had an intention to have a social welfare job, and 21.6% were undecided. Second, the level of major satisfaction(2.98) and major commitment(2.63) were slightly higher than the mid-point of the 4-point Likert scale. Third, major satisfaction and major commitment showed a significant difference according to intention to have a welfare job and university attended. Fourth, major satisfaction and major commitment had a positive effect on the intention to have a social welfare job according to the results of binary logistic regression. This study concludes by discussing theoretical implications for future study and practical implications for major satisfaction and major commitment strategies based on our results.

• Korean Journal of Childcare and Education
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• v.8 no.6
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• pp.57-76
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• 2012

The purpose of this study was to investigate the effects of emotional labor on burnout and career commitment of childcare teachers. For that purpose, a survey was taken with 207 childcare teachers in the region. Collected data were analyzed with SPSS 12.0(ver.). The findings were as follows: first, emotional labor(3.05), burnout(3.22), and career commitment(2.86) recorded higher points than average on a 5-point scale. Second, there were significant correlations among the variables of emotional labor, burnout, and career commitment. Third, emotional labor had positive(+) impacts on emotional exhaustion and depersonalization of the burnout subvariables and no significant impacts on personal accomplishment. Fourth, emotional labor had significant negative(-) effects on career commitment. Those findings show that the emotional labor of childcare teachers has influences on their burnout and career commitment on which it was estimated to have tacit effects. It is thus required to recognize and reevaluate the importance of emotional labor and establish a foundation for a social support system.

• Journal of the Korea Convergence Society
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• v.11 no.6
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• pp.153-161
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• 2020

The present study aimed to investigate the relationships among consumers' personality trait, brand tribalism, and brand commitment through brand trust and perceived switching cost. Data were collected from a convenience sample of three-hundred and ninety-four undergraduate students at a large Korean university. The participants consisted of 54.1% female (N = 213) and 45.9% male (N = 181). The results indicated that extraversion, conscientiousness, and emotional stability traits are directly related to brand tribalism. Also, brand commitment was directly associated with brand tribalism, brand trust, and perceived switching cost. In particular, our results showed the relationship between brand tribalism and brand commitment was mediated by brand trust, but not perceived switching cost. Therefore, our findings suggest that strong emotional connection of brand tribes may increase perceived switching costs and, consequently, affect brand commitment.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.3 no.3
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• pp.89-123
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• 2008

This study has the purpose to research on the actual conditions of discriminative treatment between regular and irregular work and find what kind of environment factors can effect on the job-satisfaction, organizational commitments. Especially, this study has addressed to improvement of conditions for irregular work and researched the difference factors between regular and irregular workers's job-satisfaction, organizational commitment, and employment - environmental. For the data collection, a total of 400 questionnaires were distributed for survey, 195 responses were available for statistical analysis. This questionnaires were sent to the distribution companies that has a variety type of employment as regular and irregular worker in Seoul province by e-mail and direct way. And SPSS 12.0(ver.) was used to analyze the data. The main results were as the following; First, the human relationship and the normative commitment were statistically different between regular and irregular work in the part of job satisfaction and organizational commitment. Second, income were important to improve the satisfaction of job environment and personnel policy and the normative commitment. Corporation welfare were important for the satisfaction of human relationship, job environment and personnel policy, normative commitment affective commitment and continuous commitment. Stability of employment were important to improve the satisfaction of human relationship and job environment, normative commitment and affective commitment.

• Journal of the Korea Society of Computer and Information
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• v.25 no.11
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• pp.269-276
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• 2020

Recently some researchers have challenged the truism by arguing that ethical leadership evokes followers' engagement in unethical behavior when that is benefit for organization(unethical pro-organizational behavior, called UPB). In this paper, I propose the relationships among the ethical leadership, affective commitment, and UPB based on social exchange theory and social identity theory. Using survey data from 10 companies 90 employees, the regressing analysis results indicate that there is positive and significant direct relationship between ethical leadership and UPB, and affective commitment paly as a partial mediator role among ethical leadership and UPB. Some implications, future research directions, and study limitations were discussed.

• The Journal of the Korea Contents Association
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• v.10 no.10
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• pp.408-417
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• 2010

The purpose of this study is reveal how employee participation management of deluxe hotels located in Seoul affects corporate employees' psychological ownership and organizational commitment. In addition, it tries to find out the mediating effect that the employees' psychological ownership has contributed to the relationship between employee participation management and organizational commitment. The results of this study are as follows; Firstly, employee participation management has a great effect on the employees' psychological ownership and organizational commitment. Secondly, employees' psychological ownership has a mediating effect between employee participation management and organizational commitments.

• 한국벤처창업학회:학술대회논문집
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• 2023.04a
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• pp.73-77
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• 2023

본 연구에서는 직장인의 관계갈등이 직무몰입 미치는 영향에 대해 마음챙김의 조절효과가 유의한 것으로 이어지는지 서울·경기에 거주하고 있는 직장인을 대상으로 800부의 설문을 실시하여 분석에 사용하고자 한다. 현대사회 풍요로움의 시대이기도 하지만 시간적으로나 경제적으로 과도한 부담을 안고 살아가는 시대이기도 하다. 개인의 영역이 보호되기 위해 그 영역을 관리보호 해주는 조직체계가 생겨나고 유지 해주며 긴밀한 상호관계적 문명사회가 만드는 여러 스트레스가 발생 되고 있다. 불신감과 긴장상태는 정신적 에너지를 저하 시키고 심리적소진과 직무스트레스로 인한 직장 내 생활과 가정 생활영역에 모두 자리 잡게 되어가고 있으며, 관계적 팽창은 기업의 인적자원 활용에 부정적인 영향을 끼침과 동시에 근로자의 직장생활 몰입 동기부여를 떨어뜨려 장기적으로 업무능력과 기업의 경쟁력이 지속적으로 증가하고 있다. 본 연구에서는 일반 성인들이 살아가고 있는 직장에서 발생할 수 있는 문제와 직장인의 심리적 취약점으로 인한 심각한 문제들이 대두되고 있어 관계갈등과 조직몰입에 대한 마음챙김의 조절된 매개효과를 확인해보고자 한다 본 연구에서는 직장인의 관계갈등이 직무몰입에 미치는 영향에 관한 연구를 마음챙김의 조절된 매개효과를 진행하고자 한다. 따라서 본 연구는 직장 내 관계갈등의 문제를 효과적으로 예방교육 하는것과 마음챙김을 통한 조직몰입개선에 대한 효과와 방안 마련에 도움이 될 수 있을 것이며, 구체적 갈등 해결을 통한 기업 내 근무환경 개선과 근로자의 정서복지를 제공하는 정책과 연구와 관련된 구체적인 방안에 필요한 시사점을 도출하여 제시고자 한다.

• Journal of Digital Convergence
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• v.11 no.12
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• pp.229-236
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• 2013

This study defined that the construct of work-family is not the opposite meaning but the construct having positive synergy effects each other. For more meaningful implications to HR partitioner in the era of smart working, Data collection was done from the manufacturing companies in Kyungsangnamdo and hierarchical regression was conducted. we investigated the relationship between work-family facilitation and organizational commitment and moderating effect of perceived organizational support between work-family facilitation and organizational commitment. Based on the result, we have proposed some implications. First, we should study more detail processes between work-family facilitation and organizational commitment not only continuous commitment but also affective and normative commitment. Second, we could know that not only work-family balance but also work-family facilitation could positively impact on organizational commitment, there when we design the job of employees, we should consider the family issues of job holder.