• The Journal of the Korea Contents Association
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• v.15 no.5
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• pp.507-514
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• 2015

There is an increasing awareness about the abusive supervision(AS) and organizational silence(OS) in organizations and literature about the relation between organizational commitment(OC). But there is a shortage of studies about the abusive supervision and organizational silence in travel service. The purpose of this study is to research reasons of abuse supervision in organizations, its effects, results and applications which can minimize or remove abusive supervision by discussion. In this sense, Questionnaires were delivered 9 travel agencies in Seoul and 241 of them were taken. Questionnaire data was analyzed, and according to the results, some implications were proposed. Abusive supervision affects on organizational silence and organizational commitment of employee in travel agent. Organizational silence ha positive effects on organizational commitment. Organizational silence plays as a role of mediator variable in proposal research model. It is hoped that the present research will encourage future multi-level theoretical and empirical work on abusive supervision.

• Convergence Security Journal
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• v.11 no.5
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• pp.21-29
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• 2011

This study is to investigate how security organizational mentoring type and mentoring function affects organizatio nal commitment. This study had selected security from 5 different security organizations of 2010 which are located i n capital area. Using judgment sampling method, 198 security were drawn for the final study. The survey used in th is study is composed of 37 questions. To practice frequency analysis, factorial analysis, reliability analysis and regre ssion, a program called SPSSWIN 18.0 was used. The value of Cronbach's ${\alpha}$, which shows the reliability of the stud y, appeared to be over .622. The result is: First, security organizational mentoring type affects mentoring function. T hat is, when a systematic mentoring is activated, friendship protecting function, career managing function and sociopsychological function are promoted. Second, security organizational mentoring type affects organizational commitmen t. That is, when a systematic mentoring is activated, organizational commitment is promoted. Third, security organiz ational mentoring function affects organizational commitment. That is, increased friendship protecting function, career managing function, socio-psychological function and role model function results in increased organizational commitment.

• Journal of the Korean Society for Library and Information Science
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• v.40 no.4
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• pp.307-331
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• 2006

The purpose of this study is to closely examine the factors affecting the organizational commitment of Public librarians. To do this, I have classified the factors related to organizational commitment into personal circumstantial factor. role factor, job factor, and organizational climate : and tried to explain the difference in organizational commitment according to each specific factor and which factor most heavily affected the organizational commitment. To do this I have conducted document studies and surveys. As the result of the study I have analyzed that the job factor effect the organizational commitment of public librarians the most among the four factors; personal circumstantial factor, role factor, job factor. and organizational climate. In succession. organizational climate, personal circumstantial factor was next in line. And the role factor was analyzed as the factor that least affected the organizational commitment of public librarians.

• Industry Promotion Research
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• v.5 no.1
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• pp.21-33
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• 2020

The purpose of this study is to investigate the impact of strategic human resource management perceived by members of SMEs on organizational performance and innovation behavior. In addition, the mediator effect of innovation behavior of organizational members on the relationship between strategic human resource management and organizational performance was verified using the statistical program SPSS 21.0 program. First, the hypothesis 1, strategic human resource management (adoption and compensation, job design, training and career management, participation in decision-making) was adopted by showing positive impact on the positive impact on organizational performance. Second, hypothesis 2, strategic human resource management (recruitment and compensation, job design, training and career management, participation in decision-making) was adopted after demonstrating statistically significant influence on innovation behavior. Third, the innovation behavior perceived by Hypothesis 3 organizational members showed a positive influence on organizational performance. Hypothesis 3 was therefore adopted. Fourth, as a result of verifying the mediating effect of innovation behavior in the relationship between hypothesis 4, strategic human resource management and organizational performance, innovation behavior was analyzed to be partially mediated. In other words, strategic human resource management of organizational members has a direct impact on organizational performance, but it can show a higher positive impact on organizational performance through innovation actions in its performance.

• Journal of Digital Convergence
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• v.17 no.1
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• pp.149-158
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• 2019

In this study, the concept of emotional labor and AI(appreciative inquiry) are connected to examine how acceptance of AI, which is related to changes in hospital organizational culture, affects nurses' emotional labor, organizational commitment, and job satisfaction. For this purpose, the data collected from 156 nurses working at a major hospital were analyzed using structural equation modeling. The findings of this study are as follows: First, nurses' acceptance of AI had a significant positive effect on deep acting but not on surface acting. Second, deep acting had a significant positive effect on organizational commitment, but surface acting did not. Third, nurses' organizational commitment had a significant positive effect on job satisfaction. Fourth, deep acting significantly mediated the relationship between nurses' acceptance of AI and organizational commitment, but surface acting did not. Fifth, deep acting and organizational commitment significantly mediated the relationship between nurses' acceptance of AI and job satisfaction, but surface acting and organizational commitment did not. Theoretical and practical implications are provided based on the relationships between the variables found in this study.

• The Journal of the Korea Contents Association
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• v.21 no.1
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• pp.498-510
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• 2021

This study aims to analyze the influence relationship between the level of fringe benefits and relational contract among social workers in the non-profit organization. Under this relationship, we explored the dual mediating effect of perceived superior's support and perceived organizational support. A total of 371 self-administered questionnaires were distributed to social workers in Gwangju, South Korea, and 271 questionnaires (73.0%) were used for study analysis after excluding incomplete and unreliable responses. This study performed structural equation modeling, the results are as follows. Perceived superior's support and perceived organizational support both have a positive (+) influence on relational contract. Furthermore, perceived superior's support and perceived organizational support were found to mediate effect between fringe benefits and relational contract. Therefore, these results contribute to provide academic meaning that the range of future studies by identifying the dual mediated effect of the fringe benefits and social worker 's relational contract.

• Korean Journal of Social Welfare
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• v.64 no.1
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• pp.31-52
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• 2012

This study has three objectives. First, it examines the relationship between organizational fairness and organizational commitment perceived by social workers in Korea. Second, it simultaneously examines mediating effects of organizational trust and organizational cynicism in the relationship between organizational fairness and organizational commitment. Third, it also examines the effect of social workers' perceived work value on the combined model by considering the unique characteristics of social work profession. This study employs the stratified cluster sampling method on social workers with more than two year work experiences in their current social service agencies that are located in Seoul and Kyungki province; finally it analyzes the responses from 564 social workers by using the method of structural equation modeling. This study has the following results: (1) there is a positive causal relationship between organizational fairness and organizational commitment perceived by social workers; (2) there is also a positive causal relationship between social workers' perceived work value and organizational commitment; and (3) in the mediating effects of organizational trust and organizational cynicism, there are no mediating effects in the relationship between organizational fairness and organizational commitment. This study discusses the importance of social workers' perceived work value and theoretical and practical implications of the results.

• Journal of the Korea Institute of Building Construction
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• v.17 no.4
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• pp.361-367
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• 2017

The success of building construction projects is dependent on the cooperative ability of site organization members, which related with an organizational communication level. Therefore, the purpose of this study is to study the influence of site organization's communication on the performance of building construction projects. The results of this research are revealed that the communication quality has positive influence on the performance of building construction projects, and the information sharing has negative influence based on the results of the multiple regression analysis. So it needed to improve the performance in building construction projects that the information is shared with a normal level. the communication quality should be also raised in the project site organization. This study is expected to help to structure the site organizational management system in the building construction projects.

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.448-457
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• 2011

The purpose of this research investigates the relationship among followership, organizational cynicism, and organizational citizenship behavior in Hotel employee. The data are analyzed by such frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, covariance structure analysis. The SPSS 10.1 and AMOS 4.0 for Windows program was used to investigate material. The major finding and implication can be summarized as follow: First, the analysis on relationship between followership and organizational cynicism revealed that critical thinking and active participation dimensions of but enthusiasm dimension of followership has not affected organizational citizenship behavior. Second, the analysis on relationship between organizational cynicism and organizational citizenship behavior revealed that organizational cynicism affects organizational citizenship behavior.

• The Journal of the Korea Contents Association
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• v.10 no.6
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• pp.429-439
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• 2010

This study was proceeded to find out the effect of learning orientation on the organizational cynicism by introducing organization-based self esteem as a moderating variable. For the experimental study 400 questionnaires were distributed to employees working in deluxe hotel in Seoul and 236 responses were used for the analysis. With SPSS statistical program reliability test, confirmatory factor analysis, and regression analysis were performed. The study found that the learning orientation had a significant effect on organizational cynicism and organizational-based self-esteem had a moderating effect between learning orientation and organizational cynicism.