• Journal of Digital Convergence
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• v.10 no.1
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• pp.293-300
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• 2012

This study investigates the causal relationships among flow experience, self-directed learning readiness, internet addiction and academic achievement in web-based computer education. The gender differences in path models were also examined. The results indicated that, self-directed learning readiness has positive and direct influence on flow experience and academic achievement. And self-directed learning readiness has a negative and direct influence on internet addiction. For female students, academic achievement was positively and directly influenced by flow experience and indirectly by self-directed learning readiness. However, the mediating effect of flow experience and indirect effect of self-directed learning readiness were not significant for male students.

• Culinary science and hospitality research
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• v.17 no.3
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• pp.117-131
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• 2011

The purpose of this study is to explore the influence of the changed employment environment in full-time cooks at deluxe hotels on job insecurity and career commitment. Based on total 389 hotel cooks obtained from an empirical research, this study reviewed the reliability and fitness of a research model and verified total 2 hypotheses with the Amos program. The hypothesized relationships of the model were tested using a structural equation model(SEM). The SEM results show that layoff(${\beta}$=0.326), an organization structure(${\beta}$=0.237), irregular workers(${\beta}$=0.200) among changed employment environment have a significantly positive effect on job insecurity. Also, job insecurity has a significantly positive effect on career commitment. Accordingly, the changed employment environment in workers at deluxe hotels causes job insecurity, making them try harder to stay in an organization. Therefore, motivation is needed for employees' career commitment because the better job insecurity is managed, the more career commitment they have.

• Journal of the Korea Society of Computer and Information
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• v.20 no.3
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• pp.125-137
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• 2015

Information technology enables home-based working which is a new way to satisfy the firm and its employees. Firms are under pressure of cost reduction, and employees want to maintain balance of life between work and family. Considering the organization's capability can be the core competency, firm's efforts to acquire workers' commitment have been important issue in human resource management. However, researches to increase the workers' loyalty and commitment within home-base working have not been widely studied. This study tries to identify the relationships among firms' rewards supporting strategies and workers' perceived commitment with the working system as a context. Results confirm that the organization's extrinsic and intrinsic rewards affect the worker's continuous commitment, and the mediating role of normative commitment between workers' perceived affective commitment and continuous commitment has been found. Also, we empirically identify the moderating role of working systems(i.e., home-based, vs. office-based) within organization's rewards supporting strategies and workers' commitment perceptions.

• The Journal of the Korea Contents Association
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• v.14 no.9
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• pp.247-254
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• 2014

Recent crime is serious. The police who investigate crime seriously impact. It is a psychological impact on the police. police officer or police investigation leaves many great events that have suffered since. In this study, post-traumatic stress disorder (Post Traumatic Stress Disorder; PTSD) have studied the impact policeman impact on organizational commitment. In order to measure post-traumatic stress disorder and divide this study, arousal, avoidance, invasive, post-traumatic stress disorder and sleep disorders in the sub-region. Organizational commitment and affective commitment, continuance commitment and normative commitment divided. We were in Daegu Metropolitan Police Agency survey of police officers belonging to the investigation officer. As a result, the impact on affective commitment invasion. To avoid the influence on continuance commitment. Avoidance of invasive and normative factors had influenced. With the help of information technology.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.453-461
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• 2022

This study designed a research model to analyze the relationship between organizational commitment and work performance for outsourcing workers. The path relationship was analyzed using the PLS-SEM of the sample collected through the survey. As a result of the study, organizational support perception had a direct effect on the work performance of outsourcing workers, and the company commitment and customer company commitment had a mediating effect. In addition, it was confirmed that the workers showed dual commitment to the company and the customer company, and the organizational commitment to both companies was complementary. It was also suggested that the outsourcing company's organizational support activities are more important for improving the work performance of workers.

• Journal of the Korean Institute of Landscape Architecture
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• v.44 no.6
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• pp.148-161
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• 2016

In the case of the government, which plays a pivotal role in the landscape architecture system, the management of positions in landscape architectural organizations is lacking. At the local government level, while public officials for managing landscape architecture are being hired, there are problems and vulnerabilities in both management and system operations as such public officials recruited for positions in landscape architectural services operate under the forestry service. Accordingly, this study analyzed the Korean administrative system of public officials in the landscape architectural service and their satisfaction with the organizational culture and behavior. The aim was to provide practical data for improving the job satisfaction of public officials in landscape architectural service and enhance the status of landscape architecture. First, a survey was conducted regarding current organizational culture/behavior and job adequacy, and differences when compared to different job series with regards to the public officials in the landscape architectural service. The results indicated that job satisfaction of those in landscape architectural service was generally high, but they showed strong centralization, i.e., orders from superiors and limitations on autonomy. Second, an analysis was conducted to improve the organizational culture/behavior and job satisfaction of public officials in the landscape architectural service, and a comparative analysis was conducted on the differences between the analysis result and preceding studies by the Ministry of Government Administration and Home Affairs(2006). The results indicated that organizational commitment/satisfaction of public officials in the landscape architectural service was relatively low among those who had a great amount of work experience related to forestry. Therefore, it was shown that it is necessary to ensure expertise in landscape architecture. Third, a comprehensive analysis was conducted regarding the influences on "working environment", "legal system" and "job allocation" in regard to public officials in land architectural service. The results indicated that satisfaction in the value system was high when given significance to the job as public officials in land architectural. However, their satisfaction in the land architectural system was low due to the lack of independence in their positions, the vulnerable legal system of land architectural service and low employment rates. Fourth, current public officials in landscape architectural service process tasks such as forestry, architecture, city planning and administration that are not related to their area of expertise. Therefore, an analysis was conducted on whether there is a difference in the job satisfaction of public officials in landscape architectural service according to statistical variables. It was identified that "legal system", "job satisfaction" and "organizational commitment" with regard to public officials in landscape architectural service can be improved through ensuring their expertise. This study suggests the following tasks to further inquire into landscape architecture in general. First, establish an identity of work allocation for public officials in the landscape architectural service, and second, establish an organizational constitution according to the positions in landscape architectural service. Accordingly, it is necessary for interested parties of landscape architecture to devise practical strategies so that such tasks can be converged administratively and reflected in policies.

• The Journal of the Korea Contents Association
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• v.12 no.10
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• pp.320-329
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• 2012

The study originated in finding the way to improve the job satisfaction and job involvement of care worker, who work in the Elderly Care Facilities, by researching and analysing the influences on the job satisfaction and job involvement of their self-efficacy and empowerment directly or indirectly. The result from the influences on empowerment of care worker self-efficacy was that the higher the self-confidence and self-control efficacy were, the higher the empowerment was. And the influence on job involvement of self-efficacy was that the higher the self-control efficacy and job preference were, the higher the job involvement was. The influence on job satisfaction of care worker was that the higher the self-confidence, self-control efficacy, and job preference were, the higher the job involvement was. The higher care worker individual empowerment and environmental empowerment were, the higher their job involvement and job satisfaction were. We can find out that there is a mediated effect as an influence on job involvement and job satisfaction of self-efficacy.

• The Journal of the Korea Contents Association
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• v.12 no.12
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• pp.201-211
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• 2012

This study was carried out in order to verify the influence that recognition was mad to organization commitment, organizational culture type leadership of a social welfare organization. The study object a total Part 456 was used to analysis as social worker engaged in to social welfare agency. It was for an independent variable to revolutionized leadership, exchanged leadership as leadership type, and it was organizational culture an mediator variable, analyzed correlation of organization commitment, analysis return in order to grasp an influence to be mad to organization commitment material leadership type, executed path analysis so that direct and indirect effect being mad to organization commitment organizational culture through leadership type. Result of research, A total effect to affect regarding organization commitment, there is most a lot of revolutionized leadership, affected that organization culture appeared group culture of an organization, exchanged leadership, development culture. A leader of a social welfare organization shall improve self-participation and business efficiency voluntary of an employee through revolutionized leadership, in order to improve organization commitment of an employee, this leadership types had to improve organization commitment of an employee as group culture of an organization.

• The Journal of the Korea Contents Association
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• v.21 no.12
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• pp.546-558
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• 2021

This study aims to analyze the effects of the social capital of wage workers with acquired disabilities on organizational commitment, depending on the degree of their disabilities. The survey included 187 people with severe acquired disabilities and 606 people with moderate acquired disabilities, who participated in the 8th (2015) panel survey of employment for the disabled. Multiple regression analysis was performed: the results identified that the official network activity increased for people with both severe and moderate acquired disabilities and contributed to the improvement of organizational commitment. Further, women had a significant influence on organizational commitment. In the case of people with severe acquired disabilities, it was also found that, as social participation increased, organizational commitment decreased. In the case of people with moderate acquired disabilities, individuals who were healthier, more regular workers, and had higher qualifications had a greater positive the impact on the organizational commitment. Based on the results of this study, ways to increase social capital and organizational commitment of wage earners with severe and moderate acquired disabilities are suggested.

• Korean Journal of Occupational Health Nursing
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• v.29 no.4
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• pp.262-272
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• 2020

Purpose: This study aims to investigate the degree of job demand, job resources, burnout, and the organizational commitment of administrative nurses based on the job demands-resources model. Further, it seeks to confirm the influencing factors affecting nurses' burnout and organizational commitment. Methods: The participants were 188 administrative nurses working at hospitals (one tertiary hospital and six general hospitals) located in D City. The collected data were analyzed with IBM SPSS Statistics 23.0 using frequency, percentage, mean, standard deviation, t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The influential factors of burnout were role conflict (β=.50), job demand (β=.18), job position (β=-.17, team leaders and above), and social support (β=-.15). The regression model had an explanatory power of 59%. The influential factors of organizational commitment were appropriate rewards (β=.59), job position (β=.15, team leader or above), working department (β=.14, referral center and health screening administration department), and social support (β=.18). The regression model had an explanatory power of 59.5%. Conclusion: The results support the job demands-resources model, and interventions should be developed to decrease job demand and provide sufficient job resources.