• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.783-797
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• 2014

The purpose of this study is to analyze impact of internal marketing on job satisfaction, job commitment, organizational commitment, and customer orientation in rapidly changing health care environment. The data were collected from 635 employee of 3 hospitals using a standardized questionnaires in Busan and Gyeongnam province. The results were as follows. All internal marketing factors had a direct impact on job satisfaction, job commitment, management support, empowerment, reward systems but affected the indirect through the job satisfaction all factors of internal marketing. Based on the results of this study members of the hospital in order to improve customer orientation, job satisfaction, job commitment create a pleasant working environment, give an appropriate decision-making and compensation for work performance. Compensation for work performance and organizational development suggestions should be considered by executive support.

• 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.

• Journal of the Korean Society of Food Science and Nutrition
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• v.43 no.6
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• pp.943-954
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• 2014

The purpose of this study was to gather basic data and measure job satisfaction and job engagement of dietitians and nutrition teachers in Chungbuk area. This study was conducted on 20 August, 2010. Out of 336 questionnaires, 266 were completed and made available for the purpose of statistical evaluation. As the main results, job satisfaction was classified into eight categories: task, wage, policies related to tasks, professional growth, promotion, relationships with colleagues, working environment, and supervision. In the case of wage, promotion, and policies related to tasks, the average scores of job satisfaction were around 2 points out of 5. Dietitians' job satisfaction levels according to employment type and school type significantly differed. In terms of job involvement and organizational commitment, average scores were 3.53 points and 3.12 points respectively. The survey showed significantly different results for job involvement and organizational commitment, depending on employment type, school type, and status as chef in charge or trainee. Dietitians working in elementary schools, as chef in charge, or with permanent employment showed higher job involvement and organizational commitment. Furthermore, there was a significantly positive correlation between factors such as task, wage, promotion, relationships with colleagues, supervision, work environment, policies related to tasks, professional growth, and job satisfaction.

• Korean Security Journal
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• no.50
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• pp.119-141
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• 2017

The purpose of this study is to analyze the longitudinal causal relationship between organizational commitment and job satisfaction, focusing on security related workers. For this purpose, the Korean Labor and Income panel data were classified into security employees. Data were analyzed using SPSS 18.0 and AMOS 20.0, and validity and reliability analysis were conducted before hypothesis testing. The results of the analysis show that organizational commitment at time t-1 has a positive effect on organizational commitment at time t, and that job satisfaction at time t-1 has a positive effect on job satisfaction at time t Respectively. The results of this study are as follows: 1) The organizational commitment has a significant effect on the job satisfaction. 2) The effect of job satisfaction on organizational commitment was also significant 3) The cross-lagged coefficients show that organizational commitment precedes job satisfaction and serves as a predictor

• Journal of Digital Convergence
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• v.20 no.5
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• pp.489-498
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• 2022

This study was conducted to investigate the relationship between job stress, job crafting, and organizational commitment and the moderating effect of job crafting for members working at social enterprises in Busan. The analysis results are as follows. First, job stress confirmed the negative effect on organizational commitment. Second, it was confirmed that job crafting had a significant effect on organizational commitment in the relationship between job stress and organizational commitment. Based on the results of this study, since job stress of social enterprise workers lowers job commitment, a plan to effectively manage and reduce their stress is required. In addition, job crafting regulates the relationship between job stress and organizational commitment, which means that although members are stressed, job stress has a different negative effect on organizational commitment depending on how much they perceive the meaning and value of their work.

• Industry Promotion Research
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• v.1 no.1
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• pp.13-18
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• 2016

This study verified the effect of the application of National Competency Standard on job involvement. The study results showed that the application of National Competency Standard significantly affected Organizational Commitment(${\beta}=.583$, p<.001) and Job Performanc(${\beta}=.366$, p<.01). Spcecifically, the application of National Competency Standard in hiring process and developing ability significantly affected Organizational Commitment(p<.001), and the application of National Competency Standard in developing ability significantly affected Job Performance(p<.05). This study proved the validity and effectiveness of adopting National Competency Standard in human resource management by confirming the effect of the application of National Competency Standard on job involvement.

• Management & Information Systems Review
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• v.33 no.1
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• pp.1-16
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• 2014

This study examines the relationships among psychological capital, job satisfaction and organizational commitment based on survey data from employees of social enterprises in Busan & Ulsan Region area. The main findings of the study are as follows: first, psychological capital of social enterprise's employee was positively associated with job satisfaction and organizational commitment while there was also a positive relationship between job satisfaction and organizational commitment of social enterprises. Second, empirical analysis also shows that job satisfaction mediated both the relationship of psychological capital and organizational commitment of social enterprises. This study contributes to our understanding of relationship between psychological capital/job satisfaction and organizational commitment of social enterprises by suggesting an empirical study, highlighting the role of psychological capital, job satisfaction and organizational commitment of social enterprise's employees.

• Proceedings of the Korean Society of Computer Information Conference
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• 2012.07a
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• pp.119-122
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• 2012

오늘날 콜센터는 고객과 의사소통을 담당하는 비대면 접촉채널의 대표적인 조직으로 고객 접촉을 담당하는 인적자원에 대한 중요성이 날로 증대되고 있다. 이에 콜센터들은 고객응대에 적합한 지식 기술 태도 등 상담사의 전문성 강화를 위해 교육훈련을 꾸준히 계획하며 실행하고 있다. 본 연구는 콜센터에서 실시하는 다양한 교육훈련이 상담사들의 직무몰입과 어떠한 관계가 있는지를 알아보려는데 그 목적이 있다. 이를 분석하기 위하여 교육훈련에 대한 만족도, 성취도, 적용도, 기여도를 중심으로 직무몰입과의 관계를 회귀분석을 통해 살펴보았다. 분석결과는 다음과 같다. 교육훈련 만족도와 적용도는 직무몰입과 직접적인 유의미한 영향관계가 나타나지 않았다. 반면에 성취도와 기여도는 직무몰입에 유의미한 정(+)의 영향을 미치는 것으로 나타났다. 이러한 결과는 교육훈련과정에서 교육내용의 가치와 재미를 찾아 잘 이해하고 습득할 수 있도록 하여 성취도를 높여주고, 교육훈련을 통한 조직생활에 대한 기여도에 대한 인식을 높여줄 때 직무몰입이 높게 나타남을 시사한다.

• Journal of Digital Convergence
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• v.14 no.9
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• pp.215-227
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• 2016

This paper aims to examine the relationships between job embeddedness, Job Involvement in the convergence age. In addition, this study examined the moderating effects of Job Meaning. To accomplish these purposes, the main factors of the job embeddedness such as fit, link and sacrifice were found from the previous studies. Also, 306 questionnaires were used in the analysis. The following are the summary of hypothesis test: First, Job Embeddedness are positively related to Job Involvement. Second, the moderating effects of Skill Variety and Task Identity is a significant partial moderating effect on the relationship between job embeddedness and Job Involvement, but about Task Significance are significant full moderating effect.

• The Journal of the Korea Contents Association
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• v.10 no.7
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• pp.386-395
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• 2010

This study aims to find the influential relation amongst Big 5 personality factors, job involvement and customer orientation of hotel employees and to provide methods to develop their personality factors suitable for a organization Firstly, detailed verification findings of regression analysis on Big 5 personality factors and job involvement were suggested as following; Job attachment of hotel employees influenced their extroversion and friendliness. Also, sincerity and stability had significant effects on job responsibility and task significance had significant. Secondly, regression analysis was performed to identify the results of job involvement and customer orientation and the detailed verification results are as following; Satisfaction of customers' needs had significant effect on job attachment and job responsibility. In addition, service for response to customers' contacts meaningfully influenced job responsibility and task significance.