• The Journal of the Korea Contents Association
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• v.16 no.5
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• pp.548-560
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• 2016

The purpose of this study is the attitude of the job involvement of local community service center officials, directly face-to-face contacted with the local residents and offered them to the administrative service, to determine the impact relation to organizational commitment and organizational performance. And make sure that the organizational commitment is even perform the role of a parameter in the relationship between job involvement and organizational performance. Analysis showed that the job involvement had a direct impact on organizational commitment but it did not have a direct impact on organizational performance. And organizational commitment was found to have a direct impact on organizational performance. Therefore, Job involvement had not a direct impact on organizational performance, but had a indirect impact on organizational performance through the organizational commitment. The implications of this study, when local officials, directly face-to-face contacted with the local residents and offered them to the administrative service, involved in the planning and execution as well as more direct understanding of their job descriptions(received and processed the local residents complaints, (do things to serve the public's welfare and voluntary service to local residents, etc.), they can improve organizational commitment related to love their organization and loyalty in their organization, and pride in their organization.

• The Journal of the Korea Contents Association
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• v.8 no.6
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• pp.186-194
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• 2008

The purpose of this study is to analyze the level of job satisfaction and organizational commitment of administrative staffs in hospitals. The data for this study were collected through a self-administered survey with a structured questionnaire for 338 persons from administrative staffs working in hospitals in Ulsan and Busan Metropolitan cities. The job satisfaction(factors such as wage, performance, duty, promotion and personal relations) and organizational commitment were scored from 5(very satisfied) to 1(very unsatisfied). The collected data from the survey were analyzed by frequency, ANOVA, correlation analysis and multiple regression analysis. The results are as follows: Medical technicians, health administrators, nurses and the others were ranked in order in the job satisfaction. Medical technicians, nurses, health administrators, and the others were ranked in order in the organizational commitment. The correlation analysis showed that the job satisfaction and the organizational commitment had positive correlation in the factors of wage, performance duty, promotion and personal relations.

• Journal of Distribution Research
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• v.9 no.2
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• pp.45-73
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• 2004

The goal of this study is to broaden our understanding about the antecedents for job turnover intention of salesforces. In addition to the previously studied antecedents such as job performance, satisfaction, organizational commitment, in this study we are particularly interested in the variable of alternative attractiveness which is often studied in social exchange theory, Thus, we suggest a model with a new antecedent for job turnover intention by introducing alternative attractiveness. We collected and analyzed the data from the survey on the 178 salespeople at the life insurance companies. We find the alternative attractiveness as an significant antecedent for the turnover intention. Specifically, the more attractive the alternative the greater the intention of turnover. However, we also find that the salesforces are less attracted to the alternative if they are satisfied with their works, Therefore, we believed this research can be a seminary work with the relational perspective for the studies of salesforce management.

• Journal of the Korean Society for Railway
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• v.20 no.4
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• pp.558-567
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• 2017

This study was conducted to analyze the turnover intentions of railway traffic controllers among employees of a domestic railway corporation. Variables influencing job turnover intention included exploited variables (empowerment, job stress, job satisfaction, organizational commitment, exhaustion) that have been actively studied in other fields. The results showed that the empowerment of railway traffic controllers did not directly affect job stress and turnover intention, but had a direct effect on job satisfaction, organizational commitment, and exhaustion. Job stress did not directly affect job satisfaction, organizational commitment, and exhaustion, and job satisfaction did not directly affect organizational commitment, burnout, and turnover intentions. Burnout has a direct effect on turnover intention, indicating that exhaustion of railroad traffic controllers has an effect on turnover intentions. In conclusion, empowerment has a direct effect on burnout and exhaustion has a direct effect on turnover intention. This study suggests that management of empowerment and exhaustion is important for the prevention of turnover of railway traffic controllers.

• Journal of Digital Convergence
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• v.14 no.7
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• pp.233-241
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• 2016

The aim of this study was to analyze relations of stress, job satisfaction, organizational commitment and turnover intention in medical technicians. The subjects were 468 medical technicians in 10 general hospitals. Data were collected using a structured questionnaire from July 1, 2015 to August 30, 2015 and analyzed with descriptive statistics, ANOVA, t-test, Pearson's correlation, Hierarchical multiple regression analysis. The mean score of stress level was $2.62{\pm}0.69$, satisfaction level $2.92{\pm}0.62$, organizational commitment $3.37{\pm}0.63$, and turnover intention $2.97{\pm}0.68$. We found the positive correlations of turnover intention with stress. There were negative correlations among job satisfaction, organizational commitment and turnover intention. These results showed that medical technicians were needed to minimize stress in order to maintain job satisfaction, organizational commitment and decrease turnover intention.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.1
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• pp.531-542
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• 2021

This study was undertaken for identifying ways to positively resolve problems associated with perceived overqualification from the perspective of job crafting, which is highlighted as a social issue in the labor market. We hypothesized the mediating role of job crafting in order to uncover the questions regarding when and how perceived overqualification associates with an employee's organizational commitment. Autoregressive cross-lagged models were applied to the longitudinal data gathered from 263 full-time employees across 3 waves over 9 months. Our results demonstrate positive and significant cross-lagged effect of perceived overqualification on job crafting and organizational commitment. However, the cross-lagged effect of job crafting on perceived overqualification was found to be insignificant, but was significant for organizational commitment. There were no other indications of reverse causation effects. Our data indicates that job crafting longitudinally mediates the relation between perceived overqualification and organizational commitment. These findings offer a meaningful implication that employees who perceive themselves to be overqualified should be given an opportunity to craft their own jobs.

• Journal of Navigation and Port Research
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• v.36 no.10
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• pp.811-817
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• 2012

This study aims to empirically identify how job embeddedness which is consisted of links, fit, and sacrifice affects seafarers' turnover intention via organizational commitment. The results of covariance structure analysis on the questionnaire data collected from 362 seafarers are as follows. First, as job embeddedness increases, the seafarers' organizational commitment also increases. Second, organizational commitment seems to have negative relationship with seafarers' turnover intention at the marginally significant level, since links and fit have direct negative relationship with turnover intention.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.50-63
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• 2010

The purpose of this study is to investigate the effects of person-organization fit and person-job fit on occupational commitment, organizational commitment and turnover intentions among cooks in the foodservice industry. Data were collected by a total of 210 cooks at restaurants in the Seoul and Kyunggi area. The analysis of AMOS was used to test the causal model. The results indicate that the person-organization fit was positively related to occupational commitment and organizational commitment. The person-job fit was also found to correlate positively with occupational commitment and organizational commitment. Occupational commitment was positively related to turnover intentions while organizational commitment was negatively related to turnover intentions. Implications of the results and limitations of the study were discussed.

• Journal of Industrial Convergence
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• v.20 no.7
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• pp.107-113
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• 2022

The purpose of this study is to identify the effect of the job environment of nursing care workers on organizational commitment and to verify the mediating effect of job satisfaction based on this. Data collection was conducted on 340 nursing care workers, centering on elderly care facilities in Gyeonggi-do, and the uncollected questionnaires and abnormalities were removed and the final 267 were selected as the subjects of the study. Data analysis results were derived through SPSS WIN 2.0 and PROCESS Macro V3.5, and Hayes (2013)'s Macro Model Number 4 was applied to verify the mediating effect of job satisfaction. As a result of the analysis, the partial mediating effect of the job satisfaction was confirmed in the effect of the job environment of the caregiver on organizational commitment. Based on the analysis results, practical and policy suggestions for improving the job environment and increasing job satisfaction of nursing caregivers, and follow-up studies were proposed to overcome the limitations of this study.

• The Journal of the Korea Contents Association
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• v.20 no.4
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• pp.427-440
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• 2020

This study is a study on the cooking department where chefs who belong to the desired job of elementary and middle school students work together with the recognition increase through the media. The cooking department, which has a vertical structure at work, can be said to have an absolute influence of the chef. However, the cooking department needs to change according to the times. The purpose of this study was to examine how chef's shared leadership affects the chef's emotional commitment, continuous commitment, job satisfaction, and job performance. Therefore, a questionnaire was distributed to the employees currently working in the cooking department of a five-star hotel in Seoul, and a sample of 319 copies was prepared. In statistical analysis, the items were refined through exploratory factor analysis, confirmatory factor analysis, reliability analysis, and correlation analysis, and the hypotheses were verified through structural model analysis.As a result, Chef's shared leadership influences the emotional commitment of cooks, job satisfaction and job performance. In particular, emotional commitment and continuous commitment did not affect cooks' job satisfaction and job performance. In conclusion, to improve the performance of the organization, the hotel culinary department must establish a culture of sharing and communication. This suggests that establishing goals and visions will lead to job satisfaction and performance not only for individual cooks but also for the entire department. Therefore, it is expected to contribute to the efficient human resource management for the cooks in the hotel cooking department.