• 복식문화연구
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• 제23권6호
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• pp.1021-1037
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• 2015

This study analyzed the impact of sense of self-efficacy on job satisfaction and organizational commitment among technical designers in order to acquire information needed for human resources management in the field of technical design. The study was implemented through a normative-descriptive survey method using a questionnaire. The sample consisted of 217 technical designers working at vendors and agents located in Seoul. The results revealed that there were significant differences in the sense of self-efficacy levels among technical designers according to age and work experience. Personal self-efficacy had a positive influence on both intrinsic and extrinsic job satisfaction, but also on affective, continuance, and normative organizational commitment. In addition, personal self-efficacy had a greater influence on extrinsic job satisfaction than social self-efficacy. Both personal and social self-efficacy influenced continuance commitment while there was no relationship between social self-efficacy and affective organizational commitment. However, a clear relationship was found between both social and personal self-efficacy and normative organizational commitment. Nevertheless, social self-efficacy had a greater influence on normative organizational commitment than personal self-efficacy. This fact demonstrates the need to exert more effort to promote the sense of personal self-efficacy of technical designers. These results could be used to provide appropriate proposals for human resources management in the field of technical design.

• 한국직업건강간호학회지
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• 제18권2호
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• pp.205-218
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• 2009

Purpose: The purpose of this study was to learn the affective factors of case managers' occupational stress. Method: A total of 986 participants responded to a self-administered questionnaire that included 24 items of Korean Occupational Stress Questionnaire Short Form (KOSQSF), job satisfaction index, health behaviors, general characteristics, and variables related to work. The data collection of research was done from 17th to 21th of September, 2007. The data were analysed by t-test, ANOVA, and multiple regression with SPSS 11.1 package program. Result: The results of this study were as follows: The overall job satisfaction rate of men and women was highly than that of the Korean worker's standard. There were statistically significant differences in occupational stress in work place, work department, work position, smoking, treatment in out-patient clinic, subjective & relative health-status, work load, supervisor's review on work-ability, and job satisfaction. According to the multi-variate analysis, occupational stress(47.6%) was related to job satisfaction, workload, individual work-ability, supervisor's review on work-ability, health status and gender. Conclusion: Occupational stress varied depending on the ten variables and was influenced by job satisfaction(35.7%) and 5 other variables. The results suggest that further follow-up study on case managers is necessary to relieve their occupational stress.

• 수산경영론집
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• 제40권3호
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• pp.51-68
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• 2009

The purpose of this study is to investigate the effect of Brand Personality to Marine Tourism Destination Images and Intention to Recommend. For this purpose, factor analysis was applied to 42 of J.Aaker's Brand Personality Scale and 5 personality dimensions were extracted. This analysis was also applied for cognitive and affective images and two of cognitive images and three of affective images were extracted. Multiple regression was done to estimate the relative effects of Brand Personality to both cognitive and affective images and intention to recommend. The results indicated brand personality influenced on both cognitive and affective images and intention to recommend directly and also found affective images was influenced by cognitive images. The results also suggested useful insight for future study. The Brand Personality Scale which developed for the product by Aaker might not be suitable for measuring the marine tourism destination brand personality and necessary to develop the new scale suitable for marine tourism destination personality, and be needed to study together with other moderating variance such as satisfaction and congruency with image to verifying the exact effect between different variables.

• 한국지역사회생활과학회지
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• 제15권1호
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• pp.57-65
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• 2004

The purposes of this study are to identify types of fathers who engaged in different patterns of interaction with their children and to examine the characteristics by different fathering patterns. Data are collected from 323 married men with the oldest child under 12 years old, using the structured questionnaire survey method. The major findings of the study are as follows: First, the fathering activities are composed of four factors, which are affective involvement, caretaking, social involvement and discipling. The respondents tend to exhibit the level of fathering activities higher than middle point. Second, using cluster analysis, three types of fathers are categorized: The affective type fathers scored significantly high on dimensions of affective involvement. Whereas the engaged fathers scored the highest on all domains of fathering, the disengaged fathers demonstrated significantly limited involvement. Third, the characteristics which are associated with fathering activities patterns are father's age, job type, work hour, frequency of meetings after work hour, job satisfaction and child rearing attitude. The results of this study suggest several implications to develop parent education program for fathers and their children.

• 간호행정학회지
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• 제11권2호
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• pp.129-145
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• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• 경영과정보연구
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• 제31권2호
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• pp.21-39
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• 2012

본 연구는 이용-충족이론의 관점에서 SNS 이용동기에 관해 진행된 연구를 토대로 이용동기에 대한 검토를 실시하고, 이용과정을 통해 형성된 관여도가 만족으로 형성되는 구조를 살펴보고자 한다. 또한 남성과 여성간의 이용동기, 감정적/인지적 관여, 만족의 형성구조를 비교하여 성별 차이에 따른 전략적 시사점을 도출하고자 한다. 이를 위해 구조방적식모형을 설정하고 SNS 이용경험이 있는 306명의 데이터를 Lisrel로 분석하였다. 정보추구동기와 자아표현동기가 감정적 관여에 영향을 미치지 않는 것으로 나타났고, 이를 제외한 나머지 가설은 채택되었다. 이에 추가적으로 성별에 따라 비교해 보기위해 남성집단과 여성집단의 경로분석을 실시하였다. 그 결과, 남성의 경우는 정보추구동기, 오락적동기, 자아표현동기가 높은 경우에 감정적 관여가 높아지며, 오락적동기가 높은 경우만 인지적 관여가 높아지는 것으로 나타났다. 여성의 경우에는 사회적동기와 오락적동기가 감정적 관여와 인지적 관여를 높이는 것으로 나타나 만족으로 이어졌고, 정보추구동기와 자아표현동기는 감정형성에 영향을 미치지 않았다.

• 정보관리학회지
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• 제33권3호
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• pp.371-398
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• 2016

본 연구는 기업의 독서경영과 문화경영이 직원의 직무만족과 조직몰입을 높이는 데 도움이 된다는 선행연구들을 기반으로, 공공도서관 직원의 독서활동이 직무만족도와 조직몰입도에 미치는 영향에 대하여 분석하는 것을 목적으로 하였다. 설문조사를 통해 수집된 데이터의 분석결과, 이용자 독서모임 참여 정도에 따라 직무자체 만족도, 인간관계 만족도, 자아실현 만족도, 정서적 몰입도, 지속적 몰입도에서 유의한 차이가 있었다. 또한 공공도서관 직원의 독서량, 독서시간은 직무자체 만족도에 유의한 영향을 미쳤으며, 독서시간은 정서적 몰입도에도 유의한 영향을 미치고 있었다. 이용자 독서모임 참여 기간은 사회적 인식 만족도, 지속적 몰입도, 규범적 몰입도에 영향을 미치는 것으로 나타났다. 직무자체 만족도는 독서시간과 정서적 몰입도 간에 완전매개효과를 가지고 있었고, 사회적 인식 만족도는 이용자 독서모임 참여기간과 지속적 몰입도 및 규범적 몰입도 간에 완전매개효과를 가졌다. 이러한 결과에 따라 본 연구는 공공도서관의 독서경영 도입을 통한 직원 독서환경 조성을 위한 방안을 다음과 같이 제시하였다. 첫째, 공공도서관 운영진의 독서경영에 대한 적극적인 관심이 필요하며, 직원들의 독서활동을 위한 다양한 프로그램을 제공해야 한다. 둘째, 공공도서관은 직원들의 이용자 독서모임에 참여를 도모하고, 담당 직원은 지속적으로 참여할 수 있도록 지원해야 한다. 셋째, 공공도서관 직원들의 적극적인 독서활동을 위한 기관 차원의 지속적인 동기부여가 필요하다.

• Educational Technology International
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• 제8권1호
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.

• 한국환경과학회지
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• 제24권11호
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• pp.1451-1461
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• 2015

The purpose of this study is to describe how nature-based ecotourism motivation of ecotourists influences destination image and satisfaction of ecotourists. In order to achieve the above purposes, the study carried out a literature study and an empirical analysis. Based on the obtained data through the literature study, the study designed a model for the empirical study. The results of this study are as follows. First, returns to nature, knowledge. fitness and escape as ecotourism motivation of ecotourist had a positive effect on each ecotourism destination image, such as cognitive and affective image. However, effect of novelty on cognitive image for destination had not significant results. Second, ecotourism destination image, such as cognitive and affective image, had a positive effect on ecotourism satisfaction of ecotourists. The results of the article provide implications for strategies for promoting ecotourism destination and suggest some guidelines for the eco-education of tourists.

• 품질경영학회지
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• 제44권1호
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• pp.121-138
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• 2016

Purpose: Financial institute employees have various education programs for enhancing customer satisfaction. The purpose of this study is to explore critical factors that affect the service commitment in the financial institution and to propose the implication for employee's service involvement. Methods: This study is intended to identify how service quality of education, servicescape, and learning motivation affect the service commitment. The research model proposed in this study is tested via a survey of 322 employees for financial institution employees. Results: This study shows that tangibles, reliability, assurance and ambient condition, physical structure, symbolic artifacts and internal motivation, extrinsic motivation significantly influence education satisfaction. Tangibles, reliability and ambient condition, physical structure, symbolic artifacts and internal motivation significantly influence affective service orientation and that tangibles, reliability, assurance and extrinsic motivation significantly influence altruistic service orientation. It also verifies that education satisfaction affective service orientation, and altruistic service orientation positively affect service commitment. Conclusion: This study suggests critical factors to promote service commitment in the financial institute. It has focused on not only the service quality of education program, but also servicescape and learning motivation as the meaningful factors for increasing the employee's service involvement.