• Journal of Digital Convergence
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• v.16 no.9
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• pp.269-278
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• 2018

The purpose of this study is to investigate the effects of clinical nurse's emotional intelligence (EI) and core self-evaluation (CSE) on career commitment. Subjects were 462 clinical nurses at two general hospitals in Seoul, and survey was conducted from May to July, 2017. Data were analyzed by t-test, ANOVA, Pearson's correlation coefficients and stepwise multiple regression analysis. The results showed that career commitment was correlated with EI or CSE (r=.28, p<.001; r=.34, p<.001). EI was correlated with CSE (r=.44, p<.001). CSE, spouse status, EI, position, subjective health status, and working department were identified as the factors affecting the clinical nurse's career commitment ($R^2=.21$). To improve career commitment, it is necessary to assess clinical nurse's EI and CSE according to subjective health status, and to be considered marriage, position, and working department in developing a career convergence program.

• Journal of Korean society of Dental Hygiene
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• v.14 no.5
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• pp.695-701
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• 2014

Objectives : The purpose of this study was to investigate the relationship between the resilience and organizational commitment of dental hygienists for the improvement of organizational performance. Methods : A self-reported questionnaire was filled out by 323 dental hygienists from May 2 to June 5, 2014. The collected data were analyzed by a statistical package SPSS WIN 12.0. Results : The dental hygienists had the highest score in relationship(4.09), and had the lowest score in communicative competence(3.29). In organizational commitment, they had the highest score in affective commitment(3.20). There were statistically significant differences in that regard according to age(p<0.001), marital status(p<0.05) and career(p<0.001). The organizational commitment varied significantly with age(p<0.05) and career(p<0.01), and normative commitment significantly varied with the number of work days(p<0.05) and career(p<0.05). There was a significant correlation between the resilience and organizational commitment of the dental hygienists(p<0.001). Conclusions : The organizational commitment of the dental hygienists was better when they had a better resilience, and that resilience made a contribution to the improvement of organizational commitment in the clinical dental hygienists.

• Journal of East-West Nursing Research
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• v.29 no.1
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• pp.49-58
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• 2023

Purpose: This study aimed to investigate the effects of personality, ego-resilience, and commitment to career choice on the adaptation to college among new nursing students residing in various regions. Methods: The participants were 175 freshmen in nursing departments at 7 universities located in D Metropolitan city. Data were collected through an online questionnaire from June 20, 2022 to July 1, 2022. The collected data were analyzed using descriptive statistics, t-test, one-way ANOVA, Scheffe's test, Pearson's correlation coefficient, and stepwise multiple regression analysis using IBM SPSS/WIN 28.0 software. Results: The average scores of participants were as follows: personality (4.10±0.41), ego-resilience (3.55±0.62), commitment to career choice (3.36±0.59), and adaptation to college (3.63±0.58). The factors influencing college adaptation were ego-resilience, personality, satisfaction with nursing major, and commitment to career choice. The combined explanatory power of these variables for college adaptation was 64.8%. Conclusion: This study highlights the necessity for developing educational programs, training initiatives, and curricular activities to enhance ego-resilience, foster appropriate personality, increase satisfaction with nursing major, and improve commitment to career choice levels among new nursing students residing in various regions.

• Journal of the Korean Applied Science and Technology
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• v.40 no.3
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• pp.476-483
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• 2023

This study aimed to analyze the effects of athletic career and competition participation frequency on exercise commitment of women university taekwondo athletes. Study subjects were 20 women university taekwondo athletes. Athletic career and competition participation frequency was assessed by 4-points scale and the higher points indicate the higher level of each variables. Exercise commitment was assessed by Exercise Commitment Scale. The assessment consists of a total of 8 questions, 4 of which are action immersion and 4 of cognitive immersion, and is evaluated using a 5-point Likert scale. The higher the score, the higher the level of exercise commitment. As the results, positive relationship showed both correlation and casual relationship analysis between competition participation frequency and exercise commitment. Negative casual relationship (-) showed between athletic career and exercise commitment. These results indicated that the increase of competition participation frequency affects the exercise commitment and the longer of athletic career indicates the decrease the level of exercise commitment. Thus, to improve the exercise commitment of women university taekwondo athletes, the competition participation frequency and athletic career should be considered.

• Journal of Digital Convergence
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• v.14 no.9
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• pp.31-42
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• 2016

The purpose of this study was to examine the effects of the burnout of dental hygienists on their job commitment. The subjects were 156 dental hygienists. Structured questionnaire surveys were conducted. Maslash Burnout Inventory scale and the tool developed by Kang was used. The burnout and job commitment was each divided into three factors; emotional depletion, accomplishment decrease and dehumanizing and organizational commitment, career commitment, and work commitment. The dental hygienists' burnout score was 3.77 points and commitment score was 3.53 points. Burnout was higher among those with clinical careers shorter than five years and smaller numbers of colleague. Those with higher burnout showed higher career involvement and those with longer careers and higher salaries showed higher organizational commitment. Dental hygienists' career that higher burnout was associated with lower degrees of job commitment. Therefore, efficient manpower management should be ways to maintain of their carrer and increase the salary.

• The Journal of Korean Academic Society of Nursing Education
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• v.15 no.1
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• pp.72-80
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• 2009

Purpose: This study was designed to identify the prediction factors that influence nurses' organizational commitment. Method: The sample of this study consisted of 526 full-time nurses randomly picked at 19 general hospitals in Korea. The data was analyzed by computer using SPSS 15.0 for Pearson's correlation coefficient, and multiple regression analysis. Result: 1) According to general characteristics, nurses' organizational commitment levels among the sample were significantly different in age, religion, social status, marital status, clinical career, and department satisfaction. 2) Level of nurses' organizational commitment was average 2.70, job satisfaction 2.91, burnout 3.03, empowerment 3.36, autonomy 2.93, and self-efficacy 3.51. 3) Nurses' organizational commitment had significant positive correlations with job satisfaction, empowerment, self-regulation, social support, self-efficacy, clinical career, and personnel movement experience. On the other hand, it had significant negative correlations with occupational stress, burnout, and age. 4) The prediction factors which influence Nurses' organizational commitment were job satisfaction($\beta$=.405), burnout($\beta$=-.282), self-regulation($\beta$=.171), clinical career($\beta$=.135). These factors were approximately 49.6% reliable in explaining nurses' organizational commitment. Conclusion: These results can be used to develop hospitals' management strategies for increasing organizational commitment effectiveness and nursing productivity.

• Korean Security Journal
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• no.41
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• pp.123-151
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• 2014

The purpose of this study was focused on the relationship between private guards' job embeddedness and dual commitment. In this study, job embeddedness is selected as an independent variable and dual commitment is selected as a dependent variable one. job embeddedness was divided into three sub-factors such as "fit", "links", and "sacrifice", and dual commitment is again composed with organizational commitment, and career commitment. Moreover sex, age, academic background, service period, and income were selected as a control variable. To test the hypotheses, survey data from private guards in Kyungpook are collected and analyzed. Principal component method is used to see which items cluster together in each factor and to calculate factor scores. Multiple regression analysis identifies several factors which have significant effects on dual commitment. Key finding can be summarized as follow. Fist, the factor of "fit" have significant effects on organizational commitment, and career commitment. Second, the factor of "links" have significant effects on organizational commitment, and career commitment. Third the factor of "sacrifice" have significant effects on organizational commitment, and career commitment. Finally, when all the variables with significant effects are included in the final model, "links" disappear, while "fit" and "sacrifice" remain statistically significant. Based on these finding, this study suggests some policy issues to promote private guards' dual commitment.

• Asia pacific journal of information systems
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• v.9 no.4
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• pp.163-179
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• 1999

MIS personnel should not only be capable of developing technically sounded systems, but also act as the companion role of strategic management. For this reason, it is important to direct efficient human resource management for MIS personnel. For directing efficient MIS human resource management, this paper studies the relationship of major types of MIS career orientation, job satisfaction and organizational commitment based on the work area of MIS personnel, Based on the empirical analysis using questionnaires answered from MIS personnel of Korean public and private enterprises, the hypotheses of this study were proved. The result of this research shows most of the domestic MIS personnel tends to line up with technology and management favoritism for their career orientation. If an individual career orientation and his or her work area are matched, it presents higher job satisfaction. Furthermore, a group of management orientation shows higher organizational commitment than a group of technology arientation among MIS personnel with identical job satisfaction. Therefore, this study suggests that career orientation of MIS personnel affect the job satisfaction and organizational commitment. In the future, a career management system suitable to the MIS personnel should be developed to improve the effectiveness of MIS organization.

• Journal of the Korean Applied Science and Technology
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• v.39 no.6
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• pp.748-759
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• 2022

The purpose of this study is to investigate the mediating effect of job commitment and the moderating effect of job burnout on the relationship between the protean career orientation and subjective career success of hair designers. For this purpose, a survey was conducted on 163 employees working at a representative A brand hair salon in Korea, and statistical analysis was conducted using SPSS 21, and SPSS Process Macro v. 3.3. The results of this study are as follows: First, Protean career orientation affects job commitment to focus on oneself in all aspects related to their job, and as a result, it has a mediating effect on subjective career success that satisfies their career. Second, Through the interaction between protean career orientation and job burnout, the moderating effect on job commitment was confirmed. The significance of this study is to suggest a career success plan for hair salon workers with relatively high turnover rate in the service field by dealing with the understanding of the hair salon organizational culture and the lack of hair designer protean career orientation in terms of the mediating role of job commitment and job burnout in career success.

• Culinary science and hospitality research
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• v.20 no.6
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• pp.41-55
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• 2014

This study made frequency analysis, factor analysis, reliability analysis, correlation analysis, and regression analysis using SPSS 18.0 for 225 culinary employees working for super deluxe hotels in Busan and Ulsan areas in order to analyze the effects of job embeddedness on job satisfaction, career commitment and turnover intention. Results are as follows: first, as a result of testing the effects of hotel culinary employee's job embeddedness on job satisfaction, it was found that fitness, sacrifice, and links have positive (+) effects on job satisfaction. Second, it was found that fitness and sacrifice of a hotel culinary employee's job embeddedness have positive (+) effects on career commitment. Third, this study showed that fitness and sacrifice have negative (-) effects on turnover intention. Fourth, it was found that job satisfaction has a negative (-) effect on turnover intention. Fifth, it was found that career commitment has a negative (-) effect on turnover intention. These findings indicate that the higher hotel culinary employee's job embeddedness is, the less their intention to change jobs becomes by increasing job satisfaction and career commitment.