• International Area Studies Review
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• v.13 no.3
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• pp.29-49
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• 2009

We examine the effects of information transparency, lender identity, and credit rating on the commitment fees of syndicated loans originated in Japan, employing a sample of 331 facilities. A syndicated loan is a financing instrument offered to a single borrower by multiple lenders, and Japanese syndicated loan volume increased 36% to a record-high of $283 billion in 2008 compared to 2007. We find that the more informational opaque the borrower, the higher the commitment fees the lender charges to the Japanese borrowers. There is evidence that a syndicate involving a Japanese lead agent is able to extract rents through higher commitment fees. We document that there is a significant relation between the credit rating of the borrower and the commitment fee cost of syndicated loans originated in Japan. Most importantly, our results provide evidence that banks in Japan extract higher returns on syndicated loans through the commitment fees in addition to higher loan spreads. Using a micro-level of Japanese borrowers, we contribute to existing literature by providing our empirical evidence after controlling for borrowing spread.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.1
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• pp.5-12
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• 2008

Purpose: This study aimed to examine the impact of Organizational Culture on job satisfaction and organizational commitment in nursing organization. Methods: The sample consisted of 264 nurses of 2 tertiary medical institutions. The instruments used in this study were the nursing organizational culture questionnaire (Han, 2001), job satisfaction scale (Paula, 1978), and Organizational Commitment scale (Mowday et al., 1979). The data were analyzed by descriptive statistics, one-way ANOVA, t-test, Pearson Correlation. Coefficient, and multiple regression using the SPSS Win 14.0 program. Results: The dominant organizational culture of nursing organization was rank-oriented culture. The mean score of job satisfaction and organizational commitment was 3.28 and 3.40 respectively. Organizational commitment and Job satisfaction were positively correlated with affiliative-oriented culture, innovative-oriented culture, and task-oriented culture. Affiliative-oriented and task-oriented culture were major variables influencing on job satisfaction and affiliative-oriented culture was a major variable influencing organizational commitment. Conclusion: Organizational culture, especially affiliative-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the affiliative-oriented culture to improve the job satisfaction and organizational commitment of nurses.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.501-508
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• 2007

Purpose: This study was designed to find out the fact that the followership types of nurses would effect on job satisfaction, organizational commitment and nursing task performance. Methods: The sample consisted of 219 nurses working in 2 medical institutions. SPSS program was used for descriptive statistics, ANOVA, chi-square test, Duncan test, Pearson Correlation, and Multiple Regression. Results: In the followership type, effective follower was the largest as 47.0% and passive follower was 26.9%. Nurses who had a effective followership style had the highest level of organizational commitment, job satisfaction and those who had a passive followership style had the lowest level of organizational commitment, job satisfaction, and nursing performance. The followership was significantly related to the organizational commitment, job satisfaction and nursing task performance. The active involvement had a positive effect on the organizational commitment, job satisfaction and nursing task performance. The critical thinking had a positive effect on the job satisfaction. Conclusion: These results demonstrate that the most effective followership is effective follower. And organizational managers must take into account followership types when they develop the strategies for organizational effectiveness.

• Korea Journal of Hospital Management
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• v.15 no.2
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• pp.61-83
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• 2010

The purpose of this study is to analyze the effects of the introduction of 'business performance evaluation program' on the changes in organizational culture and employee commitment. The data for this study were collected three times, in 2006, 2008, and 2009 from the employees at a public hospital in Korea. The main findings of this study are as follows. 1. Organizational culture has gradually changed as the 'business performance evaluation program' was introduced and implemented. Regarding the changes in the different type of culture, we can see that group culture, developmental culture and rational culture has been stronger and, on the other hand, the introduction of 'the program' did not have as much impact on the hierarchical culture as on the other types of culture. 2. The group culture has have more impact on the organizational commitment than other types of culture. In case of the hierarchical culture, however, statistically significant relationships could not be found between the organizational commitment and the introduction of business performance evaluation program.

• Journal of Korea Entertainment Industry Association
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• v.14 no.7
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• pp.609-621
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• 2020

This study identified the impacts of organizational commitment on medical service reduction rates by lifestyles of medical institution workers with a medium of environmental factors in a medical institution, and it conducted a survey targeting 300 medical institution workers in Jeolla-do, South Korea. The results are as follows. First, there was a significant difference in an organizational commitment by sociodemographic characteristics based on age, academic career, gender, marital status, occupational description, monthly earnings, the years of employment, and the type of hospital. Second, there was a significant difference in environmental factors by sociodemographic characteristics based on marital status, the years of employment, and the type of hospital. Third, there was a significant difference in the inpatient reduction rate based on the occupational description, years of employment, and the type of hospital. In the outpatient reduction rate, a significant difference was shown based on age, marital status, occupational description, the years of employment, and the type of hospital. Fourth, when analyzing the relationship between organizational commitment, environmental factors, and the reduction rate, there was a significant positive correlation between inpatient reduction rate and outpatient reduction rate. Fifth, when analyzing the impacts on the inpatient reduction rate by deploying organizational commitment and environmental factors at the same time, it was shown that the environmental factors mediated partially in organizational commitment and inpatient reduction rate. In the case of outpatient reduction rate, it was shown that the environmental factors mediated completely in organizational commitment and outpatient reduction rate. The present study is aimed to contribute to providing the baseline data for an efficient operational plan and effective workforce management of medical institutions.

• Korean Journal of Human Ecology
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• v.19 no.5
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• pp.845-855
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• 2010

This study examined the variables that affect whether consumers change broadband internet services by examining their past experiences and intention to switch carriers by targeting consumers who have switched broadband internet service providers. Among adult consumers who intended to switch broadband providers, 341 people who had experience were subject to logistic regression analysis using SPSS for Windows ver. 17.0 to examine frequencies, means, percentages, and factor analysis. The following results were revealed. First, the targets were currently using broadband internet service in the order Company S > Company L > Company K > others. Excluding the others, Company K had the most conversions (from 96 to 78), followed by Company S (from 107 to 97), and Company L (from 43 to 97), which more than doubled the number of subscribers. The reasons for switching carriers in the past were as follows: for Company K, consumers switched to other companies because of unsatisfactory fee services; for Company S, consumers switched to other companies because of quality, advertising and promotional activities, and commitment periods ending; for Company L, the consumers switched to other companies because of fee, quality, and service; and for other companies, the consumers switched to other services because of unsatisfactory quality. Second, the analysis of the elements that determined whether a consumer will switch broadband internet service providers showed that college graduates and individuals who had switched carriers voluntarily in the past were more likely to switch to a new broadband internet service provider. Furthermore, passive consumers had a higher probability of switching. Moreover, when consumers were less satisfied with the fees and services, there was a greater chance of switching to another company.