• The Journal of Asian Finance, Economics and Business
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• 제8권1호
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• pp.1031-1040
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• 2021

The purpose of this research is to analyze the influence of job enrichment and empowerment on organizational commitment. In addition, the role of work motivation and job satisfaction in mediating the influence of job enrichment and employee empowerment on organizational commitment has also been examined in this study. The sample population consists of all the employees in the regional office of DJKN Bali and Nusa Tenggara, who hold executive positions and have served the office for ≥ 4 years. This study adopts the second-order Partial Least Square (PLS) model and the Smart PLS Version 3.0 program which is used as the analysis tool. The results revealed that: job enrichment has a significant influence on organizational commitment; employee empowerment has an insignificant influence on organizational commitment; work motivation and job satisfaction partially mediate the influence of job enrichment on organizational commitment; work motivation and job satisfaction fully mediate the influence of employee empowerment on organizational commitment. The findings can be used as organizational considerations in developing policies related to job enrichment and employee empowerment, which is expected to motivate and provide satisfaction for employees and improve their organizational commitment.

• 동아시아식생활학회지
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• 제23권6호
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• pp.839-849
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• 2013

The purpose of this study is to assess the associations among person-environment fit, organizational citizenship behavior, organizational commitment and turnover intent in the foodservice industry. The study was administered to 306 Korean employees. The results indicated a positive relationship between person-environment fit, employees' organizational citizenship behavior and organizational commitment. However, person-environment fit did not have a significant, direct impact on their turnover intent. Thus, this study found an indirect influence via organizational citizenship behavior and organizational commitment. In addition, organizational citizenship behavior and organizational commitment were negatively associated with employees' intention to leave the organization. Limitations and future research directions are also discussed.

• 한국조리학회지
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• 제20권5호
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• pp.52-58
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• 2014

The aim of the present study is to investigate the structural relationships of organizational work-family support, job satisfaction, organizational commitment and turnover intention among Korean hotel employees. In order to achieve the study goal, frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(18.0) and AMOS(18.0). The result shows that organizational work-family support has a significantly positive effect on job satisfaction and it also positively impacts on organizational commitment. However, it doesn't have any significant effect on turnover intention. This study also suggests that each of job satisfaction and organizational commitment has a significantly negative effect on turnover intention. Through the abovementioned results, we can find out that each of job satisfaction and organizational commitment can completely mediate the relationship between organizational work-family support and turnover intention.

• Journal of Sport and Applied Science
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• 제8권1호
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• pp.1-10
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• 2024

The purpose of this study was to examine the structural relationship among organizational justice, athlete satisfaction, team commitment, and organizational citizenship behavior toward college athletes. To achieve this purpose, this study employed a convenience sampling method via a questionnaire dissemination. A total of 285 responses were collected from college athletes. Among those, 21 responses were excluded as they were not completed, leaving 264 usable data. The data was computed in SPSS 28.0 and AMOS 28.0, and analyzed with correlation analysis, reliability analysis, confirmatory factor analysis, and structural equation modeling analysis. Overall, organizational justice had a positive influence on athlete satisfaction, team commitment, and organizational citizenship behavior. Athlete satisfaction had a positive influence on team commitment and organizational citizenship behavior. However, there was no relationship between team commitment and organizational citizenship behavior. These findings provided empirical foundational data on the impact of organizational justice on psychological and behavioral outcomes and the overall efficiency and effectiveness of organizations, with a focus on college athletes who played a central role in the context of college sports setting.

• 보건행정학회지
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• 제13권3호
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• pp.71-90
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• 2003

The purpose of this study is to investigate the impacts of distributive and procedural justice on job satisfaction, professional commitment and organizational commitment among hospital physicians. The sample of this study consisted of 185 physicians from 8 general hospitals located in Metropolitan area and Youngnam area in Korea. Data were collected using self-administered questionnaires with the response rate of 40.2% and analyzed using hierarchical regression technique. The results of this study showed that procedural justice had a direct impact on job satisfaction, professional commitment and organizational commitment among hospital physicians, whereas distributive justice had no significant impact. The results imply that hospital administrators should take measures to establish procedural justice to increase job satisfaction, professional commitment and organizational commitment among hospital physicians.

• 보건행정학회지
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• 제8권1호
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• pp.52-96
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• 1998

To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors (sex, age, education, job-grade, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) ad structural variables(formalization, centralization, communication, job-conflict, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables. For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. The survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values. The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method. Main results were as follows: (1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively. (2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative. (3) Pride for organiztion, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salar and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centraldization were negative. In conclusion, these results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication. Especially, pride for organization and intrinsic motivation were expected to play the most important role.

• 간호행정학회지
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• 제18권1호
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• pp.13-22
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• 2012

Purpose: This study was done to analyze the relationship between organizational communication satisfaction and organizational commitment among hospital nurses. Method: A survey was conducted with 647 nurses who were working in 24 hospitals in Korea. Data were collected during August 2010. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation analysis, and multiple regression. Results: The mean level of organizational communication satisfaction was 3.15 (min 1.88 -max 4.88) and the mean level of organizational commitment was 3.21 (min 1.33 - max 4.83). There was a statistically significant correlation between organizational communication satisfaction and organizational commitment (r=. 655). According to analysis of the impact of the subconstructions of organizational communication satisfaction on organizational commitment, the following factors had significant influence on organizational communication satisfaction: vertical communication, communication media, and organizational climate. Conclusion: These findings showed that communication satisfaction was the most important factor for nurses' organizational commitment. Therefore, there is a need to develop communication strategies and skills for hospital nurses to increase the level of communication satisfaction.

• 경영과정보연구
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• 제37권1호
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• pp.1-18
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• 2018

본 연구는 국내 영업사원 375명을 대상으로 직무만족, 조직몰입, 성취욕구가 영업사원의 영업성과에 미치는 영향을 실증 분석 하였다. 또한 각 요인 간 직접효과를 포함해 조직몰입과 성취욕구의 매개효과를 분석하였다. 분석결과 영업사원의 직무만족은 조직몰입과 영업성과에 유의미한 정(＋)의 영향을 갖는 것으로 나타났으며, 조직몰입은 성취욕구에 유의미한 영향을 갖는 것으로 분석되었다. 하지만 조직몰입은 영업성과에 유의미한 영향을 미치지 않았다. 성취욕구는 영업성과에 유의미한 정(＋)의 영향을 보였으며, 조직몰입 및 영업성과를 매개하는 것으로 분석되었다. 조직몰입은 직무만족과 영업성과에 대해 매개효과를 보이지 않았으며, 직무만족과 성취욕구에 대해 매개효과를 갖는 것으로 분석되었다. 본 연구에서 제시한 시사점은 첫째, 본 연구에서는 기존의 연구결과에서 검증된 내용을 포함해 직무만족, 조직몰입, 성취욕구 및 영업성과에 대한 통합적이고, 세부적인 분석을 수행했다는 것이다. 둘째, 이를 통해 영업사원의 직무만족 및 성취욕구가 영업성과에 중요한 요인임을 밝혔으며, 단순한 조직 몰입 보다는 영업현장에서 영업사원의 직무에 대한 만족 및 성취욕구가 함께 병행되어야 함을 실증연구 결과를 통해 제시하였다. 셋째, 기존의 연구에서 성취욕구는 조직몰입의 선행변수로 작용하여 높은 성취욕구는 조직의 몰입을 높인다는 연구결과가 존재한다. 본 연구는 이와 같은 연구결과에 더해 조직몰입 또한 성취욕구의 선행변수로 작용하여 높은 조직몰입은 성취욕구를 높인다는 것을 실증하였다. 종합해보면, 성취욕구와 조직몰입은 상호 영향력을 갖는 요인으로 영업사원의 성과에 유의미한 영향을 갖는다.

• 한국조리학회지
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• 제14권3호
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• pp.31-44
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• 2008

The purpose of this research was to examine the construct known as job fit perceived by service employees in the foodservice industry. The model was tested using SPSS 12.0 and AMOS 4.0 based on the sample of 667 persons that showed a 95% usable response rate. The results of the empirical analysis showed as follows. First, in restaurants, the employees' job suitability factor brings about an indirect effect by organizational commitment and turnover intention. Second, employees' job satisfaction factor causes an indirect effect by organizational commitment. Third, employees' organizational commitment factor has relationships with turnover intention. That is, the higher organizational commitment, the lower turnover intention. By the same route analysis, job suitability has an effect on organizational commitment. Also, the research proved organizational immersion has an effect on turnover intention. In this respect, the research contributes to job performance of foodservice employees, emphasizing the necessity of educational programs for them.

• 한국식품조리과학회지
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• 제19권2호
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• pp.155-164
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• 2003

The purpose of this study was to examine, in a service context, construct validity and generalizability of widely used and accepted measures of perceived organizational support, job satisfaction, organizational commitment, and service duality, and to test each measures' predictive utility in this context with path analysis. Of 350 subjects, 309 subjects participated in the analysis. Descriptive statistics (frequencies), exploratory factor analysis, reliability analysis, zero-order partial correlation analysis, and confirmatory factor analysis were used for this study. The findings from this study are as follows. First, perceived organizational support significantly influenced job satisfaction, organizational commitment. and service quality. Second, Job satisfaction had a directional impact upon organizational commitment and service quality. Third, organizational commitment showed to have a predictive impart on service quality. Finally, the results of the study provide some insight into the types of internal marketing strategies that can be applied successfully by operators of hotel F & B departments.