• 한국의류산업학회지
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• 제13권1호
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• pp.107-115
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• 2011

This study analyzes how the person-environment fit on organization attractiveness, commitment, and job satisfaction in TV home shopping companies. The survey was conducted from May 3 to 31 in 2010, and 350 responses were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, and multiple regression analysis. The results show that person-environment fit of TV home shopping companies is composed of person-job fit, person-supervisor fit, and person-organization fit. The person-job fit, person-supervisor fit, and person-organization fit of TV home shopping companies influence the organization attractiveness and commitment. The organization attractiveness and commitment affect the job satisfaction in TV home shopping companies.

• 한국산학기술학회논문지
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• 제10권12호
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• pp.3788-3796
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• 2009

본 연구는 심리학적 변인인 개인 감정구조를 도입하여 감정구조$\rightarrow$환경 몰입$\rightarrow$소비자유형(그린소비자 성향, 유사그린소비자 성향, 비그린소비자 성향)$\rightarrow$삶의 질에 관한 통합적 이론 모델을 구축하고자 실증분석을 하였다. 분석 결과는 다음과 같다. 첫째, 긍정적 감정은 환경몰입에 영향을 미치는 것으로 나타났으나, 부정적 감정은 환경몰입을 높이는 것으로 나타났으나 통계적으로 유의미하지 않았다. 둘째, 환경몰입은 그린소비자 성향, 유사그린소비자 성향 및 비그린소비자 성향에 영향을 미치는 것으로 나타났다. 마지막으로 그린소비자 성향은 삶의 질에 영향력을 미치는 것으로 나타났으나, 유사그린소비자 성향과 비그린소비자 성향이 삶의 질에 영향을 미치지 않는 것으로 나타났다.

• 한국철도학회논문집
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• 제15권6호
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• pp.645-653
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• 2012

본 연구는 KTX기장의 개인-환경(직무,조직,동료)적합성이 직무만족, 조직몰입 및 이직의도에 미치는 영향과 개인-환경적합성과 이직의도간의 관계에서 직무만족과 조직몰입의 매개효과를 실증분석 하였다. 분석결과, 개인-환경적합성은 직무만족, 조직몰입 및 이직의도에 대부분 유의미한 영향을 미치는 것으로 나타났으나, 개인-직무적합성은 직무만족에, 개인-동료적합성은 직무만족과 이직의도에 각각 유의미한 영향을 미치지 못하는 것으로 나타났다. 직무만족 및 조직몰입의 매개효과 또한 대부분 매개효과가 있는 것으로 나타났으나, 개인-조직적합성과 이직의도간의 관계에서 직무만족의 매개효과가 없는 것으로 나타났다. 결론적으로 본 연구는 KTX기장의 이직의도를 파악하고 이를 예방하기 위해서는 전반적인 개인-환경적합성을 높임은 물론, 직무만족과 조직몰입 향상방안 마련이 중요하다는 사실을 시사하고 있다.

• 산경연구논집
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• 제14권3호
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• pp.27-43
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• 2023

Purpose: Changes in the employment environment in the era of the 4th Industrial Revolution are influencing various factors by the emergence of new jobs and the change in perception of job stability due to globalization of information technology and industry This study attempted to present implications by verifying the structural relationship of beauty workers' sustainable organizational commitment and the method necessary for conflict management in the industrial field due to the recent changes in the employment environment of the beauty industry in the 4th Industrial Revolution. Research design, data and methodology: This study sampled 604 beauty industry employees Frequency analysis, validity and reliability analysis, factor analysis, and path analysis were performed using SPSS WIN23.0. Results: It was found that the change in the employment environment caused by the 4th industrial revolution had a significant negative (-) effect on the job satisfaction and organizational commitment of beauty industry workers. Conclusion: This study is that changes in the employment environment negatively affect job satisfaction and organizational commitment of beauty workers. We hope to contribute to the development and growth of the beauty industry by providing basic data for the beauty tech service industry in the 4th industrial era.

• 간호행정학회지
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• 제19권3호
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• pp.361-371
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• 2013

Purpose: This study was done to investigate the factors affecting organizational commitment and turnover intention of hospital nurses. Empirical analysis on the mediating effect of the person-environment fit of organizational commitment and turnover intention and factors affecting this relationship were also examined. Methods: Participants were nurses working in 4 university hospitals in Seoul or Busan. Data were collected between July 27 and Aug. 10, 2012 and for the final analysis, 393 data sets were used. The fitness of models were tested using AMOS 19.0. Results: The fitness of the modified model showed high compatibility with the empirical data. In the modified model, organizational climate, professional self-concepts and person-organization fit were found to have significant effects on hospital nurses' organizational commitment. Professional self-concepts, personality, person-organization fit and person-job fit significantly affected hospital nurses' turnover intention. There was the mediating effect of person-organization fit between organizational commitment and turnover intention and factors affecting the relationship. But person-job fit was not found to have a mediating effect. Organizational commitment accounted for 49.8% and turnover intention for 39.9% of covariance in these factors. Conclusion: Nursing strategy for enhancing professional self-concepts and person-organizational fit should be planned by nursing managers.

• 복식
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• 제66권6호
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• pp.1-16
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• 2016

This study identifies the impact of celebrity stylists' individual psychographic characteristics, including their lifestyle, and social characteristics, including person-environment fit on their job commitment and satisfaction. A survey was conducted with currently working celebrity stylists, and a total of 203 responses were analyzed using descriptive analysis, factor analysis, reliability test, and multiple regression analysis. The results of this study were as follows: 1) The results of the factor analysis and reliability test on celebrity stylists' lifestyle and person-environment fit clearly revealed factorial structures, respectively. 2) Regarding the results of the influences of celebrity stylists' lifestyle on their job commitment and satisfaction, respondents who had higher new information-oriented, success-oriented, and conservation-oriented, but lower outdoor activity-oriented lifestyle tended to show higher job commitment and role satisfaction of job satisfaction. 3) Respondents who had higher person-job fit, person-organization fit, person-celebrity fit, and person-coworker fit tended to demonstrate a higher level of job commitment and role satisfaction of job satisfaction. Both celebrity stylists' lifestyle and person-environment, which revealed to have a significant relationship to their job commitment and satisfaction, could be used as an index to evaluate potential employees' job attitudes for recruiting celebrity stylist.

• The Journal of Asian Finance, Economics and Business
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• 제7권10호
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• pp.999-1006
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• 2020

This study provides an understanding of the role of job satisfaction as a mediator of compensation and workplace environments for the organizational commitment of employees in the public sector. This study used a structural model using path analysis. The population and sample in this study were all employees at the Population and Civil Registry Office of one of the districts in Indonesia. The sampling technique used was total sampling, due to the considerably smaller amount of the sample size. This study found that compensation and workplace environment could explain job satisfaction variables with a 93.8% confidence level and simultaneously compensation, workplace environment, and job satisfaction that could explain organizational commitment with a variable of 97.4%. This findings also shows that the manifest bonus variable on the latent compensation variable is one of the main indicators that needs to improve to increase job satisfaction and organizational commitment. One of the important things which needs to be done is to increase compensation. The first thing which needs to be done is to increase the bonus. Furthermore, to improve the quality of the workplace environment, facilities, and infrastructure such as stable internet connections, computer specifications are the important criteria that must be met.

• 한국콘텐츠학회논문지
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• 제21권3호
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• pp.505-517
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• 2021

워라밸에 대한 연구는 다양한 분야에서 진행되고 있다. 특히 조직문화 및 업무성과와 관련해서 활발히 연구가 이루어지고 있는 반면, 워라밸이 구성원의 조직헌신에 미치는 영향에 대한 연구는 미비한 상황이다. 따라서 본 연구는 코로나19 시대를 살아가고 있는 전국의 스타트업을 포함한 중소기업, 공공기관, 대기업종사자 등 463명을 대상으로 조직 구성원들의 워라밸이 조직헌신에 어떠한 영향을 미치며 이들 관계에서 직무만족의 매개효과에 대해 실증 분석하였다. 또한 코로나19 시대의 새로운 업무 형태인 스마트워크 환경이 직무만족과 조직헌신에 미치는 영향에 대해 추가적으로 검증해 보았다. 분석 결과 첫째, 워라밸은 직무만족에 긍정적인 정(+)의 영향을 미치는 것으로 분석되었고, 직무만족은 구성원의 정서적 조직헌신에도 긍정적인 정(+)의 영향을 나타냈다. 둘째, 직무만족은 워라밸과 조직헌신의 관계에서 일-가족 균형과 조직헌신 관계에서는 완전 매개, 일-성장균형과 조직헌신 관계에서는 부분 매개하는 것으로 나타났다. 셋째, 스마트워크환경은 직무만족과 조직 헌신에 정(+)의 영향을 미치는 것으로 확인되었다. 본 연구 결과를 보면 코로나19시대로 인해 변화하는 업무환경 속에서 조직 구성원들의 자발적인 직무 태도 향상을 위해서는 일-가족, 일-여가, 일-성장 균형이 매우 중요한 요인이며, 워라밸과 스마트워크 환경의 조성은 궁극적으로 조직의 생산성 향상을 위해 구축되어야 할 필요성이 있음을 시사하였다.

• The Journal of Asian Finance, Economics and Business
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• 제8권5호
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• pp.1031-1038
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• 2021

The purpose of this study is to evaluate the impact of organizational culture on job satisfaction and organizational commitment among employees in small and medium-sized enterprises in Ho Chi Minh City, Vietnam. The study hypothesized that organizational culture has a significant influence on employees' satisfaction and that satisfaction also significantly impactsorganizational commitment among employees. The data are collected from a sample of 240 office employees. Structural Equation Modeling is used to determine the influence of organizational culture dimensions,including open working environment, salary, and rewards, empowerment, management style, corporate values, on employees' satisfaction and organizational commitment. The findings showed that the five dimensions of organizational culture positively impact employees' satisfaction and that job satisfaction significantly influences organizational commitment. Thus, job satisfaction serves as the bridge between organizational culture and commitment. The current study contributes to providing a practical insight into the relationships between organizational culture, employees' job satisfaction, and organizational commitment. Based on that, managers can develop suitable personnel policies for their organizations to simultaneously enhance employees' performance and satisfaction, which makes them stay with the company.

• 수산경영론집
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• 제43권3호
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• pp.59-73
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• 2012

This study has the purpose to examine the effects of hygiene factor(job environment factor) and motivation factor(job motivation factor) of seamen on satisfaction, turnover intention and organizational commitment. To that end, with the scope of study subjects limited to coastal waters seamen, positive analysis was done through literature study and questionnaire analysis, and focus was given to the prospect of acquiring seamen by change of outside environment. Results of analyzing the factors affecting coastal waters seamen satisfaction, turnover intention and organizational commitment were as follows. First, the factors that affect satisfaction significantly are personal relationship and willingness to participate. Second, the factor that affects turnover intention significantly is employment stability. Third, the factors that affect organizational commitment significantly are personal relationship and willingness to participate.