• Journal of the Korea Convergence Society
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• v.12 no.6
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• pp.217-223
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• 2021

The research purpose is analyzing the relationship between the coworker relations and the burnout of professionals in community rehabilitation facilities for the disabled. And this study verifies the mediating effect of organizational commitment between the two variables. We conducted a survey of professionals working in 14 facilities of Daejeon and Chungnam area, and the 352 data were utilized for analysis. The analysis results are as follows. 1) The coworker relations of professionals influenced the burnout negatively and the organizational commitment positively. 2) In addition, the mediating effect of organizational commitment was testified between the coworker relations and the burnout. Based on these research findings, several measures were suggested to reduce the professionals' burnout.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.4
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• pp.254-264
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• 2018

The study aims were to verify the influences of job environment factors and work attitude on turnover intention of school foodservice employees, and then to verify the mediating effect of organization commitment between six areas of worklife and turnover intention so that organizations can intervene to reduce the turnover intentions of employees. The subjects were 205 employees who were working in the school foodservice field. The job environment factors were measured by six areas of worklife (workload, control, reward, fairness, community, value) and the organizational commitment was measured by two types of commitments (affective, continuance). The results were as follows. First, workload, reward, community and value of six areas of worklife reduced affective commitment, control and fairness increased continuance commitment, and affective commitment reduced turnover intention. Second, only reward and community showed direct effect on turnover intention, but all six areas of worklife had a statistically significant indirect effect on turnover intention through affective commitment. These results showed that job environment factors had both direct and indirect effect on employees' behavior through employees' affection. These findings imply that organizations can control employees' turnover intention by providing education or social support to maintain their affective commitment even when organizations cannot change job environment.

• Research in Community and Public Health Nursing
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• v.31 no.2
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• pp.179-188
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• 2020

Purpose: The purpose of this study is to identifying factors influencing organizational commitment of nurses in Korean Red Cross Blood Center (KRCBC). Methods: A cross sectional survey was conducted for 224 nurses who worked for more than three months in KRCBC. Data were collected using a structured questionnaire from August 28 to September 20, 2018. Data were analyzed using independent t-test, Mann-Whitney U test, one-way ANOVA, Pearson's correlation coefficient, and hierarchical multiple regression analysis with SPSS (ver. 23.0). Results: The mean score of organizational commitment was 3.37±0.52 on a scale of 5 points, the mean of positive psychological capital was 3.51±0.51, communication ability score was 3.60±0.48, and social support score was 3.68±0.57. The factors influencing organizational commitment of nurses in KRCBC were social support (β=.41, p<.001), job satisfaction (β=.27, p<.001), and total length of employment in KRCBC (β=.19, p=.016). The model explained 36.1% of the organizational commitment of the nurses. Conclusion: It is necessary to develop an organizational commitment program for strengthening social support and job satisfaction to improve organizational commitment of nurses in KRCBC. Such a program is eventually expected to improve the quality of nursing care of nurses with a short career in KRCBC.

• Asia Marketing Journal
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• v.9 no.3
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• pp.117-149
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• 2007

It can be explained by congruity theory as a process that consumers engage in a matching process to identify personal community that is congruent with their self-images to find the identification between the self and the personal community. Personal community cues that evoke certain images are viewed as activating similar beliefs about the self (e.g., high status). Individuals prompt a comparison process to determine whether the personal community and self-image are congruent and imagine prototypical users of the personal community and select ones that maximize similarity to their actual or desired self-concept. Identity is devided into personal identity and social identity. Consumers are likely to be influenced by both personal identity and social identity. In this article the influencing factors of the commitment to on-line personal community are explored by the sources of both personal identification and social identification. The results are as follows. The maintenance expression and enhancement expression of personal self influence the level of personal identification positively and the maintenance expression and enhancement expression of social self influence the level of social identification positively. The level of both social and personal identification positively influence the commitment to on-line personal community which gives positive responses to the source enterprise that allows the cyberspace and the other benefits to be used.

• Journal of Global Scholars of Marketing Science
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• v.8
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• pp.315-339
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• 2001

As a new environment, the Internet proposes to us the innovative change of our life. Recently, there has been much attention to the virtual shopping mall as a new distribution channel and marketing tool. In this study, the effect of satisfaction and commitment on loyalty at virtual shopping mall is investigated. Additionally, we examined the effects of the navigation, merchandise value, shopping experience, and community on satisfaction and commitment. The study results as follows: First, satisfaction is a function of navigation, merchandise value, shopping experience, and customer intimacy. Second, commitment is a function of shopping experience, customer intimacy, and community. Third, satisfaction and Commitment is significantly related to virtual shopping mall loyalty.

• The Korean Journal of Community Living Science
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• v.22 no.1
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• pp.181-194
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• 2011

The purpose of this study was to investigate the effect of the child care center director's transformational leadership on the organizational committment of the child care teachers. The research subjects were 292 child care teachers who worked in 43 facilities of the eastern part of Jeon Nam Province. The data analysis was performed by using SPSS Win 15.0 Program. The results of this study were as follows. First, the teachers rated the transformational leadership of the director as 2.39 points in a scale of 5 points which was recognized as a normal level. Among the transformational leadership categories, the category of vision setting was the highest and the category of setting an example was the lowest. Second, the level of organizational committment of the teachers is rated 3.70 points in a scale of 5 points. Among the organizational commitment categories, the category of normative committment was the highest and followed by the category of affective and continuance commitment. More transformational leadership was related to more organizational commitment from teachers.

• Journal of Information Technology Applications and Management
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• v.18 no.4
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• pp.183-202
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• 2011

Since smart phones are changing the media for communication and its related mobile market, it is imperative to attract more application developers for success in application store business in order to attract more app users. By using aspects of the commitment marketing theory and the relationship marketing theory, this research study identified factors that influence on the relational commitment of application developers to the market. Survey of application developers from Korean mobile application developers' community was conducted to test the hypothesized model. The empirical results showed from an economic behavioral perspective market demand for applications and perceived usefulness of development tool led to relational commitment of developers mediated by perceived satisfaction while attractiveness of alternatives had no significant effect. In addition, fairness of review process and interactivity, based on the relationship marketing theory perspective, showed significant effect on the relational commitment of developers mediated by trust for application market.

• Korean Journal of Community Nutrition
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• v.23 no.1
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• pp.28-37
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• 2018

Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.

• Korean Journal of Community Nutrition
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• v.5 no.4
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• pp.672-682
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• 2000

The purpose of this study was to identify the effect of job characteristics, job performance and organizational commitment on job satisfaction of hospital dietitians. The first survey was carried out on 74 hospital dietitians to determine their demographic characteristics, job characteristics, organizational commitment, and job satisfaction. The second survey was carried out on 47 hospital foodservice dietitians to determine their job performance. Thirty-two percent of the subjects were aged between 26 and 30, and 62.2% had Bachelor's degrees. The dietitians felt most satisfied by their co-workers, followed by the work-itself, supervision, pay, and promotion possibilities. Dietitians who had a higher education were satisfied with pay and supervision. The longer the length of employment, the more the satisfaction with the work-itself and pay, plus the higher the monthly wage the more the satisfaction with the work-itself, pay, supervision, and co-workers. lob satisfaction was high in the group that scored high on autonomy, feedback, task identity, and friendship of in the job characteristic inventory. The job performances of nutrition counseling(r= 0.469, p < 0.01), nutrition education(r= 0.446, p < 0.01) and management of therapeutic diet(r= 0.394, p < 0.01) were positively correlated with job satisfaction. The $R^2$for the multiple regression model was 0.677, indicating that 67.7% of the variance in job satisfaction could be accounted for by feedback, organizational commitment, nutrition counseling performance, and nutrition education performance. In conclusion, the level of job satisfaction for hospital dietitians would appear to improve with increased feedback, organizational commitment, and opportunity for nutrition counseling and nutrition education.

• Proceedings of the Costume Culture Conference
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• 2005.10a
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• pp.186-189
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• 2005