• The Journal of Korean Society for School & Community Health Education
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• v.23 no.2
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• pp.1-11
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• 2022

Objectives: The purpose of this study was to identify factors affecting job satisfaction of Public Health Center Officials in rural area. Methods: The 345 survey samples were divided into public health center officials(n=56) and other serial officials(n=289). Data were analyzed with 𝑥², two sample t-test and regression analysis. Results: First, public health center officials showed a significantly higher job commitment and job satisfaction than other serial civil officials. Second, public health center officials showed the effect of only job commitment on job satisfaction whereas other serial civil officials showed the effect of both job characteristics and job commitment on job satisfaction Conclusion: In order to increase of job satisfaction and provide health education services to the community, it was necessary to improve of motivation and working condition of public health officials.

• Journal of agricultural medicine and community health
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• v.46 no.3
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• pp.144-152
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• 2021

Objectives: We did this study to summarize and review and charcterize the community-wide early response to COVID-19 in Dongnae-gu of Busan Metropolitan City where first confirmed case of COVID_19 occurred in Busan. Methods: Research team from college of medicine participated as advisor to response team of local government. Research team consulted and educated and interviewed response team and wrote and reviewed COVID-19 white paper of local government. Results: Political commitment of District mayor made possible community-wide co-operation between public-private section. Early mobilization of District-wide resource was possible through political commitment. Whole-of-government response developoed to whole-of-society approach including economic support. Conclusions: Proactive community-wide response were mobilized under commitment of city mayor of local government to address the first CIVID-19 incidence in Busan Metropolitan City.

• Korean Journal of Community Nutrition
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• v.4 no.3
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• pp.441-453
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• 1999

This study aims to investigate the effects of job characteristics and work on both organizational commitment and job satisfaction of the school foodservice dietitian for the purpose of providing information for quality improvement in productivity of school foodservice. The subjects were 401 school foodservice dietitians in Taegu and the Kyungpook area. The survey questionnaires consisted of five parts including demographic characteristics, job characteristics(JCI), work values, organizational commitment(OCQ) and job satisfaction(JDI). More than half of the subjects(65.3%) were between the age of 26 to 30 years. Seventy-one percent of the participants had bachelor’s degrees and monthly wages of 83.2% ranged from 700,000 to 1,200,000 won. The education of thedietitians was found to have a significant relatinship with job satisfaction in all fields. Job characteristics such as feedback, job characcteristics such as job autonomy, feedback and friendship were positively correlated with job satisfaction. The group of dietitians with high work value scores for work as a central life interest had significantly high scores in organizational commitment(p<0.01) and overall job satisfaction(p<0.05). Job satisfaction such as work-itself, pay, supervision, promotion and co-workers were positively correlated with organizational commitment. According to the Lisrel program, organizational commitment was affected by educational level(-0.23). Job satisfaction was also affected by educational level(-0.18), autonomy(0.24), friendship(0.12), feedback(0.08), individualism(-0.07) and organizational commitment(0.44) directly. In conclusion, school foodservice dietitians may increase the level of their commitment to organization and job satisfaction by increasing autonomy, feedback adn friendship of job characteristics and work values.

• Research in Community and Public Health Nursing
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• v.6 no.2
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• pp.173-182
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• 1995

Primary health care(PHC) has been established since A Health Law for rural residents has been legislated in 1980 following the WHO declaration, 'Health for All 2000'. in 1978. PHC services are presently assumed to be provided by 2038 Community Health Practitioners(CHP) to about 28% out of rural population in Korea. Most CHPs have confronted the adaptation process to the community being practiced although a CHP's role is to evoke community participation for the improvement of their health by themselves. So the purpose of this study is to describe and explain of the commitment of CHPs into the community. Data were collected by direct interview and tape-recording under subjects' permission till theoretical saturation were occured from 6 CHPs. The subjects were 41 years old and have served in the community for 9 years in average. Main questions and concepts were explored from data according to the procedure of the grounded theory methodology. The results are as follows. 1) The number of the main concepts were twenty four that identified Motive, Desire, Personal characteristics, Unfamiliarity, Denial, Feeling of isolation, Self-sacrifice, Kindness, Patience, Assimilation, Respect for the residents, Support by the family, Support by the residents, Achievement, Acceptance of realities, Use of resources, Inducement of cooperation from the residents, Changes of the difference from time orientation between CHP and residents, Attitude as a official, Technical support, Cost management, Satisfaction level, Acknowledgement by the residents and discrepancy. 2) The twenty four concepts were categorized to seven groups such as Motivation, Feeling of Heterogeneity, Self-discipline, Social support, Induced changes in the attitudes of residents, Familarity and Persistent discrepancy. 3) The categorized groups were analyzed on the base of the Causal Conditions, Central Phenomena, Contexts, Intervening Conditions, Action / Interaction Strategies, and Consequences. Central phenomenon in this study was identified to be the feeling of heterogeneity. Community health practitioners experienced unfamiliarity and denial from the community and felt themselves isolated in the first. In time, they won the trust of residents by their efforts including self-sacrifice, kindness, patience, and assimilation. Afterward, practitioners got self-confidence and familiarity with lesser feeling of heterogeneity. Nevertheless, practitioners could not commit themselves completely because of the persistent discrepancy between CHP and residents. 4) On the commitment process, the CHPs' feeling of heterogeneity were decresed and social support increesed and newly evolved induced change of residents through the continuous interaction between CHP and them The contribution of this study would be concluded as follows. 1) It is expected that effective strategies for more rapid committment into the community can be developed based on this study. 2) More easy committment would be possible for the newly appointed CHP through understanding of the committment process identified on this study.

• Research in Community and Public Health Nursing
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• v.12 no.1
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• pp.39-48
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• 2001

In order to confirm the level of professional commitment and organizational commitment of the home health care nurses and the public health nurses, this study was carried out by using the Commitment Inventory developed by Meyer and Allen and modified by Rhee and others. To compare the commitment level between two professionals, data was collected through self-administered questionnaires from the 61 home health care nurses and the 134 public health nurses working in 25 public health centers in Seoul. The results are as follows: 1. Commitment level of' the Home Health Care Nurses ($4.7{\pm}0.7$) was significantly higher than that of the Public Health Nurses($4.4{\pm}0.7$). The level. of the professional commitment of the home health care nurses($5.0{\pm}0.9$) was higher than that of the Public Health Nurses($4.5{\pm}0.8$). The level of the organizational commitment of the of Home Health Care Nurses($4.5{\pm}0.7$) was higher than that of the public health nurses($4.3{\pm}0.6$). 2. The higher of affective professional commitment was shown in the home health care nurses, and the higher level of continuance professional commitment was shown in the public health nurses. The higher levels of normative professional commitment and affective organizational commitment were shown in the Home Health Care Nurses, and the higher level of continuance organizational commitment was shown in the home health care nurses. The higher level of normative organizational commitment was shown in the home health care nurses. 3. The level of professional commitment was statistically different in age and educational level. The level of affective professional commitment of the of home health nurses with higher-educated was higher than that of the lower-educated group. The level of organizational commitment of the Home Health Nurses in higher age was higher than that in lower age.

• Journal of Korea Society of Industrial Information Systems
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• v.13 no.4
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• pp.155-172
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• 2008

This study empirically examined the structural relationships among components of interactivity, affective commitment, and components of brand equity in on-line brand community. Interactivity was conceptualized as 4 components such as mapping, personalization, responsiveness and connectedness. Components of brand equity include brand associations, brand awareness, and brand loyalty. Using a sample of 127 university students of on-line brand community members in Busan, we empirically examined the study model. The results of this study showed that components of interactivity except connectedness had a significant effect on affective commitment, which in turn, had a significant positive effect on brand associations, brand awareness and brand loyalty.

• The Journal of Society for e-Business Studies
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• v.11 no.2
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• pp.49-69
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• 2006

The virtual community has been recognized as an effective marketing tool and has been an important motive of using internet to Internet users, but very few attempts have been done for the development of virtual community success. Although many studies have been made on influencing factors of virtual community success, the comprehensive studies have never been done so far. Therefore, this study focused on developing the comprehensive model and verifying empirically. This study proposed five influencing factors(Virtual Community Operational factor, Characteristics of Users, Usefulness, Trust, Commitment) that affect virtual community success and three success factors(Sense of Virtual Community, Loyalty, Purchasing Intention) by carrying out literature review extensively and suggesting the relationship among factors. The relationship among factors were empirically validated by structural equation modeling. The data used in this study were collected from 292 users of the existing virtual communities. As the result of statistical analysis. It was found that Virtual Community Operational Factor and Characteristics of Users statistically significantly influenced Virtual Community Success. Also, it was shown that the intervening effects of Usefulness, Trust and Commitment were statistically significant, but that the relationship between commitment and Loyalty was not statistically significant. Finally, it turned out that the causality among success variables of Virtual Community was supported, but that sense of Virtual Community was required to be measured by new measurements.

• The Journal of Information Systems
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• v.15 no.4
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• pp.23-53
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• 2006

The main purpose of this paper is to setup a integrated model and verify the integrated model for a customer loyalty in the internet shopping environments. The results of a structural equation model (SEM) using AMOS and LISREL include: First, hypothesis that Internet environment characteristics in outside factors has a positive effect on satisfaction, trust and commitment is partially supported. However, mutual communication to satisfaction, community to commitment and open-ubiquity to trust did not reveal a positive effect. Second, hypothesis that Internet showing mall environment has a positive effect on satisfaction is partially supported. However, transaction to commitment and transaction to trust did not reveal a positive effect. Third, hypothesis that relational benefits has a positive effect on both satisfaction and commitment is partially supported. However, confident honest to commitment and economic honest to trust did not reveal a positive effect. Forth, satisfaction trust and commitment have a strong effect upon loyalty. Fifth, satisfaction has a positive effect on trust and commitment. However, trust did not show a positive effect on commitment. Outside factors(Internet environment characteristics, showing mall characteristics, and relational benefit) partially revealed a positive effect on satisfaction trust, and commitment. Mediating variables such as satisfaction, trust, and commitment again have positive effect on loyalty. But, the relationship for trust to commitment did not reveal the significant effect in this study while other studies revealed significant effect.

• Research in Community and Public Health Nursing
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• v.31 no.1
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• pp.1-12
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• 2020

Purpose: The purpose of this study was to identify the factors influencing organizational commitment of staffs according to the size of long-term care facility. Methods: A cross-sectional descriptive study was designed. Data collection was conducted for a total of 315 employees in long-term care facilities located in Seoul, Gyeonggi, Gangwon, Gyeongbuk, and Chungnam. Data were collected from July 2018 to October 2018 using questionnaires which included emotional labor, job satisfaction, organizational commitment, and general characteristics. In order to confirm the differences in the size of the facility, the facilities with less than 30 beds, those with 30-99 beds, and those with more than 100 beds were analyzed. Data were analyzed using descriptive statistics, t-test, ANOVA, Mann-Whitney U test, Kruskal-Wallis H test, Pearson's correlation analysis, and multiple regression. Results: The job satisfaction and organizational commitment were significantly different according to the size of long-term care facility. Organizational commitment was influenced by 'external job satisfaction' in less than 30 beds, was influenced by 'external job satisfaction, and attentiveness to required display rules of emotional labor' in 30~99 beds, and then was influenced by 'type of job, and internal job satisfaction' in more than 100 beds. The predict variables accounted for 23.0%, 41.0%, and 34.0% of organizational commitment respectively. Conclusion: These findings show that tailored interventions should be provided depending on the size of facility in order to increase organizational commitment. In addition, organizational commitment programs should be developed by considering strategies to reduce the emotional labor and to increase job satisfaction.

• Journal of Distribution Science
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• v.21 no.2
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• pp.91-102
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• 2023

Purpose: to explore more deeply the variables of knowledge construction in influencing performance, through entrepreneurial leadership, motivation, organizational learning, and commitment to the performance of midwives in providing maximum service to patients and the community. Research design, data and methodology: using quantitative methods with hypothesis testing, data was obtained through direct visits and surveys to midwife practice locations through coordination with the Indonesian Midwives Association (IBI) regarding surveys to be carried out and needed. Results: there are 3 direct paths that have significant value. The path between the motivation variable to commitment was found to be significant, then the effect of organizational learning on commitment was found to be significant and finally the effect of the path variable from commitment to distribution performance was found to be significant. The indirect effect was found to be insignificant for the influence of entrepreneurial leadership through commitment to distribution performance, but different results found a significant indirect effect for the relationship between motivation through commitment to performance and organizational learning through commitment to distribution performance. Conclusion: there is a high commitment to the work of midwives, commitment as a good mediation in influencing distribution performance between organizational learning and work motivation.