• Journal of Korea Society of Digital Industry and Information Management
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• v.10 no.4
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• pp.251-264
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• 2014

This study aims to suggest proper types of leadership that can enhance organizational commitment by examining differences in recognition of department head leadership style. This research is to find out what kind of leadership type is the most efficient to make member committed to their organization among transactional leadership and transformational leadership. To following consequences are gained through this analysis. First, as to the types of department head leadership, the average of transformational leadership was higher than that of transactional leadership. Second, the result of this research indicates the positive impact of transformational leadership affect organizational commitment without continuance commitment at IT departments. But, at non-IT departments, all organizational commitment is affected by transformational leadership. Third, transactional leadership affects affective commitment at IT departments. But, transactional leadership may not affect affective commitment at non-IT departments. Finally, transactional leadership may not affects normative commitment at IT departments, but at non-IT departments.

• The Journal of the Korea Contents Association
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• v.17 no.4
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• pp.285-293
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• 2017

Although there have been continued researches on the effect of fatigue among organization members on organizations, there has been an absence of studies on sub-factors of organizational commitment using Saito(1999)'s whole questionnaire. Therefore, this study aimed to measure the level of fatigue among police officers and empirically examine the effect of fatigue on organizational commitment. Based on the previous studies, fatigue(mental fatigue and physical fatigue) of police officers and physical disharmony were selected as independent variables, and organizational commitment(affective commitment, continuance commitment and normative commitment) was selected as a dependent variable. The meanings and the implications of this study are as follows. First, from a theoretical perspective, this study has significance as the first study, which used Saito(1999)'s whole scale and examined the relationship between sub-variables of organizational commitment in a police organization. This study also confirms the importance of fatigue management for organization managers. Second, from a perspective of organization management, this study implies that effort should be made to measure fatigue of police officers, who have 5 to 10 years of service and work as Senior patrol and sergeants and manage it actively on an organizational level, and there is a need to develop a training program for improving their attitudes towards organizations.

• The Journal of the Korea Contents Association
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• v.18 no.6
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• pp.600-607
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• 2018

This study is designed to examine the effects of transformational and transactional leadership on organizational commitment. A survey questionnaire is used to gather the data while judgement sampling was utilized to choose the respondents. The results from the study indicate that transformational leadership is found to positively affect emotional and normative commitment respectively. Using multiple regression, it is also found continuance commitment is not related to transformational and transactional leadership. The study partially supports the model that perceived leadership affects organizational commitment. It is proposed that transactional leadership appears to be a more useful predictor of organizational commitment. Given the findings of this study, firms are provided with insights into how transformational and transactional leadership may contribute to managing workers' organizational commitment.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.3
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• pp.441-456
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• 2002

Purpose : This research is, by investigating the relations between the cultural types of a nursing organization in a hospital and performance, to ascertain the cultural types to be able to improve performance. Method : The data were gathered from 487 nurses and 328 patients who were in eight general hospitals by using the self-report type of questionnaires. The period of data collection was from August 10, 2000 to September 10, 2000. For this research, the following tools were used; the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment, and the tool for measuring patients' satisfaction. For data analysis the SPSS Win 7.5 program was used. Result : 1) There was a significant difference in the organizational culture type according to the establishment type of hospital. 2) In the relationship between organization characteristics and organizational culture of a hospital were correlated with the type of each culture(p=0.00). 3) In the relation between the organizational culture type of hospital and its performance, there was a strong positive correlation between innovation-oriented culture and job satisfaction. And relation-oriented culture and task-oriented culture showed that they had a weak positive correlation with job satisfaction(p=0.00). There were a positive correlation between affective commitment and relation-oriented, innovation-oriented cultures(p=0.00), and there were no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture(p=0.00). 4) The types to have an influence upon nurses' job satisfaction were innovation-oriented culture and relation-oriented culture. These had 34.5% of influence with job satisfaction.. The type of organizational culture did not influence continuance commitment, but it had an influence on affective commitment and normative commitment. And relation-oriented culture and innovation-oriented culture had 21% of an influence with affective commitment, and they had 9.5% of an influence with normative commitment. Conclusion : As the above mentioned research results, the organizational culture type was found which had an influence upon nurses' job satisfaction and organizational commitment and patients' satisfaction in nursing service. These results are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• Journal of Information Technology Services
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• v.12 no.4
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• pp.25-40
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• 2013

Recently, social network services (SNSs) most notably in Facebook, Twitter, Linkedin have became a worldwide sensation more than the other internet services. This study suggested social conformity theory is appropriate tools for diagnosis to rapid adoption and diffusion of SNSs. Based on previous research, we suggested three different aspects of social conformity:social imitation conformity, social connection conformity, and social comparative conformity. Namely conformity has positive effect on user's three kinds of commitment which called continuance, normative, and affective commitment. we investigated user's commitment to the SNSs have positive effects on user's stickiness intention. Finally, we presented useful implications related to academy and industry.

• Proceedings of the Safety Management and Science Conference
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• 2006.04a
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• pp.147-156
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• 2006

Since IMF system was introduced once, downsizing has been usual phenomenon in business sphere. Downsizing influences the unemployed, and also the survivors such as in job stress, communication bias, lower organizational commitment and so on. This paper reviewed the relationship between organizational commitment and service quality, and the moderating effect of sex in hotel. Based on the responses from 494 hotel employees, the results of multiple regressional analysis showed that affective OC and normative OC have affirmative effects on service quality. The results of moderating analysis showed that continuance OC has an affirmative interactive-effect on responsiveness, assurance, and empathy with gender, and affective OC an negative interactive-effect on assurance.

• Journal of the Korea Safety Management & Science
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• v.8 no.2
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• pp.129-138
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• 2006

Since IMF system was introduced once, downsizing has been usual phenomenon in business sphere. Downsizing influences the unemployed, and also the survivors such as in job stress, communication bias, lower organizational commitment and so on. This paper reviewed the relationship between organizational commitment and service quality, and the moderating effect of sex in hotel. Based on the responses from 494 hotel employees, the results of multiple regressional analysis showed that affective OC and normative OC have affirmative effects on service quality. The results of moderating analysis showed that continuance OC has an affirmative interactive-effect on responsiveness, assurance, and empathy with gender, and affective OC an negative interactive-effect on assurance.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.3
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• pp.1371-1383
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• 2021

The study aims to investigate the organizational commitment and loyalty among millennial generation employees in Integrated Islamic Schools. The study gathered information and data from three different Islamic education institutions in Central Java, Indonesia. A total of 261 responses gathered using an online questionnaire distributed among millennial generation employees on each institution. The result then analyzed using confirmatory factor analysis with the help of SPSS and SEM AMOS. From the analysis, it is found that employee trust and satisfaction strongly impacted employee organizational commitment, and employee organizational commitment strongly impacted employee loyalty, both attitudinal and behavioral. Test for model robustness was also conducted accordingly within suggestions from the previous research, resulted in quite different findings especially in continuance commitment variable. This study pointed out the importance of trust and satisfaction to maintain the millennials employee, and the importance of millennial understanding especially in the education sector. This study provides the reference for future organizational commitment and loyalty study among the millennial generation especially in a growing nation like Indonesia and pointed out the importance of the generational study on organizational behavior topics.

• Journal of the Korean Dietetic Association
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• v.23 no.4
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• pp.431-452
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• 2017

This study was conducted to investigate the effect dietitians' perceived organizational culture has on organizational commitment at hospital foodservices. A total of 382 dietitians working at general hospitals with 500 beds or more participated in the survey from January 16 to February 8, 2017. The result of perceived organizational culture showed hierarchical culture, rational culture, development culture, and group culture scored to be 5.29, 5.25, 5.15, and 4.97 out of 7, respectively. Differences in the perception of organizational culture and organizational commitment were observed according to the general demographics of subjects, but no significant differences were shown according to the general characteristics of hospitals. For organizational commitment perception, affective commitment (5.14), normative commitment (4.41), and continuance commitment (4.21) were identified. There were differences according to age, work experience at the present job, position, and education level by type of organizational culture. In terms of organizational commitment, there were significant differences in age, work experience at the present job, employment status, and possession of clinical dietitian certificate, position by type of commitment. A positive correlation between dietitians' perceived organizational culture and organizational commitment such as overall organizational commitment, affective commitment, and normative commitment was observed (P<0.01). Group culture, development culture, and hierarchical culture positively affected overall organizational commitment (P<0.001). Development culture, group culture, and hierarchical culture had positive effects on affective commitment, whereas rational culture had a negative influence. Development culture (P<0.05), group culture (P<0.001), and hierarchical culture (P<0.01) positively influenced normative commitment. Results suggest that it is necessary to develop plans for the improvement of rational culture, group culture, and development culture at hospital foodservice organizations.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.2
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• pp.175-185
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• 2013

This study is conducted in the form of purposive sampling among 215 social workers working in social welfare and living facilities located in the metropolitan area. The purpose of this study is to understand how organizational commitment and psychological empowerment affects job satisfaction and investigate the mediating effect of psychological empowerment when it comes to the relationship between organizational commitment and job satisfaction. In this study, it is observed that there is a significant impact of psychological empowerment on job satisfaction. The higher the level of psychological empowerment is, social workers tend to have a higher level of organizational commitment and job satisfaction. The result of investigation on mediating effect supports a mediating effect of psychological empowerment on the relationship between emotional/continuance/normative commitment and job satisfaction. In addition, the self-authority appears to have a mediating effect on the relationship between emotional/continuance/normative commitment and job satisfaction. Finally, competence also has a mediating effect on the relationship. The result supports the significant effect of the four hypotheses presented in this study. The result of this study implies that social workers' psychological empowerment has a positive effect on their organizational commitment and job satisfaction. Therefore, it can be used by an organization as an effective management technique.