• 통상정보연구
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• 제7권1호
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• pp.121-144
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• 2005

This paper describes a theoretical model for investigating the relationship commitment of trade portal site 6C's. This research is the first to empirical test the causal relationships in Trade portal site. The relationship commitment for e-Trade portal site are tested here using data from 195 samples. Research methodology used in this study was mainly survey and questionnaire. Structural equation model is used in the hypotheses test. the results support all hypotheses involving hypothesis 1 and 6. The major finding of this paper would be summarized as followed: 1) Perceived relationship commitment of e-Trade site 6C's is positively related to contents, community, communication, customization in e-trade activity level and activity range of trade practical 2) Perceived commerce of electronic trade site is negatively related to the relationship commitment of trade companies. 3) Perceived e-trade site in electronic trade connection is positively related to the re-activity intention. In examining the relationships commitment of the factors, e-trade potal 6C's show in significantly by Contents, Community, Communication, Customization, Re-activity intention, but that show in not significantly by Commerce factor.

• 가정과삶의질연구
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• 제26권2호
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• pp.25-32
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• 2008

The purpose of this study was to investigate the relationship with self-efficacy and social support and organizational commitment of kindergarten and child care teachers. The subjects were 257 kindergarten and child care teachers. The data were analyzed by Path Analysis, Multiple Regression(using SPSS 15.0 and Amos 6.0). Major findings were as follows: (1) The self-efficacy was significantly associated with organizational commitment of kindergarten and child care teachers. And social support was significantly associated with organizational commitment of kindergarten and child care teachers. (2) The self-efficacy was significantly associated with social support of kindergarten and child care teachers (3) The self-efficacy was not significantly associated with organizational commitment of kindergarten and child care teachers, controlled by social support. That result showed the social support was more important variable affecting organizational commitment of kindergarten and child care teachers than the self-efficacy.

• 간호행정학회지
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• 제13권2호
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• pp.208-218
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• 2007

Purpose: This study aimed to identify the relationships of superior's leadership to supervisory trust and organizational commitment of nurses. Method: Subjects were 386 nurses in 8 general hospitals at G city and Seoul. Data were collected with self-administered questionnaires and analyzed using SAS 8.12 by applying ttest, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Results: Superior's transformational leadership was $3.54{\pm}0.53$ and transactional leadership was $3.40{\pm}0.36$. Supervisory trust was $3.14{\pm}0.46$ and organizational commitment was $3.18{\pm}0.53$. Superior's transformational leadership was positively correlated with transactional leadership, supervisory trust and organizational commitment with each others. The level of supervisory trust and organizational commitment were different significantly by age, educational status, clinical career, position and superior's leadership level. Major factor that affect to supervisory trust and organizational commitment of nurses was transformational leadership, which had an explanation of 45.9% and 29.8%. Conclusions: The more nurses perceived the superior's transformational leadership, the higher nurses perceived supervisory trust and organizational commitment. Therefore, these variables generally screened and other factors should be analyzed. And if specified nursing intervention program which increase superior's transformational leadership will be developed, it may contribute to strengthen the effectiveness of nursing.

• International Journal of Advanced Culture Technology
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• 제9권4호
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• pp.9-17
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• 2021

This is a descriptive investigative study which attempts to confirm the mediating effect of learning motivation in the relationship between self-directed learning, learning commitment, and learning persistence intention of university students in an online learning environment. The questionnaires were randomly distributed online and the agreed questionnaires were retrieved, with a total of 338 copies used for analysis. The following is the summary of the findings. First, there were significant differences in learning persistence intention according to general characteristics depending on age, major, part-time job, and academic level. Second, the results showed a positive correlation between self-directed learning, learning commitment, learning motivation, and learning persistence intentions of the subjects were statistically significant. Third, after checking the mediating effect of learning motivation in relation to self-directed learning, learning commitment and learning motivation, the learning motivation has a partial mediating effect on learning and 23% explanatory power, and the learning commitment was found to have a complete mediating effect on the impact of learning motivation on learning intentions with 21% explanatory power. Based on these results, it is necessary to provide a more diverse educational environment, such as operating a motivation semester program that can improve learning motivations along with learning commitment, and the use of a variety of contents that can focus the learner's interest or attention.

• 간호행정학회지
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• 제11권2호
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• pp.195-207
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• 2005

Purpose: The purpose of this study was to confirm the change of nursing organizational characteristics and to define the difference of organizational outcome by measuring the organizational commitment and job satisfaction perceived by nursing staffs and patient satisfaction before and after organizational redesign. Method: The structured questionnaires of which contained organizational characteristics, organizational commitment and job satisfaction were developed from previous published studies after modification by researcher. The questionnaires were distributed to 1,200 and 679 nurses before and after nursing organizational change. patient satisfaction were measured before and after organizational change by direct interview with structured questionnaire from 1,566 and 1,291 patients. Results: 1. The organizational characteristics were significantly increased and the leadership of team leader and head nurse was significantly increased among the factors of organizational characteristics. 2. Organizational commitment was showed decreased tendency, but the difference was not significant. Job satisfaction was increased significantly and administration, autonomy, and job tasks were increased significantly in the factors of job satisfaction. Patient satisfaction was also increased significantly. 3. There was significant positive correlation between organizational commitment and job satisfaction and also job satisfaction and nursing organizational characteristics. All factors of organizational characteristics and satisfaction in present working unit were major factors to influence organizational commitment and explained 43.8% in a significant level by multiple regression analysis. The major factor which affect job satisfaction were the factors of nursing organizational characteristic except 'interaction with team leader' and satisfaction in present working unit among general characteristics and these factors explained 58.8% of job satisfaction. Conclusion: In conclusion, the nursing organizational change was very effective to bring about desirable change in nursing organizational characteristics and also to improve job satisfaction and patient satisfaction. Therefore the nursing productivity and comparability would be increased when the nursing organizational change is accomplished by the way of improving the factors of organizational characteristics and it would be followed by the promotion of job satisfaction and organizational commitment.

• 한국콘텐츠학회논문지
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• 제16권9호
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• pp.105-116
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• 2016

본 연구는 노인요양서비스의 품질을 높이기 위하여 노인요양시설의 리더십 유형과 조직몰입이 어떻게 서비스 품질에 영향을 미치는가를 실증분석하였다. 전국의 32개 노인요양시설에 근무하는 요양보호사를 대상으로 설문조사를 실시하였고, 총 318개 설문을 분석에 사용하였다. 연구결과 변혁적 리더십은 정서적, 규범적, 지속적 몰입, 그리고 서비스 품질에도 긍정적 영향을 보였고, 거래적 리더십도 지속적 몰입에 유의미한 영향을 보여 거래적 리더십의 유용성도 확인하였다. 규범적 몰입은 변혁적 리더십과 서비스 품질간에 매개역할을 하고 있음을 확인하였다. 이를 통해 노인요양시설에서는 변혁적 리더십, 거래적 리더십의 적절한 활용과 정서적, 규범적, 지속적 몰입이 가능하도록 하는 인적자원관리의 필요성, 그리고 이에 대한 정책적 지원의 필요성을 제안하였다.

• International Journal of Advanced Culture Technology
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• 제4권4호
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• pp.13-22
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• 2016

The purpose of this study is to identify the characteristics of school life and to examine the influencing factors of academic adjustment and social adjustment in university students. This cross-sectional descriptive study by using secondary data from 2,064 subjects who responded to a self-rated student adjustment test. Descriptive, t-test, ANOVA, Pearson correlation and multiple regression analyses were conducted. Satisfaction with college selection, expectation for college, satisfaction with college service, emotional stability, and relationships with faculty were significantly higher among male students, whereas confidence in major, support from others were significantly higher among the female students. There was a significant positive relationship between academic adjustment and confidence in major, and between social adjustment and expectation for college. Confidence in major, relationships with faculty, emotional stability, expectation for college, satisfaction with college selection, and commitment to college life accounted for 31.8% of the variance in academic adjustment. In addition expectation for college, emotional stability, support from others, gender, commitment to college life, and satisfaction with college services accounted for 44.7% of the variance in social adjustment for university students. Overall, the results of this study suggest that understanding the levels of expectation for college, commitment to college life, and levels of emotional stability may be important for facilitating their transition and adjustment to university life.

• 자원ㆍ환경경제연구
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• 제18권3호
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• pp.457-493
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• 2009

본 연구는 기후변화 관련 Post-Kyoto 협상의 주요 쟁점사항들을 정리하고, 연산일반균형모형인 GTEM-KOR를 활용하여 경제적 분석을 실시하였다. 협상에서 해결해야 될 쟁점사항으로서 미국의 감축의무 참여, 개도국의 감축의무 참여, 광범위한 감축의무 참여 유도를 위한 감축의무 방식 개발 등을 제시하였으며, 이를 해결하기 위해 개도국간 차별화와 감축의무의 형태 및 강도 등이 중요한 협상 이슈가 될 것임을 지적하였다. GTEM-KOR를 활용한 분석에서는 일인당 GDP, 일인당 배출량 등 일인당 지수에 기초한 개도국간 차별화는 전 세계 온실가스 감축효과 측면에서 비효율적이며, 한국을 타 개도국에 비해 상대적으로 강한 감축의무 참여 압력에 노출시킬 것으로 분석되었다. 또한 기존 선진국뿐만 아니라 중국, 인도 등 주요 개도국의 감축의무 참여가 Post-Kyoto 체제의 온실가스 감축효과를 결정하는 중요한 요소임을 확인하였다. 감축의무 참여범위가 확대될수록 감축효과는 커지고 한계저감비용은 절감될 것으로 분석되었다. 한편 감축의무의 형태보다는 감축의무의 상대적 강도와 국가들의 참여범위가 Post-Kyoto 체제의 경제 및 환경적 효율성을 결정하는 중요한 요소임을 확인하였다.

• 간호행정학회지
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• 제7권2호
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• pp.193-204
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• 2001

The purpose of this study was to provide basic information for developing effective marketing strategies of nursing organization by identifying the influence of internal marketing factors on the nurses' organizational commitment. The subjects of this study were 256 nurses who were working in the hospital over 1 year at three university hospitals which had more than 400 beds in seoul and kyung-gido. The data were collected by self-reporting questionnaires. The instruments used in this study were the communication form scale developed by Jo(1995), the welfare scale developed by researcher, the education training scale developed by researcher, the organizational commitment scale developed by Mowday, Porter and Steers(1979). The data were analysed by the SAS package using frequency, percentage, mean, standard deviation, Pearson's correlation coefficient and stepwise multiple regression. The results of this study were as follows; 1. In mean score of internal marketing factors in nursing organization, horizontal communication was 3.42, downward communication 3.32, involvement communication 3.08, upward communication 3.00, education training 2.54, welfare 2.51. The meas score of organizational commitment was 3.00. 2. Organizational commitment was positively correlated with upward communication(r=0.48, p=0.0001), education training(r=0.42, p=0.0001), horizontal communication(r=0.36, p=0.0001), welfare(r=0.34, p=0.0001), involvement communication(r=0.25, p=0.0001) of internal marketing factors in nursing organization, but was negatively correlated with downward communication(r=-0.20, p=0.0014). 3. The major internal marketing factors which influence organizational commitment was upward communication. Upward communication explained 23% of organizational commitment. If education training, horizontal communication, welfare and downward communication were added, 38% of the variance would be explained. In conclusion, the results of this study showed that the higher upward communication level among the internal marketing factors was doing more important role in nurses' organizational commitment. Therefore, for improvement of nurses' organizational commitment, it is important to improve upward communication and to develop the education training program among the internal marketing factors.

• 한국병원경영학회지
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• 제7권1호
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• pp.1-18
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• 2002

Empowerment is a multifaceted concept which can be described somewhat differently. In general, it is defined as the motivational concept of autonomy and self-efficacy. Recently, this concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empowerment in service organizations has certainly generated more publicity than any other organizations. The objective of this study is to measure the degree of hospital administrative staff's empowerment using Spreitzer(1995)'s empowerment theory, and also to analyze the relationship of empowerment and job satisfaction and organizational commitment. Spreitzer argues that the work empowerment is composed of 4 dimensions (meaning, competence, self-determination, and impact) and each dimension influences employee's job satisfaction, organizational commitment, and organizational performance in the end. In order to carry out this study, data were collected by self-administered Questionnaires from 181 hospital administrative staff at 3 university hospitals in Inchon and Kyunggi-Do. The response rate is 86%. The Collected data were analyzed with SPSS statistical package V10.0. The major findings of this study are as follows: First, the degree of hospital administrative staff's empowerment is a high level point at the 7 Likert Scale. Second, the reliability of 3 variables, empowerment, job satisfaction and organizational commitment, was statistically satisfied(Cronbach's alpha>0.80). Third, as a result of correlation analysis, four components of empowerment, job satisfaction and organizational commitment showed a positive relationship. Finally, multiple regression analysis was conducted to find the impact of empowerment on job satisfaction and organizational commitment. In the case of job satisfaction, the meaning and competence factors have a positive effect(P<0.05). And the case of organizational commitment, the meaning and impact components have a positive relation(p<0.05). These results showed that the workplace empowerment is significantly related to employee's job satisfaction and organizational commitment.