• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.196-204
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• 2014

The objective of this study was to empirically analyze the effect that the perceptions professionalism perceived by social workers at local child care centers wold have on organizational commitment. For this study, the social workers at local child care centers in Jeollanam-do were surveyed. 286 sets of questionnaires were used for analysis among the collected ones, excluding the missing values. The results of analysis showed that the professionalism score was above the medium level while the service conviction score was found to be the highest. A positive(+) correlation was observed between perceptions professionalism and organizational commitment. Particularly, the correlation was the highest between occupational consciousness of mission and organizational commitment. Meanwhile, the results of multiple regression analysis suggested that the organizational commitment was affected by occupational consciousness of mission and utilization of professional organization, the sub-variables of perceptions professionalism. Moreover, it was found that the occupational consciousness of mission had the greatest influence on organizational commitment. Based on aforesaid results of analysis, this study presented the direction for the improvement of perceptions professionalism and organizational commitment among social workers of local child care centers, along with the challenges for the succeeding studies.

• Korean Journal of Occupational Health Nursing
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• v.26 no.3
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• pp.151-159
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• 2017

Purpose: The purpose of this study was to identify the effects of service orientation on the organizational commitment and management performance of public health center workers. Methods: A cross-sectional survey design was used. A convenience sample of 280 workers was recruited from six public health centers in J province, South Korea. Data were collected by self-report questionnaires, including general characteristics, service orientation, organizational commitment, and management performance. Data were analyzed with descriptive statistics, Pearson correlation coefficients, independent t-test, one-way ANOVA, and hierarchical regression using the SPSS 22.0 program. Results: The service orientations explained 34.1%of the variance in organizational commitment and explained 31.4% of the variance in management performance. The service orientation was a significant predictor of organizational commitment and management performance. Conclusion: The results of this study suggest that better strategies for service orientations will be helpful to enhance organizational commitment and management performance in the public health center.

• Korean Journal of Occupational Health Nursing
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• v.29 no.1
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• pp.38-48
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• 2020

Purpose: This study was conducted to identify the factors influencing organizational commitment and resilience onpresenteeism in clinical nurses. Methods: The subjects were 202 nurses working at 5 hospitals in B city. The data were collected through questionnaires and analyzed by t-test, one-way ANOVA, Pearson's correlation coefficients, and stepwise multiple regression. Results: Work impairment was negatively correlated with organizational commitment and resilience. Perceived productivity was positively correlated with organizational commitment and resilience. Influencing factors on work impairment were organizational commitment (β=-.22 p=.005) and hardiness (β=-.16, p=.042), with 10% explanatory power. Influencing factors on perceived productivity were organizational commitment (β=.24, p=.002) and hardiness (β=.16, p=.042), with 11% explanatory power. Conclusion: Based on this research, appropriate programs and policies that consider influencing factors such as organizational commitment and hardiness in resilience are needed to reduce the level of presenteeism in clinical nurses.

• Korean Journal of Occupational Health Nursing
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• v.24 no.4
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• pp.259-269
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• 2015

Purpose: The study is to identify a correlation among hospital nurses' emotional labor, social support and organizational commitment and to analyze the effects on organizational commitment. Methods: The participants are 300 nurses working at two general hospitals located in Gyeonggi-do, who agreed to join the study. Data collection were done from July to September in 2014. The collected data are analyzed a descriptive statistic, t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson's correlation coefficient, and multiple regression and SPSS/WIN 15.0 Program was used in the process. Results: Organizational commitment was negatively correlated with emotional works but it was positively correlated with social support. The factors affecting organizational commitment were informational support and evaluative support which were sub-domain of social support as well as level of emotional expression which was a sub-domain of emotional works, their positions and level of education. Conclusion: To increase the level of an organizational commitment, a method of coping in difficult situations and information relating to private assessments is recommended. Also, the organization should prepare a plan that members can properly manage their emotions face-to-face with clients.

• Korean Journal of Occupational Health Nursing
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• v.24 no.3
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• pp.194-203
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• 2015

Purpose: This study examined relations between perceiving a calling and job satisfaction in probation officers. Additionally, multiple mediator model was run to examine the mediating effect of work meaning and career commitment in the relations of perceiving a calling and job satisfaction. Methods: Four factors (job satisfaction, perceiving a calling, work meaning, career commitment) were measured with Likert scales. Data collection was conducted from Aug. 1 to Sept. 20, 2014 using self-report questionnaires. Participants (211 probation officers) were selected from 7 probation offices and 1 Juvenile Training School in Seoul of South Korea. Collected data were analyzed using SPSS/WIN 21, AMOS 21, and Sobel test. Results: The study result was as followings. 1) Job satisfaction was influenced by perceiving a calling, work meaning and career commitment. 2) Results indicated that work meaning and career commitment fully mediated the relation between perceiving a calling and job satisfaction. Conclusion: The results of this study indicate that improving job satisfaction and mental health in probation officers is necessary to implement concerning work meaning and career commitment program at the organizational level.

• Korean Journal of Occupational Health Nursing
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• v.21 no.2
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• pp.154-163
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• 2012

Purpose: The purpose of study was to identify the relationships among attitude on job rotation, job stress and organizational commitment of hospital nurses. Methods: The data were collected from the self-reported questionnaire responses of 430 nurses from Sep. 1 to Sep. 30, 2010 at a university hospital in D city and analyzed by descriptive statistics, t-test, ANOVA, Scheff$\acute{e}$ test and Pearson correlation coefficients. Results: Nurses who experienced job rotation showed negative attitude on job rotation (t=-4.84, p<.001), high level of job stress (t=3.81, p<.001) and low level of organizational commitment (t=-1.99, p= .047). There was a significantly negative correlation between nurses' attitude on job rotation and job stress (r=-.13, p<.01). Also, there was a significantly positive correlation between nurses' attitude on job rotation and organizational commitment (r=.32, p<.001). Conclusion: These results suggest that job rotation in nurses needs to be planned based on the individual attitude, opinion, specialty and capability in nurse for reducing their job stress and enhancing organizational commitment of hospital nurses.

• Korean Journal of Occupational Health Nursing
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• v.32 no.4
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• pp.195-204
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• 2023

Purpose: The purpose of this study was to investigate the effects of nursing workplace spirituality, job embeddedness, and the nursing work environment on the organizational commitment of clinical nurses. The findings of the study will serveasafoundational resource for designinginterventions to improvenurses' organizational commitment. Methods: The samples of this study comprised 170 nurses working at general hospitals in B City. Data were analyzed through the SPSS 25.0 program using ANOVA, t-test, Scheffé test, Pearson's correlation coefficient, and multiple regression. Results: The primaryfactors impactingparticipants' organizational commitment were nursing workplace spirituality (β=.388, p<.001), nursing work environment (β=.232, p=.001), position (β=.145, p=.009),and pay satisfaction (β=.143, p=.012). These factors had an explanatory power of 51.4% with regard to organizational commitment. Conclusion: To improve nurses' organizational commitment, it is necessary to implementand developintervention programs aimed atincreasingtheir sense of workplace spirituality. Moreover, organizational management and policy initiatives are needed to foster apositivenursing work environment and pay satisfaction.

• Safety and Health at Work
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• v.6 no.3
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• pp.200-205
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• 2015

Background: Construction activity has made considerable breakthroughs in the past two decades on the back of increases in development activities, government policies, and public demand. At the same time, occupational health and safety issues have become a major concern to construction organizations. The unsatisfactory safety performance of the construction industry has always been highlighted since the safety management system is neglected area and not implemented systematically in Indian construction organizations. Due to a lack of enforcement of the applicable legislation, most of the construction organizations are forced to opt for the implementation of Occupational Health Safety Assessment Series (OHSAS) 18001 to improve safety performance. Methods: In order to better understand factors influencing the implementation of OHSAS 18001, an interpretive structural modeling approach has been applied and the factors have been classified using matrice d'impacts croises-multiplication $appliqu{\acute{e}}$ a un classement (MICMAC) analysis. The study proposes the underlying theoretical framework to identify factors and to help management of Indian construction organizations to understand the interaction among factors influencing in implementation of OHSAS 18001. Results: Safety culture, continual improvement, morale of employees, and safety training have been identified as dependent variables. Safety performance, sustainable construction, and conducive working environment have been identified as linkage variables. Management commitment and safety policy have been identified as the driver variables. Conclusion: Management commitment has the maximum driving power and the most influential factor is safety policy, which states clearly the commitment of top management towards occupational safety and health.

• Korean Journal of Occupational Health Nursing
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• v.7 no.1
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• pp.65-82
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• 1998

This study was carried out in order to confirm the reliability and validity of the commitment inventory developed by Meyer and Allen, and to investigate commitment level of health manager, to compare two different professionals of health manager such as industrial health nurse and industrial hygienist to find out some characteristics that have effect on commitment. This survey was done by self-administered questionnaire to 227 respondents as the trainees of Industrial Safety Training Center, KISCO from June to December 1996. Authors classified commitment into two categories ; professional commitment and organizational commitment, and these two types of commitments have three different aspects ; affective, continuance, and normative commitment based on Meyer's inventory. The results were as follows; 1. Items of whole scales of the both type of commitments have three factors that represent three aspects of commitment ; affective, continuance, and normative commitment. This means that each type of commitment was reliable to use as measurement tool of three different aspects of commitment. Classification of items by factor analysis was more consistent in professional commitment than organizational commitment. Among 16 items of organizational commitment, four items were classified into different aspects of commitment with similar factor loading. 2. Commitment level of industrial health nurse was higher than that of industrial hygienist in affective, continuance professional commitment controlled by other characteristics. These differences can be due to other characteristics of specific task and background of health managers that were not used in this study. 3. The level of affective professional commitment was statistically different in age, sex, educational level, and that of organizational commitment was statistically different in only two variables such as age, and job tenure. The level of continuance professional and organizational commitments were different in sex group, but past history of employment have effect on continuance organizational commitment. The level of normative organizational commitment was affected by only age. As the above results, the tools of measurement of commitment developed by Meyer and Allen can be useful to measure the level of commitment of health manager. Three aspects of two types of commitments were influenced by different characteristics of health manager. Authors suggested future study on the affecting variables to the commitment such as background, task of health manager and organizational characteristics.

• Korean Journal of Occupational Health Nursing
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• v.26 no.3
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• pp.197-206
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• 2017

Purpose: This study aimed to investigate the relationship among nurses' workplace bullying experience, organizational culture, and organizational commitment. Methods: Nurses who had worked for more than 6 months (N=299) were selected from 5 general hospitals. Data were collected from August to September 2014, using a self- reported questionnaire, and were analyzed using SPSS version 20.0. Results: Among the participants, 17.7% reported having experienced workplace bullying. Those who had experienced workplace bullying reported significantly lower relation-oriented culture, innovation-oriented culture, and organizational commitment as compared to the other group (t=-2.50, p=.016; t=-2.60, p=.011; t=-2.91, p=.004, respectively). Rank-oriented culture was higher in those who had experienced workplace bullying as compared to those who had not (t=2.76, p=.007). Conclusion: Those who had experienced workplace bullying had higher scores on rank-oriented culture and lower scores on innovation-oriented culture, relation-oriented culture, and organizational commitment. To reduce workplace bullying among nurses, hospital managers should improve the relation-oriented organizational culture and alleviate the rank-oriented culture.