• Journal of Korean Academy of Fundamentals of Nursing
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• v.16 no.4
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• pp.515-523
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• 2009

Purpose: The purpose of this study was to examine the relationship between work-family conflict, social support, job satisfaction, and organizational commitment which are closely linked to staff turnover from the perspective of married hospital nurses. Method: A survey was conducted using self-report structured questionnaire from 220 married nurses. Data analysis included descriptive statistics, t-test, one-way ANOVA, correlation and multiple linear regression with SPSS Win 17.0 program. Results: Job satisfaction, social support, work-family conflict and age were strong predictors of organizational commitment. These variables explained 46.5% of the variance of the organizational commitment. Higher levels of organizational commitment were associated with greater job satisfaction and social support. Nurse with lower levels of work-family conflict and older age reported a high level of organizational commitment. Conclusion: These results show that improving job satisfaction has the best effect on enhancing nurses' organizational commitment. Also supportive relationships, reduction of work-family conflict and older age were significantly correlated with organizational commitment. Organizations should design more family-friendly policies and provide opportunities for career development to health professionals to induce organizational commitment.

• Journal of Families and Better Life
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• v.28 no.3
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• pp.129-137
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• 2010

This study investigated the relationships among collectivism, role conflict, and the organizational commitment of teachers in kindergartens and childcare centers. The subjects were 190 teachers who worked in a kindergarten or a childcare center in Daegu and in Gyoungbuk Province. Questionnaires were used to investigate collectivism, role conflict, and organizational commitment by self-reports from teachers. The collected data were analyzed by factor analysis, Pearson's correlation, and stepwise multiple regression using SPSS Win 15.0. The results were as follows. (1) Collectivism was positively associated with the organizational commitment of the teachers. (2) Role conflict was negatively associated with the organizational commitment of the teachers. Among the different types of role conflict, teaching profession conflict, co-worker conflict, and administration conflict were negatively associated with organizational commitment. (3) Role conflict was a better predictor of organizational commitment than collectivism. Additionally, administration conflict as a type of role conflict was a better predictor of organizational commitment than collectivism.

• Korea Journal of Hospital Management
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• v.9 no.2
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• pp.23-45
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• 2004

The objective of this study was to explore the influence of empowerment on job satisfaction and organizational commitment. The study has been conducted on 375 nurses working 6 general or university hospitals in Seoul, Korea. The data collected from April 1st to 30th, of the same month of the year 2003. For the survey tools are Chandler's CWEQ, Salvitts et al.'s(1978) Job satisfaction and Mowday et al.'s(1979) organizational commitment. The date analyzed by Pearson correlation coefficient, ANOVA, Scheffe test and multiple regression by SPSS win 10.0 program. The mean of empowerment was 2.807 job satisfaction was 2.735 and organizational commitment was 4.095. The correlation between empowerment and job satisfaction was r=0.575(p=.000) empowerment and organizational commitment was r=0.533(p=.000) organizational commitment and job satisfaction was r=0.663(p=.000). The influence of the empowerment on the job satisfaction was 33.0% and in case on the organizational commitment 28.4%. This study revealed that nurses empowerment, job satisfaction and organizational commitment were not so high, therefore each nursing organization has to concern about these points for acheiveing nursing organization's purposes.

• The Journal of Korean Academic Society of Nursing Education
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• v.17 no.1
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• pp.72-79
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• 2011

Purpose: The purpose of this study was to examine self-efficacy, nursing professionalism, organizational commitment for nurses and the mediating effect of nursing professionalism on the relationship between self-efficacy and organizational commitment. Method: Data were collected by questionnaires from 185 nurses in hospitals from June 10 to August 30, 2010. Data were analyzed by Pearson's correlation coefficient and multiple regression procedures. Result: 1. The nurses investigated attained a mean of 4.77 and 3.37 on self-efficacy and organizational commitment respectively. They attained a mean of 4.55 on nursing professionalism. 2. Correlation among self-efficacy and nursing professionalism had a positive correlation to organizational commitment 3. Nursing professionalism had a mediating effect on the relationship between self-efficacy and organizational commitment. Conclusion: Self-efficacy exerted an influence on organizational commitment through the mediating effect of nursing professionalism and is expected to lay the foundation for the promotion of organizational commitment.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.3
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• pp.315-327
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• 2003

Purpose: The objective of this study was to explore the influence of empowerment on job satisfaction and organizational commitment. Method: The study has been conducted on 375 nurses working 6 general or university hospitals in Seoul, Korea. The data collected from April 1st to 30th, of the same month of the year 2003. For the survey tools are Chandler's CWEQ, Salvitts et al.'s(1978) Job satisfaction and Mowday et al's(1979) organizational commitment. The date analyzed by Pearson correlation coefficient, ANOVA, Scheffe test and multiple regression by SPSS win 10.0 program. Result: The mean of empowerment was 2.807 job satisfaction was 2.735 and organizational commitment was 4.095. The correlation between empowerment and job satisfaction was r=0.575(p=.000) empowerment and organizational commitment was r=0.533(p=.000) organizational commitment and job satisfaction was r=0.663 (p=.000). The influence of the empowerment on the job satisfaction was 33.0% and in case on the organizational commitment 28.4%. Conclusion: This study revealed that nurses empowerment, job satisfaction and organizational commitment were not so high, therefore each nursing organization has to concern about these points for acheiveing nursing organization's purposes.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.1119-1128
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• 2021

This study aims to investigate a model for reducing workplace deviance from employees' perspectives. Specifically, it examines the relationship between workplace spirituality and workplace deviance through the improvement of organizational commitment. Through the quantitative approach, questionnaires were distributed to 400 civil servants in the various government agencies in Indonesia. Structural Equation Model with Analysis of Moment Structures (SEM-AMOS) was used to analyze the data and test the hypotheses. The results reveal that workplace spirituality has no significant negative effect directly on workplace deviance, but it has a significantly positive effect on organizational commitment. Organizational commitment also has a significant negative effect on workplace deviance. The non-significance of workplace spirituality's direct effect on workplace deviance proves that there is a full mediation effect of organizational commitment. It implies that, to reduce workplace deviance, merely workplace spirituality is not adequate, but it should enhance organizational commitment. The findings can add an understanding of the empirical evidence related to the relationship between workplace spirituality, organizational commitment, and workplace deviance. Practically, the top decision-makers in civil servant institutions need to consider the right strategies, policies, and real efforts to carry out workplace spirituality practices and organizational commitment by designing a control system.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.5
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• pp.553-560
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• 2022

This study investigates the effect of job satisfaction as a mediator of job placement on employees' organizational commitment in the Sumatra-Indonesia energy sector. Permanent personnel of a PGU unit power plant in Sumatra, Indonesia, made up the population and sample. The sampling technique used was saturated sampling of 129 employees. The research model and hypotheses were tested using multiple regression analysis. This study indicate that job placement has a significant positive effect on job satisfaction. Simultaneously, job placement does not have a significant positive effect on organizational commitment. Secondly, job satisfaction has a significant positive effect on organizational commitment and finally, job satisfaction mediates the relationship between job placement and organizational commitment. The results of this study indicate that job placement has a significant positive effect on job satisfaction. Therefore, the right job placement will lead to employee job satisfaction. Another finding is that job placement has a positive and insignificant effect on organizational commitment. Furthermore, job satisfaction has a significant positive effect on organizational commitment. The results of this study indicate that the higher the job satisfaction of the PGU unit employees in the Sumatra area, the higher the level of employee organizational commitment will be.

• International Journal of Advanced Culture Technology
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• v.12 no.1
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• pp.60-74
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• 2024

Due to the relative lack of concerns and research on organizational career development in startups, we study aimed to reveal the impact of shared leadership in startups on organizational career development through organizational commitment. The research method was an online survey targeting 200 startup members from April 11 to April 28, 2023, and a total of 195 copies were used in the final analysis. As a result of the study, first, among the shared leadership of startups, development and mentoring were found to have a positive impact on emotional commitment. Second, among the shared leadership of startups, planning and organizing, support and empathy were found to have a positive impact on continuous commitment. Third, planning and organizing, support and empathy had a positive impact on normative commitment. Third, among startups' shared leadership, planning and organizing, support and empthy had a positive impact on normative commitment. Fourth, emotional and continuous commitment were found to have a positive impact on improving career goals in organizational career growth. Fifth, emotional and continuous and normative commitment were each found to have a positive influence on the development of professional abilities in organizational career development. Lastly, emotional, continuous and normative commitment were all found to have a positive influence on the speed of promotion in organizational career growth. As a result, it is expected that the results of this study will be able to suggest shared leadership policy directions and goals for startups.

• Journal of Distribution Science
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• v.15 no.1
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• pp.115-121
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• 2017

Purpose - Although ensuring that all the organizational members know their roles exactly is an important part of managerial work, few studies address the role clarity in food manufacturing and distribution firms. Role clarity refers to the extent to which individuals clearly understand the tasks, duties, responsibilities, and expectations of their work roles (Hinkin & Schriesheim, 2008). The purpose of this study is to examine the effect of the role clarity on organizational commitment and the mediating role of creativity in the role clarity-organizational commitment relationship. Research design, data, and methodology - Data were collected from 297 employees in food manufacturing and distribution firms of Korea by self-evaluations questionnaires. The unit of the analysis for testing is an individual. We proposed four hypotheses: (1) is about the relationship between role clarity and organizational commitment, (2) is about the relationship between role clarity and creativity, (3) is about the relationship between creativity and organizational commitment, and (4) is about the mediating role of creativity. We conducted the hierarchical regression analysis for testing the main and mediating effects. Results - The results of the study indicated that the role clarity was positively associated with organizational commitment and creativity. Results also indicated that the creativity was positively associated with organizational commitment. Especially, the impact of the role clarity on organizational commitment was mediated by creativity. Conclusions - An important contribution of this study is extending prior theory on the relationship between role clarity and organizational commitment by shedding new light on assumptions regarding the mediating effect of creativity. The results demonstrate that the role clarity has an indirect effect as well as a direct effects on organizational commitment. Our research suggests important implications for organizations that pursue to stimulate their employees' creativity, emphasizing the importance of the role clarity. This study has several potential limitations. Maybe the most serious limitation is its cross-sectional study design. Another limitation is the use of employees' self-reports to measure the variables. In the future, researchers should employ a longitudinal study design and use diverse sources of data.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.2
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• pp.457-474
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• 1998

This study was aimed to be able to dedicate to the quality promotion of nursing of the nurses and the development of hospital organization by investigating interrelations between job satisfaction degree and organizational commitment of the clinical nurses. The objects of this study have been 507 nurses working in university hospital in Seoul and the materials have been collected through structured questionnaires for 14 days from Feb. 23. 1998 through March 8. The materials have been analyzed and computerized statistically with SPSS. General characteristics have been analyzed by practical number and percentage. and job satisfaction degree and organizational commitment have been analyzed by average evaluation marks and standard deviation and the relation between general characteristics and job satisfaction degree and the relation between general characteristics and organizational commitment have been analyzed by t-test or F-test(ANOVA) according to the characteristics of variable. Correlations between job satisfaction degree and organizational commitment have been analyzed by Pearson's Correlation Coefficient. The followings are the summaries of the results of the study: 1. The degree of job satisfaction of the object was 3.26 in average on the basic of 5 marks and worth area showed highest by 3.78 while wage and welfare 2.70 the lowest when analyzed 11 areas. 2. Organizational commitment of the object showed 3.24 in average on the basic of 5 marks. 3. According to the age. marital status. educational background. employment experience. experience in current department. position. types of work. department of work. wage, satisfaction about the current department, whether they wish to be transferred to the other department and whether they are transferred or not. there were significant differences in the characters of job satisfaction degree when general characteristics and job satisfaction degree have been examined. 4. According to the age. marital status. religion. educational background. employment history. position and experience in current department. types of work. department of work. wage. satisfaction about the department they are assigned. whether they wish to be transferred. Whether they are transferred or not and number of being transferred to the other department. there have been significant differences in the characters of organizational commitment when general characteristics and organizational commitment have been examined relatively. 5. Correlations between the degree of job satisfaction and organizational commitment has shown the degree of organizational commitment higher respectively when the degree of job satisfaction was higher. the degree of sanitation factor was higher and the degree of motive factor was higher (r=.73799. r=.6826. r=.6570). 6. The result of the analysis of correlations between organizational commitment and the turnover intension and job related action has shown comparatively high reverse correlations (r=.6375) between organizational commitment and turnover intension and low reverse correlations(r=.3253) between organizational commitment and job related action. Based on the above results. the study of the ways of increasing the degree of satisfaction about wage. welfare. position and stability and the supervision of the senior which showed the low degree of job satisfaction should be conducted and through the management of the degree of job satisfaction which affects to the organizational commitment, I would like to propose that the ways of increasing the sense of commitment to the hospital organization of the nurses should be studied.