• The Journal of the Korea Contents Association
• /
• v.20 no.10
• /
• pp.554-565
• /
• 2020

This study found out a process of effects of professional identity recognized by social workers on their job satisfaction and organizational commitment, and verified a mediated effect caused by working environment through the process. A survey for data collection was conducted among 205 employees of social welfare facilities located in Gyeonggi Province. Collected data was analyzed by using structural equation modeling. The data analysis showed that first, professional identity has an extremely meaningful positive effect on job satisfaction. Second, professional identity has a meaningful positive effect on organizational commitment. Third, working environment has a partial mediated effect on relationships between professional identity and job satisfaction, between professional identity and organizational commitment. These results proved that the enhancement of job satisfaction and organizational commitment of social workers is based on enhancing professional identity, and organizational commitment can be enhanced by the working environment. Based on the results, this study discussed practical plans for enhancing job satisfaction and organizational commitment of social workers.

• Journal of the Korean Society for Railway
• /
• v.15 no.6
• /
• pp.645-653
• /
• 2012

This study analyzes the effects of the KTX driver's person-environment(job, organization, Coworker) fit on job satisfaction, organizational commitment and turnover intention. It, additionally, examines the mediating effect of job satisfaction and organizational commitment between person-environment fit and turnover intention. Consequence of the analysis indicates that person-environment fit has mostly meaningful influences on job satisfaction, organizational commitment and turnover intention. But person-job fit makes a meaningless impact on job satisfaction, and person-coworker fit also makes a meaningless impact on job satisfaction and turnover intention. The mediating effect of job satisfaction and organizational commitment is mostly effective, but the mediating effect of job satisfaction does not affect the relation between person-organization fit and turnover intention. In conclusion, this study implies that, in order to grasp KTX driver's turnover intention and to protect actual turnover, it is important to enhance job satisfaction and organizational commitment as well as to improve overall person-environment fit.

• Journal of Distribution Science
• /
• v.22 no.4
• /
• pp.47-58
• /
• 2024

Purpose: Achieving organizational effectiveness is the ultimate goal that every business entity or institution targets. To achieve this, organizations need to consider various factors that have an impact on their performance. This article analyzes the distribution influence of six main elements that have a central role in shaping sustainable organizational effectiveness, which are organizational culture, job satisfaction, interpersonal communication, talent management, knowledge management, and information technology. Research Design Data and Methodology: This research uses a quantitative approach, focusing on manufacturing companies located in Surabaya as the main object, involving twenty manufacturing companies as research targets, and 10 employees in each company. The sample selection process was carried out through the application of random sampling techniques. The analysis in this research uses the multiple linear regression method and uses SPSS version 26 software. Results: Distribution of six major factors used in this research are related to each other and contribute significantly to overall organizational effectiveness. Conclusion: Organizations that can combine the distribution of a positive culture, prioritize employee satisfaction, encourage effective communication, manage talent and knowledge efficiently, and utilize information technology wisely will have greater potential to achieve their goals and survive in the intensely competitive business environment.

• The Journal of Industrial Distribution & Business
• /
• v.14 no.3
• /
• pp.27-43
• /
• 2023

Purpose: Changes in the employment environment in the era of the 4th Industrial Revolution are influencing various factors by the emergence of new jobs and the change in perception of job stability due to globalization of information technology and industry This study attempted to present implications by verifying the structural relationship of beauty workers' sustainable organizational commitment and the method necessary for conflict management in the industrial field due to the recent changes in the employment environment of the beauty industry in the 4th Industrial Revolution. Research design, data and methodology: This study sampled 604 beauty industry employees Frequency analysis, validity and reliability analysis, factor analysis, and path analysis were performed using SPSS WIN23.0. Results: It was found that the change in the employment environment caused by the 4th industrial revolution had a significant negative (-) effect on the job satisfaction and organizational commitment of beauty industry workers. Conclusion: This study is that changes in the employment environment negatively affect job satisfaction and organizational commitment of beauty workers. We hope to contribute to the development and growth of the beauty industry by providing basic data for the beauty tech service industry in the 4th industrial era.

• Journal of Korean society of Dental Hygiene
• /
• v.23 no.1
• /
• pp.63-72
• /
• 2023

Objectives: This study aimed to identify the level of occupational and organizational retention intention and related factors among new dental hygienists. Methods: The participants were 195 dental hygienists employed for less than 24 months. A t-test and one-way analysis of variance were conducted to determine the level of intention to stay according to an individual's major-related characteristics and work environment awareness level. Pearson's correlation analysis was performed for each item, and stepwise multiple regression was performed for factors related to retention intention. Results: In the work environment, the organizational support network had the highest occupational retention intention (β=0.513). Organizational retention intention (β=0.351), working infrastructure (β=0.293), cooperation relationship (β=0.165), and management justice (β=0.151) were factors related to organizational retention intention (p<0.001). Employment at the practice hospital was related to occupational (β=0.167) and organizational retention intention (β=0.138), and satisfaction with clinical practice was related to occupational retention intention (β=0.327). Conclusions: New dental hygienists are expected to be actively utilized for long-term tenure in both occupations and organizations by actively reflecting on the results obtained through this study in the curriculum and working environment of dental hygienists.

• Journal of muscle and joint health
• /
• v.31 no.1
• /
• pp.12-21
• /
• 2024

Purpose: The purpose of this study is to identify the effects of preceptor's empathy, grit, and nursing environment recognized by newly graduated nurses on the organizational socialization. Methods: In this study, from June 22 to August 21, 2022, a convenience sample was perfored for new nurses working at general hospital in four cities. Analysis of the collected data was using the SPSS/WIN 26.0 software. The data was analyzed using independent t-test, one-way ANOVA, Scheffé test, Pearson's correlation coefficients, and hierarchical regression analysis. Results: The factors influencing the organizational socialization of new nurses were the type of work (β=.26, p<.001) and nursing work environment (β=.21, p=.037), in the order of these variables. These factors wew found to account for 16% of variance in the organizational socialization of new nurses (F=4.59, p<.002). Conclusion: To increase the organizational socialization of new nurses, medical institutions must make efforts to improve the nursing work environment.

• The Journal of the Korea Contents Association
• /
• v.9 no.12
• /
• pp.314-321
• /
• 2009

This study investigates how the external factors of police organization, such as organizational environments, job characteristics, and compensations can influence job satisfaction and organizational commitment. Especially, this study considers what kind of organizational culture is dominant and what kind of compensation influences job satisfaction and organizational commitment in Korea. The purpose of this study is to find out the ways to maximize compensation and job satisfaction of police officers and to improve organizational commitment. The results are as follows: First, the more perceived job interest, social approval, organizational cohesion, and financial compensation, the higher job satisfaction, whereas the more perceived work environment, the lower job satisfaction. Second, the more perceived job interest, social approval, organizational cohesion, and financial compensation, the higher job satisfaction. However, the perceived work environment does not influence the job satisfaction. Third, the higher job satisfaction, the higher organizational commitment. Fourth, organizational cohesion, financial compensation and organizational environment have an effect on organizational commitment mediated by job satisfaction.

• Journal of Korean Academy of Nursing Administration
• /
• v.22 no.3
• /
• pp.292-302
• /
• 2016

Purpose: This study was done to build and verify a model of clinical nurses' turnover intention using organizational characteristics, job satisfaction and job embeddedness. Methods: The study participants were 389 hospital nurses. SPSS and AMOS 22.0 program were used to analyze the data and the modeling of turnover intention. Results: A total of 41% of turnover intention was explained by job satisfaction, job embeddedness and organizational characteristics. Nurses with higher job satisfaction and job embeddedness showed lower turnover intention, while organizational characteristics had an indirect effect on their turnover intention. It was found that organizational characteristics had positive effects on both job satisfaction and job embeddedness, and job embeddedness played a mediating role between organizational characteristics and turnover intention. Conclusion: To reduce nurses' turnover intention, hospitals' organizational characteristics should be considered. Nurse managers should strive to increase nurses' job satisfaction and job embeddedness through an understanding of the factors of organizational characteristics such as organizational fairness, nursing work environment, motivation, organizational citizenship behavior, and transformational leadership.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.16 no.12
• /
• pp.8234-8242
• /
• 2015

This study aims to explore ways to provide a high quality work environment services to social workers to analyze the relevance of relationships and exhaustion of the organizational environment, and the working environment and clients with disabilities living facility workers Gwangju and Jeonnam 252 people were targeting professionals working with people with disabilities living facility located on the main results are as follows. Organizational environment, work environment, organizational environment results by setting the relationship with the client as independent variables conducted a regression analysis to investigate the factors that influence independent of exhaustion (${\beta}$=-.200, p=.001) and Job environment (${\beta}$=-.460, p<.001) was a significant independent explanatory factor was 31.0%. However, relationships with clients (${\beta}$=-.059, p=0.258) were not significant factors in exhaustion. Consequently, practitioners must always have the confidence to actively work with pride and facilities are needed to improve the organizational environment and the working environment.

• Journal of dental hygiene science
• /
• v.24 no.1
• /
• pp.29-36
• /
• 2024

Background: This study aimed to investigate whether there is a difference in organizational member attitudes by workplace environment and workplace types in dental hygienists working at dental health centers. Methods: A face-to-face survey or online survey was administered to dental hygienists working at dental health centers, and a total of 95 subjects were included. The survey includes 13 items to ask factors affecting employee's job satisfaction. Also, some questions were included to assess perception of organizational member attitude: five about organizational citizenship behavior, two about innovative behavior, and four about organizational commitment. Results: Dental hygienists working at dental clinics were more satisfied with their incomes and numbers of working days, while those from dental university hospitals and general hospitals were more satisfied with education support. In addition, hygienists working at dental hospitals were more satisfied with job autonomy, individual work capability, safe working environment, personal relation, potential for personal development, and positive labor-management relations, compared to those working at general and university hospitals (p<0.05). Among the items about perception of organizational member attitudes, the scores of items about organizational citizenship behaviors were higher, whereas the scores of items about innovative behaviors were relatively lower. Individuals working at dental hospitals than those working at general and university hospitals, chiefs and team and department leaders than team members, and those with increased satisfaction with current workplace had more positive perception of organizational member attitudes. Conclusion: For dental hygienists to have positive attitudes as organizational members, working environment should be improved, and executives of dental healthcare centers should pay attention to improving job satisfaction of organizational members. Moreover, since dental hygienists need to improve their perception of innovative behaviors and citizenship behaviors to strengthen specialty of dental hygienists in a changing dental healthcare, relevant training should be addressed in refresher courses or school programs.