• Journal of Digital Convergence
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• v.15 no.9
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• pp.99-110
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• 2017

To lead the Organizational Citizenship Behavior of organizational member's, It needs to change the psychological attitude of organizations through perception of organizational members who recognize the organization's support in the convergence age. Therefore, this study establishes the Perceived Organizational Support as an independent variable, and the Organizational Citizenship Behavior as an dependent variable. Also, we want to analyze the effects of psychological impowerment and organizational engagement, explaining the psychological conversion process of individuals. The result is following ; First, Perceived Organizational Support has significant effects of Organizational Commitment and Psychological Empowerment. Second, Organizational Commitment and Psychological Empowerment have shown significant implications for Organized Citizenship Behavior. In addition, Organizational Commitment and Psychological Empowerment have been shown to be partial mediation effect between Perceived Organizational Support and Organized Citizenship Behavior. These findings reveal the specific process of Organized Citizenship Behavior. It is expected to contribute to various measures that can cause to the extra-role behavior of the organizational member's.

• Korean Journal of Social Welfare Studies
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• v.42 no.2
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• pp.493-523
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• 2011

This study set out to investigate the effects of individual motivation on turnover intention among social workers and examine their turnover intentions in details by focusing on the mediation effects of multiple commitment. To be specific, it aimed to propose and test a prediction model for social workers' turnover intentions based on the Self-determination Theory and Theory of Planned Behavior. For those purposes, a mail survey was taken among social workers working for use facilities, residential facilities, public health centers, social welfare foundations and associations, and all kinds of centers and institutions in 15 cities and provinces across the nation. Total 1,918 questionnaires were distributed, and 1,671 ones were returned, and 979 whose respondents expressed a turnover intention were used in final analysis. The analysis results indicate that psychological motivation of social workers had direct impacts on their turnover intention. However, their role stress had no direct impacts on their turnover intention, which suggests that the impulsive routes model for turnover intention is supported only in psychological motivation and job characteristics. Secondly, their psychological and job motivation turned out to have indirect impacts on turnover intention through the multiple commitment, which suggests that the reflective routes model for turnover intention is supported in all career, job, and organizational commitment. Career commitment had the most significant impacts on turnover intention, being followed by job commitment and organizational commitment in the order, which suggests that the social welfare academy should increase their interest in career commitment. Based on the findings, the study proposed implication for the career management plans, plans for human resources

• 한국경영정보학회:학술대회논문집
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• 2007.06a
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• pp.126-131
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• 2007

Most Internet auction studies have focused on examining the determinants of auction success or closing price. However, there has been little previous research which investigates dark-side factors such as overbidding behavior in the Internet C2C transactions. For this reason, this study attempts to find situations with the escalation of commitment to bids using Internet auction systems and also examines whether the bidder's bidding is irrational. Therefore, this study applies escalation of commitment to explain the auction process such as the "going, going, gone period" with competition in Internet C2C auctions. In order to describe the auction process in terms of escalation of commitment, this study proposes psychological sunk costs, completion effect, and self-justification as the key factors of escalation of commitment and also willingness to continue bidding reflecting the decision maker's escalation behavior in terms of persistence perspective as final dependent variable. The results of PLS analysis indicate that a bidder's overbidding behavior is explained by the escalation of commitment.

• The Korean Journal of Health Service Management
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• v.10 no.2
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• pp.35-48
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• 2016

Objectives : The purpose of this study was to analyze the effects of job stress on organizational commitment among nurse working in small sized general hospitals and determine moderating effects of job satisfaction. Methods : A self-report questionnaire survey was completed by 292 nurses working at five small sized hospitals in P and K. Data were collected during March 2015 and analyzed with the SPSS 21.0 program. Results : Job satisfaction was a positive factor in organizational commitment. Job satisfaction had significant moderating effects on the relationship between job stress and organizational commitment of nurses working in small sized general hospitals. Conclusions : The results of this study indicate that various job stresses and job satisfaction have a significant effect on the organizational commitment of nurses working in small sized general hospitals. Therefore, to decrease the job stress and increase the job satisfaction of nurses working in small sized general hospitals, consideration must be given to improving the financial and psychological rewards as well as providing differentiated job training. To reduce the psychological burden of nurses, it is necessary to develop adaptation programs of nurses.

• Korean Journal of Human Ecology
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• v.20 no.3
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• pp.505-519
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• 2011

The purpose of this study was to analyze the relationship between organizational commitment, organizational loyalty, and working satisfaction of 162 teachers in daycare centers in Gyung-gi province. Three questionnaires about the organizational commitment which Allen and Mayer(1990) developed and Son Sobin(2002) revised, organizational loyalty behavior which Jo Bumsang(2004) revised, and working satisfaction which Kim Sunja(2005) developed, and the researcher revised were used for this study. For this study, the data was analyzed using descriptive statistics, independent t-test, and Pearson correlation. The results were as follows: first, the early childhood teacher's organizational commitment was average, and there was a significant difference according to the teacher's academic background. Second, the early childhood teacher's organizational loyalty was also average, and there were significant differences according to the teacher's age and academic background. Third, the early childhood teacher's working satisfaction was below average level, and there was a significant difference according to the teacher's working hours. Last, the early childhood teacher's organizational commitment, organizational loyalty behavior, and working satisfaction showed the positive relationship. In conclusion, the government and the director of daycare centers should support for the teacher's psychological satisfaction because the early childhood teacher's psychological state is highly related to successful organization of daycare centers.

• Health Policy and Management
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• v.26 no.3
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• pp.155-171
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• 2016

Background: In this study, state-owned medical institutes, industrial accident hospitals, veteran hospitals, and private medical clinics including 16 university medical institutes in the Seoul metropolitan area were selected to examine the causality of ethical management, positive psychological capital, and organizational effectiveness. Methods: The study analyzed 1,056 valid questionnaires to which a total of 1,325 nurses, medical technicians, doctors, and administrative staff in 34 healthcare organizations answered over two months from June to August 2015. The study also utilized a 'structural equation model,' and a 'hierarchical linear model' to conduct the analysis. Results: It was first found that ethical leadership, ethical management systems, and organizational ethics values, which are the three factors of ethical management, had significant influence on organizational commitment, and behavior. These are the three factors of employee organizational effectiveness. Second, ethical management, ethical leadership, ethical management systems, and organizational ethics values had significant influence on positive psychological capital. Third, positive psychological capital had significant influence on organizational commitment, turnover intention, and organizational citizenship behavior. Positive psychological capital presented an indirect effect on the relationship between the ethical management and organizational effectiveness of employees. The effect of positive psychological capital consisting of self-efficacy, hope, resilience, and optimism was confirmed in the healthcare organizations. Fourth, in relations among ethical management variables, ethical leadership showed a significant impact on ethical management systems, which had significant impacts on organizational ethics values, which had significant impacts on ethical leadership.

• Journal of the Korean Applied Science and Technology
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• v.40 no.1
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• pp.81-87
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• 2023

This study aims to investigate the difference in customer commitment according to the demographic characteristics of hair salon customers and the relational benefits of hairdressing business that affect customer commitment. The questionnaire for empirical research was collected from customers of hair salon in Gyeongnam, and the analysis results are as follows. First, as a result of analyzing the difference in customer commitment according to the demographic characteristics of hair salon customers, customer commitment was statistically high in the group of college graduates or higher and the group of men. Second, as a result of analyzing the causal relationship between relational benefits and customer commitment, it was found that customization benefits, social benefits, and psychological benefits of relational benefits had a statistical effect on customer commitment. In particular, it was found that psychological benefits had the strongest effect on customer commitment.

• Journal of the Korean Society of Clothing and Textiles
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• v.30 no.6 s.154
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• pp.916-927
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• 2006

The purpose of this study was to identify psychological and behavioral outcomes of commitment to apparel brand community by test structural equation model. Subjects of 317 members for 9 selected apparel communities responded the questionnaire in the home-page or in the attached file. The results were as follows: 1) The suggested structural equation mode was accepted by data from apparel brand communities with hish brand strength(${\chi}^2=97.42$, d.f.=89, p=0.25, GFI=0.92, AGFI=0.88, RMR=0.05, NFI=0.94). However, this model wasn't accepted by data kom apparel brand communities with low brand strength. 2) Three types of commitment to brand community(emotional, continuous and normative commitments) influenced brand identification positively and brand identification positively influenced three types of behavioral outcomes(favorable word-of-mouth, co-production and repurchase of brand). Therefore, managements need to develop marketing programs to promote each type of commitment to their's own brand community.

• Journal of the Korea Convergence Society
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• v.12 no.7
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• pp.181-191
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• 2021

Unlike in the past, successful global companies are striving to create a horizontal organizational structure and autonomous corporate culture by empowering their members with autonomy and responsibility. The purpose of this study is to conduct an empirical analysis on the effect of job stress and managerial coaching behavior on the effect of psychological empowerment on organizational commitment and turnover intention. Negative situational factors (job stress) and positive situational factors (managerial coaching behavior) were considered and presented at the same time, and their effectiveness was verified. As a result of the analysis, it was found that psychological empowerment had a positive effect on organizational commitment, but did not to affect turnover intention. Also, it was found that job stress and managerial coaching behavior had a mediating effect. The results of this study can be used as a effective guideline on creating an autonomous organizational climate and creating a successful corporate culture through this.

• Management & Information Systems Review
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• v.34 no.5
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• pp.233-249
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• 2015

The role of positive psychological capital of an organizational member on organization effectiveness has received serious attention from researchers. However, the previous research has focused mainly on the direct effect of positive psychological capital on organization effectiveness, not paying enough attention on a mediating or a moderating role in their relationship. The purpose of this study is to finding out relationship between employees' positive psychological capital and job satisfaction, organizational commitment and the mediating role of positive emotion. Based on advanced literature, we regard positive psychological capital as four factors, self-efficacy, hope, optimism and resilience. We tested the proposed relationships using date from 350 employees in Chinese firms. The main finding are as follows: First, self-efficacy, hope, optimism, resilience has a significant positive effect on organizational commitment, job satisfaction and positive emotion. Secondly, self-efficacy, hope, optimism, resilience influence directly and indirectly on organizational commitment, job satisfaction. Positive affect plays a mediating role between variables.