• Title/Summary/Keyword: School Organizational Commitment

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A Study on the effect of Knowledge workers's Job Characteristics on Organizational Commitment -Shared Leadership as a Moderating variable (지식근로자의 직무특성이 조직 몰입도에 미치는 영향 -공유리더십을 조절 변수로)

  • Jee, Cheoulgyu;Chang, Youngchul
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.13 no.12
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    • pp.5786-5799
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    • 2012
  • In this era of the knowledge-based economy, the most important issue that we faced is the management of the knowledge workers who is the main source of enterprise. There has been a big issue on the organizational commitment recently which is the idea of how much employees have a positive affection to the enterprise they work for and also how much time, knowledge and energy employees are willing to invest for their company success. Improving this concept would provide a meaningful implication in managing the knowledge workers. This research which is based on previous studies, it aims to control the effect on the organizational commitment by Shared Leadership which puts the job characteristics of knowledge workers into a dominant factor. As a result of the study, among the several job characteristics, autonomy and a feedback had a positive effect on the organizational commitment. Shared Leadership as a moderating variable, has shown an affirmative effect on autonomy, a feedback, and problem solving as an independent variable and on the organizational commitment as a dependent variable. However, related to the job complexity, it did not show a notable influence. Also, the Shared Leadership has shown a favorable impact on the feedback and problem solving, but barely effected on autonomy or job complexity.

A Research about Quality of Work-Life, Affective Organizational Commitment and Turnover Intention of Y Generational Chef (Y세대 조리사의 근로생활의 질(QWL), 심리적 조직몰입 및 이직의도에 관한 연구)

  • Sim, Soon-Chul;Choi, Hyun-Jung
    • Culinary science and hospitality research
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    • v.23 no.2
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    • pp.169-180
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    • 2017
  • The current study aims to demonstrate the causal relationships of quality of work life (QWL), affective organizational commitment, and turnover intention among Y-Generational chefs in South Korea. In order to achieve the study purpose, the data were collected from 207 chefs working in hotel restaurants, independent restaurants, and franchised restaurants. To analyze the data, frequency analysis, exploratory factor analysis, reliability analysis, regression analysis, and PROCESS Macro analysis were undertaken using SPSS 18.0. The results indicated that quality of work life consisted of two factors named as personal quality and social quality. Both factors of quality of work life had significantly positive effect on affective organizational commitment. However, in case of the relation between quality of work life and turnover intention, only personal quality had a significant negative effect on turnover intention while the effect of social quality on turnover intention was not significant. Furthermore, affective organizational commitment negatively affected turnover intention, and affective organizational commitment was determined as significant mediators between quality of work life and turnover intention. Implications of the empirical results and limitations of the study are also discussed.

The Relationship between Department Store Sales Person's Perception of Ethical Management and Their Job Performance (백화점 판매원의 기업윤리에 대한 지각과 직무성과의 관계)

  • Chun, Tae-Yoo;Park, No-Hyun
    • Fashion & Textile Research Journal
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    • v.10 no.6
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    • pp.873-881
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    • 2008
  • The purpose of this study is to examine the effects of sales person's perception of ethical management on job performance in department stores. Sales person's perception of ethical management consists of such things as fairness, looking for short-term profits and observing the rules. Job performance consists of such things as sales person's organizational commitment, Sales person's service delivery level, rational operations, and participational attitude. For these purposes, the author developed several hypotheses. The data was collected from 435 sales person's in department stores. The results of this study are as follows: First, fairness, looking for short-term profits, and observing the rules had a significantly positive effect on sales person's organizational commitment. Second, fairness and observing the rules had significantly positive effect on sales person's service delivery level. Third, fairness had a significantly positive effect on rational operation. Fifth, looking for short-term profits and observing the rules had significantly positive effect on participational attitude. At the end of this paper, limitations, further research directions, and implications are suggested.

Effects of Emotional/Primal Leadership on Job Satisfaction and Organizational Commitment through Mediating Role of Organizational Culture in the Food Service Industry (외식서비스산업에서 조직문화의 매개역할을 통한 감성리더십이 직무만족도와 조직몰입에 미치는 영향)

  • Kang, Kyu-Chul;Oh, Young-ho
    • Journal of the Korea Convergence Society
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    • v.8 no.7
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    • pp.245-251
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    • 2017
  • The environment of the food service industry is becoming increasingly complicated and unpredictable as modernization and industrialization become more and more common. Moreover, the development of the food service industry is rapidly changing due to the convergence of the inter-industry services. In this study, based on the high reliance on the human resources of the food service industry, it investigates relations of each component as integrated view through leadership, organizational performance, and organizational culture. In particular, the relationship between emotional/primal leadership and organizational performance(as job satisfaction and organizational commitment) was verified through mediating effects of organizational culture. The results of this study will provide an integrated perspective on the understanding and development of the food service industry structure, which requires the importance of human relations, and will help convergent thinking among various service industries.

Relationship of Job Stress with Job Satisfaction and Organizational Commitment of Nurses (간호사의 직무 스트레스와 직무만족 및 조직몰입과의 관계)

  • Hwang, Hwe-Jeong;Yang, Nam-Young
    • Journal of Home Health Care Nursing
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    • v.16 no.2
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    • pp.145-152
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    • 2009
  • Purpose: To identify the relationship of job stress with job satisfaction and organizational commitment of nurses. Method: The subjects were 288 nurses working in two hospitals in Kyong Ki Island. The study was conducted from August to October 2007. The data was collected by questionnaires and were analyzed using descriptive statistics and Pearson correlation coefficients. Results: The mean score of job stress was $2.86{\pm}.75$ (total of 4 points), mean score job satisfaction score was $2.98{\pm}.33$ (total of 5 points), and mean organizational commitment score was $3.14{\pm}.34$ (total of 5 points). Concerning sub factors, limited medical care was highest and conflicts with the doctors was lowest. The level of job stress was significantly different according to age, marital status, religion, educational status, and type of employment. The level of job satisfaction was significantly different according to type of employment and working style. Job stress and job satisfaction were significantly correlated. Conclusion: It may be necessary further to develop job stress management programs to productively address job stress of nurses.

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The Feasible Linkage Between Organizational Commitment and Employee Communication

  • OH, Su-Hyang
    • East Asian Journal of Business Economics (EAJBE)
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    • v.10 no.4
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    • pp.19-28
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    • 2022
  • Purpose - The current study will provide a cause-effect explanation that will reinforce the existing perception that effective communication fosters organizational communication. The findings will also empower organizations with information on why they must polish their communication strategies. Research design, Data, and methodology - This study has collected numerous textual datasets through 'Qualitative Content Approach' (QCA). The author of this research had a responsibility to develop comprehensible methods for categorizing and drawing inferences from raw data in addition to data collecting tactics that may effectively solicit representations. Result - The current study ultimately concludes that effective communication is the most cost-effective tool for motivating employees. Two-way organization communication allows employees to communicate the hardships they encounter in their job. The result of this is adjustments that are geared towards eliminating work-related challenges. Total four suggestions exist for practitioners in the main texts on 'Results' section. Conclusion - According to theoretical research, organizational commitment is anchored on the ability of an organization's leadership to communicate the organization's values to lower-level employees. Moreover, the findings reiterate the importance of creating leadership systems that embody an organization's core values. Communication systems that engender this ensure that management discloses the rationale for their business and corporate strategies to employees.

A Study on the Relationships among Intrinsic Motivators, Psychological Empowerment, Affective Commitment and Service Quality (내재적 동기요인, 심리적 임파워먼트, 정감적 몰입 및 서비스품질 간 관계에 관한 연구 -호텔종사자를 중심으로-)

  • Choi, Young-Sook;Kim, Sun-Bae
    • Journal of Digital Convergence
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    • v.11 no.7
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    • pp.111-122
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    • 2013
  • The purpose of this study was to investigate the relationships among intrinsic motivators, psychological empowerment, affective commitment, and service quality among hotel industry employees. For this study, data were collected from 233 hotel employees in Seoul Metropolitan City with self-administered questionnaires and analyzed using structural equation modelling technique. This study found that two job characteristics variables(job challenge and job autonomy) had positive effects on hotel employees' psychological empowerment; that three job characteristics variables(job challenge, job variety and job autonomy) and psychological empowerment had positive effects on hotel employees' organizational commitment; and that psychological empowerment and organizational commitment had positive effects on hotel employees' service quality.

A Study on the Influence of Empowering-Leadership to Creativity and Job attitude (임파워링 리더십이 직무태도 및 창의성에 미치는 영향에 관한 연구 - 조직문화의 매개효과를 중심으로 -)

  • Lee, Sun-Kyu;Son, Kyu-Hwan;Kang, Eun-Gu;Kim, Young-Hyung
    • Journal of Digital Convergence
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    • v.12 no.8
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    • pp.85-99
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    • 2014
  • The empowering leadership as perceived by the members of the organization have an influence on the psychological attitudes of them toward their jobs, and again these psychological attitudes might affect their Organizational culture type. Thus, this study tried to mediating effects of Organizational Culture on the relationships between Empowering-Leadership and Creativity and Job attitude. The results of this study are as followings; First, Empowering-leadership is positively related to Creativity, Organizational commitment and Job satisfaction. except leading by example & participative decision-making in organizational commitment of Job attitude. Second, the mediating effects of Organizational culture had a significant effects on part of relationships in each variable. Results indicated that managing Organizational culture is contributed to the member's attitude and organization performance so that the supervisor should make efforts to develop managing skill in their Organizational culture to fit their nature.

The Influence of Proactiveness, Perceived Usefulness and Learning Orientation on Work Commitment (진취성, 지각된 유용성 및 학습지향성이 업무몰입에 미치는 영향)

  • Lee, Sang Gil
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.13 no.6
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    • pp.167-175
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    • 2018
  • Work commitment is being studied continuously in the field of organizational behavior, this study suggests that work commitment directly affects the creativity and productivity of organizational members. The immersive attitude toward work is increasing in importance as it not only improves individual competitiveness but also improves organizational performance. From an academic point of view, we can emphasize the differentiation of this study in terms of analyzing work commitment, which is a leading factor in the current work performance, based on individual proactiveness, perceived usefulness, and learning orientation. Identifying the factors influencing work commitment is likely to provide meaningful implications for securing current and future competitiveness. For this study, we conducted an online survey of office workers, professionals, and self-employed workers. Finally, we obtained 178 valid questionnaires. As a result of the analysis, it was confirmed that proactiveness and learning orientation had a positive effect on work commitment.