• Journal of Engineering Education Research
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• v.12 no.2
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• pp.51-62
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• 2009

The purpose of the study was to analyze job satisfaction and organizational commitment of organizational members for accreditation of engineering education. That will allow applying for effective and efficiency job system in workplace. To this aim, this study analyzed 62 organizational members for accreditation of engineering education how they perceived job satisfaction and organizational commitment in their workplace. The main results of the study are follows. First, organizational members' general job satisfaction is very low. Especially satisfaction of job security, wages, promotion and reward is very low. Second, organizational commitment of organizational members is low. Especially continuance commitment is higher in comparison with affective commitment and normative commitment. It means that their retailing potential is huge if they have a chance. Finally, influencing factors of job satisfaction and organizational commitment are job security, wages, promotion and reward. In conclusion, this study suggests effective organizational system for enhancing job satisfaction and organizational commitment of organizational members for accreditation of engineering education.

• Culinary science and hospitality research
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• v.19 no.5
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• pp.206-224
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• 2013

The purpose of this study was to examine the formation of customer's repeated use that is real long-term commitment in franchise/chain coffee shops. 457 effective samples were analyzed using PASW 18.0 and AMOS 18.0. The results of the analysis of the relationships between user experience, customer satisfaction, customer commitment and repeated use are as follows. First, it was presented that atmosphere, price fairness and coffee product quality had a positive impact on customer satisfaction. Second, customer satisfaction had a positive impact on customer commitment and repeated use. Finally, there was the mediating effect of continuous commitment between customer satisfaction and repeated use. Based on the results of the above analysis, the managerial implications for increasing repeated use of coffee shops are as follows. First, the strategy for enhancing performance of user experience is to try to improve atmosphere(facilities, ambient/lighting), price fairness, coffee product quality(taste, flavor, temperature). Second, the strategy for forming repeated use is to enhance customer commitment(affective commitment, continuous/normative commitment).

• Korean Security Journal
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• no.15
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• pp.147-171
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• 2008

This study examines the degrees of criminal investigators' job satisfaction and organizational commitment and investigates which factors determine the variations in them. In the first step of analysis, independent variables of criminal investigators' job satisfaction consist of work itself, achievement, responsibility, safety, stability, interpersonal relations, recognition, supervision, and opportunity of growth. In the second step, job satisfaction is a mediating variable and organizational commitment is a defendant variable. Organizational commitment is classified into three types - "affective", "continuance" and "normative". According to the structural equation model analysis, responsibility has a great influence on job satisfaction, and job satisfaction affects affective commitment and continuance commitment. This study suggests that job satisfaction should be increased to improve criminal investigators' organizational commitment. And responsibility is necessary for the improvement of job satisfaction. Despite the professional detective system operating in Korea since January 1, 2005, the level of criminal investigators' recognitions of safety, stability and opportunity of growth turn out to be low. Based on these findings, this study presents four ways to reform measures which are listed below. First, to improve a! n economical circumstance of criminal investigators, any expense associated with criminal investigation should be paid by organizations. Second, to improve safety of criminal investigators, it is necessary to develop and supply enough police equipments. Third, criminal investigators' working hours should be shorten. Fourth, to improve criminal investigators' responsibilities, criminal investigators should be allowed to conduct criminal investigation independently from the prosecution.

• The Korean Journal of Health Service Management
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• v.8 no.2
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• pp.49-59
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• 2014

This study attempted to provide some implications for human resource management of health services organizations by investigating the influence of job rotation on motivation and organizational commitment. For empirical analysis, a study model based on literature review of previous researches was developed, and a survey was conducted for the employees of 8 hospitals located in Busan area. In processing the data, frequency analysis, correlation analysis and path analysis were performed using SPSS 18.0 and AMOS 18.0. Main results of empirical analysis can be summarized as follows: First, procedure of job rotation, did not significantly affect tissue immersion and stimulation, but effect of job rotation, has been found to provide a significant effect. Second, motivation was shown to have a significant influence on emotional and normative commitments, sub-factors of organizational commitment variable. In conclusion, suggest that intentions and opinions of the organizational members need to be actively reflected in job rotations of which the effect can be maximized when they are regularly and reasonably implemented.

• Journal of Digital Convergence
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• v.11 no.12
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• pp.229-236
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• 2013

This study defined that the construct of work-family is not the opposite meaning but the construct having positive synergy effects each other. For more meaningful implications to HR partitioner in the era of smart working, Data collection was done from the manufacturing companies in Kyungsangnamdo and hierarchical regression was conducted. we investigated the relationship between work-family facilitation and organizational commitment and moderating effect of perceived organizational support between work-family facilitation and organizational commitment. Based on the result, we have proposed some implications. First, we should study more detail processes between work-family facilitation and organizational commitment not only continuous commitment but also affective and normative commitment. Second, we could know that not only work-family balance but also work-family facilitation could positively impact on organizational commitment, there when we design the job of employees, we should consider the family issues of job holder.

• Research in Community and Public Health Nursing
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• v.31 no.3
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• pp.375-383
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• 2020

Purpose: The purpose of this study was to investigate factors influencing care workers' intention of hand hygiene implementation in long-term care hospitals. Methods: A total of 180 care workers working at long-term care hospitals were recruited. Data collection was done from July 22 to September 7, 2018. Results: The significant TPB variables influencing the intention of hand hygiene implementation were perceived behavior control (β=.41, p<.001), normative belief (β=.28, p<.001) and attitude toward behavior (β=.15, p=.014). These factors explain 39% of care workers' intension of implementing hand hygiene in long-term care hospitals. Conclusion: In order to strengthen the commitment of hand hygiene, it is necessary to have a positive attitude toward hand hygiene by eliminating the obstacles to hand hygiene.

• The Journal of the Korea Contents Association
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• v.20 no.11
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• pp.590-602
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• 2020

This study was conducted to understand the effects of job stress, empowerment, and organizational commitment of nursing care workers on burnout For this study, nursing care workers working at long-term care institutions in Gwangju and Jeonnam were conducted. As a result of the study, it was found that excessive role, role conflict, and role ambiguity perceived by nursing care workers had a positive effect on burnout. Individual competencies, job relationship competencies, and organizational environment competencies were found to negatively affect burnout. In addition, it was found that emotional and normative commitment negatively affected burnout, and continuous commitment had a positive effect. Overall, it was found that job stress, empowerment, and organizational commitment had an effect on burnout in order. Based on the results of these studies, it is necessary to establish a fair personnel management system, such as assigning roles appropriate to the nursing care worker's ability and aptitude, selecting, placing, and evaluating targets. It is necessary to create a systematic work environment such as training and provision of supervision. In addition, nursing care workers should relieve stress that occurs in the process of performing their duties, and provide an appropriate rest area for leisure to facilitate work.

• The Journal of the Korea Contents Association
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• v.11 no.4
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• pp.321-337
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• 2011

The current study is an attempt, in two separate surveys, to explore the role of motivation to lead, which has rarely been introduced into academic leadership research in Korea. For the survey and statistical analysis, the population is defined as the employees working in Korea. The motivation to lead is considered important in practices since without it any leadership development interventions show less possibility to succeed. The motivation to lead was defined in terms of three dimensions as in affective motivation, socio-normative motivation, and non-calculative motivation(Chen & Drasgow, 2001). The study then empirically explored the potential relationships between the three dimensions and leadership styles. Specifically, such leadership styles as transformational leadership, transactional leadership, and self-sacrificial leadership behavior have been correlated to motivation to lead. In addition, using regression analysis, the explanatory power of the motivation to lead on various dependent variables were investigated. As a result, the three dimensions of motivation to lead, that is, affective, socio-normative, and non-calculative motivations each were found to have strong correlations with transformational, transactional, and self-sacrificial leadership, as well as with other criterion-related variables such as organizational commitment and trust. Limitations of the current study, along with future research directions were also discussed.

• Journal of Christian Education in Korea
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• v.61
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• pp.9-35
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• 2020

In the second half of the previous century the composition of the teacher population - and the composition of the pupil and parent population - in the Netherlands gives rise to the name change 'age of secularisation' to 'age of pluralisation'. In previous centuries the (religious or secular) worldview identity of the parents and the educational philosophy of the school were attuned to each other, and merged into a mono-cultural perspective on the identity development of pupils. The basis for both - the upbringing by the parents and the socialisation in the family on the one hand, and the teachers' efforts to enculturate the students at the school on the other - was a similar life orientation. The school choice of the parents was predetermined by their commitment to a particular (religious) worldview, very often inspired by Christianity. The religious identity of their children developed in a clear-cut context. However, in contemporary society plurality dominates, at home and at the school, both in case of the parents and the teachers. A direct relationship with a community of like-minded believers is no longer decisive for parents with varying cultural and religious backgrounds. Instead, a good feeling upon entering the schoolyard or the school building is a convincing argument in the process of school choice. The professional identity development of teachers and the religious identity development of children takes place in a plural context. Our question is: what does this mean for the normative professionalism of the teacher? To answer this research question we make use of the resources of the Dialogical Self Theory (DST) with its core concepts of 'voice' and 'positioning'. After presenting the Dutch dual education system (with public and denominational schools) we provide a lively description of a Dutch classroom situation occurring in a public school, as viewed from the perspective of the teacher. The focus in this description is on performative dialogue as a 'disruptive moment' and on its potential for the hyphenated religious identity development of teachers, which makes up a part of their normative professionalism.

• International Journal of Human Ecology
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• v.16 no.1
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• pp.11-23
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• 2015

Although Korean international students/scholars are among the largest groups of international students/scholars on most campuses in the United States, little is known about what types of demands their families face and how they adapt successfully in the face of demands. The purpose of this study was to explore family resilience, which consists of family demands, capabilities, and adaptation, perceived by Korean international student/scholar families, being theoretically guided by the Family Adjustment and Adaptation Response (FAAR) model. Data were collected through face-to-face interviews with couple informants. Following procedures of theory-based content analysis, data were analyzed using key FAAR concepts. Findings showed that most informants reported normative types of family demands such as hardships due to childcare; primary family capabilities were "maintaining social integration," "affective and instrumental communication," and "family cohesiveness," and "nurturance, education, and socialization" was the primary family adaptation mode. New categories under family capabilities, "religious commitment" and "transnational family support" were developed. The results suggest that there is a unique set of family capabilities that contribute to the successful adaptation of Korean international student/scholar families. Implications and limitations are discussed.