• 한국산학기술학회논문지
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• 제19권10호
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• pp.206-213
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• 2018

불확실한 환경과 다양한 이해관계자 속에서 살아남기 위해 조직은 창의성을 높일 수 있는 요인에 대해 지속적으로 탐색해왔다. 본 연구에서는 조직 창의성을 높일 수 있는 선행요인으로 정서적 몰입에 주목하고 이를 구체적으로 설명할 수 있는 인지적 상황요인을 탐색하였다. 즉, 정서적 몰입과 조직 창의성의 관계는 구성원들의 학습동기가 높을 때 더욱 명확해 질 것이라는 가설을 검정하기 위해 64개의 기업의 최고경영자와 472명의 종업원의 자료를 분석하였다. 연구결과, 조직구성원의 정서적 몰입은 조직 창의성에 영향을 미쳤으며, 정서적 몰입과 조직창의성의 관계는 학습동기가 높을수록 강화되었다. 이를 통해 조직구성원의 정서적 측면과 인지적 측면이 상호적으로 조화로울 때 조직창의성은 강화된다는 사실을 발견하였다. 본 연구는 최고경영자가 평가한 변수(조직 창의성)와 구성원들 스스로 평가한 변수(학습동기, 정서적 몰입)의 관계를 분석함으로써 변수들 간 동일방법오류(common method bias) 문제를 해결하고자 하였다. 향후 연구에서는 조직창의성을 유발하는 다양한 메커니즘을 탐색하려는 시도가 요구되며 이러한 메커니즘을 토대로 조직 내 관리자에게 보다 구체적인 가이드라인을 제시하려는 노력이 필요하다.

• Safety and Health at Work
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• 제7권3호
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• pp.225-230
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• 2016

Background: This study seeks to examine the relationship and impact of occupational health and safety on employees' organizational commitment in Ghana's mining industry. The study explores occupational health and safety and the different dimensions of organizational commitment. Methods: A cross-sectional survey design was used for this study. The respondents were selected based on simple random sampling. Out of 400 questionnaires administered, 370 were returned (77.3% male and 22.7% female) and used for the study. Correlation and multiple regression analysis were used to determine the relationship and impact between the variables. Results: The findings of this study revealed positive and significant relationship between occupational health and safety management, and affective, normative, and continuance commitment. Additionally, the results revealed the significant impact of occupational health and safety on affective, normative, and continuance commitment. Conclusion: Management within the mining sector of Ghana must recognize the fact that workers who feel healthy and safe in the performance of their duties, develop emotional attachment and have a sense of obligation to their organization and are most likely committed to the organization. Employees do not just become committed to the organization; rather, they expect management to first think about their health and safety needs by instituting good and sound policy measures. Thus, management should invest in the protection of employees' health and safety in organizations.

• 한국의류학회지
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• 제38권2호
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• pp.147-160
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• 2014

This study examines the effects of store environment on consumer commitment to department stores and the differences among department stores. A self-administered questionnaire was developed based on existing scales in the literature and the result of qualitative research. The survey was conducted on 500 female consumers in their 20s to 40s in Seoul, Incheon and Gyeonggi areas in Korea. Data were analyzed using descriptive statistics, factor analysis, ANOVA, and regression analysis via SPSS Win 16.0. The results were as follows: First, three department stores revealed statistically significant differences in the diversity of facilities, store atmosphere, locational convenience and policy. Second, affective commitment to department stores was affected by salesperson service, policy, diversity of facilities, product assortment, store atmosphere and locational convenience. Calculative commitment in department stores was affected by policy, diversity of facilities, store atmosphere and locational convenience. There were also significant differences on store environmental factors that influence affective commitment and calculative commitment among department stores.

• 디지털산업정보학회논문지
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• 제7권3호
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• pp.137-150
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• 2011

Long-term customer retention strategies with switching cost is very important for gaining a competitive advantage in on-line shopping mall environment. The purpose of this study is to investigate the affecting factors of switching cost in terms of on-line shopping mall's quality and the effects of it on customers' behavior moderating commitment. According to the result, information quality and customized information were found to be significantly related to social switching cost, and also royalty program and product differentiation were found to be significantly related to lost benefit cost and procedural cost respectively. When it comes to the relationship between switching cost and commitment, results shows that social switching cost is not significantly related to affective commitment. Lost benefit cost and procedural cost, however, were found to be significantly related to affective commitment and calculative commitment respectively. Finally, affective commitment was found to bolster repurchase intention and control negative WOM, and calculative commitment was found to bolster both repurchase intention and negative WOM.

• 경영정보학연구
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• 제13권3호
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• pp.65-81
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• 2011

본 연구는 현지화(Adaptation), 집합(Aggregation), 재정거래(Arbitrage)의 세 가지 특징을 지니는 초국적 기업의 글로벌 통합화(Globally Integrated)에 있어 정보기술 채널 통한 직원들의 사회적 의사소통과 정서적 경제적 몰입이 어떠한 역할을 하는지 검정하였다. 이를 위해 본 연구는 정보기술 채널의 활성화를 통해 협업이 잘되고 있는 초국적 기업을 대상으로 진행하였으며, 연구 모델 분석을 위해서는 AMOS를 사용하였다. 분석결과를 살펴보면, 다양한 정보기술 채널을 통한 직원들의 사회적 의사소통은 단순한 커뮤니케이션 도구 이상으로 직원들의 정서적 및 경제적 몰입을 가져다 줄 수 있는 것으로 나타났다. 또한 초국적 기업의 특정인 글로벌 통합화에도 정(+)의 영향을 미치는 것으로 나타났다. 그리고 정서적 및 경제적 몰입도 글로벌 통합화에 정(+)의 영향을 주는 것으로 나타났다. 이는 정서적 및 경제적 몰입은 직원간의 정보기술 채널을 통한 사회적 의사소통과 글로벌 통합 간에 부분 매개 역할을 하는 것으로 볼 수 있다. 이러한 결과는 기업이 경쟁력을 갖추기 위해서는 다양한 정보기술 채널을 통한 정서적 커뮤니케이션과 그에 따른 영향에 대해서 고려해야 함을 의미하며, 기업에 있어서 정보기술의 역할에 대한 인식의 전환이 필요함을 뜻한다. 본 연구는 초국적 기업으로 변화를 꾀하는 기업들에게 정보기술 채널을 통한 사회적 커뮤니케이션 증가와 이를 통한 정서적 사회적 몰입 환경 구축에 대한 중요성과 그 가능성을 제시해 줄 것이다.

• 한국직업건강간호학회지
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• 제7권1호
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• pp.65-82
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• 1998

This study was carried out in order to confirm the reliability and validity of the commitment inventory developed by Meyer and Allen, and to investigate commitment level of health manager, to compare two different professionals of health manager such as industrial health nurse and industrial hygienist to find out some characteristics that have effect on commitment. This survey was done by self-administered questionnaire to 227 respondents as the trainees of Industrial Safety Training Center, KISCO from June to December 1996. Authors classified commitment into two categories ; professional commitment and organizational commitment, and these two types of commitments have three different aspects ; affective, continuance, and normative commitment based on Meyer's inventory. The results were as follows; 1. Items of whole scales of the both type of commitments have three factors that represent three aspects of commitment ; affective, continuance, and normative commitment. This means that each type of commitment was reliable to use as measurement tool of three different aspects of commitment. Classification of items by factor analysis was more consistent in professional commitment than organizational commitment. Among 16 items of organizational commitment, four items were classified into different aspects of commitment with similar factor loading. 2. Commitment level of industrial health nurse was higher than that of industrial hygienist in affective, continuance professional commitment controlled by other characteristics. These differences can be due to other characteristics of specific task and background of health managers that were not used in this study. 3. The level of affective professional commitment was statistically different in age, sex, educational level, and that of organizational commitment was statistically different in only two variables such as age, and job tenure. The level of continuance professional and organizational commitments were different in sex group, but past history of employment have effect on continuance organizational commitment. The level of normative organizational commitment was affected by only age. As the above results, the tools of measurement of commitment developed by Meyer and Allen can be useful to measure the level of commitment of health manager. Three aspects of two types of commitments were influenced by different characteristics of health manager. Authors suggested future study on the affecting variables to the commitment such as background, task of health manager and organizational characteristics.

• International Journal of Contents
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• 제6권2호
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• pp.41-52
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• 2010

The purpose of this study was to provide a more comprehensive model which integrates a social exchange construct (i.e., organizational commitment) as a mediator to test the relationship between organizational justice and employees' bebaviors such as intent to leaving and custormer-oriented behavior. Based on the data collected from ten Chinese full-service restaurants, this study analyzed the proposed hypotheses through model comparison by using structural equation modeling (SEM) technique with AMOS 7.0. The results indicated that (1)distributive justice had negative influence on employees' turnover intention and positive influence on employees' customer oriented behavior and these influences were fully mediated by employees' affective commitment to their organizations; (2)procedural justice had negative influence on employees' turnover intention and positive influence on customer oriented behavior and these influences were only partially mediated by employees' affective commitment to their organizations. Managerial implications and future research directions were proposed at the last part of this study.

• 한국병원경영학회지
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• 제7권2호
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• pp.1-23
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• 2002

D. W. Organ(1977) published a paper about the importance of Organizational Citizenship Behavior(OCB) in an organization. Since then, the studies of OCB have been continuously increased. As recent business environment has changed with rapidity and uncertainty, OCB for the improvement performance of organization should be more emphasized. Role behaviors of organization are divided into two parts such as in-role behavior and extra-role behavior. In recent, although the researches about extra-role behavior have been studied, they are still not sufficient. This study attempted to examine relationships between organizational culture, organizational commitment and organizational citizenship behavior, Sample was 193 employee engaged in hospitals of Pusan. In this study I chose four factor(affective, conservative, task and innovative culture) of organizational culture and three factors (affective, continuous and normative commitment) of organizational commitment and five factors(altruism, conscientiousness, courtesy, civic virtue and sportsmanship) with regard to organization citizenship behavior. The major findings of the empirical research are as follows ; 1. The Causal relation of dimensions of organizational culture and dimensions of OCB. 1) Affective culture has significant impact on courtesy, civic virtue of OCB. 2) Conservative culture has no significant impact on all of OCB. 3) Task culture has significant impact on conscientiousness, civic virtue, sportsmanship of OCB. 4) Innovative culture has no significant impact on courtesy, civic virtue of OCB. 2. The Causal relation of dimensions of organizational commitment and dimensions of OCB. 1) Affective commitment has significant impact on all of OCB. 2) Continuous commitment has no significant impact on all of OCB. 3) Normative commitment has significant impact on courtesy, civic virtue of OCB. In brief, though this study has several limitations in research design and methods, the results suggest that organizational culture of hospitals and organizational comitment of hospitals shows a strong relationship to the organization citizenship behavior.

• 대한영양사협회학술지
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• 제23권4호
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• pp.431-452
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• 2017

This study was conducted to investigate the effect dietitians' perceived organizational culture has on organizational commitment at hospital foodservices. A total of 382 dietitians working at general hospitals with 500 beds or more participated in the survey from January 16 to February 8, 2017. The result of perceived organizational culture showed hierarchical culture, rational culture, development culture, and group culture scored to be 5.29, 5.25, 5.15, and 4.97 out of 7, respectively. Differences in the perception of organizational culture and organizational commitment were observed according to the general demographics of subjects, but no significant differences were shown according to the general characteristics of hospitals. For organizational commitment perception, affective commitment (5.14), normative commitment (4.41), and continuance commitment (4.21) were identified. There were differences according to age, work experience at the present job, position, and education level by type of organizational culture. In terms of organizational commitment, there were significant differences in age, work experience at the present job, employment status, and possession of clinical dietitian certificate, position by type of commitment. A positive correlation between dietitians' perceived organizational culture and organizational commitment such as overall organizational commitment, affective commitment, and normative commitment was observed (P<0.01). Group culture, development culture, and hierarchical culture positively affected overall organizational commitment (P<0.001). Development culture, group culture, and hierarchical culture had positive effects on affective commitment, whereas rational culture had a negative influence. Development culture (P<0.05), group culture (P<0.001), and hierarchical culture (P<0.01) positively influenced normative commitment. Results suggest that it is necessary to develop plans for the improvement of rational culture, group culture, and development culture at hospital foodservice organizations.

• 수완나부미
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• 제13권1호
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• pp.65-87
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• 2021

This study attempted to investigate the effects of collectivism as an individual cultural value and leadership practices on employees' organizational commitment of six commercial banks in Vietnam. The study used collectivism and the implementation of five leadership practices as the independent variables, the three components of organizational commitment as the dependent variables and employees' personal factors served as controlling variables. The study utilized a quantitative method of research with questionnaires as the main data collection instrument. The findings of the study have revealed that the individual cultural value of collectivism positively, but to a marginal degree, affected the level of employees' organizational commitment. Among five leadership practices, only the implementation of encourage the heart, positively, but to a marginal degree, influenced employees' affective and normative commitment. The leadership practice of challenge the process had a negative impact on the employees' affective commitment. The personal factors of employees did not have an impact on organizational commitment. The findings and conclusions of this study may be used by the leaders to create the favorable working environment, improve the relationship between leaders and followers and to increase organizational commitment.