• Journal of the Korea Fashion and Costume Design Association
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• v.15 no.1
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• pp.111-121
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• 2013

The purpose of this study is to investigate the effect of interactivity on consumer's affective commitment, trust, and repurchase intention according to fashion involvement and internet familiarity. The survey was limited to the respondents over 20 years old males and females living in Seoul and other metropolitan areas who had purchased fashion products in internet shopping mall. The questionnaire was collected from February 1, 2012 to February 12, 2012 and 562 useful data were analyzed using Amos 19. The results of this study were as follows: After respondents were divided into four groups including the high fashion involvement/high internet familiarity group, the high fashion involvement/low internet familiarity group, the low fashion involvement/high internet familiarity group, the low fashion involvement/low internet familiarity group, the path model was verified according to each group. All the paths except 'affective commitment ${\rightarrow}$ repurchase intention' were accepted for the high fashion involvement/high internet familiarity group. Comparing the low fashion involvement/low internet familiarity group with the low fashion involvement/high internet familiarity group, contents-people interactivity had more influence on the relationship with internet shopping mall in high internet familiarity group while people-people interactivity had more influence on the relationship with internet shopping mall in low internet familiarity group. Also 'trust' showed stronger effects on repurchase intention than 'affective commitment'.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.5
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• pp.119-133
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• 2022

The purpose of this study is to examine how change recipients react to change (affective commitment to change) and how change leads to positive consequences (job satisfaction) in Revolution and Evolution, taking into account the change content (perceived change impact), change context (change climate), and change process (participation in the change process). The present study uses a deductive approach with an exploratory research design. Data was collected from 254 employees of the head offices of three major banks, who have gone through Revolution, and 354 employees of the head offices, three banks who have gone through Evolution in the last five years. The hypothesized model is tested and analyzed through structural equation modeling using SmartPLS. The findings revealed that, in the case of Revolution, the presence of the favorable context and process might revert the negative perception of the change and lead towards explicit positive reactions (affective commitment to change) and change consequences (job satisfaction). In the case of Evolution, the change can be more effectively implemented using favorable context and process by achieving explicit positive reactions (affective commitment to change) and change consequences (job satisfaction).

• East Asian Journal of Business Economics (EAJBE)
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• v.11 no.2
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• pp.1-13
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• 2023

Purpose - The purpose of this study is to identify emotional intelligence (EI) profiles according to the sub-factors of the ability EI model, namely, self-emotional appraisal, others' emotional appraisal, regulation of emotion, and use of emotion. In addition, this study aims to reveal whether there is a difference in job satisfaction, affective commitment, and turnover intention depending on the profile. Research design, data, and methodology - For the study, 536 survey responses were analyzed using SPSS 22 and MPlus 8.4. Result - The analysis identified four EI profiles. These were 1) middle-low generalized EI (all sub-factors of EI were slightly lower than the average level), 2) middle-high generalized EI (all sub-factors of EI were slightly higher than the average), 3) low generalized EI (all EI sub-factors were much lower than the average), and 4) high generalized EI (all EI sub-factors were much higher than average). Furthermore, significant differences were found in job satisfaction, affective commitment, and turnover intention according to each profile. Conclusion - This study expands the EI theory by revealing the profile of EI. In addition, this study investigated the impact of EI profile on job satisfaction, affective commitment, and turnover intention.

• The Journal of the Korea Contents Association
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• v.9 no.5
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• pp.156-165
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• 2009

This research is for dental hygienists to pursue affection and commitment in organization together with improvement of quality of working life by analyzing factors of working life affecting affective commitment in organization of dental hygienists, to find out plans to increase sense of accomplishments of working life and ultimate satisfaction of life, and to suggest direction for human resources management in management of dental clinics. Objects of investigation were dental hygienists working at dental medical institutions in Busan area with questionnaire survey and 197 sheets of questionnaires were used in the study. As the result of the study, high correlation was shown between composition elements of quality of working life and affective commitment per factor and as the result of quality factors of working life affecting affective commitment in organization, work environment, inter-personal relations, and social meaningfulness provided meaningful impacts on affective commitment in organization. It is believed to be important that dental medical institutions need to promote pride and love of companies in the future by providing regular social services or services for local residents so that employees can form smooth inter-personal relationships among employees with improvement of working environment and welfare in personnel management dimension. And for dental hygienists, they shall improve their work performances and enhance vocational values for development of their institutions and them with positive thinking through ceaseless efforts.

• Management & Information Systems Review
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• v.33 no.3
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• pp.77-92
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• 2014

The objective of this study is to examine the factors influencing entrepreneurship and innovational behavior orientation in small and middle enterprise. This model tests various theoretical research hypotheses relating to entrepreneurship, innovational behavior orientation and Affective Organizational Commitment. To verify them, using a sample of 280 employees working for 31 companies in Busan, Ulsan, and Pohang, this study analyses empirically on structural relationship among them. The results of hypothesis testing are as follows. First, entrepreneurship influence innovational orientation. Second, entrepreneurship influence Affective Organizational Commitment. Finally, A mediator effect of Affective Organizational Commitment between entrepreneurship and innovational behavior orientation is a new empirical result coming out of this study. The study provides entrepreneurship and policy-HRM with more accurate information that allow them to explore significant managerial insights so as to develop appropriate policy in small and middle enterprise.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.8
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• pp.589-598
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• 2020

The study examines the impact of organizational rewards, procedure justice, and perceived supervisor support on perceived organizational support, and examine the impact of perceived organizational support on affective commitment to the organization in the logistic enterprises as well. Quantitative research is applied to measure relationships by regression analysis with SPSS. The research data was collected by convenient method from 180 employees who work in different departments in the logistics industry. The study results in the model 1 found that organizational rewards, procedure justice, and perceived supervisor support have a positive relationship to the perceived organizational support. The study results in the model 2 also found that perceived organizational support has strong impact on the affective commitment to the organization. The study results contribute to both management theory and management practice. For the management theory aspect, the authors suggest that perceived organizational support should be considered the key antecedent of affective commitment about which researchers should pay more attention as a concept. Based on the research results, the authors also recommend for the management practice that managers should pay attention to the implementation of rewards, procedure justice, and supervisor support to increase the perceived organizational support and affective commitment in the logistic enterprises.

• The Journal of the Convergence on Culture Technology
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• v.9 no.6
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• pp.981-992
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• 2023

This study, the effect of organizational culture perceived by millennial Naval Personnel working on naval ships on organizational citizenship behavior was empirically analyzed. First, it was found that OC(group/hierarchy) had a positive effect on OCB. Second, affective commitment plays a mediating role in the relationship between OC(group/hierarchy) and OCB. It was confirmed that organizational culture has a direct effect on OCB, but also indirectly through affective commitment. Third, Coworker social loafing had a negative moderating effect in the relationship. Therefore, in order to improve organizational citizenship behavior, it is necessary to improve a balanced organizational culture suitable for changes in the organizational environment, Strengthen the key influencers for organizational members to affective commitment themselves in the organization, and promote improvement in social loafing.

• International Area Studies Review
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• v.15 no.2
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• pp.199-223
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• 2011

This research would research about discount store's service quality of Korean and Chinese consumers' recognition and importance of commitment dimensions. Also, research about differences between word of mouth intention and relationship retention intention. Results of hypothesis are as follow. First, for service quality dimension that has effect on normative commitment, service quality dimension has positive effect over normative commitment especially in tangibility, reliability and responsiveness. Second, for service quality dimension that has effect on affective commitment, among dimensions, except tangibility, reliability, responsiveness, assurance and empathy have positive effect over affective commitment. Third, for service quality dimension that has effect on continuous commitment, among dimensions, tangibility and reliability have positive effect over continuous commitment. Fourth, for relationship between dimensions of commitment, affective commitment has positive effect over normative commitment while continuous commitment has positive effect over affective commitment. Fifth, dimensions of commitment has effect over relationship performance variables that are relationship retention intention and word of mouth intention.

• Fashion & Textile Research Journal
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• v.20 no.2
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• pp.191-201
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• 2018

The main objectives of this study were to (1) examine and compare the importance of store attributes, store commitment, store attitude, and revisit intention concerning Korean mass cosmetic brand stores between female teenage consumers and those in 20's, and (2) investigate and compare the two groups in terms of the influences of five store commitment factors on store attitude and revisit intention. On-line surveys were conducted by the marketing research company, and a total of 354 questionnaires were used in the final analysis. The results showed several significant differences between the female consumer groups in 10's and 20's. The teenage respondents placed greater importance on all store attributes except price and sales, and showed higher commitment in terms of affective commitment, and normative commitment factors than the respondents in 20's. For the teenage respondents, all four commitment factors except the normative commitment significantly influenced their store attitude and revisit intention, while the affective commitment factor did not have significant influence on either store attitude and revisit intention for the group in 20's. Normative commitment factor also did not have significant influence on revisit intention of the group in 20's. For both age groups, the negative affects of the forced commitment on store attitude and revisit intention were found.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.9
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• pp.339-350
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• 2022

The purpose of the study is to determine how organizational culture affects employees' organizational commitment in Vietnamese clothing enterprises. Quantitative research through a questionnaire survey was applied in this research. A Survey of employees of Vietnamese garment companies in Hanoi was conducted from May 2021 to August 2021. The questionnaire was built from reference to previous studies and transferred to Google form. 315 returned questionnaires were usable. The statistical software SPSS 20.0 was used to test the reliability of the scale (Cronbach alpha), exploratory factor analysis (EFA), and regression analysis. The Organizational culture is constructed by 8 components including Organizational Communication, Training and development, Reward and Recognition, Teamwork orientation, Decision-making, Innovation and risk-taking, Direction and future planning, and Leader behavior. Organizational commitment is constructed by 3 components such as affective commitment, continuance commitment and normative commitment. Findings show that organizational culture has a strong impact on organizational commitment in Vietnamese garment companies. Research provides recommendations on developing a good organizational culture through forming suitable leadership, effective organizational communication, training and development, reward and recognition, and a clear direction and future planning to enhance employee commitment to the organization and increase the garment company's performance in the future.