• Korea Journal of Hospital Management
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• v.9 no.2
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• pp.23-45
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• 2004

The objective of this study was to explore the influence of empowerment on job satisfaction and organizational commitment. The study has been conducted on 375 nurses working 6 general or university hospitals in Seoul, Korea. The data collected from April 1st to 30th, of the same month of the year 2003. For the survey tools are Chandler's CWEQ, Salvitts et al.'s(1978) Job satisfaction and Mowday et al.'s(1979) organizational commitment. The date analyzed by Pearson correlation coefficient, ANOVA, Scheffe test and multiple regression by SPSS win 10.0 program. The mean of empowerment was 2.807 job satisfaction was 2.735 and organizational commitment was 4.095. The correlation between empowerment and job satisfaction was r=0.575(p=.000) empowerment and organizational commitment was r=0.533(p=.000) organizational commitment and job satisfaction was r=0.663(p=.000). The influence of the empowerment on the job satisfaction was 33.0% and in case on the organizational commitment 28.4%. This study revealed that nurses empowerment, job satisfaction and organizational commitment were not so high, therefore each nursing organization has to concern about these points for acheiveing nursing organization's purposes.

• The Journal of Korean Academic Society of Nursing Education
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• v.17 no.1
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• pp.72-79
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• 2011

Purpose: The purpose of this study was to examine self-efficacy, nursing professionalism, organizational commitment for nurses and the mediating effect of nursing professionalism on the relationship between self-efficacy and organizational commitment. Method: Data were collected by questionnaires from 185 nurses in hospitals from June 10 to August 30, 2010. Data were analyzed by Pearson's correlation coefficient and multiple regression procedures. Result: 1. The nurses investigated attained a mean of 4.77 and 3.37 on self-efficacy and organizational commitment respectively. They attained a mean of 4.55 on nursing professionalism. 2. Correlation among self-efficacy and nursing professionalism had a positive correlation to organizational commitment 3. Nursing professionalism had a mediating effect on the relationship between self-efficacy and organizational commitment. Conclusion: Self-efficacy exerted an influence on organizational commitment through the mediating effect of nursing professionalism and is expected to lay the foundation for the promotion of organizational commitment.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.401-411
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• 2020

Recognizing the vital role of employees in achieving optimal performance and sustainable competitive advantage as expected, organizations need to facilitate high support for employees, implement appropriate leadership styles, and increase affective commitment within the organization. Therefore, the objective of this study is to analyze and explore: (1) the effect of perceived organizational support (POS) on employee performance and affective commitment; (2) the effect of transformational leadership on employee performance and affective commitment; and (3) the effect of affective commitment on employee performance. The covered population in this study were all employees (including managers, supervisors, and functional staff) who worked in the stone milling companies in Central Java, Indonesia. Data obtained in this study were processed statistically employing structural equation modeling (SEM) with the SmartPLS 3 software package. Based on the data analysis results on 103 respondents, this study concluded that POS had a significant effect on affective commitment and employee performance as well as transformational leadership on affective commitment and employee performance. Furthermore, affective commitment also had a significant effect on employee performance. Thus, the results of this study, theoretically and practically, can be used by all parties concerned to improve employee performance and maintain a sustainable competitive advantage.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.3
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• pp.315-327
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• 2003

Purpose: The objective of this study was to explore the influence of empowerment on job satisfaction and organizational commitment. Method: The study has been conducted on 375 nurses working 6 general or university hospitals in Seoul, Korea. The data collected from April 1st to 30th, of the same month of the year 2003. For the survey tools are Chandler's CWEQ, Salvitts et al.'s(1978) Job satisfaction and Mowday et al's(1979) organizational commitment. The date analyzed by Pearson correlation coefficient, ANOVA, Scheffe test and multiple regression by SPSS win 10.0 program. Result: The mean of empowerment was 2.807 job satisfaction was 2.735 and organizational commitment was 4.095. The correlation between empowerment and job satisfaction was r=0.575(p=.000) empowerment and organizational commitment was r=0.533(p=.000) organizational commitment and job satisfaction was r=0.663 (p=.000). The influence of the empowerment on the job satisfaction was 33.0% and in case on the organizational commitment 28.4%. Conclusion: This study revealed that nurses empowerment, job satisfaction and organizational commitment were not so high, therefore each nursing organization has to concern about these points for acheiveing nursing organization's purposes.

• Journal of the Korean Society of Clothing and Textiles
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• v.27 no.6
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• pp.685-695
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• 2003

The purpose of this study was to identify dynamic relationship structure in fashion Internet shopping mall and to present marketers to perform marketing strategy in e-CRM, focusing on trust and commitment. 473 customers who had purchased fashion products in fashion internet shopping mall had participated in the survey. Finally, 470 were used into data analysis. The data was analyzed by factor analysis, t-test, ANOVA, correlation analysis and Structural Equation Model(SEM) using AMOS program. As the results, 'economic benefits' and 'service' variables had the positive effects on 'trust'. Especially, 'service' had the major effect on 'trust'. 'Trust' and 'product information quality' had the positive effects on 'emotional commitment'. 'Trust', 'economic benefits' and 'reputation' had the positive effects on calculus commitment, while contents had the negative effect. Also, 'emotional' and 'calculus' commitment had positive effects on 'relationship maintenance intention'. 'Emotional commitment' had higher effect on 'relationship maintenance intention' than 'calculus commitment'. 'Calculus commitment' had the positive effect on discontinue relationship intention when shopping mall made mistakes. The results of this study provide e-CRM marketing strategy for marketers of fashion internet shopping mall.

• Journal of Korean Academy of Psychiatric and Mental Health Nursing
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• v.27 no.4
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• pp.332-341
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• 2018

Purpose: The purpose of this study was to determine the impacts of vocational calling, emotional intelligence, and major commitment on nursing college students' happiness. This study also was conducted to explore major commitment's mediating effect on the relationship between vocational calling, emotional intelligence, and major commitment among nursing college students. Methods: Participants were 346 nursing college students. Data were collected in November, 2017 with self-report questionnaires and were analyzed using t-test, one-way ANOVA, Pearson's correlation coefficients, and regression analysis with IBM SPSS 19.0. Results: The regression model explained 33.0% of variance in nursing college students' happiness (F=41.44, p<.001). Significant factors were emotional intelligence (${\beta}=.30$, p<.001), grade (${\beta}=.20$, p<.001), major commitment (${\beta}=.18$, p=.002), and vocational calling (${\beta}=.11$, p=.035). Moreover, major commitment showed partial mediating effects on vocational calling and happiness. Major commitment also showed partial mediating effects on emotional intelligence and happiness. Conclusion: The results suggest that nursing college students' happiness can be increased through strategies aimed at increasing vocational calling, emotional intelligence, and major commitment.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.12
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• pp.141-151
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• 2021

This study aims to: 1) analyze the effect of leadership style on job satisfaction and organizational commitment, 2) analyze the effect of leadership style, job satisfaction and organizational commitment on employee performance, 3) examine the indirect effect of leadership style on employee performance mediated by job satisfaction and organizational commitment. The population of this research is all employees who have structural positions totaling 95 respondents. The sample was selected using the census technique, resulting in a total of 95 respondents in the research sample. Methods of data collection was using a questionnaire. The research model is structural so that the research data is analyzed using SEM Smart PLS 2. Research results: 1) leadership style has a positive and significant effect on job satisfaction and organizational commitment, 2) leadership style, job satisfaction, and organizational commitment have a positive and significant effect on employee performance, 3) Job satisfaction and organizational commitment mediates the influence of leadership style on employee performance, and has a positive and significant effect. Indirect influence gives stronger results than direct influence. As a result, it is hoped that university leadership will use an effective leadership style and pay attention to employee work satisfaction and commitment to boost employee performance.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.1119-1128
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• 2021

This study aims to investigate a model for reducing workplace deviance from employees' perspectives. Specifically, it examines the relationship between workplace spirituality and workplace deviance through the improvement of organizational commitment. Through the quantitative approach, questionnaires were distributed to 400 civil servants in the various government agencies in Indonesia. Structural Equation Model with Analysis of Moment Structures (SEM-AMOS) was used to analyze the data and test the hypotheses. The results reveal that workplace spirituality has no significant negative effect directly on workplace deviance, but it has a significantly positive effect on organizational commitment. Organizational commitment also has a significant negative effect on workplace deviance. The non-significance of workplace spirituality's direct effect on workplace deviance proves that there is a full mediation effect of organizational commitment. It implies that, to reduce workplace deviance, merely workplace spirituality is not adequate, but it should enhance organizational commitment. The findings can add an understanding of the empirical evidence related to the relationship between workplace spirituality, organizational commitment, and workplace deviance. Practically, the top decision-makers in civil servant institutions need to consider the right strategies, policies, and real efforts to carry out workplace spirituality practices and organizational commitment by designing a control system.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.507-517
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• 2021

The research objective was to analyze the effect of work behavior on organizational citizenship behavior (OCB) and organizational commitment. For this, we analyze the effect of organizational commitment on OCB and analyze organizational commitment as a mediating variable in the relationship between workplace behavior and OCB. This study employed survey data for 80 employees of 12 village credit institutions in the Badung Regency. Observation is one way to obtain primary data. It is done by observing the object, which is the primary source of data, and conducting direct observations of the research location to determine the circumstances and problems. This research uses data collection techniques: 1) interviews conducted with employees working in Badung Regency both in managers and staff positions. 2) Questionnaire, namely, by using several closed questions given to the Badung Regency employees regarding workplace spirituality, organizational commitment, and OCB. The analysis technique used the partial least squares (PLS) approach and the Sobel test. The results show that workplace spirituality does not affect OCB but positively affects organizational commitment. Also, organizational commitment has a positive effect on OCB. The major findings are organizational commitment acts as a mediating variable in the relationship between workplace spirituality and OCB.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.1031-1040
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• 2021

The purpose of this research is to analyze the influence of job enrichment and empowerment on organizational commitment. In addition, the role of work motivation and job satisfaction in mediating the influence of job enrichment and employee empowerment on organizational commitment has also been examined in this study. The sample population consists of all the employees in the regional office of DJKN Bali and Nusa Tenggara, who hold executive positions and have served the office for ≥ 4 years. This study adopts the second-order Partial Least Square (PLS) model and the Smart PLS Version 3.0 program which is used as the analysis tool. The results revealed that: job enrichment has a significant influence on organizational commitment; employee empowerment has an insignificant influence on organizational commitment; work motivation and job satisfaction partially mediate the influence of job enrichment on organizational commitment; work motivation and job satisfaction fully mediate the influence of employee empowerment on organizational commitment. The findings can be used as organizational considerations in developing policies related to job enrichment and employee empowerment, which is expected to motivate and provide satisfaction for employees and improve their organizational commitment.