• Journal of the Korean Society of Safety
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• v.36 no.2
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• pp.39-48
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• 2021

This study was conducted to suggest a direction in which safety managers can concentrate on industrial accident prevention and safety management for the organization. The job resources of safety managers were divided into organizational and individual levels, and the magnitude of the impact on organizational commitment was compared. Furthermore, job demands were classified into environmental risk factors and personal psychological factors to confirm their effect on organizational commitment. The moderating effect of job resources and sub-factors of the variable in the relationship between job demands and organizational commitment was verified. In this study, a questionnaire survey was conducted on 193 safety managers in the domestic electric construction business, data were collected, and a questionnaire of 180 people was used for the final analysis. Based on the results, organization-level resources among the sub-factors of job resources and individual psychological factors among the sub-factors of job demand had a more significant influence on organizational commitment. In the relationship between job resources and organizational commitment, the moderating effect of job demand was verified, confirming that job demand had a negative moderating effect. Individual psychological factors had a modulating effect, whereas environmental factors did not. The significance, implications, and limitations of this study are discussed based on the research results.

• Safety and Health at Work
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• v.14 no.4
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• pp.415-424
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• 2023

Background: Occupational safety & health management (OSH) has garnered greater attention for its significance in promoting corporate sustainability for organizations in recent decades. The construction industry, in particular, is a major contributor to Malaysia's thirst for corporate sustainability in order to provide long-term support for the country. Thus, the main tenet of this study is to examine the mediating effect of employee affective commitment on the relationship between OSH and corporate sustainability. Methods: A questionnaire was administered to 273 full-time employees of listed construction companies in Malaysia. Smart PLS software version 3 was used to test the proposed model and hypotheses. Both the measurement model and the structural model were evaluated. Results: According to the findings, OSH and its dimensions are positively related to employee affective commitment. Employee affective commitment, on the other hand, has been found to be significantly related to corporate sustainability and its dimensions: economic, social, and environmental sustainability. Apart from this, the prominent results reveal that employee affective commitment partially mediates the relationship between OSH and corporate sustainability and its dimensions: economic, social, and environmental sustainability. Conclusion: This empirical finding adds to the existing literature in explaining how OSH and affective commitment led to corporate sustainability. Several implications are offered to various stakeholders, such as construction companies, policymakers, and relevant regulators.

• Culinary science and hospitality research
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• v.21 no.5
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• pp.72-87
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• 2015

The purpose of this study is to investigate how environmental attitudes of top managers of hotel business affect on environmental commitment of hotel employees and identify of the mediator effects of line supervisor and peer group during implementing green management process using Sobel z test. Data analysis is conducted by SPSS 18.0. The findings and implications can be summarized as follows. First, environmental attitudes of top managers has significantly positive effect on environmental attitude of line supervisors and peer group. Second, environmental attitude of line supervisors and peer group, in turns, has significantly positive effect on value or normative commitment on green management of hotel employments. Third, there is positive mediating effect of environmental attitude of line supervisors and peer group between environmental attitudes of top managers and value or normative commitment of hotel employees. Hence we can conclude that implementing of green management intention of top managers to hotel employs in work place needs strong support of line supervisors and peer group.

• Water Engineering Research
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• v.1 no.4
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• pp.279-291
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• 2000

A mathematical model using dynamic programming approach is applied to an optimal unit commitment problem. In this study, the units are treated as stages instead of as state dimension, and the time dimension corresponds to the state dimension instead of stages. A considerable amount of computer time is saved as compared to the normal approach if there are many units in the basin. A case study on the Lower Colorado River Basin System is presented to demonstrate the capabilities of the optimal scheduling of hydropower units.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.3 no.3
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• pp.89-123
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• 2008

This study has the purpose to research on the actual conditions of discriminative treatment between regular and irregular work and find what kind of environment factors can effect on the job-satisfaction, organizational commitments. Especially, this study has addressed to improvement of conditions for irregular work and researched the difference factors between regular and irregular workers's job-satisfaction, organizational commitment, and employment - environmental. For the data collection, a total of 400 questionnaires were distributed for survey, 195 responses were available for statistical analysis. This questionnaires were sent to the distribution companies that has a variety type of employment as regular and irregular worker in Seoul province by e-mail and direct way. And SPSS 12.0(ver.) was used to analyze the data. The main results were as the following; First, the human relationship and the normative commitment were statistically different between regular and irregular work in the part of job satisfaction and organizational commitment. Second, income were important to improve the satisfaction of job environment and personnel policy and the normative commitment. Corporation welfare were important for the satisfaction of human relationship, job environment and personnel policy, normative commitment affective commitment and continuous commitment. Stability of employment were important to improve the satisfaction of human relationship and job environment, normative commitment and affective commitment.

• Health Policy and Management
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• v.11 no.1
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• pp.62-86
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• 2001

This study purports to Investigate the determinant of job satisfaction and the organizational commitment of medical insurance review nurses working at Korean hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), environmental variables(job opportunity, spouse support, and parent support), and psychological variables (met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows : 1) the following variables, listed in order of size, have significant effects on job satisfaction : role ambiguity(－), distributive justice(＋), work involvement(＋), role variety(＋), met expectation(＋), negative affectivity(－), job autonomy(＋), and positive affectivity(＋). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(＋), work involvement(.＋), distributive justice(＋), job security(＋), role variety(＋), positive affectivity(＋), negative affectivity(－), resource inadequacy(＋), and tenure(－). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are 30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.

• Journal of information and communication convergence engineering
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• v.1 no.2
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• pp.93-97
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• 2003

This paper proposes a new generation scheduling algorithm which can consider total quantity of contamination and energy limits based on Lagrangian Relaxation. First, we formulate a Lagrangian function which consider quantity of contamination including substitution of fuel, and quantity of fuel. Second, we developed Multi-state S.U.D.P. which can treat multiple fuels. Third, we propose an effective generation scheduling algorithm including Multi-state S.U.D.P.. As a results, unit commitment and generating power can be obtained to meet the environmental and fuel constraints with fuel substitution. By applying it to the test system, effectiveness of the method is verified.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.19 no.3
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• pp.250-260
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• 2009

To improve work environment for health managers, it was investigated about effect of job stress, psychosocial stress and job satisfaction of health managers on job commitment. The sample used in this study consisted of 166 persons of industrial health managers. The data were collected with self-administered questionnaires between November 2007 and January 2008, and the results analyzed with ANOVA and multiple regression analysis. Job stress was evaluated by using a Korean Occupational Stress Scale(KOSS), and Psychosocial wellbeing index-Short Form(PWI-SF) was used for a psychosocial stress level evaluation. Organized commitment evaluated loyalty, compensation, welfare, job immersion, external employment opportunity, total agreement with employer and personal ability development. In path analyses, interpersonal conflict, lack of reward, psychosocial distress were associated with job satisfaction. And psychosocial distress, job demand, job insecurity, organizational system, occupational climate were associated with organizational commitment. In considering above findings, the health program for psychosocial distress, improvement of job demand, job insecurity, organizational system, occupational climate would be implemented to increase organizational commitment of Health manager.

• Journal of Information Technology Services
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• v.19 no.6
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• pp.55-82
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• 2020

This study examined the factors that influence the turnover intention, job performance of call center representatives based on the adaptive structuration theory (AST). This study intended to empirically examine how individual characteristics of representative affect the technological and task adaptation, how they affect job performance and turnover intention. On the other hand, this study also explains how rational culture and organization a reputation which are considered as dimensions of organizational characteristics affects organizational commitment, and verifies the relationship between organizational commitment and job performance and turnover intention. Finally this paper aim to provide academic and practical implications. In order to solve the above research problems, this research proposed a model based on the adaptive structuration theory. In order to identify the relationship between the proposed variables and the AST for individual, we conducted an empirical test on the call center representatives. The structural equation model was used to verify the research model and hypotheses. The results of the empirical analysis show that the personal characteristics of counselors, such as communication skills, multitasking abilities, and innovativeness have a positive effect on skill adaptation, and skill adaptation has a positive effect on task adaptation, furthermore, it influences on job performance and turnover intention Respectively. In addition, among the factors of organizational environmental dimensions of the call center, it was found that organizational reputation not only increase continuance commitment but also increase normative commitment. Contrary to our expectations, perceived rational culture didn't have a positive effect on organizational commitment. Also, continuance commitment and normative commitment are valid predictors of job performance, but they have nothing to do with turnover intention. On the contrary, emotional commitment is the only one variable among three dimensions of organizational commitment have a positive effect on turnover intention, but is not a valid predictor of job performance.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.3
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• pp.1424-1435
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• 2014

The purpose of this study was to investigate the causal relationship among job stress, teaching efficacy belief, and organizational commitment for early childhood teachers. Besides, the current study examined the mediating effect of teaching efficacy belief on the relationship between job stress and organizational commitment. The data were gathered through the questionnaires from 500 kindergarten and nursery teachers who are located in D metropolitan city. Among them, the total of 426 subjects were used for analysis from recovered 442. The results indicated that job stress was negatively correlated with teaching efficacy belief and organizational commitment for early childhood teachers. Teaching efficacy belief significantly had a positive relation with organizational commitment. Moreover, teaching efficacy belief turned out to have a partial mediating effect on the relationship between job stress and organizational commitment. This study has its significance in that it looked at the job stress as a predictor variable to explain the organizational commitment, the positive viewpoint by turning away from the early childhood teachers' burnout, and provided the potential for the environmental intervention by confirming the mediating effect of teaching efficacy belief.