• Journal of Distribution Research
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• v.13 no.2
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• pp.1-27
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• 2008

In a power-asymmetry relationship like franchise system, a high dependent franchisee must often rely on its powerful partner. Therefore, in order to build up 'win-win' systems, therefore channel members should increase trust and commitment each other to enhance the relationship quality to sustain long-term cooperative relationships. First of all, to increase the relationship quality in franchise system, franchisor should increase franchisee's perception of the powerful franchisor's justice. The point of this research, I established basic hypotheses and comparative hypotheses to examine franchisor's behavior what franchisee expected which influences on franchisee's attitude and behavior in power - asymmetry relationship in franchise system. For the purpose of the empirical testing, managers of franchisee in the food service industry of Korea had been selected and analyzed, and major findings in this study as follow: First, the relational norm between franchisor and franchisee increased both distributive justice and procedural justice, especially relational norm had more effect on procedural justice than distributive justice. Second, distributive justice increased both economic commitment and social commitment while procedural justice just increased social commitment only but economic commitment. So, on the relational commitment, distributive justice was more important element than procedural justice. On the other hand, procedural justice had indirect effect on economic commitment through distributive and social commitment.

• Asia pacific journal of information systems
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• v.11 no.1
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• pp.45-60
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• 2001

Recruiting and maintaining capable IS personnel is crucial to on-time application developments and information services that can gear to corporate strategic planning and to achieve corporate goals and objectives. A shortage of fine IS staff has been always a threat to providing satisfactory IS services and a constraint that holds companies back to expand further and operate more efficiently. Therefore, it is necessary to understand factors that satisfy IS personnel and then restrain them not to leave their current job positions. However, little study has been done about what these factors are and how these factors are related to the turnover intention each other especially using domestic data. Therefore, this study suggested a structural turnover intention model and investigated relationships among the selected factors including demographic variables, career-related variables, job satisfaction, career satisfaction, organizational commitment and turnover intentions. Major findings are: i) overall, career-related variables, job satisfaction and organizational commitment significantly determine the turnover intention, ii) contrary to the U.S. studies, our IS people tend to show lower organizational commitment as they become older and get more experience, and iii) contrary to the U.S.'s findings, career-related variables are negatively related to organizational commitment. Implications and discussions of these findings are also described.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.3
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• pp.278-286
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• 2008

Purpose: It is a descriptive study to analyze correlation between the perception of management by objectives(MBO) and organizational effectiveness among clinical nurses. Methods: The subjects were 315 nurses at two hospitals (A and B) of C university, who have had more than 3.5 years of nursing experience. The survey instrument included two major concepts, perception of MBO (29 items) and organizational effectiveness, which has three sub-concepts, job satisfaction (18 items), organizational commitment (12 items), and motivation (20 items). The data analyses included t-test, ANOVA, Scheffe test, Pearson's correlation coefficients, and Stepwise multiple regression. Result: The mean score of the perception of MBO was 3.13 out of 5. In organizational effectiveness, job satisfaction was 3.09, organizational commitment 3.25, and motivation 3.38. The perception of MBO had significantly positive correlation with job satisfaction(r=.71), organizational commitment(r=.65) and motivation (r=.61). The perception of MBO explained 50.4%, 42.4%, and 37.1% for job satisfaction, organizational commitment, and motivation respectively. Conclusions: The results show that the MBO affected the organizational effectiveness, and the MBO serves as a useful system to improve the organizational effectiveness in a nursing department.

• East Asian Journal of Business Economics (EAJBE)
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• v.7 no.1
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• pp.1-16
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• 2019

Purpose - For the development of fresh food shopping malls, consumers should continue to experience loyalty and favorability for the company's products or brands, and this should lead directly to purchase so that active word-ofmouth and recommendation should be encouraged. Therefore, the purpose of this study is to investigate the effect of e-service quality and e-ERM on e-loyalty with customer satisfaction and commitment as mediators. Research design, data, and methodology - This study was conducted by sample survey method on 320 online customers who have experience in using major online fresh food shopping malls for more than one year. Data analysis methods were frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis, and structural equation model analysis. Result - Hypothesis 1 through Hypothesis 7 were all supported. The results of this study suggest that e-service quality and e-CRM of online fresh food shopping malls have a significant effect on satisfaction and commitment. Therefore, the conclusion has been derived that the focus of this study, that such satisfaction and commitment have a significant effect on e-customer loyalty. has been supported theoretically and empirically. Conclusion - This study suggests that studies on customer loyalty based on activation commerce factors related to fresh food in online shopping malls will be an index that can reflect on customer's needs corresponding with future trends of not only online shopping malls but also offline shopping malls.

• Journal of the Korea Society of Computer and Information
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• v.21 no.8
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• pp.105-116
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• 2016

Corporate social media has been recently used in customer relationship management in many ways to improve product sales and company images. Not much research exists on corporate social media, Therefore, in this paper, we propose a research model to identify how corporate social media enhances corporate's CRM quality, resulting in forming customer's purchase intention. In detail, this paper is to examine how customer's perceived value of corporate social media influences CRM quality(CRM trust and CRM commitment), and then how CRM quality affects purchase intention. To this end, a total of 300 questionnaires were used from online panel respondents to test research hypothesis. The findings showed that service performance value and monetary value were major determinants of CRM trust, however, there was no association between brand integration value and CRM trust. In addition, the effects of service performance value and brand integration value on CRM commitment were found whereas monetary value had no effect on CRM commitment. The results also showed that CRM trust and CRM commitment played a critical role in forming of purchase intention. Theoretical and practical Implications are discussed.

• 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).

• Korea Journal of Hospital Management
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• v.7 no.4
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• pp.24-56
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• 2002

The purpose of this study was to analyze the characteristics of socio-demographic, organizational culture, organizational conflict and organizational commitment, and to examine the interrelation of influential factors in the organizational commitment. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics the respondents' level of the organizational commitment was higher in a administration staff members than others, for males than females, and for employees aged more than forty, as working for longer time, and as higher level of the working position. 2. According to the organizational culture characteristics the progressive culture, affiliative culture, and task-focused culture among many types of organizational culture were moderately and positively correlated with the level of the organizational commitment while the hierarchical culture was negatively correlated. 3. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the organizational commitment was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 4. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the organizational commitment was higher. The most important factor of the satisfactions was the fellowship among the respondents while the level of job satisfaction for the promotion and salary was average. 5. Overall, according to the result of Multiple Regression as older age and longer working hours, the level of the organizational commitment was higher and as a higher level of the satisfaction for the promotion, working itself, salary, and fellowship in the organization, it caused more effective factors for the organizational commitment. 6. According to the result of Multiple Regression for the doctor staff members in special hospitals rather than general hospitals the hierarchical culture and task focused culture was positively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was negatively correlated with the organizational commitment. For the nursing staff members the affiliative culture and the job satisfaction for the promotion, working itself, salary, and fellowship were positively correlated with the organizational commitment. For the administration staff members as the job satisfaction for the fellowship was positively correlated with the organizational commitment. For medical and pharmacy staff members as more working experience, correlation with the organizational commitment was positive. Besides, as he or she has a high perception of the affiliative culture, it caused statistically more effective factors for the organizational commitment. For the skill and technicians, male worker expressed greater organizational commitment in the organization than female worker. And also older age along with higher education also showed higher organizational commitment. Moreover, the job satisfaction for the fellowship was positively correlated with the organizational commitment. This study identified the major effective factors of the organizational commitment and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational culture, conflict, satisfaction, and commitment. Therefore, further study is needed and strengthened in the field of organizational commitment for hospital for industrial accident.

• Korean Business Review
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• v.20 no.1
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• pp.73-103
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• 2007

The purpose of this study is to examine the relationships of transformational leadership, job satisfaction, and organizational commitment on the training persons in a certain vocational training center. The major research findings as follows. First, Statistically significant positive relations were found between the transformational leadership and job satisfaction. Especially, Sub-construct for transformational leadership e.g., charisma(${\beta}=.24$, P<.05) and intellectual stimulation(${\beta}=.36$, p<.001) showed statistically significant positive(+) relationship with construct in job satisfaction. Second, Statistically significant positive relations were found between the transformational leadership and organizational commitment. Especially, Sub-construct for transformational leadership e.g., intellectual stimulation(${\beta}=.29$, p<.01) and inspirational motivation(${\beta}=.24$, p<.05) showed statistically significant positive(+) relationship with construct in organizational commitment. These consequences suggest that transformational leadership affect the job satisfaction and organizational commitment.

• Journal of Korean Academy of Nursing
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• v.30 no.5
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• pp.1254-1264
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• 2000

This study investigated the relationship between the nurse's followership, job satisfaction and organizational commitment. The sample consisted of 173 nurses of 2 private university hospitals. The instruments used in this study were the followership scale (Kelly, 1994), the job satisfaction scale (Slavitts et al., 1978), the organizational commitment questionnaire (Mowday et al., 1979) and the demographic questionnaire. SPSS/WIN program was used for descriptive statistics, ANOVA, and Pearson correlation analysis of data. The results were as follows: 1) The styles of followership were classified as pragmatist followers (73.4%), exemplary followers (19.7%), passive followers (4.6%), and alienated followers (2.3%). 2) The mean of independent/critical thinking was 3.32 (M=3.0), and active involvement was 3.04 (M=3.0). As a whole, the mean of followership was 3.18 (M=3.0), job satisfaction was 2.82 (M=2.5), and organizational commitment was 3.97 (M=3.5). 3) Significant differences were found in the degree of clinical nurses' perception of followership according to the demographic characteristics such as age, education, position, and career. 4) Significant differences were found in the degree of clinical nurses' perception of followership according to followership styles. 5) The followership was significantly related to job satisfaction and organizational commitment. In conclusion, the nurse's followership is considered as an important concept and this suggested that the concept could be used as a major variable in measuring effectiveness of nursing organization.

• The Journal of the Korea Contents Association
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• v.12 no.3
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• pp.322-334
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• 2012

The purpose of this paper is to explain and identify how service trust about enterprise of internal employees influence on management performance by investigating relationships between service trust in internal organization of enterprise, job commitment, customer service behavior, management performance. A survey study was conducted to collect the data with sales forces of at domestic major pharmaceutical companies. Analysis of structural equation modeling with AMOS 18.0 was performed to test the research hypothesis. The results of the study are as follows: service trust in internal organization of enterprise are positively associated on both job commitment and management performance, but it was negatively associated on customer service behavior. Job commitment was positively associated on customer service behavior but it was not influences on management performance. And customer service behavior was positively associated on management performance. Therefore, service trust in internal organization of enterprise was direct influences on management performance and it was also effects on through job commitment and customer service behavior. To sum up, if employees are devote themselves in work of their organization, service behavior on their customer of employees will be higher, and then management performance will be achievement. So, it have to reinforce job commitment on employees in order to achievement high performance of management through sales.