• Journal of Digital Convergence
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• v.18 no.12
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• pp.435-444
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• 2020

This study is a descriptive research to grasp the effects of nurse practice environment on organizational commitment and to confirm the mediating effect of resilience. The subjects of this study were 150 nurses who agreed to participate in this study among clinical nurses working in university hospital and General hospital located in City J and City J and the data were collected through survey. The collected data were analyzed by SPSS 25.0 program. Mean scores were organizational commitment 3.38, nurse practice environment 2.62, and resilience index 3.45. There were significant differences on the organizational commitment index for : age, marriage, clinical experience, job satisfaction and a positive correlation between nurse practice environment and organizational commitment, between nurse practice environment and resilience index and between organizational commitment and resilience index. As a result of research, resilience partially mediated the relationship between nurse practice environment and organizational commitment. The findings suggest that in order to improve the organizational commitment of nurse, converged organizational commitment arbitration program strategies are needed to improve the nurse practice environment and resilience of nurses.

• Journal of Families and Better Life
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• v.35 no.2
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• pp.77-92
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• 2017

This study is to examine the influence of family-friendly policies on married female workers'desire for an additional child and the mediating effects of family-friendly policies and birth intention on the relationship between work- and family-life. A questionnaire survey was conducted with married female women who were under the age of 40 years and with young children, using convenience sampling. Initially, a total of 400 survey questionnaires were distributed and 326 of them were gathered and analyzed as final data. The study conducted descriptive statistics, structural equation modeling, Sobel's test, latent means analysis, and multi-group analysis to test the hypotheses. The findings are as follows. First, family-friendly policies positively impacted married women's willingness to have additional children. Second, family-friendly policies had significant positive implications on married female workers' work-life. It shows that family-friendly policies influenced married women's job satisfaction and organizational commitment, enhancing work-life satisfaction. Third, family-friendly policies were positively related with married women's family-life. It revealed that the policies had an impact on their marital satisfaction and parenting stress, improving family-life satisfaction. Fourth, married women's work-life factors, such as job satisfaction and organizational commitment, were not significantly associated with their intention of childbirth. Fifth, marital satisfaction and parenting stress were positive and significant factors affecting women's willingness to have additional children. Sixth, married women's family-life mediated the association between family policies and their childbirth intention, but their work-life did not do. Last, work- and family-life mediated the significant effect of family-friendly policies on the willingness in both groups: family-friendly policies${\rightarrow}$work-life, family-friendly policies${\rightarrow}$childbirth willingness, and family-friendly policies${\rightarrow}$family-life.

• Korean Security Journal
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• no.45
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• pp.87-106
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• 2015

In this study, the special guard duties and duties within the Organization of communication influence on immersed in the interpersonal skills to discover the effects of the parameters of the educational facilities in the airport traffic facilities, and anything that increases the special guards, September 20-target 2015 2015 October 20 poll. The study compared the results of analysis are as follows. Analyze the effect of model parameter, interpersonal skills are also satisfied with the saturated model, duties (duty immersion) interpersonal skills for the parameters of the effect analysis when you look at the results, the higher the level of communication and interpersonal relationships and job satisfaction, but also high level of (job immersive) interpersonal communication in interpersonal relationships, higher levels are high. SMC, job satisfaction, job commitment 23.9% 7.2%, 19.3% of interpersonal relationships. In addition, the duties of immersive interpersonal skills for the parameters of the effect the results of the analysis of communication and its impact on job satisfaction (duty of immersion) in interpersonal work parameters can verify that it exists. Communication on direct interpersonal relationships, keep in mind that the statistical effect also appeared. If you look at the overall results of this study, special communication organization of job satisfaction and security guard job influence on interpersonal skills immersed the parameters of the effect.

• Korean Business Review
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• v.21 no.2
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• pp.17-41
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• 2008

Although job insecurity has attracted many scholars for long time, the research of job insecurity has not been accumulated because of nonexistence of and comprehensive and systematic model on job insecurity. This study, therefore, has provided integrated model of job insecurity and has also generated important propositions of job insecurity. This study aims to design the antecedents and consequences(outcomes) of job insecurity of employees. First, we have postulated important hypothesis based on the existing literatures. Second, we have tested hypothesis by the comprehensive review of existing local empirical studies. Third we have provided underlying logics of designing integrated model of job insecurity. And we have also generated Important propositions underlying the model focusing on job insecurity. We propose that employees' job insecurity increase with their expectation about further organizational change, role ambiguity. We also propose that employees' job insecurity raise their psychological strain while reducing their organizational commitment, job satisfaction and work effort. Theoretical implications are discussed, as are the implications of study and suggestions for future research.

• Journal of Korean Academy of Nursing
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• v.35 no.2
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• pp.323-335
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• 2005

Purpose: The purpose of this study was to examine the problems and relevant variables for effective Organizational Socialization of new nurses, to produce a causal map, to build up a simulation model and to test its validity. Method: The basic data was collected from Sep. 2002 to July 2003. The Organizational Socialization process of new nurses was analyzed through a model simulation. The VENSIM 5.0b DSS program was used to develop the study model. Result: This Model shows interrelation of these result variables: organizational commitment, job satisfaction, job performance, intention of leaving the work setting, decision making ability, and general results of Organizational Socialization. The model's factors are characteristic of organization and individual values, task-related knowledge and skills, and emotion and communication that affects new nurses' socialization process. These elements go through processes of anticipatory socialization, encounter, change and acquisition. The Model was devised to induce effective Organizational Socialization results within 24 months of its implementation. The basic model is the most efficient and will also contribute to the development of knowledge in the body of nursing. Conclusion: This study will provide proper direction for new Nurse's Organizational Socialization. Therefore, developing an Organizational Socialization Process Model is meaningful in a sense that it could provide a framework that could create effective Organizational Socialization for new nurses.

• Management & Information Systems Review
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• v.35 no.2
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• pp.137-165
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• 2016

Community enterprise is a type of business that simultaneously pursues public interest and profitability to vitalize the local society and economy and also an alternative endeavor to restore community by local residents using local resources. In rapid changes of business environment and social dynamics of these days, one of the alternatives to provide solutions for problems in persons and organizations is workplace spirituality. Workplace spirituality is not only beneficial to satisfaction, commitment, devotion, and organizational citizenship behavior, but also positively influential to outcome of an organization. Expanding the scope and subjects found in most previous studies on workplace spirituality of general companies, this study tries to contribute to development of community enterprises through empirical analysis of the effect of community enterprise. In result, workplace spirituality showed positively significant influence on job satisfaction, organizational citizenship behavior equally in both of community enterprises and general companies. Job satisfaction presented positively significant effect on organizational citizenship behavior. And job satisfaction mediated the relationship between workplace spirituality and organizational citizenship behavior. In addition, workplace spirituality of community enterprises showed difference from general companies showed greater coefficient and influence. Although workplace spirituality is important for general companies that pursue profit, it is shown that greater significance was found in community enterprises. Workplace spirituality, which is equivalent to A sense of calling, sense of inner life, sense of empathy, sense of community, and sense of transcendence through community enterprise, needs to be promoted and settled in community enterprises.

• Journal of Global Scholars of Marketing Science
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• v.18 no.1
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• pp.115-139
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• 2008

Since financial crisis of IMF resulted in intensive competitiveness and adverse management environment, many hotel industries have responded it with restructuring. Since this restructuring is accompanied by reduction of employees, hence comes the recognition of justice in the procedure of restructuring. When the surviving employees in the restructuring process recognize unfairness in the procedure and practical operations, organization effectiveness can not be maintained due to losing trust of their employers. In this paper I will examine the relationship between validity of restructuring and compensatory programs for layoffs and surviving employees' trust of the employers. Also I will find out the relationship between remaining employees' trust of the employers and their job satisfaction and organization commitment. Through this relationship, we can prepare an alternative to reduce negative effect of restructuring. The hypotheses of this study are proposed as follows: H1: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their trust with a manager of the company is. H2: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their trust with a manager of the company is. H3: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their job satisfaction is. H4: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their job satisfaction is. H5: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their organization commitment is. H6: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their organization commitment is. H7: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their job satisfaction is. H8: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their organization commitment is. For the purposes of this study, employees working in luxury hotels located in Seoul were targeted. Self-administered questionnaires were distributed to those who consented with the investigation after explaining the purpose of the survey. A total of 500 questionnaires were distributed and 450 questionnaire were returned to the researcher for analysis. 430 of the returned questionnaires were used for analysis. As for the education for this survey, 250 junior college graduates or under (58.1%), 143 college graduates (33.3%) and 37 graduate school graduates (8.6%). As for the marital status, 315 persons (73.3%) are single and 115 are married (26.7%). As for the monthly income, 49 people (11.48%) are less than 2 million won, 148 (34.4%) are between 2 million and less than 2.5 million won, 153 (35.6%) are between 2.5 million to less than 3 million won, 80 (18.6%) are more than 3 million won. As for the workplace, 293 people (68.1%) work for the F&B department, 73 (17.0%) for rooms department, 41 (9.5%) for operation/ marketing department, 23 (5.3%) for account/ general affair department. As for the period of employment, 85 people (19.8%) are less than 5 years, 150 (34.9%) are between 6 to 9 years, 143 (33.3%) are between 10 to 14 years. and 52 (3.%) are more than 15 years. An exploratory factor analysis was used to survey validity and reliability of calculating tool on perceived values. This study used correlation between individual items and whole items and Cronbach's alpha value of multiple-item scale which is usually used to assess scale and reliability. Reliability of conceptual sub-dimension was assessed by basing on repeated procedure of correlation between individual items and whole items and factor loading. 1. Verification of correlation between validity of restructuring and trust This research showed that procedural and distributive justice of restructuring affects trust positively. The path coefficient between procedural justice of restructuring and trust is 0.719(t=10.135, p=0.000), and thereby the higher procedural justice results in higher trust. The path coefficient between distributive justice of restructuring and trust is 0.160(t=3.291, p=0.001), and thereby the higher distributive justice results in higher trust. Hence H1 and H2 are accepted. 2. Verification of correlation between validity of restructuring and job satisfaction The path coefficient between procedural justice of restructuring and job satisfaction is 0.179(t=2.202, p=0.028), and thereby the higher procedural justice results in higher job satisfaction. The path coefficient between distributive justice of restructuring and job satisfaction is 0.074(t=1.620, p=0.105), and thereby distributive justice of restructuring has no relationship with job satisfaction. Hence H3 is accepted, but H4 is removed. 3. Verification of correlation between validity of restructuring and organization commitment The path coefficient between procedural justice of restructuring and organization commitment is 0.188(t=2.466, p=0.014), and thereby the higher procedural justice results in higher organization commitment. The path coefficient between distributive justice of restructuring and organization commitment is 0.118(t=2.720, p=0.007), and thereby the higher distributive justice results in higher organization commitment. Hence H5 and H6 are accepted. 4. Verification of correlation between trust and job satisfaction The path coefficient between trust and job satisfaction is 0.610(t=6.736, p=0.000), and thereby the correlation has a meaningful result. Since the higher trust of the employer results in higher job satisfaction, H7 is accepted. 5. Verification of correlation between trust and organization commitment The path coefficient between procedural justice of restructuring and job satisfaction is 0.446(t=5.547 p=0.000), and thereby the higher trust of the employer results in higher organization commitment. Hence H8 is accepted. This research aimed to help the employers of hotel industries by analyzing the effects of validity of restructuring on employees' trust, job satisfaction and organization commitment. The research found that employer's validity of restructuring has significant affects on the degree of employee's trust with a manager, thereby reducing the negative effects of restructuring and enhancing organization commitment and job satisfaction. The principal purpose of this research is to confirm the correlation between employees' perceived validity of restructuring and their trust with a manager. Also whether this correlation results in competitive edge of the company is also investigated. It is also pointed out that employees had to participated the procedure of restructuring, sharing the philosophy and reason of restructuring. This participation and furthermore compensatory methods can reduce employees' anxiety of organization operations. Variable of trust appeared to have impact on intermediation effect between perceived variable of validity and job satisfaction, organization commitment, so that increase of trust with a manager plays an crucial role in increasing organization effectiveness. Since this research did not cover whole hotel industries which underwent restructuring, it showed a limit. Unlike previous studies which dealt with validity and trust of superior bosses, this research focussed on employers. Also the organization citizenship which is not considered in this study will be dealt with in the future study.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.3
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• pp.157-167
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• 2016

The purpose of this study is to research, such as the following. And to the empirical results that affect the potential growth factors in the organization and development of human resources through staff training for enterprises to grow into a competitive enterprise. Through the analysis we propose a systematic training of the human resource development needs of the company. The results are as follows. First, the number of courses, the degree completion has had a positive effect on job satisfaction. Second, the number of courses can have a partial mediating effect on financial job satisfaction. Third, corporate education funding ratio has a negative effect and Business support form has a positive effect on turnover intentions. Fourth, the control variables of marital status has a positive effect on psychological job satisfaction and company size had a negative impact on turnover intention. The implications of this study are as follows. Organizational commitment to act as a mediating effect can be maximized through realistic training plan and quality training. There is also a need to be made a high quality education content development through the advancement of learning styles.

• Journal of Convergence for Information Technology
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• v.11 no.11
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• pp.95-114
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• 2021

This study is to study the effect of corporate performance compensation system on organizational effectiveness and motivation, and the effect of organizational effectiveness and motivation on corporate performance, targeting employees of automobile maintenance service companies. 430 questionnaires obtained through the survey were used for the study. As a result of testing the research hypothesis, tangible reward had a significant positive (+) effect on job satisfaction, but intangible reward had a positive (+) effect on job satisfaction, but it was not significant. Also, tangible and intangible rewards have a significant positive (+) effect on organizational commitment and motivation. Job satisfaction has a significant positive (+) effect on productivity and service quality. However, organizational commitment had a significant positive (+) effect on productivity, but had a positive (+) effect on service quality, but was not significant. Lastly, motivation has a significant positive (+) effect on productivity and service quality. Through the research results, the relationship structure between the performance compensation system, organizational effectiveness and motivation, and corporate performance was identified, and the application of the performance compensation system to employees in the automobile industry was presented.

• Journal of Korea Society of Industrial Information Systems
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• v.23 no.2
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• pp.75-92
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• 2018

This study investigates the effects of family-friendly corporate policies on employees' job satisfaction, quality of life, organizational commitment, and turnover intention. Data was collected using a self-administered questionnaire from medium sized manufacturing company during the summer of 2017 and received 295 useful responses. The data was analyzed using the multiple and simple regressions. The results showed that the effects of family-friendly corporate policies were significantly positive from the employee's perspective. The employees' awareness of the family-friendly policy was positively correlated with their job satisfaction, quality of life, and organizational commitment, but it was negatively associated with turnover intention. It should be noted that the boss' support at work showed the insignificant effect on the family friendly policy awareness and this result was very different from the previous study. The study concludes that companies as well as employees benefit from family-friendly policies. The study that in order to create a family-friendly corporate culture, the company should not only introduce the policy to employees but also provide the support and atmosphere for the employees to utilize the family-friendly policy easily, and to establish a companywide support policy, organizational practitioners should find the way family-friendly policies to be rooted in the organization.