• Korean Journal of Community Nutrition
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• v.5 no.4
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• pp.672-682
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• 2000

The purpose of this study was to identify the effect of job characteristics, job performance and organizational commitment on job satisfaction of hospital dietitians. The first survey was carried out on 74 hospital dietitians to determine their demographic characteristics, job characteristics, organizational commitment, and job satisfaction. The second survey was carried out on 47 hospital foodservice dietitians to determine their job performance. Thirty-two percent of the subjects were aged between 26 and 30, and 62.2% had Bachelor's degrees. The dietitians felt most satisfied by their co-workers, followed by the work-itself, supervision, pay, and promotion possibilities. Dietitians who had a higher education were satisfied with pay and supervision. The longer the length of employment, the more the satisfaction with the work-itself and pay, plus the higher the monthly wage the more the satisfaction with the work-itself, pay, supervision, and co-workers. lob satisfaction was high in the group that scored high on autonomy, feedback, task identity, and friendship of in the job characteristic inventory. The job performances of nutrition counseling(r= 0.469, p < 0.01), nutrition education(r= 0.446, p < 0.01) and management of therapeutic diet(r= 0.394, p < 0.01) were positively correlated with job satisfaction. The $R^2$for the multiple regression model was 0.677, indicating that 67.7% of the variance in job satisfaction could be accounted for by feedback, organizational commitment, nutrition counseling performance, and nutrition education performance. In conclusion, the level of job satisfaction for hospital dietitians would appear to improve with increased feedback, organizational commitment, and opportunity for nutrition counseling and nutrition education.

• Journal of Family Resource Management and Policy Review
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• v.7 no.2
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• pp.1-23
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• 2003

Entering into the mature stage of internet society, we need to understand people's internet using qualitatively. So, this study purposed to relate the types of internet usage and the types of household work using internet by the family except housewife. Web-based questionnaire were administered to 250 male and female subjects respectively. Results were as follows: First, types of internet usage were‘e-style’,‘self-actualization’, and‘family-oriented’. Second, the characteristics of e-style were white collar, college- graduated, and high income. And this type had positive attitude about internet, longer periods of usage, higher level of computer skill, longer usage time than my other types. Third, types of household work using internet were‘commitment in transaction’and‘strong involvement in family life’. fourth, the e-style and the self-actualization were related with the type of commitment in transaction and the family oriented was related with the type of strong involvement in family life. Finally, if the e-style increase, family members except housewife, there are trend of commitment in the household work.

• Journal of the Korean Society of Industry Convergence
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• v.27 no.3
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• pp.665-674
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• 2024

This study attempted to examine the relationship between organizational satisfaction and organizational commitment of firefighters. As for the overall level job-only and organizational commitment, the average was3.80points and 3.49points(out of 5points), respectively, and among the items of organizational satisfaction, 'I believe I should be held accountable for the results of my work.' was the highest, 'I think I chose a good job as a firefighter.' was the highest in the items of organizational commitment. The higher the class, the higher the job satisfaction and organizational commitment satisfaction, and there was a statistically significant difference(p<.01). Based on this study, it is considered that expanded research and repeated are necessary to generalize the results of the effect of .organizational satisfaction of firefighters I on organizational commitment.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.185-202
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• 2023

The COVID-19 pandemic catalyzed major changes in our work environment, underscoring the critical role of workplace flexibility. While a wealth of research exists on specific flexible work strategies and schedules, a broader understanding of workplace flexibility has been somewhat overlooked. This study aimed to bridge this gap by examining the correlation between workplace flexibility and organizational commitment. Our sample consisted of 300 employees from foreign businesses in the ICT(information and communications technology) service sector and the manufacturing industry, along with those from the top 50 leading Korean enterprises. We bifurcated workplace flexibility into two distinct categories for this study: quantitative and qualitative. Our results revealed that within the quantitative category, the flexibility of continuity of work and flexible place significantly enhanced organizational commitment. Interestingly, the flexibility of work schedules didn't have a marked impact on commitment levels. On the qualitative side, job autonomy and teamwork emerged as significant drivers of organizational commitment. It's worth noting that qualitative aspects of workplace flexibility had a more pronounced effect on organizational commitment than the quantitative elements. These findings highlight the necessity of approaching workplace flexibility from a comprehensive perspective, embracing both its quantitative and qualitative dimensions. For businesses aiming to maximize the benefits of flexibility, it's essential to cultivate a culture of open communication, champion collaboration, and prioritize job autonomy and teamwork. Establishing a work environment that actively supports feedback-oriented communication stands as a key component in this endeavor.

• Journal of Korean Dental Hygiene Science
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• v.6 no.2
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• pp.37-50
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• 2023

Background: The purpose of this study is to verify the impact of dental hygienists' working environment on organizational commitment and the mediating effect of psychological empowerment in the relationship between working environment and organizational commitment. Methods: A survey was conducted on 264 people working as dental hygienists between August 16 and August 23, 2023. The collected data were analyzed using t-test, one-way ANOVA, Pearson correlation analysis, and regression analysis. Results: In the dental hygienist work environment, all three subfactors (safety management system, manager's competency, and support system) had a significant positive(+) correlation between psychological empowerment and organizational commitment. Dental hygienists' work environment was found to have an effect on organizational commitment, and psychological empowerment was found to have a partial mediating effect in the relationship between work environment and organizational commitment. Conclusion: As a way to improve dental hygienists' organizational commitment, it is necessary to develop a strategic human resource management program to create a safe and positive work environment and to form an organizational culture in which managers can recognize the power of members and grant empowerment.

• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.783-797
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• 2014

The purpose of this study is to analyze impact of internal marketing on job satisfaction, job commitment, organizational commitment, and customer orientation in rapidly changing health care environment. The data were collected from 635 employee of 3 hospitals using a standardized questionnaires in Busan and Gyeongnam province. The results were as follows. All internal marketing factors had a direct impact on job satisfaction, job commitment, management support, empowerment, reward systems but affected the indirect through the job satisfaction all factors of internal marketing. Based on the results of this study members of the hospital in order to improve customer orientation, job satisfaction, job commitment create a pleasant working environment, give an appropriate decision-making and compensation for work performance. Compensation for work performance and organizational development suggestions should be considered by executive support.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.3
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• pp.287-296
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• 2008

Purpose: This study is descriptive survey to offer basic data of nursing management practice as identify the relationship between Professional Self-Concept, Organizational Commitment and Job satisfaction, whom nurses work general hospitals less than 250 beds. Methods: The subjects in this study were random sampling 320 nurse who worked in 9 general hospital in G city that had less than 250 beds, data was collected from 10 to 30 in Apr, 2007. The data were analyzed using descriptive statistics, Pearson‘s correlation, t-test, ANOVA, Scheffe test. Results: Level of Professional Self-Concept of nurses was average 2.60 point, level of Organizational Commitment of nurses showed 2.83 point, level of Job Satisfaction of nurses showed 2.73 point. There was a statistically significant difference at Professional Self-Concept of nurses as general characteristics showed a marriage state, position, work place, clinical career. There was a statistically significant difference at Organizational Commitment of nurses as general characteristics showed a marriage state, position, clinical career. There was a statistically significant difference at Job Satisfaction of nurse as general characteristics showed a marriage state, position, clinical career. There were highest correlation Organizational Commitment with Job Satisfaction(r=.536, p<.001), also high correlation Organizational Commitment with Professional Self-Concept(r=.478, p<.001). And there were high correlation Job Satisfaction with Professional Self-Concept(r=.422, p<.001). Conclusions: As integrate of the study result showed the Professional Self-Concept had correlation to Organizational Commitment and Job Satisfaction, specially as relation those valuables with general characteristics of subjects, it strongly need to develop educational program for improving Professional Self-Concept with supporting of variety administration for developing human resource for nurses who are not married, low position in hospital, short career, or worked in inpatient wards.

• Journal of Technology Innovation
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• v.26 no.4
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• pp.122-145
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• 2018

This paper investigates the relationship between R&D professionals' career plateau and organizational commitment in which career plateau's sub-dimensions consist of structural and job-content plateau. Further, it aims to examine the moderating effect of age and creative behavior of R&D professionals on the relationship between career plateau and organizational commitment. Empirical data were collected from 418 R&D professionals who work for Government sponsored research institutions. The results showed that the relationship between structural plateau and organizational commitment is differently related depending on age level. That is, the negative relationship between structural plateau and organizational commitment is stronger for junior R&D professionals. Furthermore, the relationship between job-content plateau and organizational commitment is negatively related, and differs in the strength depending on the creative behavior level of R&D professionals. For one with stronger characteristics of creative behavior, job-content plateau is more negatively related to organizational commitment. Based on the results, some implications are suggested on the career plateau issues of R&D professionals who work for government sponsored research institutions. Finally, it is discussed on the limitations of this study and further research directions.

• Journal of muscle and joint health
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• v.30 no.1
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• pp.36-47
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• 2023

Purpose: The study aim was to investigate factors affecting factors nursing performance. Methods: This descriptive correlation study examined degree of mindfulness, resilience, organizational commitment, and nursing performance in order to confirm the correlation between variables and their effects on nursing performance. Study participants were 193 nurses who had more than 1 year of work experience at a tertiary hospital. The data were collected from March to April 2022 using structured self-reported questionnaires. SPSS/WIN 25.0 program was used to analyze the data. The statistical significance of the mediating effects were verified by applying PROCESS Macro. Results: Resilience, health state, total clinical career years, and organizational commitment were identified as factors affecting nursing performance, with the model explaining 51.6% of outcomes. Resilience had a complete mediating effect on the relationship between mindfulness and nursing performance. Conclusion: To improve nursing performance, various education and training must be developed and implemented to strengthen resilience. Additionally, it will be helpful to apply a mindfulness-based program to improve resilience. Further, designing various measures to improve the work environment and increase organizational commitment is recommended.

• The Journal of the Korea Contents Association
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• v.11 no.8
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• pp.388-398
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• 2011

This study analyzes a correlation between organizational commitment, work values, job satisfaction and loyalty of the middle management in hotel enterprises. In other words, this research aims at drawing up theoretical and working-level implication through establishing the competition model of parameters and independent variables, which have an effect on loyalty of the middle management in hotels. Analysis showed that work values of the middle management play not a key role to mediate between organizational commitment and job satisfaction, and that internal values are higher than external values in route analysis of work values. Meanwhile, it was analyzed that the middle management of hotels make a long-service commitment with great satisfaction on the job. But there was no connection between their job satisfaction and loyalty. Consequently, it was confirmed through the analysis of the competition model that they rather attach significance to internal values and specificity of the hotelier than their satisfaction with work because of economic stability, and the loyalty of the middle management responds sensitively to the organizational commitment variables as a permanent job, sense of belonging, self-esteem.