• Title, Summary, Keyword: Continuance Commitment

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Impacts of Community Commitment on Brand Equity Creation in Company-Initiated Online Brand Communities

  • Jeong, So Won;Ha, Sejin;Lee, Kyu-Hye
    • Fashion, Industry and Education
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    • v.14 no.1
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    • pp.31-39
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    • 2016
  • With the emergence of online communities, the role of online communities in establishing brand equity has been greatly emphasized. In order to enhance our understanding of commitment in online brand communities, the present study attempts to investigate how three dimensions of community commitment (continuance, affective, and normative commitment) influence each component of brand equity (brand awareness, brand association, perceived quality, and brand loyalty) in the context of company-initiated online brand community. An online survey was conducted with a sample of online brand community members. The results found differential impacts of three types of community commitment on brand equity components, emphasizing the role of continuance and affective commitment. Continuance community commitment positively influenced brand awareness and brand association. Affective community commitment positively affected perceived quality, while among the three, only continuance and affective community commitment influenced the enhancement of brand loyalty. The results suggest that brand marketers need to focus on continuance and affective commitment factors in their online communities to effectively enhance brand equity possessed by consumers. Theoretical and managerial implications are provided.

The Influence of Person-Job Fit on Organizational Deviance in Social Welfare Organization Members' Work Settings -Focus on Mediating Effects of Job Satisfaction and Organizational Commitment- (사회복지조직구성원들의 근무환경에서 개인-직무부합이 조직일탈행동에 미치는 영향 - 직무만족과 조직몰입의 매개효과를 중심으로 -)

  • Oh, Chang-Taek
    • Korean Journal of Social Welfare
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    • v.64 no.3
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    • pp.101-126
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    • 2012
  • The purpose of this study was to examine the influence of person-job fit on organizational deviance and mediating effects of job satisfaction and organizational commitment(affective commitment and continuance commitment) on this relationship. Data were collected from 533 employees who were working in social welfare organizations by questionnaires. The result indicated that there were significantly positive relationships between person-job fit and job satisfaction or organizational commitment(affective commitment and continuance commitment). Also, there were significantly positive relationships between job satisfaction and affective commitment or continuance commitment. In addition, job satisfaction and affective commitment were negatively related to organizational deviance, and job satisfaction is more strongly related to organizational deviance than affective commitment. It was found that job satisfaction partially mediated the relationship between person-job fit and organizational commitment(affective commitment and continuance commitment) and affective commitment partially mediated the relationship between job satisfaction and organizational deviance. It was found that the person-job fit indirectly impacts organizational deviance though job satisfaction and affective commitment. Based on these results, the implication of this study and future research tasks were discussed.

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Effect of Leader-member Exchange on Affective Commitment and Continuance Commitment: The Mediating Role of Job Stress (리더-부하간 교환관계(LMX)가 정서적 몰입과 근속적 몰입에 미치는 영향: 직무스트레스의 매개효과를 중심으로)

  • Chah, Dong-Ok;Kim, Jeong-Sik;Kwak, Sin-Keun;Shin, Yuh-Soon
    • The Journal of the Korea Contents Association
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    • v.10 no.1
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    • pp.353-364
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    • 2010
  • The purpose of this study is to examine the effect of leader-member exchange(LMX) on employee's affective commitment and continuance commitment focusing on the mediating role of job stress. On the basis of theoretical linkages between the constructs, a conceptual model and hypotheses were established. The sample included 482 employees. Structural equation modeling(SEM) was employed to test the hypothesized relationships in the conceptual model. This study shows that the proposed model is reasonably fit to the actual data. Empirical results indicate that LMX has a negative impact on employee's job stress, has a positive impact on employees' affective commitment and continuance commitment. Employees' job stress has partially mediated effect on the relationship between LMX and employees' affective commitment, but has not mediated effect on the relationship between LMX and employees' continuance commitment.

A Comparative Study on the Commitment of Health Manager Between Industrial Health Nurse and Industrial Hygienist (보건관리자의 직능별 직업 및 조직 헌신도에 대한 비교 연구)

  • Rhee, Kyung Yong;Lee, Ki Beom;Allen, Natalie J.;Cho, Young Sook
    • Korean Journal of Occupational Health Nursing
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    • v.7 no.1
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    • pp.65-82
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    • 1998
  • This study was carried out in order to confirm the reliability and validity of the commitment inventory developed by Meyer and Allen, and to investigate commitment level of health manager, to compare two different professionals of health manager such as industrial health nurse and industrial hygienist to find out some characteristics that have effect on commitment. This survey was done by self-administered questionnaire to 227 respondents as the trainees of Industrial Safety Training Center, KISCO from June to December 1996. Authors classified commitment into two categories ; professional commitment and organizational commitment, and these two types of commitments have three different aspects ; affective, continuance, and normative commitment based on Meyer's inventory. The results were as follows; 1. Items of whole scales of the both type of commitments have three factors that represent three aspects of commitment ; affective, continuance, and normative commitment. This means that each type of commitment was reliable to use as measurement tool of three different aspects of commitment. Classification of items by factor analysis was more consistent in professional commitment than organizational commitment. Among 16 items of organizational commitment, four items were classified into different aspects of commitment with similar factor loading. 2. Commitment level of industrial health nurse was higher than that of industrial hygienist in affective, continuance professional commitment controlled by other characteristics. These differences can be due to other characteristics of specific task and background of health managers that were not used in this study. 3. The level of affective professional commitment was statistically different in age, sex, educational level, and that of organizational commitment was statistically different in only two variables such as age, and job tenure. The level of continuance professional and organizational commitments were different in sex group, but past history of employment have effect on continuance organizational commitment. The level of normative organizational commitment was affected by only age. As the above results, the tools of measurement of commitment developed by Meyer and Allen can be useful to measure the level of commitment of health manager. Three aspects of two types of commitments were influenced by different characteristics of health manager. Authors suggested future study on the affecting variables to the commitment such as background, task of health manager and organizational characteristics.

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A Study on Mediating Effects of Organizational Commitment the Relationships Between Trust in Supervisor and Innovative Behavior (상사신뢰와 혁신행동 간의 관계에 있어서 조직몰입의 매개효과에 관한 연구)

  • Son, Eun-Il;Song, Jung-Su;Yang, Pil-Seok;Hwang, Tae-Kyoo
    • Journal of the Korea Safety Management & Science
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    • v.11 no.1
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    • pp.193-203
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    • 2009
  • The purpose of this study verifies: the relationships between trust in supervisor and innovative behavior, and mediator effect of the organizational commitment(affective commitment, continuance commitment). In order to verify the relationships and mediator effect, data obtained from 140 employees working in business office in Ulsan Metropolitan City and they were analyzed by using SPSS 12.0. The findings are as follows: First, the relationship between trust in supervisor and the organizational commitment(affective commitment, continuance commitment) is positively related. Second, there was also a positive correlation between affective commitment and innovative behavior. Finally, affective commitment played as a partial mediator on the relationship between trust in supervisor and innovative behavior. However, there was no empirical evidence for the mediating effect of continuance commitment on the relationship between trust in supervisor and innovative behavior. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

Nurses' Perception of Organizational Commitment, Nursing Work Environment, and Social Support in a General Hospital (일개 종합병원 간호사의 조직몰입, 간호업무환경, 사회적 지지)

  • Im, Sook Bin;Lee, Mi Young;Kim, Se Young
    • Journal of Korean Academy of Nursing Administration
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    • v.21 no.1
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    • pp.1-9
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    • 2015
  • Purpose: This study was done to identify the influence of nursing work environment and social support on multidimensional organizational commitment among nurses. Methods: The survey was conducted in August 2012 with self-report questionnaire. Participants were 480 registered nurses working in one general hospital. Data were analyzed with descriptive statistics, t-test, ANOVA, Pearson correlation, and multiple regression using SPSS/WIN(16.0). Results: The average scores were; for affective commitment 2.84, for continuance commitment 2.48, and for normative commitment 2.57. There were significant relationships between affective, continuance, normative commitment and sub-factors of nursing work environment and social support. The affective, continuance, and normative commitment were all influenced by 'staffing and resource adequacy' and 'nursing foundations for quality of care', sub-factors of nursing work environment. Distinctively, affective commitment was influenced by 'staffing and resource adequacy', nurses' age, 'nurse-doctor relations', 'supervisor's emotional support', 'nurse participation in hospital affairs', 'nursing foundations for quality of care', and 'supervisor's informational support', which explained 30.9% of variance in affective commitment(F=31.57, p<.001). Conclusion: The findings show that programs which promote supervisors' emotional and informational support are important to enhance nurses' affective commitment. Also, it is necessary to improve nursing work environment to improve nurses' organizational commitment.

Occupational Health and Safety and Organizational Commitment: Evidence from the Ghanaian Mining Industry

  • Amponsah-Tawiah, Kwesi;Mensah, Justice
    • Safety and Health at Work
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    • v.7 no.3
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    • pp.225-230
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    • 2016
  • Background: This study seeks to examine the relationship and impact of occupational health and safety on employees' organizational commitment in Ghana's mining industry. The study explores occupational health and safety and the different dimensions of organizational commitment. Methods: A cross-sectional survey design was used for this study. The respondents were selected based on simple random sampling. Out of 400 questionnaires administered, 370 were returned (77.3% male and 22.7% female) and used for the study. Correlation and multiple regression analysis were used to determine the relationship and impact between the variables. Results: The findings of this study revealed positive and significant relationship between occupational health and safety management, and affective, normative, and continuance commitment. Additionally, the results revealed the significant impact of occupational health and safety on affective, normative, and continuance commitment. Conclusion: Management within the mining sector of Ghana must recognize the fact that workers who feel healthy and safe in the performance of their duties, develop emotional attachment and have a sense of obligation to their organization and are most likely committed to the organization. Employees do not just become committed to the organization; rather, they expect management to first think about their health and safety needs by instituting good and sound policy measures. Thus, management should invest in the protection of employees' health and safety in organizations.

Change Commitment and Learning Orientation as Factors Affecting the Innovativeness of Clinical Nurses (병원간호사의 변화몰입과 학습지향성이 혁신성향에 미치는 영향)

  • Kang, Kyeong Hwa;Ko, Yu Kyung
    • Journal of Korean Academy of Nursing Administration
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    • v.19 no.3
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    • pp.404-413
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    • 2013
  • Purpose: The aim of this study was to identify the effects of change commitment and learning orientation on the innovativeness of clinical nurse. Methods: The participants in this study were 268 nurses, working in hospitals in Seoul, Gyeonggi and Gangwon Provinces, and Daejeon City. Data were collected from June to August, 2012. A structured questionnaire was used for data collect and data was analyzed using the SPSS/WIN program. Results: The most significant predictors of innovativeness were education, normative commitment, continuance commitment and learning commitment. Continuance commitment negatively correlated with innovativeness. Conclusion: These findings suggest that nurses' commitment to change and learning commitment were strongly linked to innovativeness. Management-level workers in these hospitals should have the skills and strategies to promote commitment to change include developing positive expectations about change positive outcomes.

The Impact of Trustworthiness on Users' Commitment and Continuance Intention of Educational Serious Game (교육기능성게임에서 신용이 사용자의 몰입과 사용지속에 미치는 영향에 대한 연구)

  • Choi, Hun
    • The Journal of the Korea Contents Association
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    • v.16 no.10
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    • pp.403-410
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    • 2016
  • Dut to the development of information technology, various serious games have been provided. In recent years, educational serious game that provides education services haven't been widely used. Especially, using serious game without trust is one of the main hinderance in the expansion of educational serious games. Therefore, the purpose of this research is to investigate the impact of trustworthiness, which is antecedent variable for trust, on commitment and continuance intention. To achieve the research purpose, this study conduct the survey. The results showed that the trustworthiness significantly influence on commitment and continuance intention.

An Integrative Study on Continued Use of Web-Based Information Systems: Focusing on Online Shopping Sites (웹 기반 정보시스템의 지속적 사용에 관한 통합적 연구 : 인터넷 쇼핑 사이트를 중심으로)

  • Lee, Sun-Ro;Yang, Seok-Won
    • Journal of Information Technology Applications and Management
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    • v.16 no.1
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    • pp.51-75
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    • 2009
  • This paper develops an integrative model for IT continuance in the internet shopping environments by integrating the expectation-confirmation and the switching cost factors. Using this model, in addition, this study investigates their differential effects on the mediating variables, such as user satisfaction, commitment, and trust which have been identified as antecedents of users' IT continuance intention. Results show that the product and service-related expectation confirmation factors and the relational switching cost factor can have greater impacts on users continuance intention than the web site design factors, and the financial and procedural switching cost factors. In particular, it is interesting to note that relational switching cost can lead users to more commitment, which is revealed as the strongest antecedent of their continuance intention to use a certain shopping site.

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