• 한국조리학회지
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• 제14권3호
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• pp.223-237
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• 2008

The purpose of this study is to investigate the effects of employees' psychological empowerment on job satisfaction, organizational commitment and the intention of changing an occupation, and then to suggest the ideal ways to improve productivity through human resource management and to get competitive advantages for efficient management. In order to achieve the purpose of this study, we performed both literature review and empirical research. There are conclusions to investigate psychological empowerment about employees in family restaurants. First, self-determination ability, competence and the influential power of which components of empowerment employees perceived affect job satisfaction significantly. In other words, empowered people feel job satisfaction and commit to their organizations. In the relation between empowerment and organizational commitment, influential power and roles affect them significantly, but self-determination ability and the meaning do not. Next, job satisfaction significantly affects organizational commitment and the intention of changing jobs, but organizational commitment doesn't affect the intention of changing jobs significantly. Finally, we suggest some implications about the management of family restaurants based on the results of this study.

• 한국조리학회지
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• 제23권4호
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• pp.216-224
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• 2017

The purpose of this study was to analyze the job satisfaction, turnover intention and organization commitment level of hotel employees using Herzberg's motivation hygiene theory. This study used SPSS 20.0 and AMOS 20.0 to conduct frequency analysis, reliability analysis, confirmatory factor analysis, path analysis and chi-square difference test. The results of study, first of all, Herzberg's, theory of hygiene are influenced by satisfaction of employees, organization commitment and turnover intention. It will be strongly needed to management of compensation, well-organized policy of human resources system. Lastly, in Hotel business, It showed differences having a strong influence on local employee and chain hotel employee according to method of Hotel management. In conclusion, in the hospitality industry, it is desirable to carry out on their own ways of vision and purpose each corporations rather than following regimental rules.

• 한국조리학회지
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• 제23권4호
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• pp.43-55
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• 2017

The purpose of the study is to provide data for an efficient human resources management of hotel corporation by examining if the emotional intelligence with affective involvement and continuous involvement could impact work performance. For the field test and verification, the non-regular hotel staffs from November $1^{st}$ to $30^{th}$, 2016 were selected as the research objects. The research result is summarized as follows. First, the emotional intelligence of non-regular hotel staff impacted positively on affective involvement and continuous involvement. Second, the continuous involvement had a positive influence on work performance. Lastly, the emotional intelligence of non-regular hotel staff appeared to have a positive effect on the work performance. With this research, it may have an opportunity to utilize this study result as an educational material to enhance emotional intelligence of hotel corporation. In conclusion, it may need to introduce an emotional intelligence enhancement program in the hotel corporation. Also, in order to improve work performance, intensive efforts in organizational level would be required by enabling employees to make an affective involvement. Finally, to cope with rapidly changing circumstances, additional empirical study should be conducted that the affective involvement of non-regular hotel staff impacts the work performance.

• 수산해양교육연구
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• 제25권1호
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• pp.211-232
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• 2013

This study concerns the importance of workforce on job satisfaction, organizational commitment, and customer orientation through the change of global logistics industry and the operational condition of Busan port and Busan new port container terminals such as below. The purpose of this study is to firstly, that understand the current facilities and situation of container terminals in Busan port and Busan new port, and its changing environment of port industry. Secondly, provide basic information through the seeking whether the concept of importance of workforce is able to apply into container terminals. Thirdly, establish the theoretical system through the literature consideration on workforce on job satisfaction, organizational commitment, and customer orientation in container terminals. Finally, draw useful suggestions for managing container terminals through the structural relationship among variables, which are workforce on job satisfaction, organizational commitment, and customer orientation in container terminals.

• 대한안전경영과학회지
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• 제11권1호
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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.

• 대한간호학회지
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• 제46권1호
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• pp.100-108
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• 2016

Purpose: The aim of this study was to examine the mediating effect of empowerment in the relationship of nurse managers' authentic leadership, with nurses' organizational commitment and job satisfaction. Methods: The participants in this study were 273 registered nurses working in five University hospitals located in Seoul and Gyeonggi Province. The measurements included the Authentic Leadership Questionnaire, Condition of Work Effectiveness Questionnaire-II, Organizational Commitment Questionnaire and Korea-Minnesota Satisfaction Questionnaire. Data were analyzed using t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficients, simple and multiple regression techniques with the SPSS 18.0 program. Mediation analysis was performed according to the Baron and Kenny method and Sobel test. Results: There were significant correlations among authentic leadership, empowerment, organizational commitment and job satisfaction. Empowerment showed perfect mediating effects in the relationship between authentic leadership and organizational commitment. It had partial mediating effects in the relationship between authentic leadership and job satisfaction. Conclusion: In this study, nurse managers' authentic leadership had significant influences on nurses organizational commitment and job satisfaction via empowerment. Therefore, to enhance nurses' organizational commitment and job satisfaction, it is necessary to build effective strategies to enhance nurse manager's authentic leadership and to develop empowering education programs for nurses.

• 수산해양교육연구
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• 제24권1호
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• pp.95-110
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• 2012

This study aims to investigate the effect of quality management system in the shipping companies on the job satisfaction, organizational commitment, management performance. The quality management system is divided into operational accountability, employee management, crewman management, ship management, and sailing management based on previous study. Targets of survey are companies which are registered in Korean ship owner's association and Korea ship manager's association as of 2011. A total of 236 questionnaires are collected from shipping companies in Basan and Kyongnam from October 15 through November 5 in 2011. The result shows that operational accountability and employee management of quality management systems are mightily important in the shipping company. In the future research, based on analysis of shipping company's characteristics, the study for shipping companies which are perceived by customers could be conducted.

• 임상간호연구
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• 제19권2호
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• pp.169-180
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• 2013

Purpose: This study was performed to investigate nurses' experience of bullying in clinical fields. Methods: Participants were 309 nurses working in general hospitals. Data were collected using self- report questionnaires which were evaluated in terms of workplace bullying, burnout, organizational commitment, turnover intention and nursing productivity. Results: Of the participants 17.2% reported being victims of workplace bullying of nurses in general hospital, based on the operational definition of bullying. Coping response to workplace bullying was mainly passive such as enduring, ignoring, and evading. Experience of workplace bullying was positively correlated with burnout and turnover intention and negatively correlated with organizational commitment and productivity. Conclusion: The findings suggest that there is a need for assessment of the reality of workplace bullying of nurses in clinical areas as well carefully reviewing the problem and impact. A supportive system, education programs and improved workplace climate are recommended to reduce workplace bullying in clinical fields.

• 간호행정학회지
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• 제15권1호
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• pp.16-25
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• 2009

Purpose: This study was to identify the factors influencing turnover intention of nurses in small and medium-sized hospitals. Method: The participants in this descriptive survey on causal relations were 192 nurses who were working at small and medium-sized hospitals in Daegu city. The data were collected by self-reporting questionnaires and analysed by the SPSS Win 14.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients and stepwise multiple regression. Result: The mean for job characteristics scores were 2.90, the job satisfaction scores were 3.00, the organizational commitment scores were 3.00, job stress scores were 2.42, the turnover intentions scores were 3.08. Turnover intention according to general features were shown as following; age, marital status, clinical career, work schedule type, frequency of night duty. The relationship between turnover intention and job stress had positive correlation. But the relationship between turnover and other factors that job satisfaction, organizational commitment had negative correlation. The causal factors of turnover intention were organizational commitment, job satisfaction, job stress, and job characteristics, frequency of night duty. $R^=.39$. The organizational commitment were the highest significant predictors of turnover intention. Conclusions: The findings of study suggest that broad intention program should be provided to prevent problems of turnover.

• 한국직업건강간호학회지
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• 제22권4호
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• pp.314-323
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• 2013

Purpose: The purpose of this study was to figure out influences of supervisor's and colleague's supports, nursing work environment, ego-resilience, organizational commitment and burnout on turnover intention of nurses working in general hospitals. Methods: The data were collected from 379 nurses working in general hospitals with more than 500 beds in S city from July 1 to August 31, 2012. The collected data were analyzed with independent t-test, one-way ANOVA, Pearson's correlation and Hierarchial regression analysis by using SPSS 19.0. Results: In case the subject was young, with work experience of 1~5 years, single, female and position of general nurse, turnover intention was statistically significantly higher. Turnover intention, supervisor's support, nursing work environment, organizational commitment and ego-resilience showed significantly negative correlations, but burnout showed significantly positive correlations. In case of controlling general characteristics, higher correlational variables with turnover intention accounted for 30.2%. Conclusion: In order to reduce turnover intention of general nurses who showed higher intention with 1~5 years' work experience, situational variables such as organizational commitment and nursing work environment and interpersonal relation variables such as supervisor's support as well as personal variables such as ego-resilience should all be considered.