• Journal of Korean Library and Information Science Society
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• v.54 no.3
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• pp.165-192
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• 2023

This study aims to examine the effects of bureaucratic characteristics, which are the most common in modern library organizations among organizational characteristics of public libraries, on the organizational commitment of librarians. Doing this analysis, 185 librarians from 20 public libraries in the Seoul metropolitan area of South Korea were surveyed to look into the bureaucratic and post-bureaucratic characteristics of each library, such as specialization, hierarchy of authority, system of rules, integration, and participation, and the three dimensions of organizational commitment of affective commitment, continuance commitment, and normative commitment. According to this analysis, the hierarchy of authority had a negative effect on affective and normative commitment, while integration had a positive impact on affective and continuance commitment, and participation had a positive effect on affective and normative commitment. The findings, therefore, show that a combination of bureaucratic and post-bureaucratic characteristics, which reduces the hierarchy of authority and strengthens integration and participation, would increase organizational commitment. This study is meaningful in that, through empirical research, it suggests organizational bureaucratic characteristics that would raise organizational commitment in public library organizations.

• Journal of the Korean Society of Clothing and Textiles
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• v.34 no.1
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• pp.126-137
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• 2010

This study examines the effects of trust and commitment on firm performance in the apparel manufacturer-contractor relationships. A total of 92 apparel manufactures participated in the study. Factor analysis, Cronbach's alpha coefficient, and multiple regression analysis were conducted for the statistical analysis. Two factors of trust were identified: credibility and benevolence. Two factors of commitment were identified: affective commitment and calculative commitment. Three factors of firm performance were identified: customer service performance, finance performance, and product performance. The credibility of the apparel manufacture in a contractor had a significant positive effect on the affective commitment of an apparel manufacturer and on the calculative commitment in a contractor. Meanwhile, the benevolence of the apparel manufacture on a contractor had a significant positive effect on the affective commitment of an apparel manufacturer on a contractor. The credibility of the apparel manufacture on a contractor was positively related to customer service performance, finance performance, and product performance. The benevolence of the apparel manufacture on a contractor was positively related to customer service performance and finance performance of an apparel manufacture. The affective commitment of the apparel manufacture in a contractor was positively related to service performance. The calculative commitment of the apparel manufacture on a contractor was positively related to finance performance and to the product performance of an apparel manufacture. The results of this study provides practical guidelines toward exchange partners of apparel manufacturers as to how to facilitate from performance in apparel manufacturer-contractor relationships.

• The Korean Journal of Franchise Management
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• v.9 no.4
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• pp.21-31
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• 2018

Purpose - Recently, the franchise business has made remarkable progress, but many conflicts have occurred. From this perspective, this paper explains how to improve the long - term relationship between franchisor and franchisee by integrating the relationship between franchisor of franchise business and franchisee. This study aims to identify the franchisee's economic and social satisfaction and to examine their influences on calculative and affective commitment, and loyalty. At the end of this paper, theoretical and managerial implication were suggested. Research design, data, and methodology - The data were collected from owners and store managers in franchisees located in Seoul, Korea. The trained researchers contacted owners and managers of the franchise stores. The questionaires were distributed to owners and managers consented to respond. The collected questionnaires were used for the final analysis of 324 copies(243 store owners and 81 store managers), except for 26 copies of the untrustworthy response out of 350 copies. The data were analyzed with SPSS, 21.0 and SmartPls 3.0 Result - The results of the study are as follows. First, economic satisfaction effects both calculative and affective commitment, but social satisfaction does not. Second, both calculative and affective commitment have positive effects on loyalty. Third, economic satisfaction has a positive impact on loyalty, but social satisfaction does not. Conclusions - The implications of this study are following as: From the theoretical perspective, this study analyze the satisfaction and commitment of the franchisee from the multidimensional perspective by analyzing the effects of the franchisee on two dimensions of economic and social satisfaction and on calculative and affective commitment. That is, this study explains the trade-off between economica and social satisfaction, and between calculative and affective commitment. From the managerial perspective, the results of this study suggest that the economic satisfaction of the franchise headquarters felt by franchisees should be prioritized over social satisfaction. Especially at the early stage of the contract, economic satisfaction should be given priority over social satisfaction. However, since affective and calculative commitment have a significant effect on loyalty, social satisfaction factors should not be excluded by focusing on only economic ones. In other words, the franchisors should not only think of franchisees as a source of sales and profits, but should respect franchisees and maintain loyal relationships with friends.

• Journal of Venture Innovation
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• v.1 no.1
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• pp.165-179
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• 2018

The purpose of this study was to identify mediating effects of affective commitment between workplace silent behavior and team learning. A team leader should pay attention to workplace silent behavior in that the workplace silent behavior of the team member may have a negative impact on team effectiveness as well as on individual effectiveness. In this study, 106 employees working in diverse domestic companies were surveyed and data were analyzed. The results are as follows. At first, silent behavior has a negative effect on affective commitment. Second. silent behavior has a negative effect on team learning. Third, affective commitment partially mediated silent behavior and team learning. The meaning of these results is that the workplace silent behavior has direct influence on team learning and indirect influence on team learning via affective commitment as well. Based on the results of this study, implications, limitations, and future research topics were discussed.

• Journal of Korea Society of Industrial Information Systems
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• v.17 no.5
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• pp.75-88
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• 2012

This study examines the relationship among servicescape, information technology, employee's job satisfaction, affective commitment and service performance. Empirical research is conducted to statistically test the model using SEM and empirically confirms followings: (a) positive effect of servicescape and IT on both of job satisfaction and affective commitment, which, in turn, positively influences on service behavior, (b) positive effect of affective commitment and service behavior on service recovery, and (c) significant indirect effect of job satisfaction on service recovery meditated by service behavior. Results suggest that there are direct and indirect effects on service performance of servicescape and information technology through job satisfaction and affective commitment. This paper is concluded with the summarized result and contribution of this study, managerial implication of the research findings, and further research issues.

• Journal of the Korea society of information convergence
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• v.7 no.2
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• pp.1-5
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• 2014

In this study, the smartphone features and service quality to analyze the effects of immersion. Smartphone attribute convenience, entertainment, and a ubiquity. The quality of service is composed of interactivity and personalization. Empirical analyzed. Results of the characteristics entertaining smartphone has a significant impact on both the affective commitment and normative commitment. Ubiquity have had a significant effect on normative commitment. Personalization of service quality has a significant impact on affective commitment and normative commitment. Entertainment and of smartphone features, let's highlight of the personalization of service quality. Emotionally can increase the normative commitment.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.3
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• pp.335-344
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• 2007

Purpose: The purpose of this study aims to provide a fundamental basis for more efficient human resource management of hospitals through career development and through lowering the rate of turnover of nurses. Method: The target group was 370 nurses who are currently employed at four general hospitals. Three hundred and twenty-nine documents were collected, and the statistical results were generated by the SAS program. Result: The average mean score of organizational commitment, career commitment and turnover intention were: 3.13 points for affective commitment, 3.09 points for continuance commitment and 2.92 points for normative commitment, out of a five point scale. The average mean score of career commitment and turnover intention was 2.89 and 3.28 points. The most influential variable in turnover intention was affective commitment out of organizational commitment. Conclusions: This study verified that organizational commitment and career commitment are key variables that could decrease turnover intentions.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.594-601
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• 2017

The purpose of this study was to identify the effects of clinical nurses' intrinsic motivation, affective commitment, and turnover intention on organizational performance. Participants were 189 nurses currently working at four general hospitals in C city. Data were collected by a self-report questionnaire and analyzed by using the SPSS/WIN 18.0 program with descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Mean scores were as follows: intrinsic motivation($3.02{\pm}0.57$), affective commitment ($3.47{\pm}0.71$), turnover intention ($3.30{\pm}0.59$), and organizational performance ($3.37{\pm}0.52$). Organizational performance was significantly correlated with intrinsic motivation, affective commitment, and turnover intention. Nurses with higher affective commitment and intrinsic motivation showed higher organizational performance, where as higher turnover intention was correlated with lower organizational performance. The factors that influenced organizational performance were affective commitment(${\beta}=.42$), intrinsic motivation(${\beta}=.36$), and turnover intention(${\beta}=-.11$), with an explanatory power of 51.6%. Results of this study indicate the need to evaluate and manage the significant predictors of organizational performance. Further studies are needed to identify the relationships between clinical nurses' intrinsic motivation, affective commitment, turnover intention, and organizational performance.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.247-260
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• 2022

In order to advance theoretical and practical understanding of innovative behaviors and affective commitment to change, this study investigated the relationship among innovation supporting organizational culture, decentralized structure, acceptance of organizational change, and affective commitment to change and tested the mediating effect of acceptance of organizational change in the relationship. Data were collected from 261 employees at H corporation and analyzed to test suggested research hypotheses using SPSS 20.0 and AMOS 20.0. The results are as follows: First, it is found that innovation supporting organizational culture influences positively acceptance of organizational change and affective commitment to change. Second, results show that decentralized structure influences positively acceptance of organizational change, but does not influence innovative behavior. Third, it is found that acceptance of organizational change influences positively affective commitment to change and innovative behavior. Fourth, it is also found that acceptance of organizational change mediates partially the relationship between innovation supporting organizational culture and affective commitment to change and acceptance of organizational change mediates completely the relationship between decentralized structure and affective commitment to change. With these findings, it is confirmed that innovation supporting organizational culture and decentralized structure influence positively affective commitment to change and innovative behavior through acceptance of organizational change. Limitations and suggestions were discussed.

• Journal of the Korea Fashion and Costume Design Association
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• v.17 no.3
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• pp.115-133
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• 2015

This study analyzed the effects of fashion companies' organizational types on job satisfaction and organization commitment of fashion designer. As well as this study analyzed the differences the organizational types, job satisfaction and organization commitment by the gender and age of fashion designer. A survey was conducted from January 5 to 30 in 2015, among fashion companies' designer of Seoul metropolitan area. And 238 responses were used in the data analysis. As a result, fashion companies' organizational types was composed of five factors(coordinating leader organization, group creative organization, external innovators' collaborative organization, bureaucratic hierarchy organization, integrative thinking leader organization). Job satisfaction of fashion designer was composed of three factors(work satisfaction, employment satisfaction, relationship satisfaction), and organization commitment was composed of two factors(affective commitment, calculative commitment). The coordinating leader organization and integrative thinking leader organization positively influenced the work satisfaction, but the bureaucratic hierarchy organization negatively influenced the work satisfaction. The coordinating leader organization and group creative organization positively influenced the employment and relationship satisfaction. The group creative organization and external innovators' collaborative organization positively influenced the affective and calculative commitment, but the bureaucratic hierarchy organization negatively influenced the affective commitment. In addition, there were significant differences in the coordinating leader organization, integrative thinking leader organization, employment and relationship satisfaction by the gender. And there were significant differences in the group creative organization, bureaucratic hierarchy organization, affective and calculative commitment by the age.