• 간호행정학회지
• /
• 제14권4호
• /
• pp.458-466
• /
• 2008

Purpose: The purpose of this study was to identify the effects of perceived organizational support on organizational commitment and career commitment of nurses. Method: The subjects of this study were 336 nurses who were working in the 6 hospitals. The data were collected by structured questionnaire from Oct. 9 to Nov. 7 of 2006. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffe test, Pearson correlation coefficients, and multiple regression. Results: The mean score of POS was 2.87, organizational commitment was 3.30 and career commitment was 3.08. The POS was positively correlated with organizational commitment and career commitment. The POS and marital status explained 21.3% of the variance for affective commitment, 12.1% of the variance of continuous commitment. The POS and career explained 14.8% of the variance for career commitment. Conclusion: The findings showed that POS was important factor for enhancing organizational commitment and career commitment of clinical nurses. Therefore, the nurse manager must establish the strategies to improve the POS of the nurses in order to promote the organizational commitment and career commitment.

• 유통과학연구
• /
• 제15권2호
• /
• pp.91-100
• /
• 2017

Purpose - Domestic franchise market has been grown steadily, reaching 50 trillion won in sales and 3,360 franchise headquarters in 2014. A franchise system is an effective business system for the franchisees to lower the failure rate due to the fact that the inexperienced entrepreneurs are supported by their headquarters through the franchisee contract. However, there are also conflicts between franchiser and franchisee behind the quantitative growth of domestic franchise industry. Therefore, it is very important to structure the causes of conflicts and to examine the effect of factors on the relationship commitment and performances. Research design, data, and methodology - In this study, the author divides the composite incompatibility between the franchise and the franchisee into goal incongruity, domain dissensus, and perceptual differences, and examines each dimension to the relationship with commitment and performances. To verify the proposed research model and test hypotheses, the author selected 200 franchise responses in food and beverage industry. The data were analyzed using SPSS 18.0 and AMOS structural equation modeling program. Results - The empirical findings provide goal incongruity and perceptual differences have a negative effect on the affective commitment, but not the calculative commitment. In addition, affective commitment and calculative commitment are found to have a positive effect on re-contractual intention and extended brand shop running intention, respectively. Affective commitment have a stronger effect on re-contractual intention than calculative commitment. Conclusions - First of all, the fact that goal incongruity and perceptual differences negatively affect the affective commitment, but it does not affect the calculative commitment. It means the relationship commitment in distribution channel are multi-dimensional concept that may be attributed to emotional or affective dimensions but may exist in terms of necessity or power-dependence. Second, the level of relationship commitment such as affective and calculative commitment to franchise headquarters positively affects the re-contractual intention and franchiser's extend brand shop running intention suggest that franchiser should encourage and support existing franchisee's commitment. Third, the fact that affective commitment has a greater effect on relationship performance than calculative commitment means to induce franchisee's affective commitment and to prevent the inconsistency between goals and perceptual differences.

• 한국유통학회지:유통연구
• /
• 제5권2호
• /
• pp.1-19
• /
• 2001

This study investigates "commitment" , which is the crucial variable in the study of relationship marketing, because I pay attention to the importance of relationship marketing toward consumers in virtual environment. This dissertation whose main issue is about virtual environment focuses on "commitment" from two perspectives. One is customers′ relationship commitment toward enterprises or corporations through internet sites and the other is relationship commitment between customers. The main purpose is to verify antecedents and consequents which influence relationship commitment toward internet sites (corporations or enterprises) and between customers. The hypotheses are that (1) share values and relationship benefit from internet sites affect relationship commitment toward internet sites (2) share values and interactions between customers affect relationship commitment between customers (3) interactions with relationship commitments toward internet sites and between customers exist (4) these relationship commitments affect future intentions. The subjects are university students who I think get used to using internet. The results indicate that (1) antecedents of relationship commitment toward internet sites and between customers are significantly influential (2) relationship commitment toward internet sites influences relationship commitment between customers, but the effect of relationship commitment between customers on relationship commitment toward internet sites is not significant (3) relationship commitment between customers influences future intentions, but the effect of relationship commitment toward internet sites on future intentions is not significant.

• 디지털융복합연구
• /
• 제10권3호
• /
• pp.39-49
• /
• 2012

본 연구는 SPA(Speciality store retailer of Private label Apparel)브랜드의 특징인 지각된 가격과 VMD 적합성이 다차원적인 몰입 즉, 감정적 몰입, 계산적 몰입, 행동적 몰입에 미치는 영향에 대해서 분석하였다. SPSS 18.0과 AMOS 18.0을 이용하여 구조방정식 모형 분석을 실시한 결과, 지각된 가격은 감정적 몰입, 행동적 몰입, 계산적 몰입에 유의적인 영향이 있고, VMD 적합성은 감정적 몰입에만 유의적인 영향이 있는 것으로 나타났다. 감정적 몰입과 계산적 몰입은 행동적 몰입에 유의적인 영향을 주는 것으로 나타났다. 본 연구는 지각된 가격과 VMD 적합성이 SPA 브랜드의 소비자와 판매자간의 관계지속에 중요한 요인임을 실증적으로 밝힘으로서, 향후 SPA 브랜드의 가격정책과 마케팅 전략을 수립하는데 지침을 제공해주었다는 실무적인 의의가 있다.

• 한국과학교육학회지
• /
• 제33권4호
• /
• pp.863-879
• /
• 2013

The purpose of this study was to analyze task commitment types of science learning in high school students' biology classification. Thirty students were selected as the representatives of five task commitment types according to task commitment type inventory scores. They participated in think-aloud biology classification task. To analyze the procedural characteristics of task commitment, a coding scheme and think-aloud task were developed. Characteristics of respective task commitment types were identified from the result of the think-aloud protocol coding analysis. They are TGC(task goal commitment) type, LGC(low goal commitment) type, CC(conditional commitment) type, SC(suspended commitment) type, and DC(delayed commitment) type. Findings gained from this study are expected to serve as the foundation of task commitment enhancement strategies and as the information on the characteristics of each task commitment type. Also, future studies are required to investigate the commitment-related properties not only in biology classification but also in other science learning situations.

• 한국직업건강간호학회지
• /
• 제7권1호
• /
• pp.65-82
• /
• 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.

• 산경연구논집
• /
• 제11권4호
• /
• pp.19-30
• /
• 2020

Purpose: The purpose of this study examines the mediating effect of clan leadership in the relationship between hierarchy culture and organizational commitment. Most previous research focused on the relationship between organizational culture and organizational performance or organizational culture and job satisfaction. There are few empirical studies that focus on organizational commitment data because it is difficult to collect in many cases of export-driven small and medium sized enterprises. However, this research measures affective commitment, continuance commitment, and normative commitment differently than previous research, which is mostly focused on the hierarchy culture, clan leadership, and organizational commitment measurements. Research design, data, methodology: Conceptual research model is based on the studies of Cameron and Quinn (2011), and Gungor and Sahin (2018). The model is designed with three constructs such as hierarchy culture, organizational commitment, and clan leadership. The monitor culture and coordinator culture are as proxy for the hierarchy culture. The affective commitment, continuance commitment, and normative commitment are as proxy for the organizational commitment. And also the facilitator leadership and mentor leadership are as proxy for the clan leadership. Based on three hundred cases such as export-driven small and medium sized enterprises (SMEs), this study verify the hypothesis. Hypothesis was analyzed with the structural equation modeling. Results: In case of export-driven small and medium sized enterprises (SMEs), clan leadership acts as a mediator in the relationship between hierarchy culture and organizational commitment. In case of export-driven small and medium sized enterprises (SMEs) with high organizational commitment, clan leadership acts as a mediator in the relationship between hierarchy culture and organizational commitment. In case of export-driven small and medium sized enterprises (SMEs) with low organizational commitment, clan leadership did not act as a mediator in the relationship between hierarchy culture and organizational commitment. Conclusions: By controlling for the mediating effect of clan culture, this study have improved the academic contributions as well as policy and practical implications through empirical study of clan leadership that affect organizational commitment in the fields of hierarchy culture. In addition, this study means that the mediating effects on the variables of clan leadership were examined.

• 간호행정학회지
• /
• 제13권3호
• /
• pp.335-344
• /
• 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.

• 가정과삶의질연구
• /
• 제10권2호
• /
• pp.231-243
• /
• 1992

The purposed of this study is to examine the general tendency of the degree of marital commitment and its relationship with marital satisfaction by comparison level , and to find out the factors which affect the marital commitment. For these purposed, a questionnaire was consisted of 35 items, of which 22 questions are for marital satisfaction and 13 questions for the degree of marital commitment(3 of instrumental commitment, 4 for moral commitment , 6 for affective commitment) The analytical methods adopted in this study were frequency, t-test, oneway-ANOVA, Duncan test, and Multiple Regression Analysis. The major findings of this study are follows; 1)The degree of marital commitment is high as a whole. 2)Marital satisfaction affects on the degree of marital commitment significantly. The more Marital satisfaction, the more the degree of marital commitment. 3) The degree of marital commitment is affected by the variables such as age the number of children. husband' job, wives' employment, and marriage type. 4) The factors which ha a especially strong relationships with marital commitment are marital satisfaction husbands' job, and the number of children.

• 한국사회복지학
• /
• 제64권3호
• /
• pp.101-126
• /
• 2012

본 연구의 목적은 개인-직무부합이 조직일탈행동에 영향을 미치는 과정과 이러한 과정에서 직무만족과 조직몰입(정서몰입과 근속몰입)의 매개효과를 규명하는 데 있다. 본 연구를 위해 사회복지조직에 재직하고 있는 일반직원 533명을 대상으로 설문조사를 실시하였다. 분석결과, 개인-직무부합은 직무만족, 정서몰입, 근속몰입에 정적 영향을 직접 미치는 것으로 나타났으며, 직무만족도 정서몰입과 근속몰입에 정적 영향을 직접 주는 것으로 밝혀졌다. 또한 직무만족과 정서몰입은 조직일탈행동에 부적영향을 직접 주며, 이들 중 조직일탈행동에 미치는 영향은 직무만족이 상대적으로 좀 더 강한 것으로 나타났다. 그리고 개인-직무부합이 정서몰입과 근속몰입에 미치는 과정에서 직무만족은 부분매개 역할을 하였고, 직무만족이 조직일탈행동에 미치는 과정에서 정서몰입은 부분매개 역할을 하는 것으로 밝혀졌다. 즉, 개인-직무부합은 직무만족과 정서몰입을 통해 조직일탈행동에 간접적인 영향을 미치는 것으로 밝혀졌다. 마지막으로 이 연구에서의 결과를 토대로 연구의 시사점과 추후 연구과제에 대해 논의하였다.