• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.463-475
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• 1999

This study investigated the relationship between nurses' Career Commitment and Organizational Commitment, and the moderating effect of individual career-related characteristics (age, tenure, position, number of department change, number of hospital change) on the relationship between career commitment and organizational commitment. The sample for this study consisted of 594 nurses from 8 large Korean hospitals. And the factor analysis, Cronbach's alpha, multiple regression analysis and two-way ANOVA were used for the statistical methods. Research was found that (1) career commitment and the two dimensions of organizational commitment(affective and transactional) were validated as distinct concepts for Korean nurses. (2) career commitment showed positive influence on the two dimension of organizational commitment, (3) all individual career-related characteristics did not moderated the effect of career commitment on affective commitment, but (4) number of career department change and of hospital change among career-related characteristics moderated the effect of career commitment on transactional commitment. Theoretical and practical implication of these result were discussed in the conclusion.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.4
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• pp.374-382
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• 2012

Purpose: This study was done to investigate the effects of university hospital nurses' organizational conflict between organizational commitment and labor union commitment, so as to provide data on prevention of conflict with the hospital and to improve work achievement with commitment of two different groups: hospital and labor union commitment. Methods: Data collection was conducted from May 15 to 31, 2011 for nurses registered in the labor union of a university hospital. The collected data were analyzed using t-test, ANOVA, Scheffe test and multiple regression. Results: Organizational commitment of the nurses showed significant differences according to age, position and work experience, and degree of labor union commitment according to academic achievement. The factors affecting labor union commitment were organizational conflict and recognition of need for labor union, which accounted for 19% of the variance. Factors affecting organizational commitment were organizational conflict, recognition of need for labor union, participation in organizational events, and renewal of membership in the union, which accounted for 33% of the variance. Conclusion: The results of this study indicate that there is a need to improve work achievement by minimizing conflict and preventing labor disputes for better organizational commitment and labor union commitment of nurses.

• Journal of the Korean Society of Clothing and Textiles
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• v.39 no.6
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• pp.899-909
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• 2015

TV home shopping maintains annual growth in the midst of harsh competition by numerous fashion retail channels. This study investigated the dimensions of service quality of TV home shopping for fashion products as well as the effect of service quality on relationship commitment and customer loyalty. Questionnaires were distributed to consumers in their 20s to 40s who purchased fashion products via TV home shopping in the past 6 months. A total of 240 questionnaires were put into the analysis. The results are as follows. First, four dimensions of service quality of TV home shopping were found: convenience, economy, entertainment, and information seeking. Relationship commitment had two dimensions of affective commitment and calculative commitment. Second, the service quality of TV home shopping affected customer loyalty through a relationship commitment. The predictors of affective commitment were entertainment, economy, and information seeking; in addition, those of calculative commitment were economy and entertainment. Third, both affective commitment and calculative commitment predicted customer loyalty to TV home shopping. The affective commitment had more predictive power. The findings show that the service quality of TV home shopping did not directly affect customer loyalty, but they had influence through relationship commitment variables. Entertainment and economy were the most powerful predictors among service quality dimensions.

• Journal of the Korea Safety Management & Science
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• v.14 no.2
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• pp.91-101
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• 2012

To decrease employees' job stress in the viewpoint of occupational health is very important to improve the productivity and quality of labor. In this study, the job stress, and it's influence on job commitment and organizational commitment were investigated by the questionnaire survey of 259 industrial workers. As results, the majority of workers were under job stress resulted from job demand, job control, and coworker's support. The work times per a week and night work had significant relationships with job demand, and the maximum negative relationship between the work times per a week and job continuous commitment was found. Job demand had the significant relationship with job affective and normative commitment, and job control had the significant relationship with job normative commitment and organizational affective commitment. Moreover, job affective and normative commitment had the significant relationship with organizational continuous commitment. Finally, it was found that cyclic organic chain was composed of work times per a week, night work, salary, job demand, job control, job affective and normative commitment, and organizational affective and continuous commitment. The results of this study indicates that reducing cyclic organic chain is urgently necessary to increase employees' job satisfaction and company commitment.

• The Research Journal of the Costume Culture
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• v.23 no.4
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• pp.673-685
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• 2015

The purpose of this study was to investigate the relationships between sports commitment, sportswear brand satisfaction, and brand loyalty of female university students in their 20s. Two hundred surveys were distributed to female university students, and 185 responses were used for the final analysis. The SPSS program was used with a reliability test and factor, frequency, path analysis. Based on the literature review, the following five hypotheses were suggested. H1: Cognitive commitment will have a positive effect on the behavioral commitment of sports commitment factors. H2: The behavioral commitment of female university students will have a positive effect on brand satisfaction. H3: Sportswear brand satisfaction will have a positive effect on continuous brand loyalty. H4: Cognitive commitment will have a positive effect on habitual brand loyalty. H5: Continuous brand loyalty will have a positive effect on habitual brand loyalty. The results of this study showed that first, after the factor analysis, there were two factors of sports commitment (behavioral commitment and cognitive commitment). Second, the path analysis results revealed that there were significant relationships between sports commitment factors (cognitive commitment and behavioral commitment), sportswear brand satisfaction, and brand loyalty factors (continuous brand loyalty and habitual brand loyalty). The results revealed that cognitive commitment had a positive relationship with behavioral commitment, which had a positive relationship with sportswear brand satisfaction. Sportswear brand satisfaction had a positive relationship with continuous brand loyalty, which had a positive relationship with habitual brand loyalty. Cognitive commitment also had a positive relationship with habitual brand loyalty.

• Journal of the Korean Dietetic Association
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• v.23 no.4
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• pp.431-452
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• 2017

This study was conducted to investigate the effect dietitians' perceived organizational culture has on organizational commitment at hospital foodservices. A total of 382 dietitians working at general hospitals with 500 beds or more participated in the survey from January 16 to February 8, 2017. The result of perceived organizational culture showed hierarchical culture, rational culture, development culture, and group culture scored to be 5.29, 5.25, 5.15, and 4.97 out of 7, respectively. Differences in the perception of organizational culture and organizational commitment were observed according to the general demographics of subjects, but no significant differences were shown according to the general characteristics of hospitals. For organizational commitment perception, affective commitment (5.14), normative commitment (4.41), and continuance commitment (4.21) were identified. There were differences according to age, work experience at the present job, position, and education level by type of organizational culture. In terms of organizational commitment, there were significant differences in age, work experience at the present job, employment status, and possession of clinical dietitian certificate, position by type of commitment. A positive correlation between dietitians' perceived organizational culture and organizational commitment such as overall organizational commitment, affective commitment, and normative commitment was observed (P<0.01). Group culture, development culture, and hierarchical culture positively affected overall organizational commitment (P<0.001). Development culture, group culture, and hierarchical culture had positive effects on affective commitment, whereas rational culture had a negative influence. Development culture (P<0.05), group culture (P<0.001), and hierarchical culture (P<0.01) positively influenced normative commitment. Results suggest that it is necessary to develop plans for the improvement of rational culture, group culture, and development culture at hospital foodservice organizations.

• Culinary science and hospitality research
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• v.22 no.6
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• pp.120-131
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• 2016

The purpose of this study was to examine the structural relationship between customers' perception of authenticity, justice, customer commitment, and customer behavior in franchise coffee shops. To test the hypotheses of the study, a total of 428 customers in Korea were considered in an empirical analysis using a two-step structural equation model (SEM) approach. In particular, employees' authenticity had relatively great influence on customers' continuous and affective commitment and their justice had greater influence on customers' normative commitment. Also, customers' continuous commitment, normative commitment, and affective commitment significantly influence customer participation behavior, while normative commitment and affective commitment have a significant effect customer citizenship behavior. Research thus far divided justice and authenticity into separate concepts and examined relation with customer commitment or behaviors but the present study put cognitive process of justice and emotional process of authenticity on the same line and evaluated their different influence on customer commitment and behaviors, thereby verifying that not justice perceived by customers induced desirable customer behaviors but authenticity they felt with their heart played a more superior role in customer commitment or behaviors. This means that authentic services rather than justice induce customers' positive behaviors.

• 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.

• Journal of the Korean Society of Clothing and Textiles
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• v.43 no.2
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• pp.167-183
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• 2019

This study examines the dimensions of brand experience and brand commitment within mass cosmetic brand stores that target female high school students and analyzes the effect of multi-dimension brand experience and brand commitment on brand loyalty. A model linking brand experience to brand commitment and loyalty was tested, using structural equation modeling analysis. A total of 175 female high school students completed the online questionnaire. The current study extended the understandings of the construct of brand commitment by adopting a broadened five-component consumer commitment. The results confirmed that developing brand experience in domestic mass cosmetics brand stores influences consumer loyalty through various types of brand commitment. This study can be beneficial for brand managers by providing guidelines on how to establish consumer loyalty affected by brand experience through brand commitment. Especially, brand managers should consider the negative impacts of forced commitment on consumer loyalty despite brand experience within the stores not influencing teenage consumers' forced commitment toward mass cosmetic brands. The importance of habitual commitment in the relationship between brand experience and loyalty was also revealed. The results can provide a realistic blueprint for consumer brand experience and commitment strategy.

• Journal of the Korean Dietetic Association
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• v.2 no.1
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• pp.49-61
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• 1996

For the purpose of disclosing the relationship between job characteristics and satisfaction and organizational commitment for foodservice employees, questionnaire survey was carried out on 427 subjects of 14 general hospitals in Seoul, Korea. Questionnaire items consisted of general characteristics, organizational commitment, job satisfaction and characteristics. Data were analyzed by ANOVA, Duncan's multiple range test and Pearson correlation using SPSS PC package. The results were as follows 1. Mean score of value commitment and commitment to stay were 3.57 and 3.67. 2. There were significant differences between value commitment and age, marital status department, period and management, and between commitment to stay and experience and management. 3. Mean score of job satisfaction was the highest in co-workers(3.37) and work itself (3.37) and followed by in supervision(3.25), wage(2.43) and promotion(2.01). There were significant differences between job satisfaction for work itself and age, educational status and job department and management, between job satisfaction for wage and position, department, period and management, between job satisfaction for supervision and age, educational status and department, between job satisfaction for promotion and age, marital status, position, period, and management, between job satisfaction for co-workers and sex and educational status. 4. Mean score of job characteristics was the highest in dealing with others(4.13) and followed by in feedback(3.51), autonomy(3.29), task identify(3.07), variety(2.71) and friendship(2.47). 5. Job satisfaction for work itself, supervision and co-workers were significantly increased with increasing value commitment. Job satisfaction for work itself, supervision were significantly increased with increasing commitment to stay. Job satisfaction for promotion had negative correlation with organizational commitment in all job position. 6. Value commitment had significantly positive correlations with variety, autonomy, identity, feedback and dealing with others, and significantly negative correlation with friendship. Commitment to stay had significantly positive correlations with dealing with others, and significantly negative correlations with friendship. In all job position organizational commitment had significantly negative correlations with friendship.