• The Journal of Information Systems
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• v.15 no.4
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• pp.23-53
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• 2006

The main purpose of this paper is to setup a integrated model and verify the integrated model for a customer loyalty in the internet shopping environments. The results of a structural equation model (SEM) using AMOS and LISREL include: First, hypothesis that Internet environment characteristics in outside factors has a positive effect on satisfaction, trust and commitment is partially supported. However, mutual communication to satisfaction, community to commitment and open-ubiquity to trust did not reveal a positive effect. Second, hypothesis that Internet showing mall environment has a positive effect on satisfaction is partially supported. However, transaction to commitment and transaction to trust did not reveal a positive effect. Third, hypothesis that relational benefits has a positive effect on both satisfaction and commitment is partially supported. However, confident honest to commitment and economic honest to trust did not reveal a positive effect. Forth, satisfaction trust and commitment have a strong effect upon loyalty. Fifth, satisfaction has a positive effect on trust and commitment. However, trust did not show a positive effect on commitment. Outside factors(Internet environment characteristics, showing mall characteristics, and relational benefit) partially revealed a positive effect on satisfaction trust, and commitment. Mediating variables such as satisfaction, trust, and commitment again have positive effect on loyalty. But, the relationship for trust to commitment did not reveal the significant effect in this study while other studies revealed significant effect.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.9
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• pp.339-350
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• 2022

The purpose of the study is to determine how organizational culture affects employees' organizational commitment in Vietnamese clothing enterprises. Quantitative research through a questionnaire survey was applied in this research. A Survey of employees of Vietnamese garment companies in Hanoi was conducted from May 2021 to August 2021. The questionnaire was built from reference to previous studies and transferred to Google form. 315 returned questionnaires were usable. The statistical software SPSS 20.0 was used to test the reliability of the scale (Cronbach alpha), exploratory factor analysis (EFA), and regression analysis. The Organizational culture is constructed by 8 components including Organizational Communication, Training and development, Reward and Recognition, Teamwork orientation, Decision-making, Innovation and risk-taking, Direction and future planning, and Leader behavior. Organizational commitment is constructed by 3 components such as affective commitment, continuance commitment and normative commitment. Findings show that organizational culture has a strong impact on organizational commitment in Vietnamese garment companies. Research provides recommendations on developing a good organizational culture through forming suitable leadership, effective organizational communication, training and development, reward and recognition, and a clear direction and future planning to enhance employee commitment to the organization and increase the garment company's performance in the future.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.438-444
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• 2016

Previous findings on Social Loafing indicated that Social Loafing explained the organizational commitment, that the lower level of Social Loafing they had, the higher performance they would have, and that it is a useful index for effectiveness of the organization. This study explored the Police Organizational culture & Organizational Commitment on Social Loafing. The Police officers' Police Officer's Organizational culture & Organizational Commitment and Social Loafing has been measured, and then how Organizational culture & Organizational Commitment affects Police Officer's Social Loafing has been examined. The study results may be used as a theoretical basis to assert the need of Organizational culture & Organizational Commitment to decrease the Police Officer's Social Loafing. Independent variable is Police Officer's Social Loafing and Dependent variable is comprises 2 categories; Police Organizational culture(The group culture, The hierarchical culture, The developmental culture, The rational culture), & the Organizational Commitment(Affective Commitment, Continuance Commitment, Normative Commitment). The result of analysis showed that The group culture & Normative Commitment influenced in Social Loafing(positive), and The Rational culture, Affective Commitment, & Continuance Commitment in Social Loafing(negative).

• Journal of the Korean Society of Food Culture
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• v.24 no.6
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• pp.739-748
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• 2009

The aim of this study was to better understand the factors of the mentoring function in the foodservice industry that improve the organizational commitment of subordinates, and to asses the roles that trust towards supervisors play in the relationship between the mentoring and organizational commitment. A survey was of subordinates who were conducting the mentoring in foodservice companies (hotels, family restaurants) located in Seoul and Gyeonggi area was conducted from May 1 to May 30, 2008. The questionnaires were distributed to 400 employees in 50 restaurants and, 341 of them were received and a total of 320 were finally analyzed. The results were as follows. First, the effect of mentoring functions on the organizational commitment of subordinates indicated that the career developing function and psychosocial function had a significant positive effect on the emotional commitment and normative commitment (p<.01), and the career developing function, psychosocial function and role modeling function had a significant positive effect on the enduring commitment (p<.01). Second, the mediating roles of supervisory trust in the relationship between mentoring functions and organizational commitment of subordinates indicated that supervisory trust mediated the relationship between the career developing function of the mentoring functions, and enduring commitment and normative commitment in addition, it met the mediating requirements in terms of the relationship between the role modeling function, and the emotional commitment, enduring commitment and normative commitment. Consequently, the high career developing function, psychosocial function and role modeling function in mentoring raised the level of organizational commitment;thus, the mentoring system should used as on of the mentoring functions in the foodservice industry and mentoring functions should be also established.

• Journal of the Korean Home Economics Association
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• v.34 no.4
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• pp.393-402
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• 1996

The present study examines the role of commitment in dating relationships. Using 354 university students, the data show that commitment is positively related to premarital sexual behavior, especially for highly experienced females. The development of dating relations is significantly related to the level of commitment for both males and females and the differences between groups are more obvious for female students. Commitment increases as duration of dating relations increases. While females generally show higher commitment at more advanced dating relationships than males, males indicate higher commitment at beginning stages than females. The implications of these findings are dicussed.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.2
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• pp.171-181
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• 2003

Purpose : The purpose of this study investigated the relationship between nurses' organizational commitment and their demographic characteristics. Method : The sample for this study consisted 356 nurses from 6 hospital at Seoul and Kyung Gi province, in Korea The Organizational Commitment Questionnaire developed by Mowday was used. The Pearson correlation coefficient, Tukey's Studentized Range Test were used for the statistical analysis by SAS program. Result : The Study was found that 1) The mean of nurses' Organizational Commitment was 3.01. 2) The Organizational Commitment was positive correlation with age, career and position of the whole nurses, but it was different from each hospital. 3) There was significant positive correlations among nurses' age, career, position and organizational commitment of nurses. 4) But the correlations between nurses' organizational commitment and religion, marrital status, nurses' age, career, position were different from each hospital. Conclusion : Therefore before each hospital want to improve it's own nurses' organizational commitment, hospital managers have to find factors which influence to the nurses' organizational commitment directly, indirectly.

• The Korean Journal of Health Service Management
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• v.5 no.1
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• pp.101-110
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• 2011

This study was designed to identify organizational commitment and influencing factors in clinical nurses. A cross-sectional design was conducted with a sample of 322 clinical nurses randomly selected from university hospital in Korea. The tools used for this study were scales measuring organizational commitment(15 items), job satisfaction(41 items). The data were analyzed using SPSS 12.0 employing pearson correlation coefficients and multiple regression analysis. The mean score for organizational commitment in clinical nurses was 3.77 points. Factors influencing organizational commitment in clinical nurses were identified as job satisfaction(${\beta}$=.388), belief presence level(${\beta}$=.206). These factors explained 13.4% of organizational commitment reported by clinical nurses. The results indicate which factors are major factors influencing organizational commitment in clinical nurses. Therefore, these factors may serve as predictors of organizational commitment in clinical nurses.

• Journal of Preventive Medicine and Public Health
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• v.46 no.sup1
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• pp.35-42
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• 2013

A commitment to physical activity is necessary for personal health, and is a primary goal of physical activity practitioners. Effective practitioners rely on theory and research as a guide to best practices. Thus, sound theory, which is both practical and parsimonious, is a key to effective practice. The purpose of this paper is to review the literature in search of such a theory - one that applies to and explains commitment to physical activity in the form of sport and exercise for youths and adults. The Sport Commitment Model has been commonly used to study commitment to sport and has more recently been applied to the exercise context. In this paper, research using the Sport Commitment Model is reviewed relative to its utility in both the sport and exercise contexts. Through this process, the relevance of the Investment Model for study of physical activity commitment emerged, and a more parsimonious framework for studying of commitment to physical activity is suggested. Lastly, links between the models of commitment and individuals' participation motives in physical activity are suggested and practical implications forwarded.

• The Journal of Korea Institute of Information, Electronics, and Communication Technology
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• v.11 no.6
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• pp.711-717
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• 2018

The purpose of this study is to identify the relationship between psychological wellbeing of social welfare facility workers and their organizational commitment. The subjects of this study were 230 social welfare facility workers in OO city, Gyeongsangbuk-do, Korea. Analysis was conducted using the SPSS program, including frequency analysis, reliability analysis and correlation analysis, and regression analysis on the causal relationship between variables. The results of the study showed that the psychological wellbeing of social welfare facility workers had a meaningful effect on their emotional commitment, continuous commitment and normative commitment. These results confirmed that the higher the psychological wellbeing of social welfare facility workers, the higher the sub-factors of organizational commitment, such as emotional, continuous, normative commitment, resulting in positive effects on the achievement of goals and values that are pursued by the welfare facilities. This study aims to become foundational data for the improvement of working conditions to improve psychological wellbeing of social welfare facility workers to increase organizational commitment.

• SUVANNABHUMI
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• v.13 no.1
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• pp.65-87
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• 2021

This study attempted to investigate the effects of collectivism as an individual cultural value and leadership practices on employees' organizational commitment of six commercial banks in Vietnam. The study used collectivism and the implementation of five leadership practices as the independent variables, the three components of organizational commitment as the dependent variables and employees' personal factors served as controlling variables. The study utilized a quantitative method of research with questionnaires as the main data collection instrument. The findings of the study have revealed that the individual cultural value of collectivism positively, but to a marginal degree, affected the level of employees' organizational commitment. Among five leadership practices, only the implementation of encourage the heart, positively, but to a marginal degree, influenced employees' affective and normative commitment. The leadership practice of challenge the process had a negative impact on the employees' affective commitment. The personal factors of employees did not have an impact on organizational commitment. The findings and conclusions of this study may be used by the leaders to create the favorable working environment, improve the relationship between leaders and followers and to increase organizational commitment.