The purpose of this study was to examine the job satisfaction of foodservice managers at schools in Jeju, Korea, according to the organizational culture and commitment of the school foodservice and administrative departments. The subjects included 144 (98.6%) dieticians from Jeju schools. The data were analyzed by descriptive analysis, reliability analysis, factor analysis, ttests, ANOVA, and Pearson's correlation coefficients, using the SPSS Win 12.0 program. In terms of organizational culture, the dieticians perceived the 'human relations model' and 'internal process model' as the strongest types for the school foodservice departments and administrative departments, respectively. However, for both types, a gap existed between the organizational culture that was perceived and that which was expected. In particular, the subjects expected that the 'human relations model' and 'open systems model' were the most important organizational culture types. In terms of the subjects' organizational commitment scores, loyalty and pride scored highest whereas unity scored lowest. For the level of job satisfaction, the performed work itself scored highest and was deemed most important. Additionally, organizational culture was positively correlated to the factors affecting organizational commitment and job satisfaction. Finally, the surveyed managers had high demands for a human relations-oriented organizational culture to enhance job satisfaction.

Since IMF system was introduced once, downsizing has been usual phenomenon in business sphere. Downsizing influences the unemployed, and also the survivors such as in job stress, communication bias, lower organizational commitment and so on. This paper reviewed the relationship between organizational commitment and service quality, and the moderating effect of sex in hotel. Based on the responses from 494 hotel employees, the results of multiple regressional analysis showed that affective OC and normative OC have affirmative effects on service quality. The results of moderating analysis showed that continuance OC has an affirmative interactive-effect on responsiveness, assurance, and empathy with gender, and affective OC an negative interactive-effect on assurance.

EWMA관리도는 SPC 기술 중 가피원인을 탐지하는 기술이 최근품질특성에 가중치가 주어져 미래를 예측하는 능력이 우수하다. EWMA관리도와 EPC의 통합은 연속공정산업에서 성공적으로 사용되고 있다고 널리 인식되어 있다. 그러나, 이산적인 부품 제조공정의 탐지와 연속 생산공정 산업과 그중에서도 제조공정 산업에서의 이들 기법을 적용하기 위해서는 샘플링비율, 고장감지, 실시간 보정과 공정통제에 관한 연구가 필요하다. 본 연구에서는 SPC와 EPC의 차이를 비교분석하고, 제조공정 산업에서 EWMA와 EPC를 성공적으로 통합하여 제품품질특성에 적용하여 변동을 감소시키는 사례연구를 제시하고자 한다.

This research is to examine the structural relationships between transformational/transactional leadership, empowerment, relationship quality, and organizational commitment in Chinese restaurant context. In order to empirically investigate the proposed model, the data were collected from 188 respondents randomly selected from among the managers who work in 188 Chinese restaurants in Seoul and Kyonggi-do, which registered in Korean Food Central Association, korean foodservice management Association, Menupan.com We choose to limit our investigation to luxury Chinese restaurants where the average check is above 12,000 won. The survey was executed during two-week period in the autumn of 2004. The findings and discussion are as follows: First, intellectual stimulus behavior of transformational leadership had a positive effect on empowerment. Second, contingent reward leadership had a positive effect on empowerment. Third, empowerment had a positive effect on affective organizational commitment. Fourth, empower had a negative effect on continuous organizational commitment. Fifth, intellectural stimulus behavior of transformation leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. Finally, contingent reward leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. At the end of this paper, managerial implications, discussions, and limitations and future research directions are presented.

The objective of this study was to investigate the effects of personal and job characteristics on the organizational commitment and job satisfaction of dietitians employed in different foodservice settings. The subjects were dietitians(n=830) employed by schools, hospitals, and industries in Daegu Gyeongbuk area. A questionnaire was used to determine personal and job characteristics, commitment and satisfaction. Organizational commitment scores were the highest for hospital dietitians, and the lowest for industry dietitians (p<0.05). Industry dietitians felt significantly less loyal to their organizations than did the other dietitians(p<0.05). School and hospital dietitians were significantly more likely to say they cared about the fate of their organizations and thought their organizations were the best to work for. Age, education, length of employment, and wages were positively associated with hospital dietitians' commitment(p<0.05). For all dietitians, the fewer the work hours, the higher the commitment(p<0.05). When asked to rate their satisfaction with various aspects of their jobs, dietitians expressed the most satisfaction with co-workers, and the least satisfaction with promotion opportunities. School dietitians were significantly less satisfied with pay and promotion than were the other dietitians. Organizational commitment was associated with wages(0.05), autonomy(0.08), feedback(0.16), dealings with others(0.07), and task identity(0.09). Job satisfaction was affected by educational level(-0.13), wages(0.10), autonomy(0.18), friendship opportunities(0.14), feedback(0.16), task identity(-0.11) and organizational commitment(0.40) (Lisrel program).

본 연구는 중국에 진출해 있는 우리 기업의 현지 채용 근로자들의 조직몰입에 초점을 맞추고 있다. 중국에 대한 우리 기업들의 진출이 본격화된 지 상당한 기간이 지난 현재의 상황에서, 이들 기업들이 당면하고 있는 가장 시급한 문제 중의 하나가 현지 채용 근로자들에 대한 효율적인 경영관리를 통해 이들의 조직몰입을 제고하는 것이기 때문이다. 따라서 본 연구는 중국 현지에서 우리 기업에 채용된 중국 근로자들을 대상으로 조직몰입이 개인 수준에서의 조직성과로서 직무만족 및 업무성과에 어떠한 영향을 미치는지를 살펴보고, 조직몰입이 제고를 통해 개인 수준의 조직성과를 제고하기 위해서는 어떠한 선행변수들의 관리가 중요한지를 파악해 보고자 하였다. 이를 위해 본 연구에서는 천진, 북경, 청도, 상해, 심양 등 5개 지역에 진출해 있는 40개 기업 1047명의 현지 채용 근로자들을 대상으로 설문조사를 실시하였고, 이를 연구의 분석자료로 활용하였다. 연구결과, 근로자의 직무만족 및 업무성과를 제고하기 위해서는 거래적 조직몰입보다는 감정적 조직몰입의 제고를 위해 주력해야 함을 알 수 있었다. 또한 중국 현지 근로자들의 감정적 조직몰입은 다양한 인구통계적 변수, 경력관련 변수, 경영관리방식 등에 의해 영향을 받고 있음을 알 수 있었다.

본 연구는 한국제조업의 해외투자가 집중되어 있는 중국과 인도네시아에 진출한 한국자회사와 한국본사 생산직 종업원간의 조직몰입도(Organizational Commitment)를 비교 분석하었다. 조직몰입도는 크게 감정적 몰입(Affective Commitment)과 계산적 몰입(Continuance Commitment) 두차원으로 나눠 비교 분석하였다. 806명의 생산직 근로자들의 조직몰입도는 세 국가별로 크게 차이가 나는 것으로 나타났다. 일반적으로 기존연구에서는 본사근로자들의 조직몰입도가 해외자회사의 몰입도보다 높을 것으로 인식하고 있다. 그러나 본 연구 결과에 의하면 감정적 몰입 차원에서는 중국 근로자와 인도네시아 근로자들이 한국 본사근로자에 비해 매우 높게 나타났다. 그러나 계산적 몰입차원에시는 인도네시아 및 한국근로자들에 비해 중국 근로자들이 현저하게 낮은 것으로 분석되었다. 아울러 본 연구에서는 조직몰입도에 영향을 끼치는 선행변수와의 관계를 살펴보았다. 선행변수로는 나이, 근무년수 등의 개인적 변수, 직무특성변수, 공식화 및 집중화 등의 조직특성변수, 그리고 국가변수들이 사용되었다. 분석결과 감정적 몰입도에 영향을 끼치는 변수로 국가변수, 공식화, 기술다양성 등이 유의하게 나타났고, 계산적 몰입도는 국가변수, 공식화, 집중화 및 직무자율성 등이 유의한 상관관계를 보였다.

목적: 본 연구는 필라테스 운동 시 지도자의 피드백 유형이 운동참여자의 운동몰입 및 만족도에 미치는 영향을 알아보고 참여자들이 운동을 지속하기 위한 도움이 되는 기초자료를 제공하고자 한다. 방법: 2022년 수도권을 중 심으로 필라테스를 하고 있는 성인 302명을 대상으로 설문을 진행하여 자료를 수집하였으며, 수집된 자료는 Jamovi 2.2를 사용하여 빈도분석, 탐색적 요인분석, Cronbach’ α 계수, Pearson’s 상관분석과 다중회귀분석을 이 용해 분석을 실시하였다. 결과: 운동참여자의 운동몰입에 대한 하위요인 중 인지몰입에는 지도자의 피드백 유형 의 하위요인인 수행지식 피드백, 긍정일반 피드백, 긍정적비언어 피드백이 영향을 미쳤으며, 행위몰입에는 긍정일 반 피드백, 긍정적비언어 피드백, 부정적비언어 피드백이 영향을 미쳤다. 운동참여자의 만족도에 대한 하위요인인 지도자행동만족, 운동능력만족, 운동환경만족 모두 수행지식 피드백, 긍정일반 피드백, 긍정적비언어 피드백이 영 향을 미치는 것으로 나타났다. 결론: 지도자의 피드백 유형은 운동몰입과 만족도에 유의미한 영향을 미치는 것으 로 나타났다. 운동참여자들의 필라테스 참여의 지속을 위하여 필라테스 지도자는 긍정적인 분위기를 바탕으로 상 황에 맞는 피드백의 활용을 통하여 참여자의 운동몰입과 만족도를 높일 수 있어야 한다.

목적: 본 연구는 중학생이 지각한 자율성지지와 운동전념의 관계, 자율성지지와 기본적 심리욕구만족의 관계에서 회복탄력성의 매개효과를 검증하기 위한 목적으로 진행되었다. 방법: 본 연구는 총 299명(여학생: 153명)의 중학 생이 참여하였다. 참여자의 개인적 특성, 자율성지지, 회복탄력성, 운동전념, 기본적 심리욕구만족을 설문지를 활 용하여 측정하였다. 모형의 검증 및 분석은 SPSS(version 25)와 Hayes의 PROCESS macro model 4를 사용하였 다. 결과: 연구 결과에 따르면, 첫째, 회복탄력성은 자율성지지와 운동전념의 관계에서 유의한 부분매개효과가 있 는 것으로 나타났다. 둘째, 회복탄력성은 자율성지지와 기본적 심리욕구만족의 관계에서 유의한 부분매개효과가 있는 것으로 나타났다. 결론: 본 연구의 결과를 통해 학교스포츠클럽 강사 및 체육 교사들에게 학교스포츠클럽 운영에 있어 자율성지지 및 회복탄력성의 중요성을 인식시키고, 학교스포츠클럽의 장기적인 활성화를 위한 스포 츠 강사의 동기부여적 교습법 개발 및 전문성 함양을 위한 지속적인 지원과 근거 기반의 확대가 수반되어야 할 것이다.

목적: 본 연구는 대학 운동선수들이 코로나19 상황에서 경험하는 스트레스를 관리할 수 있도록 수용-전념훈련 (ACT) 프로그램을 적용하는 것이다. 이를 통해 심리적 유연성을 확장하여 효율적인 스트레스 관리 및 상황별 스포츠 대처능력을 제공함으로써 보다 나은 선수들의 삶의 방향을 제시하고자 한다. 방법: 스트레스 관리를 위한 훈련프로그램은 코로나19에 대한 운동선수 스트레스를 파악한 후 수용-전념훈련의 핵심 기제 6가지를 적용하여 구성하였다. 프로그램은 대학선수 6명에게 총 10회기, 주 2회 60분씩 ZOOM을 이용한 비대면 온라인 방식으로 진행하였다. 프로그램의 효과는 양적 평가로 한국판 지각된 스트레스 척도, 스포츠 대처척도를, 질적 평가로 상담 학 연구방법 중 현상학적 연구절차를 따라 활동지와 녹화를 통해 분석하였다. 결과: ACT 프로그램의 효과에 대 한 질적분석 결과에서는 의미 있는 진술 17개, 하위구성요소 7개를 토대로 선수들이 코로나19에 대한 훈련 및 일상에서 자신의 스트레스를 파악하고, 스트레스에 대한 반응과 인식이 변화하였으며, ACT의 긍정적 경험과 의미라는 3개의 구성요소로 범주화되었다. 양적분석결과 스포츠 대처에서 유의미한 차이가 나타났고, 세부요인에서는 문제 중심적 대처에서 통계적으로 유의미한 차이가 나타났다. 한국판 지각된 스트레스 척도에서는 스트레스 지각 점수가 감소된 것으로 나타났다. 결론: ACT 프로그램이 운동선수의 코로나19 스트레스 관리를 위한 적절한 심리 훈련으로 검증되었다. 또한, 비대면 온라인 방식을 적용한 스포츠 심리훈련의 첫 시도라는 점에서 의의가 있다.

This study aims to test the influence of employee competency and career management on career commitment in Indonesia. The study uses the cross-sectional data of regional government employees collected from February to April 2020. Regression and structural equation modeling are employed. The results base on the effect of employee competency and career management on career commitment in Indonesia are in line with the existing theory (i.e., Bandura’s Career Theory). Employee competency has a significant positive influence on career management and career commitment, which shows that regional government employees with high competency generate effective career management, and in turn career commitment increased. Regional governments with their career management program should formulate human resources management practice policy (e.g., career support, training, career development program, and orientation programs) in order to increase their competency. The positive effect of employee competency on career management is because of the effective training and career development program. The positive influence of career management on career commitment is due to the regional government providing an attractive career program, thus, employees’ career commitment improved. The positive influence of employee competency on career commitment via career management is implemented by regional government support to improve the career management program.

This study’s purpose was to empirically research the effect of brand image and brand love on brand commitment, and positive word of mouth. We analyzed research data from 267 customers at electronics stores in Ho Chi Minh City, Vietnam. The convenient sampling method was used to collect the research sample. The measurement applied a 5-point Likert scale classifying from 1= completely disagree and 5= completely agree. Based on previous studies, the research model was recommended. The Partial Least Squares method was done to examine the measurement model and the structural model. We had estimated the reliability of the scales through Cronbach’s alpha and composite reliability. Besides, we had assessed discriminant validity through the Fornell-Larcker standard. The outcome of the study illustrated that brand image had a significantly positive influence on brand love. Besides, the results of the research declared that brand image was positively related to brand commitment. The results also revealed that brand image was positively linked to positive word of mouth. Likewise, the findings of the study disclosed that brand love had a positive impact on brand commitment and positive word of mouth. Additionally, the results of the research confirmed that brand commitment was positively linked to word of mouth.

This study provides an understanding of the role of job satisfaction as a mediator of compensation and workplace environments for the organizational commitment of employees in the public sector. This study used a structural model using path analysis. The population and sample in this study were all employees at the Population and Civil Registry Office of one of the districts in Indonesia. The sampling technique used was total sampling, due to the considerably smaller amount of the sample size. This study found that compensation and workplace environment could explain job satisfaction variables with a 93.8% confidence level and simultaneously compensation, workplace environment, and job satisfaction that could explain organizational commitment with a variable of 97.4%. This findings also shows that the manifest bonus variable on the latent compensation variable is one of the main indicators that needs to improve to increase job satisfaction and organizational commitment. One of the important things which needs to be done is to increase compensation. The first thing which needs to be done is to increase the bonus. Furthermore, to improve the quality of the workplace environment, facilities, and infrastructure such as stable internet connections, computer specifications are the important criteria that must be met.

This study aims to develop a research framework to investigate the factors affecting organizational commitment among employees who are working in Foreign Direct Investment (FDI) enterprises in Vietnam. The authors designed an online survey distributed to employees in FDI enterprises, collecting the data from 312 employees. All scales in this study are adopted from previous studies; tools employed include Cronbach’s Alpha, Exploratory Factor Analysis, and Confirmatory Factor Analysis (CFA) to examine the internal consistency, reliability, dimensionality, and validity of each variable. Then, the structural equation modelling (SEM) was utilized in order to estimate path correlations between variables. Results indicate that the leadership style has the strongest effect on organizational commitment, followed by job satisfaction and working performance. Moreover, working performance and job satisfaction are also influenced by leadership style. However, there is no statistical evidence to show that job satisfaction has an impact on working performance. In addition, bootstrapping method is used to show the indirect effect of variables; results reveal that leadership style, though, does not have indirect effect on working performance via job satisfaction, but it indirectly affects organizational commitment throughout working performance. In other words, the study finds that working performance mediates the link between leadership style and organizational commitment.

Recognizing the vital role of employees in achieving optimal performance and sustainable competitive advantage as expected, organizations need to facilitate high support for employees, implement appropriate leadership styles, and increase affective commitment within the organization. Therefore, the objective of this study is to analyze and explore: (1) the effect of perceived organizational support (POS) on employee performance and affective commitment; (2) the effect of transformational leadership on employee performance and affective commitment; and (3) the effect of affective commitment on employee performance. The covered population in this study were all employees (including managers, supervisors, and functional staff) who worked in the stone milling companies in Central Java, Indonesia. Data obtained in this study were processed statistically employing structural equation modeling (SEM) with the SmartPLS 3 software package. Based on the data analysis results on 103 respondents, this study concluded that POS had a significant effect on affective commitment and employee performance as well as transformational leadership on affective commitment and employee performance. Furthermore, affective commitment also had a significant effect on employee performance. Thus, the results of this study, theoretically and practically, can be used by all parties concerned to improve employee performance and maintain a sustainable competitive advantage.

This study aims to explore a new approach of relationship assessment by partially employing attitudinal commitment to measure the influence on perception of cooperation within the Vietnamese rice supply chains, which begins from commercial enterprises up to the retailers in the Vietnamese market. The quantitative research is first built around the measurement instruments for the constructs of relationship quality (RQ) and its dimensions; next, a questionnaire is designed; finally, we deal with sample issues and analyze the data to answer the research questions. The truncated sampling technique and Likert-scale survey is a suitable method for analyzing Vietnamese rice retailers and data collection. The preliminary test was conducted using SPSS Statistics; the main test was, then, carried out to evaluate the proposed model and test the hypotheses. Appropriately, the results point to a significant influence of attitudinal factors on trust and satisfaction. In addition, with the involvement of perceived trust and satisfaction, that combination showed the mediating effect between the attitudinal factors and the relationship quality. The ad-hoc analysis indicated the significant role of the two mediators. To be more specific, the high degree of trust and satisfaction has a positive impact on the formation of the relationship between participants in the sector.

The purpose of this study is to investigate the impacts of business service quality on satisfaction, commitment, performance, and loyalty in higher education. A survey was given to undergraduates involved in business through employment and start-up companies at a private university in Korea. With 252 respondents, this study used exploratory factor analysis and reliability analysis to verify the reliability and validity of measured variables. Multiple regression was employed as a statistical method for the hypotheses of the study. The research questions were: 1) How do education SERVQUAL factors (tangibles, responsiveness, reliability, assurance, and empathy) affect customer satisfaction? 2) How do education SERVQUAL factors affect customer commitment? 3) How does customer satisfaction or commitment affect education performance? 4) How does customer satisfaction, commitment or performance affect their loyalty in higher education? The findings show that most dimensions of business service quality have effects on satisfaction and commitment, and satisfaction and commitment have a positive effect on performance. Additionally, satisfaction, commitment and performance all have an effect on loyalty. This study confirmed the need for the improvement of business service quality in a private university. Additionally, it highlighted the importance of user satisfaction, commitment and performance in order to increase the loyalty level of undergraduate students.

The study examines the impact of organizational rewards, procedure justice, and perceived supervisor support on perceived organizational support, and examine the impact of perceived organizational support on affective commitment to the organization in the logistic enterprises as well. Quantitative research is applied to measure relationships by regression analysis with SPSS. The research data was collected by convenient method from 180 employees who work in different departments in the logistics industry. The study results in the model 1 found that organizational rewards, procedure justice, and perceived supervisor support have a positive relationship to the perceived organizational support. The study results in the model 2 also found that perceived organizational support has strong impact on the affective commitment to the organization. The study results contribute to both management theory and management practice. For the management theory aspect, the authors suggest that perceived organizational support should be considered the key antecedent of affective commitment about which researchers should pay more attention as a concept. Based on the research results, the authors also recommend for the management practice that managers should pay attention to the implementation of rewards, procedure justice, and supervisor support to increase the perceived organizational support and affective commitment in the logistic enterprises.