Earticle

This paper examines whether a bank’s disclosure level affects the loan loss provision (LLP) and the stock price’s response to it using commercial banks and bank holding companies in 41 countries. We find that banks with higher disclosure levels tend to do less discretionary LLPs after controlling for the banks’ incentives for discretionary accounting and the level of their home country’s disclosure requirements and private monitoring. We also find that the stock prices of banks with higher disclosure levels respond less to LLPs than do those of banks with lower disclosure levels. These results imply that public disclosure has a commitment effect on bank managers’ LLP accounting and reduces surprises from LLP announcements.

The purpose of this study was to provide a more comprehensive model which integrates a social exchange construct (i.e., organizational commitment) as a mediator to test the relationship between organizational justice and employees' bebaviors such as intent to leaving and custormer-oriented behavior. Based on the data collected from ten Chinese full-service restaurants, this study analyzed the proposed hypotheses through model comparison by using structural equation modeling (SEM) technique with AMOS 7.0. The results indicated that (1)distributive justice had negative influence on employees' turnover intention and positive influence on employees' customer oriented behavior and these influences were fully mediated by employees' affective commitment to their organizations; (2)procedural justice had negative influence on employees' turnover intention and positive influence on customer oriented behavior and these influences were only partially mediated by employees' affective commitment to their organizations. Managerial implications and future research directions were proposed at the last part of this study.

While much has been studied about the positive and negative effects of discretionary remote work as an alternative work arrangement, little has been written about in the context of mandated remote work. The COVID-19 pandemic forced many organizations to impose remote work as a new mode of working arrangements. This abrupt change yielded positive and negative physical, social, and psychological outcomes. Drawing from the job demand and resource model and self-determination theory, this study examines the effects of professional isolation on organizational citizenship behavior, proposing the sequential mediation of psychological empowerment and affective organizational commitment as intrinsic motivators. An online survey was conducted. A total of 162 full-time remote workers (56 male (34.6%), 106 female (65.4%)) in Korea were analyzed. This study revealed that psychological empowerment and affective commitment fully mediate the relationship between professional isolation and organizational citizenship behavior. Contrary to expectation, however, the relationship between professional isolation and organization was found to be nonsignificant. Implications for practice, theory, and future research are discussed.

본 연구에서는 온라인 쇼핑몰을 전문몰(specialty shopping mall)과 종합몰(integrated shopping mall)로 구 분하여 각 쇼핑몰이 추구하는 몰입이 무엇인지, 각각의 몰입이 고객들의 온라인 쇼핑몰 재방문에 어떻 게 영향을 미치는지를 파악하고자 하였다. 지난 한해동안 온라인 쇼핑몰을 경험했던 208명의 소비자를 대상으로 각각의 연구가설을 검증하였다. 결과와 관련하여 본 연구에서는 서로 다른 온라인 쇼핑몰에 대한 재방문 믜사결정에 각각의 몰입이 다른 효과가 있다는 것을 밝혀냈다. 만족과 몰입간의 관계에서 전문몰과 종합몰 모두 만족도가 몰입에 긍정적인 영향을 미치는 것으로 나타났지만, 몰입과 재구매 의 향간의 관계에서는 다른 효과가 나타나는 것으로 확인되었다. 종합물의 경우 정서적 몰입, 계산적 몰 입 모두 재방문의사에 긍정적인 영향을 미치는 것으로 확인되었지만, 전문몰의 경우 손익 계산에 초점 을 둔 계산적 몰입의 경우 재방문의사에 유의미한 영향을 미치지 않는 것으로 확인되었다. 이러한 발 견을 통해 이론적, 실무적 함의를 도출하였다.

This study aims to find what the commitment is that each of two different forms of online shopping mall – the specialized shopping mall and the integrated shopping mall – pursues, and to recognize which commitments play a positive role in the intention to revisit by customers. We carried out hypothesis testing on 208 consumers who had used an online shopping mall in the past year. Regarding the results, we found that there were different effects of commitment type on the revisit intention for different online shopping malls. It was recognized that in the relationship between satisfaction and commitment, satisfaction from both the specialized shopping mall and the integrated shopping mall had a key effect on commitment. It was also identified that an increase in satisfaction from the use of an online shopping mall has a positive impact on both affective commitment and calculative commitment. Regarding the relationship between commitment and intention to revisit, it was identified that both affective commitment and calculative commitment have positive effects in increasing the intention to revisit in the case of the integrated shopping mall. However, in the case of the specialized shopping mall, it appears that there were no similar results for the intention to revisit caused by calculative commitments that weigh the calculation of gains and losses. On the basis of these findings, we have drawn a theoretical and practical implication.

User created content (UCC) is created and shared by common users on line. From the user’s perspective, the increase of UCCs has led to an expansion of alternative means of communications, while from the business perspective UCCs have formed an environment in which an abundant amount of new contents can be produced. Despite outward quantitative growth, however, many aspects of UCCs do not meet the expectations of general users in terms of quality, and this can be observed through pirated contents and user-copied contents. The purpose of this research is to investigate effective methods for fostering production of creative user-generated content. This study proposes two core elements, namely, reward and motivation, which are believed to enhance content creativity as well as the mediating factor and users’ committement, which will be effective for bridging the increasing motivation and content creativity. Based on this perspective, this research takes an in-depth look at issues related to constructing the dimensions of reward and motivation in UCC services for creative content product, which are identified in three phases. First, three dimensions of rewards have been proposed: task dimension, social dimension, and organizational dimention. The task dimension rewards are related to the inherent characteristics of a task such as writing blog articles and pasting photos. Four concrete ways of providing task-related rewards in UCC environments are suggested in this study, which include skill variety, task significance, task identity, and autonomy. The social dimensioni rewards are related to the connected relationships among users. The organizational dimension consists of monetary payoff and recognition from others. Second, the two types of motivations are suggested to be affected by the diverse rewards schemes: intrinsic motivation and extrinsic motivation. Inrinsic motivation occurs when people create new UCC contents for its’ own sake, whereas extrinsic motivation occurs when people create new contents for other purposes such as fame and money. Third, commitments are suggested to work as important mediating variables between motivation and content creativity. We believe commitments are especially important in online environments because they have been found to exert stronger impacts on the Internet users than other relevant factors do. Two types of commitments are suggested in this study: emotional commitment and continuity commitment. Finally, content creativity is proposed as the final dependent variable in this study. We provide a systematic method to measure the creativity of UCC content based on the prior studies in creativity measurement. The method includes expert evaluation of blog pages posted by the Internet users. In order to test the theoretical model of our study, 133 active blog users were recruited to participate in a group discussion as well as a survey. They were asked to fill out a questionnaire on their commitment, motivation and rewards of creating UCC contents. At the same time, their creativity was measured by independent experts using Torrance Tests of Creative Thinking. Finally, two independent users visited the study participants’ blog pages and evaluated their content creativity using the Creative Products Semantic Scale. All the data were compiled and analyzed through structural equation modeling. We first conducted a confirmatory factor analysis to validate the measurement model of our research. It was found that measures used in our study satisfied the requirement of reliability, convergent validity as well as discriminant validity. Given the fact that our measurement model is valid and reliable, we proceeded to conduct a structural model analysis. The results indicated that all the variables in our model had higher than necessary explanatory powers in terms of R-square values. The study results identified several important reward shemes. First of all, skill variety, task importance, task identity, and automony were all found to have significant influences on the intrinsic motivation of creating UCC contents. Also, the relationship with other users was found to have strong influences upon both intrinsic and extrinsic motivation. Finally, the opportunity to get recognition for their UCC work was found to have a significant impact on the extrinsic motivation of UCC users. However, different from our expectation, monetary compensation was found not to have a significant impact on the extrinsic motivation. It was also found that commitment was an important mediating factor in UCC environment between motivation and content creativity. A more fully mediating model was found to have the highest explanation power compared to no-mediation or partially mediated models. This paper ends with implications of the study results. First, from the theoretical perspective this study proposes and empirically validates the commitment as an important mediating factor between motivation and content creativity. This result reflects the characteristics of online environment in which the UCC creation activities occur voluntarily. Second, from the practical perspective this study proposes several concrete reward factors that are germane to the UCC environment, and their effectiveness to the content creativity is estimated. In addition to the quantitive results of relative importance of the reward factrs, this study also proposes concrete ways to provide the rewards in the UCC environment based on the FGI data that are collected after our participants finish asnwering survey questions. Finally, from the methodological perspective, this study suggests and implements a way to measure the UCC content creativity independently from the content generators’ creativity, which can be used later by future research on UCC creativity. In sum, this study proposes and validates important reward features and their relations to the motivation, commitment, and the content creativity in UCC environment, which is believed to be one of the most important factors for the success of UCC and Web 2.0. As such, this study can provide significant theoretical as well as practical bases for fostering creativity in UCC contents.

본 연구는 상사의 변혁적 리더십이 지식경영활동과 조직몰입에 어떠한 영향을 미치는지를 분석하였으며, 상사의 변혁적 리더십과 조직몰입의 관계에서 지식경영활동이 매개효과를 나타내는지를 분석한 실증연구이다. 이를 위한 연구방법으로서 본 논문은 서비스/제조/IT 대기업 종사자 635명을 대상으로 설문조사를 실시하였고, 이를 토대로 산업별 변수간의 관계에 대하여 비교·분석하였다. 본 연구에서 사용한 용어에 대한 정의를 살펴보면, 변혁적 리더십은 목표달성에 그치지 않고 변화와 혁신을 추구하며, 조직구성원들이 지니고 있는 잠재적 역량과 강점을 개발하고 자신감과 열정을 증대시키며, 긍정적 강점을 자극하여 기대했던 것보다 높은 성과를 달성하도록 한다. 이러한 변혁적 리더십은 조직유효성을 증진시키는 선행요인으로 중요하게 인지되었다. 본 연구의 결과를 요약하면 다음과 같다. 첫째, 상사의 변혁적 리더십이 지식경영활동에 모두 유의한정(+)의 영향을 미치는 것으로 나타났다. 둘째, 상사의 변혁적 리더십이 조직몰입에 모두 유의한 정(+)의영향을 미치는 것으로 나타났다. 셋째, 지식경영활동도 조직몰입에 유의한 정(+)의 영향을 미치는 것으로나타났다. 넷째, 상사의 변혁적 리더십이 조직몰입간에 지식경영활동의 매개역할에 관해서 부분매개효과를나타내는 것으로 분석되었다. 다섯째, 각 집단별로 분석해보면 상사의 변혁적 리더십이 지식경영활동에 미치는 영향에서는 서비스업이 가장 큰 것으로 나타났으며, 지식경영활동이 조직몰입에 미치는 영향에서도서비스업이 가장 큰 것으로 나타났다. 또한 상사의 변혁적 리더십이 조직몰입에 미치는 영향에서는 IT업이 가장 큰 것으로 나타났다. 마지막으로 위와 같은 분석결과를 토대로, 변혁적 리더십이 지식경영활동과조직몰입에 미치는 영향에 대한 결과의 의미와 산업별 차이에 대한 의미를 중심으로 시사점을 논의하였고연구의 한계점도 제시하였다.

This empirical study analyzed the influence of transformational leadership on knowledge management activities and organizational commitment, and examined the mediating effect of knowledge management in the relationship between transformational leadership and organizational commitment. A survey was employed as the research method. The survey targeted 635 participants working in the service, manufacturing, and IT industries. The results were used to compare and analyze the relationships among industry-specific variables. Transformational leadership is defined as the tendency to strive for change and innovation despite the achievement of objectives, develop the potential capabilities and strengths that each member of the organization possesses, amplify their self-esteem and passion, and lead them to surpass their expected objectives by stimulating positive strengths. Such type of leadership has been perceived as a precedent that enhances organizational effectiveness. In summary, this study has yielded the following results: First, the transformational leadership exhibited by organizational leaders was found to have a significant positive impact on knowledge management activities as well as organizational commitment. Second, knowledge management activities were found to have a significant positive influence on organizational commitment. Third, the transformational leadership exhibited by organizational leaders was found to have a partial mediating effect on the mediating role of knowledge management activities in the relationship with organizational commitment. Fourth, analyzing industry-wise, the influence of transformational leadership on knowledge management activities was the most significant in the service industry, which was also the case for the influence of knowledge management activities on organizational commitment. The influence of leaders’ transformational leadership on organizational commitment was the most significant in the information technology industry. Finally, based on the aforementioned research results, suggestions were made regarding the meaning of the influence of transformational leadership on knowledge management activities and organizational commitment and the differences by industry thereof, while also suggesting the limitations of this work.

군은 인구절벽으로 인한 병역자원 부족 문제와 초급간부의 지원율 저조 등의 여러 가지 위기에 직면하고 있다. 따라서 육군은 유능한 인적자원 양성을 위해 교육훈련과 연계하여 인사관리와 경력개발 프로그램 을 체계적으로 지원하여 직무성과를 창출할 수 있도록 하고 있다. 첫째, 경력개발지원 인식은 직무성과와 정(+)적인 관계를 가지는 것으로 확인되었다. 둘째, 경력개발지원 인식이 경력몰입에 긍정적인 영향을, 셋째, 경력몰입이 직무성과에 긍정적인 영향을, 넷째, 경력개발지원 인식이 직무성과에 미치는 영향에 있어 경력몰입의 매개효과가 유의미하다고 할 수 있다. 따라서 육군 장교의 경력개발지원은 개인의 발전은 물론 경력에 대한 몰입도를 높여 육군 차원에서도 직무성과를 제고 할 수 있는 효율적인 방안임을 인식하고 확고한 비전과 전략하에서 정책적으로 더욱 체계적이고 실질적인 경력개발지원이 이루어지도 록 노력해야 할 것이다.

The military is facing various crises, such as a shortage of military resources due to the population cliff and low application rates for junior officers. To address these issues, the Army is systematically supporting personnel management and career development programs in connection with education and training to enhance job performance. First, the perception of career development support was found to have a positive (+) relationship with job performance. Second, the perception of career development support positively influences career commitment. Third, career commitment positively influences job performance. Fourth, career commitment has a significant mediating effect on the relationship between the perception of career development support and job performance. Therefore, it is recognized that career development support for Army officers is an effective measure to not only promote individual development but also enhance job performance at the Army level by increasing career commitment. There is a need for more systematic and practical career development support under a firm vision and strategy.

최근 중국의 건축업은 급속히 발전하고 있으며 구성원들의 종합적인 자질과 창의력에 대한 요구가 높 아지고 있다. 그러나 현재 중국 건축업 종업원의 자질이 전반적으로 낮고 혁신능력과 효율이 높지 않다. 또 건축업 직원들은 근로시간이 길고 업무강도가 높아서 이직률도 꾸준히 증가하고 있다. 구성원의 조직 몰입과 혁신 행동을 향상시키기 위해서 적절한 리더십을 어떻게 선택할 것은 건축업 인력 관리 업무의 핵심이 되고 있다. 이 연구의 목적은 사회교환이론, 사회 정체성 이론, COR 이론과 사회인지 이론 기반으로 중국 건축분 야에서 팀장의 진성리더십이 팀원의 조직몰입, 혁신 행동에 어떤 영향을 미치는지를 탐구한다. 진성리더 십에서 조직동일시를 통해 조직몰입, 혁신 행동에 대한 영향을 연구한다. 진성리더십과 조직 몰입, 혁신 행 동의 관계에서 긍정심리자본의 조절 효과를 중심으로 연구한다. 이 연구의 데이터는 설문조사 형태로 중국 주요 도시의 건축업에서 393 부 팀원과 62 부 팀장의 설문조사 결과 수집했고 SPSS 26.0과 Mplus 8.0 분 석 방법을 사용하였다. 분석 결과에 따르면 진성리더십은 조직 몰입과 혁신 행동에 긍정적인 영향을 미치 고 진성리더십은 조직 동일시에 유의한 정(+)의 영향을 미친다. 조직 동일시는 진성리더십과 조직몰입, 혁 신 행동 사이의 관계에서 부분적인 매개 역할을 한다는 것을 보여준다. 긍정심리자본은 진성리더십과 조직 몰입간의 관계 그리고 진성리더십과 혁신 행동의 관계를 조절하며, 긍정심리자본 수준이 높아질수록 진성 리더십이 조직 몰입과 혁신 행동에 미치는 영향력은 증가하였다. 연구결과에 근거하여 본 연구의 이론과 실무적 시사점을 제시하였다. 첫째, 본 연구는 건축업 직원을 대상으로 진성리더십의 효과에 대한 다수준접 근으로 실증적 분석을 더함으로 기준의 진성리더십에 대한 연구의 범위를 확장했다. 둘째, 중국 배경에서 진성리더십이 조직몰입에 대한 연구를 보완했다. 셋째, 진성리더십과 혁신행동 사이에서 조직 동일시의 매 개효과를 검증함으로써 관한 기존의 연구를 확대하는 데 있어 시사점을 제공했다. 넷째, 중국 배경에서 긍 정심리자본의 조절효과를 입증하고 기존연구의 확장을 기하였다는 데 의의가 있다. 그리고 본 연구는 인적 자원 관리에 대한 제안도 제시하였다. 마지막으로, 본 연구의 한계와 향후 연구의 방향을 논의하였다.

In recent years, China’s construction industry has been developing rapidly, so the requirements for the comprehensive quality and innovation ability of employees have become higher and higher. However, at present, the quality of employees in China’s construction enterprises is generally low, and the innovative vitality and efficiency of employees are not high. Moreover, the long working hours and high intensity of the construction industry have led to a rising trend of employee turnover year by year. Therefore, how to choose the right leadership style, enhance employees’ organizational commitment and innovative behavior has become the core of human resource management work in construction companies. Based on the social exchange theory, COR theory, and social identity theory, this study aims to investigate the impact of authentic leadership on organizational commitment and innovative behaviors through organizational identification in China’s construction industry. And positive psychological capital was added as a moderating variable. Total of 393 employees and 62 teams from construction enterprises were used as survey samples, and multi-level data analysis using SPSS 26.0 and Mplus 8.0 was employed. The results showed that authentic leadership was positively related with organizational commitment and innovative behavior while authentic leadership enhanced organizational commitment and innovative behavior through organizational identification. Moderating effects of positive psychological capital was also found. This study discusses the theoretical and practical implications of these results. First, This study extends the study of the outcome variables of authentic leadership in the construction company by studying organizational commitment and innovative behavior of employees from the organizational level across levels. Second, This study uses authentic leadership in the Chinese context as an entry point for research to complement research on the impact of authentic leadership styles on employees’ organizational commitment. Third, this study expanded the mediating role of organizational identification between authentic leadership and innovation behavior. Fourth, this paper identified the moderating role of psychological capital between authentic leadership and organizational commitment and innovative behavior in the Chinese context, and the findings complement related research on psychological capital. Also, this paper puts forward the recommendations for human resource management. And considers the limitations and possible future research directions.

목적: 본 연구는 미용서비스를 경험할 수 있는 매장을 방문하는 고객들이 지각하는 관계혜택이 관계결속과 고객충성도에 미치는 영 향을 분석하여, 미용서비스가 제공되는 현장에서 고객과의 긍정적 관계형성의 중요성을 강조하고 관계혜택을 통해 고객과의 관계 결속과 충성도를 향상시킬 수 있는 방안을 제안하는데 그 목적을 두고 있다. 방법: 분석방법으로 SPSS Ver. 22.0 프로그램을 활용 하여 빈도분석, 요인분석, 신뢰성 분석 그리고 회귀분석을 실시하였다. 연구대상은 서울 및 수도권 지역의 미용서비스를 경험할 수 있는 매장을 방문한 고객 240명을 대상으로 2023년 03월 06일부터 04월 01일까지 설문조사를 실시하였으며, 표본으로 활용할 수 없는 8부를 제외한 232부를 최종 분석 자료로 사용하였다. 결과: 첫째, 관계혜택은 관계결속에 긍정적인 영향을 미치는 것으로 나 타났으며, 이 중 정보적 혜택, 신뢰적 혜택, 특별대우 혜택 순으로 관계결속에 대한 영향력 정도가 있는 것으로 나타났다. 또한 관계 혜택은 고객충성도에도 긍정적인 영향을 미치는 것으로 나타났으며, 이 중 신뢰적 혜택, 정보적 혜택, 특별대우 혜택 순으로 고객 충성도에 대한 영향력 정도가 있는 것으로 나타났다. 둘째, 관계결속은 고객충성도에 긍정적인 영향을 미치는 것으로 나타났다. 결 론: 고객이 경험을 통해 지각되는 주관적인 혜택인 관계혜택은 고객과의 관계형성에 가치의 의미를 부여하여 긍정적 유대관계를 형 성하게 된다. 이는 미용서비스에 대한 애정의 감정 상태를 유지시켜 지속적인 경제적 교환관계를 통한 효율적인 경영성과가 달성될 수 있을 것이라 사료된다.

Purpose: This study examines the impact of relationship benefits on relationship solidification and loyalty of customer who frequent stores offering beauty services. It also highlights the importance of establishing a positive relationship with customers at the site where beauty services are provided. Methods: The SPSS Ver. 22.0 program was used to conduct frequency, factor, reliability, and regression analyses. From March 6 to April 1, 2023, 240 customers who visited stores offering beauty services in Seoul and the metropolitan area were surveyed, and 232 copies were used as final analysis data, excluding eight copies that could not be used as samples, Results: First, relationship benefits have a positive effect on relationship cohesion. In particular, information benefits have the greatest influence cohesion, followed by trust benefits and special treatment benefits. Furthermore, relationship benefits have a positive effect on customer loyalty, and among them, trust benefits had the greatest influence on customer loyalty, followed by information benefits and special treatment benefits. Second, relationship solidarity positively affects customer loyalty. Conclusion: Relationship benefits, which are subjective benefits perceived by customers through experience, place a premium on the formation of positive relationships with customers. Moreover, maintaining an emotional state of affection for beauty services can lead to efficient management performance through continuous economic exchange relationships.

目的: 本研究探讨了关系利益对经常光顾提供美容服务的商店的关系巩固和忠诚度的影响。它还强调了在提供美 容服务的场所与顾客建立积极关系的重要性。方法: SPSS 22.0程序用于进行频率、因子、可靠性和回归分析。 2023年3月6日至4月1日期间，对240名到访首尔及首都圈提供美容服务的商店的顾客进行了调查，并以232份作 为最终分析数据，排除了不能作为样本的8份，结果: 第一，关系利益对关系团结有正向影响。其中，信息利益 对关系团结影响最大，其次是信任利益和特殊待遇利益。此外，关系利益对客户忠诚度有正向影响，其中信任 利益对客户忠诚度影响最大，其次是信息利益和特殊待遇利益。第二，关系团结积极影响客户忠诚度。结论: 关 系利益是客户通过体验感知到的主观利益，它重视与客户建立积极的关系。此外，保持对美容服务的感情状态 可以通过持续的经济交换关系带来高效的管理绩效。

목적: 본 연구는 화장품 매장을 방문하는 고객들이 지각하는 관계혜택과 장기적 관계지향성 간의 관계에서 감정적 몰입의 매개효 과를 분석하여, 화장품 매장에서 고객과의 긍정적 관계형성의 중요성을 강조하고 관계혜택을 통해 감정적 몰입과 장기적 관계지향 성을 향상시킬 수 있는 방법을 제안하데 그 목적을 두고 있다. 방법: 연구대상은 서울 및 수도권 지역의 화장품 매장을 방문한 고객 300명을 대상으로 2021년 11월 16일부터 12월 31일까지 설문조사를 실시하였으며, 표본으로 활용할 수 없는 3부를 제외한 297부 를 최종 분석 자료로 사용하였다. 이를 분석하기 위해 SPSS Ver. 21.0 프로그램을 활용하여 빈도분석, 요인분석, 신뢰성 분석 그리 고 3단계 매개 다중회귀분석을 실시하였다. 결과: 연구결과는 다음과 같다. 첫째, 화장품 매장을 방문한 고객이 지각하는 관계혜택 은 감정적 몰입에 긍정적인 영향을 미치는 것으로 나타났으며, 또한 방문한 경험이 있는 매장과의 장기적인 관계를 유지하고자 하 는 장기적 관계지향성에도 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 관계혜택과 장기적 관계지향성과의 관계에서 감정적 몰 입은 부분매개효과가 있는 것으로 나타났다. 결론: 고객이 경험하고 지각할 수 있는 서비스 혜택과 동질감은 재방문 욕구를 창출할 수 있는 감정적인 고객의 몰입을 자극하며, 이는 고객의 장기적이고 긍정적인 유대관계를 형성하여 효율적인 경영성과를 성취할 수 있을 것이라 사료된다

Purpose: This study analyzes the mediating effect of affective commitment in the relationship between long-term relationship orientation and customers perceived relational benefits highlight the importance of positive relationships with customers in cosmetic stores, and how relational benefits improve the affective commitment and long-term relationship orientation. Methods: This study conducted a survey of 300 customers who visited cosmetics stores in Seoul and the metropolitan area from November 16 to December 31, 2021, and used 297 copies as the final analysis data; three that could not be used as samples were excluded. Frequency, factor, reliability, and three-stage mediated multi-regression analyses were conducted using SPSS Ver.21.0 as an analysis method. Results: The results found the following: First, the perceived relational benefits of customers visiting cosmetics stores have a positive impact on affective commitment, and long-term relationship orientation to maintain long-term relationships with stores that have visited. Second, affective commitment in relationships with relational benefits and long-term relationship orientation was shown to have a partial mediating effect. Conclusion: Customers who experience and perceive service benefits and homogeneity experience an emotional commitment that to revisit. Such an experience is believed to create long-term and positive bonds with customers to achieve efficient management performance.

目的: 本研究分析了情感承诺在长期关系导向和顾客感知关系利益之间的中介作用，突出了化妆品店与顾客积极 关系的重要性，以及关系利益如何提高情感承诺和长期关系导向。方法: 本研究对2021年11月16日至12月31日 到访首尔及首都圈化妆品店的300名顾客进行调查，排除不能用作样本的三个，以297份作为最终分析数据。使 用SPSS Ver.21.0作为分析方法进行频率、因子、可靠性和三阶段介导的多元回归分析。结果: 首先，顾客光顾 化妆品店的感知关系利益对情感承诺和长期关系导向有正向影响，以维持与访问过的商店的长期关系。其次， 与关系利益和长期关系导向的关系中的情感承诺被证明具有部分中介作用。结论: 体验和感知服务利益和同质性 的客户会体验到一种重新审视的情感承诺。相信这样的经验可以与客户建立长期和积极的联系，以实现高效的 管理绩效。

본 연구는 간호대학생의 전공만족도, 전공몰입, 직업가치관이 그릿에 미치는 영향을 규명하기 위해 수행되었다. 자료는 2026년 2월 3일부터 2월 7일까지 U 광역시에 소재 일개 대학 간호대학생 171명을 대상으로 수집하였다. 수집된 자료는 SPSS 25.0 프로그램을 이용하여 기술통계, independent t-test, one-way ANOVA, Pearson 상관계수, 다중회귀분석으로 분석하였다. 전공만족도, 전공몰입, 직업가치관, 그릿의 평균은 각각 4.22점, 4.05점, 4.16점, 3.86점으로 나타났다. 그릿은 성별(t=2.56, p=.011), 입학결정 영향자(F=6.67, p=.002), 입학동기(F=4.60, p=.004), 전공만족도(F=20.90, p<.001)에 따라 유의한 차이를 보였다. 또한 그릿은 전공몰입(r=.71, p<.001), 전공만족도(r=.69, p<.001), 직업가치관(r=.55, p<.001)과 유의한 정적 상관관계를 나타냈다. 다중회귀분석 분석 결과, 전공몰입(β=.33, p=.002)과 전공만족도(β=.29, p=.004)가 그릿에 유의한 영향을 미치는 요인으로 확인되었으며, 설명력은 55.2%였다. 이상의 결과는 간호대학생의 학업 몰입을 극대화할 수 있는 교수법 적용과 전공만족도를 향상시키기 위한 정서적 지원체계 구축이 필요하다.

This study was conducted to determine the effects of grit on major satisfaction, major commitment, and occupational values of nursing students. Data collected from February 3 to 7, 2026, and 171 from a nursing students located in the U metropolitan City. The collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and multiple regression by SPSS program.25.0. The mean scores for major satisfaction, major commitment, occupational values, and grit were 4.22, 4.05, 4.16, and 3.86, respectively. Grit was found to have a significant positive correlation with major commitment (F=.71, p＜.001), major satisfaction (ɼ=.69, p＜.001), and occupational values (ɼ=.55, p＜.001). Multiple regression analysis revealed that the factors significantly influencing grit were major commitment (β=.33, p=.002), and major satisfaction (β=.29, p=.004), with a total explanatory power of 55.2%. As a result of the above, it is necessary to apply a teaching method that can maximize the academic commitment of nursing students and establish an emotional support system to improve major satisfaction.

본 연구의 목적은 해외파병 준비 요원이 인식한 스트레스 조절 기능으로서의 웰니스(Wellness)와 조직몰 입의 상관관계를 분석하고자 하였다. 이를 통해 해외파병 임무 수행 전 효과적인 웰니스로 해외파병 준비 요원의 스트레스를 선제적으로 조절하여 조직몰입을 향상시켜 해외파병 임무 간 성공적인 임무 수행에 기여하는데 있다. 연구결과는 다음과 같다. 첫째, 스트레스가 조직몰입에 미치는 영향력 검증 결과, 스트레스는 조직몰입에 부정적인 영향을 미치는 것으로 확인되었다. 둘째, 스트레스가 웰니스에 미치는 영향력 검증 결과, 스트레스는 웰니스에 부정적인 영향을 미치는 것으로 확인되었다. 셋째, 웰니 스가 조직몰입에 미치는 영향력 검증 결과, 웰니스는 조직몰입에 긍정적인 영향을 미치는 것으로 나타났 다. 넷째, 스트레스가 조직몰입에 미치는 영향에 있어 웰니스의 매개효과 검증 결과, 웰니스는 스트레스 가 조직몰입에 영향을 미치는 데 있어 완전 매개효과를 보인 것을 확인하였다.

The purpose of this study was to analyze the correlation between wellness perceived by overseas deployment preparatory personnel as a stress management function and organisational commitment. Through this, it aims to enhance organizational commitment by preemptively regulating stress among overseas deployment preparatory personnel with effective wellness before performing overseas deployment missions, contributing to successful mission execution. The result of the study is as follows. Firstly. the verification of the influence of stress on organizational commitment confirmed that stress has negative impact on organizational commitment. Secondly. the verification of the influence of stress on wellness confirmed that stress has nebative impact on wellness. Thirdly, the verification of the influence of wellness on organizational commitment confirmed that stress has positive impact on or Banizational commitment. Lastly, in verifying the mediating effect of wellness on the influence of stress on organizational commitment, it was confirmed that wellness showed a complete mediating effect on the influence of stress on organizational cormitment.

과거에는 대기업과 중소기업의 제품 간에는 품질뿐만 아니라 제품 구매 후 제품 서비스에도 큰 차 이가 났다. 이러한 요소들은 많은 소비자들이 제품을 구매할 때, 브랜드 가치를 고려하는 주된 이유였 다. 그러나 시간이 지남에 따라 대기업과 중소기업 간의 기술력 및 서비스의 차이가 많이 줄어들면서, 브랜드 자체보다는 누가 소비자의 욕구를 충족시키는 가치를 선점하는지에 따라 경쟁 우위가 바뀌었 다. 이에 따라 소비자를 만족시킬 수 있는 다양한 전략이 연구되고 있으며, 최근까지 연구자들이 판매 행동과 관련하여 다루었던 주요 개념은 적응 판매이다. 본 연구의 목적은 판매원의 적응적 판매 전략이 중소기업 제품을 구매하는 소비자들에게 미치는 영 향에 대해 규명하고자 하였다. 특히, 판매원의 적응적 판매 전략이 소비자의 쇼핑 가치, 판매원과의 결 속 및 소비자 제품 만족도에 미치는 영향을 파악하였다. 연구대상은 판매원을 통해 중소기업 제품 구 매 경험이 있는 경남지역 소비자를 대상으로 설문 조사를 실시하였으며, 분석도구로는 SPSS 21.0을 사 용하였으며, AMOS 21.0을 사용하여 구조 방정식 모형 분석을 하였다. 연구에 대한 실증 분석 결과 첫 째, 판매원의 역할은 소비자의 쇼핑가치, 소비자와의 관계 결속과 제품 만족도에 긍정적인 영향을 미치 는 것으로 나타났다. 둘째, 판매원의 적응적 판매 전략은 소비자의 쇼핑 가치에 영향을 미치는 중요한 변수라고 제안 할 수 있으며, 또한, 판매원의 적응적 판매 전략은 실용적 쇼핑 가치가있는 소비자보다 쾌락적 쇼핑 가치가있는 소비자에 더 강한 긍정적인 영향을 미치는 것으로 나타났다. 마지막으로, 판매 원과 소비자의 결속은 소비자의 제품 만족에 있어 중요한 역할을 하는 것으로 나타났다. 본 연구는 판 매원의 적응적 판매 전략의 효과를 알아봄으로써, 온라인과 비대면 마케팅이 점차 강조되고 있는 현재 의 시장 환경에서, 기업들에게 판매원의 중요성과 판매원을 통한 효율적인 마케팅 접근법을 제시하고, 이를 통한 실무적인 시사점을 제공하는 점에서 그 의의를 가진다.

The purpose of this study is to investigate the effect of salesperson's adaptive selling tactics on consumers who purchase Small and Medium Enterprises’ product with the help of salespeople in the store. Specifically, we examine whether salesperson's adaptive selling tactics affect consumers hedonic shopping value and utilitarian shopping value. Furthermore, we try to figure out the effect of shopping value on the salesperson relationship commitment and consumer product satisfaction. The subjects of this study have surveyed the consumers with experience in purchasing SME‘s products through salespeople in the Gyeongnam area. As data process, SPSS 21.0 was used as the analysis tool and AMOS 21.0 was used to analyze the structural equation model. The implications of these findings are as follows. First, the salesperson's role has a positive effect on the consumer's product satisfaction. Second, it can be suggested that the salesperson's adaptive selling tactics are an important variable affecting the consumer's shopping value. Third, the results on the consumers who have hedonic shopping value have a strong positive influence rather than the consumers who have the utilitarian shopping value. The adaptive selling tactics of the salesperson should be encouraged to increase sales performance. In order to generate more performance in a competitive market environment, it is necessary to continuously strive to increase contact between the salesperson and the consumer in order to improve the quality of the relationship.

공무원들은 자신들의 직무에 몰입하고 있는 조직구성원들은 직무에 몰입하지 못하는 구성원들에 비하여 상대적으로 직무스트레스를 적게 받는 반면에 상대적으로 직무만족과 조직몰입의 수준이 높을 것이라고 예상하고 있다. 일반 공무원들보다 경직되고 위험한 환경에서 근무하는 소방공무원 도 직무태도에 관한 연구자들의 일반적인 가설을 채택할 것인지가 본 연구가 제시하는 연구 의문이 다. 본 연구는 경북 지역에서 근무하는 소방공무원들의 표본에 대하여 직무몰입의 직무스트레스, 직무만족 그리고 조직몰입에 대한 효과를 분석하였다. 다변량 분석방법을 사용하여 소방공무원들의 표본자료를 분석한 결과를 보면, 본 연구가 사전에 제시한 가설을 채택하여 직무몰입은 직무스트레 스에 부정적인 효과를 가지는 반면에 직무만족과 조직몰입에 대해서는 긍정적인 효과를 가지는 것 으로 확인되었다. 이 연구의 결과는 향후 소방조직에 대한 실질적인 연구에 정책적 함의를 가질 것으로 기대한다.

It is widely known that public officials with higher level of job involvement tend to have lower job stress but higher level of job satisfaction and organizational commitment., but it remains unknown that such relationships are held true for firefighters who work in rigid and unsafe work environments. This study aims to examine the effect of Job Involvement on job stress, job satisfaction and organizational commitment among firefighters working in Gyeongbuk region of South Korea. It first clarifies the definition of job stress, job satisfaction, organizational commitment, and job involvement and then uses multivariate analyses to test the hypotheses using the sample data. The results of statistical analyses confirm a negative impact of job involvement on job stress as well as a positive effect of job involvement on job satisfaction and organizational commitment. The results of this study would provide policy implications for firefighting organizations in South Korea as well as the direction for future research.

Amid the escalating tensions between the United States and China, alongside growing geopolitical uncertainties, the global economy and financial sectors face increased risks of fragmentation. In response to these challenges, China has focused on enhancing the management quality and capabilities within its financial sector, emphasizing the gradual but steady opening up of its financial industry to global markets. However, there is still a significant gap in the current literature concerning the positive influence of transformational leadership on employee happiness within the financial sector. Addressing this gap, our study introduces and evaluates a pioneering research model aimed at exploring the mediating role of organizational commitment in the relationship between transformational leadership and key outcomes such as job performance and employee happiness. To conduct this comprehensive analysis, data were meticulously collected from 334 employees working across a diverse array of financial institutions in China including a comparative analysis between banks and other financial institutions using AMOS 24. Utilizing SPSS 26.0 for correlation and regression analysis our findings substantiate the proposed hypotheses. Key outcomes include: transformational leadership significantly boosts organizational commitment; enhances job performance; elevates employee happiness, notably within the banking sector compared to other financial areas; and organizational commitment serves as a crucial intermediary in the relationship between transformational leadership, job performance, and employee happiness. Furthermore, our research highlights the nuanced differences in the impact of transformational leadership across various types of financial institutions, underscoring the unique challenges and opportunities presented within the banking sector compared to other financial domains. This research underscores the urgent need for adaptive leadership strategies in the financial sector to navigate contemporary challenges, offering fresh insights into fostering a resilient and thriving organizational culture amidst global uncertainties.

The purpose of the study was to empirically investigate the impacts of empowering leadership on organizational citizenship behavior and the mediating role of psychological empowerment in the relationship between empowering leadership and organizational behavior in Chinese employees. Moreover, this study demonstrates the moderating role of affective commitment between psychological empowerment and organizational citizenship behavior. The results show that: first, empowering leadership was found to have a significant relationship with organizational citizenship behavior; second, there is a positive relationship between empowering leadership and psychological empowerment. Third, as predicted, psychological empowerment was positively related to OCB, Fourth, the mediating role of psychological empowerment was identified in the relationship between empowering leadership and organizational behavior. The moderating role of affective commitment between psychological empowerment and organizational citizenship behavior is significant. Finally some practical recommendations to develop the leadership competencies for Chinese managers were suggested.

본 연구의 목적은 신세대 지식 종사자들 사이에서 높은 이직률이 나타나는 사회적 현상에 어떤 요인이 기여하는지 파악하기 위한 것이다. 이를 위해서 본 논문은 개인-조직 가치 적합성이 종업원의 이직의도에 어떤 영향을 미치는지, 그리고 개인-조직 가치 적합성과 이직의도의 관계에 직무만족도와 감정적 몰입도가 어떤 매개역할을 하는지를 파악하고자 한다. 1990년대 이후 출생한 중국 신세대 지식 종사자 300명을 대상으로 설문조사를 수행하였으며, 수집된 자료에 구조방정식 모형 분석을 통한 실증분석을 실시한 연구 결과는 종업원의 직무만족도와 감정적 몰입도가 개인-조직 가치 적합성과 이직의도 간의 관계에 매개역할을 하는 것으로 나타났다. 또한, 연구 결과는 종업원의 직무만족도가 감정적 몰입도에도 긍정적인 영향을 미치는 것으로 나타나며, 개인-조직 가치 적합성이 직원의 직무 만족도에 영향을 미침으로써 감정적 몰입도를 증가시키면 서 이직의도를 감소시킬 수 있음을 보여준다.

This study aims to identify what factors contribute to the social phenomenon of the high turnover rate among new generation of knowledge employees. In doing so, the paper explores the effect of person-organizational value fit on turnover intention of these employees and themediating effect of job satisfaction and affective commitment in the relationship between person-organizational value fit and turnover intention. Using a sample of 300 educated post-1990s employees in China, our results indicate that both job satisfaction and affective commitment play a mediating role in the relationship between person-organizational value fit and turnover intention. Moreover, the results further demonstrate that job satisfaction positively affects affective commitment, indicating that person-organizational values fit can improve affective commitment and reducing turnover intention by influencing job satisfaction of the employees.

본 연구는 임금만족의 하위 요인들이 조직 몰입의 하위 요인들에 미치는 영향에 대해서 살펴보고, 이 관계에서 조직신뢰(경영진, 구성원 신뢰) 변인이 매개효과를 보이는지를 검증하였다. 본 연구를 위해 다양한 직종의 근로자 410명으로부터 자료를 수집하였고, 가설 검증을 위해 위계적 회귀분석을 실시하였다. 연구 결과 임금수준 만족은 연속적 몰입에만 유의한 영향을 미치는 것으로 나타났고, 임금정책/관리 만족은 정서적 몰입에 정적인 영향, 연속적 몰입에는 부적인 영향을 미쳤다. 복리후생 만족은 정서적, 연속적, 규범적 몰입 모두에 정적 영향을 미치는 것으로 나타났다. 그리고 임금 정책/관리와 복리후생 만족이 경영진과 구성원 신뢰에 정적인 영향을 미쳤다. 경영진 신뢰는 연속적 몰입에 부적인 영향을 구성원 신뢰는 정서적, 규범적 몰입에 정적인 영향을 미쳤다. 매개효과 검증 결과, 구성원 신뢰는 임금정책/관리와 정서적 몰입, 복리후생과 정서적 몰입, 복리후생과 규범적 몰입 간의 관계를 부분 매개 하였고, 경영진 신뢰는 임금정책/관리와 연속적 몰입, 복리후생과 연속적 몰입 간의 관계를 부분 매개하였다.

The purpose of the present study was to examine the relative influences of sub-constructs of pay satisfaction on the sub-constructs of organizational commitment. This study also examined whether organizational trust has mediating effects on the relationships. Data were collected from 410 workers employed in a variety of organizations and a hierarchical regression was conducted to test hypothesis. Results indicated that the satisfaction for pay level has positive influence on continuance commitment, the satisfaction for pay system/management has positive influence on affective commitment and negative influence on continuance commitment, and the satisfaction for benefits has positive influences on all sub-constructs of organizational commitment. Also, the satisfaction for pay system/management and benefits has positive influences on the trust in management and members. The trust in management has negative influence on continuance commitment and the trust in members has positive influences on affective and normative commitment. In addition, the trust in members mediated partially the relationship between the satisfaction for pay system/management and affective commitment, and between the satisfaction for benefits and affective and normative commitment. The trust in management mediated partially the relationship between the satisfaction for pay system/management and continuance commitment, and between the satisfaction for benefits and continuance commitment.