Abstract

The Influence of Child Caregiver‘s Job Characteristics on Emotional Commitment- Organizational Trust and Leader-Member eXchange Relationship Mediation Effect-

Kim Na-won
Major in Social welfare administration
Department of Social Welfare
The General Graduate of Catholic Kwandong University
Supervised by Professor Ko Jea-ug

The purpose of this study is to analyse the potential of child caregiver to establish a stable job as a stable professionals, and provide the basis for finding ways to ensure that the child care organization provides a stable and sustainable jobs.
Although studies centered around child caregiver have varied so far, studies focusing on the job characteristics of child caregiver are not. Therefore, this study focused on creating a policy supporting supportive system positioning child caregiver''s job as a stable professionals.
To achieve the purpose of this study, the following research questions were established :
First, How does child caregiver''s job characteristics influence emotional commitment? Second, how does child caregiver''s job characteristics influence organizational trust? Third, How does child caregiver''s job characteristics influence the leader-member exchange relationship? Fourth, how does organizational trust affect emotional commitment? Fifth, how does leader-member exchange relationship affect emotional commitment? Sixth, does organizational trust have a mediating affect on the effects of job characteristics on emotional commitment? Seventh, does leader-member exchange relationship mediate the effects of job characteristics on emotional commitment?
This study was conducted on 544 Child Caregivers of 11 centers of 25 Healty Families Support Centers in seoul metropolitan city ( The east of the investigated area is Nowon-gu and orther centers, The west of the investigated area is Gangseo-gu and orther centers, The south of the investigated area is Gangnamn-gu and orther centers, The north of the investigated area is Eunpyoung-gu and orther centers.).
The questionnaires of which 544 copies were analyzed. In this study, SPSS 20.0 was used for statistical data processing after questionnaire coding.
Findings from studies of research questions can be summarized as follows : First, as a result of analyzing the effect of job characteristics on emotional commitment, emotional commitment increased as skill diversity, task significance and feedback increased. However, task identity and autonomy did not affect emotional commitment.
Second, as a result of analyzing the effect of job characteristics on organizational trust, the higher the task significance and the feedback, the higher the organizational trust. However, skill diversity, task identity and autonomy did not affect organizational trust.
Third, analyzing the effects of job characteristics on exchange relationship, it was found that the higher the skill diversity, the task significance and the feedback, the higher the exchange relationship. However, task identity and autonomy did not affect exchange relationship. In order to verify the mediating effects of organizational trust on the effects of job characteristics on emotional commitment, the results of three - step mediation analysis were as follows.
First, as a result of analyzing the mediating effects of organizational trust on the effects of skill diversity, task significance and feedback on emotional commitment, organizational trust has a partial mediating effect on the effects of skill diversity , task significance and feedback on emotional commitment. Second, as a result of analyzing the mediating effect of organizational trust on the effect of task identity and autonomy on emotional commitment, organizational trust has no mediating effect on the emotional commitment of task identity and autonomy.
On the other hand, the mediating effect of exchange relation on the effect of job characteristics on emotional commitment is as follows. First, as a result of analyzing the mediating effect of the exchange relationship on the effect of skill diversity, task significance and feedback on emotional commitment, it can be seen that the exchange relationship has a partial mediation effect on the effect of skill diversity, task significance and feedback on emotional commitment. Second, as a result of analysis of the mediating effect of the exchange relationship on the effect of task identity and autonomy on the emotional commitment, it can be seen that the exchange relation has no mediating effect on the effect of task identity and autonomy on the emotional commitment. Through the verification of hypotheses, the implications of this study are as follows : First, the emotional commitment and trust of the child caregivers in the organization of the Healthy Families Support Center were found to be important factors. Specially, due to the nature of the organization, it is separated from the related staff such as the chief of center, the team manager, the business support manager and the monitoring staff, but at the same time, interdependent and collaborative work is done, so trust will help to perform efficiently. Therefore, it is suggested that it is necessary to develop and train an educational program to improve the quality of the individual who is suitable for the organization of child care support business by measuring the emotional commitment of the organization members.
Second, it can be confirmed that the child care sector is less aware of job characteristics as a professional than any other welfare service organization. There is a tendency to perceive that the task identity is low. Therefore, there is a need for a strategy that can streng then the awareness of job characteristics of child caregiver. Therefore, by making efforts to improve the task identity through the adjustment of the job design, and by making the qualification standard and grade of the child care and developing the qualification to the state management system, It is suggested that a strong alternative is needed to streng then awareness and to raise self-esteem.
Third, it was confirmed that job characteristics are important variables for improving the organizational trust and LMX relation at the relation of emotional commitment. Using a variety of caring techniques and performing important tasks at various care sites, the individual''s job is recognized as meaningful. In other words, emotional commitment can be regarded as approaching from a point of view of emotion or a member''s attitude.
Therefore, the human resource manager of the child care organization should identify the strengths, weaknesses, threats, and opportunistic factors by systematic situation analysis (SWOT) on the antecedents of the organizational members and establish strategies for human resource management and reflect them in the training and education programsBy running. This suggests the necessity of making efforts to manage appropriately the characteristics of the child care culture.
Fourth, job characteristics, organizational trust, and leader - member exchange relationship were also identified as important variables in child care service organization. It can be seen that the formation of a friendly relationship between leader and members is very important than formal authority or discipline. The child cafegiver, manager of child caregiver, team leader, and chief of center in the Healthy Families Support Center will demonstrate leadership through exchange relationships and fully understand each other''s positions through mentoring and other bilateral dialogue, it suggests that it should be systmized to make job environment to be able to believes and follows each other. The organizational members can maximize organizational performance by being able to reflect their own value system in the organization, ensure autonomy, and perceive that their opinions influence their work.
Fifth, the child care service quality is lowered when the leader-member exchange relationship of the child caregiver is low, but when the level of leader-member exchange relationship is perceived, job satisfaction, emotional commitment, and organizational trust are positively influenced. Therefore, in order to contribute to the improvement of quality in child care service, it is necessary to increase the exchange relationship between the child caregiver, the manager, the team leader and the cheief of center in the Healthy Families Support Center. There should be careful consideration of monthly meeting, free talking meeting, unified use of name, reward vacation for reward and birthday party, and education for child caregivers to feel their belonging. Finally, the child caregiver, who are the final service deliverers in the care service field, are the most important proposition that recognizes the mission to take care of the dream trees that will lead our future. Therefore, by understanding their working environment and encouraging and supporting appropriate activities such as club meetings and self-help learning activities, The government and related organizations are required to make efforts to promote leading the child care services by revitalizing voluntary motivation and mission.
Based on these implications, if the government, related organizations and related people actively make improvements with a sense of responsibility and mission, it is confident that child care services will be recognized as a very important area of child care sevice for our children who will be responsible for our future and the job of the child caregiver will be positioned as a stable and professional jobs.