National security is called the defense force and national defense power is composed of two axes, the constant power and the reserve power. Among them, reserve power is the reserve army, which is the human resource, and the position to directly carry out reserve army task is the reserve army commander.
The reserve army commander is divided into the commander of the reserve army working in the municipal district of the administrative district and the reserve army commander working at the general workplace.
The commander of the reserve army is classified as a general civil servant belonging to the Ministry of National Defense and the reserve army commander is classified as a general person.
In this study, the commander of a local reserve army, who is a general civil servant, was studied.
The task of reserve army commander is to prepare for combat against local defense, training of reserve army, and other tasks such as reserve army management, and is responsible for a large part of the total army's power.
As of 2017, there are about 3,700 are in charge of training and managing most of the reserve army troops in charge of local defense operations.
There have been few examples of reserve army commanders who have done so much work and there have been only a few personal studies since 2010. For this reason, there is a need for research at the Ministry of National Defense.
The purpose of this study is to investigate the effects of working factors on job satisfaction and organizational commitment for reserve commanders working at the forefront of national security.
The purpose of this study was to analyze the effects of working factors on job satisfaction and organizational commitment, and to examine the effect of job satisfaction on organizational commitment through the role of job satisfaction.
The data were analyzed by applying the Spss 14.0 version.
The research model and the hypothesis were set up with reference to previous research data on job satisfaction and organizational commitment.
Three variables (independent, dependent, and parametric) were used for empirical analysis of the study, In order to confirm the effect of job satisfaction on organizational commitment, job satisfaction was set as the mediating variable.
The result of this study are as follows: First, the effects of working fctors on the job satisfction of the reserve army commander recognition, interpersonal relationship, and working environment.
Second, the effect of working factors on organizational commitment were self - efficacy, job content, conflict, social recognition, interpersonal relationship, and working environment.
Third, social recognition was influential on the organizational commitment through job satisfaction.
Therefore, the social recognition factors showed direct effects on job satisfaction and organizational commitment, and indirect effects that had an effect on organizational cominitment through job satisfaction.
The first is that the duty of the reserve army commander is to carry out combat missions, such as carrying out a defensive operation with an active soldier, so that it is necessary to improve the personnel law of the army officer to the level of the active soldier, Secondly, modernization of equipment that is directly connected to the reserve forces in the working environment should be strengthened in the reserve forces.
Third, the reserve organization and the commander's name should be improved. It is not a classification standard for active military units, according to the name of the administrative area, it should be called as the head of the municipal government and inspire pride.
Fourth, for reserve army units with large numbers of reserve army members, it is necessary to motivate them to provide incentives for reserve army inspection, compensation, and transfer of positions.
Fifth, it is necessary to improve the excessive command responsibility as an improvement measure for full-time management of reservists who are working in reserves units.
In order to overcome the limitations of this study, the following research directions were suggested.
First, it is necessary to study and analyze the factors necessary for job satisfaction and organizational commitment for all reserve army commanders working in the Republic of Korea at the Ministry of Defense or the Army. Second, there are seven factors that affect job satisfaction and organizational commitment (personal efficacy, job content, conflict, socialrecognition, salary, interpersonal) it is necessary to select additional parts to be used as working factors. Third, in this study, it was found that the pay factors did not affect job satisfaction and organizational commitment.
In future research, it is necessary to study the paying factors in different directions.