The purpose of this study was to explore the impact of SNS-based communication on organizational commitment among Korean dancers. The collected data were analyzed using SPSS Ver. 29.0, employing frequency analysis, exploratory factor analysis, reliability analysis, correlation analysis, and multiple regression analysis to derive the research findings. SNS communication significantly influenced all three types of organizational commitment: continuance commitment, normative commitment, and affective commitment. Specifically, clear responses and empathy had the most substantial impact on continuance commitment, while information sharing and empathy were most influential for normative commitment. Affective commitment was primarily affected by clear responses. The study also revealed that excessive use of SNS could have a negative impact by fostering comparison and competition, which could hinder organizational commitment. Therefore, dance organizations should develop strategies to enhance positive communication through SNS while minimizing its negative effects.

This study aims to examine the moderating effect of work-life balance perception on the relationship between job autonomy, job satisfaction, and organizational commitment among professional ballet dancers. To achieve this goal, a survey (April - June 2024) was conducted among 151 professional ballet dancers (employed, freelance, temporary, and part-time) residing in Seoul and Gyeonggi Province. The results (PLS SEM) reveal that job autonomy has a statistically significant positive impact on both job satisfaction and organizational commitment, and that job satisfaction, in turn, positively affects organizational commitment. However, while work-life balance perception has a statistically positive effect on job satisfaction, it negatively moderates the relationship between job autonomy and job satisfaction. These findings suggest that although professional ballet dancers place high value on autonomy within their organizations, their demand for work-life balance may, paradoxically, detract from job satisfaction when both autonomy and work-life balance are highly prioritized.