• The Journal of the Korea Contents Association
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• v.18 no.1
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• pp.607-622
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• 2018

In this study, we investigated path that influence task performance through mediation of leader identification, regulatory focus (promotion focus and prevention focus). The results of this study are summarized as follows. First, ethical leadership has a positive effect on leader identification. Second, leader identification has played a crucial role in the relationship between ethical leadership and regulatory focus, and regulatory focus also have an important mediating effect on the relationship between leader identification and task performance. These results show that leader identification, regulatory focus play as an important mediator in relationship between ethical leadership and task performance.

• Journal of Digital Convergence
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• v.16 no.10
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• pp.179-185
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• 2018

The purpose of this study is to demonstrate the effect of compassion on collective self esteem through positive work-related identity, and to demonstrate the mediating effect of positive work-related identity and the moderating effect of organizational identification. In this study, The data collection was targeted at 369 social workers working in 13 social welfare facilities and institutions in Gyeonggi Province and 12 in Seoul from April 1 to April 25, 2018. It was demonstrated that compassion had a positive effect on positive work-related identity. Also, it was proved that positive work-related identity had a positive effect on collective self esteem, and mediating effect of positive work-related identity and moderating effect of organizational identification were also significant. Therefore, this study suggests social workers experienced compassion will have positive work-related identity, collective self esteem, and organizational identification.

• Information Systems Review
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• v.15 no.3
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• pp.71-87
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• 2013

Companies as well as the Korean government show growing attention to the Smart Work which is enabled by the ongoing development of information and communication technologies (ICTs). Smart Work can be regarded as an extended version of telecommuting or distance work and defined as "working efficiently and conveniently regardless of time and place utilizing ICTs." Smart Work currently puts its emphasis on the work and life balance by changing the ways of working. Despite its emphasis on work and life balance, it is expected the boundaries between work and nonwork would blur, work and nonwork boundaries may become more permeable, and role conflicts would occur more times than before. To find ways to enhance work and life balance while escaping from expected conflicts in the context of Smart Work, we investigate the work and nonwork boundary strengths and the factors affecting them. In the course, we consider asymmetries between the work and nonwork boundary strengths and bidirectional nature of work and nonwork permeability. We develop two research models having work and nonwork boundary strengths as respective dependent variables. We empirically found that work role identification and nonwork-to-work permeability had influences on the boundary strength at work and that work-to-nonwork permeability affected the boundary strength at nonwork. However, nonwork role identification did not show any significant influence on the boundary strength at nonwork.

• The Journal of the Korea Contents Association
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• v.8 no.5
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• pp.215-223
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• 2008

This study is an empirical research on what effects public tax officers' pride, external image, and organization identification as tax specialists have on their organizational commitment. The results of the verification showed that their organizational commitment gets deeper as their satisfaction about pride, external image, and organization identification get greater. In order to meet the public interest in taxation and the demand of the time with positive attitudes and facilitate the functions of the taxation administration, public tax officers' organizational commitment should be intensified by increasing their pride as tax specialists, enhancing external images of the taxation administration, making substantial and realistic efforts, and letting public tax officers have organization identification.

• Culinary science and hospitality research
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• v.15 no.3
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• pp.1-14
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• 2009

One of the tasks given to the hotel business is to improve ES(Employee Satisfaction) through educational training for enhancing job efficiency and service quality, not product competition. In the current domestic field, however, ES(Employee Satisfaction) based on appropriate educational training hasn't been established yet. The purpose of this study is to verify the effect of educational training including recognizing the necessity of frequency, the level of lecture conscience, motivation, and internalization along with job commitment. The cohort of women(n=128, 44.4%) and men(n=160, 55.6%) was monitored by the questionnaire data from October 13th to 31st, 2007. It was assessed by (1) the recognition of educational training, (2) educational training practices, (3) organizational identification, (4) brand identification, and (5) job commitment. Statistical analysis was conducted using SPSS (Statistical Package for Social Science), data coding, and the data cleaning system. As a result, it was proved that frequency, the level of lecture conscience, motivation, the recognition of necessity are in proportion to brand identification and organization identification. In addition, identification through educational training can raise the efficiency of job commitment.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.6
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• pp.269-285
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• 2021

As the systematic management of knowledge within an organization is recognized as a core factor for the continuous growth of an organization, organizations are increasing their interest in knowledge management. Knowledge management requires the active sharing of knowledge by insiders of the organization, but there are cases of failure due to the lack of participation of leaders and employees of the organization. The purpose of this study is to suggest a mechanism by which the authentic leadership of leaders in small and medium-sized enterprises(SME), which are relatively lacking in knowledge production capacity, leads to intention to share knowledge of employees. In addition, the study confirms that reciprocal feedback and task interdependence moderate the relationship between antecedent factors and intention to share knowledge. In this study, a research model was derived based on precedent research, and 272 samples were obtained by conducting a questionnaire survey on employees of SME that introduced a knowledge management policy. And, the study verified the hypothesis by applying structural equation modeling based on AMOS 22.0. The results of the study proved that authentic leadership has a positive effect on the intention to share knowledge through organization identification and organization commitment, and confirmed that reciprocal feedback and work interdependence moderate the relationship between knowledge sharing intentions and antecedent factors. This study suggests the mechanism by which the authentic behavior of the leaders of SMEs affects the knowledge sharing behavior of employees, and suggests that work cooperation strengthens the influence of the mechanism.

• Management & Information Systems Review
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• v.34 no.4
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• pp.31-66
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• 2015

The purpose of this research is to examine that internal virtue (i.e. virtue between organizational members) and external virtue (i.e. virtue between organizational members and external members) positively associate with job performance when considering organizational identification, positive work-related identity, affective commitment, emotional exhaustion, and collective self-esteem as mediators. Virtue in organization has received attention as critical attribute of positive organizational scholarship. Cameron(2003) defined the study of virtue as a study of the capacity, attributes, and reserve in organization that facilitates the expression of positive deviance among organization member. In addition, this study contributes to the qualitative investigation on how internal giving virtue (i.e. the employees' virtue for their organization), internal receiving virtue (i.e. virtue employees receive from their organization), external giving virtue (i.e. the organization's virtue for society), and external receiving virtue (i.e. virtue the organization receives from society), used as independent variables, influence job performance after creating research model for the four virtuous behaviors through qualitative research. Therefore, this research contributes to the creation of research model for virtuous behaviors within organizations and virtuous behaviors with external members through qualitative study and sheds light on how these variables influence job performance by virtue of qualitative research.

• The Journal of the Korea Contents Association
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• v.22 no.5
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• pp.81-96
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• 2022

Covid-19 calls for minimizing gatherings of people in spaces such as offices. Organizations are encouraging information-sharing activities among employees by using online platform technology. Recently, Organizations are supporting their work using the metaverse. This study confirms the effect of metaverse presence on the intention to share knowledge by forming the intrinsic motivation of the employees and the moderating effect of the individual's digital technological competence. We presented research hypotheses through previous studies such as virtual reality and tested the hypotheses using 309 samples obtained through surveys. As a result, the social, tele, and self presence of the metaverse increased organizational-related intrinsic motivation(organizational identification, value congruence) and had a positive effect on the intention to share knowledge. In addition, digital technological competence moderated the relationship between value congruence and intention to share knowledge. This study suggests the importance of strategies to enhance the presence of metaverse for organizations to increase work productivity by using metaverse and the need to support individual digital competence reinforcement.

• The Journal of the Korea institute of electronic communication sciences
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• v.19 no.1
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• pp.241-248
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• 2024

Socially, organizations are required to effectively manage their information resources, both in terms of acquiring information from external sources and safeguarding against potential breaches by insiders. While information security policies and technologies implemented by organizations contribute to achieving internal security, an overly complex or disorganized security structure can create uncertainty among employees. In this study, we identify factors of structural information security (IS)-related uncertainty within organizations and propose that they contribute to non-compliance. We develop a research model and hypotheses based on previous studies on the information security environment and test these hypotheses using structural equation modeling. Our findings indicate that uncertainties related to IS policy, technology, and communication decrease employees' IS role identity and their intention to comply with IS measures. By addressing these uncertainties, organizations can improve their IS environment and work towards achieving there is goals.