• Management & Information Systems Review
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• v.36 no.4
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• pp.167-185
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• 2017

With the expansion of corporate influence on civil society, companies are facing various demands and expectations on higher social responsibilities. This study discusses the influence of corporate social responsibility(CSR) on job attitude of employees when they recognize their company's CSR efforts. In this regard, it focuses on mediator effect of organizational identity by examining job satisfaction, organizational commitment, and turnover intention. Based on empirical investigation, positive influence was confirmed, stemming from recognized CSR. It influenced organizational identity, and it changed job attitudes including job satisfaction, organizational commitment, and decline of turnover intention. This result shows that if employees recognize company's sincere CSR activities and organizational values and culture are desirable, they tend to more strongly identify themselves with their organization. In sum, this paper found that organizational identity can be applied as a mediator which enhances the influence of CSR on job attitude. Lastly, it analyzed applicable implications to business management and suggestions for future research.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.8 no.6
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• pp.1695-1705
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• 2007

This study is a research on the influential factor of R&D (Research and Development) personnel's job stress on their organizational effectiveness, and defined its purposes as the following in order to find out in detail what effect the R&D personnel's job stress has and what difference it makes with respect to the relation with their organizational effectiveness. As a result of testing the relation between organizational members' job stress and their organizational effectiveness through this empirical research, the following results were derived. First, job stress according to demographic characteristics has an important effect on organizational effectiveness. Second, it was revealed that job stress has a significant effect on organizational effectiveness according to organizational members' personal characteristics. Third, it was found that organizational members' job stress has a negative effect on organizational effectiveness. Finally, it was found that each variable such as role-conflict, role-ambiguity and career development has a negative effect on organizational effectiveness independently.

• Journal of Digital Convergence
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• v.11 no.7
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• pp.123-133
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• 2013

This study is to establish the effect of the call center counselors' personal characteristics and perceive organizational support(POS) on their organizational commitment and organizational citizenship behavior(OCB). through survey targeting 290 call center counselors in Seoul. Accordance with these conclusions, Self-esteem, Self-efficacy except Emotional Intelligence were positive(+) influence on Organizational Commitment. and Emotional Intelligence, Self-esteem, Self-efficacy were positive(+) influence on OCB. Also Self-esteem and Organizational Commitment, OCB were full mediation on POS And Self-efficacy and Organizational Commitment, OCB were part mediation on POS. This result implies call center needs the approach method and different perspectives to increase the degree of call center counselors' organizational commitment.

• Journal of Practical Engineering Education
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• v.15 no.3
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• pp.729-738
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• 2023

This study aimed at examining the relationship among organizational learning competency, organizational commitment, protean career attitude, and organizational innovativeness as perceived by university faculties and staff as organizational innovation becomes a key challenge for universities to thrive for strengthening competitiveness. The analysis results are as follows. First, organizational learning capabilities showed a positive effect on organizational innovativeness. Second, organizational learning capabilities had a positive effect on organizational commitment. Third, organizational commitment had a positive effect on organizational innovativeness. Fourth, in the relationship between organizational learning competency and organizational innovativeness, organizational commitment showed a mediating effect and protean career attitude showed a moderating effect. Through this study, The results implies that universities should provide organizational environment to enhance organizational commitment of university faculties and develop protean career attitude thrive in changing environment.

• Journal of Industrial Convergence
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• v.20 no.11
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• pp.233-240
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• 2022

The purpose of this study is to understand the influence factors of job stress and resilience to recovery in an organization on job satisfaction and immersion in the organization. For this reason, we developed a questionnaire scale based on previous research, and conducted a questionnaire survey of the sales staff of company S. As a result of the analysis, it was found that job stress had a significant effect on job satisfaction, and job stress had a significant effect on recovery elasticity. It was shown that recovery elasticity affects job satisfaction and organizational immersion, and that job satisfaction affects organizational immersion, but the hypothesis that job stress has a significant effect on organizational immersion was rejected. In addition, it was found that recovery elasticity mediates the relationship between job stress, job satisfaction, and organizational immersion. The results of this study are expected to be used as guidelines for various practical plans that can improve the resilience of recovery as well as stress management of organizational members in the organization.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2018.05a
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• pp.138-140
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• 2018

이 연구는 선원 개인이 지각하는 직업의식 수준이 자기 효능감과 조직몰입도 및 직무만족도에 미치는 영향과 선박 조직 단위로 승선하고 있는 선원의 직업의식 수준이 선박조직의 집단 응집성과 구성원의 조직몰입도와 직무만족도에 미치는 영향을 실증 연구하였다.

• The Journal of the Korea Contents Association
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• v.16 no.5
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• pp.497-508
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• 2016

The purpose of this study is to investigate the effect of organizational culture on subjective well-being in organization. For this, this study surveyed organizational culture and subjective well-being those 142 workers experienced. CVM(Competing Value Model) and COMOSWB(Concise Measure of Subjective Well-Being) were used to measure them. The results were as follows: First, organizational culture had a significant influence on the subjective well-being(p<.001) in the organization and explained it as 28.4%. Only group culture had a significant positive influence on the subjective well-being(p<.001). On the other hand, hierarchical culture, developmental culture and rational culture had no significant influence on subjective well-being. Second, organizational culture had a significant positive influence on satisfaction(p<.001) and positive emotion(p<.001), but had a negative influence on negative emotion(p<.05) which are the factors of subjective well-being, and explained them as 35.3%, 26.0% and 5.1%. Only group culture had a significant positive influence on satisfaction(p<.001) and positive emotion(p<.001), but had negative influence on negative emotion(p<.01). Based on the drawn results, this study provides practical and theoretical implications and suggests further studies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.9
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• pp.73-81
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• 2020

This study demonstrated the effect of IT Ssupports for Iintegration Ccompetency(ITSIC) on organizational performance by using organizational temperance and absorption capacity as medium. The research model was verified with Smart PLS 3.0 based on the survey conducted overa total a total of of 126 pparticipantseople's surveys for the employees. First, the ITSIC had a positive effect on both the alignment and adaptability and also on absorption capacity. Second, it was confirmed that organizational temperance hads a positive effect on absorption capacity. Third, when the organizational temperance was mediated in the relationship between ITSIC and absorption capacity, it had a indicated a positive effect. Fourth, absorption capacity had a positive impact on organizational performance. The implications of this study differ from the existing studies through by validating validation of correlations correlations by extending IT technology and organizational performance to organizational ethical factors. In addition, it has been established that the ethical factors of the organization also act as leading factors of absorption capacity. ITSIC helps managers make balanced decision-making, which can contribute to improving absorption capacity by giving members a positive perception, ultimately having a positive impact on organizational performance. It suggests the importance of building appropriate IT infrastructure and cultivating organizational virtues in order to improve the performance of organizations in which absorption capacity is essential.

• 한국체육학회지인문사회과학편
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• v.58 no.1
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• pp.187-201
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• 2019

This study aims to analyze the relationship among emotional labor, Job burnout, and organizational citizenship behavior(OCB) of yoga instructors. Especially, we focused on the mediating effect of job burnout between emotional labor and OCB. A total of 250 questionnaires were distributed and 221 were returned for final analysis. In order to verify the hypothesis, structural equation modeling was conducted using AMOS 23.0. The results of this study were as follows: First, surface acting had a positive effect on job burnout, but deep acting had no significant effect on job burnout. Second, job burnout had a negative effect on OCB. Third, Surface acting had no effect on OCB, but deep acting had a positive effect on OCB. Last, the relationship between surface acting and OCB was perfectly mediated by job burnout, however there was no mediating effect of job burnout between deep acting and OCB.

• 한국경영정보학회:학술대회논문집
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• 2007.06a
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• pp.713-718
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• 2007

현대 기업에서 정보시스템은 기업활동의 필수적이고 기본적인 요소로 인식되고 있으며 그 중요성은 점점 더 높아지고 있다. 정보시스템은 기업의 각 요소를 유기적으로 연결하여 기업의 목적이나 목표를 달성하기 위해 사용 되고 있다. 정보시스템의 도입이 이런 목표나 목적을 달성하고 있는지 살펴보기 위해 정보시스템의 품질과 조직 성과에 관한 많은 연구들이 이루어져 왔다. 조직행동론 분야에서 '조직내 갈등'이 조직성과에 직 간접적으로 영향을 미치는 것으로 나타나고 있다. 조직내 갈등은 '과업적 갈등'과'감정적 갈등'으로 나눌 수 있으며, 이들은 매개변수나 조절변수로서 조직 성과에 영향을 주고 있다. 하지만 정보시스템의 품질과 조직의 성과에 관계에 대한 많은 연구가 이루어진 반면 이들 관계에 있어 갈등의 역할에 대한 연구는 부족한 실정이다. 본 연구는 정보시스템의 품질과 조직원 성과관계에서 갈등의 역할에 초점을 맞춰 연구를 진행하였다. 이를 위해 근로자 300인 이상인 기업에 근무하는 사무직 근로자를 대상으로 설문 조사를 실시하고, PLS(Partial Least Square) 방법을 사용하여 분석을 실시하였다.