• Journal of Digital Convergence
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• v.11 no.3
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• pp.139-155
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• 2013

The purpose of this research is to study the impact of a consulting-recipient company's organizational characteristics have on consulting performance based on a case study of M manufacturing company that received HR consulting. Noticing that the subject company received HR consulting, consulting performance was evaluated in terms of two variables, HR effectiveness and organizational commitment, and the research focused on analyzing HR system improvement and change in awareness of employees. The result showed that all lower factors that describe organizational characteristics - closeness, delegation of responsibilities, ethical management, communication and shared values - had statistically positive impact on HR effectiveness at significance level p<.05. Also, the higher the HR effectiveness, the higher the positive impact on organizational commitment improvement. Moreover, it was shown that all lower factors in organizational characteristics had positive impact on overall consulting performance. Accordingly, the research concludes that, in order to improve consulting performance, i.e., HR effectiveness and organizational commitment, for blue collar workers, the company needs to create a family-oriented and closely-knit working environment, establish rules and systems to delegate responsibilities appropriately, actively promote ethical management and provide strategic activities to facilitate effective communication.

• The Journal of the Korea Contents Association
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• v.10 no.10
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• pp.408-417
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• 2010

The purpose of this study is reveal how employee participation management of deluxe hotels located in Seoul affects corporate employees' psychological ownership and organizational commitment. In addition, it tries to find out the mediating effect that the employees' psychological ownership has contributed to the relationship between employee participation management and organizational commitment. The results of this study are as follows; Firstly, employee participation management has a great effect on the employees' psychological ownership and organizational commitment. Secondly, employees' psychological ownership has a mediating effect between employee participation management and organizational commitments.

• Journal of Digital Convergence
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• v.12 no.8
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• pp.85-99
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• 2014

The empowering leadership as perceived by the members of the organization have an influence on the psychological attitudes of them toward their jobs, and again these psychological attitudes might affect their Organizational culture type. Thus, this study tried to mediating effects of Organizational Culture on the relationships between Empowering-Leadership and Creativity and Job attitude. The results of this study are as followings; First, Empowering-leadership is positively related to Creativity, Organizational commitment and Job satisfaction. except leading by example & participative decision-making in organizational commitment of Job attitude. Second, the mediating effects of Organizational culture had a significant effects on part of relationships in each variable. Results indicated that managing Organizational culture is contributed to the member's attitude and organization performance so that the supervisor should make efforts to develop managing skill in their Organizational culture to fit their nature.

• The Journal of the Korea Contents Association
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• v.16 no.3
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• pp.305-318
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• 2016

Perceptions of organizational politics(POPs) have stress-based effect as job demand and lead to employee's negative attitudes and behaviors. According to job demand resource model, burnout develops when high job demand deplete employee's resources, which lead employees to low levels of motivation and high levels of cynicism and frustration. Currently, in studying the relationship between POPs and burnout there is a lack of researches on certain settings and conditions. The present study examined a model in which relationship between POPs and burnout was mediated by psychological need satisfaction. And also, this study tested moderating role of psychological capital between POPs and need satisfaction. A total of 220 employees in telco and electronic manufacturing company in South Korea participated in this study. The result of this study showed that need satisfaction works as mediating variable between POPs and burnout and psychological capital had moderating effect between POPs and need satisfaction. This study proposes a new framework of POPs by examining linking mechanism of need satisfaction and psychological capital. The results of this study provide practical insight to HR practitioners and business leaders.

• Journal of Digital Convergence
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• v.12 no.3
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• pp.105-115
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• 2014

This paper aims to examine the mediating effects of psychological capital on the relationships between learning organization and innovative behavior. 310 sheets of questionnaires were gathered from the organizational members of the companies in 5 cities, including Seoul and Pohang and analysed using structural equation modelling technique. The results show followings: First, the human factor of learning organization has a significant influence to the innovative behavior and the psychological capital. Second, structural factor of learning organization has a significant influence to the psychological capital but does not have a significant influence to the innovative behavior. Third, the mediating effect of psychological capital has a significant partial effect between human factor of learning organization and innovative behavior, and full effect between structural factor of learning organization and innovative behavior. The results of this study implies that some guideline could be used in promoting learning organization and making implementing strategy.

• Journal of Digital Convergence
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• v.17 no.10
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• pp.149-158
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• 2019

Drawing on literatures from communication strategy and human resource management, this study examines how perceived communication satisfaction can affect turnover intention and also figure out mediating effect through affective commitment. We analyzed a data set from one of the largest government organizations in health and medical treatment including 267 employees's sample. Apart from previous studies, this study emphasizes perceived communication satisfaction is a critical factor rather than communication policies. Also, affective communication partially mediates the relationship between perceived communication satisfaction and turnover intention. Our theory and findings provide new insight into human resource management field in growing Korean organizations.

• Journal of Digital Convergence
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• v.16 no.11
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• pp.81-87
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• 2018

Transactional leadership(TL) is to provide constructive feedback to organizational employee's commitment and to engender a positive impact on individuals and organizations. In this respect, this study is to investigate police's TL could positively influence organizational commitment, and is there a mediated effect in this impact empirically. This study based on the analysis on a random sample of police who has worked in Seongnam, Kwangjoo, and Hanam cities. The findings are the follows. (1) Police's TL has a positive effect on followership. (2) Police's TL has a positive effect on employees' commitment highly. (3) Police's followership has a positive effect on employees' commitment highly. (4) Followership has a partial mediated effect to relationship between Police's TL and employees' commitment. In these results, transactional leadership and followership are to verify a critical factor to improve police's organizational commitment.

• Journal of Korea Society of Industrial Information Systems
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• v.26 no.3
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• pp.23-39
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• 2021

Investment of organization in information security is increasing, but information security threats within the organization are not decreasing. The purpose of this study is to suggest a direction to increase the information security compliance intention of employees. In detail, the study presents the positive effects of security motivation and organization trust on the information security compliance intention, and presents the moderating effect of work promotion focus. Research model and hypothesis verification are confirmed through structural equation modeling and the study conducted a questionnaire technique to the employees of the organization applying the information security policy for quantitative verification. As a result, information security punishment and value congruence had a positive affect on the compliance intention by mediating organization trust. In addition, work promotion focus had a moderating effect on the positive relationship between the precedent factors on the compliance intention. The research has academic and practical implications from the viewpoint of presenting the factors of the organization's efforts to improve the level of information security compliance by insiders.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.171-182
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• 2020

This study was intended to analyze the effects of Entrepreneurship on manufacturing(G-automobile) employees' Organizational Culture and Job satisfaction. A proposed model based on previous research was empirically tested via SPSS 25.0 using 349 valid samples collected from current employees of G-automobile Enterprises in Chang Won. The results of the empirical analysis are summarized as follows. First, Entrepreneurship(Innovativeness, Proactiveness, Risk-taking) had direct effects on Job satisfaction. Second, Entrepreneurship(Innovative, Enterprising, Risk-sensitive) had direct effects on Organizational Culture. Third, as a result of analyzing the effect of Organizational Culture on Job satisfaction, it was found that Organizational Culture(Development Culture, Rational Culture) had a significant positive(+) effect on Job satisfaction. The results of this empirical analysis are considered to be related to the rigid organizational culture of automobile manufacturing companies with many male-oriented field workers. In the future, research involving other automobile manufacturers is expected to be needed.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.117-125
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• 2020

In this paper, we wanted to look at the effects of person-organization fit and person-job fit of social welfare officials on the job enthusiasm, but also examine the mediated effect of organizational committment. The study found that person-job fit has a positive effect on the job enthusiasm of public officials in charge of social welfare, and that the mediating effect of organizational committment is also partially covered. However, person-organization fit does not have a direct impact on job enthusiasm, but has been shown to have a full mediated effect through organizational committment. As a result of these studies, social welfare officials are judged to lack consistency and affinity within the organization, while their individual abilities, purposes, and demands are in line with their duties and job enthusiasm for their duties. Therefore, it is necessary to provide support at the organizational level and to create a sense of unity in order to enhance the job enthusiasm of public officials in charge of social welfare.