• Korean Journal of Childcare and Education
• /
• v.8 no.1
• /
• pp.25-44
• /
• 2012

The purpose of this study was to conduct a systematic review of the previous studies done on the child-care teacher's turnover intentions. From 2001 to 2011, 33 articles which reforted primary empirical data met the criteria for inclusion in the meta-analysis. The results of this study are as follo ws: First, included in the main factors related to child-care teachers' turnover intentions were a job-related variable, an organizational internal variable and an organizational external variable. Second, the most influential protective variable related to the child-care teacher's turnover intentions among the set of organizational external variables was work-time followed by welfare, education and training, remuneration, social recognition and promotion system. Third, the most influential protective variable related to child-care teachers' turnover intentions among the set of job-related variables was teacher efficacy followed by job satisfaction, participation of decision making, performance, work-autonomy and work-professionalism. Fourth, the most influential protective variable related to the child-care teacher's turnover intentions among the set of organizational internal variables was personal relations followed by relationships with the director and relationships with colleagues. The effect size of these variables was large. Fifth, the results of meta-regression analysis revealed that the survey area and years had no significant effect on overall effect sizes.

• The Journal of the Korea Contents Association
• /
• v.20 no.8
• /
• pp.598-617
• /
• 2020

In many enterprises, the extent and the frequency of damages incurred due to the unethical behavior of the members of the organization have not reduced, but rather the magnitude and frequency of damages have been increasing. Research at an organizational level is necessary at this point in time, to investigate the contributing variables that cause this unethical behavior, the measures to manage them, and the control variables that can reduce unethical pro-organizational behavior. Therefore, this study seeks to explore perceived organizational support and psychological entitlement as leading factors of unethical pro-organizational behavior, based on the theory of social exchange, and to examine the reaction mechanism between these variables. This is particularly because a large number of the current labor force belongs to the millennial generation (born after 1978) or Generation Y, and their sense of psychological entitlement has been problematic in their organization. The effect of perceived organizational support on unethical pro-organizational behavior and the effect of psychological entitlement on unethical pro-organizational behavior were examined through a review of existing literature, and an empirical analysis was conducted to investigate the moderating effects of psychological entitlement on perceived organizational support and unethical pro-organizational behavior. A regression analysis was conducted based on the valid data of 185 members of an organization who belong to the millennial generation, and the analysis results showed that a sense of psychological entitlement had a moderating effect between perceived organizational support and unethical pro-organizational behavior. Based on these findings, this paper proposes theoretical and practical implications for unethical pro-organizational behavior and psychological entitlement, and hopes to contribute to expanding research in this area.

• Journal of Family Resource Management and Policy Review
• /
• v.25 no.1
• /
• pp.15-34
• /
• 2021

Purpose : This study aims to identify the influence of individual, parental, workplace, and policy variables on the intention of marriage of unmarried workers. The results of the study can be used as a basis to come up with policy and practical measures to increase these workers' intention of marriage. Methods : Data was collected from 480 participants through a questionnaire. The measuring tools in this study were tested for reliability and validity. In addition, technical statistics, ANOVA, correlation analysis, and hierarchical regression analysis were performed by SPSS 18.0. Results : First, unmarried workers' willingness to marry was higher above the average. Second, significant differences in the unmarried workers' intention of marriage were revealed based on gender, age, level of education, total assets, and debt status. Significant associations were also found with parents' economic levels and the possibility of parental support for housing and marriage expenses. The differences in response based on employment patterns, job satisfaction, and family-friendly organizational culture were also significant. The correlation between policy variables and marriage intentions also showed the necessity of a funded housing policy and a marriage preparation policy. Third, based on the hierarchical regression analysis using personal, parental, and workplace variables to identify the factors affecting unmarried workers' willingness to marry, it is clear that gender, age, and the likelihood of parental support for housing and marriage expenses have a significant impact. A family-friendly organizational culture and funded housing policy were also significant contributors. Conclusion : The study found that the funded housing policy was the most important factor affecting unmarried office workers' willingness to marry. Additionally, the possibility of parental support for housing and marriage expenses and a family-friendly organizational culture at work were found to have an important impact on the improvement of unmarried workers' willingness to marry.

• Journal of the Korean Society for information Management
• /
• v.33 no.2
• /
• pp.7-32
• /
• 2016

This study aims to explore the effect of a librarian's organizational commitment and Organization Citizenship Behavior (OCB) on organizational effectiveness in libraries. The following conclusions were drawn from the research procedures and data analysis. First, the librarian's organizational commitment make no difference by age level. The librarian's organizational commitment makes no difference by career. The librarian's organizational commitment and organization citizenship behavior make no difference by employment status. Second, the highest correlation is maintain commitment factor and all of the commitment. The second high correlation is sportsmanship behavior factor and all of the organization citizenship behavior. The third high correlation is conscientiousness behavior factor and all of the organization citizenship behavior. Third, the organizational effectiveness is affected 13.4% by a librarian's organization citizenship behavior, 5.6% by librarian's organizational commitment.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.16 no.11
• /
• pp.7564-7574
• /
• 2015

This study confirmed by a meta-analysis of the effect of suppressing the size of the turnover variable based on the thesis concerning "turnover intention" of the past 15 years, and the trend over the year, according to published meta-regression analysis was verified. The overall effect size for the study was found to inhibit factors medium effect size. Effect size is a private property factor by lower variable salary levels, age and marital status, working period, turnover experience, educational level, showed a work order forms, job characteristics factor is job satisfaction, working conditions, job importance, firm relationships with colleagues, showed a net job autonomy. In addition, organizational characteristic factor effect sizes organizational commitment, organizational commitment, advancement opportunities, compensation satisfaction, organizational justice, participatory doctor had determined the net. Changes in accordance with the published year is closer to 2015 it showed that the effect of inhibiting factors reduced size.

• Journal of Digital Convergence
• /
• v.20 no.5
• /
• pp.443-451
• /
• 2022

The paper delves into the elaborate intermediating mechanisms of the association between coaching leadership and safety behavior. To do that, this study tried to identify the sequential mediating effects of employee's meaningfulness of work and perceived organizational support between coaching leadership and safety behavior. By utilizing 3-wave survey data from 250 employees in Korean companies with conducting structural equation modeling(SEM), this paper found that coaching leadership had a positive influence on safety behavior through sequential mediating effect of employee's meaninfulness of work and perceived organizational support.

• The Journal of the Korea Contents Association
• /
• v.13 no.2
• /
• pp.522-531
• /
• 2013

The purpose of this study is to find the effect of home environmental stimuli and mothers' personal variables in multicultural family on children's linguistic abilities. The object of this study is 132 infants and their mothers of 82 infant education institutes located in P city. The main results of the study are as follows: First, the means of communication (generally Korean) is found to have the greatest effect 0n children's linguistic abilities of the personal variables of mothers from multicultural families. Second, the formation of stable and predictable environments affects children's linguistic abilities (receptive and expressive language) most of all the home environmental stimuli. Third, children's receptive language was most affected by the formation of stable and predictable environments, and their expressive language was most affected by the aspects of physical environments.

• The Journal of the Korea Contents Association
• /
• v.13 no.12
• /
• pp.540-549
• /
• 2013

The purpose of this study was to examine the impact of the emotional intelligence of day-care teachers on their career commitment and organizational commitment in an attempt to provide some information on the development of the emotional intelligence of day-care teachers. Two hundred and three teachers in day-care centers in Gyeonggi-do Suwon-si participated in the study and descriptive, correlation, multiple regression analysis were conducted. The results are as follows: First, the emotional intelligence of day-care teachers had a statistically significant positive correlation to career commitment. In addition, among the sub-factors of emotional intelligence, motivating oneself and knowing one's emotion exerted a statistically significant positive influence on career commitment. Second, the emotional intelligence of day-care teachers had a statistically significant positive correlation to organizational commitment. In addition, among the sub-factors of emotional intelligence, motivating oneself exerted a statistically significant positive influence on career commitment.

• Korean journal of communication and information
• /
• v.62
• /
• pp.95-118
• /
• 2013

The purpose of this study was to investigate the variables which had effects on the organizational communication satisfaction(OCS) based on the relationship between organizational members' personality types and conflict resolution styles. A questionnaire survey including social style profile and OCS scale was carried out with the various organizational members. The results showed that there were significant differences on the ways to resolve the conflicts according to personality types. The members who tended to assert their opinions with confidence had a high level of OCS. The results of path analysis on the variables influencing the OCS revealed that among the conflict resolution styles, the problem solving style and compromise style were associated with the OCS-social relationship. In contrast, the blaming style and imposing style were related with the degree of OCS-task. The members' individualistic variables such as organizational status and sex were important factors in explaining the differences of conflict resolution styles and the OCS. In conclusion, this study showed that the matching of conflict resolution styles with the members' task characteristics is a crucial factor in the production of effective organizational outcomes. The limitations of this study were reported along with the suggestions for the future studies.

• The Journal of the Acoustical Society of Korea
• /
• v.12 no.4
• /
• pp.5-13
• /
• 1993

본 연구에서는 조직 이미지 프로세싱에서 로칼 조직의 주파수 성분과 방향각을 효과적으로 평가할 수 있는 점근적 2-D FPSS QPS 필터의 커널쌍 구성에 대하여 논의하고 이를 아용한 오리엔테이션 필터의 설계와 응용을 고찰한다. 설계된 필터 특성은 필터 길이가 주어지는 경우 대역폭, 감쇄 정수, 방향각, 그리고 변이 정수에 의존하므로 특성 제어가 용이하다. 4개의 커널쌍으로 구성된 오리엔테이션 필터에 의한 방향각 측정 오차는 최대 2.5°이며 세그멘테이션 결과도 효과적임을 보였다. 그리고 단일 방향각을 갖는 오리엔테이션 필터에 의해 조직 이미지의 특성 성분의 추출이 용이함을 보였다.