• The Journal of Small Business Innovation
• /
• v.19 no.2
• /
• pp.17-36
• /
• 2016

The current paper examines the role of the identity of entrepreneurs in the emergence and evolution of a new organizational form by empirically analyzing the evolution of eBook publishers in Korea from 1996 to 2011. Drawing on the recently developed identity-based theory of organizational form in the organizational ecology literature, we test hypotheses on the effects of focused and diffused organizational identities on organizational founding in an emergent organizational population. The results of our empirical analysis that tested three hypotheses about a positive relationship between focused identity and form emergenceand negative relationships between diffused (horizontal and vertical) identity and form emergence largely supported the argument of identity-based entrepreneurship. General implications are discussed.

• Journal of Navigation and Port Research
• /
• v.35 no.10
• /
• pp.829-836
• /
• 2011

This study aims to empirically identify how the antecedents of seafarers' social identity(i.e., socialization, social support, perceived organizational support, status in organization) affect turnover intention via social identity. In order to achieve this objective, this study conducted covariance structure analysis on the questionnaire data collected from 362 seafarers. The main results are as follows: First of all, as social identity of seafarers increases, their turnover intention decreases. Secondly, as socialization, social support, and perceived organizational support increases, seafarers' social identity also increases. Finally, while socialization and social support decrease turnover intention only through social identity, perceived organizational support decreases turnover intention both directly and indirectly via social identity.

• Journal of Digital Convergence
• /
• v.17 no.4
• /
• pp.87-94
• /
• 2019

Our study builds up a theoretical model to explain how individual compassion in organizations affects the macro concept of corporate social responsibility (CSR). A theoretical framework conceptualizes whereby individual compassions in work organizations responding to others' suffering generate positive or negative organizational identity, which impact their CSR activities. That is, we proposes that authentic compassion will develop positive organizational identity and then leads to proactive CSR, while pseudo compassion will trigger negative organizational identity and in turn results in reactive CSR. This study aims to explain the antecedents of firms' CSR in terms of individual compassion in organizations, interacted with the dynamics of organizational identity.

• The Journal of the Korea Contents Association
• /
• v.20 no.10
• /
• pp.554-565
• /
• 2020

This study found out a process of effects of professional identity recognized by social workers on their job satisfaction and organizational commitment, and verified a mediated effect caused by working environment through the process. A survey for data collection was conducted among 205 employees of social welfare facilities located in Gyeonggi Province. Collected data was analyzed by using structural equation modeling. The data analysis showed that first, professional identity has an extremely meaningful positive effect on job satisfaction. Second, professional identity has a meaningful positive effect on organizational commitment. Third, working environment has a partial mediated effect on relationships between professional identity and job satisfaction, between professional identity and organizational commitment. These results proved that the enhancement of job satisfaction and organizational commitment of social workers is based on enhancing professional identity, and organizational commitment can be enhanced by the working environment. Based on the results, this study discussed practical plans for enhancing job satisfaction and organizational commitment of social workers.

• Management & Information Systems Review
• /
• v.36 no.2
• /
• pp.133-156
• /
• 2017

This paper explores a theoretical framework, in which compassion arising from others' suffering among organizational members can be connected to EV to CSR activities via POI. We argue that compassion may generate positive identity related to being a member of a particular organization (i.e., POI), which increases to EV to CSR, ultimately leading to the enhancement of the corporate reputation. In return, an enhanced reputation for the corporation results in an increase of employees' perceived organizational identity via increase of CEI. Employees with high POI are more likely to carry out compassion and share it with others within an organization. In short, the positive circulation between compassion and EV to CSR as shown in Figure 2 demonstrates not only the ways in which compassion among organizational members can evoke EV to CSR through POI, but also how EV to CSR can facilitate compassion within an organization in terms of enhanced corporate reputation.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.11 no.4
• /
• pp.117-126
• /
• 2016

Social enterprises have been concerned with the social problems and their market survival, simultaneously. They show diverse types of organizational identities in order to pursue such hybrid goals. This study examines how the social enterprises shape their identities. In particular, it focuses on regional and industry environments that influence the types of the organizational identities of the social enterprises. This study categorizes 219 social enterprises, founded in the environmental sector, into social oriented single identity, business oriented single identity, and mixed identity enterprises using the 2014 and 2015 Social Enterprise Directory published by Korea Social Enterprise Promotion Agency. Findings are as follows: First, there are more social enterprises with a single identity in the metropolitan environment, compared to ones in the non-metropolitan environment, and social enterprises with a mixed identity are more likely to be established in the non-metropolitan environment than ones in the metropolitan environment. Second, there are more social enterprises with a social oriented single identity in the emerging industry environment than ones in the mature industry environment. Also, more social enterprises with a business oriented single identity are formed in the mature industry environment than ones in the emerging industry environment.

• Journal of the Korean Data Analysis Society
• /
• v.20 no.6
• /
• pp.3211-3225
• /
• 2018

The purpose of this study was to identify the factors affecting job satisfaction of PACU (post-anesthesia care unit) nurses in the context of job stress, organizational culture and professional identity. A total of 149 nurses participated in the cross-sectional, descriptive study suing a structured questionnaire. Job stress in pay and treatment category, innovation-oriented culture, relation-oriented culture, and professional identity were positively correlated with job satisfaction (r=.373, p<.001; r=.507, p<.001; r=.559, p<.001; r=.544, p<.001). The factors related to job satisfaction were professional identity (${\beta}=.391$, p<.001), relation oriented culture (${\beta}=.302$, p<.001), innovation oriented culture (${\beta}=.209$, p=.004), which accounted for 48.7% of the variance in job satisfaction. Professional identity was the most significant predictor of job satisfaction. Thus, in order to enhance the job satisfaction of nurses in the PACU, it is necessary to develop an education program that can improve professional identity and apply strategies for fostering relation and innovation oriented organization culture.

• Management & Information Systems Review
• /
• v.36 no.4
• /
• pp.167-185
• /
• 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 Digital Convergence
• /
• v.16 no.10
• /
• pp.179-185
• /
• 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.

• The Journal of the Korea Contents Association
• /
• v.19 no.8
• /
• pp.453-464
• /
• 2019

This study was to draw some managerial implications by examining the role of content career plateau, an individual's perception that one's own career is stagnated, in the relationship between the members' perception on HR practices and organizational commitment/turnover intention. The result showed that the perception on education/training practices has positive influence on organizational commitment, and a negative effect on turnover intention and career plateau. However, the perception on evaluation/compensation was shown to have no direct impact either on organizational commitment or on turnover intention. In addition, career plateau served as a partial mediator only between the perception on education/training practices and the attitudinal variables. Based on the results, some managerial/practical implications and suggestions for future research on career plateau are discussed.