• Journal of Digital Convergence
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• v.19 no.7
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• pp.1-9
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• 2021

The core competencies such as technology have been rapidly developing with advent of the fourth industrial revolution. One of the representative technologies in the era of the 4th Industrial Revolution is artificial intelligence(AI). In particular, AI makes human life richer and more comfortable and has many positive aspects. The negative aspect is that AI is likely to replace the organizational members' job and has the ability to replace skills associated with it. These threats may increase the level of perception that organizational members may loss their job. Moreover, it may lead to a sense of anxiety. In addition, organizational members who perceive job uncertainty highly, the job substitution anxiety may be become highly. According to this, their job satisfaction can be lower. Overall, this research emphasized the negative aspects of AI in contrast to the positive aspects of the fourth industrial era. It is also emphasized that the organization should need to recognize such problems and seek solutions to reduce workers' anxiety. Finally, practical implications and research directions of future study were presented through the research results.

• Proceedings of the Korean Society of Computer Information Conference
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• 2010.07a
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• pp.385-388
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• 2010

21세기의 두드러진 특징 중 하나는 조직의 환경변화가 끊임없이 매우 불규칙적으로 일어나고 있으며, 그 변화 속도가 가속화되고 있는 것이다. 이로 인한 극도의 불확실성은 치열한 생존경쟁에 대응하며 지속적 발전을 추구하기 위해 각 조직 구성원의 적절한 활용과 중요성이 크게 대두되게 됐는데 이와 관련된 패러다임이 임파워먼트이다. 특히 일선 현장에서 근무하는 사회복지종사자는 사회복지의 근본 목적 달성을 위해 그들의 업무를 어떻게 수행할 것인가에 대하여 스스로 파악할 필요성이 강하게 대두되며, 자신의 능력을 지속적으로 개발해야 할 필요성이 있다. 이러한 사회복지종사자의 임파워먼트는 결국 직무만족에 큰 영향을 미칠 것이며, 이는 궁극적으로 사회복지의 실천적 과제 달성을 가능하게 될 것이다. 이 연구의 목적은 사회복지종사자가 임파워먼트 할 수 있게 함으로써, 그에 따른 직무만족을 향상시킬 수 있는 이론적 배경을 제시하는 것이다.

• Journal of Venture Innovation
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• v.6 no.4
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• pp.113-131
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• 2023

Post-merger integration(PMI) plays a very important role in the success of M&A. Therefore, based on previous studies on PMI, this study discusses the relationship between communication of acquired enterprise members and uncertainty reduction, organizational satisfaction, organizational trust in the PMI process, focusing on the moderating effect of business area consistency between the acquisition and the acquired company. In order to achieve the purpose of this study, the hypothesis of the relationship between variables was established and an empirical analysis was conducted. In order to collect data, a survey was conducted on members of the acquired company in China, and 317 questionnaires were finally collected and used for empirical analysis. For the collected data, the research hypothesis was verified using SPSS 26.0. The results of the study confirmed that communication has a positive effect on the reduction of uncertainty, job satisfaction, and organizational trust perceived by members of the acquired company, and that the consistency in business areas between the acquisition and the acquired company weakens the relationship between communication and uncertainty. In the positive relationship between communication and job satisfaction, organizational trust, the effect of strengthening the moderating variable has not been confirmed, but rather the weakening control effect was found. Based on these findings, the strategy of communicating with the members of the acquired company in the PMI process is meaningful for the success or failure of the merger and provides theoretical and practical implications for proposing differentiated human resources management measures according to M&A type.

• The Journal of the Korea Contents Association
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• v.22 no.7
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• pp.176-186
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• 2022

The purpose of this study is to explore the effect of perceived job insecurity on job crafting behaviors among employees from two different cultures: Jamaica and South Korea. Growth needs strength was also examined as a moderating variable on the job insecurity/job crafting relationship. This study collected 102 data samples from working individuals from Jamaica and 98 from South Korea. The Exploratory Factor Analysis (EFA) and the hierarchical regression analysis were used in order to analyze the data. Statistical analysis was performed using SPSS 24.0. Our research results indicated that perceived job insecurity has a significant effect on employees job crafting behaviors. The relationship between perceived job insecurity and job crafting behaviors differs based on culture. In addition, employees growth need strength moderates the relationship between the two variables. Although this study has some limitations, it contributed to the stress-coping literature by showing that individuals will engage in coping behaviors when they perceived job insecurity in the organization. In addition, culture and individual drive or need for growth plays an important role in how individuals cope with perceived stress or uncertainty.

• Journal of vocational education research
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• v.37 no.1
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• pp.31-53
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• 2018

Uncertainty of career environment driven by globalization and shift of employment context drives heavy competition of labor market and anxiety of employment for individuals. New career paradigm based on this environmental change puts emphasis on subjective career success from individual's viewpoint as important career outcome and individual's proactive career development efforts. In addition to this, importance of person-environment fit and person-job fit is growing in relationship between career planning and career success. Based on this perspective, this study aims to identify whether person-environment fit and person-job fit mediate the relationship between career development and subjective career success. Data analysis of questionnaire from 220 employees showed that both fits mediate the relationship. This result implies that individual's proactive career planning is critical to career success and this strengthens one's satisfaction to organization and job. To organization, strategies need to be developed to design career development of employees' based on their career needs and organizational intervention such as job-rotation system.

• Proceedings of the Korean Society of Computer Information Conference
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• 2020.01a
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• pp.107-108
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• 2020

오늘날 기업들은 경영환경의 변화와 미래에 대한 불확실성 때문에 어느 때보다 신속한 환경변화에 대한 대응과 위기관리 극복을 위한 노력이 한층 더 중요성을 부각되고 있다. 선행연구들을 통하여 구성원들의 태도가 기업의 효율적인 경영에 중요한 영향을 미친다는 것을 알 수 있다. 따라서 기업의 경영효율성을 높여주는 조직유효성의 요소들을 어떻게 긍정적인 방향으로 높여 줄지가 기업의 중요한 과제라고 할 수 있다. 의료서비스를 제공하는 의료기관들도 급변하는 의료시장의 변화에 맞추기 위하여 기존의 관료적 조직 운영방식에 한계를 느끼고 새로운 변화를 모색하고 있다. 또한 의료시장의 개방, 영리법인 도입 등으로 환경이 급변하고 있어, 의료기관의 경영도 효율성을 강조하고 있는 추세이다. 그러므로 의료기관은 변화에 대처하지 못하면 도태될 수밖에 없으며 살아남기 위한 경쟁력의 원천은 신뢰에 바탕을 둔 조직력이라 할 수 있다. 그러나 의료기관은 관리체계가 일원화 되어 있는 일반 기업과 달리 의료진에 의한 권한체계와 일반 관리자에 의한 이원적 권한체계가 공존하고 있어 효율적인 조직 운영에 어려움이 있다. 그러므로 의료기관에서도 환경변화에 대응하기 위한 대응력을 높이고, 조직 구성원들의 업무 효율성을 극대화시키기 위해 조직을 바르게 관리하기 위한 필요성이 높아지고 있다.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.293-303
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• 2019

The purpose of this research is to investigate the psychological factors affecting job performance of public enterprise employee. Based on the literature review, three types of job performance are identified, which are behavioral responses to the demands from job environment. They are named as task performance, contextual performance, and adaptive performance. As independent variables, four factors were selected form positive psychological concepts, which are self-efficacy, hope, optimism, and resilience. These are the factors which compose of the concept of psychological capital. All the factors are hypothesized to positively affect job performances. From the regression analysis results, all the psychological factors in the model were turned out to have statistically significant impacts on the job performances. The importance of variable 'resilience' were dominant all three models, which might be interpreted as a behavioral response to the demands from uncertain organizational enviornments. From the marginal effect analysis, contextual performance decreases first five years, then reach peak at 20th. year. These results demonstrates that mid-level employees in the organizational hierarchy are more concerned with the overall performance of organization.

• Journal of Digital Convergence
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• v.15 no.1
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• pp.143-149
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• 2017

The company strives constantly to prepare for the current crisis and uncertainty of the future and to strengthen its competitiveness. At times, it strives to strengthen its competitiveness through continuous innovation, as well as securing technological innovation and talented personnel. However, even if the company makes such a hard effort, the sustainable growth of the enterprise will not be guaranteed unless smooth communication and efforts among the internal resources are supported. The social responsibility of management and the attitude of labor-management relations are important factors for the smooth coordination of labor-management relations. Therefore, this study empirically analyzed the relationship between manager 's social responsibility, labor relations attitude and job performance. The results of this study showed that the social responsibility of managers affects job satisfaction and job commitment. In addition, managers' attitudes toward labor relations have an effect on job satisfaction and job commitment. Also, job satisfaction has a positive effect on job commitment. The result of this study can be used as a practical application data for establishing new labor - management relations among the managers of the enterprise in the future.

• The Journal of the Korea Contents Association
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• v.22 no.2
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• pp.529-544
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• 2022

With the global pandemic in the era of the 4th industrial revolution, the business environment of companies was engulfed by rapid volatility and uncertainty. In particular, in order for an organization to have high competitiveness due to the spread of the flexible work system, relationship management with members of the organization and self-directed job crafting are recognized as important key resources. This study aims to investigate how relational energy and resilience within a corporate organization affect job crafting and to verify the effect of job crafting on individual job performance. For empirical research, 400 valid responses to employees of general companies were analyzed by SPSS 26.0 and Smart PLS 3.0. As a result of the analysis, first, it was confirmed that relational energy did not have a positive (+) effect on task crafting. Second, it was found that relational energy had a positive (+) effect on relational crafting and cognitive crafting, respectively. Third, it was found that resilience had a positive (+) effect on both task crafting, relationship crafting, and cognitive crafting that constitute job crafting. Fourth, it was found that job crafting had a positive (+) effect on individual job performance. Based on these research results, we intend to derive academic and practical implications and provide practical help to follow-up researchers and stakeholders.

• 한국벤처창업학회:학술대회논문집
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• 2021.04a
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• pp.137-142
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• 2021

최근 4차산업혁명으로 산업계에 전반적으로 확산하고 있는 디지털트랜스포메이션과 코로나19로 인한 장기적인 경기 불황의 여파로 대응 역량이 제한적일 수밖에 없는 중소기업의 어려움이 갈수록 심화하고 있다. 중소기업은 기업의 성과를 높이기 위해 경영혁신과 함께 조직구성원들의 역량을 강화하기 위한 다양한 노력을 지속하고 있다. 이러한 중소기업의 성장과 조직구성원의 역량 향상은 국가 경제에 매우 중요한 의미를 가지고 있다. 이에 조직구성원의 자발적인 참여와 동기부여를 통해 직무만족도를 높이고 조직성과를 창출하려는 관심이 날로 높아지고 있다. 본 연구의 목적 역시 중소기업의 조직문화와 조직구성원의 자기효능감이 직무만족도와 어떠한 상관관계를 가지고 있는가를 조사하고 잡 크래프팅의 매개 역할 여부를 분석하는 데 있다. 본 연구에서는 조직문화와 자기효능감이 중소기업의 잡 크래프팅을 활성화하고, 활성화된 잡 크래프팅이 직무만족도에 영향을 미칠 것이라는 인과적 관계를 검증하고자 한다. 불확실한 경영환경 아래서 중소기업의 지속적인 생존과 성장을 위해 자기주도적으로 새로운 변화에 빠르게 대응할 수 있는 잡 크래프팅을 매개변수로, 그리고 조직구성원의 핵심 역량으로 요구되고 있는 직무만족도를 종속변수로 설정하여 본 연구를 진행하였다.