• The Journal of Economics, Marketing and Management
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• v.7 no.1
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• pp.26-38
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• 2019

Purpose - This paper is to review recent literature, by conducting a thorough investigation of the limitations and implications for future research on work-life balance with the focus and linkages between work-life balance practices, machine learning and emotional intelligence, work-life conflict, the correlations between work-life enrichment and work-life balance practices, the relationships between employee job satisfaction and work-life balance, the links between work-life balance and the managerial support. Research design, data, and methodology - The paper will further detail linkages between work-life balance and organizational performance outcomes productivity and innovation. Previous literatures have paid attentions to the link of HR practices and organizational outcomes such as productivity, flexibility, and financial performance, but the understanding needs to be extended to involve innovation performance. Dealing with employees' emotions using different machine learning techniques is one of the phenomenal researches in today's world. Here, we examine how far the employees are conscious of their own self and found the ideas and views of an individual about themselves and others. Without proper knowledge about their personality it will be very difficult for an individual to manage their own emotions. This study also aims at finding out the individual abilities to manage their emotions in order to perform well. Conclusions - A theoretical conceptual framework has been built by integrating the existing literature to explain a number of factors which are closely associated with work-life balance. The conceptual model illustrates how the work-life balance interplays with performance and interrelates with the aforementioned factors.

• Journal of Korea Technology Innovation Society
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• v.17 no.2
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• pp.380-420
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• 2014

We increasingly see the importance of employees acquiring enough expert capability or innovation capability to prepare for ever growing uncertainties in their operation domains. However, despite the above circumstances, there have not been an enough number of researches on how operational input components for employees' innovation outcome, innovation activities such as acquisition, exercise and promotion effort of employee's innovation capability, and their resulting innovation outcome interact with each other. This trend is believed to have been resulted because most of the current researches on innovation focus on the units of country, industry and corporate entity levels but not on an individual corporation's innovation input components, innovation outcome and innovation activities themselves. Therefore, this study intends to avoid the currently prevalent study frames and views on innovation and focus more on the strategic policies required for the enhancement of an organization's innovation capabilities by quantitatively analyzing employees' innovation outcomes and their most suggested relevant innovation activities. The research model that this study deploys offers both linear and structural model on the trio of learning, innovation capability and innovation outcome, and then suggests the 4 relevant hypotheses which are quantitatively tested and analyzed as follows: Hypothesis 1] The different levels of innovation capability produce different innovation outcomes (accepted, p-value = 0.000<0.05). Hypothesis 2] The different amounts of learning time produce different innovation capabilities (rejected, p-value = 0.199, 0.220>0.05). Hypothesis 3] The different amounts of learning time produce different innovation outcomes. (accepted, p-value = 0.000<0.05). Hypothesis 4] the innovation capability acts as a significant parameter in the relationship of the amount of learning time and innovation outcome (structural modeling test). This structural model after the t-tests on Hypotheses 1 through 4 proves that irregular on-the-job training and e-learning directly affects the learning time factor while job experience level, employment period and capability level measurement also directly impacts on the innovation capability factor. Also this hypothesis gets further supported by the fact that the patent time absolutely and directly affects the innovation capability factor rather than the learning time factor. Through the 4 hypotheses, this study proposes as measures to maximize an organization's innovation outcome. firstly, frequent irregular on-the-job training that is based on an e-learning system, secondly, efficient innovation management of employment period, job skill levels, etc through active sponsorship and energization community of practice (CoP) as a form of irregular learning, and thirdly a model of Yί=f(e, i, s, t, w)+${\varepsilon}$ as an innovation outcome function that is soundly based on a smart system of capability level measurement. The innovation outcome function is what this study considers the most appropriate and important reference model.

• The Journal of the Korea Contents Association
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• v.12 no.10
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• pp.439-452
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• 2012

The purpose of this study is to identify the best structural model among CEO's entrepreneurship(innovation proactiveness and risk-taking) in small and medium enterprises, group goal orientation(learning and performance goal orientation) and collective efficacy of employees. The result of verifying the best structural model is as follows. First. it indicated that innovation proactiveness of CEO's entrepreneurship positively affected group learning goal orientation and group performance goal orientation of employees while it did not affect risk-taking. Second, it indicated that group learning goal orientation and group performance goal orientation of employees positively affected collective efficacy. Third, it indicated that CEO's innovation proactiveness positively affected collective efficacy through group goal orientation of employees(learning and performance goal orientation). In this study, we targed 162 CEOs and 486 employees in small and medium enterprises located in Seoul, Gyeonggi and Jeju and applied the reponses of employees to 162 enterprises by using the average value measured in three divisions of each enterprise. We conducted a survey as a study method and conducted covariance structure analysis to verify the study model. Implications of the research are as below. First, we provided academic discussions by expanding the study category of goal orientation with an individual level into a group level. Second, we expanded the study category with individual goal orientation and collective efficacy into group goal orientation. Third, we suggested the possibility of another mechanism's effect between entrepreneurship and collective efficacy.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.157-163
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• 2022

This research emphasized that the importance of transformational leadership such as charisma, inspiration motivation, individual consideration, and intellectual stimulation. Moreover, it focused on verifying the effects of these four elements on green innovation through corporate environmental responsibility. In addition, the mediating role of CSR was clearly identified as a key variable that can lead to green innovation. To verify this, an empirical study was conducted on employees of companies in the Chinese service companies. Empirical studies have shown that all four elements of this trait are positively correlated with green innovation. CSR also has a positive impact on green innovation performance. CSR played a partial mediating role in the relationship between the four elements of transformational leadership and green innovation. Finally, based on this research, the useful meaning of human resource management is presented to Chinese entrepreneurs and employees, and the future research direction was discussed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.5
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• pp.175-189
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• 2020

Daejeon City has strived to support the SMEs to innovate technologies based on the capabilities of research and development of the Daedeok Innopolis. It is widely known that technological innovation is the key strategy of Small medium enterprises(SME) to survive and succeed in a market. This study aims to analyze the type and determinants of SME technological innovation in Daejeon. Even though most of firms are the small enterprises which employ less than 10 workers in Daejeon, the number of technology-oriented company per capita in Daejeon is highest in South Korea. The type of technological innovation is divided between product innovation and process innovation. The literature insists that technology-oriented small firm tends to implement product innovation rather than process innovation. SMEs in Daejeon also provided more output from product innovation than process innovation. The empirical analysis provided the results that the determinants of SME's technological innovation depends on its type. The scale of firm, R&D investment, and R&D employees positively influence product innovation of SMEs in Daejeon. However, the impact of R&D employees is not significant on innovating the existing product. Process innovation is positively affected by R&D investment and firm age. The study provides the policy implications to business supporting programs of Daejeon government. The business supporting policy of Daejeon government should focus on supporting each type of technological innovation to promote technological innovation by SME and consider strategies that focus on R&D investment and manpower support.

• Journal of the Korea Safety Management & Science
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• v.14 no.2
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• pp.229-236
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• 2012

This paper reviewed the relationship between organizational justice and innovative behavior, and the moderating effect of gender. The results of multiple regression analysis, based on the responses from 412 employees in small business, showed that distributive justice, procedural justice and interactional justice have positive relationships with innovative behavior(process innovation, operation innovation, service innovation). In moderating effects, distributive justice more positively related with innovative behavior(process innovation and operation innovation) in male-group than in female-group. But interactional justice more positively related with innovative behavior(operation innovation and service innovation) in female-group than in male-group.

• Journal of the Korea Safety Management & Science
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• v.13 no.3
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• pp.191-197
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• 2011

This paper reviewed the relationship between organizational commitment and incremental innovation, and the moderating effect of tenure. The results of hierarchical multiple regression analysis, based on the responses from 434 employees in service industry, showed that affective and nonnative commitment relates positively with incremental innovation, but continuous commitment relates negatively with incremental innovation. In the moderating effects, affective commitment appeared to have more negative effect on operation innovation in longer tenure employee group, and also nonnative commitment appeared to have more negative effect on process and service innovation in longer tenure employee group.

• Journal of Distribution Science
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• v.22 no.10
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• pp.1-12
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• 2024

Purpose: Despite significant commitments between corporations and the government on green supply chain, green logistics and sustainable production, the adoption of green and sustainable trading innovation in Vietnam continues to face many obstacles. The objective of this study is to approach the decision to adopt green and sustainable trading innovation from the perspective of the enterprise. Research Design, Methodology and Approach: A cross-sectional study with the participation of 651 employees and managers at distribution enterprises such as logistics, supply, and delivery enterprises in southern Vietnam was conducted to assess business innovation decisions through innovation awareness. Partial least squares structural equation modelling (PLS-SEM) was proposed to evaluate the structural relationships of the model. Results: The research results show that the decision to innovate an enterprise is directly positively affected by the perception of marketing innovation, process innovation and organizational innovation; in which process innovation and organizational innovation are mediators for the perception of marketing innovation. Conclusions: This study makes a significant contribution by demonstrating the impact of marketing innovation awareness on the entire process that leads to enterprise innovation decisions to fulfil customer expectations and competitive pressure in the context of the green supply chain, green logistics and sustainable production.

• Journal of the Korea Society of Computer and Information
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• v.29 no.9
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• pp.207-216
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• 2024

The purpose of this study was to determine the relationship between job stressors (role conflict, role ambiguity, and role overload), innovation behavior, and mindfulness in organizational employees and to examine the moderating effect of mindfulness on the relationship between job stressors and innovation behavior. For this purpose, data were collected and analyzed through a structured questionnaire from 337 employees of companies and organizations. The results of the study showed that job stress has a negative effect (-) on innovation behavior and mindfulness has a positive effect (+) on innovation behavior. Mindfulness was found to play a moderating role in the relationship between job stress and innovation behavior. Therefore, mindfulness is identified as an individual resource and competency that can mitigate job stress and promote innovative behavior, and organizations should provide training to harness and enhance mindfulness to control job stress and increase innovative behavior.

• Journal of Venture Innovation
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• v.5 no.2
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• pp.111-127
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• 2022

With the progress of the 4th industrial revolution, interest in smart factories is increasing. The government is implementing a smart factory support project for small and medium-sized manufacturing companies. Therefore, in this study, factors influencing small and medium-sized enterprises(SME's) intention of smart factory acceptance were analyzed. In particular, it focused on how the perception of government support affects intention of smart factory acceptance. For the empirical analysis, a research model was established by reflecting the characteristics of SMEs and the technical factors of the smart factory centering on the technology acceptance theory. Based on the model set in this way, a questionnaire survey was conducted for employees of SMEs. In this study, a total of 231 samples of valid data were used for analysis. The empirical analysis results are as follows. It was analyzed that performance expectancy, social influence, technology utilization capability, CEO will, and employee resistance to innovation, all introduced as research variables, had a significant effect on the use intention of smart factory acceptance. In particular, it was found that employees' resistance to innovation had a negative (-) effect on their use intention. Meanwhile, to analyze the moderating effect of government support, it was divided into a group with high expectations for government support and a group with low expectations. As a result, it was found that there was a difference in the effect of CEO's will, employees' resistance to innovation, and social influence on the use intention. On the other hand, no significant difference was found in the relationship between performance expectancy, technology utilization capability on the use intention. Based on the empirical analysis results, the academic and practical implications of this study were presented.