• 한국디지털정책학회:학술대회논문집
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• 한국디지털정책학회 2006년도 춘계학술대회
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• pp.77-86
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• 2006

This paper aims to examine the main factors of the job embeddedness on organizational citizenship behavior and job performance. To accomplish these purposes, the main factors of the job embeddedness such as fit, linkage, and sacrifice were found from the previous studies. The questionaries of 250 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 220 were obtained and 202 were analyzed through frequencies, correlation and multiple regression. The results of this study are as followings; First, we conducted exploratory factor analysis for three constructs (fit, linkage, and sacrifice) using oblique rotation method that did not assume independence among the factors and main factors of job embeddedness were grouped together by three factors. Second, it is shown that three main factors of job embeddedness have a positive influence on the organizational citizenship behavior and job performance (p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.

• Educational Technology International
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• 제8권1호
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.

• 산업융합연구
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• 제13권3호
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• pp.1-9
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• 2015

The purpose of the present is to investigate the relation of organizational cynicism to organizational justice and OCB(organizational citizenship behavior). Questionnaire data were collected from 265 employees. To test the hypotheses, structural equation model was employed. The model showed adequate fit to the data. Results showed that organizational justice(distributive justice and procedural justice) were negatively related to organizational cynicism. Also, results supported the hypothesized relationship between organizational cynicism and organizational citizenship behavior(OCBIs and OCBOs). And organizational justice indirectly influences OCB through organizational cynicism as expected. Implications are discussed and future research directions are outlined.

• 한국산학기술학회논문지
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• 제20권9호
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• pp.111-120
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• 2019

본 연구는 서비스직 근로자의 개인-직무 적합성과 직무만족 간의 관계에서 조직후원인식의 매개효과를 규명하고자 하였다. 이를 위하여 개인-직무 적합성, 직무만족, 조직후원인식에 대한 선행연구를 기반으로 연구모형을 설정하고 가설을 도출하였다. 특히, 조직후원인식은 정서적 조직후원인식과 수단적 조직후원인식으로 세분화하였다. 본 연구를 위하여 국내 기업에서 서비스 직무를 담당하고 있는 근로자를 대상으로 설문 조사를 실시하였으며, 온라인으로 총 350명에게 배포되었으며, 최종 281명의 응답 결과를 분석하여, 유효 회수율은 80.3%를 기록하였다. 그 결과 첫째, 개인-직무적합성은 직무만족과 조직후원인식에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 개인-직무 적합성과 직무만족간의 관계에서 조직후원인식의 하위요인 중 정서적 조직후원인식은 매개효과가 있는 나타났으나, 수단적 조직후원인식은 매개효과가 없는 것으로 나타났다. 본 연구결과를 바탕으로, 고객 점점에서 감정노동을 수행하는 서비스직 근로자의 개인-직무 적합성을 판단해 볼 수 있는 채용 제도의 변화, 조직 구성원의 정서적 지원체계 구축을 위한 조직 문화 및 인사제도 마련, 서비스직 근로자들의 직무만족을 높이기 위한 보상 및 인력개발 체계 구축 등 인사교육 전반에 걸친 이론적 및 실천적 시사점을 제시하였다.

• Asia Marketing Journal
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• 제15권2호
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• pp.49-73
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• 2013

In this study, the author develops and tests a model that incorporates the mediating effects of two frontline employee psychological variables (emotional exhaustion and intrinsic motivation) based on job demand and resource model. As a form of environmental resource, person-organization fit was proposed as a leading factor of frontline employee boundary spanning behavior through emotional exhaustion and intrinsic motivation. All measures were adapted from or developed based on prior research. Data for the study were collected from a cross-sectional sample of retail bank employees in South Korea. Questionnaires were distributed to 500 frontline employees across several banks. Of these, 322 usable questionnaires were returned. To analyze the data, a structural equation model procedure using LISREL 8.5 was employed. Results show that an employee's perceived fit with his/her organization enhances intrinsic motivation and reduces emotional exhaustion. These mechanisms, in turn, increase the employee's boundary spanning behavior. These results support the notion that person-organization fit should be one of the factors affecting motivation, affect and attachment, and extends such an understanding to a purely service-based environment among customer contact employees. Results also confirms that P-O fit can be viewed as environmental resources, and the JD-R model provides a theoretical base in further studying the antecedent role of P-O fit on frontline employees's boundary spanning behavior through intrinsic motivation and emotional exhaustion. These results suggest that organizations have to do their best to manage P-O fit, be it through employee screening or training and workshops to try and align organization and employee values and objectives. If managers of organizations are positively evaluated by the employees, it will be easier for them to, give things of value to employees, such as sense of direction, values, and recognition, and receive other things in return such as esteem and responsiveness. Consequently, organizational leaders are not only able to manage employee experiences, but also their fit with the organization. Even if a manager cannot control employee P-O fit, this research suggests, that a focus on reducing emotional exhaustion rather than increasing intrinsic motivation seems optimal. This research also supports the idea that motivation has a direct association with a frontline employee's boundary spanning behavior. Even in situations where emotional exhaustion cannot be reduced, organizations may still influence frontline behaviors through motivation.

• Asia Marketing Journal
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• 제17권1호
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• pp.123-148
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• 2015

Built on regulatory focus theory, this article develops a research model proposing the relationship between management controls (outcome, activity and capability), sales employees' prevention and promotion focus and their behavioral responses (feedback seeking from different sources and relationship investment). The model also suggests that salesperson perceived organizational fit (P-O fit) contributes by influencing the situational self-regulatory mechanism based on regulatory fit theory. To analyze the data, a structural equation model procedure using LISREL 8.5 was employed. To access the potential common method bias, the MV" marker method was applied using a scale theoretically unrelated to at least one scale in the analysis as the MV marker. The results showed that the greater the salesperson's perceived activity control system, the greater the extent of employee prevention focus. The findings also showed that output control and capability control system are positively related to the promotion focus of salespeople. Salespeople's prevention focus relates negatively to the relational investment and positively to organization feedback seeking. The results indicate that salespeople who have promotion focus exhibit the predicted positive influence on their relationship investment. A significant contribution of this research framework is suggesting salesperson regulatory focus as a mediator and its' effects on different types of sales-related behaviors. The author suggests that the motivational orientations of salespeople play key roles in shaping feedback seeking behaviors from different sources; broadly, that employees with a promotion focus will be more sensitive to customers' feedback, and employees with a prevention focus will seek more feedback from the organization. Furthermore, salespeople with a promotion focus will invest more resources to build relationships with customers than salespeople with a prevention focus. This research also explains the moderating role of person-organization fit on the effect of salespeople's regulatory focus and behavioral responses based on regulatory fit theory

• Asia pacific journal of information systems
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• 제19권2호
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• pp.1-42
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• 2009

In a knowledge-based society, a firm's intellectual capital represents the wealth of ideas and ability to innovate, which are indispensable elements for the future growth. Therefore, the intellectual capital is evidently recognized as the most valuable asset in the organization. Considered as intangible asset, intellectual capital is the basis based on which firms can foster their sustainable competitive advantage. One of the essential components of the intellectual capital is a social capital, indicating the firm's individual members' ability to build a firm's social networks. As such, social capital is a powerful concept necessary for understanding the emergence, growth, and functioning of network linkages. The more social capital a firm is equipped with, the more successfully it can establish new social networks. By providing a shared context for social interactions, social capital facilitates the creation of new linkages in the organizational setting. This concept of "person-environment fit" has long been prevalent in the management literature. The fit is grounded in the interaction theory of behavior. The interaction perspective has a fairly long theoretical tradition, beginning with proposition that behavior is a function of the person and environment. This view asserts that neither personal characteristics nor the situation alone adequately explains the variance in behavioral and attitudinal variables. Instead, the interaction of personal and situational variables accounts for the greatest variance. Accordingly, the person-environment fit is defined as the degree of congruence or match between personal and situational variables in producing significant selected outcomes. In addition, information systems acceptance factors enable organizations to build large electronic communities with huge knowledge resources. For example, the Intranet helps to build knowledge-based communities, which in turn increases employee communication and collaboration. It is vital since through active communication and collaborative efforts can employees build common basis for shared understandings that evolve into stronger relationships embedded with trust. To this aim, the electronic communication network allows the formation of social network to be more viable to rapid mobilization and assimilation of knowledge assets in the organizations. The purpose of this study is to investigate: (1) the impact of person-environment fit(person-job fit, person-person fit, person-group fit, person-organization fit) on social capital(network ties, trust, norm, shared language); (2) the impact of information systems acceptance factors(availability, perceived usefulness, perceived ease of use) on social capital; (3) the impact of social capital on personal performance(work performance, work satisfaction); and (4) the mediating role of social capital between person-environment fit and personal performance. In general, social capital is defined as the aggregated actual or collective potential resources which lead to the possession of a durable network. The concept of social capital was originally developed by sociologists for their analysis in social context. Recently, it has become an increasingly popular jargon used in the management literature in describing organizational phenomena outside the realm of transaction costs. Since both environmental factors and information systems acceptance factors affect the network of employee's relationships, this study proposes that these two factors have significant influence on the social capital of employees. The person-environment fit basically refers to the alignment between characteristics of people and their environments, thereby resulting in positive outcomes for both individuals and organizations. In addition, the information systems acceptance factors have rather direct influences on the social network of employees. Based on such theoretical framework, namely person-environment fit and social capital theory, we develop our research model and hypotheses. The results of data analysis, based on 458 employee cases are as follow: Firstly, both person-environment fit(person-job fit, person-person fit, person-group fit, person-organization fit) and information systems acceptance factors(availability perceived usefulness, perceived ease of use) significantly influence social capital(network ties, norm, shared language). In addition, person-environment fit is a stronger factor influencing social capital than information systems acceptance factors. Secondly, social capital is a significant factor in both work satisfaction and work performance. Finally, social capital partly plays a mediating role between person-environment fit and personal performance. Our findings suggest that it is vital for firms to understand the importance of environmental factors affecting social capital of employees and accordingly identify the importance of information systems acceptance factors in building formal and informal relationships of employees. Firms also need to reflect their recognition of the importance of social capital's mediating role in boosting personal performance. Some limitations arisen in the course of the research and suggestions for future research directions are also discussed.

• 지식경영연구
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• 제23권4호
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• pp.207-231
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• 2022

본 연구는 중소기업 근로자인 동시에 직무교육훈련 참여자를 대상으로 한 연구이며, 개인-직무적합성과 조직몰입의 관계에서 자기효능감의 매개효과를 검증하기 위해 진행되었다. 많은 선행 연구에서 개인-직무적합성이 조직몰입에 직접적인 영향을 미치는 것으로 밝혀졌지만, 심리적 요인인 자기효능감을 매개로 하여 조직몰입에 영향을 미치는가에 대한 연구는 더디게 진행되었기에, 본 연구가 시작되었다. 개인-직무적합성, 자기효능감, 조직몰입에 대한 관련 이론들 및 선행 연구를 참고하여 가설과 연구 모형을 도출하였고, 가설 검증을 위해 국책연구기관인 한국직업능력연구원에서 보유하고 있는 2차 자료를 활용하였다. 총 690명의 중소기업 근로자인 동시에 직무교육훈련 과정 참여자에 대한 자료를 바탕으로 SPSS.24를 활용하여 자료를 분석하였다. 분석 결과, 첫째, 개인-직무적합성은 자기효능감 및 조직몰입에 유의한 정(+)적인 영향을 미치는 것으로 나타났다. 둘째, 자기효능감은 조직몰입에 유의한 정(+)적인 영향을 미치는 것으로 나타났다. 셋째, 자기효능감은 개인-직무적합성과 조직몰입의 관계에서 부분 매개 역할을 하는 것으로 나타났다. 이러한 결과는 구성원이 맡은 직무에서 요구되는 역량에 부합할수록 직무를 완수할 수 있다는 자신감 상승 및 조직에 헌신하고 싶은 마음이 커진다는 것을 의미한다. 이에 더하여 구성원이 지각하는 직무적합성은 직무에 대한 자신감을 매개로 하여 조직에도 헌신할 가능성이 크다는 결과를 입증하였다. 이러한 연구 결과를 바탕으로 조직에서의 경력개발지원, 직무순환제 운영 등의 대안을 제시하였다.

• 한국정보시스템학회지:정보시스템연구
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• 제32권2호
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• pp.45-61
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• 2023

Purpose ESG(Environment Social Governance) activities of IT companies are very important for organizational development in that they can motivate employees to engage in job crafting by giving them a sense of purpose and meaning. There have been many studies on the positive impact of company ESG(Environment Social Governance) activities on financial performance, but unlike the existing financial performance approach, this study suggested that IT companies ESG activities can affect job crafting and job satisfaction of employee, using non-financial organizational variables. Design/methodology/approach This study, based on the related theoretical background, showed the relationship between ESG, job crafting, and job satisfaction, and it was proposed as a research model. A measurement model was constructed, and it was estimated and evaluated with LISREL 9.30, using data from IT companies employees, and it showed satisfactory data-fit of proposed model. The empirical results indicated that ESG(Environment Social Governance) take effect on job crafting, and job crafting take effect on job satisfaction. Findings This study provided several important implications in relation to the ESG(Environment Social Governance) that contribute to job crafting and job satisfaction for IT companies employees. It was confirmed that job crafting variable is a effective mediator linking ESG(Environment Social Governance) and job satisfaction.

• 한국정보시스템학회지:정보시스템연구
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• 제29권1호
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• pp.23-50
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• 2020

Purpose As information management grows in importance around the world, organizations are investing in information security technology. However, the higher the level of information security technology in an organization, the higher the techno-stress of employees. The purpose of this study is to suggest stress factors related to information security technology that affect the reduction of employees' intention to comply with information security and to suggest ways to alleviate stress. Design/methodology/approach The research presented a model for mitigating technical stress related to information security based on technical stress theory and person-organization fit theory. 346 questionnaire data were analyzed from the members of the organization who applied the information security technology, and the research hypothesis was verified through the structural equation modeling. Findings The hypothesis test confirms that security-related techno-stress reduces the information security compliance intention of employees, organizational technical support mitigates technical stress, and person-organization fitness mitigates the negative relationship between techno-stress and compliance intention. The results of the study contribute to the organization's strategy for minimizing the reduction of the information security compliance intention of employees, and are meaningful in that the theoretical basis for mitigating techno-stress is provided in the field of information security.