• Korean Journal of Childcare and Education
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• v.14 no.5
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• pp.47-64
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• 2018

Objective: This study investigated how early childhood teachers'creativity and teaching flow was associated with their job satisfaction and examined the mediating effect of teaching flow. Methods: Participants were 222 early childhood teachers in Seoul. Descriptive statistics for all study variables were computed. To examine the hypothesized model and the alternative model structural equation modeling (SEM) was used. Results: The results revealed that early childhood teachers'creativity and teaching flow were positively associated with their job satisfaction. Early childhood teachers'creativity had an influence on their teaching flow, however, it didn't have a direct affect on their job satisfaction. Early childhood teachers' teaching flow had an affect on their job satisfaction. Additionally, early childhood teachers'teaching flow mediated the effects of teachers' creativity on their job satisfaction. Conclusion/Implications: In conclusion, early childhood teachers'teaching flow was a key predictor in the relationship between teachers' creativity and job satisfaction. This study provides guidelines for interventions aimed at increasing the job satisfaction of early childhood teachers.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.35 no.4
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• pp.63-72
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• 2012

The purpose of this study is to verify the mediating effect of empowerment on the relation between job characteristics and creativity. This study also examines the relationship job characteristics and creativity. As a result of this study, job characteristics had positive influence on empowerment. Empowerment had positive influence on creativity. Also job characteristics had positive effect on creativity at first, but it did not have a direct effect on creativity when empowerment was considered. These mean that empowerment is complete mediation variable because job characteristics no longer affects creativity after empowerment has been considered. Several implications, limitations and directions for future research were discussed.

• The Journal of Asian Finance, Economics and Business
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• v.5 no.4
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• pp.161-172
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• 2018

The purpose of this study is to investigate the causal relationship between job characteristics and creativity. The role of transformational leadership is also examined. To identify the relationship between core team job characteristics and transformational leadership, an empirical survey was conducted through surveys of domestic distribution companies. Among the collected questionnaires, missing and insincere responses were excluded and 636 individuals of 107 teams were used for the SPSS 18 analysis. It was found that job meaningfulness was positively related to team creativity and transformational leadership also had a significant effect. Task feedback was shown to be an important factor on the motivation to perform tasks successfully. In the case of transformational leadership, this leadership style helped individuals overcome fear by providing support, sympathy, and consideration to create novel ideas. But, its effects were different on team creativity when it interacted with core job characteristics. Departments where creativity is highly emphasized within an organization are able to design job characteristics which fit the task at hand. Moreover, transformational leadership brings about different effects on team creativity when it interacts with job characteristics. The findings of this study suggest that organizations should consider characteristics of tasks and individuals as well when conducting education and training.

• The Korean Journal of Franchise Management
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• v.8 no.4
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• pp.21-32
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• 2017

Purpose - In hotel business, how to build the relationship between leader and employees is very important, because it affects on the customer satisfaction. Thus, this research examines the effect of authentic leadership on job performance in the context of hotel industry and identifies mediating roles of organizational engagement, job satisfaction, and creativity in the relationship between authentic leadership and job performance. This study suggests the guidelines for how hotel companies should improve employee productivity and build a desirable organizational culture by presenting employee attitudes and behavioral models that explain the relationship between leaders and employees. Research design, data, and methodology - This study examines the structural relationship between authentic leadership, organizational engagement, job satisfaction, creativity, and job performance from the employee's perspective. Authentic leadership divide into four sub-dimensions such as self-awareness, balanced process of informations, internalized moral perspective, and relational transparency. In order to test the purposes of this study, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 114 franchise hotel employees and were analyzed using SPSS 21.0 and Smart PLS 3.0. program. Result - The results of this study are as follows. First, authentic leadership have significant impacts on organizational engagement and creativity, but does not have impact on job satisfaction directly. Second, organizational engagement have significant impacts on job satisfaction and job performance, but does not have impact on creativity directly. Third, job satisfaction has significant impact on creativity, but does not have impact on job performance. Fourth, creativity has significant impact on job performance. Conclusions - The findings of this study indicate that hotel leaders should properly implement the authentic leadership and consider how to build a corporate culture to improve an organizational and employee productivity through authentic leadership. Due to the nature of the hotel industry, which relies heavily on human resources, hotel companies must manage their employees with authenticity in order to increase organizational engagement, job satisfaction, and creativity that affect hotel and employee productivity. If hotel employees perceive their leader's authentic leadership, they show more organizational engagement that increases creativity and leads to job performance. Finally, hotel employees can propose creative ideas only if they will be satisfied with their jobs. Therefore, the leader should develop non-monetary or monetary reward system for the employees and, make an efforts to foster creativity of the employees.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.2
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• pp.127-137
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• 2022

Purpose - The purpose of this research is to test the impact of transformational leadership on subordinates' performance (job performance and creativity) in Chinese companies. In addition, it intends to verify the mediating effect of subordinates' organizational identification on the relationship between transformational leadership and employee performance. Research design, data, and methodology - To this end, a survey was conducted on the members of Chinese companies. Out of 400 returned responses to the final questionnaire, 349 were used for analysis after excluding invalid responses. Data were analyzed using SPSS 24 and AMOS 24. Result - The analysis results are as follows. First, transformational leadership has a direct effect on subordinates' job performance and creativity. Second, transformational leadership was found to increase subordinates' organizational identification. Third, the mediating effect of organizational identification was verified in the relationship between transformational leadership and performance (job performance and creativity). Conclusion -This study analyzed the effect of the transformational leadership on subordinate's job performance and creativity amid the deepening of China's market economy policies after economic opening. The study expands the related studies.

• Advances in nano research
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• v.15 no.3
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• pp.277-283
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• 2023

This research aims to explore factors influencing creativity among the employees of nanotechnology companies. Further, this survey aimed to investigate the role of psychological capital (PS), job satisfaction (JS) and corporate social responsibility (CSR) as sources to foster creativity. Participants included 375 employees of nanotechnology companies in China. Sequential mediation analysis revealed that creativity was significantly influenced by psychological capital, job satisfaction and corporate social responsibility. Furthermore, not only psychological capital, job satisfaction and corporate social responsibility were directly and indirectly related to creativity but also explained 67.35% variance of it. It seems that having more psychological resources, more well-being and good feelings concerning performance in the workspace and the efforts of companies to improve employee welfare are among the most important factors in increasing employee creativity. Our findings can help companies, especially nontechnology companies, in focusing on factors fostering the creativity of employees, because creativity enhances and promotes the performance and success of companies.

• Journal of Digital Convergence
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• v.17 no.10
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• pp.115-126
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• 2019

This study established research hypotheses and conducted empirical analysis to investigate the relationship between research autonomy, self-efficacy, knowledge sharing and job satisfaction and creativity. The 200 questionnaires were analyzed using the SPSS 22.0 statistical program. As a result, research autonomy and self-efficacy not only directly influenced positively on creativity, but also positively influenced on creativity through job satisfaction. In particular, self-efficacy was found to have the greatest influence on job satisfaction and creativity. However, knowledge sharing had a positive(+) effect on job satisfaction, but no effect on creativity. These findings suggest that in order to enhance creativity, it is necessary to prepare a plan to enhance research autonomy, self-efficacy, job satisfaction, and raise awareness about the possibility of creative performance creation through knowledge sharing.

• Journal of Korea Society of Industrial Information Systems
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• v.27 no.5
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• pp.129-144
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• 2022

Until now, research related to telecommuting has been mainly conducted in information and communication fields such as smart work, and the need for this study emerges in that there are insufficient cases or studies confirming visible job productivity or organizational performance for companies to grasp. The purpose of this study is to investigate how telecommuting affects job performance through job creativity and job satisfaction of members of the organization. As a result of the analysis, it was found that the perception of telecommuting characteristics (communication collaboration, job productivity, work-life balance) had a significant positive (+) effect on both job creativity and job satisfaction. Second, job creativity and job satisfaction were also found to have a positive effect on job performance. Based on the analysis results of this study, it is expected to provide usefulness evaluation indicators for telecommuting to managers and policymakers of companies or institutions that want to introduce and operate telecommuting in the future in the post-COVID-19 era.

• Journal of Distribution Science
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• v.16 no.12
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• pp.69-80
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• 2018

Purpose - Our primary goal of this study is to investigate the positive relationship between female managers' self-determined motivations (i.e., RAI: relative autonomy index) and job performances with the mediation of their job creativity in service industries. This study also examines the moderating role of creative efficacy on the relationship between female managers' self-determined motivations and creativities. Finally, based on mediation and moderation hypotheses, we also tested moderating effect of creative efficacy on the mediation effect of job creativity. Research design, data, and methodology - Drawing on SDT(Self-determination theory) and COR(conservation of resources) theories, we developed three research hypotheses. Service female managers from a several service organizations(i.e. banking, retailing, and restaurant/hospitality service) in South Korea were surveyed using self-administered instrument for data collection. A total of 331 usable questionnaires were obtained after list-wise deletion. To test reliability and validity of measurement model, we employed the CFA(confirmatory factor analysis) using M-plus 8.1 Software. Also, internal consistency was tested by Cronbach's α. We, furthermore, used the SPSS PROCESS MACRO 2.16, which was suggested by Hayes (2013; 2015), to test mediation, moderation, and moderated mediation. Results - Our results revealed that self-determined motivation and job performance were positively and fully mediated by job creativity. Furthermore, the positive relationship between female managers' self-determined motivations and job creativities was stronger when their creative self-efficacies were high than when it was low. In addition, female managers' creative self-efficacies also amplified the positive relationship between their self-determined motivations and job performances with the mediation of job creativity. Conclusions - Our research empirically elaborated the previous model of self-determined motivation and manager/female creativity literature by presenting the findings that female managers' self-determined motivations significantly influence their job performances via job creativity and that creative self-efficacy effectively strengthen these positive impacts. Also, our research offered new insight for practitioners (i.e. top service managers) by suggesting that they may enhance female service managers' job performance if they pay more attention to employee creativity in service marketing.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.4
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• pp.193-206
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• 2023

In a workplace, workers exhaust their resources due to workplace adversity or acquire resources through job-related passion. The purpose of this study is to verify the factors that affect the conversion of workers to entrepreneurs and through what paths entrepreneurial intention is generated. To this end, the effects of workplace adversity and job-related passion on entrepreneurial intention were explored with workers in Korea. Also, by empirically analyzing the effects of workplace adversity and job-related passion on entrepreneurial intention through the mediation of job-related creativity, this author attempted to derive the factors and implications associated with the conversion of workers to entrepreneurs. Analyzing 333 workers' data acquired through online surveys with the statistical packages of SPSS and AMOS, this study has gained the following results. First, workplace adversity is found to have positive(+) effects on entrepreneurial intention. This implies that workplace adversity that is negatively regarded is rather a crucial variable that increases entrepreneurial intention. Second, workplace adversity has positive(+) effects on job-related creativity. It means that job-related creativity is an effective factor to overcome workplace adversity. Third, job-related passion is found to have positive(+) effects on entrepreneurial intention. The passion to concentrate on the resources secured is an important factor to elevate entrepreneurial intention. Fourth, job-related passion is verified to have positive(+) effects on job-related creativity. It implies that creative methods can be effective in achieving the goal. Fifth, job-related creativity is found to have positive(+) effects on entrepreneurial intention. Creativity is an intention or action that precedes starting up a business, and it is judged that high job-related creativity reflects high expectation about the possibility of success in starting up a business. Sixth, job-related creativity is found to have mediating effects in correlation between workplace adversity and entrepreneurial intention. Seventh, job-related creativity is found to have mediating effects in correlation between job-related passion and entrepreneurial intention. This means that job-related creativity is an effective factor to alleviate the adversity of workers and increase job-related passion in the process of becoming entrepreneurs. Academically, there were few previous studies related to the adversity of workers in Korea. As this study targets office workers, it can be said that it is a differentiated study extending the range of subjects. Also, practically, it has been learned that negative workplace adversity, too, is an important variable that affect entrepreneurial intention positively. This is practically meaningful in terms of office workers' career management because even in adverse situations that are negative, starting up a business through work experiences may work as an alternative.