• Asia pacific journal of information systems
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• v.34 no.2
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• pp.447-469
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• 2024

Despite the maturity of platforms, only some studies have explored the relationships between the working conditions of platform workers and their organization-like responses to these platforms. Thus, this research utilized the Job Demands-Resources Model (JD-R Model) to analyze the effects of job demands and resources on platform workers' job embracing. The data were collected from 182 food delivery riders in South Korea. This study utilized the PLS technique (partial least squares) to examine the research model. Regarding job demands, this study has found that work overload and physical effort significantly affect burnout. Regarding job resources, the results revealed that service technology support and training significantly affect work engagement. In alignment with the Job Demands-Resources literature, the findings offer tangible proof that burnout has a detrimental impact on job embracing, whereas work engagement has a beneficial effect on job embracing. Our findings indicate that work engagement exerts a more substantial beneficial effect on job embracing, and burnout reduces job embracing. Results also provide novel insights to scholars seeking a comprehensive research model on the impact of on-demand workplace conditions to help platforms attract and retain platform workers.

• Korean Journal of Adult Nursing
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• v.27 no.2
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• pp.180-187
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• 2015

Purpose: The purpose of this study was to analyze the effects of job embeddedness and job satisfaction on turnover intention in nurses. Methods: The study design was a descriptive survey and questionnaires were collected from May 1 to 31, 2014. Participants were 216 nurses. Data were analyzed using independent t-test, Scheff$\acute{e}$ test, one-way ANOVA, Pearson correlation coefficient and hierarchical multiple regression with the SPSS/WIN 21.0 program. Results: Job embeddedness was positively correlated with job satisfaction and negative correlations with turnover intention. Finally, job embeddedness and job satisfaction accounted for 33.1% of the variance in turnover intention. Conclusion: Results indicate that job embeddedness and job satisfaction are factors influencing turnover intention. Therefore, it is necessary to develop and make available programs embracing factors in the prevention and reduction of turnover intention.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.185-202
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• 2023

The COVID-19 pandemic catalyzed major changes in our work environment, underscoring the critical role of workplace flexibility. While a wealth of research exists on specific flexible work strategies and schedules, a broader understanding of workplace flexibility has been somewhat overlooked. This study aimed to bridge this gap by examining the correlation between workplace flexibility and organizational commitment. Our sample consisted of 300 employees from foreign businesses in the ICT(information and communications technology) service sector and the manufacturing industry, along with those from the top 50 leading Korean enterprises. We bifurcated workplace flexibility into two distinct categories for this study: quantitative and qualitative. Our results revealed that within the quantitative category, the flexibility of continuity of work and flexible place significantly enhanced organizational commitment. Interestingly, the flexibility of work schedules didn't have a marked impact on commitment levels. On the qualitative side, job autonomy and teamwork emerged as significant drivers of organizational commitment. It's worth noting that qualitative aspects of workplace flexibility had a more pronounced effect on organizational commitment than the quantitative elements. These findings highlight the necessity of approaching workplace flexibility from a comprehensive perspective, embracing both its quantitative and qualitative dimensions. For businesses aiming to maximize the benefits of flexibility, it's essential to cultivate a culture of open communication, champion collaboration, and prioritize job autonomy and teamwork. Establishing a work environment that actively supports feedback-oriented communication stands as a key component in this endeavor.