• Journal of Korea Society of Digital Industry and Information Management
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• v.19 no.4
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• pp.163-177
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• 2023

In this study, delivery workers were regarded as workers and industrial accident and serious accident prevention were studied. As a result of the study, first, it was confirmed that awareness of safety guidelines has an effect on disaster prevention and is related to reducing serious accidents. Second, among the forms of organizational culture, rational culture was shown to have a positive impact on serious accidents. Third, the moderating effect of organizational culture Rational culture, a sub-concept, was found to have a moderating effect on serious accidents. Fourth, according to the opinions of workers for disaster prevention of delivery workers, it was classified into policy part, environmental part, and worker's duty part, and the necessity of strengthening safety education and strong regulation was suggested in the policy part.

• Health Policy and Management
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• v.14 no.1
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• pp.65-88
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• 2004

In general, empowerment is defined as the motivational concept of autonomy and self-efficacy. Recently, the concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empower-ment in service organizations, i.e., hospitals, has certainly generated more publicity than any other organizations. The objectives of this study are, first, to measure the degree of hospital employees' empowerment using Spreitzer(1995)'s empowerment theory, second, to analyze the causal relationship of organizational and job characteristics, a degree of empowerment, and organizational performance(job satisfaction and organizational commitment), and third, to offer the strategy for the improvement of job satisfaction and organizational commitment. Spreitzer insists that the empowerment is composed of 4 dimensions(meaning, competence, self-determination, and impact). And he argues that various work-related characteristics is a direct cause of empowerment and the indirect cause of job satisfaction and organizational commitment, mediated by the empowerment latent variable. In order to perform this study, data were collected by self-administered questionnaires from hospital employees working in administrative department of 3 university hospitals in Inchon and Kyunggi-Do region. The number of cases is 181(response rate; 86%). The Collected data were analyzed with SPSS Ver. 10.0 and AMOSV Ver. 4.0. First, to test validity of variables, the factor analysis was used. Second, to test reliability, Cronbach's alpha coefficients was calculated. Cronbach's alpha of empowerment variable is 0.8323 showing that there's no problem in regard to the internal consistency. Also the Cronbach's alpha of other variables are 0.8301 of the degree of perceived control, 0.6705 of job characteristics, O.8787 of compensation, 0.9254 of job satisfaction, and 0.8389 of organizational commitment, respectively. Among the questions of job characteristics, two survey questions are deleted due to lowering the reliability. Third, to test multicollinearity and correlation of variables, the correlation analysis was performed. There was no problem of multicollinearity. Finally structural equation modelling (SEM) analysis was conducted to find the causal relationship of organizational and job Characteristics, empowerment, job satisfaction and organizational commitment. The 16 variables are included for the SEM analysis. The major results of this study are as follows: First, in the case of model fitness, the condition of x$^2$ statistic(92.187) is not fully satisfied, but the indices of GFI(0.912), AGFI(0.863), NFI(0.917) and CFI(0.928) are partially satisfied, which needs to upper 0.90. Second, in the result of hypotheses testing, all hypotheses are accepted and have a positive effect in 95% or 99% confidence interval(P<0.05 or P<0.001) except the effect of compensation variable on empowerment(P=0.082). Third, in regard to the direct, indirect, and total effect of variables, the direct effect of perceived control, task characteristics, and compensation on job satisfaction are 0.728, 2.264, 0.328 and on organizational commitment are 0.094, 1.411, 0.418, respectively. Also the indirect effect of perceived control, task characteristics, and compensation on job satisfaction are 0.311, 0.196, 0.028 and on organizational commitment are 0.210, 0.132, 0.019, respectively. Thus, these findings imply that various work-related factors are direct effect of empowerment and indirect effect of result variables, job satisfaction and organizational commitment. Also These results showed that the workplace empowerment is significant mediating factor of employee's job satisfaction and organizational commitment.

• Journal of Family Resource Management and Policy Review
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• v.25 no.1
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• pp.15-34
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• 2021

Purpose : This study aims to identify the influence of individual, parental, workplace, and policy variables on the intention of marriage of unmarried workers. The results of the study can be used as a basis to come up with policy and practical measures to increase these workers' intention of marriage. Methods : Data was collected from 480 participants through a questionnaire. The measuring tools in this study were tested for reliability and validity. In addition, technical statistics, ANOVA, correlation analysis, and hierarchical regression analysis were performed by SPSS 18.0. Results : First, unmarried workers' willingness to marry was higher above the average. Second, significant differences in the unmarried workers' intention of marriage were revealed based on gender, age, level of education, total assets, and debt status. Significant associations were also found with parents' economic levels and the possibility of parental support for housing and marriage expenses. The differences in response based on employment patterns, job satisfaction, and family-friendly organizational culture were also significant. The correlation between policy variables and marriage intentions also showed the necessity of a funded housing policy and a marriage preparation policy. Third, based on the hierarchical regression analysis using personal, parental, and workplace variables to identify the factors affecting unmarried workers' willingness to marry, it is clear that gender, age, and the likelihood of parental support for housing and marriage expenses have a significant impact. A family-friendly organizational culture and funded housing policy were also significant contributors. Conclusion : The study found that the funded housing policy was the most important factor affecting unmarried office workers' willingness to marry. Additionally, the possibility of parental support for housing and marriage expenses and a family-friendly organizational culture at work were found to have an important impact on the improvement of unmarried workers' willingness to marry.

• The Journal of Information Systems
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• v.23 no.3
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• pp.99-125
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• 2014

Internet environment and innovative ICT(information and communication technology) have brought about big changes to our lifestyle and industrial structure. In spite of the convenience of Internet, various cyber incidents such as malicious code infection, personal information leakage, smishing(sms + phishing), and pharming have frequently occurred. Information security must be recognized as a key and compulsory element for surviving in a global economy. Strategic roles of information security have recently been increasing, but effective implementation of information security is still a major challenge to organizations. Our study examines the influencing factors of information security and investigates the causal relationship between information security maturity level and organizational performance through an empirical survey. According to the results of our study, personal, organizational, technical, and social factors affect organizations's information security maturity level altogether. This result suggests that when dealing with security issues, the holistic and multi-disciplinary approaches should be required. In addition, there is a causal relationship between information security maturity level and organizational performance, and organizations aim to establish the efficient and effective ways to enhance information security maturity level on the basis of the results of this study.

• Journal of Digital Convergence
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• v.14 no.1
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• pp.275-284
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• 2016

This study is to find out the casual relationship among nursing organization culture, job satisfaction, and organizational commitment that affects customer orientation. The participants were 261 hospital nurses. Data were collected through questionnaires and analyzed using SPSS and AMOS programs. The result of this study can be summarized as follows. First, job satisfaction, and organizational commitment showed a direct effect on customer orientation of hospital nurses. Second, nursing organization culture, Job satisfaction, showed an indirect effect on customer orientation of hospital nurses. This implies that, to achieve enhancing of hospital nurses' customer orientation, enhancing job satisfaction, organizational commitment while simultaneously nursing organization culture for an organization is more effective.

• Korean Management Science Review
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• v.30 no.2
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• pp.63-77
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• 2013

Recently, many companies are interested in adopting cloud computing as their IT strategy. However, no distinct results have appeared in the substantial implementation of this technology. The main reason for such result is from the absence of research models leading to high impact studies on cloud computing. Thus, this study attempts to find a possible answer for the following research question : what factors influence an organizational assimilation of cloud computing? This study investigates Technology-Push (TP)/Need-Pull (NP) theory as a main factor affecting cloud computing assimilation. Also, the study examines the moderating role of organizational readiness. TP includes of perceived benefits, vendor pressure, cost savings, and IT activity intensity while NP includes competitor orientation, information technology policy, technological turbulence, and performance gaps. In addition, organizational readiness suggests two variables, financial resources and technological knowledge. Result from 217 adopting organizations showed that all of these factors with exception of competitor orientation and vendor pressure, have statistically significant impact on assimilation of cloud computing. The implications of the findings propose a theoretical framework for the foundation of studies on cloud computing assimilation, which can server as important practical guidelines for technology development.

• Journal of Digital Convergence
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• v.18 no.9
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• pp.169-180
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• 2020

This study examined the relationship between calling, organizational commitment, and innovation behavior among 302 current teachers. The main results are as follows. First, calling had a positive effect on the organizational commitment. Second, calling did not significantly affect innovation behavior. Third, Organizational commitment had a statistically significant positive effect on innovation behavior. The result of the study suggests that in order to enhance the teacher's innovation behavior, it is necessary to clarify the calling of the teacher's own work and make him/her feel so that it can lead to the desire and willingness to actively realize the organization's goals and values.

• International Commerce and Information Review
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• v.13 no.4
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• pp.411-433
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• 2011

This article investigates the impacts of firms' regulatory compliance and voluntary innovation activities in environmental management on the development of their organizational capabilities and the enhancement of their performance, within the Korean context. The study invokes a structural equation analysis. The results indicate that voluntary innovation activity in response to market pressures makes a significant contribution to the development of firm-specific organizational capability and the enhancement of firms' performance, but regulatory compliance activity does not significantly affect either organizational capability or performance. This capability was also seen to have implications for firm's performance. This article also suggests several policy implications related to the research.

• Journal of Digital Convergence
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• v.19 no.3
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• pp.109-114
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• 2021

This study is to verify the mediating effect of self-efficacy in the relationship between elements of the ERG and organizational attachment. To verify this, a survey was conducted on employees working at companies in Korea and the research found that all three elements of ERG have a significant effect on self-efficacy, and self-efficacy also have a significant effect on organizational attachment. Thus, it was found that self-efficacy played a mediating role in the relationship between the three elements of ERG and organizational attachment. Based on these findings, we present practical implications while also presenting future research directions.

• International Journal of Internet, Broadcasting and Communication
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• v.14 no.3
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• pp.40-50
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• 2022

The purpose of this study is to prove the global OTT, Netflix's organizational resilience (OR). For this, we review previous literatures regarding Netflix's OR and the theoretical logic of the OR. Then, we investigate Netflix's organizational culture (OC), corporate structure and business strategies based on the five levers of the OR. As a result, the first lever, the coordination makes Netflix to get rid of the inner wall by creating Netflix terms like 'sunshining,' and 'postmortem,' which makes their employees extraordinarily candid with each other. The second lever, the cooperation provides employees with understanding customers by sharing company and service information openly and broadly through transparent board system, billboard advertising, etc. The third lever, the clout allows Netflix to encourage independent decision-making by their employees. Netflix customers are under scrutiny and served 24/7 via live chat or phone by supporting a high-performance workplace. The fourth lever, the capabilities are related to Netflix's keeping highly effective people and it establishes a culture of highly motivated employees. The "dream team" policy is run by what is known as the "keeper test." The last lever, the connections make Netflix to forge external strategic partnership to stay agile. There is no rule for partnering with key content producers by allowing creative freedom to them.