• Management & Information Systems Review
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• v.37 no.2
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• pp.235-258
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• 2018

This study is an empirical analysis on Moderating Effect of Government support on Relationship between Social Entrepreneurship and Organizational Performance. Previous studies have focused on case studies for specific companies and studies on Social entrepreneurship have been carried out in recent years. As the interest in social enterprises is increasing due to the problem of social polarization, it is necessary to study the causal relationship between social entrepreneurship and organizational performance deeply, and the government continues to provide government support for social enterprises. However, there is a lack of research on the effects of government support on social entrepreneurship and organizational performance. Therefore, this study analyzes the Proactiveness and Risk-taking of social entrepreneurship and examines the causal relationship between the organization's economic performance and social performance and the moderating effect of government support on the members of the social enterprise in Chungcheong area based on the previous research It is expected that the researcher will give academic and practical value to practitioners. As a result of this study, it is shown that the risk sensitivity of social entrepreneurship has a significant effect on the economic performance, and the Proactiveness of entrepreneurship and Risk-taking of social entrepreneurship all have a positive effect on the social performance, The results of the study show that government support has only a positive effect on the moderating effects of the variables of enterprising and social performance among the variables. The results of this study suggest that social entrepreneurship in social enterprises is an important factor affecting organizational performance. Therefore, if managers of social enterprises continue to educate and apply social entrepreneurship to their members, The social and economic performance of social enterprises will increase, which will help to enhance the competitiveness of enterprises. In addition, although the government has implemented various policies to support social enterprises, there is no expectation of government support for organizational performance because of the lack of support from the government after social enterprise certification. And to develop the government's fine - tuned upbringing policy that can improve organizational performance.

• The Journal of the Korea Contents Association
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• v.11 no.4
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• pp.312-320
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• 2011

The goal of this paper is to examine the effects of a CDSS(Clinical Decision Support System) for drug prescription on organizational performance in medical institutions using POC(Point Of Care) systems. For achieving this goal, evaluation factors for influencing performance of information system were identified by using the performance evaluation model for CDSS. In the results, there was significant causality between each evaluation domain except system quality domain. In addition, the system quality of CDSS for optimal drug prescription has no influence on user satisfaction. But information quality has positive influence on user satisfaction which has also a positive influence on organizational performance.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.401-411
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• 2020

Recognizing the vital role of employees in achieving optimal performance and sustainable competitive advantage as expected, organizations need to facilitate high support for employees, implement appropriate leadership styles, and increase affective commitment within the organization. Therefore, the objective of this study is to analyze and explore: (1) the effect of perceived organizational support (POS) on employee performance and affective commitment; (2) the effect of transformational leadership on employee performance and affective commitment; and (3) the effect of affective commitment on employee performance. The covered population in this study were all employees (including managers, supervisors, and functional staff) who worked in the stone milling companies in Central Java, Indonesia. Data obtained in this study were processed statistically employing structural equation modeling (SEM) with the SmartPLS 3 software package. Based on the data analysis results on 103 respondents, this study concluded that POS had a significant effect on affective commitment and employee performance as well as transformational leadership on affective commitment and employee performance. Furthermore, affective commitment also had a significant effect on employee performance. Thus, the results of this study, theoretically and practically, can be used by all parties concerned to improve employee performance and maintain a sustainable competitive advantage.

• Journal of Advanced Navigation Technology
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• v.16 no.5
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• pp.853-863
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• 2012

The purpose of this study is to investigate mediatiing effects of perceived organization support and supervisor support that impact on dual commitment. Data were gathered from 188 employees who were working in Airlines. In the result of the hypothesis verification, First, perceived organization support and supervisor support have positive effects on dual commitment. Second, organiational identification turns out to have the mediating role in the relationship between perceived organization support and supervisor support and dual commitment. Finally, implication of results and future tasks were discussed with limitations.

• Safety and Health at Work
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• v.11 no.3
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• pp.353-360
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• 2020

Background: Urban bus drivers work under conditions that are among the most demanding, stressful, and unhealthy with higher rates of mortality and morbidity as well as absenteeism and turnover. Methods: Drawing on the job demand-resource model, this study investigates the impacts of job characteristics on emotional exhaustion and the effects of emotional exhaustion on job outcomes (including job satisfaction, life satisfaction, organizational commitment, and turnover intention) in the context of bus drivers. Results: Using self-reported survey data collected from a sample of 320 Taiwanese urban bus drivers, results reveal that role overload and work-family conflict (as job demand factors) positively relate to emotional exhaustion, and organizational support (as a job resource factor) is negatively associated with emotional exhaustion. Emotional exhaustion has negative effects on both job satisfaction and organizational commitment. Job satisfaction positively leads to life satisfaction, whereas organizational commitment negatively relates to turnover intention. Conclusion: This study concludes that role overload and work-family conflict as two stressors related to job demands and organizational support as the job resource factor to affect emotional exhaustion which further influence well-being in bus driver context. The moderating effects of both extraversion and neuroticism on the relationship between job demands and emotional exhaustion are evident.

• Korea Journal of Hospital Management
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• v.18 no.4
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• pp.131-144
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• 2013

The purpose of this study is to analysis factors affecting workers' knowledge sharing intention in a hospital. This study is based on personal factors such as perceived incentives, perceived reciprocal benefits, perceived behavioral control, and subjective norm. Also, there are organizational factors such as organizational climate, CEO's support, rewards system, trust, and IT system. Data were assessed using 107 employees who work at C university hospital in Chunkcheong-do and collected with self-administered questionnaires from April 1 to 13 in 2013. This study was analyzed SPSS 18 by using frequency and multi regression analysis. The results of the study were as follows. First, knowledge sharing intention among personal factors was statistically significant in perceived behavioral control. Second, the awareness of knowledge sharing intention among organizational factors was turned out to be positive effect for CEO's support and trust. This study was identified a couple of factors affecting knowledge sharing intention between personal and organizational factors. The the implications of these factors are discussed and areas for developing hospital management strategies are fostered knowledge sharing.

• Journal of Families and Better Life
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• v.29 no.4
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• pp.147-160
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• 2011

This purpose of research is to offer basic materials for analyzing organizational structure in an effort to develop a standardized model that considers regional characteristics with the ultimate goal being the establishment of a National Health and Family Support Center. Research methods include aliterature survey data. The research target is 94 centers run by the National Health Family Support Center training. These are assessed in terms of their regional characteristics. The objectives of this paper are as follows: 1. To look at the present National Healthy Family Support Center's yearly conditions investigate the regional characteristics. 2. To analyze the National Healthy Family Support Center's annual organizational managements and operations characteristics. 3. To analyze the National Healthy Family Support Center's regional characteristics (Urban-only-, Urban-Rural Integration, Rural-only-) in terms of its organizational management and operations. First, at the national, county, and ward levels, Health and Family Support Center can have family intervention purpose. Regional Center should be operated to keep pace with custom of different regions. Standardization can also be beneficial, including considerations such as agricultural needs and a type center. Effective center operations should also ensured. Second, standardized development model I had to insert this here because you mention one in the following paragraph. Original did not make sense. I hope this is what you meant.

• Korean Journal of Human Ecology
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• v.20 no.3
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• pp.505-519
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• 2011

The purpose of this study was to analyze the relationship between organizational commitment, organizational loyalty, and working satisfaction of 162 teachers in daycare centers in Gyung-gi province. Three questionnaires about the organizational commitment which Allen and Mayer(1990) developed and Son Sobin(2002) revised, organizational loyalty behavior which Jo Bumsang(2004) revised, and working satisfaction which Kim Sunja(2005) developed, and the researcher revised were used for this study. For this study, the data was analyzed using descriptive statistics, independent t-test, and Pearson correlation. The results were as follows: first, the early childhood teacher's organizational commitment was average, and there was a significant difference according to the teacher's academic background. Second, the early childhood teacher's organizational loyalty was also average, and there were significant differences according to the teacher's age and academic background. Third, the early childhood teacher's working satisfaction was below average level, and there was a significant difference according to the teacher's working hours. Last, the early childhood teacher's organizational commitment, organizational loyalty behavior, and working satisfaction showed the positive relationship. In conclusion, the government and the director of daycare centers should support for the teacher's psychological satisfaction because the early childhood teacher's psychological state is highly related to successful organization of daycare centers.

• Korea Journal of Hospital Management
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• v.24 no.2
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• pp.23-37
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• 2019

The purpose of this study was to investigate the effect of fairness, culture, and service points on organizational management to maximize the ability of organizational members. The subjects of the survey were selected from major hospitals, small and medium hospitals. A total of 500 questionnaires were distributed, but 404 (80.8%) were used for the final analysis. The SPSS WIN 20 program was used to analyze the collected data. The following conclusions were obtained. First, in this study, organizational fairness did not show any general difference, and fairness was obtained with relatively high scores. In terms of improving organizational culture, size of hospital there is a statistically significant difference. the larger the organization, the more the organizational culture needs to be improved. Organizational fairness were significant differences in service encounter points and size of hospital. Second, the correlation between fairness, organizational culture improvement, service contact point and management performance showed a very positive correlation. Third, fairness has no effect on business performance. However, in this study, organizational culture improvement and service contact points are statistically significant and positive (+) influence on dependent variable management performance. Therefore, in order to improve the organizational culture of the hospital, it is necessary for the CEO to the vision, core, to discuss and make a reasonable plan. In order to actively cope with rapidly changing hospital environment, it will be necessary to positively support the of new medical market and the increase of market share.

• Educational Technology International
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• v.6 no.2
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• pp.43-58
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• 2005

The purpose of this study was to investigate the impact of organizational learning culture on job satisfaction and organizational commitment. Two streams of scholarly work have provided the theoretical foundations for this study. The first stream comes from the literature on learning organization. The second stream of the theoretical foundation comes from an extensive literature on attitude-intention-behavior relationships. In addition, this study was tested three alternative models. Alternative model 1 employed job satisfaction as the mediating commitments variable between learning culture and organizational commitment. Alternative model 2 used organizational commitment as the mediating variable between learning culture and job satisfaction. Finally, alternative model 3 specified a direct impact of learning culture on both job satisfaction and organizational commitment, and reciprocal linkages between these two variables. The results of this study support the hypothesized relations among an organization's learning culture, job satisfaction, and organizational commitment. The findings of this study are various congruent with a widely accepted hypothesis that job satisfaction serves as an appraisal function in evaluating various work environments and determining emotional responses such as organizational commitment. Organizational learning culture is one of the important factors that organizations cannot overlook. Therefore, the findings of this study provide a new direction for researchers seeking to explain the complex relations among these central organizational variables.