• Research in Community and Public Health Nursing
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• v.31 no.4
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• pp.459-471
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• 2020

Purpose: The purpose of this study is to construct and validate a posttraumatic growth structural model for firefighters based on Calhoun and Tedeschi's model (2006). Methods: The research data was collected from 200 firefighters working in Gyeongsang-do, Jeolla-do, and Gyeonggi-do. The participants completed an anonymous survey asking about ego-resilience, active coping, family support, organizational support, self-exposure, deliberate rumination, posstraumatic stress and posttraumatic growth. Results: The model selected as a final model was the one that supports 10 hypotheses out of 13 hypotheses. In the final model, deliberate rumination (β=.59, p<.001) had a significant effect in the posttraumatic growth of firefighters. Active coping, organizational support, self-exposure, ego-resilience and posttraumatic stress had a significant indirect effect. The explanatory power of these variables was 36.0%. Conclusion: The results of the survey show that it is important to develop a strategy to strengthen deliberate rumination. In addition, encouraging deliberate rumination through organizational support and self-exposure can promote posttraumatic growth of firefighters.

• The Journal of Industrial Distribution & Business
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• v.14 no.1
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• pp.29-37
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• 2023

Purpose: This study is to explore how to enhance an organizational citizenship behavior (OCB) for private companies, boosting their employees; performance. With OCB in place, businesses won't have to worry about employees engaging in harmful or counterproductive actions. Better coordination will benefit employees' skill sets and the company's overall performance. Research design, data and methodology: We used a data extraction form and present it as an appendix. These forms could demonstrate to the reader what the present authors looked for and how they found it. We also investigated to obtain text datasets whether any extractions were carried out in duplicate, and, if so, whether duplicate abstraction was carried out independently. Results: There are four solutions to boost employees' OCB for HR practitioners: 'Creating an Environment that Supports Constructive OCB', 'Encouraging Productive Behavior in the Workplace and Reward properly, 'Integrating Corporate Citizenship into Performance Evaluations', and 'Training to Use OCB and Educating on its Benefits'. Conclusions: Based on the research findings of the current study, this study strongly concludes that OCB should be encouraged, and employers and employees should collaborate on efforts to boost morale and increase productivity. As a direct result of their efforts, their firms enjoy improved earnings while experiencing reduced overhead costs.

• Journal of Korean Clinical Nursing Research
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• v.18 no.2
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• pp.239-250
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• 2012

Purpose: The purpose of this study was to explore and describe the factors related to new nurses' organizational socialization (OS) process and to find out the strategic information for successful organizational socialization. Methods: The qualitative data were gathered from three focus group discussions with 13 new nurses and 5 experienced nurses. All interviews were recorded and transcribed. The transcript analyzed according to qualitative content analysis processes. Results: The factors related to new nurses' OS derived from new nurses' focus groups were 'burdens related to the characteristics of nursing duties', 'emotional and psychological characteristics' and 'facilitating factors to OS'. Two factors at the forepart were interfering factors to new nurses' OS. The factors related to new nurses' OS derived from experienced nurses' focus group classified to 'facilitating factors to OS', 'interfering factors to OS' and 'supports to facilitate new nurses' OS process'. Conclusion: The findings of the study revealed the facilitating and interfering factors to organizational socialization of new nurses. The main factors to interfere new nurses' OS were individual factors such as professional incompetency and psychological characteristics. On the other hand, Interactional factors within the organization were important to facilitate new nurses' OS. The findings can be applied for developing a special program to help new nurses adjust to the nursing organization successfully.

• Management & Information Systems Review
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• v.34 no.5
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• pp.49-69
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• 2015

The objective of this study is to understand the influence of Work-Life Balance (WLB) support system on employee engagement (organizational commitment and job commitment) and to examine the moderating effect of perceived organizational support (instrumental and emotional) on the relationship between WLB and employee engagement. To test the research model and hypotheses, this study analyzed 537 responses from employees of sample companies that were carrying out the WLB support system during the period of December 1 through 31, 2014, and the results of the analysis are as follows: First, the correlation between employee engagement (organizational commitment) and the WLB support system showed that the influence of WLB support system on employee engagement(organizational commitment) was greater in the order of growth, job, and family support system. Second, the correlation between WLB support system and employee engagement(job involvement) showed that growth and job support system had significant relationship. Third, in the relationship between WLB support system and employe engagement(organizational commitment), there was no moderating effect of perceived organizational support. Fourth, in the relationship between the WLB support system and employee engagement(the job involvement), both institutional and emotional supports factors of the perceived organizational support had moderating effects in the relationship between growth support system and employee engagement(job involvement). This study has academic significance in that it is an empirical study examining the relationship between the WLB support system and employee engagement, which has not actively investigaged in Korea.

• Journal of Technology Innovation
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• v.23 no.3
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• pp.255-286
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• 2015

This study focuses on the role of supplier's organizational learning capacity in creating the outcomes of technological innovation based on buyer-supplier collaboration. In doing so, the study is carried out through mediating effect analysis using 221 small and medium enterprises among Korean manufacturers. As a result of empirical tests, buyer's indirect supports(knowledge, know-how, value, information sharing) have significant and positive effects on the outcomes of technological innovation, whereas direct supports(technical staff support, machine tools and test equipments support, education for facility utilization) show no statistical significance. In addition, a further test for mediation effects reveals that a full mediation exists between supplier learning capacity and buyer's direct support, while there is a partial medication effect for buyer's indirect support. The findings suggest that buyer's indirect support can take on more important role to enhance the outcomes of supplier's technological innovation.

• Asia Marketing Journal
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• v.20 no.3
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• pp.83-103
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• 2018

The purpose of this research is to investigate the effect of customer-contact employees support on service recovery efforts. Service companies should try to prevent the service failure situation from occurring, but it is realistic that the service failure occurs due to the characteristics of the service. Service recovery efforts of service providers are important because effective responses to service failures can enhance customer satisfaction despite service failures. Social support for customer-contact employees needs to improve service recovery efforts. Specifically, this study focuses on the mediation roles of job burnout and customer orientation in relationship between social support for customer-contact employees and service recovery efforts. Social exchange theory was used as the theoretical underpinning of the research model. Based on reciprocity principle, this paper suppose that support for customer-contact employees and service recovery effort are a kind of social exchange relationship. Social supports for customer-contact employees are categorized into internal and external organization. Internal organization is POS(perceived organizational support) and external organization is customer support. The research model was tested with the data gathered from the flight attendants whose emotional labor intensity was relatively high and the service failure frequently occurred. As a result of analysis, social supports for customer-contact employees classified into organizational support, supervisor support, and customer support are found to have differential impacts on job burnout and customer orientation. It has been found that job burnout of service providers is negatively affecting service recovery efforts. On the other hand, customer orientation of service providers has a positive influence on service recovery efforts. Based on the results of the analysis, we provide practical implications for effective service recovery efforts in service failure situations, and suggest the theoretical implications to explain the process of service recovery effort. Finally, limitations of the study and directions for future research are suggested.

• Asia Marketing Journal
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• v.10 no.2
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• pp.31-69
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• 2008

The purpose of this study is to identify the organizational characteristics that enhance CRM performances of a company. Based on a review of diverse definitions of CRM performance, this study examines the relationships among CRM performance measures and organizational characteristics. A questionnaire survey of 123 CRM managers of Korean companies was conducted to test the proposed research model, and a series of structural equation modeling identified the strong effects of organizational characteristics on CRM performance. It was found that top management commitment to CRM and a firm's strategic readiness lead to high levels of CRM investment, which, in turn, enhance directly task-related performance and indirectly customer-related performance. This study also confirmed that customer orientation is significantly related to task-related CRM performance and that the variables of CRM commitment and organizational culture may enhance customerrelated performance indirectly through their effects on the task-related performance. However, organizational members' resistance to change was found to have no effects on CRM performance. Overall our research broadly supports the role of organizational characteristics revealed in the CRM literature.

• Journal of Practical Engineering Education
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• v.12 no.2
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• pp.331-337
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• 2020

This study investigated the perception of the learning-workers' organizational effectiveness. They participate in the degree-linked work-learning parallel system. As a result, the turnover intention and job performance were higher than those of general office workers, and organizational commitment was lower. In addition, the higher scholastic year and grades, the higher job satisfaction. the higher grades, the lower burnout. specially the 2nd, 3rd, and 4th graders showed higher turnover intentions than the first grader. The results of the survey of (dis)satisfaction factors of learning workers also show that OJT management in the field should be strengthened rather than OFF-JT education in universities. This paper suggests that companies participating in the work-learning parallel system need higher-level management in aspects such as educational supports, personnel management, and OJT management as well as competency development of learning-workers. It shows that supplementary measures are needed for learning time and learner management of participating companies.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.17 no.1
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• pp.265-283
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• 2006

This study attempts to analyze factors that influence the level of career indecision for prospective librarians. To this end, an empirical study was conducted on the students from the department of Library & Information Science at universities located in Seoul, Kyunggi and Choong Chung Areas. Exogenous variables included personal, organizational and institutional characteristics. The result of analysis using the Structural Equation Model reveals that personal characteristics of students affect the level of career indecision whereas organizational and institutional characteristics do not have any statistical significance in career indecision. This suggests that, in order to raise the career decision level of prospective librarians. there is a need to develop programs to enhance occupational ego-identity and self-efficacy and to provide organizational and institutional supports, including better curriculum, improved practical ability and qualifications as librarians. This study also discusses its limits and areas for future research.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.3
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• pp.191-206
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• 2020

Although several studies have been conducted on unification and the life of North Korean refugees, there have been few studies comparing the characteristics of North Korean refugees with South Korean workers, in terms of human resources in business administration. By considering the limitations of these prior studies, this study analyzed whether there are differences in factors affecting organizational commitment and turnover intention through a group comparative analysis between North Korean refugees and South Korean workers. For a comparative analysis between the two groups, we recruited 145 workers from North Korea and 213 South Korea-born workers. We found the following results with a multi-group structural equation model. We confirmed the measurement homogeneity by ensuring that both groups were equally aware of the measurement tools affecting organizational commitment and turnover intentions. As a result of testing the homogeneity of measurement, we also confirmed that there was a significant difference in optimism between the two groups; optimism affects organizational commitment and among social supports, affectionate support and interaction support affect organizational commitment. Analyzing the path between the two groups, we first were able to find that optimism influenced organizational commitment for both groups, in relation to positive psychological capital. However, in terms of degree, South Korean workers were found to be strongly affected. Second, with regard to social support, we were not able to find that affectionate support and interaction support have a significant impact on organizational commitment for South Korean workers, while for North Korean refugees, we confirmed that both supports have a significant impact. Third, we were unable to find any differences between the two group, in terms of other sub-components of positive psychological capital (self-efficacy, hope, and resiliency) or the sub-components of social support (informational support, tangible support). These results suggest that companies or managers employing North Korean refugee workers need to create an organizational environment that allows them to perceive social support, especially affectionate support and interaction support.