• Management & Information Systems Review
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• v.33 no.5
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• pp.171-184
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• 2014

This paper investigate the impact of external financing constraints(EFC) on the dividend policy(cash dividend ratio) and the impact of interaction of ownership structure((1)the percentage of shares held by external blockholder who owns at least 5% of equity(5% BHR), (2) the percentage of shares held by foreign investors(Foreign), (3) the percentage of shares by insider shareholders(Insider)) and external financing constraints on the dividend policy. The purpose mentioned above are empirically tested using 370 firm-year data listed on the Korean Exchange(KRX) with multiple regression method. Summarizing the results of analysis as following; Firstly, we find that EFC has negative relationship with cash dividend ratio. Secondly, interaction of 5% BHR and EFC has positive relationship with cash dividend ratio. Also, interaction of Foreign and EFC has positive relationship with cash dividend ratio. But, Insider and EFC has negative relationship with cash dividend ratio. This study contributes to research related to dividend policy by recognizing that ownership structure influences the dividend policy.

• Management & Information Systems Review
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• v.33 no.5
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• pp.261-283
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• 2014

The aim of this study is to examine the relationships between emotional labor of surface acting and deep acting along with job satisfaction and turnover intention. Furthermore, the study attempts to understand the moderating effects of resilience on adjustment in regards to the emotional labor, surface acting and deep acting, and job satisfaction and turnover intention. For this study, a survey was conducted among administrative assistants and five hypotheses were verified. The findings of this research are summarized as follows: First, the surface acting of emotional labor has a statistically significant positive correlational effect on turnover intentions. Second, the deep acting of emotional labor has a statistically significant negative correlational effect on turnover intentions. Third, the surface acting of emotional labor has a statistically significant negative correlational effect on job satisfaction. Fourth, the deep acting of emotional labor has a statistically significant positive correlational effect on job satisfaction. Fifth, there is a moderating effect of resilience between the deep acting of emotional labor and job satisfaction. This study is meaningful in that it helps understand the relationship between the administrative assistants' emotional labor, resilience, turnover intention, and job satisfaction and that it proposes implications on vitalizing organizational communication and emotional programs.

• Management & Information Systems Review
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• v.33 no.5
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• pp.55-70
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• 2014

Recent research on organizational innovation, such as. new managerial processes, practices, suggests it can be an important source of firm's competitive advantage. The challenge is not only offering new products and services, but also changing the nature of management within organizations. In this study, we focus on management innovation at the organization level and investigate the role of transformational leadership behavior as a key antecedent. Transformational leadership may complement an organization''s increasing rigidity by maintaining a sense of meaningfulness in members of the organization, which may be more flourishing to organizational innovation. Due to its prominent role within organizations, CEO has the ability to greatly influence management innovation. In particular, we focus on leadership behavior and examine transformational leadership of CEO. Additionally, as contextual variables like organizational structure(complexity, formalization, centralization) may influence the impact of transformational leadership, we investigate its moderating role. Findings show that transformational leadership behaviors positively contribute to organizational innovation. In addition, our study indicate that less complex, less formal and less central, organizations have benefit more from transactional leadership in strengthening organizational innovation.

• Management & Information Systems Review
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• v.33 no.5
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• pp.1-34
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• 2014

This study suggests internal and external virtuous behavior in organization influenced employees' organizational citizenship behavior (OCB), organizational loyalty and emotional exhaustion through mediated effect of affective commitment and collective self-esteem. Virtue in organization has received attention as critical attribute of positive organizational scholarship. Cameron(2003) defined the study of virtue as a study of the capacity, attributes, and reserve in organization that facilitates the expression of positive deviance among organization member. Accordingly, this study presumed that virtuous behaviors within organization positively associate with OCB, and organizational loyalty through affective commitment whereas the virtuous behaviors negatively influence emotional exhaustion. On the other hand, we assumed that external virtuous behaviors positively associate with OCB and organizational loyalty and negatively associate with emotional exhaustion individually. In study 1, we conducted interview with Korean employees created items for internal and external virtue, and implemented empirical study for 253 employees of domestic companies in study 2. This study contributes to the empirical investigation on how internal virtue (i.e. the employees' virtue for their organization) and external virtue (i.e. the organization's virtue for society), used as independent variables, influence employees' organizational citizenship behavior (OCB), organizational loyalty and emotional exhaustion after creating items for the two virtuous behaviors through qualitative research.

• Management & Information Systems Review
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• v.32 no.2
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• pp.237-257
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• 2013

As there is impulsive buying that is pervasive phenomenon in the clothing consumption area, many academics and practitioners have been interested in it. Although prior studies have provided useful insights for understanding and predicting consumers' impulsive behavior, the findings do not clearly explain why different consumers influence impulsive behavior differently even when presented with the same shopping environment. Regulatory focus theory (Higgins, 1987, 1997, 2001) provides an insight for better understanding of consumers' impulsive responses to the elements of shopping experience. Thus, the purpose of our research was to understand the effect of consumers' regulatory focus (i.e., promotion focused vs. prevention focused) on their shopping experiences and impulsive behavior. A total of 157 data collected from female consumers lived in Ulsan and Pusan was used for this study. The results were as follows: First, sensitive experience and emotional experience have significantly positive effects on impulsive buying, but rational experience does significantly negatively effects on it. Second, to test the moderating effects of consumers' regulatory focus, responses were divided into two groups including promotion-focused group (n = 91) and prevention-focused group (n = 66) based on the relative strength of one type of their regulatory focus, which was introduced by Higgins (2001). Multiple regression analysis (independent variables: shopping experience, dependant variable: impulsive buying) was run within each group. The results showed that for the promotion-focused group, sensitive and emotional experience have significantly positive effects on impulsive buying. For prevention focused group, sensitive experience has significantly positive effects on impulsive buying and rational experience does significantly negatively effects on it. Chow's and Fisher's z-test were confirmed that the relationship between shopping experience and impulsive buying behavior was significantly different depending on consumers' regulatory focus.

• Management & Information Systems Review
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• v.32 no.2
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• pp.165-191
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• 2013

A long debate has been made about whether job satisfaction facilitates or impedes union participation. This study analyzed the moderating effect of union instrumentality in the relationship between job satisfaction and union participation. The data collected from 826 employees of 22 workplaces were empirically evaluated. The result of the research revealed that both positive effect and negative effect were observed in the relationship between job satisfaction and union participation. The positive effect was noticed in the direct influence of job satisfaction on the union participation. However, given the interaction between job satisfaction and union instrumentality, the job satisfaction showed the negative effect on the union participation. Based on this result, we can conclude that the direct influence of job satisfaction on the union participation supports dissonance theory about the union participation and the interaction effect between job satisfaction and union instrumentality confirms the utility theory. The present study indicates that the effect of union participation is more reinforced when job satisfaction and union instrumentality are closely connected than when job satisfaction independently affects union participation. Thus, the result implicates that for the revitalization of the labor union, the organization needs to offer a variety of services to satisfy the expectation of whole union members in practical terms instead of concentrating on the labor movement for the political struggle. This point says a lot for a new direction of labor movement.

• Management & Information Systems Review
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• v.36 no.4
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• pp.149-166
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• 2017

The purpose of this study puts stress on effects of job satisfaction and organizational commitment depending on the type of organizational culture of ICT enterprises. This study utilized the 6th Human Capital Corporate Panel(HCCP) data from Korea Research Institute for Vocational Education & Training to analyze the effects of organizational culture in ICT enterprises on the job satisfaction and organizational commitment. The Samples are managers, supervisor, and employees in ICT industries who replied thorough the 6th HCCP. Answers from 875 people, except inappropriate answers, were used to test a hypothesis. In order to do that, reliability analysis and correlation analysis and regression analysis, utilizing the SPSS 24.0 & Amos 18.0, were used to analyze the effects of organizational culture on the job satisfaction and organizational commitment in ICT enterprises. With the purpose of this study, organizational cultures in ICT enterprises have different effects on job satisfaction and organizational commitment. The group culture, development culture, rational culture and hierarchy culture have a positive effects on job satisfaction. And the group culture, development culture and rational culture have a positive effects on organizational commitment. Whereas, hierarchy culture have no effects on organizational commitment. Also, job satisfaction have a positive effects on organizational commitment. Among four cultures of ICT enterprises, the importance of group culture should be stressed. According to the result of empirical analysis, group culture has the most positive impact on job satisfaction, contrary to the expectation that development culture might be the one. So far, the group culture, which emphasizes organizational flexibility, integration, trust, teamwork, high participation, royalty and morale, have positive impact on the organizational employees the most.

• Management & Information Systems Review
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• v.36 no.4
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• pp.167-185
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• 2017

With the expansion of corporate influence on civil society, companies are facing various demands and expectations on higher social responsibilities. This study discusses the influence of corporate social responsibility(CSR) on job attitude of employees when they recognize their company's CSR efforts. In this regard, it focuses on mediator effect of organizational identity by examining job satisfaction, organizational commitment, and turnover intention. Based on empirical investigation, positive influence was confirmed, stemming from recognized CSR. It influenced organizational identity, and it changed job attitudes including job satisfaction, organizational commitment, and decline of turnover intention. This result shows that if employees recognize company's sincere CSR activities and organizational values and culture are desirable, they tend to more strongly identify themselves with their organization. In sum, this paper found that organizational identity can be applied as a mediator which enhances the influence of CSR on job attitude. Lastly, it analyzed applicable implications to business management and suggestions for future research.

• Management & Information Systems Review
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• v.36 no.4
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• pp.53-80
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• 2017

The purpose of this study is to examine the determinants of the number of bank relationships in Korea. Firm-specific determinants considered here include leverage, size, age, return on asset, investment grade, tangibility, liquidity, R&D expenditure. We estimate the effects of these variables, and compare the results with those from previous studies performed for other economies. Concerning the effects of business cycle, we find that the business cycle is an important factor in determining the number of bank relationships. The number of bank relationships varies over the business cycle, and we notice a counter-cyclical behavior, which means the number decreases during economic expansions and increases during contractions. This result can be interpreted as a result of firms' diversification of borrowings into multiple banks in order to reduce the liquidity risk during the recession. In the subsets, however, the number of bank relationships for large firms is stable regardless of the business cycle. Unlisted firms, non-chaebol, and low credit quality firms which have relatively limited access to alternative sources of financing show counter-cyclical behavior. Finally, such phenomena is not observed in the non-competitive credit market, while they show a counter-cyclical behavior in the competitive credit market.

• Management & Information Systems Review
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• v.37 no.1
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• pp.55-74
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• 2018

China joined the WTO in 2001, and the Chinese market are growing at a rapid pace in the M&A Market. This Research is an Empirical analysis of China's leadership that subdivides leadership style and is an study on the effects of globalization on leadership and job satisfaction in the globalization as moderation variable. The significance of this study is to Refer to the direction of Chinese investments. This paper places emphasis on the change in Chinese organizational culture as a result of globalization and explores the influence of leadership on job satisfaction and turnover intention by using data from MBA students data of Wuhan City, 178 observations. And all of the data were analyzed using both the multiple regression analysis and the moderated regression analysis as well. Results of the empirical test are suggested as follow. First, transactional, transformational and servant leadership have a positive influence on job satisfaction. But it can't find the significant relationship between leadership and turnover intention. Second, there has a significant result that globalization on leadership is partially via the influence of job satisfaction. The result of the moderated regression analysis through the globalization as moderation variable is that globalization strengthens a positive influence on between transformational, emotional leadership and job satisfaction. On the other hand, In the case of this hypothesis that globalization will have mediating effect in the pathway between leadership and turnover intention, I expect that globalization strengthens a negative influence on turnover intention as dependent variable. But The result of the moderated regression analysis through the globalization as moderation variable is that globalization strengthens a positive influence on transactional, transformational, emotional and servant leadership.