• Educational Technology International
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• v.11 no.1
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• pp.47-68
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• 2010

The purpose of this study was to analyze majors trends and issues of e-Learning curriculum for human resource development in the corporate context. The e-Learning curriculum was chosen as the subject of research consists of 2,710 lectures that were given from 2007 to July 2009 for the recent three years by providing at Ministry of Labor and Korea Research Institute for Vocational Education & Training. In order to investigate trends and issues, it was employed theme analysis which is one of the types of document analysis that approach a qualitative research methodology. As a result of this research, 7 major trends and issues in e-Learning curriculum for HRD in the field of corporate education were drawn; ① Strengthening expertise through learning of job related professional knowledge, ② Cultivation of common & essential knowledge for a job to increase work performance efficiency ③ Organizational management strategy for improving performance, ④ Organizational management and operational strategy for actively responding to environmental changes, ⑤ Leadership as a strategy for cultivating core personnel and field-centered practical leadership. ⑥ Creating a happy workplace through the work-life balance, ⑦ Strengthening global communication skill. Based on these analysis, practicals and theoretical implications of e-Learning professionals and HR researchers for HRD were suggested.

• Safety and Health at Work
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• v.3 no.3
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• pp.155-165
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• 2012

Reflecting the current international trends toward proactive risk assessment and control at work with practical procedures, participatory action-oriented approaches are gaining importance in various sectors. The roles of these approaches in promoting the safety and health at work are discussed based on their recent experiences in preventing work-related risks and improving the quality of work life, particularly in small-scale workplaces. The emphasis placed on the primary prevention at the initiative of workers and managers is commonly notable. Participatory steps, built on local good practices, can lead to many workplace improvements when the focus is on locally feasible low-cost options in multiple aspects. The design and use of locally adjusted action toolkits play a key role in facilitating these improvements in each local situation. The effectiveness of participatory approaches relying on these toolkits is demonstrated by their spread to many sectors and by various intervention studies. In the local context, networks of trainers are essential in sustaining the improvement activities. With the adequate support of networks of trainers trained in the use of these toolkits, participatory approaches will continue to be the key factor for proactive risk management in various work settings.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.1041-1050
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• 2021

Employee engagement plays an important role in the development as well as the success of a company. The manner in which employees are committed to their work and be more innovative seems to drive people's curiosity. This study aims to analyze the impacts of job demands-resources, personal resources, and coworker support on work engagement. Also, whether there is a relationship between work engagement and creativity of employees is tested through this research. The data served for the research was collected in the context of Vietnamese small- and medium-sized enterprises (SMEs). The authors used structural equation modeling (SEM) (software Smart PLS), to test the proposed hypotheses by using the data of 602 employees. Results of the study point out that proposed antecedents influence work engagement and creativity. Such findings have shed light on both theory and practice implications. In theory, it supports the social exchange theory and the job demands and resources model. In practice, leaders should assist subordinates in various aspects and build and promote a corporate culture where employees help others with great enthusiasm to increase the level of work engagement and spirit of innovation of employees.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.3
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• pp.27-40
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• 2022

Purpose - The purpose of this study is to test the impact of job crafting on in/extra-role performance in Chinese context. In addition, it intends to verify the mediating effect of work engagement on the relationship between job crafting and in/extra-role performance. Research design, data, and methodology - Survey data were collected from employees of the companies in Hebei, China, for about two months, from early January 2022 to early March 2022. A total of 300 copies were distributed, and 240 copies were collected (80%), of which 222 copies were used for the final analysis. Data were analyzed for statistical tests of the measurement model and hypotheses using IBM SPSS Statistics 25 and Amos 25. Result - The analysis results are as follows. First, job crafting has a direct effect on work engagement. Second, work engagement increased employees' in/extra-role performance. Third, the mediating effect of work engagement was verified in the relationship between job crafting and employees' in/extra-role performance. Conclusion - This study expands the job demand-resource model by revealing the effect of job crafting, which changes the job given to oneself, on in/extra-role performance. In addition, this study investigated the impact of work engagement on the relationship between job crafting and in/extra-role performance.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.3
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• pp.65-76
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• 2022

This study will examine the relationship between social support from the work and family domains, referred to as multiple social network ties (MSNT), and employees' job and family-related performance outcomes during the COVID-19 crisis. The study also demonstrates the importance of employees' work-family balance (WFB) in moderating the association between MSNT and job and family-related performance. A two-wave design was used to collect data from 320 managerial level personnel in Pakistan's textile sector. The path analysis technique of structural equation modelling (SEM) was used to analyze the responses. In times of crisis, social support mechanisms could potentially replace organizational support mechanisms for employees dealing with work and family obligations, according to the study. The findings of this study show that work-family balance is a significant partial mediator between MSNT and employees' job and family-related outcomes during the COVID-19 pandemic, according to a best-fit model. This research supports the pragmatic view of MSNT's action mechanism in generating jobs for employees and family-related results, especially in uncertain situations. According to the findings, employees who have a positive work-life balance are happier and more productive in both work and personal life. It has major implications for human resource management (HRM) research and practice.

• The Korean Journal of Franchise Management
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• v.9 no.4
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• pp.33-43
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• 2018

Purpose - In hotel industry, quality of leader-member exchange(LMX) relationship is very critical, because it impacts on the employee's work attitude and behaviors. Thus, this research examines the effect of LMX on employee loyalty in the context of hotel business and identifies mediating roles of work stressors, work role performance in the relationship between LMX and employee loyalty. This research suggests the guidelines for how hotel leaders should manage their employees and build employee loyalty that improve management and business performance. Research design, data, and methodology - This study tests the structural relationship between LMX, work stressors, work role performance, and employee loyalty. Work role performance divide into three sub-dimensions such as individual task proficiency, individual task adaptivity, and individual task proactivity. In order to examine the purposes of this research, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 113 franchise hotel employees and were analyzed using SPSS 22.0 and SmartPLS 3 program. Result - The findings of this research are as follows. First, leader-member exchange(LMX) have significant positive impacts on work stressors, work role performance, and employee loyalty. Second, work stressors have significant negative impacts on work role performance and employee loyalty. Third, work role performance has significant positive impact on employee loyalty. Conclusions - The outcomes of this research indicate that hotel leaders should focus on the dyadic relationship with their employees how to improve employee productivity through LMX relationship. In turn, the quality of this relationship influences employees's work attitudes and behaviors. As a result of increasing job demands in hotel business which relies heavily on human resources, the hotel leader must find ways to prevent or reduce stressors and associated strains. If hotel employees perceive the high quality of LMX relationship, they improve their work role performance which influences loyalty. Therefore, the hotel leaders should develop monetary or non-monetary reward system for the employees and, make an efforts to have unique social exchange relationships with employees.

• Korean Journal of Culture and Social Issue
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• v.20 no.3
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• pp.205-233
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• 2014

This study aims to identify work conflicts in Korean socio-cultural context by applying grounded theory. Survey has been conducted through in-depth interviews with 11 different employees from various occupational categories. Data collected from the survey were then analyzed based on the grounded theory of Strauss and Corbin (1998), thus resulted in a paradigm model consisting of 31 categories, 63 subcategories, and 100 concepts by open coding. Axial coding was then conducted and the results were as follows. The causal condition was the 'character of an opponent'. Contextual conditions which affect the causal condition were 'situational characteristics', 'character of an opponent', 'character of oneself', and their 'mutuality'. 'Negative feeling' was the central phenomena of work conflict and action/interaction strategies were verified to be 'avoidance', 'expression', 'effort toward solving problems' and 'increasing conflict'. Intervening conditions were 'interrelation', 'intervention', and 'group/task characteristics'. The consequences were organized as 'conflict continuance', 'personnel change' and 'positive effect'. Through selective coding, 'managing with the conflict' was derived as core-category and three different types of management were classified. Ultimately, this study shows how employees work in Korea experience the work conflicts and what kinds of socio-cultural factors have influence on the work conflicts, which can supplement previous inadequate empirical research. Also, this study can provide implications and suggestions as a fundamental integrated model for the future empirical research on work conflicts.

• The Journal of Art Theory & Practice
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• no.7
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• pp.7-36
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• 2009

This paper intends to examine the significance of the "Minjoong Misool(People's art)" of the 1980s emerged in Korea in its social, cultural, and art historical context. This paper also aims to provide an analysis of the meaning and form of the individual artist's works, which have been overlooked under the dominant discourse that has emphasized their political role as a collective group. In particular, this paper scrutinizes the work of "Critical Realists" by examining the way in which they perceived Korean society in the early 1980s and visualized their experiences of the period. The figurative art newly emerged in the early 1980s challenged the formalist Modernism, which was adopted into Korea and translated into monochrome paintings and the work of the conversative academicism of the 1970s. The figurative art encouraged a social communication and moreover it intended to criticize the conflicts in the political, economical, and social domains in Korea. The targets of its critique include the unavoidable results of the unprecedented development of economy, various social phenomena of the post-industrial society, and the growth of the commercialized kitsch culture. Along with Shin, Hak-chul's work that incorporates collage technique since the 1980s, the work of some members of "Reality and Utterance" and "Im- sul-nyun" exemplify their critical interests in disclosing the false dream of wealth and happiness by both referring to and drawing on the utopian fantasy manipulated and distributed by mass media and commercial advertisements. This paper pays particular attention to Nouvelle Figuration emerged in France and Europe during the 1960s, which is comparable to the new figurative art emerged in Korea during the 1980s. Nouvelle Figuration criticized the autonomy in art isolated itself from political and social reality after WWII, in particular the indifference of Informel and abstract art as well as American abstract art. Moreover it became rather politicized around May of 1968. Given that French Nouvelle Figuration was introduced in Korea in 1982 and made a significant contribution to the formation of figurative art in Korea, it should be noted that the new figurative art emerged in the 1980s in Korea cannot be categorized merely in relation to People's Art. This paper intends to critically redress the notion that People's art was formed in the particular political, economical, and cultural context of Korea independent of the contemporary artistic practices outside Korea. It will provide a critical examination and analysis of the content and form of the new figurative art, from which People's Art was germinated, in the global context.

• The Journal of Asian Finance, Economics and Business
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• v.4 no.1
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• pp.67-78
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• 2017

The competitive nature of enterprises requires organizations to foster an environment that encourages employee innovation that leads to profitability and customer satisfaction. Organizational innovation is influenced by several factors with employee behaviour being one of the important factors. Employees contribute in the innovation process and thus, it is important for organizations to understand employee expectations to demonstrate innovative work behaviour in order to create and maintain an innovative work culture. In the present study, a conceptual model based on culture, reward and program, training, compensations, leadership and systems was tested to assess that impact on employee expectations leading to innovative work behaviour. The study was conducted in the context of city-state of Singapore due to its significant emphasis on promoting and nurturing employee innovation. The model was tested using empirical data collected through a survey of employees in Singapore. The results indicate that while culture, rewards and training programs have a direct relationship on employee expectations to demonstrate innovative work behaviour, when considered together, leadership and systems are significantly and positively associated with employee expectations. These factors are usually under the control of organizations and can be enhanced through systematic interventions, thereby providing practice managers an avenue to improve employee innovation behaviour. The other implications of the findings and future scope are discussed.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.9
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• pp.321-331
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• 2021

This study examines the impact of Information and Communication Technology (ICT) and the role of Malaysian local wisdom called "Ugahari" in managing Work-Life Balance (WLB) during the COVID-19 pandemic in Malaysia. Data was obtained through online and offline surveys which were distributed to the agencies in the public and private sectors spread across Kuala Lumpur, Selangor and Pura Jaya. Overall 466 respondents were found to have given valid and complete responses. This research utilized the Partial Least Squares Structural Equation Modelling. It was found that the use of the ICT during Work from Home (WFH) helped workers to have relatively high flexibility where they could easily expand or contract one domain to meet the demands of another domain. At the same time it also offered high permeability where aspects of one domain entered another domain. This encourages workers to integrate their roles and achieve broad work autonomy. Furthermore, this situation then gives rise to a high level of interference at the boundary between work and family domains. On the other hand Ugahari reduces the level of interference caused by ICT use and encourages workers to compartmentalize their respective roles. Thus, ICT and Ugahari's behavior can play a role and complement each other in the context of realizing worker well-being.