• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.12
• /
• pp.1017-1026
• /
• 2020

This study aims to analyze the effect of workplace spirituality in reducing workplace deviant behavior through job satisfaction and its impact on employee performance. The objectives of this study are to explore and investigate (1) the effect of workplace spirituality on workplace deviant behavior; (2) the effect of workplace spirituality on job satisfaction; (3) the effect of workplace spirituality on employee performance; (4) the effect of job satisfaction on employee performance; (5) the effect of workplace deviant behavior on employee performance; and (6) the mediating role of job satisfaction in the relationship between workplace spirituality and workplace deviant behavior. This study was conducted with 143 permanent non-lecturer staff at Universitas Muhammadiyah Yogyakarta, Indonesia. The data analysis technique employed in this study was Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of this study indicate that workplace spirituality affected workplace deviant behavior; workplace spirituality affected job satisfaction; job satisfaction affected employee performance; and workplace deviant behavior affected employee performance. Meanwhile, the findings further showed that workplace spirituality did not affect employee performance; job satisfaction did not affect workplace deviant behavior; and job satisfaction could not mediate the effect of workplace spirituality on workplace deviant behavior.

• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.5
• /
• pp.1119-1128
• /
• 2021

This study aims to investigate a model for reducing workplace deviance from employees' perspectives. Specifically, it examines the relationship between workplace spirituality and workplace deviance through the improvement of organizational commitment. Through the quantitative approach, questionnaires were distributed to 400 civil servants in the various government agencies in Indonesia. Structural Equation Model with Analysis of Moment Structures (SEM-AMOS) was used to analyze the data and test the hypotheses. The results reveal that workplace spirituality has no significant negative effect directly on workplace deviance, but it has a significantly positive effect on organizational commitment. Organizational commitment also has a significant negative effect on workplace deviance. The non-significance of workplace spirituality's direct effect on workplace deviance proves that there is a full mediation effect of organizational commitment. It implies that, to reduce workplace deviance, merely workplace spirituality is not adequate, but it should enhance organizational commitment. The findings can add an understanding of the empirical evidence related to the relationship between workplace spirituality, organizational commitment, and workplace deviance. Practically, the top decision-makers in civil servant institutions need to consider the right strategies, policies, and real efforts to carry out workplace spirituality practices and organizational commitment by designing a control system.

• Korean Institute of Interior Design Journal
• /
• v.13 no.4
• /
• pp.37-44
• /
• 2004

Advancement in electronic technology has given office workers a new freedom, and a new meaning to workplace flexibility. Actually non territorial workplace has different space elements from general and conventional workplace in terns of interior design and architecture even organization management. The purpose of this study is on the establishment of an evaluation model for non territorial workplace that may be used, practically on the spot. For the establishment of non territorial workplace evaluation model, it is ahead of the study of the feature and the type of none territorial workplace and the research for existing office evaluation technique by Preiser and Vicher. And then the evaluation model for none territorial workplace which is composed three parts that is user's importance, provider's importance and user' satisfaction related fact of workplace. It is constructed by 6 factors which are physical, psychological, workplace environmental, communication, exterior environment, and space managing system therefore each factors has scrupulous elements therefore the total elements are 40. To make more confidence the evaluation model for non territorial workplace, it requires that study continually through the survey with the non territorial workplace evaluation model.

• Knowledge Management Research
• /
• v.19 no.1
• /
• pp.133-146
• /
• 2018

This study develops an Education framework for users who need public open data for workplace etiquette education in a timely manner by mobile application. It facilitates utilizing efficiently Workplace etiquette contents that scattered in various platforms such as blogs, Youtube and web-sites run by private education agencies. Furthermore, it makes Public open data for workplace etiquette through gathering 'metadata', which is a comprehensive source of workplace etiquette. Accordingly, framework changes recognition about necessity of workplace etiquette education positively and suggests method that can promote effective workplace etiquette education. If the system in the study can provide public open data of workplace etiquette education, many young job applicants and workers will have a proper perception on it and sound workplace etiquette culture will be settled in the companies. Public data has been rising as a vital national strategic asset these days. Hopefully the public data will pave a way to discover the blue ocean in the market and open up a new type of businesses.

• Journal of KIBIM
• /
• v.12 no.4
• /
• pp.80-92
• /
• 2022

Recently, remote work has arisen due to the social atmosphere and advancement of digital technology. Although effective in premeditated communications such as conferences or meetings, the current technology such as messengers and video chats insufficiently supports impromptu communications like a chance encounter, daily conversation with colleagues, or brief instant meetings. This causes various problems such as a decrease in social belonging and an increase in social isolation. The virtual workplace, which emerged as an alternative to this technology, is merely replicating the workplace layouts in reality with an absence of the proper design guideline. Therefore, this paper aims to establish the foundation for the better design of the virtual workplace for remote-work employees. The research compared 12 current workplace cases with the analysis with 5 categories(Spatial Composition, Scale, Individual & Collaboration Workplace, Socializing Space), and discovered the following results: 1) some design principles of the real workplace can be applied on the virtual workplace design, 2) the architectural components of the virtual workplace can differ from them of the real. Based on the results, the research suggests both the appropriate design methodologies of the virtual workplace considering the design principles of the real office layouts, and the design direction for the future of the virtual workplace. This research will be the foundation for the future design of the virtual workplace.

• Journal of Korean Academy of Nursing Administration
• /
• v.22 no.3
• /
• pp.303-312
• /
• 2016

Purpose: The purpose of this study was to identify relationships among self-esteem, social support, nursing organizational culture, experience of workplace bullying, and the consequences of workplace bullying in hospital nurses, and then to provide basic information for developing workplace bullying prevention programs. Methods: Participants were 122 hospital nurses from three general hospitals. Data collection was done during April and May 2015. Data were collected using self-report questionnaires which were used to identify participants' characteristics, self-esteem, social support, nursing organizational culture, and workplace bullying. Results: Approximately one quarter of the nurses had experienced workplace bullying in the past six months. Hierarchical regression analysis showed that experience of workplace bullying (${\beta}=.45$) and self-esteem (${\beta}=-.31$) explained 53.3% of the variance in consequences of workplace bullying. Conclusion: Based on the findings that experiencing workplace bullying and having a low self-esteem were likely to increase workplace bullying in hospital nurses, there is a need to develop prevention and intervention programs on avoiding or dealing with workplace bullying.

• International Journal of Advanced Culture Technology
• /
• v.6 no.3
• /
• pp.53-58
• /
• 2018

Preschool teachers' relationships at workplace is an important component that affects the work performance of caring and educating young children. This study investigated the connection between preschool teachers' personality traits and their relationships at workplace. The participants were two hundred and eighty two teachers in 55 preschools and asked to answer the survey questionnaires. Two research questions were investigated; (1) are there correlations between preschool teachers' personality traits and their relationships at workplace? (2) do preschool teachers' personality traits affect their relationships at workplace? The results showed that preschool teachers' personality traits were correlated with their relationships at workplace; neuroticism showed a negative correlation while the other four (extraversion, openness, agreeableness, and conscientiousness) showed positive correlations with relationships at workplace. In addition, preschool teachers' personality traits had effects on their relationships at workplace in overall. Especially, neuroticism, agreeableness, and conscientiousness were revealed as significantly influencing personality traits on preschool teachers' relationships at workplace.

• Journal of Distribution Science
• /
• v.14 no.11
• /
• pp.19-28
• /
• 2016

Purpose - The purpose of this study is to investigate if workplace bullying and abusive supervision was a correlation as two kinds of workplace violence arouse internet pornography addiction, which influences employees' organizational commitment and work-family conflict. This study explores if perceived organizational support can be an interpersonal factor moderating the relationship between workplace violence and internet pornography addiction. Research design, data, and methodology - Using a survey method, this study distributed the survey to 319 employees working at Korean companies. This study used a series of multiple regression analyses. Result - In the results, the more job-related bullying or abusive supervision people perceive in the workplace, the stronger their internet pornography addiction are Second, the stronger internet pornography addiction people have, the weaker their organizational commitment and the stronger work-family conflict are. Finally, when people have higher POS in workplace, workplace bullying and abusive supervision have weaker impact on their internet pornography addiction. Conclusions - For research contributions, this study introduces internet pornography addiction in the context of workplace and investigate workplace violence as the antecedents of internet pornography. Second, this study suggests and empirically verify that perceived organizational support is an organizational factor moderating the relationship between workplace violence and internet pornography addiction. Practically, corporate executives need to recognize the appearance of workplace violence by monitoring the phenomena of employees' internet pornography addiction. Future studies need to be investigated for other types of addiction.

• Journal of Preventive Medicine and Public Health
• /
• v.42 no.5
• /
• pp.293-297
• /
• 2009

Objectives : To evaluate the impact of the workplace smoking ban in South Korea, where the male smoking rate is high (57%), on smoking behavior and secondhand smoke exposure. Methods : A workplace smoking ban legislation implemented in April 2003 requires offices, meeting rooms, and lobbies located in larger than 3,000 square meter buildings (or 2,000 square meter multipurpose buildings) should be smoke free. A representative cross-sectional survey, the third wave (2005) of health supplements in the National Health Nutrition Survey of South Korea, was used to measure the impact of the 2003 workplace smoking ban implementation on smoking behavior. It contained 3,122 observations of adults 20 to 65 years old (excluding selfemployed and non-working populations). A multivariate statistical model was used. The self-reported workplace smoking ban policy (full workplace ban, partial workplace ban, and no workplace ban) was used as the key measure. Results : A full workplace smoking ban reduced the current smoking rate by 6.4 percentage points among all workers and also decreased the average daily consumption among smokers by 3.7 cigarettes relative to no smoking ban. Secondhand smoke showed a dramatic decrease of 86 percent (= -1.74/2.03)from the sample mean for full workplace ban. However, public anti-smoking campaign did not show any significant impact on smoking behavior. Conclusions : The full workplace ban policy is effective in South Korea. Male group showed bigger impact of smoking ban policy than female group. The public antismoking campaign did not show any effectiveness.

• Korean Journal of Childcare and Education
• /
• v.17 no.6
• /
• pp.73-92
• /
• 2021

Objective: This study examined the relationships among social support in the workplace, social support outside the workplace, child care teachers' psychological burnout, and teacher-child interactions. Methods: The subjects of this study were 262 child care teachers and they responded to questionnaires on research variables. Data were analyzed using structural equation modeling. Results: First, social support outside the workplace had a direct effect on teacher-child interactions; that is, child care teachers, who perceived that they received a high level of social support outside the workplace, had high-quality interactions with children. Second, social support in the workplace had an indirect effect on teacher-child interactions through child care teachers' psychological burnout. In other words, child care teachers, who perceived that they received a high level of social support in the workplace, experienced less psychological burnout, which led to high-quality interactions with children. Conclusion/Implications: This study confirmed that the paths in which social support in the workplace and social support outside the workplace influence teacher-child interactions were different. Although the pathways were different, the results of this study emphasize that both types of social support are important factors that promote teacher-child interactions.