• Journal of vocational education research
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• v.37 no.6
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• pp.36-60
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• 2018

The purpose of this study is to explore the occupational personality required for high school graduates and to develop a scale to measure them objectively. In order to achieve the purpose of the study, this study constituted the delphi committee composed of the teacher group and the industrial personnel group. Afterwards, Delphi survey was conducted twice, and it was found that 12 jobs such as sincerity and honesty were related to occupational personality. As a result of the development of the scale based on the previous research and the expert group interview, 12 factors and 116 scales were developed for the pre - occupational personality test tool. In order to verify the validity and reliability of the developed preliminary test tool, we conducted a questionnaire survey of 700 students of vocational high school, and 514 questionnaires were used for final analysis. Parallel analysis was performed to determine the number of factors before exploratory factor analysis. As a result, eight factors were found to be appropriate. As a result of exploratory factor analysis using the 'maximum likelihood method' and 'direct oblimin rotation method', 78 items of 8 factors were found appropriate. However, in order to confirm whether the item reflects the contents of the factors, we conducted a content validity test for the expert group. As a result, feedback was obtained that 19 items were irrelevant or inadequate. Therefore, the validity of the existing job personality test tool and the modified job personality test tool were verified through confirmatory factor analysis. As a result, the fitness of the revised test tool was higher and the fitness level was generally good.

• Journal of East Asia Management
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• v.1 no.1
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• pp.29-49
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• 2020

In an intensively competitive global market, small-and medium-sized firms are puzzled about how to develop sustainable competitive advantages against global rivalries, thus leading satisfactory economic performance. However, despite the roles and contributions of such small-and medium-sized firms in the local community and national economies in Japan, little guidance has been offered to the practical issues related to their strategic behaviors toward global management. To fill this notable knowledge gap, this study aims to investigate the conditions in which how Japanese small-and medium-sized could dominates global market, which is one of key challenges in the literature of small business and entrepreneurship. To obtain better insights to this research area, this study undertakes an in-depth interview survey with I.S.T (Industrial Summit Technology) Corporation that shows off the highest global market share (40 per cent) with seamless polyimide tube product widely used in office automation equipment (e.g., copiers and printers). This method of survey is designed to deeply understand historical considerations about how I.S.T Corporation could dominate in the global market of such seamless polyimide tube product. Based on findings drawn from an interview, this study identifies five major factors enabling I.S.T Corporation to be a competitive global hidden company: vision sharing through founder's entrepreneurship, core competence, strategic network, risk management, and employee engagement. Specifically, to become a global hidden champion, sharing the vision motivating employees to partake in shaping company's future will be the first step on the road to global success through founder's entrepreneurship. However, in order to achieve such a vision, the importance of company's core competence cannot be overemphasized, which differentiates your customer solution with those of competitors. As such, a group of experts will be naturally formed and demonstrates your expertise in the global market, thereby building sustainable competitiveness. On the other hand, to maintain sustainable competitiveness, it is necessary to make up for the weaknesses small-and medium-sized firms suffer from competitive resources while strengthening their own strengths through strategic networks with external organizations. Here, every company has to understand the critical role of risk management, which is essential in this process of being global company so as not to lose your own strengths. Last but not least, do not forget the significant effects of employee engagement in firm performance. To enhance employees' engagement, a company has to create an ideal organization culture which fits into company's history and personality. In doing so, such organization culture can allow the vision and strategy to be implemented into detailed business tactics while facilitating employees to challenge the status quo by experimenting with creative ideas.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.36 no.2
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• pp.63-73
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• 2013

Nowadays, the human resources of an organization are very important in order to survive in competitive business environment. This study investigates the influence of four decision-making styles in Myer-Briggs Type Indicator (MBTI) and working conditions on organizational effectiveness. Job satisfaction and immersion have been regarded as key conceptions of organizational effectiveness. The result of this study has shown that organizational effectiveness are influenced by personality types and working conditions. Based on the result, an enterprise must provide working conditions which are conducive and suitable for all decision-making styles. For ST-type, the composition of good relationship with superiors, clear organization's visions and goals and rewarding compensation on original idea contribution need to be provided. On the other hand, autonomic authority and job assistance in co-worker are more suitable for NT-type. Finally, in the case of SF-type, the organization must give job assistance in co-worker.

• Journal of Korean Academy of Nursing
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• v.50 no.5
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• pp.728-736
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• 2020

Purpose: This study aimed to identify the relationship between workplace violence and turnover intention, and the mediation effect of resilience on the relationship in hospital nurses. Methods: This was a cross-sectional study. A total of 237 registered nurses were recruited from three hospitals in South Korea from April to May 2019. Participants were invited to complete self-reported questionnaires that measure workplace violence, turnover intention, resilience, and demographic information. The data obtained were analyzed using multiple regression and a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval (5,000 bootstrap resampling). Results: After controlling demographic covariates, workplace violence significantly accounted for the variance of turnover intention. It was also demonstrated that resilience partially mediated the relationship between workplace violence and turnover intention in hospital nurses. A 73.8% of nurses had experienced workplace violence (such as attack on personality, attack on professional status, isolation from work, or direct attack). Conclusion: Workplace violence directly influences turnover intention of nurses and indirectly influences it through resilience. Therefore, hospital administrators need to develop and provide a workplace violence preventive program and resilience enhancement program to decrease nurses' turnover intention, and leaving.

• Journal of Fashion Business
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• v.17 no.6
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• pp.1-17
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• 2013

This study was carried out after the author experienced different personalities according to blood type over many years and thus have attempted to find out the relationships between blood type and each occupation in the industry. This study aims to analyze employees in the beauty industry (hair design, skin care, nail art and makeup) in Seoul with regard to their blood types. The significance of this study is to provide baseline data for entrants and managers in the beauty industry in order to help them choose the right occupation and reduce turnover rates through analyzing employee personalities by blood type. Research topics include the following: first, to understand the characteristics of employees in the beauty industry; and second, to find out the relationships between blood types and types of professions. After conducting an inquiry into the relationships between blood type and profession in the industry, a significant portion of skin care (49.3%) and nail art (43.8%) professionals was blood type A; nail artists (43.8%), type AB; hair designers (54.7%), type B; and makeup artists (50.0%) and hair designers (29.2%), type O. In conclusion, these results reflect the personalities of people within the beauty industry by blood type. Skin care and nail art shops are quiet environments, whereas hair salons are relatively louder with contemporary music along with the sounds of various equipment.

• The Journal of Economics, Marketing and Management
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• v.7 no.1
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• pp.26-38
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• 2019

Purpose - This paper is to review recent literature, by conducting a thorough investigation of the limitations and implications for future research on work-life balance with the focus and linkages between work-life balance practices, machine learning and emotional intelligence, work-life conflict, the correlations between work-life enrichment and work-life balance practices, the relationships between employee job satisfaction and work-life balance, the links between work-life balance and the managerial support. Research design, data, and methodology - The paper will further detail linkages between work-life balance and organizational performance outcomes productivity and innovation. Previous literatures have paid attentions to the link of HR practices and organizational outcomes such as productivity, flexibility, and financial performance, but the understanding needs to be extended to involve innovation performance. Dealing with employees' emotions using different machine learning techniques is one of the phenomenal researches in today's world. Here, we examine how far the employees are conscious of their own self and found the ideas and views of an individual about themselves and others. Without proper knowledge about their personality it will be very difficult for an individual to manage their own emotions. This study also aims at finding out the individual abilities to manage their emotions in order to perform well. Conclusions - A theoretical conceptual framework has been built by integrating the existing literature to explain a number of factors which are closely associated with work-life balance. The conceptual model illustrates how the work-life balance interplays with performance and interrelates with the aforementioned factors.

• Science of Emotion and Sensibility
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• v.25 no.4
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• pp.139-156
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• 2022

This study aimed to examine the cause and consequence of emotional labor strategies based on the emotional labor framework. To investigate the boundary condition of the current research model, the study proposed that job autonomy would moderate the effects of emotional labor on employees' well-being. To achieve the purpose of the study, it was first tested whether neuroticism and extroversion of employees predicted the focal outcomes (i.e., burnout and work engagement) via distinct emotional labor strategies. Second, the moderation effects of job autonomy were tested for each emotional labor strategy in predicting the focal outcomes. Third, the conditional indirect effects of job autonomy on the mediation process were examined. The results revealed that surface acting partially mediated the relationship between neuroticism and burnout, whereas deep acting fully mediated the relationship between extraversion and work engagement. Regarding the moderating effects of job autonomy, it significantly moderated the relationship between surface acting and burnout and between deep acting and work engagement. In addition, from the moderated mediation effects, the conditional indirect effects of job autonomy were significant. Finally, theoretical and practical implications are discussed and limitations and future research directions were suggested.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.3
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• pp.1863-1873
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• 2015

This study aims to research on the relationship between job resources, symptoms of burnout, and depersonalization and its impact on the customer orientation. Using data from hotel frontline employees of Seoul in Korea, it seeks to investigate the mediating effects of burnout symptoms and depersonalization to the relationships between job resources and customer orientation. Data was analyzed using Structural Equations Modeling (SEM) by of AMOS program. The research advances understanding of the relationships between job resources, emotional exhaustion, depersonalization as a situational personality trait and the FLE customer orientation in five deluxe star hotel environment. The findings highlight the value of burnout and depersonalization, and suggest a number of practical implications for the identification, recruitment and retention of hotel employees.

• Knowledge Management Research
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• v.23 no.4
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• pp.159-175
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• 2022

As creativity is a crucial attribute for companies' survival and innovative success, many firms encourage and implement ways to promote employee creativity. Previous studies in the dual pathway to creativity model have shown that creativity can be enhanced when either the cognitive flexibility or cognitive persistence path is triggered. Although individuals have different personal traits, prior research has rarely investigated whether one pathway is more effective for a certain personality in promoting creativity than the other. Using attachment theory, we examined the influence of attachment style on the degree of the impact of each path on creativity. Specifically, we hypothesized that securely attached people would show higher creativity only when they use the cognitive flexibility path. Data from the US support our hypothesis. Our research highlights that the link between cognitive flexibility and creativity is salient when securely attached people use the cognitive flexibility path because of the strong fit between secure attachment and flexible thinking.

• Management & Information Systems Review
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• v.24
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• pp.125-154
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• 2008

The purpose of this study is to analyze how the organizational structure, task group functioning and need styles have influence on the conflicts handling styles such as integrating, avoiding, dominating, obliging and compromising as the employee's personality engaged in the service industry. This study uses the hierarchical regression analysis method. Data were collected by the survey method from employees engaged in the service industry located Seoul, the Province of Gyeonggi, and the Province of Gangwon. The study result shows that to the employees with the type A style, need styles are significantly related to the conflicts handling styles such as avoiding. But to the employees with the type B style, need styles are significantly related to the conflicts handling styles such as integrating and avoiding. On the other hand the result shows that the higher the need for achievement and the lower the need for autonomy, employees with the type B style prefer integrating styles to other conflicts handling styles. Or the higher the need for dominance, employees with the type B style prefer dominating styles to other conflicts handling styles. And the higher the need for dominance, employees with the type A style prefer dominating styles to other conflicts handling styles. The study result shows that to the employees with the type A and type X style, task group functioning are significantly related to the conflicts handling styles such as obliging and compromising. But to the employees with the type B style, task group functioning are significantly related to the conflicts handling styles such as obliging and dominating. On the other hand the result shows that the lower faith in peers and management and the higher confidence in peers and management, employees with the type B style prefer obliging style to other conflicts handling styles. But the higher group homogeneity and group cohesiveness, the lower faith in peers and management and the higher confidence in peers and management, employees with the type X style prefer obliging style to other conflicts handling styles. And the higher confidence in peers and management, employees with the type A style prefer compromising style to other conflicts handling styles. The study result shows that to the employees with the type A, organizational structure functioning are significantly related to the conflicts handling styles such as avoiding, obliging and compromising. But to the employees with the type X style, organizational structure functioning are significantly related to the conflicts handling styles such as dominating. On the other hand the result shows that the higher role conflict, the lower role ambiguity and the higher communication system, employees with the type A style prefer avoiding style to other conflicts handling styles. But the lower role ambiguity, employees with the type X style prefer compromising style to other conflicts handling styles. To conclude from these results, employees with the type A style have influence on the organizational structure functioning to other factors on the preference of the conflicts handling styles. And employees with the type B style have influence on the needs styles to other factors on the preference of the conflicts handling styles. Or employees with the type X style have influence on the task group functioning to other factors on the preference of the conflicts handling styles. Although this study provides several managerial implications, this study has some limitations. Specifically data were collected from only the service industry in Seoul, the Province of Gyeonggi, and the Province of Gangwon. In spite of the limitations, the study results could be used valuably in case of the personnel managers which manage the employees under the conflict situations.