• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.8096-8105
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• 2015

The purpose of this research is to understand influence of personal turnover factors and work turnover factors on job satisfaction in career decision-making and to analyze the moderating effects of supervisor support in their relations. Meaningful difference between one group with high supervisor support and other group with low supervisor support is demonstrated in regard with a course; job burnout ${\rightarrow}$ job satisfaction, and work overload ${\rightarrow}$ job satisfaction. Hence from a perspective of the course of job burnout ${\rightarrow}$ job satisfaction and work overload ${\rightarrow}$ job satisfaction, it can be argued that a group with low supervisor support yields more influence. Also it is shown that conflicts on balancing between job and family do not have influence on job satisfaction for either group with high supervisor support or with low supervisor support. As the result of the research shows, it bears a quite significant meaning that career development/lack of opportunity out of personal turnover intentions disclose difference between these two groups with different levels of supervisor support. Especially, a group of flight attendants which females are consisted of a majority of employees would require that their supervisors have more emotional interactions with each employee, so as that better opportunity would be given to the employees. To this end, utmost efforts are needed that deep and genuine relations with a supervisor can be built up.

• Korean Security Journal
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• no.13
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• pp.91-112
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• 2007

The purpose of this study is to identify effect of superior leadership style in private security service on job satisfaction. The survey research tool was a questionnaire. The subjects of this study were selected from the population of private security service employee's and sampled by using convenience sampling. Data obtained from 448 athletes were used. Questionnaire was used as a tool to attain the purpose of this study, SPSS 12.0 program was used to analyze the data, and statistical tests including correlation analysis and multiple regression analysis were conducted at significance level of p<.05. The results of this study were as follows. First, the democratic behavior, affirmative feedback, training and direction and social support in leadership style have a significant effect on a satisfaction of relation with supervisor. Second, the democratic behavior, affirmative feedback and training and direction in leadership style have a significant effect on a satisfaction of relation with coworkers. Third, the democratic behavior, affirmative feedback and training and direction in leadership style have a significant effect on a satisfaction of work. Fourth, the democratic behavior and authoritative behavior in leadership style have a significant effect on a satisfaction of pay. Finally, the democratic behavior, affirmative feedback and training and direction in leadership style have a significant effect on a satisfaction of promotion opportunity.

• Journal of Information Technology Applications and Management
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• v.20 no.1
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• pp.43-51
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• 2013

Human being does work to live out and they have their private life because human has sociality. Both work and life are important to live out but they are on the trade-off relationship. Because keeping the balance between work and life is too hard, it has been interested by academic and practical areas. Definition of Work-life balance here is that balance or imbalance arising between work and life has no negative impact on their daily life. Above all, Work-life balance is important because it is strongly related to identity. Recently, the introduction of the mobile office system has emerged as a way to solve the problem of work-life balance. It is based on the teleworking which was formerly generated. Teleworking is to perform the work in the employee's home or office space set aside without going into the workplace. Concept of the mobile office system here is not only using portable devices during work for convenience but also the system which is designed for the performance. Thanks to the diffusion of smart devices(smart phone, tablet pc), mobile office system has been spread. Although the importance of mobile office systems is emerging, there are few researches about it. Even they mostly focus on the standpoint of performance of mobile office system. However, Quality of life is as important as the performance. As a part of Quality of Life field, Work-life balance is the closest to employee's quality of life. So this study aims to examine the effect of the use of mobile office systems on work-life balance. To do so, we try to find factors effecting Work-life balance from existing studies and then set a research model. We set the use of mobile office systems as independent variables which are divided by use of function, use by location and use by situation. There are four dependent variables - sense of self command, sense of balance, solving work problem, solving life problem. We collected data from employees who are using mobile office systems on their job. 215 people were participated in the survey and we used multiple regression analysis to verify our research model. Results show that every independent variable has no impact on solving work problem while they have slight impact on the other dependent variables. Especially use on the business trip has significant effect on dependent variables. It means that there is a possibility use of mobile office system could control the employee's quality of life and system should be evolved until it covers even critical tasks. Also, support for mobile office system -education, encouragement-should be provided. By mobile office system is maturing, future research would be done.

• Journal of Digital Convergence
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• v.16 no.2
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• pp.117-126
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• 2018

The threat to information security is growing globally. To this, organizations are increasing the weight of adapting and operating the more specialized information security policy and system. Information security requires participation from the employees who execute the security system and policy, and to increase the level of organization's internal security, requires organization's systematic support to improve employees' information security compliance intention. This research finds the mechanism for improving employee's information security compliance intention by applying justice theory and goal setting theory in information security. We use structural equation modeling to verify the research hypothesis, and conducted a survey on the employees of organization with information security policy. In other words, this research performs verification of the research model based hypothesis which claims that security policy goal setting has positive influence on employee's level of security related justice recognition, and claims that justice has positive influence on compliance intention. The object of study is the employees of the organization that adapts information security policy, and 383 valid samples were collected via survey. Structural equation modeling was performed to verify the research hypothesis. The result shows that security policy goal factor (goal difficulty, goal specificity) improves employee's security related justice recognition, and that security related justice (distribution, process, and information justice) has positive influence on compliance intention. The result suggests the strategic approach directions for improving employees' compliance intention on organization's security policy.

• Management & Information Systems Review
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• v.34 no.3
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• pp.101-123
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• 2015

Amidst the growing uncertainty in external environments, securing and retaining superior human resources is becoming emphasized as a key means for organizations to achieve competitive advantages. Particularly, star employees-human resources that are characterized by their ability to create extraordinary performance relative to other peers-are increasingly gaining attention in both academia and industry because of its importance in knowledge-based industries. However, despite the prevailing recognition for star employees, few previous literature have attempted to empirically test the direct relationship between the ratio of star employees in an organization and organizational performance. Considering both the potential for positive and negative influence of star employees on organizations, the relationship between the ratio of star employees and organizational performance can not only be a simple linear relationship but can also exist in a curvilinear form. Building on the existing literature on star employees, this paper establishes competing hypotheses for the two possibilities of curvilinear relationship; as the ratio of star employees increases, marginal effects can either increase (i.e., U-shaped curvilinear relationship) or decrease (i.e., inverted U-shaped curvilinear relationship). Employing an unbalanced panel data of 35 Korean brokerage firms between years 2008 and 2013 with 134 observations, the relationship between the ratio of best analysts (i.e. star employees) as selected by Maeil Business Newspaper and financial performance (i.e. organizational performance) of corresponding brokerage firms is examined. Empirical results indicate that while organizational performance increases as the ratio of star employees increases, its positive effect diminishes over time which provides support for the curvilinear relationship with decreasing marginal effects. Our research findings imply that star employees create value in knowledge-based industries; at the same time, implications are given as results calls for caution for excessive dependence on star employees beyond a certain level.

• Journal of Digital Convergence
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• v.14 no.7
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• pp.155-166
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• 2016

In accordance with the increase of the importance of information security, organizations are making continuous investments to develop policies and adapt technology for information security. Organization should provide systemized support to enhance employees' security compliance intention in order to increase the degree of organization's internal security. This research suggests security policy goal setting and sanction enforcement as a method to improve employees' security compliance in planning and enforcing organization's security policy, and verifies the influencing relationship of Theory of Planned Behavior which explains employee's security compliance intention. We use structural equation modeling to verify the research hypotheses, and conducted a survey on the employees of organization with information security policy. We verified the hypotheses based on 346 responses. The result shows that the degree of goal setting and sanction enforcement has positive influence on self-efficacy and coping efficacy which are antecedents that influence employees' compliance intention. As a result, this research suggested directions for strategic approach for enhancing employee's compliance intention on organization's security policy.

• Journal of Family Resource Management and Policy Review
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• v.19 no.1
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• pp.139-161
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• 2015

The number of Healthy Family Support Centers has increased and the services for enhancement of family strength have extended during the past ten years since the Framework Act on Healthy Families was enacted. It is time to pay attention to the empowerment for Healthy Family Specialist because their capability is directly linked to improve the quality of services, which means the satisfaction of family services and the quality of family policy. In this context, this study investigate organizational experience of Healthy Family Specialists and suggest the empowerment plan to enhance their capability. We conducted in-depth interviews for 9 Healthy Family Specialists who is currently working at Healthy Family Support Centers as a manager status during June 2014. We analyzed organizational experiences through job commitment and job satisfaction and empowerment plans through their strength and weakness. Our findings revealed that job commitment and job satisfaction of Healthy Family Specialist are relatively low due to a poor working condition and a low brand awareness. Also, the capability of Healthy Family Specialists is an important factor to determine their job commitment and job satisfaction, and it can impact on the long service. These results suggest that the payroll system, increment of salary, career recognition, employee benefit, systematic operation, and motivation are needed to improve their job satisfaction. There are various ways to improve professional capability of Healthy Family Specialists besides education program. This study contributes to make the plan of empowerment for Healthy Family Specialists and it also contributes to improve the service quality of family policy.

• Journal of the Korea Safety Management & Science
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• v.17 no.3
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• pp.247-263
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• 2015

This study seeks to identify effects derived from emotional labor in the distribution industry, and draw ways to systematically manage the employees by exploring effects of the emotion work on performance. For the purpose, literature reviews and empirical experiments were conducted to find out effects of emotional labor and false face acting on emotion work and organizational performance and effects of social support and job autonomy on the relationship between emotion work and organizational performance. To verify the hypothesis, we conducted a hierarchical regression analysis and structural equation model analysis using SPSS 20 and AMOS19. The result of the verification in this study is as follows: First, effects of emotional labor on burnout was found to be statistically significant, second, as for the path-coefficient for "emotional labor ${\rightarrow}$ emotion work" and "emotional labor ${\rightarrow}$ job satisfaction" was not statistically significant, while the path-coefficient for "emotional labor ${\rightarrow}$ service level" was found to be statistically significant. Third, effects of emotion work on job satisfaction was found statistically significant, fourth, emotion work on the service level was found statistically significant, fifth, effects of false face acting on emotion work was found statistically significant, sixth, effects of false face acting on burnout was statistically significant, seventh, moderating were found statistically significant and lastly, moderating effects of the relationship between emotion work from job autonomy and organization performance was not verified in job satisfaction, while emotion work, job autonomy, and interaction variable in service level were statistically significant.

• Safety and Health at Work
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• v.13 no.2
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• pp.220-226
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• 2022

Background: Research on the impact of psychosocial risks on well-being at work remains scarce in low- and middle-income countries, especially in the banking sector. This study sought to examine the relationships between job demands, job resources, well-being, job satisfaction, and work engagement in the Zimbabwean banking sector. Methods: An online survey was administered to 259 employees from five banks. Hierarchical multiple regression tested the relationships between job demands (quantitative demands, emotional demands, work pace, and work-family conflict), job resources (possibilities for development, social support from colleagues and supervisors, quality of leadership, and influence at work), well-being, work engagement, and job satisfaction. Interactions between all variables were tested. Results: Job demands were negatively related to well-being, work engagement, and job satisfaction. Job resources had positive relationships with the same. Work pace had positive relationships with well-being and work engagement. Influence at work moderated the relationship between emotional demands and work pace with well-being. Possibilities for development moderated the relationship between work-family conflict and well-being. Work-family conflict moderated the relationship between social support from colleagues and job satisfaction. Emotional demands, work pace, and quantitative demands moderated the relationship between influence at work with job satisfaction and work engagement. Conclusion: Job demands should be reduced where possible in order to enhance employee well-being, work engagement, and job satisfaction. The job resources that should be availed to facilitate a positive psychosocial work environment in the banking sector include social support from supervisors, influence at work, and possibilities for development.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.2
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• pp.147-161
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• 2014

This paper's purposes is to study the effects of the strategic support of top management, the activities of quality management, the quality-oriented culture and the organizational citizenship behavior on business performance for Start-ups. In order to settle quality management activitiesa successfully in start-up companies, Concern and support of Top manangement for the quality is important. Although Top management's commitment to a strong, According to the employee's attitude, the quality performance of company may be much different. the quality performance of company that acceptace attitude for quality management is excellent will increase. And business performance will be affected positively. Also when the company has any problems with the quality, the employee's will trying to solve the problem voluntarily is the important factor for business performance. Through this study, the following statistically significant conclusions were drawn. First, If top management supports the resource strategically for the activation of the quality management, The quality and business performance of start-ups will be improved. Second, If the quality management is activated, The quality and business performance of start-ups will be improved. Third, if quality-oriented culture is matured, the quality and business performance of start-ups will be improved. Fourth, if the level of organizational citizenship behavior is getting higher, the quality performance of start-ups will be improved. Fifth, the quality performance has a mediation effect on the relationship between the quality management and business performance. So when strategic support of Top management, quality management, quality-orented culture and OCB are activated in the organization, the quality performance will be higher than before, so that the business performance will be higher too. To improve the quality performance and business performance in start ups, It is needed to understand the quality management in organization, to implement the quality management constantly. And top management should supports the resource strategically and the employee has to do his best to form quality-oriented culture in the company.