• Management & Information Systems Review
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• v.34 no.4
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• pp.31-66
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• 2015

The purpose of this research is to examine that internal virtue (i.e. virtue between organizational members) and external virtue (i.e. virtue between organizational members and external members) positively associate with job performance when considering organizational identification, positive work-related identity, affective commitment, emotional exhaustion, and collective self-esteem as mediators. 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. In addition, this study contributes to the qualitative investigation on how internal giving virtue (i.e. the employees' virtue for their organization), internal receiving virtue (i.e. virtue employees receive from their organization), external giving virtue (i.e. the organization's virtue for society), and external receiving virtue (i.e. virtue the organization receives from society), used as independent variables, influence job performance after creating research model for the four virtuous behaviors through qualitative research. Therefore, this research contributes to the creation of research model for virtuous behaviors within organizations and virtuous behaviors with external members through qualitative study and sheds light on how these variables influence job performance by virtue of qualitative research.

• Educational Technology International
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• v.8 no.1
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.

• Journal of the Economic Geographical Society of Korea
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• v.18 no.2
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• pp.168-189
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• 2015

The job creation has been the most pressing issue after financial crisis in many countries around the world. Various policies for creating jobs have been implemented in order to revitalize regional economy in Korea. It has been known that the jobs have been created more in low-wage and part-time work than high-wage and full-time work. The purpose of this study is to analyze the differentiation of startups job in local labor market areas(LLMAs) in terms of job quantity as well as job quality. As the spatial unit, 121 local labor market areas which were delineated based on self-containment rate(demand and supply side of labor market) and numbers of resident workers are used. Also due to difference of the size of employment, LLMAs are classified into 3 groups: large, Medium, small LLMAs. The major results are as follows: First, the characteristics of the job creation are varied among 3 groups in terms of the quantitative and qualitative aspects. Highly waged and highly value-added jobs have been created more in large LLMAs, but full-time jobs created more in small LLMAs. Secondly, the job creation of LLMAs is somewhat weakly correlated to regional economic performance. While the quality of jobs is correlated to regional economic performance in Medium LLMAs, the quantity of jobs is significantly correlated to regional economic performance in small LLMAs. The results of this research give some implications for implementing the effective policy to create jobs related to regional economy, indicating that differentiated strategies for 3 groups of LLMAs is critically important.

• Journal of Korea Trade
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• v.26 no.6
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• pp.1-19
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• 2022

Purpose - This study empirically investigates the effects of Official Development Assistance (ODA) on the economic activities of private actors in recipient countries. As a proxy for the economic activities of private actors, we utilize the job creation activities of foreign subsidiaries in recipient countries. The foreign subsidiaries provide a foundation for economic development by creating paying jobs. That is, if ODA has been successfully transferred to foreign subsidiaries, then these foreign subsidiaries should help economic growth and help create a boom in the local market by providing jobs. These jobs eventually lead to the achievement of the primary aims of foreign aid, including poverty reduction. Thus, this study empirically examines the relationship between ODA and the number of jobs created by foreign subsidiaries in recipient countries. Design/methodology - This is the first study to examine the effects of the ODA on the job creation of foreign subsidiaries because it has been hard to obtain internal information related to the employment status of foreign subsidiaries. Fortunately, we have a unique panel dataset provided by the Export-Import Bank of Korea (KEXIM) for 2006 to 2013. In terms of the empirical specification, we use the generalized least squares (GLS) method. The panel GLS estimator allows us to have an efficient estimation that overcomes the limitations of the panel data. It employs assumptions about the heteroscedasticity between the panels and makes an autocorrelation of the error term within each panel. Findings - We find that ODA influences job creation in foreign subsidiaries. In particular, we found that ODA creates more jobs in sales than in managerial or production positions. This study also shows that the effect of the ODA on the foreign subsidiaries' job creation activities depend on the purpose of the ODA. By examining ODA effects on the foreign subsidiaries' economic activities (e.g., job creation), this study fills a gap in the current literature. Originality/value - Existing studies that focus on the ODA effect have either a macroeconomic point or a microeconomic point of view. However, both approaches do not explain how well foreign aid has influenced private economic actors of recipient countries. In essence, previous researchers found it difficult to obtain the necessary data for internal employment status from foreign subsidiaries. However, thanks to the Korea Export-Import Bank, this study shows that ODA indeed influences the job creation activities of foreign subsidiaries even after controlling for other factors such as FDI, GDP growth rate, employment rate, household expenditure, mother firms' share, etc. By doing so, we can examine how ODA influences the job creation of foreign subsidiaries, which might help economic development and reduce the amount of poverty in recipient countries.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.575-586
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• 2016

The purpose of this study was to investigate the influential factors of organizational cynicism of nurses in hospitals, and to examine data contributing the effective organizational management and the organizational effectiveness. Data were collected from 320 nurses working in a hospital in 2005. A total of 295 questionnaires were analyzed by the SPSS WIN 21.0. The leadership, job interdependence, job stress, positive and negative affectivity had significant effect on the organizational cynicism of hospital nurses. Also, the organizational cynicism had significant mediating effects on job satisfaction and organization commitment, and organizational climate showed significant indirect effects on the job satisfaction and organizational commitment. In conclusion, hospital managers and nursing directors need to adopt following strategies; open communication, friendly feedback, trust among staff, co-operation between departments and intra-departments, sharing information, creating joyful organizational climate, adequate organizational supports, fair compensation, and favorable organizational culture.

• Journal of the Korean Society of Safety
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• v.28 no.1
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• pp.158-163
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• 2013

While job stress evaluations are reported in the recent surveys upon the nuclear power plants(NPPs), any significant advance in the types of questionnaires is not currently found. There are limitations to their usefulness as analytic tools for the management of safety resources in NPPs. Data mining(DM) has emerged as one of the key features for data computing and analysis to conduct a survey analysis. There are still limitations to its capability such as dimensionality associated with many survey questions and quality of information. Even though some survey methods may have significant advantages, often these methods do not provide enough evidence of causal relationships and the statistical inferences among a large number of input factors and responses. In order to address these limitations on the data computing and analysis capabilities, we propose an advanced procedure of survey analysis incorporating the DM method into a statistical analysis. The DM method can reduce dimensionality of risk factors, but DM method may not discuss the robustness of solutions, either by considering data preprocesses for outliers and missing values, or by considering uncontrollable noise factors. We propose three steps to address these limitations. The first step shows data mining with response surface method(RSM), to deal with specific situations by creating a new method called response surface data mining(RSDM). The second step follows the RSDM with detailed statistical relationships between the risk factors and the response of interest, and shows the demonstration the proposed RSDM can effectively find significant physical, psycho-social, and environmental risk factors by reducing the dimensionality with the process providing detailed statistical inferences. The final step suggest a robust stress management system which effectively manage job stress of the workers in NPPs as a part of a safety resource management using the surrogate variable concept.

• Journal of Convergence for Information Technology
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• v.9 no.9
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• pp.147-157
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• 2019

This research is analyzed the effect of teacher's sense of efficacy from childcare teacher on happiness. The aim is to verifying the interactional medium effect and regulating the result of job stress regulating result between teacher and children. Therefore, the 7th of survey data from Panel Study on Korean Children was referenced in this paper. The respondents of this data are 348 children who just 5 years old and those teachers in. The final results were verified by adopting hierarchical analysis. Likewise, the results also showed the medium effect by the sobel test. Based on the results, it was shown that firstly, the teacher's sense of efficacy from childcare teacher has a positive impact on happiness. Secondly, there is a medium effect creating by interacted between teacher and children. Thirdly, the influence between happiness and the teacher's sense of efficacy lead to regulating the result of job stress. Hence, for increasing the happiness of childcare teacher, it is necessary to seek a program with practicality.

• Journal of Convergence for Information Technology
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• v.9 no.6
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• pp.65-74
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• 2019

The purpose of this study is to reveal the causal relationship between core categories experienced by firefighters in the organization based on the grounded theory as a method of qualitative research. In this study, we interviewed 50 firefighter information providers who work in Seoul in 2014, 2017, and 2018, and conducted a research model that shows the causal relationship of core categories through open coding, axial coding, and selective coding. As a result, compassion experienced by information providers is revealed as a core category, and this compassion has a positive effect on positive work related identity, collective self esteem, and job performance. Therefore, the theoretical implication of this study is that it has derived a research model that shows the causal relationship between compassion and job performance based on grounded theory as a qualitative research methodology. This study will contribute to the formation of the organizational culture that enables firefighters who desperately need compassion in the fire department organization to more actively exchange compassionate actions.

• Journal of Digital Convergence
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• v.7 no.3
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• pp.137-146
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• 2009

This paper aims to propose a framework of content creating group with creativity under new convergence environments. The framework is built based on content concept hierarchy(deep/surface) relating with the creativity of group members. The diversity of group members(potential creativity) decrease and change into creative abilities in one unified view at each content concept hierarchy in time. To do this, three methods of building a creative group(interaction-base, direction-base, hybrid) are proposed. Cooperating processes and operators are designed to promote creative abilities in the content producing group. These cooperations are considering new media convergence industry's job road map(IPTV) and fundamental content attributes(semantic, narrative, discourse). In the framework, creative content is produced with the help of member's cultural openness, media richness and synchronicity, hierachical adaptability on dissimilarity. Deep level creativity of cognitive semiotics on moving image content is composed of psychological, transformational, situational creating abilities in the structure of group members. Designing analogy, metaphor, symbol operators help members to traverse deep structure of content concept hierarchy. Our framework has strong points to relate fundamental content deep structure with structure of content producing group and to induce creativity on cognitive structure of human being.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.10
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• pp.61-71
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• 2022

Organizations pursue innovation to improve performance and gain competitive advantage, and knowledge workers represent an integral part of creating knowledge and helping organizations in their innovation efforts. The current paper seeks to examine the impact of the work environment on knowledge workers' creativity. Building on The Investment Theory of Creativity, The Componential Theory of Creativity, the Job Demand-Resource model, and the Resource Based View, we develop and test a model suggesting a relationship between work environment-social support, sufficient resources, organizational freedom, and organizational regulations-and the quantity and quality of the creative performance of knowledge workers. Using a sample of 167 engineers in Saudi Arabia, an emerging but wealthy country with huge innovation inspirations, the results of our Ordinary Least Squares (OLS) regression analysis indicate that all four elements of the work environment included in our study positively impact the quantity and quality of knowledge workers' creative performance. Our paper provides important contributions to the literature on the work environment, creativity, and knowledge management, with an emphasis on creativity in developing countries. Our study highlights the importance of creating a supportive and encouraging work environment for knowledge workers to foster their creativity. The study offers several theoretical and managerial implications, along with suggestions for future research.