• The Journal of Information Systems
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• v.21 no.4
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• pp.81-108
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• 2012

Growth in the device field is driven by various emerging devices, tablet PC are among the most recognizable. Tablet PC are mobile computing devices enabled with touch screens or pen inputs and provide the functions of various other devices. Firms are interested in utilization of tablet PC on task. Many of firms is considering accepting of tablet PC and is looking forward to performance of tablet PC. Thus, this study propose to discuss strategies for the usage of tablet PC from organizational needs perspective. The goal of this study is to identify factors influencing use of tablet PC and task performance. The results of this study showed that the proposed factors of organizational needs with a exception of Service Flexibility had a positive impact on perceived usefulness that then positively affected Usage of Tablet PC and Task Performance. In addition, perceived task-technology fit had a positive impact on perceived usefulness and Usage of Tablet PC. Finally, Innovative Culture of Organization as a moderating effect significantly influenced the relationship between perceived usefulness, perceived Task-Technology Fit and Usage of Tablet PC. This study is expected to be a reference for a subsequent study associated with Tablet PC at organizational viewpoints.

• Journal of Korea Society of Digital Industry and Information Management
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• v.20 no.2
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• pp.125-139
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• 2024

High turnover and short tenure in the gaming industry has been a problem since the 2000s. Although high turnover can increase the flexibility of working hours, it has a negative impact on labor stability, and the negative effects of turnover outweigh the positive effects for companies, so efforts are needed to reduce turnover intention, an antecedent of turnover. Therefore, this study investigated the factors affecting turnover intention of employees in the game industry, focusing on organizational commitment and job satisfaction, which are factors that affect turnover intention through previous studies. The results of the regression analysis and mediation effect verification by conducting a questionnaire survey on 221 employees in the game industry showed that emotional engagement among the components of organizational commitment influences turnover intention through job satisfaction. Therefore, it is important to provide goals such as game release and rewards to keep employees emotionally engaged in order to reduce turnover intention.

• Management & Information Systems Review
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• v.36 no.4
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• pp.149-166
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• 2017

The purpose of this study puts stress on effects of job satisfaction and organizational commitment depending on the type of organizational culture of ICT enterprises. This study utilized the 6th Human Capital Corporate Panel(HCCP) data from Korea Research Institute for Vocational Education & Training to analyze the effects of organizational culture in ICT enterprises on the job satisfaction and organizational commitment. The Samples are managers, supervisor, and employees in ICT industries who replied thorough the 6th HCCP. Answers from 875 people, except inappropriate answers, were used to test a hypothesis. In order to do that, reliability analysis and correlation analysis and regression analysis, utilizing the SPSS 24.0 & Amos 18.0, were used to analyze the effects of organizational culture on the job satisfaction and organizational commitment in ICT enterprises. With the purpose of this study, organizational cultures in ICT enterprises have different effects on job satisfaction and organizational commitment. The group culture, development culture, rational culture and hierarchy culture have a positive effects on job satisfaction. And the group culture, development culture and rational culture have a positive effects on organizational commitment. Whereas, hierarchy culture have no effects on organizational commitment. Also, job satisfaction have a positive effects on organizational commitment. Among four cultures of ICT enterprises, the importance of group culture should be stressed. According to the result of empirical analysis, group culture has the most positive impact on job satisfaction, contrary to the expectation that development culture might be the one. So far, the group culture, which emphasizes organizational flexibility, integration, trust, teamwork, high participation, royalty and morale, have positive impact on the organizational employees the most.

• Journal of Korean society of Dental Hygiene
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• v.19 no.6
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• pp.983-992
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• 2019

Objectives: This study is a descriptive analysis to identify factors that affect dental hygienists' flexibility by investigating the correlation between dental hygienists' interpersonal relationships, job satisfaction, organizational commitment, and resilience. Methods: Data were collected from October 8 to 22, 2018 using a structured questionnaire that was administered to 132 dental hygienists working in dental clinics and dental hospitals in Busan, Ulsan, and Gyeongsangnam-do. The collected data were analyzed using descriptive statistics, an independent sample t-test, one-way ANOVA, correlation analysis, and multiple regression analysis using SPSS 24.0 program. Results: First, the interpersonal relationships, job satisfaction, organizational commitment, and resilience of dental hygienists were all found above average. Second, the resilience of dental hygienists showed a significant positive correlation with interpersonal relationships (r=0.719, p<0.001), job satisfaction (r=0.328, p<0.001), and organizational commitment (r=0.519, p<0.001). Third, interpersonal relationships (t=9.87, p<0.001) and organizational commitment (t=3.30, p<0.01) were significant factors affecting the resilience of dental hygienists. Conclusions: In order to improve the resilience of dental hygienists, it is necessary to explore various ways to enhance their interpersonal relationships and organizational commitment. Furthermore, this study intends to provide basic data that are necessary for establishing a human resources management strategy for dental institutions to create a desirable organizational culture.

• Journal of the Korean Home Economics Association
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• v.45 no.3
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• pp.109-120
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• 2007

The purposes of this study were to provide evidence concerning the effects of Emotional Leadership and examine the impacts of Emotional Leadership on employee-related variables which were 'job satisfaction', 'organizational commitment', 'organizational performance', 'turnover intention'. A survey was conducted from August 23 to November 3, 2005 to collect data from kitchen staff(N=611). Statistical analyses were completed using SPSS Win(12.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, cluster analysis and AMOS(5.0) for structural equation modeling. Kitchen staffs gave high point to their leader in the Emotional Leadership competence 'Optimism: seeing the upside in events' and 'Adaptability: flexibility in handing change' and gave lower point in the Emotional Leadership competence 'Inspirational leadership: guiding and motivating with compelling vision'. Employees' job satisfaction on 'coworker' were relatively high. However, the extents of satisfaction on 'payroll', 'promotion', 'work environment' were relatively low. The organizational commitment score was higher at 'loyalty' factor than 'commitment' factor. the test of hypothesis using structural equation modeling found that Emotional Leadership produced positive effects on job attitude and job performance. In conclusion, this study has identified that the Emotional Leadership effects on their organizational performance and attitudes toward their job.

• Asia pacific journal of information systems
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• v.12 no.2
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• pp.1-23
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• 2002

A research model was developed to examine the relationship between the anticipated benefits of electronic commerce and competitive strategies. A survey questionnaire was sent to 2000 electronic shopping malls in Korea, and 102 usable responses were obtained. The survey asked about the anticipated benefits from using electronic commerce. The survey also asked about three strategies that they have been following to achieve business competitiveness. The results provide useful guideline to develop appropriate strategies and plans for effectively deploying and managing the use of the electronic commerce. Customer responsiveness was the most important factors among six benefit factors, namely customer responsiveness, market responsiveness, economies of production, internal organizational efficiency, overall performance, and flexibility. Overall performance also predicted a focus strategy whereas flexibility predicted a cost leadership strategy.

• Culinary science and hospitality research
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• v.9 no.3
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• pp.1-21
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• 2003

Domestic hotel businesses are confronted with new market circumstances. Clear accounting and moral management in company which have been reserved or ignored during the past high economic growth period were emphasized. As global standard such as international standard of accounting system, clear accounting, international standard management, and flexibility of employment are emphasized, which is different management is now accomplishing. During these system changes, organization member's identity was threatened a lot. So organization members were required to adopt new environment. Hotel have influence on organizational accomplishment, thought and behavioral response of organization members according to cultural type and share of organization culture. This study are focused culinary team culture as subculture in hotel. What kind of culture more effective to the culinary group\ulcorner What kind of culture are grouped each hotel, include difference imported brand hotel and domestic brand hotel.

• Journal of Korean Dental Hygiene Science
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• v.4 no.2
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• pp.9-18
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• 2021

Background: Based on the individualistic approach of experienced dental hygienists, this study attempted to provide basic data to find effective measures of human resource management by analyzing the correlation between organizational socialization and professional self-concept. Methods: Dental hygienists currently working in the Daegu area were evaluated. Nine questions related to duties, twenty-seven questions related to professional self-concept, and thirty-eight questions related to organizational socialization were included in the study. The reliability was professional self-concept (Cronbach's α = 0.859) and organizational socialization (Cronbach's α = 0.840). Results: Of the total 135 points for professional self-concept, the mean score of the participants was 62.67±8.45 points. In the sub-area, flexibility was the highest at 19.28±2.46 points, and communication was the lowest at 9.69±1.44 points. Of 190 points, organizational socialization averaged at 123.40±12.82 points. In the subarea, personal characteristics were the highest at 30.37±3.71 points, and occupational identity was the lowest at 10.34±1.94. Higher age (F=30.89, p<0.000), marital status (F=10.22, p<0.002), graduate or higher educational qualification (F=9.16, p<0.000), were associated with a higher position (F=20.62, p<0.000) and work experience (F=22.66, p<0.0000), when there was no intention to turnover (F=8.05, p<0.000). Organizational socialization was higher in participants with higher age (F=7.89, p<0.000), educational qualification (F=8.02, p<0.000), and position (F=5.12, p<0.007); higher work experience in general hospital (F=4.50, p<0.012); no intention to turnover (F=7.450, p<0.000); and no intention to turnover (F=24.46, p<0.000). Organizational socialization showed a significant positive correlation with professional self-concept (r=0.721, p<0.000); job performance and skills (r=0.615, p<0.000) and organizational commitment and satisfaction (r=0.610, p<0.000) showed a high positive correlation. Turnover intention (β=0.213, p<0.000) was found to have a significant effect on organizational socialization. Leadership (β=0.168, p<0.05) and satisfaction (β=0.483, p<0.000) were found to have a significant effect. The total explanatory power of this variable was 62.7%. Conclusion: To ensure successful organizational socialization, human resource management should be performed through regular verification, which can result in improved quality of dental care services.

• The Journal of Information Systems
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• v.21 no.1
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• pp.19-46
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• 2012

This paper classifies the success factors of collaboration system in the shipbuilding industry. We propose the structural model that identifies the relationship between the success factors and organizational performance. To test empirically the relationship between the factors, we developed the measurement of each factors. This paper has examined the relationship between the independent variables and the mediating variables, also has examined the relationship between the parameters and a final dependent variable. The independent variables are as follows, (1) quality of system including reliability, flexibility, and accessibility, (2) the quality of information including contents, expressiveness, and (3) the partner relationship including the information sharing and the compatibility of strategies. The mediating variables are user involvement, parter trust, and user satisfaction. The final dependent variable is business performance. The hypotheses test proved that the system quality significantly affect user satisfaction, the information quality positively influence on the user participation, and the information sharing and strategic fit of partner relationship positively affect partner trust. Also, the user participation and partner trust significantly affect user satisfaction. Finally, the user participation, user satisfaction, and partner trust have a decisive effect on the organizational performance. The results of hypothesis test verified that the quality of information and system, also partner relationship are important to operate successfully the collaboration system in the shipbuilding industry. Also, the mediating variables are important to explain the structural relationship between the independent variables and organizational performance.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.479-486
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• 2021

This study aims to explore the relationships between strategic planning, strategic maneuverability, and firm performance in the current dynamic business environment. It employs a quantitative research method and reports on a survey, using a questionnaire, of service companies in Indonesia's oil and gas industry. Of the 337 companies selected by simple random sampling from a vendor database, responses were received from 70 companies. The analysis was performed using Partial Least Square Structural Equation Modeling and SmartPLS software. The analysis consisted of descriptive statistics, evaluation of the measurement model, evaluation of the structural model, and hypotheses testing. The results show that both strategic planning and strategic maneuverability have a positive relationship with firm performance. In addition, there is a positive relationship between strategic planning and firm performance through the mediating role of strategic maneuverability. The findings suggest that the organizational agility, organizational flexibility, and organizational responsiveness that constitute strategic maneuverability have a positive direct and indirect effect on firm performance, namely financial performance, customer performance, internal process performance, and learning and growth. This study contributes to the strategic management literature and the theory of maneuvers by providing empirical evidence on the relationship between strategic planning, strategic maneuverability, and firm performance.