• Journal of Distribution Science
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• v.21 no.4
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• pp.81-89
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• 2023

Purpose: This study aims to analyze the effects of job satisfaction regarding the franchisee's continuous operation intention. In addition, it intends to investigate the mediating effect of work engagement in the relationship between job satisfaction and sustainable performance of the franchisee. Research design, data and methodology: 361 survey data were collected and analyzed using SPSS 24 and AMOS 24. To assess the model for goodness of fit, indexes such as TLI, CFI, RMSEA were used. Moreover, SEM method and bootstrapping were used for hypotheses testing. Results: The results of this study are as follows. First, the relationship between job satisfaction and the employee's continuous operation intention was significant. Second, it confirms that indeed job satisfaction positively affects work engagement. Third, it was found that work engagement had positive (+) effects on the franchisees' financial performance along with its continuous operation intention. Fourth, work engagement was found to mediate the relationship between job satisfaction and continuous operation intention of the franchisee. Conclusion: We found that job satisfaction of the franchisee is related with continuous operation intention through work engagement and financial performance. Hence, by demonstrating the empirical evidence which has been insufficient so far, this study contributes to the theory accumulation regarding the franchisee's continuous operation intention.

• Journal of Information Technology Services
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• v.13 no.3
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• pp.93-110
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• 2014

With the explosive proliferation of smart devices that may be connected to the fast Internet, virtual desktop interfaces(VDI) are being implemented in enterprises allowing employees to work anywhere anytime in the same technological environment. As this kind of systems are intended to raise the work performance, a research model is constructed from the review of research literature on service quality and work design. The model consists of VDI system service quality (ubiquity, availability, compatibility, security and ease of use), system satisfaction, task performance and job satisfaction. As VDI is designed as a support system for cooperative work, the task interdependence adopted from the work design theory is postulated here as moderating the effect of user satisfaction on task performance and job satisfaction. 147 data points were collected by a survey of VDI users in a global firm and subjected to PLS analysis. Interestingly, ubiquity and compatibility seem to be not statistically significant for user satisfaction while availability, security and ease of use of VDI system are statistically significant. Task interdependence is found to be a relatively strong mediator between system user satisfaction and task performance, however, interestingly, the coefficient come out as negative. This may indicate that the influence of VDI user satisfaction on task performance would not be high in highly interdependent tasks. Considering that VDI is intended for supporting 'interdependence' in cooperative work, this finding is a bit surprising. In-depth discussions are made in the discussion followed by future research directions.

• Korean Journal of Adult Nursing
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• v.28 no.3
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• pp.256-265
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• 2016

Purpose: This study examined differences in nursing care activity, work performance outcomes, and job satisfaction associated with upgrading nurse staffing of a nurse-to-patients ratio. Methods: Descriptive design was used in this study. In total, 148 medical and surgical nurses were recruited from one university hospital. Three instruments were used for data collection: Scale of Nursing Care Activity, Nurses' Work Performance Outcome Measurement Scale and Nurses' Job Satisfaction Scale. Data were analyzed by using descriptive statistics, t-test, ANOVA, and paired t-test. Results: There were significant differences in nursing care activity (t=-5.06, p<.001), in work performance outcomes (t=-5.46, p<.001) and in job satisfaction (t=4.61, p<.001) when the grading for the nursing staff was changed from three to two indicating increasing number of nurses. Conclusion: The findings from this study showed that there were more nursing care activities, better work performance outcomes, and higher job satisfaction when numbers of nurses were increased. The changes in the scale to evaluate nursing staff influence nursing activities, work performance and job satisfaction.

• The Korean Journal of Health Service Management
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• v.12 no.2
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• pp.51-62
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• 2018

Objectives : This study investigated the influences of emotional intelligence, self-leadership, and job embeddedness on the work performance of clinical nurses. Methods : A survey was conducted with 258 hospital nurses. Data were analyzed using descriptive statistics, t-tests, ANOVA, Pearson correlation coefficients, and multiple regression with SPSS/WIN 23.0. Results : The mean scores were $4.64{\pm}0.6$ for emotional intelligence, $3.41{\pm}0.42$ for self-leadership, $3.11{\pm}0.52$ for job embeddedness, and $3.49{\pm}0.51$ for nursing work performance respectively. Nursing work performance was positively correlated with emotional intelligence, self-leadership, and job embeddedness. Multiple regression analysis showed that the factors affecting nursing work performance were self-expectation, fit, understanding of self-emotion, links, self-compensation, and age. Conclusions : The results indicate that self-expectation, fit, and understanding of self-emotion are very important factors in nursing work performance. Therefore, nurse managers should enhance nurses self-expectation, fit, and understanding of self-emotion by developing various emotional sensitivity and support programs.

• Asia-Pacific Journal of Business
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• v.15 no.2
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• pp.159-180
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• 2024

Purpose - This study aims to examine the relationship between high-performance work systems and organizational ambidexterity. Additionally, it seeks to verify the mediating effect of organizational cultural diversity on this relationship. Design/methodology/approach - The study tested four hypotheses using data from manufacturing companies with more than 100 regular workers, sourced from the Human Capital Corporate Panel (HCCP). For empirical analysis, the generalized least squares (GLS) estimation method was employed, and the hypotheses were verified using a probabilistic effects model. Findings - The study revealed that high-performance work systems improve organizational ambidexterity by enhancing organizational cultural diversity. Research implications or Originality - This study confirms the mediating effect of organizational cultural diversity between high-performance work systems and organizational ambidexterity, explaining how high-performance work systems influence organizational ambidexterity through organizational cultural diversity. Additionally, it identifies an organizational cultural variable that closely aligns with the academic concept of organizational ambidexterity. The study demonstrates that the core elements of high-performance work systems are instrumental in cultivating an organization that simultaneously pursues seemingly competitive heterogeneous values.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.75-82
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• 2013

Purpose: This study is to investigate the effect of nurse's competency empowerment and boss' job competency recognition on work performance. Methods: 216 nurses participated for data collection which was conducted from September 1, 2011 to September 10, 2011. The collected data were analyzed with SPSS/WIN 16.0 and with frequency test, ANOVA, Scheff$\acute{e}$ test and Multiple regression. Results: Firstly, the work performance in accordance with subject's general characteristics was found to be significant in the 50s, graduate school or higher education, Roman Catholic, charge nurse and 21-years or older. Secondly, the correlation among nurse's competency empowerment, boss' competency recognition and work performance was found to be positively related (r=.501~.639, p<.001). Thirdly, competency empowerment was found to be the most effective factor for work performance, followed by boss' competency recognition and career year, and these factors accounted for 63.5%. Conclusion: As the results show that the work performance is highly affected by the nurse's competency empowerment, boss' competency recognition level and career level in clinical environment, effective education programs are required to provide an appropriate experience to both entry-level and experienced nurses, as well as to enhance boss' competency empowerment at the same time.

• 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.

• Journal of Haehwa Medicine
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• v.21 no.1
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• pp.151-161
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• 2012

Purpose: This survey aimed to find out the relationship of work stress, self-efficacy, and task performance of the preceptor. Method: The data of this study were collected from 215 Preceptors who have been working in four hospitals in Deajeon. The data were analyzed by t-test, ANOVA and Duncan test for group differences, Pearson's correlation and Multiple Linear Regression with SPSS WIN 17.0 program. Result: There were significant positive relations between the work stress (r=0.193, p<0.05), self-efficacy (r=0.346, p<0.00), and the task performance of preceptor. The most predictive factors of the task performance were self-efficacy(11.5%), the job stress(2.7%), and age(2.0%). Conclusion: Nursing department supervisors need to manage preceptor to reduce work stress and to improve self-efficacy. It is recommended that work stress should be decreased and programs for increasing self-efficacy need developing in order to satisfy self-realization of preceptors and their needs.

• Journal of Korean Academy of Nursing
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• v.50 no.1
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• pp.1-13
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• 2020

Purpose: The purpose of this study was to construct and test a structural equation model on nursing work outcomes based on Youssef and Luthans' positive psychological capital and integrated conceptual framework of work performance. Methods: This study used a structured questionnaire administered to 340 nurses. Data were analyzed using structural equation modeling. Results: Positive psychological capital showed indirect and direct effects on job satisfaction, retention intention, organizational citizenship behavior, and nursing performance. While, the nursing work environment had direct and indirect effects on job satisfaction and nursing performance, it only had indirect effects on intention to work and organizational citizenship behavior. Additionally, a mediating effect on retention intention and organizational citizenship behavior was found between job satisfaction and nursing performance variables. Conclusion: The nursing organization needs to build a supportive work environment and reinforce positive psychological capital to improve nursing performance. Additionally, it needs to actively manage the necessary parameters involved in the stages of job satisfaction, retention intention, nursing performance, and organizational citizenship behavior of nurses. The findings propose the continuous management of nursing personnel based on nurses' attitude outcome, behavioral intention, behavioral outcome, and stage of role performance.

• Journal of Korean Academy of Nursing
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• v.46 no.3
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• pp.338-348
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• 2016

Purpose: The purpose of this study was to examine correlations between nurses' self-leadership and individual work role performance and correlations between self-leadership in nursing units and team members' work role performance. Methods: Participants were 202 conveniently selected general nurses from 5 general hospitals in Korea. The study was carried out on 35 nursing units. Data were collected during February 2015 with self-report questionnaires. Results: For factors affecting individual work role performance, self-expectation, self-goal setting, constructive thought, clinical career in the present nursing unit and marital status accounted for 44.0% of proficiency, while self-expectation, self-goal setting, constructive thought, and marital status accounted for 42.3% of adaptivity. Self-expectation, self-goal setting, constructive thought, self-reward, clinical career in the present nursing unit and position accounted for 26.4% of proactivity. In terms of team members' work role performance, self-reward and self-expectation in nursing units explained 29.0% of team members' proficiency. Self-reward and self-expectation in nursing units explained 31.6% of team members' adaptivity, and self-reward in nursing units explained 16.8% of team members' proactivity. Conclusion: The results confirm that nurses' self-leadership affects not only individual self-leadership but also team members' work role performance. Accordingly, to improve nurses' work role performance in nursing units of nursing organizations, improvement in nursing environment based on self-leadership education is necessary and nurses' tasks rearranged so they can appreciate work-autonomy and challenges of work.