• Korean Journal of Social Welfare
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• v.66 no.4
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• pp.157-179
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• 2014

This study introduces the mediating role of social worker's emotional labor in the relationship between person-social welfare value fit and job-related psychological attitudes. This study characterizes emotional labor as surface acting and deep acting, and job-related psychological attitudes as job satisfaction and organizational commitment. This study hypothesizes that the social worker's person-social welfare value fit raises job satisfaction and organizational commitment, that social worker's surface acting negatively mediates the relationship between social welfare value fit and psychological attitudes, and that deep acting positively mediates the relationship. The results from this study are as follows. Firstly, social worker's person-social welfare value fit raises job satisfaction and organizational commitment. Secondly, social worker's surface acting fully mediates the relationship between social welfare value fit and organizational commitment. Thirdly, deep acting fully mediates the relationship between social welfare value fit and job satisfaction, and social welfare value fit and organizational commitment. Based on these results, detailed practical and theoretical implications are discussed.

• Journal of the Korean Society of Food Culture
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• v.23 no.2
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• pp.139-151
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• 2008

The purpose of this study was to determine the empirical cause-effect relationships among business ethical values and person-organization fit, job satisfaction, turnover intent, and organizational performance within family restaurants and feeding facilities. Self-administered questionnaires were completed by 459 restaurant employees. The SPSS and Amos programs were then applied to the data to perform frequency, factor, reliability, correlation and SEM analyses. The primary results are as follows. First, business ethical values had a significant positive effect on person-organization fit. Second, person-organization fit had a significant positive effect on job satisfaction, and a significant negative effect on turnover intent. Third, job satisfaction had a significant positive effect, and turnover intent had a significant negative effect, on organizational performance. Finally, upon verifying the possible direct and indirect effects of business ethical values within family restaurants and feeding facilities, it was determined that the ethical values had significant direct and indirect effects on person-organization fit, job satisfaction, turnover intent, and organizational performance. These findings have various implications. For example, an improved in-house ethical working environment leads to greaterperson-organization fit, and having employees that feel there is better in-house ethical reliability leads to greater consistency between personal and organizational values, resulting in higher job satisfaction and ultimately organizational performance.

• The Korean Journal of Applied Statistics
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• v.24 no.2
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• pp.411-424
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• 2011

The studies of congruence in organizational research have explored the concepts such as person-job fit person-organization fit, or person-environment fit. The relevant studies dealt with the fit level as an important influencing factor on the performance. In particular, researchers have agreed that employees can be motivated by the high level fit of person-organization. However, few research developing an alternative methodological approach has been done. For the purpose mentioned above the statistics like D, |D| or $D^2$ and the Q values such as Q(the correlation between two sets of interval measures) or $Q_r$(the correlation between two rankings) have been conventionally adopted in spite of numerous methodological problems. In general, these traditional indices such as difference scores, or Q values, are nondirectional and add an extra weight to differences of lager magnitude. Therefore, Edwards (1993) introduced the polynomial regression and the response surface analysis to overcome flaws with conventional approaches. However, the method-ological approaches did not reflect the profile characteristics of person-organizational value fit and wouldn't be a proper solution for the fit level of person-organization value maximizing performance. Hence, this paper investigates alternative methodological approaches, the multivariate polynomial regression and the multiple response surface analysis, to avoid the problems issued from conventional ways.

• The Journal of the Korea institute of electronic communication sciences
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• v.19 no.3
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• pp.609-618
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• 2024

The escalating demand for organized information resource management within organizations necessitates increased investment in information security (IS), as a single error can lead to information exposure incidents, underscoring the importance of IS compliance by insiders. The research aims to elevate IS compliance within the organization by examining the influence of the shared goal of information security policy (ISP), perceived ISP value and individual's fits on an insider's intention to comply with the ISP. Antecedent research in organizational behavior and IS led to a proposed hypothesis, tested using 366 obtained samples. The ISP shared goal's positive influence on ISP compliance intentions was evident from the test results, primarily through the perceived ISP value. Furthermore, the person-organization and demand-ability fit moderated the antecedent factors associated with ISP compliance intentions. Our findings suggest the methods for sustaining organizational IS levels by examining the requisite conditions from the viewpoints of the organizational environment, ISP values, and fits.

• Korea Journal of Hospital Management
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• v.24 no.2
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• pp.38-55
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• 2019

Purpose / Approach : This study aims to analyze the level of public service motivation and its antecedents by using survey data of 1,498 professional employees in public and private hospitals. Findings : Among job-related, organization-related, and socialization-related factors of professional employees, the socialization factors have a strong effect on individual's overall and the four sub-dimensions of public service motivation. While the effect of organizational identification is prominent in the public hospital, professional identification is more powerful in the private hospital. Person-job fit and person-organizational value fit also play a significant role in determining public service motivation. Organizational vision salience in public hospital has negative effect on public service motivation and attraction-to-public-service dimension. The significant determinants and its effect size are different according to hospital type and each sub-dimension of public service motivation. Practical Implications : The empirical findings show that individual's level of public service motivation in hospitals could be enhanced through the interaction between individual and their organization, and various organization-related factors. Further implications of the study are discussed from human resource management perspective in hospitals.

• Informatization Policy
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• v.25 no.3
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• pp.95-115
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• 2018

This study aims to examine organization members' intention to violate security policies based on the Person-Environment Fit Model. This study investigated the effect of the relationship between organizational security environment and the individual security value on the intention of organizational security policy violation. The security environments are classified into the organizational information security culture and peers' behavior of security compliance, while the personal values are classified into reconstructing the conduct, distorting the consequence, and devaluing the organization as presented in the moral disengagement theory. Based on the concept of the moral disengagement theory, we measured the individual security values as a second order factor. This study found that the information security culture had a statistically significant impact on devaluing the organization, but did not have as much impact on reconstructing the conduct and distorting the consequence. Peers' behavior of security compliance had a significant impact on reconstructing the conduct, distorting the consequence and devaluing the organization, all of which also had relevant impact on the organizational members' intention of security policy violation.This study measured a persons' perception on security policy breach by presenting scenarios of password sharing that is common in many organizations. This study is expected to make practical contributions, as it deals with challenges that many organizations are actually faced with.

• Asia Marketing Journal
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• v.15 no.2
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• pp.49-73
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• 2013

In this study, the author develops and tests a model that incorporates the mediating effects of two frontline employee psychological variables (emotional exhaustion and intrinsic motivation) based on job demand and resource model. As a form of environmental resource, person-organization fit was proposed as a leading factor of frontline employee boundary spanning behavior through emotional exhaustion and intrinsic motivation. All measures were adapted from or developed based on prior research. Data for the study were collected from a cross-sectional sample of retail bank employees in South Korea. Questionnaires were distributed to 500 frontline employees across several banks. Of these, 322 usable questionnaires were returned. To analyze the data, a structural equation model procedure using LISREL 8.5 was employed. Results show that an employee's perceived fit with his/her organization enhances intrinsic motivation and reduces emotional exhaustion. These mechanisms, in turn, increase the employee's boundary spanning behavior. These results support the notion that person-organization fit should be one of the factors affecting motivation, affect and attachment, and extends such an understanding to a purely service-based environment among customer contact employees. Results also confirms that P-O fit can be viewed as environmental resources, and the JD-R model provides a theoretical base in further studying the antecedent role of P-O fit on frontline employees's boundary spanning behavior through intrinsic motivation and emotional exhaustion. These results suggest that organizations have to do their best to manage P-O fit, be it through employee screening or training and workshops to try and align organization and employee values and objectives. If managers of organizations are positively evaluated by the employees, it will be easier for them to, give things of value to employees, such as sense of direction, values, and recognition, and receive other things in return such as esteem and responsiveness. Consequently, organizational leaders are not only able to manage employee experiences, but also their fit with the organization. Even if a manager cannot control employee P-O fit, this research suggests, that a focus on reducing emotional exhaustion rather than increasing intrinsic motivation seems optimal. This research also supports the idea that motivation has a direct association with a frontline employee's boundary spanning behavior. Even in situations where emotional exhaustion cannot be reduced, organizations may still influence frontline behaviors through motivation.

• Korean small business review
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• v.43 no.4
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• pp.1-25
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• 2021

As knowledge management is recognized as a core value of organizations, organizations are increasing their investment in policies and technologies for knowledge management. However, since SMEs have relatively few resources to support knowledge sharing, which is the core of knowledge management, there is a possibility that continuous knowledge management will be difficult. This study suggests the negative motivation(job burnout) on the knowledge hoarding of SME employees and the conditions to be improved at the organizational level (shared goal, knowledge sharing culture, and person-organization fit). In this study, a hypothesis was presented through a study related to transaction theory to explain the stress in the relationship between the organization and the individual. This study collected samples through a questionnaire targeting workers of SMEs with knowledge management policies. In addition, the hypothesis was verified by performing structural equation modeling. As a result of the study, shared goal and knowledge sharing culture reduced knowledge hoarding through mitigating job burnout. In particular, person-organization fit moderated the relationship between shared goal, knowledge sharing culture, and job burnout. The study presents academic and practical implications in terms of suggesting factors to mitigate the knowledge hoarding of employees for continuous knowledge management of SMEs.

• Journal of International Area Studies (JIAS)
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• v.19 no.1
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• pp.157-204
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• 2015

This paper explores firm-specific internal and external determinants of the sustainability of "the social innovative enterprise(SIE)" by conducting a case research on Fragrant People Co. In doing so, some business and policy implications have been produced concerning the components and determinants of the sustainability of the SIE. First, entrepreneurship is a necessary factor for the survival and growth of the SIE. A social entrepreneur does manage effectively social and economic opportunities for making economic and social values interact dynamically beyond their trade-off relationship and creating new market chances. Second, the SIE also needs competitive advantages as commercial enterprises do. Valuable resources to be used for taking opportunities and avoiding threats, rare resources not to be possessed by other firms, and resources not to be easily imitated by competitors are extremely necessary for achieving objectives of the SIE. In addition, a firm must be well organized for those valuable, rare, and not easily imitated resources. Economic performance achieved by the SIE gives a birth to its financial independence, contributing to the realization of symmetric social performance. Third, the SIEs will be allowed to seek symmetrically economic and social performance only when they use sufficiently competitive advantage resources with entrepreneurship, which is composed of innovativeness, proactiveness, agility and risk-taking attitudes. In doing so, financial assistance from central or local governments may not ensure the sustainability of the SIEs. In addition, vision & value sharing(person-organization fit) can ensure the sustainability of the SIEs only when it is connected with the organizational commitment.