• Human Ecology Research
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• v.56 no.4
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• pp.377-390
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• 2018

This study examined the double mediating effects of work-family conflict and parenting guilt on the relationship between perfectionism and parenting behavior for working mothers. The survey was conducted on 340 working mothers with 3 to 5 year-old children, who lived in Daegu and Kyungpook Province, Korea. Data were collected through questionnaires on perfectionism, work-family conflict, parenting guilt, and parenting behavior. To analyze the collected data, descriptive statistics, factor analysis, and analysis of variance were conducted by using SPSS 22.0 and Model 6 in PROCESS macro, with bootstrapping method. Work-family conflict and parenting guilt were used as mediators. Children's birth order and household income were controlled throughout the analysis. The major findings of this study were as follows. First, work-family conflict and parenting guilt had inconsistent double mediating effects on the relationship between adaptive perfectionism and positive parenting behavior. Second, work-family conflict and parenting guilt had complete double mediating effects on the relationship between adaptive perfectionism and negative parenting behavior. Third, work-family conflict and parenting guilt did not have double mediating effects on the relationship between maladaptive perfectionism and positive parenting behavior. Finally, work-family conflict and parenting guilt had partial double mediating effects on the relationship between maladaptive perfectionism and negative parenting behavior. The findings provide a better understanding of the relationship between perfectionism and parenting behavior. The results also have implications for providing education for and counseling working mothers with children.

• Journal of the Korean Institute of Gas
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• v.25 no.2
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• pp.52-63
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• 2021

Analysis of risky behavior factors for workers in the manufacturing industry enables effective human error prevention and systemization of an efficient safety management system. This study examines the relationship between the effects of workers' work psychology, work environment, and work deviation factors on risky behavior intentions and the effects of such risky behavior intentions on risky behaviors. Among the small and medium-sized manufacturing industries, the analysis was focused on a survey of 80 workers in the manufacturing and processing industry. Looking at the results, it was found that work psychology and work deviation had an effect on the intention of risky behavior, but the work environment factors corresponding to job satisfaction and workload did not affect the intention of risky behavior. The relationship with colleagues, the degree of satisfaction or dissatisfaction with the job, the degree of importance of the job that the worker feels, and the tightness of time to digest a large amount of work do not affect intentionally inducing dangerous work, but they do affect risky behavior. In the absence of intention, the work environment factor was found to accompany dangerous behavior.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.999-1007
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• 2020

This study aimed to investigate the influence of spiritual leadership on innovative work behavior and the effect of knowledge sharing on job crafting. Furthermore, the roles of knowledge sharing as a mediator for the impact of spiritual leadership on innovative work behavior, and job crafting as a mediator for the relationship between variables, were also examined. This research employed quantitative analysis, including the PLS-SEM approach; SMART-PLS, a measurement and structural equation model was employed to explain the relationship between variables, and the effect of mediation. The population study consisted of all lecturers at the Faculty of Economics and Faculty of Economics and Business at the PTKIN in East Java, Indonesia, comprising 220 randomly-selected samples. The result showed spiritual leadership does not directly influence innovative work behavior, while knowledge sharing directly affects job crafting. The findings indicated knowledge sharing mediates the impact of spiritual leadership on innovative work behavior, and the role of job crafting as a mediator for the relationship between variables was accepted. Therefore, this research confirms a positive influence of knowledge sharing on job crafting, and indicates both factors play an important role in mediating between variables, and are important for lecturers' innovative work behavior.

• Science of Emotion and Sensibility
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• v.26 no.2
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• pp.3-12
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• 2023

The present study examines the impact of COVID-19 anxiety on employees' psychological resources and behaviors, drawing on the conservation of resources theory. We also investigate whether flexibility in work contexts has a meaningful effect on employees' responses to the pandemic. A total of 284 working adults participated in an online survey consisting of self-reporting questionnaires that assessed levels of COVID-19 anxiety, vigor, innovative work behavior, and flexible working arrangements. The results showed that the level of vigor mediated the positive relationship between COVID-19 anxiety and innovative work behavior, and the perceived level of flexible working arrangements moderated this mediation effect positively. The findings highlight the importance of considering employees' psychological resources and work arrangements in managing the negative impact of COVID-19-related anxiety. This study provides theoretical and practical implications for organizations to better understand the psychological processes that employees undergo during a crisis. Further research on diverse work settings and cultural backgrounds is needed to expand on the present findings.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.167-178
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• 2021

This study aims to identify the influence of paradoxical leadership on proactive work behavior mediated through psychological safety in the hotel industry. This study employs survey data of five-star deluxe hotels in South Korea using convenience sampling. The number of 270 cases was used for analysis and the hypotheses were analyzed with structural equation modeling and AMOS 20. Paradoxical leadership includes five sub-variables of self-centeredness with other-centeredness (SO) distance and closeness (DC), uniformly and individualization (UI), work requirements and flexibility (RF), and decision control and autonomy (CA). The results indicate that DC, UI, and CA positively influence psychological safety. Further, RF and CA make a positive impact on proactive work. Psychological safety fully mediates the effect of DC and UI on proactive work behavior and partially mediates the effect of CA on it. The findings of this study suggest that the impact of paradoxical leadership on proactive work behavior can be strengthened when this relationship is accompanied with psychological safety and other mediation variables for the relationship need to be further investigated. This study suggests how hotel managers enhance the level of proactive work behavior by training themselves to be paradoxical leaders and making psychologically safe environment.

• Journal of Nutrition and Health
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• v.38 no.9
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• pp.756-764
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• 2005

The purpose of this study was to explore the variables affecting the quality of hospital dietary services. The quality of hospital dietary services was investigated in two ways, which can be named by factual quality and perceived quality The variables affecting hospital dietary services were classified into two categories, $\ulcorner$organizational environment variables$\lrcorner$ and $\ulcorner$work behavior variables$\lrcorner$. Quality readiness survey was conducted to investigate $\ulcorner$organizational environment variables$\lrcorner$ and $\ulcorner$work behavior variables$\lrcorner$ on 225 dietitians working in dietary departments of 45 general hospitals which had more than 400 beds. $\ulcorner$Organizational environment variables$\lrcorner$ were categorized into four variable group:'organizational work design', 'organizational culture', 'department head leadership' and 'top management leadership'. $\ulcorner$Work behavior variables$\lrcorner$ were categorized into three variable group: 'individual behavior', 'peer group behavior', and 'behavior toward supervisor'. Top management leadership (p< 0.01)' in the $\ulcorner$organizational environment variables$\lrcorner$ had significant impacts on the factual quality of hospital dietary services.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.6
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• pp.95-104
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• 2022

This study investigates the complex mechanism of work-family conflict affecting counterproductive behavior of employees based on resource conservation theory and 417 valid samples by using polynomial regression and response surface analysis. Counterproductive work behavior refers to any intentional behavior of an individual that has potential harm to the legitimate interests of the organization or its stakeholders. Results show that first, work-to-family conflict (WFC) and family-to-work conflict (FWC) had four matching types. Compared with "high WFC-low FWC," "low WFC-high FWC" and "low WFC-low FWC" matching conditions, the employee self-control resource depletion and counterproductive work behavior (CWB) are at their highest under "high WFC-high FWC" congruence matching condition. Second, the joint effect of WFC and FWC has a U-shaped relationship with counterproductive behavior. Compared with the "high WFC-low FWC" match state, the level of CWB in the "low WFC-high FWC" match state is higher. Third, the depletion of self-control resources played a mediating role in the effect of WFC on counterproductive behavior. Fourth, emotional intelligence moderated the relationship between the congruence of WFC and FWC and self-control resource depletion. Emotional intelligence was higher, and the positive relationship between the congruence of WFC and FWC and self-control resource depletion was weaker.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.211-219
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• 2021

This study examines the determinant influence of competence: motives, traits, self-concept, knowledge, and skills on work behavior and work effectiveness in government officials. The research was conducted on government officials in the province of South Kalimantan, Indonesia. This research is qualitative in nature, including the population of government apparatus in regencies and municipalities in the South Kalimantan province of Indonesia. The number of respondents in this study was 250 people. The sampling technique used purposive sampling, and Data analysis has been done using Structural Equation Model (SEM). The results showed a significant and positive influence on the determinants of competence, namely motives, traits, self-concept, knowledge, and skills on work behavior and work effectiveness of government officials; the determinant influence of competence showed a direct and indirect effect. This study also shows a mediating effect of work behavior between the determinants of competence (motives, traits, self-concept, knowledge, and skills) on the work effectiveness of government officials. This study's results are expected to provide suggestions to local governments in the South Kalimantan province of Indonesia to conduct performance appraisals for government officials apart from the performance appraisal methods that have been implemented.

• Journal of Digital Convergence
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• v.18 no.9
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• pp.113-124
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• 2020

The aim of this study is to examine the effect of the work-family conflict on the organizational citizenship behavior, to examine the mediating effect of burnout in that relation and to verify the moderating effect of proactive personality between burnout by work-family conflict and organizational citizenship behavior. For study samples, total 331 copies were collected from the members of hospitals and call centers in Daejeon, Sejong and Chungcheongnam-do and Chungcheongbuk-do. The results are as follows: firstly, it was found that, Work Interference with Family(WIF) had negative (-) effect on the organizational citizenship behavior. And, Family Interference with Work(FIW) had negative (-) effect on the organizational citizenship behavior. Secondly, there was a mediating effect of burnout between Work Interference with Family(WIF) and organizational citizenship behavior. And, there was no mediating effect of burnout between Family Interference with Work(FIW) and organizational citizenship behavior. Thirdly, proactive personality had a moderating effect between burnout due to work-family conflict and the organizational citizenship behavior. It proved that the relation between burnout due to work-family conflict and the organizational citizenship behavior through proactive personality of members concerning the negative effect of burnout caused by the work-family conflict at the workplace can be reduced by the proactive personality. It is significant in that this study proved the necessity of proactive personality of members in the work-family conflict. Therefore, more diverse personal characteristics should be considered as control variables in the future.

• International Journal of Advanced Culture Technology
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• v.8 no.1
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• pp.152-156
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• 2020

The study is to examine the mediating effect of psychological empowerment on the causal relationship between high-performance work system and organizational citizenship behavior. This study collected data from public organizations that are responsible for social welfare provision in Daegu, Gyeongsangbuk-Do, and Pusan in South Korea. This study employs confirmatory factor analysis in Amos 21 to find the discriminant validity of all constructs and regression analysis by Baron and Kenny (1986) to test that psychological empowerment is a mediator of the causal relationship between high-performance work system and organizational citizenship behavior. As the result of the analysis, psychological empowerment has a significant mediating effect on the relationship between high-performance work system and organizational citizenship behavior. The study suggests to the managers in social welfare organizations how they need to enhance organizational citizenship behavior through psychological empowerment themselves.