• Culinary science and hospitality research
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• v.16 no.5
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• pp.50-63
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• 2010

The purpose of this study is to investigate the effects of person-organization fit and person-job fit on occupational commitment, organizational commitment and turnover intentions among cooks in the foodservice industry. Data were collected by a total of 210 cooks at restaurants in the Seoul and Kyunggi area. The analysis of AMOS was used to test the causal model. The results indicate that the person-organization fit was positively related to occupational commitment and organizational commitment. The person-job fit was also found to correlate positively with occupational commitment and organizational commitment. Occupational commitment was positively related to turnover intentions while organizational commitment was negatively related to turnover intentions. Implications of the results and limitations of the study were discussed.

• The Journal of the Korea Contents Association
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• v.20 no.6
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• pp.211-219
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• 2020

The purpose of this study is to examine the moderating effects of perceived organizational justice on the associations between personal job-organizational fit and job loss perceived by social workers. The survey was conducted on social workers in Gwangju. This study conducted descriptive statistics, correlation analysis, hierarchical multiple regression analysis using SPSS 24.0 as an analysis method to verify the main assumptions of this study. The analysis showed that First, The degree of personal job-organizational fit was shown to be slightly higher than normal. perceived organizational justice was investigated as two sub-factors, and distributive justice was shown to be slightly lower than normal and procedural justice to be higher than normal. The degree of job loss was also investigated at a lower level than normal. Second, personal job-organizational fit had negative(-) effects on job loss and the effects were moderated by perceived organizational justice.

• The Journal of the Korea Contents Association
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• v.19 no.6
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• pp.325-333
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• 2019

The current study aims to address the relationships among conflict, person-organization fit, and workers' turnover intention. Specifically, it aims to examine whether person-organization fit mediates the relationship between conflict in team and turnover intention, also trust in leader moderates the relationship between person-organization fit and turnover intention. The empirical analysis shows that conflict is positively associated with turnover intention and have a negative impact on objective-value fit. The relationship between conflict and turnover intention is mediated by the person-organization fit. Trust in leader moderates the relationship between person-organization fit and turnover intention. The findings address the issue in terms of the mechanisms between conflict-turnover intention and the importance of trust in leader for an effective management of conflict in work teams.

• Journal of Service Research and Studies
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• v.13 no.4
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• pp.24-46
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• 2023

This study sought to examine how internal market orientation of service organizations affects the service providers' adaptive service behavior and to determine what psychological processes go through for this purpose. To achieve this purpose, based on previous research, a research model was set up to predict that internal market orientation of service organizations will increase service providers' adaptive service behavior by continuously mediating the psychological processes of person-environment fit and work engagement. To test the hypothesis, a survey was conducted and data were collected from nutritionists at consignment catering companies located in Busan and Gyeongnam. As a result of testing the hypotheses proposed in this study's research model, internal market orientation increased person-job fit and person-organization fit, which are key elements of person-environment fit. And, it was confirmed that person-job fit and person-organization fit have a positive effect on work engagement. Additionally, work engagement improved service providers' adaptive service behavior. Lastly, this study confirmed that the influence of internal market orientation on adaptive service behavior is continuously mediated by person-environment fit and job enthusiasm.

• Journal of the Korea Society of Computer and Information
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• v.19 no.4
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• pp.123-130
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• 2014

This study is to review the standpoints for person and organization fit and suggest integrated standpoint, and identify causal relationships between P-O fit and client service satisfaction and test differences of casual relationships between job types through moderating effects of job types in the relationships among variables, and suggest some implications based on the analytical results. For this study, sampling was conducted for social welfare workers. In this study, analytical results showed that P-O fit influences client's service satisfaction through job attitude. This study suggested some implications on the base of analytical results.

• 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.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.117-125
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• 2020

In this paper, we wanted to look at the effects of person-organization fit and person-job fit of social welfare officials on the job enthusiasm, but also examine the mediated effect of organizational committment. The study found that person-job fit has a positive effect on the job enthusiasm of public officials in charge of social welfare, and that the mediating effect of organizational committment is also partially covered. However, person-organization fit does not have a direct impact on job enthusiasm, but has been shown to have a full mediated effect through organizational committment. As a result of these studies, social welfare officials are judged to lack consistency and affinity within the organization, while their individual abilities, purposes, and demands are in line with their duties and job enthusiasm for their duties. Therefore, it is necessary to provide support at the organizational level and to create a sense of unity in order to enhance the job enthusiasm of public officials in charge of social welfare.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.564-578
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• 2015

The present study is aimed to investigate antecedents(person-job fit, human capital investment) and outcome variable(subjective career success) of continuous-related career learning, and to demonstrate mediating effects of continuous-related career learning. The data which was applied to analysis was collected from 241 office workers who have worked for automobile company in Ulsan and public companies in Jeju and applied temporal separation of measurement as an alternative for common method bias. The results are as follows. First, person-job fit, human capital investment affected to career-related continuous learning positively. Second, the impacts of career-related continuous learning to subjective career success was positively significant. Third, the mediating effects by career-related continuous learning demonstrated statistically significant in the links between antecedents-outcome variables as partial mediation. Implications of this study contribute to expand research area of continuous-related career learning with regard to job and organizational variables, and to facilitate of research interests on subjective career success. In addition, the mechanism of career advance was empirically proved by continuous-related career learning.

• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.350-363
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• 2016

The purpose of this study was to examine the relationships between emotional intelligence and job performance. Also, the study explore the effects of self-efficacy as a mediating variable and person-supervisor fit as a moderating variable on the mentioned relationships. In order to verify the assumptions related to this research, a survey of 173 sales representatives working in various organizations was conducted. Survey results supported the assumption that higher emotional intelligence resulted in higher job performance. And another assumption that job performance could be predicted more precisely through mediating effect of self-efficacy. Finally, results revealed that the relationships between emotional intelligence and self-efficacy became stronger when the scores of person-supervisor fit were higher. Theoretical and practical implication were reviewed and limitations of the study and suggestions for future research were discussed.

• Proceedings of the Korea Institutes of Information Security and Cryptology Conference
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• 2002.11a
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• pp.233-236
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• 2002

디지털 서명의 정당성을 검증하기 위해서는 서명자 공개키의 유효성을 인증해야 한다. 이 때, PKI 기반의 인증서를 통해 인증을 수행한다면, 무선 인터넷이라는 특성에 따른 보안상의 문제가 있을 뿐만 아니라 비효율적이다. 그런데 별도의 인증서 검증이 필요 없는 개인식별정보 자체를 공개키고 사용한다면 인증서 검증을 위한 무선 인터넷에서 유선 인터넷으로의 접속 없이 서명의 검증이 가능하게 되고, 무선망만을 이용한 통신이 가능하게 된다. 본 논문에서는 이와 같이 이동 통신 환경에 적합하도록 개인식별정보를 공개키고 사용하는 디지털 서명 알고리즘을 제안한다.