• 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.

• Journal of the Korea Convergence Society
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• v.12 no.2
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• pp.247-258
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• 2021

Recently, organizations are demanding strict information security behavior from their employees. Strict information security policies and techniques can cause information security related stress. The purpose of this study is to present the negative effects of information security related techno stress and role stress that reduce knowledge sharing behavior and person-organization fit. The survey was conducted to people working in organizations with information security policies and system, and the research hypothesis was verified by structural equation modeling using 309 samples. As a result of the study, person-organization fit had a positive effect on knowledge sharing behavior, but role stress had a negative effect. And, techno-stress negatively affected the person-organization fit. Additionally, role ambiguity had a moderating effect between person-organization fit and knowledge sharing behavior. The implications of the study were to confirm the negative effects of information security related techno stress and role stress, and to suggest directions for minimizing negative behavior of insiders.

• The Journal of the Korea Contents Association
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• v.20 no.8
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• pp.274-284
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• 2020

In the era of the Fourth Industrial Revolution, the level of data-efficient utilization greatly affects the performance of the enterprise. This study was to verify the effect on organizational performance and the absorption capacity as a mediate, depending on person-job fit and person-organization fit in organizational memory affordance. According to a survey of 317 employees of large, medium and small businesses, organizations that have sufficient organizational memory have had a positive impact on both person-job fit(PJF) and person-organization fit(POF), and also on absorption capacity. In addition, the organizational memory affordance had a positive effect on absorption capacity by mediating the POF. PJF and POF had a positive effect on management performance, but only POF when mediating absorption capacity showed a positive influence relationship. This study is meaningful by comprehensively empirical analysis of the organizational IT construction environment and the members' perception of organization and job as a leading factor in absorption capacity, and simultaneously demonstrating the impact on organizational performance.

• Korean Journal of Social Welfare Studies
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• v.48 no.2
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• pp.35-69
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• 2017

The purpose of this study was to examine the effects of Person-Job Fit and Person-organization Fit on deviant workplace behavior and mediating effects of job-alienation on this relation. Research data was collected from 567 social workers who were attending supplement education for employees working for social welfare organizations in Gwangju. Main results of the analysis in this study were as follows. First, the Person-Job Fit and Person-organization Fit have significantly negative effects on job-alienation. Also there were significantly positive relationships between job alienation and deviant workplace behavior. Second, Person-Job Fit and Person-organization Fit had directly no relationships with deviant workplace behavior but had indirect influences mediating effects of job-alienation that is featured as a full mediation variable on this relation. Third, there was no difference between the population by sex on this relation. Finally, based on the results of this study, we present the practical implications and discussion for deviant workplace behavior of Employment of Participants under Social welfare facilities.

• Informatization Policy
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• v.24 no.1
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• pp.79-99
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• 2017

Despite the early success story, the pan-industry diffusion of big data has been slow mostly due to lack of confidence of the value creation and privacy-related concerns. The problem leads us to the need to a stakeholder analysis on the adoption process of big data. The present study combines technology acceptance model, task-technology fit theory, and privacy calculus theory to integrate the positive and negative factors on the big data adoption. The empirical analysis was performed based on the survey from the current and potential big data users. Results revealed perceived usefulness, task-technology fit, and privacy concern are significant antecedents to the intention to use big data. Furthermore, there are significant differences in the perceptions of each constructs among groups divided by the types of big data use, with several exceptions. And the control effect was found in the magnitude of the relation between independent variables and dependent variable. The theoretical and politic implications of the analysis are discussed as to the promotion of big data industry.

• Journal of Digital Convergence
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• v.19 no.1
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• pp.23-28
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• 2021

This research emphasized that the importance of ERG elements such as existence needs, relatedness needs, and growth needs. Moreover, it focused on verifying the effects of these three elements on organizational attachment through person job fit. In addition, the mediating role of person job fit was clearly identified as a key variable that can lead to organizational attachment. To verify this, an empirical analysis was conducted on workers engaged in state-owned company, service, manufacturing, and distribution industries in Korea. Through empirical analysis, it was found that all three elements of ERG improve person job fit. Furthermore, person job fit was found to increase the level of organizational attachment. Thus, it was found that person job fit played a partial mediating role in the relationship between the three elements of ERG and organizational attachment. This research also identified which element has the strongest influence on person job fit. Through these results, practical implications were presented and future research directions were discussed.

• Korean Journal of Cognitive Science
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• v.11 no.2
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• pp.1-10
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• 2000

Realistic facial animation research field which communicates with human and computer using face has increased recently. The human face is the part of the body we use to recognize individuals and the important communication channel that understand the inner states like emotion. To provide the intelligent interface. computer facial animation looks like human in talking and expressing himself. Facial modeling and animation research is focused on realistic facial animation recently. In this article, we suggest the method of facial modeling and animation for realistic facial synthesis. We can make a 3D facial model for arbitrary face by using generic facial model. For more correct and real face, we make the Korean Generic Facial Model. We can also manipulate facial synthesis based on the physical characteristics of real facial muscle and skin. Many application will be developed such as teleconferencing, education, movies etc.

• 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.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.26 no.1
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• pp.17-30
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• 2016

In this paper, we propose an efficient public key trace and revoke scheme. An trace and revoke scheme is a broadcast encryption scheme which has a tracing and revocation algorithm. It would maintain security of the scheme to revoke pirate keys which are colluded by malicious users. In addition, property of revocation can be applied to various circumstances because it can help cipher text delivered to certain users who are supposed to. In this paper, we would change the scheme[Augmented broadcast encryption scheme] based on the bilinear groups of the composite order into that of prime order and we can improve the size of public key, secret key, ciphertext considerably. Furthermore, we define property of revocation precisely, so we can obtain the result that the scheme with limited revocation can be expanded to have a full revocation. This paper can be easily applied to the organization such as government, military, which has a hierarchical structure.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.253-260
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• 2022

Creativity, one of the core competencies of the 21st century, is required as an essential item for members of society. Emphasizes its ability in terms of personality that allows it to be used in the desired direction. However, creativity is considered to contribute to positive change in the organization, not only in creating new ideas or products, but also in adapting to a changing environment and solving problems. Accordingly, by reviewing previous studies, it was concluded that rewards can promote or hinder creativity, which may vary depending on the nature of rewards, the concept of creativity possessed by the researcher, individual differences, and external environment. We also proposed that rewards may influence creativity through motivational, cognitive, and synthetic functions. Based on the analysis, a specific model was proposed for the effect of reward on creativity. This study is based on existing research and analyzed various factors and mechanisms acting in the process of influencing creativity based on comparison of which extrinsic and intrinsic motivations have what kind of relationship. Next, it appears that rewards differ from person to person according to the way they are given in environmental circumstances. Finally, by rewarding various types of creative tasks, an active reward role can be secured.