• 한국벤처창업학회:학술대회논문집
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• 2019.04a
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• pp.181-185
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• 2019

본 연구는 중소기업에 종사하는 구성원들의 직무역량에 영향을 미치는 요인으로 개인의 직무적합성과 조직의 공정성 두 변수를 독립변수로 하여 분석하였다. 각각의 독립변수별로 하위에 세부변수를 도출하여 세부변수별로 직무역량에 미치는 상관관계 정도를 분석하여 중소기업 인사 실무담당자들이 인력채용이나 직무관리 시에 종사원들의 직무역량 향상을 위해 필요한 시사점을 제시하고자 한다. 국내 중소기업 종사자 323명을 대상으로 설문지를 회수하여 SPSS와 AMOS를 활용하여 요인분석 및 신뢰도 분석, 타당성 분석을 실시하고, 회귀분석 등을 통해 독립변수와 종속변수간 상관관계를 분석하였다. 대부분의 선행연구가 직무역량이 직무만족이나 조직몰입 등에 미치는 영향을 분석한 반면, 본 연구는 직무역량 향상에 영향을 미치는 변수들을 도출하고 세부변수별로 직무역량에 미치는 영향 정도를 구분하여 제시하고자 한다.

• 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.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.2
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• pp.121-134
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• 2016

The current insurance market is facing a real problem that the high cost of insurance spent in maintaining a non- face-to-face sales channels face of the channel facing growing contribution to the reduction of side. As a result, the productivity issue facing designers of representative organizations in the organization channel will be referred to an urgent problem. As a result of improved organizational productivity architect that is the goal of this study to demonstrate what a performance improvement factor of insurance agents. Personality factors and individual insurance agents individual-environmental suitability and job satisfaction, consider the impact on turnover intention year of the results architects extroversion, sincerity, openness, it won a chronic, emotional gender, personality representing the honesty factor is organizational commitment and job satisfaction It has had a significant impact on. In other words, this is a lively and extroverted nature of the actuary, the more harmonious interpersonal relationships and higher emotional empathy with others can raise the extent that has a strong sense of belonging and attachment to their company's commitment. Whereas personality factors were not significant influence turnover intention has. This can be made to represent the need for screening of agents introduced from the introduction stage. Depending on the personality factors of organizational commitment, personal planners also occurs because of the differences and job satisfaction. Whereas turnover of agents is the result of empirical factors that are affected by other agents than to individual character generated by the character of the individual agents. Compliance boss, job suitability, individuals representing a fellow fitness, tissue compatibility environmental compliance is having a significant impact on both the degree of organizational commitment, job satisfaction and turnover intention. In other words, the boss or colleague, values and personality, working method, as fits well the concerns and pursuing goals are similar, and their job aptitude higher the suitability of the organization is about to have a sense of belonging and attachment to the company commitment can do. This is the result of a demonstration that the work environment of the actuary agents productivity gains and loyalty depends on the insurance company, which currently belongs.

• Korean Journal of Culture and Social Issue
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• v.11 no.4
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• pp.23-43
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• 2005

The purpose of this study was to investigate the relationship of career indecision, job search behavior, and p-j/p-o fit among college graduates based on sub-scales of career indecision (lack of career information, lack of self-clarity, decisiveness, lack of necessity recognition, external Barrier). This study explored the effect of career indecision on job search behavior and p-j/p-o fit and the effect of job search behavior on p-j/p-o fit in longitudinal method. The main results were as follows: 1) Career indecision had negative effect on job search behavior and p-j/p-o fit. In other words, the higher career indecision level is, the less job search behavior is performed. And the higher career indecision level is, the lower p-j/p-o fit perception is: 2) Career indecision was connected with preparatory job search behavior and informal job search behavior: 3) Decisiveness of career indecision was connected with p-j/p-o fit and lack of self-clarity was connected with p-j fit. 4) Job search behavior was not connected with p-j/p-o fit. Thus job search behavior didn't have prerequisite for mediator between career indecision and p-j/p-o fit. The findings are discussed in terms of the implications for further research.

• Korean small business review
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• v.41 no.3
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• pp.23-47
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• 2019

This study investigates the effects of three types of person-environment fit, i.e. POF, PJF(ability) and PJF(needs), on effectiveness variables and the mediating effect of work motivation in SMEs. The data were collected from 211 employees who work for SMEs. Results of structural equation modeling(SEM) analyses demonstrated that PJF(ability) was significantly associated with task performance and turnover intention, while POF and PJF(needs) were significantly associated with turnover intention only. PJF(needs) and PJF(ability) have the positive impact on intrinsic motivation, PJF(ability) also has the positive impact on external and identified motivation. We also analysed mediating effects using Process macro. Results demonstrated that intrinsic motivation mediated the relationship between POF, PJF(needs), PJF(ability) and task performance. The relationship between PJF(ability) and task performance was mediated by external motivation. Based on the results, theoretical and practical implications are derived. Also suggested are methodological limitations and future research directions.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.39 no.3
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• pp.409-418
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• 2019

For the success of construction projects, construction companies have begun to recognize the innovation ability of members who participate in projects that can adapt and cope with environmental changes caused by knowledge-based informatization and globalization. The questionnaire of the research selected 254 final valid samples of the members participating in the construction project using online. An empirical analysis of the research model used the structural equation model (Smart-PLS 2.0). The purpose of this study is to investigate the effect of psychological ownership on person-job fit and rewards system in the construction project. First, person-job fit has a positive effect on psychological ownership. Second, intrinsic rewards and extrinsic rewards in the rewards system have a positive effect on the psychological ownership. Third, psychological ownership has a positive effect on innovative behavior. Finally, the mediating effects of psychological ownership were found to have no mediating effect on person-job fit and rewards system. In order to induce innovation behavior, the managers of construction companies need to recognize the importance of psychological ownership and build a model of construction project organization activation through development of person-job fit and rewards program.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.21-42
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• 2023

The purpose of this study is to examine the structural relationships of empowerment, continuous learning activities, and collaboration in the effects of person-organization fit and person-job fit on task performance among employees of early-stage startups with less than 7 years of experience that have an agile organizational culture. To achieve this purpose, we developed a research model and established hypotheses based on theoretical review and the results of prior research. Data were collected from employees working in startups with less than 7 years of experience that have an agile organizational culture, and a total of 204 responses were utilized for the final analysis. Before hypothesis testing, we examined the characteristics of the sample, conducted confirmatory factor analysis to assess measurement model fit, tested convergent and discriminant validity and analyzed reliability. After confirming the goodness of fit of the structural equation model, it tested the hypotheses, including mediating effects, based on the results of the structural equation model analysis. The results show that person-organization fit has a significant positive effect on empowerment, continuous learning activities, and collaboration. Similarly, person-job fit was found to have a significant positive effect on empowerment, continuous learning activities, and collaboration. However, it was found that empowerment did not have a statistically significant effect on task performance, while continuous learning activities had a significant and negative effect on task performance. Finally, collaboration was found to have a significant positive effect on task performance, and the mediation analysis results indicated that collaboration had a mediating effect on the relationship between person-job fit and task performance. Based on the findings of this study, it discussed the significance of the study and theoretical and practical implications. It also discussed limitations of the research and suggested directions for future research.

• 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.

• The Journal of the Korea Contents Association
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• v.17 no.7
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• pp.679-695
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• 2017

This paper analyzed the effect of job search channels on the occupational adaptation of college graduates, with the Graduates Occupational Mobility Survey(GOMS) data. The analysis results are as follows: First, when using human networks for getting jobs, not only the educational level and major adequacy, but also the workplace satisfaction and the job satisfaction were higher than when using non-human networks. Second, as in the mediating effect of the relationship between job search channels and occupational adaptation by Sobel-test, it was found that there was a partial mediating effect of educational level and major adequacy, excluding skill level adequacy. The results of this study shows that human networks, by serving as an effective information transmitter on person-job fit between job search and recruitment, contribute significantly to improve occupational adaptation of college graduates. These results imply that strategic utilization of human networks in job search activities is important, and that it is necessary that career-related programs in the universities or the employment service institutions systematically include the importance and methods of using human networks.

• Journal of Distribution Research
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• v.10 no.2
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• pp.73-97
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• 2005

The importance of emotional factors like as product aesthetics, branding strategies and service quality is increasing in today's marketplace. At the point of fashion product purchases, emotional factor is mainly related to personal selling. Rasearches related to job aptitudity of fashion salesperson are necessary as their role becoming more serious. This study was designed (1) to determine factors of job aptitudity of fashion salesperson; and (2) to examine relations between job aptitudity of fashion salesperson and other variables: demographics, job statistics, fashion involvement fashion innovativeness, ongoing information searching and job satisfaction. As a result, job aptitudty of fashion salesperson was determined into six dimensions by factor analysis: product knowledge, professionalism, involvement to the present profession, marketing cooperator, customer orientation and self management. Marketing cooperator and product knowledge was relatively !ow compared to other aptitudity factors. This finding suggests that the special education programs including textile/fashion product knowledge and value of field information for fashion salesperson is needed to enhance the integrated fashion marketing. The job aptitudity of salesperson was correlated with fashion involvement, fashion innovativeness, ongoing information searching, and job satisfaction. The job aptitudity-related scales which showed significant relation to job aptitudity in this study could be used as the index to examine the job aptitudity of potential employees of fashion retail company.