• Journal of Digital Convergence
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• v.18 no.3
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• pp.123-131
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• 2020

The purpose of this study was to investigate the effect of task conflict on relationship conflict and the effect of relationship conflict on team satisfaction and to examine the moderating role of trust in peers in the relationship between task conflict and relationship conflict and the moderating role of team orientation in the relationship between relationship conflict and team satisfaction. The major findings were as follows: First, it was found that task conflict had a positive effect on relationship conflict and relationship conflict had a negative effect on team satisfaction. Second, it was found that trust in peers moderated the relationship between task conflict and relationship conflict. Third, it was also found that team orientation moderated the relationship between relationship conflict and team satisfaction. Based on the findings, practical implications and suggestions for future studies were provided.

• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.328-337
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• 2011

For certify job characteristic affecting attitude of employee, this study is to examine the relationship between core job characteristics(skill variety, task identity, task significance, autonomy, feedback) and attitude(job satisfaction, organizational commitment, turnover intention) of small business from a 'human resource management' point of view. Concretely, it is confirmed whether how influence of ore job characteristics on attitude and whether there is a moderating effect of growth needs of strength between core job characteristics and attitude of small business. The results of regression analysis using 315 domestic employees are as followings. First, it is confirmed that the skill variety and task significance has influence on job satisfaction positively, skill variety and feedback has influence on organizational commitment positively, and skill variety and feedback has influence on turnover intention negatively. Second, there is moderating effect only the relationship between task significance and turnover intention. On the basis of these study results, it suggested strategic implications to job design and business strategy for heightening attitude of small business employees.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.192-203
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• 2016

The purpose of this study is to investigate the effects of task conflict on job attitudes (organizational commitment & job satisfaction), focusing on the mediating effects of supervisory communication & co-worker communication. Recently, the importance of communication as a research topic has been increasing. According to prior research, communication satisfaction has a positive effect on job performance. However, studies which take into account the different types of communication are lacking. Therefore, this study considered two types of communication (supervisory communication and coworker communication). A research model and hypotheses were developed in order to examine the theoretical research issues and questions. The sample consisted of 280 survey data drawn from employees in firms located in Korea. The data was analyzed by the statistical packages, SPSS 21.0 & AMOS 21.0 for Windows. The findings of the analysis are as follows. Firstly, it was found that task conflict had a negative (-) effect on organizational commitment & job satisfaction. Therefore, H1a & H1b are supported. Secondly, it was found that task conflict had a negative (-) effect on supervisory communication. Therefore, H2a is supported. However, it did not have a significant effect on co-worker communication. Hence, H2b is not supported. Thirdly, as regards the mediating effect of supervisory communication, it was found that supervisory communication mediated the effect of task conflict on job attitudes (organizational commitment & job satisfaction). Therefore, H3a & H3b are supported. Finally, the mediating effect of co-worker communication was not significant. Therefore, none of the sub-hypotheses of H4 are supported. Based on these findings, this study suggested directions for future research.

• Journal of the Korean Society for Library and Information Science
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• v.48 no.2
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• pp.5-23
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• 2014

The purpose of this study is to identify the core tasks, degree of professionalism on tasks, and job importance recognized by the library staff through job analysis. The results of this study will be able to take advantage of political materials about the staffing and organizational structure of public libraries in South Korea. Survey to target 49 librarians of public libraries in Gyeonggi Province was performed to job analysis. The 21.1% of library tasks was confirmed to be a high job importance, and the 69.6% of entire tasks had the high professionalism. And library staff members recognized that 73.1% of library tasks should be performed by librarians.

• Korean Business Review
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• v.19 no.2
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• pp.23-46
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• 2006

In modern economic societies, individuals are governed by organizations and they managed their daily lives in one way or another. through such organizations. All activities of the organizations are carried out by the job performance of individuals. Job is a very important factor for both individuals and organizations. The study is the explore. the effect of job characteristics and organizational characteristics on the job satisfaction in the small- and medium- sized firms in Namdong und Banwool Area. Job characteristics and organizational justice were hypothesized to be positively related to job satisfaction. To examine the influence of job characteristics and organizational justice on job satisfactions, data were collected from 320 employees of the small- and medium- sized manufacturing companies in Namdong und Banwool Area. This research took independent variables as the core job characteristics of the job characteristic theory such as skill variety, job stagnation, job importance, autonomy, feed back, and organizational justice as distributive and procedural justice. As a result, I can make the following suggestions. First, The Results show that job characteristics and organizational justice were significant and important predictors of job satisfaction. Secondarily, to raise the job desire of organizational members, job must be designed in such a way that the members can highly recognize their job characteristics.

• Proceedings of the Korea Association of Information Systems Conference
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• 2002.11a
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• pp.348-364
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• 2002

본 연구는 기술개발상의 위험을 진단하면서, 상업화의 위험을 시장분석을 통하여 관찰하고 가격변동으로 인한 민감도를 고려하면서, 신기술 적용상의 장기적인 이익 및 수익의 예측정확도를 극대화하고 시장점유율을 예측할 수 있는 새로운 기법으로서 사례기반추론을 통한 신기술 사업성 평가시스템을 제시하고자 한다. 또한 본 연구가 새롭게 제시하는 기법과 새롭게 재무분석 분야에서 연구되고 있는 성장옵션 모형을 활용한 신기술 가격결정 시스템을 개발하고자 한다. 이 두 가지 시스템을 통하여 신기술의 마케팅적 관점, 재무걱 관점, 시스템적 관점을 모두 파악할 수 있으며 보다 객관적이고 과학적이며 예측 정확도가 높은 신기술의 화폐적 가치를 산출할 수 있게 될 것이다. 신기술의 사업성 평가에 관한 연구는 향후 한국기업의 국가경쟁력을 위해서 꼭 필요한 과업이며 신기술 기반의 중소기업을 효율적으로 지원하기 위해서도 꼭 이루어져야만 하는 중요 과업이 아닐 수 없다. 그러나 이러한 과업의 중요성에 비해서 그 동안 관련 연구는 거의 이루어지지 않았고(황규성, 2001) 다만 은행 등 금융권의 실무자들이 쉽게 적용할 수 있는 단순한 방법들이 제시되는 정도에 불과하였다. 이렇듯 관련 연구가 부족한 이유는 관련 분야가 재무관리, 회계학, 마케팅, 관련 기술분야 등 광범위하게 걸쳐져 있고 실무적인 성격이 강하여 학문적으로 일반화하기가 쉽지 않기 때문이다.

• Korean Journal of Construction Engineering and Management
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• v.22 no.3
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• pp.3-11
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• 2021

The construction project manager must clearly carry out the activities of each construction stage specified in the 'Task Description'. In this study, 'design change' and 'completion process' were classified as core tasks in consideration of the frequency and importance of tasks. And, by analyzing the actual construction project, the task contents for the core work were standardized. This laid the foundation for the ordering office, construction project management technicians, and builders to clearly understand the business areas of construction project management and fulfill their responsibilities for their respective tasks.

• Journal of Digital Convergence
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• v.19 no.6
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• pp.47-52
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• 2021

This research emphasized that the importance of key elements of job characteristics such as technical diversity, task identity, task importance, autonomy, and feedback. Moreover, it focused on verifying the effects of these five elements on turnover intention through Self-Efficacy. To verify this, an empirical analysis was conducted on employees of the service industry in China. Through empirical analysis, it was found that all five elements of job characteristics improve Self-Efficacy. Furthermore, Self-Efficacy was found to degrade the level of turnover intention. Furthermore, it has been verified that self-efficacy has a fully mediated effect in the relationship between the two elements(technical diversity, autonomy) of job characteristics and turnover intention. Through this research, it was revealed which elements of job characteristics had the greatest influence on self-efficacy. Finally, based on this research, we presented useful implications in human resource management to practitioners of Chinese service companies and Korean service companies seeking to enter China and future research directions were discussed.

• The Journal of the Korea Contents Association
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• v.12 no.2
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• pp.322-330
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• 2012

The purpose of this study is to examine the effect of the volunteer's job characteristics in university student on their volunteering satisfaction and continuance will. Based on Hackman and Oldham's theory of core job characteristics, this study analyzed 261 university students in Gangwon-do by survey. The results of this study are summarized as follows: The volunteering participation ratio of university student is 71.6%. volunteer's job characteristics, volunteering satisfaction and continuance will is showed lower level. And skill variety, task identity and feedback among Hackman and Oldham's 5 core job characteristics show positive influence on volunteering satisfaction, and skill variety, task indentity, task significance and feedback show positive influence on continuance will. As a result, volunteer's satisfaction and continuance will depended on the job characteristics. Therefore, to assure volunteer's satisfaction and continuance will, redesign for volunteer's job characteristics.

• Journal of Korea Society of Industrial Information Systems
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• v.22 no.4
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• pp.131-147
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• 2017

This Study is to Comprehensively Analyze the Influence of Authentic Leadership on Turnover Intention, and Counterproductive work Behaviors through the Mediate of trust in Superiors, Organizational Silence, Placing Emphasis on the Importance and Necessity of Authentic Leadership. An Empirical Analysis has been Conducted Targeting the Employees of Medium-sized Manufacturers in Busan. According to the Results of this Empirical Analysis, the Components of Authentic Leadership is Classified into the Transparency, Morality, Balanced Way of doing things, and Self-Recognition of Superiors and all of the Above-mentioned ones are found to have a Positive(+) Significant Effect on Trust in Superiors. Secondly, Trust in the Superiors is Found to have a Negative(-) Significant Effect on the Organizational Silence(Acquiescent, Defensive) of Employees. Thirdly, Organizational Silence is to have a Positive(+) Significant Effect on the Turnover Intention and Counterproductive work Behaviors.