• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.19 no.12
• /
• pp.128-137
• /
• 2018

Drawing on costly signaling theory and self-enhancement motive, this study examines the relationships among proactive personality, knowledge sharing behavior, and organizational recognition. In addition to the individual characteristic, this study considers job characteristics as conditional factors, and especially proposes the moderated mediation model in which job complexity and variety moderate the relationships among proactive personality, knowledge sharing behavior, and organizational recognition. To prove these hypotheses, empirical analyses are conducted with 166 dyad samples collected from various industries. As predicted, individuals with high proactive personality are more likely to become involved in knowledge sharing behavior, and this behavior increases organizational recognition rated by their supervisors. Moreover, job complexity and variety moderate the positive relationship between proactive personality and organizational recognition is mediated by knowledge sharing behavior. These results reveal the motive in knowledge sharing and the boundary condition that is necessary to increase such behavior. The study findings will ultimately contribute theoretical and empirical implications to the knowledge management literature.

• The Journal of the Korea Contents Association
• /
• v.16 no.6
• /
• pp.761-773
• /
• 2016

The purpose of this study was to investigate the relationship between ethical leadership, organizational identification and job stress. Moreover, harmonious passion was considered as a mediating factor between ethical leadership and outcomes. This study tested the mediated model with data from 369 employees working in various organizations. Then, structural equation modeling was used to test proposed hypotheses. The result showed that ethical leadership was positively related to harmonious passion and organizational identification. However, ethical leadership was not related to job stress in this study. And through the mediating role of harmonious passion, ethical leadership had significant effects on organizational identification positively and job stress negatively. Especially, it was revealed that harmonious passion partially mediated the relationship between ethical leadership and organizational identification, and fully did the relationship between ethical leadership and job stress. Implications and limitations of the study were discussed.

• The Journal of the Korea Contents Association
• /
• v.22 no.6
• /
• pp.701-711
• /
• 2022

This study tried to examine the relationship between superior leadership and emotional support from co-workers on task performance through performance evaluation fairness and self-efficacy in order to find factors that affect the task performance of a company in an uncertain market environment. For this purpose, 500 copies of questionnaire data were collected from corporate employees, and the research hypothesis was verified using Smart PLS 3.0. As a result of the study, superior leadership and emotional support from co-workers showed a positive (+) effect individually on the fairness of employee performance evaluation, Performance evaluation fairness showed a positive (+) effect on self-efficacy. Through this study, it was found that the fairness and self-efficacy of the performance evaluation accepted by employees affects work performance, providing a theoretical foundation for subsequent researchers. Practical implications are suggested to inspire employees to take on a challenge by managing them properly. In future research, based on the results of this study, various studies are needed on the factors that an organization must have for task performance.

• Journal of Arbitration Studies
• /
• v.21 no.2
• /
• pp.3-25
• /
• 2011

국제상사중재를 다루는 중재판정부의 중재인은 당사자들 간의 유효한 합의를 통하여 구속력 있는 중재판정을 행사할 권한을 가진다. 중재계약에 다른 정함이 없는 한 중재인의 판정권에 대한 결정은 중재인 자신이 내린다. 중재인은 중재합의에 의하여 그 권한이 부여된 사건에 대해서만 권한을 갖게 되나, 명시적으로 그 권한에 따라야 하는 사건 외에 당해 사건을 해결하기 위하여 처리하지 않으면 안 될 모든 문제, 즉 당해 사건과 절단될 수 없는 형태로 연계되어 있는 문제 또는 그 부차적인 조건의 문제를 해결하여야 하는 책임을 지게 된다. 중재판정부는 그 자율적인 권한범위를 규율하는 권한을 가지며, 그 권한 속에는 중재합의의 존부 또는 효력에 관한 것도 포함된다. 중재인의 판정권에 이의가 있는 당사자는 법원에 중재계약의 부존재 무효 확인을 청구할 수 있고, 중재판정이 이미 내려진 경우에는 중재판정취소의 소를 제기하거나, 집행판결에서 이의를 제기할 수 있다. 우리 중재법의 입장에서 국제중재판정의 판정기준에 대해 는 중재판정부는 당사자들이 지정한 법에 따라 중재판정을 내려야 하며, 특정 국가의 법 또는 법체계가 지정된 경우에 달리 명시되지 아니하는 한 그 국가의 국제사법이 아닌 분쟁의 실체법을 지정한 것으로 보고 있다. 국제중재의 법적 안정성, 예측가능성의 관점에서 실정법을 그 판단의 규준으로 삼는다. 한국의 국제중재의 특성은 국제성 중립성, 보편성을 보장받는 점이다. 중재인 구성원은 세계 각국의 국적을 가진 전문 중재인들이 참가하고 있다. 중재절차에 있어서도 중재인은 실체법이나 절차법, 또는 법률의 상충에 관계없이 어느 특정법률을 적용하도록 강요받지 않고 각각의 경우에 가장 적합한 법률에 따르며 중재판정부의 진행절차는 국제중재규칙에 의해 규율된다.

• Korean Journal of Occupational Health Nursing
• /
• v.26 no.3
• /
• pp.172-183
• /
• 2017

Purpose: This study was conducted to investigate factors affecting the job embeddedness of workers in the manufacturing industry. Methods: The survey was conducted on 261 workers of the manufacturing industry in P city and Y city with the help of a structured self-report questionnaire, administered between June 10 and June 30, 2017. Data were analyzed using descriptive statistics, a t-test, ANOVA, a $Scheff{\acute{e}}s$ test, Pearson's correlation coefficients, and stepwise multiple regression. Results: There were significant differences in job embeddedness according to educational level, marital status, jobs and types of employment, satisfaction with salary, stress level, and the perceived health status of the subjects. There were significant positive correlations between role clarity of job demands (r=.45), leader member exchange (r=.48), recovery experience from job stress (r=.27), and job embeddedness. From the multiple regression analysis, the most significant factors affecting job embeddedness were found to be leader member exchange (${\beta}=.43$), recovery experience from job stress (${\beta}=.22$), and job demand (${\beta}=.15$). These variables explained 35.0% of the total variance in job embeddedness. Conclusion: In order to increase job embeddedness of workers in the manufacturing industry, it is necessary to prepare measures to increase job demand, leader member exchange, and recovery experience from job stress.

• The Journal of the Korea Contents Association
• /
• v.14 no.8
• /
• pp.442-452
• /
• 2014

The purpose of this study is to identify the effect of job satisfaction on turnover intention by employment type, suggest positive influence to the HRM. The questionnaire was distributed from February 3rd to 23rd, of the 300 distributed questionnaire 271 copies were used in the analysis by t-test and multiple regression method to give a response rate of 90.3%. The results of the study were as followed; Firstly, it was found that the factors of job satisfaction, work itself and superiors are significant differences by employment type. Secondly, it appeared that turnover intention influenced by job satisfaction was revealed to negative significant results by work itself, promotion and payment. Based on these findings, this paper suggests implications and limitation of the research as well as future directions for the study.

• Journal of Digital Convergence
• /
• v.13 no.4
• /
• pp.101-114
• /
• 2015

The purpose of this study is first to understand agent's turnover from both academic and perspectives. Then we suggest convergence of smart work paradigm and supervisor's support as the relieving factors of turnover, The research model of this study is based upon reviews of turnover literature, the smart work and supervisor's support as moderating variables from which research hypotheses were derived. The data came from the survey from financial sector agents such as banking, insurance, and others. The analyses has been done by SPSS 20.0, We used multiple regressions to test the effects of the tested variables on the dependent variable, job satisfaction. The results of this study find significant relations of smart work and supervisor's supports in relations to personal and job-related turnover. The implication is smart work and supervisor's supports play significant role in increasing job satisfactions. Major finding is too much supervisor's supports ignoring agent's situations may bring reverse effects on relieving turnover.

• Proceedings of the Korean Society of Computer Information Conference
• /
• 2020.01a
• /
• pp.91-93
• /
• 2020

본 연구는 항공 종사자를 대상으로 조직갈등에 대한 구성원의 이직의도를 파악하였다. 설문 대상은 아시아나항공, 대한항공, LCC로 부산 김해국내/국제공항과 서울 김포공항, 인천 국제공항 내에서 주로 예약발권, 탑승수속, 출도착, 카운터 등의 업무를 담당하는 지상직원이고, 2018년 8월20일~2016년 10월 16일 동안 400부의 설문이 진행되었고 그 중 회수되지 않거나 응답이 불성실한 설문지를 제외하고 총 227부를 최종분석에 이용하였다. 수집된 자료는 SPSS 22을 이용하여 신뢰도 분석과 상관관계를 이용하였고, AMOS 18을이용하여 확인적 요인분석, 측정모델 분석 및 제안모델 분석 등을 검정하였고, 추가로 대안모델 개발을 하였다. 분석을 위해 SPSS 18과 AMOS 18을 이용하였고, 신뢰도 분석을 위해Crombach's Alpha와 변수 간의 인과관계 파악을 위해 측정변수모델(SEM)을 이용하였으며, 추가분석으로 갈등(역할갈등, 상사부하간갈등)과 이직의도간의 관계에서 셀프리더십의매개효과를 검정하였다. 본 연구에서 설정된 가설은 총 4개로 연구결과를 기초로 결론과 시사점, 그리고 본 연구의 한계점과 향후 연구의 방향을 제시하고자한다.

• Proceedings of the Korea Water Resources Association Conference
• /
• 2007.05a
• /
• pp.1679-1683
• /
• 2007

최근 우리나라에서 하천 및 유역 환경의 급격한 변화로 인하여 하천 형태가 많이 변하고 있는 추세이다. 특히 사행하는 모래 하천에서 만곡부 사주의 형태 변화가 커지고 있다. 이 연구에서는 이와 같은 모래 하천의 만곡부에서 사주의 변화 특성을 평가하고 그 원인을 파악하기 위하여 이동상 수리모형 실험을 실시하였다. 실험에서 하천 및 유역의 여러 상황 변화를 감안하여 유량, 유사 공급량, 공급 시간, 하천 변형 등 다양한 조건을 상정하였다. 연구 대상하천은 낙동강 본류이며, 중점 수리모형 실험대상 구간은 우리나라의 전통민속마을인 안동 하회마을을 태극형으로 감싸면서 사행하는 만곡부이다. 이동상 실험규모는 수평축적 1/110, 수직축적 1/50로 왜곡도가 2.2로써 비교적 대규모이다. 모형 하상재료는 입경 0.29 mm의 석탄분(anthracite)을 채택하였으며, 현장에서 하상재료조사와 상사해석을 통해 결정하였다. 실험 결과, 유량과 유사 공급량 변화에 따른 사주 변화가 밀접한 관계가 있는 것으로 나타났다. 특히 유사 공급이 이루어지지 않을 때 국지적 퇴적양상을 보였다. 이는 사주 내 식생활착으로 이어지는 계기가 될 수 있음을 확인할 수 있었다. 그리고 설계홍수량 규모에서 구하도와 과거 사주가 재현되었는데, 이는 지역주민을 통해 입증되었다. 또한 천연기념물인 만송정 주변의 모래둔덕의 형성과정이 입증되었다.

• Korean Security Journal
• /
• no.34
• /
• pp.115-137
• /
• 2013

This study aims to confirm the effect of different types of interpersonal stress factors of private security officers that are prevalent in the course of carrying out their duties on job satisfaction and turnover intention. The authors have examined 175 of the 200 survey questionnaires distributed to the employees of private security firms located in Seoul and Gyeonggi Province in December 2012. The result of the analysis indicates that the primary source of stress in the private security officers is the interaction with customers, followed by the relationships with colleagues and superior officers. In addition, colleague-related stress is found to be the only interpersonal stress factor with a statistically significant negative effect on job satisfaction, while both the stress from the relationships with colleagues and superior officers are positively correlated with turnover intention. Furthermore, the colleague-related stress is revealed to mediate job satisfaction which has a statistically significant effect on turnover intention. The result from the study emphasizes the importance of managing the interpersonal stress in private security officers and confirms the necessity of effectively handling the stressful situations in the relationships with colleagues. Moreover, in order to raise job satisfaction levels and minimize turnover which is vital in accomplishing the goal of each organization, causal factors of the stress need to be recognized and handled appropriately. This will provide the future research with an insight into the effective interpersonal stress management and examining other factors of job satisfaction and turnover intention of private security officers.