• Title/Summary/Keyword: 업무몰입

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The influence of a call center consultant seating arrangement on job satisfaction and immersion (콜센터의 상담사 자리배치가 업무만족과 몰입에 미치는 영향)

  • Lim, geun-hee;Hwang, eui-chul
    • Proceedings of the Korea Contents Association Conference
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    • 2009.05a
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    • pp.1229-1235
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    • 2009
  • A call center is a place that an enterprise contacts with clients through information and communication technologies. It is, therefore, the integrated situation room that a consultant gives expert advice to clients using tele-marketing functions and communication technologies. Recently, the tendency of the enterprise is toward newly designing and improving the office layout in consideration of the psychology and the aesthetic intention of the personnel for a performance of the enterprise. In this paper, we study on the influence of a consultant seating arrangement on job satisfaction and immersion in order to maximize the job efficiency of the call center. Human-oriented office layout lead the consultants to be immersed in their job, to reduce stress, and to increasing the job efficiency.

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The Impact of Mentoring Function and Job Satisfaction and Organizational Commitment in the Hotel Kitchen Employees (호텔 주방 종사자의 멘토링 기능이 업무만족과 조직몰입에 미치는 영향)

  • Park, Young-Su;Ko, Jae-Youn
    • Culinary science and hospitality research
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    • v.17 no.1
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    • pp.78-92
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    • 2011
  • This study attempts to investigated the impact of mentoring function and job satisfaction and organizational commitment in the hotel kitchen employees. It is hypothesized that the function of mentoring will influence on the job satisfaction and organizational commitment. Data was collected from 362 in the Seoul, Jejn, Busan and Kyungju hotels. The result showed that all of those 3 sub causes of the mentoring functions was positively relation with job satisfaction; but the organizational commitment, only the role model function had a positive relation. This is the mentoring function, which the role to accomplish the role model function is most important to hotel kitchen employees. Furthermore, the hypothesis for the relation of job satisfaction and organizational commitment was turned down. The result of this study will be hopeful for the hotel industries which gave needs to establish to human resources management.

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Impact of Internal Communication of Organizations on Collaborative Performance and Organizational Effectiveness: focusing on the Moderationg Effect of Online Communication Tools for Collaboration (조직 내부 커뮤니케이션이 협업성과와 조직효과성에 미치는 영향: 온라인 커뮤니케이션 협업도구의 조절효과를 중심으로)

  • Kim, Sungyoun;Lee, Myungjin
    • The Journal of the Korea Contents Association
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    • v.20 no.12
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    • pp.498-518
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    • 2020
  • This study aimed to examine the impact of internal communication(IC) on collaborative performance(CP) and organizational effectiveness(OE), and the moderating effect of online communication tools. First, IE and RS, ISI, RS, and COMN had a significant impact on ISI, Perf, respectively. The all factors of CP affected JS and OC. Second, IE, COMN, and RS influenced OC through CC and Perf. Third, online cooperative tools for collaboration have been moderated between RS and ISI, CoW and CC, IE and Perf, Perf and JS, repectively- IE(Infromation Exchange), CoW(Collaboration Work), Communication(COMN), Relationship(RS), Information Sharing Intention(ISI), CC(Collaboration Culture), Perf(Performance), JS(job satisfactino), and OC(Organization Commiment). These results could provide one implication for the establishment and utilization of online communication collaboration tools that take into account internal communication components within the organization.

Relationship between Job Characteristics and Turnover Intention·Organizational Commitment in EMT(Emergency Medical Technicians) within Medical Institution (의료기관 내 응급구조사의 직무특성과 이직의향 및 조직몰입과의 관련성)

  • Park, Sang-Sub;Park, Jae-Seong
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.14 no.2
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    • pp.768-777
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    • 2013
  • The purpose of this study is to be conducive to work improvement through analyzing turnover intention and organizational commitment of EMT within medical institution. The subjects of this study were randomly extracted 188 EMT. The survey period was conducted from May 3, 2011 to May 19 (May 3rd-4th in G Province, May 14th in B Metropolitan City, May 18th-19th in D Metropolitan City). An analytical method was made with SPSS WIN program(Version 12.0). As a result of research, the turnover intention was high in women(p<.001), in under 30 years old(about 4.9 times, p<.001), in the unmarried(about 4.3 times, p<.001), and in junior college graduate(about 4 times, p<.001). Also, the turnover intention was high in income with under 1,500,000 won(about 3.3 times, p<.001), in working career with under 5 years(about 3.2 times, p<.001), in feeling the legal work limit(about 1.8 times, p<.05), and in group with low job satisfaction(p<.001). In correlation between organizational commitment and job variable, the variables in age, marriage, academic background, turnover intention, income, career, and legal work limit except gender and job satisfaction showed positive correlation with organizational commitment(p<.01). As for the factors affected on the organizational commitment, the turnover intention(p<.01), the legal work limit(p<.01), and the job satisfaction(p<.001) had significant effect on organizational commitment.

A Study on the Impacts of Multitasking Behaviors on Smartphone Addiction (스마트폰 사용자의 멀티태스킹 행동이 스마트폰 중독에 미치는 영향에 관한 연구)

  • Byun, Hye Sun;Han, Dong Gyun;Lee, Sunro
    • Informatization Policy
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    • v.21 no.4
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    • pp.59-80
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    • 2014
  • As usage of smartphone increases, it causes various social issues including smartphone addiction. This study, therefore, examined the impact of smartphone users' multitasking behaviors, satisfaction and flows on the smartphone addiction. Also, this research investigated the impacts of users' characteristics such as their polychronicity, innovativeness, and self-efficacy on their multitasking behaviors. The results of this study can be summarized as follows: users' polychronicity showed positive impact on their multitasking behaviors while innovativeness and self-efficacy did not. In addition, users' multitasking behaviors had significantly positive effects on satisfaction, flow and addiction. Users' satisfaction, however, did not show the direct impact on addiction while the positive impact on the flow, which in turn had direct effects on addiction. In sum, users' polychronicity and their multitasking behavior can be considered one of the most important predictors directly and indirectly through flow explaining smartphone addiction.

Effect of Organizational Culture and Self-leadership on Organizational Effectiveness in Radio-technologist (방사선사의 조직문화와 셀프리더십 유형으로 본 조직유효성)

  • Lee, Hye-Nam;Lim, Cheong-Hwan
    • The Journal of the Korea Contents Association
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    • v.13 no.8
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    • pp.292-300
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    • 2013
  • This study was to investigate the level of oragnizational culture and self-leadership on organizational effectiveness and the significant factors influencing organizational effectiveness in radio-technologists. The dominant organizational culture was innovation oriented culture. The mean score of self-readership score was 3.35 out of a maximum 5 points. organizational commitment was statistically significant with age, place of work, relational culture, hierarchial culture, self-goal establishmental leader ships. job satisfaction was statistically significant with marital status, realational culture, self reward leaderships, self-goal establismental lederships. these results suggest that further development should be continued to develop the effective self-readership and organizational culture to improve the organizational effectiveness of radio technologists.

What Factors Affect on the Job Involvement of S/W Development Workers in the Small and Medium IT Enterprises (중소IT기업 S/W 개발인력의 직무몰입 영향요인에 관한 연구)

  • Kang, Juong-Hyun;Jeong, Dae-Yul
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.13 no.8
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    • pp.3460-3469
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    • 2012
  • The purpose of this paper is to find the factors that affect on the job involvement of S/W developer in the small and medium IT companies. We suggested structural model with two mediating variables, role conflicts and attitude of workers. The model considered job competency(job knowledge, technological competences, and communication skill) as independent variables which affect on the mediating variables directly and final dependent variable indirectly. The hypotheses tests showed that the job knowledge affected negatively on the role conflicts as the hypothesis assumed, but technological competences affected positively(reserve direction) on the role conflicts. This finding means that the more he/she has good job skill and technologies, the more does he required to do many things in the organization. The results of path analysis showed that attitude of workers mediated between the role conflicts and job involvement significantly. We concluded that although the workers are suffered from the role conflicts, it could be mitigated by their job knowledge and the favorite attitude toward their job, and finally they could more involve in their job.

Business Incubator Manager's Competency Characteristics Affect Organizational Commitment and Work Performance : Focused on the Manager's Self-Efficacy (창업보육센터 매니저의 역량 특성이 조직몰입과 업무성과에 미치는 영향 : 매니저의 자기효능감을 중심으로)

  • Park, Sang-Ho;Kang, Shin-Cheol
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.16 no.1
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    • pp.71-85
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    • 2021
  • Representative domestic start-up support organizations include the Business Incubator(BI), Korea Institute of Startup & Entrepreneurship Development(KISED), Techno Park(TP), and Center of Creative Economy Innovation(CCEI), and there are about 260 Business incubator nationwide. The Business incubator is operated by universities, research institutes, and private foundations or associations. The organization consists of the center director and the incubating professionals (hereinafter referred to as "manager"), etc., and performs tasks such as center operation management and incubation support services for tenant companies. Until now, research on the operation of Business Incubator has been mainly focused on the performance of tenant companies. Studies on whether the manager's competency characteristics directly or indirectly affect the performance of the tenant companies through psychological mediators such as self-efficacy and organizational commitment were very scarce. The purpose of this study is to explore various factors influencing organizational commitment and job performance by the competence characteristics of Business incubator managers, and to explain the causal relationship among those factors. In particular, the difference in perception was investigated by a manager's survey that influences organizational commitment and work performance at the Business incubator. Through this, we intend to present practical implications for the role of managers in the operation of Business incubators. This study is an exploratory study, and the subject of the study was a survey of about 600 managers working at Business incubator nationwide, of which 116 responses were analyzed. Data analysis included descriptive statistics, exploratory factor analysis, and reliability. Structural equation model analysis was performed for hypothesis tests. As a result of the analysis, it was found that the cognitive characteristics of the Business incubator manager, communication, and situational response as the behavioral characteristics had a positive effect on the manager's self-efficacy, and the behavioral characteristics had a greater effect on the self-efficacy. It was also found that the manager's cognitive and behavioral characteristics, and self-efficacy had a positive effect on organizational commitment and work performance. In particular, a manager's self-efficacy has a positive effect on organizational commitment and work performance. This result showed that the manager's competency characteristics increase the manager's self-efficacy as a mediating factor rather than directly affecting organizational commitment and work performance. This study explains that the manager's competency characteristics are transferred to organizational commitment and work performance. The results of the study are expected to reflect the job standard of the National Competency Standards (NCS) and basic vocational competency to the job competency of managers, and it also provides a guideline for the effective business incubator operation in terms of human resource management. In practice, it is expected that the results of the study can reflect the vocational basic skills of the Business Incubator manager's job competency in the National Competency Standards(NCS) section, and suggest directions for the operation of the Business Incubator and the manager's education and training.

The Effect of Start-up Accelerating Manager's Enabling Characteristics on Their Full Commitment & Performance to Start-up Support Groups: In The Center of Manager's Self-Efficacy (창업지원 매니저의 역량 특성이 창업지원단 몰입도와 업무성과에 미치는 영향: 매니저의 자기효능감을 중심으로)

  • Kang, Hye Jung;Yang, Young Seok;Kim, Myung Seuk
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.17 no.1
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    • pp.13-28
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    • 2022
  • Korean Government Budget Supports for startups have been spiked and resulted in increasing the number and scaling up Startup Accelerating managers. It have skyrocketed the strong demand for their qualified roles. However, unclear role description and gap between required role and their capability have discouraged startup manager's self-efficacy resulted in declining their full commitment and causing poor role performance. The focus of this research falls on empirical analysis to the effect of startup accelerating manager's capability characteristics on their full commitment and performance to start-up support groups. This research is expected to deliver diverse policy alternatives to build up manager's core competencies to accelerate their self-efficacy leading their full role commitments and finally pushing up policy performance. In addition, this research will found more strong literature review for the following researches in this emerging fields. This research is brought four highlighting results with respect to four research problems. First, it propose proper concept of startup accelerating manager based upon its legal entitlement. Second, it drive required core competencies of manager for successful their accountability. Third, it analyze the unique features of startup accelerating manger's capabilities against business incubation manger. Fourth, it empirically analyze in coming with government startup funding, the effect of self-efficacy including employment status, job environment, etc. on their organizational commitment and job performance. This research reveal the required unique core competencies of manger into founder sourcing ability, project managing ability, startup proving and pivoting ability, consulting ability for successful investment raising. As of this empirical research results, First, manager's ability have positively effect on their job performance, full commitment, and self-efficacy. Second, self-efficacy have a mediating effect on manager's ability, job performance, full commitment. This research derive key policy implication of requiring to build up more accelerating ability, of manager from the basics to advance level by customized and algorithm based traing program. This accelerating ability buildup program will not only surge self-efficacy of manger resulting in making full commitment and better job performance, but also devote to categorizing the unique new feature and position of manger as seed investment and supporter.

An Empirical Study on the Relationship Between Transformational Leadership and Employee Creativity: Mediating Role of Perception of Meaning in Work and Work Engagement (변혁적 리더십이 직장인 창의성에 미치는 영향: 일의 의미와 일 몰입의 매개효과를 중심으로)

  • Mu, Hong-Lei;Lee, Young-Chan;Duan, Changqing
    • Journal of Digital Convergence
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    • v.16 no.8
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    • pp.117-128
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    • 2018
  • China's rapid economic growth is continuous but the country still has a long way to become a center for creativity. Leaders have no idea how to encourage their employees to work more efficiently in Chinese companies. Meanwhile the majority of employees are not fully engaged in their work, sometimes they think their work is not meaningful. The purpose of this study is to explore the relationship between transformational leadership and employee creativity, through perceptions of meaning in work and work engagement among employees working in XunLei Networking Technology Corporation. 140 valid data were collected and were analysed using SPSS and AMOS. Results showed that transformational leadership has a positive and significant influence on meaning in work and work engagement. Meaning in work has a significant effect on work engagement, and work engagement has a significant influence on employee creativity. This study provides both academic and practical implications about transformational leadership and employee creativity through meaning in work and work engagement.