• The Korean Journal of Applied Statistics
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• v.24 no.2
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• pp.411-424
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• 2011

The studies of congruence in organizational research have explored the concepts such as person-job fit person-organization fit, or person-environment fit. The relevant studies dealt with the fit level as an important influencing factor on the performance. In particular, researchers have agreed that employees can be motivated by the high level fit of person-organization. However, few research developing an alternative methodological approach has been done. For the purpose mentioned above the statistics like D, |D| or $D^2$ and the Q values such as Q(the correlation between two sets of interval measures) or $Q_r$(the correlation between two rankings) have been conventionally adopted in spite of numerous methodological problems. In general, these traditional indices such as difference scores, or Q values, are nondirectional and add an extra weight to differences of lager magnitude. Therefore, Edwards (1993) introduced the polynomial regression and the response surface analysis to overcome flaws with conventional approaches. However, the method-ological approaches did not reflect the profile characteristics of person-organizational value fit and wouldn't be a proper solution for the fit level of person-organization value maximizing performance. Hence, this paper investigates alternative methodological approaches, the multivariate polynomial regression and the multiple response surface analysis, to avoid the problems issued from conventional ways.

• Korean Security Journal
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• no.57
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• pp.205-230
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• 2018

The purpose of this study is to examine the structural model between servant - transformational leadership, organizational citizenship behavior and organizational performance of private security organizations. The security guards working in private security companies in Seoul and Gyeonggi - do were selected as population, random sampling method. The survey was conducted from September 1, 2016 to November 30. Accoridng to the purpose of the study, this study conducted factor analysis(EFA/CFA), reliability analysis, convergence and discriminant validity analysis, and covariance structure analysis using SPSSWIN 21.0 and AMOS 21.0. The conclusions of this study are as follows. First, servant leadership has a positive (+) effect (${\beta}=.406$) on organizational citizenship behavior statistically at .001 level. Second, transformational leadership has a positive (+) effect (${\beta}=.373$) on organizational citizenship behavior statistically at .001 level. Third, organizational citizenship behavior has a positive (+) effect (${\beta}=.615$) on organizational performance statistically at .01 level. Fourth, servant leadership does not affect the organizational performance statistically (${\beta}=.211$). Fifth, transformational leadership does not affect the organizational performance statistically (${\beta}=.058$). Sixth, organizational citizenship behavior has statistically positive (+) mediation effect (${\beta}=.249$) in the relationship between servant leadership and organizational performance. Seventh, organizational citizenship behavior has statistically positive (+) mediating effects (${\beta}=.230$) on the relationship between transformational leadership and organizational performance. Innovation and Improvement of National Emergency Management System in Korea.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2018.05a
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• pp.138-140
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• 2018

이 연구는 선원 개인이 지각하는 직업의식 수준이 자기 효능감과 조직몰입도 및 직무만족도에 미치는 영향과 선박 조직 단위로 승선하고 있는 선원의 직업의식 수준이 선박조직의 집단 응집성과 구성원의 조직몰입도와 직무만족도에 미치는 영향을 실증 연구하였다.

• Korean Journal of Social Welfare
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• v.66 no.4
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• pp.157-179
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• 2014

This study introduces the mediating role of social worker's emotional labor in the relationship between person-social welfare value fit and job-related psychological attitudes. This study characterizes emotional labor as surface acting and deep acting, and job-related psychological attitudes as job satisfaction and organizational commitment. This study hypothesizes that the social worker's person-social welfare value fit raises job satisfaction and organizational commitment, that social worker's surface acting negatively mediates the relationship between social welfare value fit and psychological attitudes, and that deep acting positively mediates the relationship. The results from this study are as follows. Firstly, social worker's person-social welfare value fit raises job satisfaction and organizational commitment. Secondly, social worker's surface acting fully mediates the relationship between social welfare value fit and organizational commitment. Thirdly, deep acting fully mediates the relationship between social welfare value fit and job satisfaction, and social welfare value fit and organizational commitment. Based on these results, detailed practical and theoretical implications are discussed.

• Proceedings of the Korea Association of Information Systems Conference
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• 2003.11a
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• pp.305-316
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• 2003

오늘날 e-비즈니스의 주요 동인이라 할 수 있는 인터넷은 우리의 일상생활뿐만 아니라 상거래의 형태도 변화시키고 있다. 특히 전자상거래는 시간적 공간적 제약을 극복하고 편리하게 거래를 할 수 있다는 이점으로 그 시장이 급격히 성장하고 있다. 이렇게 기업의 환경을 급변시키며 새로운 시장을 형성하고 있는 인터넷의 활용분야는 매우 다양하다. 특히 대기업과 비교하여 상대적으로 인력과 자본이 부족한 중소기업에서는 전자상거래를 판로개척, 판매, 광고, 기업 홍보, 고객에 대한 서비스 등 기업의 다양한 프로세스 도구로 활용할 수 있다. 중소기업에서 성공적인 전자상거래를 실현하기 위해서는 무엇보다도 전자상거래의 관문이라 할 수 있는 웹사이트의 개발에 크게 심혈을 기울여야 할 것이다. 이에 본 연구에서는 전자상거래의 관문이라 할 수 있는 중소기업의 웹사이트 개발에 영향을 미치는 조직의 내${\cdot}$외적 요인이 무엇인지를 밝혀내고, 조직의 웹사이트를 개발 수준에 따라 분류하여 현재 중소기업의 웹사이트 개발의 수준을 알아본다. 그리고 조직의 웹사이트 개랄 수준을 향상시키기 위해 고려해야 할 요인들이 무엇인지 살펴본다. 본 연구의 구성은 I장에서는 연구의 필요성을 제시하고, II장에서는 관련 논문들의 고찰을 통해 웹사이트 개발 수준에 영향을 미치는 요인들을 탐색해본다. III장에서는 연구모형과 가설을 제시하고, IV장에서는 이를 토대로 실증분석을 한다 마지막으로 V장에서 본 논문의 결론을 맺는다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.5
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• pp.165-173
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• 2015

This study investigated the effects employee's intrinsic motivation and organizational feedback on organizational commitment and the moderating role organizational feedback on the relationship between employee's intrinsic motivation and organizational commitment in the workplace. Data were collected from 287 employees in the manufacturing firms. Results indicated that employee's intrinsic motivation had a positive effect on organizational commitment. Results also indicated that organizational feedback moderated the relationship between employee's intrinsic motivation and organizational commitment. Especially, The positive (+) relationship between employee's intrinsic motivation and organizational commitment was strengthened when organizational feedback was high than it was low. Implications for practice and directions for future research are discussed.

• Korean Journal of Social Welfare Studies
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• v.41 no.2
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• pp.189-216
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• 2010

This study is to show the effect of single mothers' community participation on empowerment and the mediation effect of gender consciousness that mediate the causal relationship between this two variables defining the organization, which single mothers have been participated, as a community based on that there are common goals, emotional bond, and reciprocal action between the members. 439 single mothers, who have been participated in one of 14 organizations in Pusan and Gyeongnam, have been surveyed and the practice elements of emporwerment, gender consciousness, and empowerment have been analyzed from it. The results are first, There was significant differences at the practice elements of empowerment, gender consciousness, and empowerment according to the types of single mothers' community. Mostly it was high among job training type community and low among social welfare institution type community. Second, it has been shown that the determinant factors of empowerment are the degree of community participation and the practical elements of empowerment. Third, The changes in gender consciousness should be proceeded before that the practice of community empowerment, which the changes in gender consciousness represent the full mediation in the relationship between the practical elements and empowerment effect, leads the improvement of single mothers' empowerment.

• The Journal of the Convergence on Culture Technology
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• v.10 no.3
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• pp.259-265
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• 2024

This paper analyzed the relationship between human resource development intent, human resource development implementation, firm's competitiveness. In addition, the indirect effect of organizational commitment was also assumed. The data for the research were integrated at the company level(500 companies) and used the data of 9,516 employees collected in the 2nd survey of "the Human Capital Company Panel II" of the "Korea Research Institute for Vocational Education and Training". The structural equation modeling was useed to analyze the analysing model. According to the analysis results, HRD intent had a positively significant effect on firm's competitiveness. And HRD implementation had a positively significant effect on firm's competitiveness. From the indirect effect through bootstrapping analysis, the organizational commitment showed indirect effects from HRD intent and HRD complementation to firm's competitiveness.

• Convergence Security Journal
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• v.2 no.2
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• pp.123-135
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• 2002

As the development of information technology and thus the growth of security incidents, there has been increasing demand on developing methodologies and tools for measuring the information security level of organizations for the efficient security management. However, most works from foreign countries are not realistic in constructing the checklists, moreover their tools provide neither the ease of use nor the inexpensiveness, and most domestic works are not properly considering the characteristics of the organizations when measuring the information security level. In this study, an efficient information security levelling tool is suggested, which applies the multiple variable weights for security levelling according to the characteristics of organizations and the fuzzy technique to reduce the user's subjectivity.

• Journal of Navigation and Port Research
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• v.34 no.1
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• pp.83-89
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• 2010

By analyzing the data collected through surveys conducted on coast guard officers, this paper measures the level of organizational health and explores indicators of organizational health that influence organizational effectiveness. The findings of the analysis can be summarized as follows: First, the scores of all the organizational health indicators except job stress exceed average, which leads a conclusion that coast guard organizations' organizational health is in considerably good condition. Second, the indicators of organizational health included in the analyses are found to have both positive and negative effects on organizational effectiveness. While such variables as pay, co-worker relationship, job autonomy, job itself, organizational trust, job orientation influence positively, other variables including development-oriented culture, promotion system and supervision influence negatively on organizational effectiveness.