• Journal of Digital Convergence
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• v.18 no.9
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• pp.135-144
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• 2020

This study aimed to discover the effects of CSR activities on manufacturing employees' organizational trust and job satisfaction. A proposed model based on previous research was empirically tested via structural equation modeling by AMOS using 374 valid samples collected from current employees of D-Heavy Industries & Construction in Chang Won. The results of the empirical analysis are summarized as follows. CSR activities had a partially direct impact on job satisfaction and organizational trust. It has been confirmed that organizational trust has a partial mediation effect(full mediation effect) in the process of CSR activities and job satisfaction. These findings indicate that there exist interrelationships among entrepreneurship, internal and external CSR activities, organizational trust, and job satisfaction. In particular, the importance of CSR activities were identified in terms of effective organizational management by confirming their impact on organizational trust of employees. In addition, organizational trust was verified as an antecedent factor to improve job satisfaction.

• Journal of Digital Convergence
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• v.17 no.10
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• pp.149-158
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• 2019

Drawing on literatures from communication strategy and human resource management, this study examines how perceived communication satisfaction can affect turnover intention and also figure out mediating effect through affective commitment. We analyzed a data set from one of the largest government organizations in health and medical treatment including 267 employees's sample. Apart from previous studies, this study emphasizes perceived communication satisfaction is a critical factor rather than communication policies. Also, affective communication partially mediates the relationship between perceived communication satisfaction and turnover intention. Our theory and findings provide new insight into human resource management field in growing Korean organizations.

• Journal of Digital Convergence
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• v.19 no.3
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• pp.137-149
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• 2021

This study examined the effects of procedural justice on two facets of OCB (OCBI and OCBO) in local public enterprises and the mediating role of intrinsic motivation in these relationships. We verified the hypothesis established by a structural equation model based on PLS. The research data were collected through a survey of 269 employees working for local public enterprises. Research has shown that procedural fairness has a positive effect on intrinsic motivation, organizational citizenship behavior directed at individuals (OCBI), and organizational citizenship behavior directed at the organization (OCBO), while intrinsic motivation has a positive effect on OCBI and OCBO. In addition, intrinsic motivation has been found to have a partial mediating effect in the procedural justice-OCBI relationship and the procedural justice-OCBO relationship respectively. Finally, we present theoretical and practical implications that organizations need to activate intrinsic motivation so that members can induce voluntary organizational civic action through improved procedural fairness.

• Journal of Digital Convergence
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• v.19 no.1
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• pp.89-97
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• 2021

The purpose of this study is to verify the influence of the cognitive process related to the organizational citizenship behavior. The research method consisted of the cross-design of the prospect dimension and goal orientation dimension, and information security factors consisted of distributive justice, response efficacy, self efficacy, and organizational citizenship behavior. As a result of the study, the dimension of prospect had a significant effect on response efficacy and self efficacy, and it was found that the influence of the gain condition was greater than that of the loss condition. The goal orientation dimension had a significant effect on response efficacy and self efficacy, and it was found that the influence of the growth condition was greater than that of the validation condition. The research model that explained the relationship between information security factors appeared as a partial mediating model between distributive justice, response efficacy, and organizational citizenship behavior. The implications of this study suggest that it is necessary to establish an information security strategy in combination with individual decision-making factors and organizational culture factors.

• Journal of Digital Convergence
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• v.12 no.7
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• pp.113-121
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• 2014

The main purpose of the study is the impacts of applying two dimensions of Learning Organization on Job Satisfaction and the mediating effect of the Self efficacy. As a result, Structural Factor had not positive effect and Human Factor had positive effect on the Job Satisfaction. The mediating effect of Self efficacy had significant effect between Learning Organization and Job Satisfaction. The result of this study is not presented at the existing research. Therefore, tthe supervisor should make efforts to develop skills for the management of learning organization in order to fit the nature of the group members.

• Journal of Digital Convergence
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• v.20 no.2
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• pp.479-486
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• 2022

This study tried to identify hospital internal marketing, organizational communication, and the degree of organizational performance targeted at nurses working in university hospitals, and apprehend factors affecting organizational performance. A structured questionnaire, where 239 nurses answered, was used to figure out general features, hospital internal marketing, organizational communication, and organizational performance. Descriptive statistics, Indepented t-test, one-way ANOVA, correlation, and multiple regression analyses were used to analyze the data. The analyzing tool was IBM SPSS 21.0 program. The result of this study was as follows: hospital internal marketing 3.13±0.58 points, organizational communication 3.23±0.48 points, and organizational performance 3.34±0.51 points. Organizational performance showed a positive correlation with hospital internal marketing and organizational communication, and those two explained 61.0% of organizational performance. Therefore, hospital internal marketing strategy - encouraging nurses in individual aspect - and integrated strategy - establishing various communication channels in organizational aspect - are required to increase the organizational performance of nurses.

• Journal of Digital Convergence
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• v.14 no.3
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• pp.181-197
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• 2016

With regard to CSR, Proactive CSR has been less researched in small and medium enterprises(SMEs). This study examines empirically the association between SME's organizational capabilities, proactive CSR and performance as well as a moderating role of perceived uncertainty between capabilities and proactive CSR. Using quantitative data collected from sample of 485 SMEs in Korea, we find that all specified capabilities are positively associated with adoption of proactive CSR by SMEs and that proactive CSR is, in turn, associated with an improvement in firm performance. In addition, we also find a mediating role of proactive CSR on the association between capabilities and performance as well as a moderating role of perceived uncertainty between capabilities and performance. The study is likely to contribute to SME's CSR strategy.

• Journal of Digital Convergence
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• v.14 no.10
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• pp.225-240
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• 2016

The importance of person-environment fit has been highlighted for human resources management in convergence environment. This paper was validated through a structural relationships model, the impact of person-environment fit on innovative work behavior by focusing on mediating role of positive psychological capital. Person-environment fit showed a significant effect on positive psychological capital and turnover intentions. Innovative work behavior appeared to have a mediating effect on the relationship between person-environment fit and innovative work behavior. Especially the person-environment fit itself has no direct effect on innovative work behavior, and when the awareness of the positive psychological capital is firstly formed into a person, it can increase innovative work behavior.

• Journal of Digital Convergence
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• v.9 no.5
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• pp.123-140
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• 2011

The purposes of this study are to verify if social responsibility activities of domestic companies and organizations who are widening the area of corporate social responsibility activities make a significant effect on the Labor-Management Relations of the company statistically and suggest political and strategic tasks the company must assume if the corporate social responsibility activities are to make positive and negative effects on organizational trust and Labor-Management Relations by members of the company. The results of the study can be summarized as follows. First, companies make a positive effect partially on the standard of employees' confidence for the organization through the corporate social responsibility activities. Second, corporate social responsibility activities have an effect partially on the Labor-Management Relations which are one of the variables influencing an organization's results. Third, the improvement of employees' organizational trust had a significant effect on Labor-Management Relations. Therefore, the results of this study verified the direct and indirect effects between organizational trust and Labor-Management Relations which are important factors of companies' social responsibility and organizational results which were not treated in the precedent studies.

• Journal of Digital Convergence
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• v.15 no.5
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• pp.161-172
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• 2017

The purpose of this research is to take a look at what are research autonomy's factors of the government-supported research institutes with a new angle and how these factors influence on organizational effectiveness at the same time. ultimately, this research will suggest what government should guarantee and support researcher of the government-supported research institutes. In the groundwork, this research divides the level of research autonomy individual and organizational level, and divides the type of research autonomy intrinsic and extrinsic autonomy and also organizational commitment, and measure job satisfaction for organizational effectiveness. consequently, intrinsic autonomy which is associated with 'selection of research project', 'freely and lively traffic in ideas', 'choice of research methodology', 'utilization of research's result' is much more important than extrinsic autonomy for researchers to improve organizational effectiveness.