• Information Systems Review
• /
• v.22 no.3
• /
• pp.31-58
• /
• 2020

Based on the social control theory, this study intends to find out the influential factors of organizational members' information security policy compliance (ISPC). Survey data from 195 military officers were analyzed to examine the effect of ethical disposition (morality, responsibility, the perceived value of ethical education) and perceived work environment (relationships with supervisors, overwork, and pay satisfaction) on ISPC attitude, ISPC intention, and turnover intention. The results of partial least squares structural equation modeling (PLS-SEM) show that ethical dispositions affect ISPC attitude and that work environments (except for pay satisfaction) affect turnover intention. In addition, ISPC attitude significantly mediates relations between ethical disposition and ISPC intention, between relationships with supervisors and ISPC intention, and between turnover intention and ISPC intention. These findings suggest that ethical disposition factors can predict an individual's security awareness level, and the ISPC attitude is a significant variable in the organizational security context.

• The Journal of the Institute of Internet, Broadcasting and Communication
• /
• v.17 no.1
• /
• pp.269-279
• /
• 2017

Today, labor unions have become more serious and have more critical roles in the IT industry. Labor union should enhance the quality of working life in an organization. It is the most important role of the union to satisfy employees. When a labor union enriches its roles, members have a positive attitude to the union. Hence, workers will be more satisfied and make more positive results. Moreover, although members have positive attitudes to the union, when labor and capital have a negative relationship, workers do not make the best performance. Furthermore, although unions and the companies work in close cooperation, when members have a negative attitude to the labor union, workers' performance will also decline. Hence, a positive attitude to labor unions and union-management relations has a mutual benefit for performance. This study explains these relationships with the effect of attitudes to labor unions (satisfaction, trust, and commitment) on organizational commitment and organizational citizenship behavior, and the moderate effect of union- management cooperation. The purpose of this study is to suggest that labor unions should have a positive relationship with management and win members' recognition in the IT field.

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

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.14 no.6
• /
• pp.143-153
• /
• 2019

This study This study analyzed the effectiveness of Corporate Entrepreneurship, using Human Capital Corporate Panel (HCCP) data from 2017. The attitude of workers, which is main link in the process of corporate entrepreneurship, has been studied at a singular level at individual and organizational levels due to the lack of data and analysis methods. Multi-level analysis using hierarchical and linear modeling was performed to improve the accuracy of the relationship estimation between variables. In addition, this study examined the moderating effect of the organizational level in the process of entrepreneurship. As a result, corporate entrepreneurship has had a positive effect on job satisfaction and turnover, which is due to the employees attitude and organization. Organizational trust in the process has been shown to perform an important role in the relationship between the corporate entrepreneurship and job satisfaction, and that the relationship between the corporate entrepreneurship and turnover has not been controlled. Based on these results, the implications, limitations, and future research tasks of the study are discussed.

• Management & Information Systems Review
• /
• v.30 no.4
• /
• pp.93-115
• /
• 2011

To date, the majority of research on empowerment has focussed on the individual job incumbent's psychological experience of empowerment and linking this with various work-related outcomes. However, a model that focuses on individual subjective reactions is at best incomplete if it does not include an examination of the contextual factors that shape those perceptions. Therefore, the purpose of this study is to examine the relationships among situational factors, psychological empowerment and employee's attitudes. The data were collected by questionnaire from a sample of 525 employees who were working at business organizations in Kangwon area. Results indicated that organizational characteristics such as access to information, LMX, and participative climate were positively related to an employee's psychological empowerment. Psychological empowerment was positively related to an employee's job attitudes such as organizational commitment and innovative behavior. Finally, theoretical and practical implications from the results were discussed.

• Journal of the Korea Convergence Society
• /
• v.9 no.10
• /
• pp.589-597
• /
• 2018

The purpose of this study was to investigate the relationship between nursing organization culture, workplace bullying, hospital violence attitude, and psychological wellbeing. Data were collected from April 12, 2018 to April 23, 2018 for 107 nurses working at university hospital. The relationship between nursing organizational culture, workplace bullying, hospital violence attitude, and psychological wellbeing was analyzed by Pearson's correlation coefficient. The linear regression was used to identify the factors that affect the psychological wellbeing of the variables. Psychological wellbeing and workplace bullying showed a negative correlation, whereas psychological wellbeing, awareness of hospital violence attitude, innovation-oriented culture and relationship-oriented culture showed positive correlations. Relationship-oriented culture and awareness of hospital violence attitude showed 17.3% explanatory power on psychological wellbeing. Based on the results of this study, it is necessary to develop a nursing organizational culture improvement program that can enhance the psychological wellbeing of nurses.

• Korean Security Journal
• /
• no.16
• /
• pp.189-208
• /
• 2008

The purpose of this study is to examine the relation between job-related attitudes and intention to leave. To achieve this purpose of study, it set a frame of analysis based on theoretical background about intention to leave, and examined empirically about rank and file police officers. By setting job-related attitudes(organizational commitment, job satisfaction) regarded as the antecedents of the intention to leave, this study examines the relation with intention to leave. The major results of this study are as follows: First, in the relation between job satisfaction and organizational commitment, job satisfaction(+) significantly influence on affective commitment, continuance commitment and normative commitment. Second, in the relation between job satisfaction and intention to leave, job satisfaction(-) significantly influence on intention to leave. Third, in the relation between organizational commitment and intention to leave, affective commitment(-) and continuance commitment(-) significantly influence on intention to leave. but normative commitment did not. Forth, as the result of research about if organizational commitment works as a mediating effect between job satisfaction and intention to leave or not, it works as a mediating effect between job satisfaction and intention to leave in case of affective commitment, continuance commitment and normative commitment. Based on these results, to raise the level of job-related attitudes that influences on intention to leave, and to form the positive job-related attitudes are demanded to prevent and reduce intention to leave.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.11 no.3
• /
• pp.177-187
• /
• 2016

The purpose of this study is to look into the influence of salesperson's human networking and knowledge on its job in an insurance company in its performances and to suggest how to effectively manage and develop salespersons. For this study, 305 salespersons participated in a questionnaire survey and we used T-TEST to analyze the data. The results are as follows. Its performance is positively influenced by salesperson's networking and knowledge on its job. In term of moderating effect on the attitude for its job, making efforts to organize networking was rejected, however the attitude for retaining their networking positively affected to the performance. As a result, the higher the level of salesperson's knowledge and networking is the higher its performance. To increase competitiveness, an insurance company has a strategy for the support to organize networking and the training of salespersons to become high performers.

• The Journal of the Korea Contents Association
• /
• v.15 no.4
• /
• pp.443-453
• /
• 2015

The purpose of this research is to investigate the influence of institution trust on customer-orientation of hotel practician. Comparison between two types of governance structure demonstrated that the relationship between institution trust and customer-orientation were significantly different each other. As hypothesized, influence of organization trust on customer-orientation was much stronger in privately owned organizations than that of public ownership organizations. In the test of mediating effect of job engagement between two variables were statistically significant Based on the results from SEM model, we can suggest that improvement of institution trust need to be emphasized through the rational introduction of customer-oriented system, establishing priority task system according to individual business criticality, admission and enhance of fault. Empirical evidences from structural equation model support the governance type positively influence the job attitude in service organizations.

• The Journal of the Korea Contents Association
• /
• v.10 no.12
• /
• pp.387-396
• /
• 2010

The purpose of this study was to research the relationships among work-family culture, job satisfaction, organizational commitment and turnover intention of employees in banking industry. In response to employees' need for work-family balance, employers have instituted a number of programs, such as assistant with child care and elder care, flex time, job sharing, shorter work weeks, and telecommuting were adopted. These areas of study are so important in modern organizations because of their influence on organizational success and on the personal lives of employees. To accomplish this study, it was determined that the analysis derived from a hypothesis and literature reviews and data collected from 254 employees in bank industry. The results of empirical analysis showed as follows. First, Perceived work-family culture has a significant effect on job satisfaction, organizational commitment and turnover intention. Second, Job satisfaction and organizational commitment have a significant effect on turnover intention. Based on these findings, the implications and limitations of the study were presented including some directions for future studies.