• 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.

• Journal of the Korea Convergence Society
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• v.11 no.8
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• pp.369-379
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• 2020

This convergent study aimed to verify the mediating effect of organizational silence and manager's inclination to reject negative feedback in the relationship between organizational justice and turnover intention of Clinical Nurses. Participants were 250 nurses working at general hospitals with 300 hospital beds or more. Examination of the mediating effect of organizational silence showed a mediating effect of acquiescent silence when procedural justice affected turnover intention. Additionally, when interactional justice affected turnover intention, prosocial and acquiescent silence mediated it. Examining the moderated mediating effect of manager's inclination to reject negative feedback showed moderated mediation effect when procedural justice mediated the acquiescent silence and affected the turnover intention. Interactional justice had a moderated mediating effect when the mediation between prosocial and acquiescent silence affected turnover intention. Therefore, it is necessary to efficiently regulate the manager's inclination to reject negative feedback when organizational justice affects organizational silence and turnover intention.

• Asia Marketing Journal
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• v.1 no.3
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• pp.109-119
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• 1999

서비스마케팅에 있어서 종업원의 행동통제와 결과통제에 대한 중요성이 증대하고 있다. 그 중에서 행동통제를 보다 효율적으로하기 위하여 많은 연구가 진행되고 있다. 본 연구는 마케팅조직 종업원의 행동통제 지각이 조직내 종업원이 행동에 어떠한 영향을 주는지를 조사하였다. 종업원이 느끼는 통제지각, 상사의 피드백, 비금전적 보상 그리고 종업원의 역기능 행동 간의 다섯가지 관계에 대하여 가설이 설정되었다. 병원간호사 120 명의 설문응답에 근거하여서 가설검증을 하였다. 다섯 개의 가설중 세 개는 지지되었고, 두 개의 가설은 현재의 자료로는 지지되지 않았다. 가설검증 결과에 근거하여서 시사점과 결론이 제시되었다.

• Journal of Digital Convergence
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• v.19 no.12
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• pp.291-302
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• 2021

This study is to suggest conditions for mitigating techno-stress due to the adoption of the knowledge management system(KMS). Specifically, the study suggests that techno overload and techno complexity are negative factors on the intention to use KMS, and suggests that authentic leadership and feedback mitigate techno-stress. We conducted an online survey in May 2021 of employees in organizations that applied KMS, and obtained 417 samples. We performed the structural equation modeling of AMOS 22.0 for hypothesis testing and analyzed the main effect and the moderating effect. The result is as follows. First, techno overload and techno complexity reduced the intention to use the KMS. Second, authentic leadership increased the intention to use the KMS and mitigated techno overload and techno complexity. Third, feedback moderated the negative relationship between techno-stress and intention to use the KMS. The study has implications from the perspective of suggesting the strategic direction (authentic leadership and feedback) at the organizational level for mitigating techno-stress, which may be a problem when introducing and applying a KMS from the perspective of organization employees.

• Journal of Korea Technology Innovation Society
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• v.22 no.1
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• pp.85-118
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• 2019

The purpose of this paper is to analyze the moderating effects of organizational justice, on the relationship between job characteristics and organizational performance of researchers in government-supported research institutes. For this purpose, a regression analysis was conducted based on a survey on 459 researchers in government-supported research institutes. As a result, first, autonomy, importance, identity, and feedback, excluding diversity, have positive effects on job satisfaction. Second, autonomy, identity, and feedback among job characteristics have positive effects on organizational commitment. Finally, as a result of verifying the moderating effects of organizational fairness on the relationship between job characteristics and organizational performance, it turned out that autonomy and diversity among job characteristics showed statistically significant effect on job satisfaction, and autonomy, importance, and feedback on organizational commitment.

• The Journal of the Korea Contents Association
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• v.20 no.10
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• pp.593-614
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• 2020

The purpose of this study is to find out how positive feedback affects job satisfaction and empirically validate, in the process, the mediation effect of intrinsic motivation and the moderating effect of LMX. For this study, data was gathered on 345 out of total 396 members of domestic organizations in various industries, on whom we conducted a survey, and we reviewed the validity of our survey by means of confirmatory factor analysis, performed based on SPSS 25.0 AMOS 25.0, and confirmed correlations, and mediating and moderating roles existing among variables using Process Macro 3.0. As a result, it was verified that organizational members' positive feedback positively affects their intrinsic motivation and job satisfaction. In this study, it is validated that organizational member's intrinsic motivation has a positive influence on job satisfaction and positive mediation effect exists between them. Also, LMX has a positive moderating role for positive feedback and intrinsic motivation, and organizational member's intrinsic motivation revealed that it has a LMX-moderated positive mediation effect on positive feedback and job satisfaction. The implications of these findings are first, positive feedback, an issue these days in corporate organizations, produces intrinsic motivation of organization members and raises their job satisfaction. Furthermore, organizational members' intrinsic motivation is triggered by their leader's positive feedback when they are more in a good relationship. Lastly, given that job satisfaction of organizational members matters for organizational performance and human resource development, we can get a practical implication that we should nurture the capabilities of a leader through various education methods as we must provide an adequate positive feedback as one of the multiple ways that help improving the job satisfaction of organizational members.

• The Journal of the Korea Contents Association
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• v.21 no.4
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• pp.153-165
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• 2021

The purpose of this study is to find precedent factors that positively and negatively affect the information security compliance intention. In detail, the study finds precedent factors to reduce anxiety that negatively affects compliance intentions, and confirms that feedback moderates the negative relationship between anxiety and compliance intention. The questionnaire was targeted at office workers working in organizations with information security policies, and research hypothesis verification was conducted through structural equation modeling to analyze main effects and moderation effects. As a result of the study, anxiety had a negative effect on the compliance intention, and the organizational culture that was raised through management support reduced anxiety of employees. In addition, feedback mitigated the negative impact relationship between anxiety and compliance intention. The implications of this study were to suggest a direction to mitigate the anxiety of the employees of the organization through the introduction and operation of information security technology.

• The Journal of the Korea institute of electronic communication sciences
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• v.17 no.5
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• pp.913-926
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• 2022

As information is recognized as a core competency of organizations, organizations are increasingly investing in policies and technologies for information security(IS). Recently, as information exposure accidents by people have occurred continuously, interest in IS behaviors of organization insiders is increasing. This study aims to confirm the effect of the IS environment and support structure established by the organization on the intention of individuals to comply with IS. We conducted a survey of employees in organizations with IS policies and tested the hypothesis using the structural equation of AMOS 22.0 and Process 3.1 using 421 samples. As a result of the analysis, authentic leadership and justice climate, which are factors that build an IS environment, and communication and feedback, which are factors supporting IS compliance, have a positive effect on employees' compliance intention. In addition, authentic leadership, punishment, communication, and feedback were found to reinforce the positive impact of IS justice climate. As the study suggested the overall structural design direction to be pursued to reinforce insider's IS behavior, and the results help to achieve the IS goal.

• The Journal of the Korea Contents Association
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• v.20 no.3
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• pp.542-559
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• 2020

This study was conducted to derive theoretical and practical implications in situations where innovation of the business is desperate in the face of the emergence of agile organizations and digital transformation. To do so, we tried to verify the correlation between negative feedback-seeking behavior and innovative behavior and whether the learning goal orientation of these two variables has a moderated mediating effect by coaching leadership. It analyzed the collected questionnaire from 381 members working in domestic companies; SPSS 25.0, AMOS 25.0, and Process Macro 3.0 were used. The analysis result showed that the negative feedback seeking behavior had a positive effect on the learning goal orientation, and the leader's coaching leadership found to have a moderating effect between the negative feedback seeking behavior and the learning goal orientation. Learning goal orientation has been found to have a moderated mediating effect between negative feedback seeking behavior and innovative behavior. This study is significant in the sense that it reveals the process of how members seeking negative feedback in the organization could be led to innovative behavior and shows the necessity of organizational support for coaching leadership for the vitalization of innovative behavior.

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