• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.730-744
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• 2016

This study attempt to test not only the impact of leadership(second-level supervisor's ethical leadership, immediate supervisor's transformational leadership) on followers' proactive behavior, but also the effect second-level supervisor's ethical leadership on leader's transformational leadership(i.e. TL). In particular, immediate supervisor's TL is explored as a mediating variable in the relationship between second-level supervisor's ethical leadership and followers' proactive behavior. The summary of the hierarchical regression analyses results was as follows: First, the paper showed that second-level supervisor's moral behavior was positively related to immediate supervisor's TL. But behavioral integrity and consistency across contexts was not found to play a unique role in predicting immediate supervisor's TL. Second, second-level supervisor's moral behavior was a positive impact on employee' taking charge behavior and helping behavior. and behavioral integrity was a positive impact on employee' taking charge behavior. But consistency across contexts was not found to play a unique role in predicting proactive behavior. Third, immediate supervisor's TL was a positive impact on employee' taking charge behavior and helping behavior. Finally, the effects of second-level supervisor's moral behavior on employee' proactive behavior were mediated by immediate supervisor's TL. Theoretical and practical implications of our findings as well as directions for future research are provided.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.6
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• pp.127-140
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• 2022

The present study assumes that active and voluntary actions of organizational members in domestic enterprises can improve organizational performance as they have to seek differentiated strategies and changes in the midst of infinite competition. Considering the nature of psychological empowerment and proactive behavior, the study conducted a survey on members of companies with 100 or more workers of a certain size and used 300 samples for the study. Accordingly, this study attempted to investigate the relationship between personal factors influencing overall organizational competitiveness, i. e. job engagement, proactive behavior and psychological empowerment. Also, the mediating effects of job engagement on the relationship between psychological empowerment and proactive behavior were also examined here. The analysis established the relationship between psychological empowerment, job engagement and proactive behavior. Also, psychological empowerment was found to exert positive influence on job engagement and proactive behavior to a significant extent. Likewise, job engagement proved to have positive influence on proactive behavior to a significant degree. In addition, the mediating effects of job engagement on the relationship between psychological empowerment and proactive behavior were confirmed. Based on these findings, this study suggested relevant theoretical rationales and practical implications.

• Management & Information Systems Review
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• v.38 no.2
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• pp.47-66
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• 2019

The purpose of this study is to investigate the mediating role of proactive behaviors in the mechanism which job crafting affects organizational effectiveness. Through this study, we tried to contribute to the following theoretical and practical aspects. First, we tried to extend the theoretical discussion by identifying the relationship between job crafting, proactive behavior, and organizational effectiveness. Second, we provide practical implications for Korean organizational members based on proven job crafting, proactive behavior, and organizational effectiveness, and contribute to creating a work environment that enhances job satisfaction and reduces turnover intention. The results of this study are as follows. First, increasing structural job resource, increasing social job resource and increasing challenging job demand, which are sub-factors of job crafting, had a positive effect on job satisfaction. Second, increasing structural job resource, increasing social job resource and increasing challenging job demand, which are sub-factors of job crafting, had a negative effect on turnover intention. Third, job crafting had a positive effect on proactive behavior. Fourth, proactive behavior mediated the relationship of increasing structural job resource, increasing social job resource, increasing challenging job demand, and job satisfaction. Fifth, proactive behavior mediated the relationship of increasing structural job resource, increasing social job resource and turnover intention. This study provides an understanding of the impact of job crafting on organizational effectiveness and is expected to contribute to future research on job crafting.

• Journal of Digital Convergence
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• v.18 no.9
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• pp.113-124
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• 2020

The aim of this study is to examine the effect of the work-family conflict on the organizational citizenship behavior, to examine the mediating effect of burnout in that relation and to verify the moderating effect of proactive personality between burnout by work-family conflict and organizational citizenship behavior. For study samples, total 331 copies were collected from the members of hospitals and call centers in Daejeon, Sejong and Chungcheongnam-do and Chungcheongbuk-do. The results are as follows: firstly, it was found that, Work Interference with Family(WIF) had negative (-) effect on the organizational citizenship behavior. And, Family Interference with Work(FIW) had negative (-) effect on the organizational citizenship behavior. Secondly, there was a mediating effect of burnout between Work Interference with Family(WIF) and organizational citizenship behavior. And, there was no mediating effect of burnout between Family Interference with Work(FIW) and organizational citizenship behavior. Thirdly, proactive personality had a moderating effect between burnout due to work-family conflict and the organizational citizenship behavior. It proved that the relation between burnout due to work-family conflict and the organizational citizenship behavior through proactive personality of members concerning the negative effect of burnout caused by the work-family conflict at the workplace can be reduced by the proactive personality. It is significant in that this study proved the necessity of proactive personality of members in the work-family conflict. Therefore, more diverse personal characteristics should be considered as control variables in the future.

• Korean Journal of Culture and Social Issue
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• v.20 no.4
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• pp.443-467
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• 2014

The purpose of this study was to analysis the causal model between self-directedness, learning flow, career decision and self-efficacy, and career exploration behavior of undergraduate students. A survey was conducted on 604 undergraduate students, and Structural Equation Modeling was used to analyze. The major findings were as follows: First, learning flow and career decision self-efficacy were found to have positive impacts on career exploration behavior. However, self-directedness was found to have no significant direct impacts on career exploration behavior. Second, self-directedness was found to have positive impacts on learning flow and career decision self-efficacy. Finally, learning flow and career decision self-efficacy were found to have perfect mediating effects on the relationships between self-directedness and career exploration behavior. Considering the size of the specific indirect effect, the mediating effects of learning flow was relatively larger than those of career decision self-efficacy. Based on the results, discussions to increase career exploration behavior were made as well as suggestions for future research.

• Proceedings of the KAIS Fall Conference
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• 2009.05a
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• pp.401-404
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• 2009

국내 보험사 FC의 사업 영속성은 1년 이내로 짧기에 창업이전에 FC에 대한 정확한 분석을 통해 창업 성공률을 높여야 할 필요가 있다, 이는 FC 본인뿐만 아니라 해당 기업의 성과에도 영향을 미치는 핵심적인 문제이자 관심사이다. 이에 본 연구에서는 인간행동 유형에 대한 문헌고찰을 통해 William M. Marston의 DiSC 행동모델을 사용하여 FC의 행동유형과 영업성과간의 상관관계를 분석하였다. 분석 결과 첫째, 주도형(D형), 신중형(C형)행동경향의 경우 영업성과 변인별로 유의미한 관계를 보였다. 주도형 행동경향의 경우 총수수료와 보유 고객면에서 높은 성과를 나타냈으며, 신중형(C형)행동경향의 FC는 행동경향이 높을수록 영업성과면에서는 평균에 못미치는 낮은 결과를 나타냈다. 본 연구가 시사하는 바는 계속적으로 증가하고 있는 국내FC의 창업성공률을 높이기 위해서는 사전에 FC의 주요 행동유형을 분석할 필요가 있으며, 이를 통해 영업성과를 극대화 시킬 수 있는 주도형 행동경향의 FC육성을 위한 창업교육이 사전에 반드시 필요하다는 점이다.

• The Journal of Korean Association of Computer Education
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• v.16 no.5
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• pp.31-37
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• 2013

This study was conducted to compare and examine the knowledge, affectivity and behavior of students between before and after Internet ethics education depending on education method. The class for A group was being taught by tutor-oriented teaching method based on explaining and the class for B group was characterized by student-oriented studying based on participation of students. Upon comparing the changes of the knowledge, affectivity and behavior after Internet ethics education, the tutor-oriented teaching method was more effective for knowledge in Internet ethics education and the student-oriented studying based on participation of students was more effective to change the student's affectivity. In the behavior, both A group and B group had a tendency to be changed positively after education, but there was no statistically significant difference. In order to produce actual results on Internet ethics education as integrated morality education, it is important for students to join and take a leading role in the class and for tutor to teach students supplementarily what they need to know essentially.

• The Korean Journal of Coaching Psychology
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• v.6 no.1
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• pp.33-55
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• 2022

This study examined the effects of 1:1 online coaching for college students on self-directed learning, learning motivation and time management. The coaching program consisted of motivation, behavior and cognitive control, which are sub-factors of self-directed learning. Total of 7 sessions(80 minutes per session) were progressed. Seven participants who wanted coaching, out of the total 16 participants, were assigned to the experimental group. A non-equal control group experimental design was applied. Dependent variables were measured by questionnaire before and after the coaching, and satisfaction survey and post-interview were also conducted after the coaching. ANCOVA was adopted to test the effectiveness of the program. The statistical results indicated that the learning coaching of this study has positive effect on self-directed learning and learning motivation of university students, and has partially positive effect on time management. In addition, the mean of satisfaction survey was 4.85 and participants showed positive responses on the program.

• 한국IT서비스학회:학술대회논문집
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• 2008.05a
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• pp.409-415
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• 2008

본 연구는 판매원 개인적 요인 중 서비스 및 과업수행 경험기간을 고려하여 CRM의 기술도구인 영업자동화(Sales Force Automation: SFA이하)시스템을 받아들이는 판매원의 행동특성을 파악하고 그들은 어떤 일관된 신념과 데이터만족에 대한 과업기술적합성 그리고 사용행동을 보이는지 밝히고자 한다. 이는 고객과의 관계에서 실질적인 효과를 높일 수 있는 긍정적이고 적극적인 자세로 주도적인 판매 업무를 강화시키기 위한 것으로 판매원이 SFA 시스템 기술을 단순히 업무상으로 접근하는 것이 아니라 좀 더 효과적으로 기술을 수용하려면 판매원의 심리를 어떻게 파악해야하며 적절한 시스템에 적용 및 데이터 만족에 대한 과업기술적합성과 함께 유도하여 사용행동으로 이끌도록 하는데 의의가 있다.

• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.382-392
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• 2016

This study organize a self-directed learning in complex structures. And based on this, It was developed self-directed learning scale for university students. It was a analyzing literature and reviewing previous studies for developed scale. Therefore, Self-directed learning model was configured into motives, performance behaviors, and learning management behaviors. On the basis of this, the present study constructed 19 sub-factors and developed 114 scale items. First, a preliminary scale was developed and its reliability was assessed by administering the scale to 128 students attending A university. The result showed that the reliability of every sub-factor was good and, therefore, the scale was developed with no item removed. To verify the validity of the scale, this study evaluated reliability and construct validity by administering the scale to 674 students going to A university. The reliability and validity of all sub-factors were found to be good. A confirmatory factor analysis was performed to verify construct validity and the result revealed that the first model was not an appropriate model. For this reason, the first model was modified once by taking the model modification index into account and it was found that ${\chi}^2$ (563.254), CFI=.963, NFI=.951, RMSEA=.064. Thus, the model was verified as a valid model. The results of this study imply that it is possible to point out learners' weaknesses and strengths by measuring activities taking place in the learning process in detail.