• Journal of Digital Convergence
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• v.9 no.4
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• pp.157-168
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• 2011

This study examines the moderating role of organizational justice in the relationships between intrinsic motivation and job satisfaction, job involvement. The findings are as follows: First Intrinsic motivation has a significant positive effect on the Job satisfaction and Job involvement. Second, The findings also indicate that distributive justice and procedural justice has a moderating relationship between the personality intrinsic motivation and job satisfaction, job involvement.

• Korean Journal of Culture and Social Issue
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• v.21 no.3
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• pp.395-417
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• 2015

The first aim of this study was to explore the roles of personality variables on work motivation and job satisfaction. The second purpose was to setup a path model, in which the personality variables would impact on work motivation and job satisfaction. The third purpose of the current study was to examine medation effects of work motivation between personality variables and job satisfaction. In total, 280 older employees who worked in the various fields participated at this study. The reuslts of hierachial regression analysis found that agreeableness, conscientiousness, and interanl locus of control positively predicted on work motivation. The results indicated that openness to experience and neuroticism negatively influenced on work motivation. Also, we found that agreeableness, conscientiousness, and self-esteem positively predicted on job satisfaction. The resutls of path analysis showed that work motvation mediated the relationship between agreeableness, conscientiousness, and interanl locus of control and job satisfaction, respectively. Finally, implicaions of the results, limitations of this study, and directions of future research were discussed.

• The Journal of the Korea Contents Association
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• v.6 no.2
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• pp.127-135
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• 2006

The object of this study is to improve the police administration service and the work performance of police officers, through the analytic ground to increase job satisfaction and to solve the role conflict by setting the role conflict as a main factor among many factors to influence the job satisfaction between the role conflict and the job satisfaction of police officers and explaining the factors of the role conflict.

• Journal of Korean Society of Forest Science
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• v.103 no.4
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• pp.655-663
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• 2014

Currently forest interpreter has become one of occupations, and the demand for forest interpretation has been increasing. For that reason, it is important to achieve the goal of forest interpretation and to satisfy its customers. Therefore, this research examined the relationship between organizational commitment and job motivation and analyzed the effects of job motivation on organizational commitment. Firstly, the mean value for interpreters' job motivation was classified into three factors, which were social relationship, affection for forest, and self-development. Secondly, organizational commitment was classified into two factors of goal-oriented and relation-oriented commitments. Thirdly, gender and number of participation made significance differences in job motivation. In addition, organizational commitment of interpreters was different in accordance to their age and affiliated organization. Finally, job motivation had positive impacts on organizational commitment, and especially social relationship influenced positively to general organizational commitment and goal-oriented commitment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.185-205
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• 2017

The purpose of this research is to examine the relationship between the adult attachment of married employees, their job motivation and marital relationship. For this purpose, a questionnaire survey was carried out with 370 married employees in the Chungnam area as the target from Sep. 10 to Oct. 14, 2016. The collected data was analyzed using SPSS 23.0 using descriptive statistical analysis, the independent sample T-test, ANOVA analysis, Pearson correlation, and structural equation analysis. First, significant differences were revealed in the level of attachment avoidance, satisfaction with the marriage relationship, and job motivation according to the age group, in the level of attachment avoidance and satisfaction with the marriage relationship according to the education level, in the level of attachment avoidance and satisfaction with the marriage relationship according to the marriage period, in job motivation according to the position, in satisfaction with the marriage relationship according to the average household income, and in satisfaction with the marriage relationship according to the work shift pattern. Second, although a significant negative correlation appeared between attachment anxiety and attachment avoidance, a significant positive correlation was found between attachment avoidance and job motivation. Also, although a significant negative correlation appeared between attachment avoidance and marital relationship, a significant positive correlation was found between job motivation and marital relationship. Third, to examine the mediating effect of satisfaction with the marital relationship on the relationship between adult attachment and job motivation, a structural equation analysis was carried out. As a result, the indirect effect of attachment anxiety on job motivation turned out to be significant and its complete mediating effect was confirmed. This suggests that when developing programs to improve job motivation within the workplace or consultative interventions for the enhancement of marital relationships, the above characteristics of individuals should be taken into consideration.

• The Journal of the Convergence on Culture Technology
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• v.4 no.1
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• pp.175-182
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• 2018

The purpose of this study was to investigate the mediating effects of job satisfaction on the relationship between intrinsic and extrinsic motivation of individual and creative behavior and to investigate the relationship between job satisfaction and creative behaviors. For this purpose, a total of 300 questionnaires were distributed to public officials working in three local governments (GGun, KGun and HGun) in Jeollanam-do, and 213 surveys (71%) were used. The results of the study are as follows. First, It was shown that intrinsic and extrinsic motivation has a positive effect on creative behavior. The effect of extrinsic motivation on creative behavior is the same as the recent research flow. Second, intrinsic motivation positively affects job satisfaction, but extrinsic motivation has no statistically significant effect on job satisfaction about intrinsic and extrinsic motivation and job satisfaction. Third, in the relationship between job satisfaction and creative behavior, it was shown that job satisfaction has a positive effect on creative behavior. Fourth, as a result of verifying the mediating effect of job satisfaction on the relationship between intrinsic and extrinsic motivation and creative behavior, intrinsic motivation has a significant influence on creative behavior through the mediation of job satisfaction. On the other hand, there was no mediating effect of job satisfaction between extrinsic motivation and creative behavior.

• Korean small business review
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• v.41 no.3
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• pp.23-47
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• 2019

This study investigates the effects of three types of person-environment fit, i.e. POF, PJF(ability) and PJF(needs), on effectiveness variables and the mediating effect of work motivation in SMEs. The data were collected from 211 employees who work for SMEs. Results of structural equation modeling(SEM) analyses demonstrated that PJF(ability) was significantly associated with task performance and turnover intention, while POF and PJF(needs) were significantly associated with turnover intention only. PJF(needs) and PJF(ability) have the positive impact on intrinsic motivation, PJF(ability) also has the positive impact on external and identified motivation. We also analysed mediating effects using Process macro. Results demonstrated that intrinsic motivation mediated the relationship between POF, PJF(needs), PJF(ability) and task performance. The relationship between PJF(ability) and task performance was mediated by external motivation. Based on the results, theoretical and practical implications are derived. Also suggested are methodological limitations and future research directions.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.25 no.1
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• pp.217-237
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• 2014

The research analyzes the factors that influence the job satisfaction of library volunteers for the disabled. Based on comparable literature review, this research extracts comprehensive factors that affect job satisfaction. The research found that job satisfaction depended on marital status, age, education and the channel that a volunteer went through to participate in assisting the disabled. Self-motivation also influenced the job satisfaction, but altruistic motivation did not. For environmental factors, compensation, prior experience, and roles did not influence the job satisfaction. For the factors related to the awareness of the value of volunteering, overall expectation and fitness of tasks were found to be passive with job satisfaction.

• Proceedings of the KAIS Fall Conference
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• 2010.11b
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• pp.954-958
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• 2010

본 연구는 응급실 간호사의 직무 스트레스와 대처방안을 파악하여, 응급실 간호사의 스트레스를 보다 합리적으로 대처할 수 있는 방법을 모색하여 직무만족 및 효율적인 간호활동에 도움을 주기위한 자료를 제공하기 위한 것이다. 이를 위하여 스트레스와 동기부여 이론을 제 고찰해보고, 응급실 간호사들의 직무스트레스가 간호사들의 동기부여에 영향을 미치는지를 살펴보기 위한 개념적 모형을 제시하였다.

• 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.