• Journal of Korea Society of Industrial Information Systems
• /
• v.25 no.5
• /
• pp.103-117
• /
• 2020

The importance of empowering leadership has emerged, which inspires confidence and attachment to members' task capabilities through delegation of authority between leaders and members. The purpose of this study is to analyze the effect of empowering leadership on work engagement and job performance through self-efficacy and sense of belonging in construction companies. Hypothesis testing of 271 copies of the questionnaire from Busan, Ulsan and Gyeongnam areas was conducted using the structural equation model. First, in the order of information sharing and participatory decision-making, there was a significant positive effect on self-efficacy, whereas the lead and coaching factors were not significant. Second, it was shown that all 4 factors of empowering leadership had a significant positive effect on belonging. Third, the sense of self-efficacy and belonging had a significant positive effect on both work engagement and job performance.

• Korean Journal of Social Welfare Studies
• /
• v.49 no.3
• /
• pp.61-86
• /
• 2018

This study set out to investigate relationship between job satisfaction and marital satisfaction and especially mediating effect of partner abuse. Data came from Korea Welfare Panel Survey 2017. The final sample size was 2,610 married employed persons in South Korea. Analysis methods were multiple regression analysis. The major findings of this study are as follows. First, higher job satisfaction influenced directly higher marital satisfaction, and influenced also indirectly through lower partner abuse. Second, married employed women showed lower level of marital satisfaction than married employed men. Third, married employed women's job satisfaction was more influential factor to explain marital satisfaction than married employed men's. The limitations and implications of the findings from this study were discussed with respect to further studies.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.22 no.1
• /
• pp.531-542
• /
• 2021

This study was undertaken for identifying ways to positively resolve problems associated with perceived overqualification from the perspective of job crafting, which is highlighted as a social issue in the labor market. We hypothesized the mediating role of job crafting in order to uncover the questions regarding when and how perceived overqualification associates with an employee's organizational commitment. Autoregressive cross-lagged models were applied to the longitudinal data gathered from 263 full-time employees across 3 waves over 9 months. Our results demonstrate positive and significant cross-lagged effect of perceived overqualification on job crafting and organizational commitment. However, the cross-lagged effect of job crafting on perceived overqualification was found to be insignificant, but was significant for organizational commitment. There were no other indications of reverse causation effects. Our data indicates that job crafting longitudinally mediates the relation between perceived overqualification and organizational commitment. These findings offer a meaningful implication that employees who perceive themselves to be overqualified should be given an opportunity to craft their own jobs.

• Journal of Digital Convergence
• /
• v.18 no.12
• /
• pp.171-182
• /
• 2020

This study was intended to analyze the effects of Entrepreneurship on manufacturing(G-automobile) employees' Organizational Culture and Job satisfaction. A proposed model based on previous research was empirically tested via SPSS 25.0 using 349 valid samples collected from current employees of G-automobile Enterprises in Chang Won. The results of the empirical analysis are summarized as follows. First, Entrepreneurship(Innovativeness, Proactiveness, Risk-taking) had direct effects on Job satisfaction. Second, Entrepreneurship(Innovative, Enterprising, Risk-sensitive) had direct effects on Organizational Culture. Third, as a result of analyzing the effect of Organizational Culture on Job satisfaction, it was found that Organizational Culture(Development Culture, Rational Culture) had a significant positive(+) effect on Job satisfaction. The results of this empirical analysis are considered to be related to the rigid organizational culture of automobile manufacturing companies with many male-oriented field workers. In the future, research involving other automobile manufacturers is expected to be needed.

• Journal of Digital Convergence
• /
• v.20 no.2
• /
• pp.107-116
• /
• 2022

In the Chinese workplace, the use of SNS such as Wechat and QQ for work delivery out of duty hours has become a very common phenomenon, which is also known as the "new night shift". This study is to empirically analyze the effect of work delivery using SNS out of duty hours on job performance. A questionnaire survey was conducted with 310 Chinese workplace employees. In order to verify the hypothesis, structural equation model analysis will be implemented. Analyzing the questionnaire data and receiving frequent work delivery using SNS out of duty hours will increase job stress, aggravate the conflicts between work and family, and lead to the decrease of job engagement and job performance. The study provides implications for the establishment of related theories by providing a different view form previous research results that work delivery using SNS out of duty hours will definitely improve job performance. In addition, in future studies, it will be necessary to analyze the effect of the moderating effect in converging these conflicting views.

• Korean Security Journal
• /
• no.51
• /
• pp.127-149
• /
• 2017

The purpose of this study was to investigate the relationship between psychological capital on job attitudes. For this purpose, the private security guards who were working at private security companies in Gyeonggi province from September to October, 2016 were selected as the population and the convenience sampling method was used for 310 persons. A total of 295 copies of the questionnaire were used for the final analysis, except for 15 questions that were answered in appropriately or were partially missing. Data were analyzed by frequency analysis, confirmatory factor analysis, correlation analysis and structural equation modeling using SPSS 21.0 and AMOS 21.0. The results are as follows. First, the positive psychological capital of the private security guard has a positive(+) effect on job satisfaction. Second, the positive psychological capital of the private security guard has a positive(+) effect on job commitment. Third, job satisfaction of the private security guards has a positive(+) effect on job commitment. Fourth, job satisfaction is partly mediated in the relationship between positive psychological capital and job commitment. In summary, the positive psychological capital of the private security guard is an important variable that positively affects job satisfaction and job commitment, and the higher the job satisfaction of the private security guard, the higher the commitment to the job.

• The Journal of the Convergence on Culture Technology
• /
• v.9 no.1
• /
• pp.383-393
• /
• 2023

We attempted to provide a way to improve job satisfaction by analyzing the relationship between the factors influencing job satisfaction directly or indirectly by the ecological system factors of long-term care worker who provide elderly care services at home benefit institutions. In this study, job satisfaction was confirmed to have a positive (+) correlation with all ecological factors except for social and cultural environmental factors by setting the causal relationship between the social and social characteristics of long-term care worker and job satisfaction as dependent variables. The factors with the highest correlation with job satisfaction were social support, followed by family support, job conditions, trust in welfare policies for the elderly, self-efficacy, and self-esteem. Therefore, it can be seen that nursing care workers who recognize positive support from the surrounding social network and family surrounding nursing care workers and positively recognize job conditions are generally positive.

• Proceedings of the ESK Conference
• /
• 1993.04a
• /
• pp.69-77
• /
• 1993

원자력분야에서 인적요인의 검토, 평가, 개선의 필요성이 강조되고 있으나 인간공학 응용을 위한 기반기술의 미비로 인해 명시적 수단을 제공하지 못하고 있다. 본 연구는 인간공학적 응용수단의 하나인 운전원 모형을 개발하 기위하여, 그 첫 단계로 모형개발의 방향을 모색하였다. 원자력분야의 응용에 적합한 개발방향을 설정하기 위 하여, 첫째 모형화되어야 할 주요 운전원의 특성을 파악하였으며, 둘째 다른 응용분야와 원자력분야에서의 주요 모형개발사례를 조사분석하고, 셋째 모형화 방법론과 구현기법을 검토하였다. 그 결과, 중앙제어실 운전원을 대상 으로 진단(diagnosis)등 주요 직무수행에 나타나는 의사결정의 전략과 특성을 체계화하여 인지심리학적 기반이 확고한 개념모형(conceptual model)을 개발하고, 이를 전문가 시스템 개발도구(tool)에 의해 구체적인 소프트웨어로 구현함으 로써, 인적요인의 검토, 평가, 개선 등에 직접 활용가능한 시물레이션 수단(simulation tool)을 확보한다는 추진전략을 수립하였다.

• Culinary science and hospitality research
• /
• v.18 no.2
• /
• pp.64-81
• /
• 2012

The purpose of this study is to analyze impact on organizational commitment and job satisfaction of deluxe hotel employees according to their perceptions of supervisor's transformational leadership styles. It also were verified moderating effects based on career and gender in terms of causal relationship. Based on 301 reserved samples for empirical study, reliability and suitability were reviewed, and total 5 hypotheses were verified by structural equation models. The results were shown that charisma and motivation has significant effect on organizational commitment, which was influenced significantly on job satisfaction. Through these findings, among supervisor's transformational leaderships perceiving by employees, charisma and motivation were shown to give encourage employees to have them a positive attitude toward organizational commitment. Based on the analysis of the moderating effects of career and gender, the effects of transformational leadership on organizational commitment and job satisfaction is as follows. Moderating effects based on career do exist, while moderating effects based on gender do not exist.

• Korean Journal of Cognitive Science
• /
• v.7 no.1
• /
• pp.85-103
• /
• 1996

In this paper,the existence between the difference of the organization culture and th organizational performance is studied. Many previous studies verified the relationship between the two. The Korean Company survey is based on Rousseau's orgnization culture style,and is analyzed using the statistical package. Rousseau's culture style is composed of three components :consturctive style, passive/defensive style,and aggressive/defensive style. The characteristics of each orgnizational analusis are examined. The elements of the constructive style represent positive values on attitude varriables which are selected as the organizational performence variables. The elements of the passive/defensive style represent neagtive values of the attitude variables. Thus,they have an inverse relationship with this culture style. However,the aggressive/ defensive culture's results represent the weak positive relationship compared with the passive/defensive style. For the improvement of the organizational performance,the orgnzational culture has to develop the constructive style and it is better to minimize the defensive style.