• The Journal of the Korea Contents Association
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• v.16 no.3
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• pp.466-475
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• 2016

This research verified influential relationship among the emotional leadership, job insecurity, and organizational cynicism targeting hotel members. Total 280 questionnaires were distributed and 271questionnaires were collected, among them, 254 questionnaires were finally utilized excluding unfaithful responses or uncompleted questionnaires. When investigating analysis result, first, as the result of investigating the relation between emotional leadership and job insecurity, self-recognition ability and self-control ability displayed meaningful negative (-) influential relation on job loss possibility and job influence weakening that compose job insecurity. Also, other relation ability of emotional leadership displayed meaningful negative (-) influential relation only in job influence weakening of job insecurity. Second, as the result of investigating relation between emotional leadership and organizational cynicism, emotional leadership did not show meaningful influential relation on organizational cynicism. The researcher expects that management of job insecurity through emotional leadership can be helpful to hotel management outcome, and it is determined that efforts per each division or overall hotel is required to have no alienated member by recognizing importance of management on organizational cynicism.

• Management & Information Systems Review
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• v.38 no.2
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• pp.1-28
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• 2019

The purpose of this study is to empirically analyze the effects of characteristics of Leader (authoritarian disposition, procedural justice, job instability) on the organizational commitment of subordinates through abusive supervision and leader-member exchange(LMX). To this end, a survey was performed on the employees under the manager level in a large enterprise in Korea. The results of this study are as follows. First, the Hypothesis 1, 2, and 3 that the characteristics of leader (authoritarian disposition, procedural justice, job instability) will make effects on the organizational commitment of subordinates through abusive supervision were adopted. Second, in the hypotheses that the characteristics of leader (authoritarian disposition, procedural justice, job instability) will make effects on the organizational commitment of subordinates through LMX, Hypothesis 4 of authoritarian disposition, and Hypothesis 6 of job instability were rejected, while only Hypothesis 5 of procedural justice was adopted, as it made effects on the organizational commitment of subordinates through LMX. Third, the Hypothesis 7, 8, and 9 that the characteristics of leader (authoritarian disposition, procedural justice, job instability) will make effects on the organizational commitment of subordinates through abusive supervision and LMX were all adopted. This study is meaningful, in that it identified the structural relationship that the characteristics of leader make effects on the organizational commitment of subordinates through abusive supervision and LMX. It is expected that the results of this study can be used as base materials for new studies on abusive supervision which have been made in diversified ways in Korea and overseas.

• The Journal of the Korea Contents Association
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• v.16 no.5
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• pp.449-462
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• 2016

The aim of this study is to look into the role stress, job insecurity, self-efficacy and job engagement among broadcasting staffs. It is the ultimate goal for this study to probe how their job engagement affected by three factors - role stress, job insecurity, self-efficacy. 343 respondents participated and the results show they are suffering for the role stress, especially role conflict. Their awareness of the self-efficacy and job engagement is above average, meanwhile of job insecurity is comparably low. It is revealed that the less role ambiguity and the more self-efficacy affect their job engagement and the most influential factor is self-efficacy.

• Journal of the Korea Convergence Society
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• v.10 no.11
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• pp.557-564
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• 2019

The purpose of this study was to examine the influencing factors of job engagement among Korean police officers. This was the secondary analysis of data from the 5th Korean Working Conditions Survey (KWCS). The study subjects included 185 Korean police officers. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation and multiple regression with IBM SPSS Statistics 24.0 program. Job insecurity (${\beta}=-.34$, p<.001), job reward (${\beta}=.39$, p<.001), subjective health status (${\beta}=.22$, p<.001), and organizational justice (${\beta}=.20$, p=.002) were significant influencing factors on job engagement, explaining 59.3% of the variance (F=34.26, p<.001). Effective and systematic strategies to improve Korean police officers' job engagement should focus on job reward, job insecurity, subjective health status, and organizational justice. The results of this study can be utilized as base data to improve Korean police officers' job engagement.

• The Journal of the Convergence on Culture Technology
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• v.7 no.3
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• pp.269-276
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• 2021

The purpose of this study is to investigate the relationship between always being on call and the conflict factors between work and life balance among employees' in the IT relative industry. The results are as follows: always being on call factor perceived by employees' in the IT relative industry influences to conflict factor between work and life balance. Moreover, always being on call factor negatively effects on all factors of job insecurity which are impotent feeling and possibility of job loss. From the analysis of relation between job insecurity and conflict between life and work balance showed that the factor of impotent feeling influence on conflict between life and work balance while the factor of job loss does not. In addition, job insecurity(impotent feeling and possibility of job loss) partially mediated between always being on call and the conflict factors between work and life balance among employees' in the IT relative industry.

• Journal of Digital Convergence
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• v.14 no.2
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• pp.99-114
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• 2016

The purpose of this research is to identify the relationship between EVLN and job insecurity of workers and to establish the mediating effect of perceived organizational obstruction in the relationship with job insecurity and EVLN. For the proof analysis of this research, a survey was done on 350 people on/off line. Summary of the result of the research is as follows. Perceived organizational obstruction has mediating effects in the relationship with job insecurity, exit, voice and neglect. This study contributes to the understanding of perceived organizational obstruction by developing an theoretical model, incorporating the role of job insecurity and EVLN. In conclusion, this study suggests that in the organization developing EVLN, job insecurity and improving workplace spirituality of employees needs to be considered for adaptation.

• Culinary science and hospitality research
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• v.17 no.3
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• pp.117-131
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• 2011

The purpose of this study is to explore the influence of the changed employment environment in full-time cooks at deluxe hotels on job insecurity and career commitment. Based on total 389 hotel cooks obtained from an empirical research, this study reviewed the reliability and fitness of a research model and verified total 2 hypotheses with the Amos program. The hypothesized relationships of the model were tested using a structural equation model(SEM). The SEM results show that layoff(${\beta}$=0.326), an organization structure(${\beta}$=0.237), irregular workers(${\beta}$=0.200) among changed employment environment have a significantly positive effect on job insecurity. Also, job insecurity has a significantly positive effect on career commitment. Accordingly, the changed employment environment in workers at deluxe hotels causes job insecurity, making them try harder to stay in an organization. Therefore, motivation is needed for employees' career commitment because the better job insecurity is managed, the more career commitment they have.

• The Journal of the Korea Contents Association
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• v.11 no.12
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• pp.190-205
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• 2011

The purpose of this study was to investigate the effects of the MICE industrial employee's job stressors on intent to leave and test of the mediating role of job satisfaction and job commitment. For the study, job stressors were defined 3 groups with 7 sub-factors, such as role stressors of role ambiguity, role conflict and role overload, task stressors of job routineness and job heteronomy, organizational stressors of job insecurity and distributive injustice. Data were collected from 303 MICE industrial employees in metropolitan area by structured questionnaires. Collected data were analyzed by AMOS 18.0 and findings are as follows. Firstly, on aspect of total effectiveness, the seven job stressors had harmful effect on intent to leave, especially organizational stressors had more serious effect on intent to leave than role stressors. Secondly, not only job satisfaction and job commitment had meditators role but also influenced on intent to leave directly. Thirdly, role ambiguity had effect on intent to leave indirectly through the job satisfaction, while role conflict and role overload had effect on intent to leave directly, and also indirect effectiveness on it through the job commitment. Fourthly, job routineness and job heteronomy had effected on intent to leave only through the meditators. Not only job insecurity and distributive injustice had influenced on intent to leave directly but also effectiveness on it indirectly through the meditators.

• Journal of Digital Convergence
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• v.14 no.5
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• pp.237-245
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• 2016

Anxiety for employment of workers has been increased due to rapid change of management environment, which tends to increase psychological instability on the job of all workers. Accordingly, this study examined the moderating effect of self-efficacy between job instability and organizational citizenship behavior. The research subjects were employees of small and medium companies in the manufacturing industry in Daejeon-si, Sejong-si and Chungcheongnam-do and Chungcheongbuk-do. 500 sheets of the questionnaire were distributed from August 5, 2015 to August 30, 2015. Among them, 321 were collected with 64.2% of the response rate. Total 312 sheets were used for analysis excluding 9 sheets with incomplete answers. The results are as follows. Firstly, it proved that job instability had negative (-) effect on organizational citizenship behavior. Secondly, in the relation between job instability and organizational citizenship behavior, there was moderating effect of self-efficacy. Accordingly, if self-efficacy of the workers is higher in the threat of job instability, it means organizational citizenship behavior would increase. In conclusion, in the current situation where there is instable survival of corporation and job, the management of small and medium manufacturing company needs to increase self-efficacy through training and internal reward to employees. The limit of the study is that the research subjects were employees of small and medium companies in the manufacturing industry in Daejeon-si, Sejong-si and Chungcheongnam-do and Chungcheongbuk-do. Accordingly, as situational peculiarity may be observed, it is required to have expanded study to more various areas, works and industries.

• Journal of the Korea Convergence Society
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• v.8 no.3
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• pp.1-13
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• 2017

The aim of this study is to investigate the demographical differences in technostressors(cause technological stresses). Although previous studies have been conducted to investigate the factors that affect technostress, little studies have examined the differences in demographic factors. Therefore, this study empirically attempts to investigate how level of technostressors differ by demographic factors. Independent sample t-test was used to identify differences after dividing sample into two groups. The technostressors used in this work are work overload, life invasion, complexity of technology, job insecurity, pace of technological change. We found that, sex and position show a significant difference in pace of technological change. In the educational level, there is a difference between work overload. Work overload, life invasion, complexity of technology, and pace of change show differences in age group. In computer knowledge, there are differences in complexity technology, job insecurity, and pace of change. On the other hand, there is no difference in computer using hours. Conclusions and implications are discussed in final section.