• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.574-586
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• 2019

This study was conducted to obtain meaningful information about job management of child care center teachers, who take charge of child care policy at the front line, social meaning of which is being greatly highlighted these days. Especially, the research was designed with causal relationships in mind, in which certain job-related thoughts or consciousness forms attitudes, thus leading to behavior. In this light, the present study selected the following variables for analysis: job attitudes including job calling, job engagement, and job burnout; and job behavior such as creative behavior, active behavior, and ethical behavior. Data collected from 209 child care center teachers' response to structured questionnaires was analyzed, using t-test, one-way analysis of variance (one-way ANOVA), and hierarchical regression analysis. The results indicate that job burnout increased at a statistically significant level as extra workhours increased, and that only job engagement, among job attitude variables, and creative behavior and active behaviors, among job behavior variables, had significant effects. Moreover, job engagement was the only variable that was found to work as a mediator in relationships between job calling and active behavior.

• The Journal of the Korea Contents Association
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• v.15 no.1
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• pp.451-461
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• 2015

The objective of this research is investigating the mediating effect of job engagement on the relationship between job autonomy and innovative behavior in public organizations. Major findings from Structural Equation Model analysis demonstrates that the variable 'job engagement' took a positive role between job autonomy and innovative behavior. From theoretical point, this result provides the empirical evidence of causal relationship in the three components of attitude-cognition, emotion, and action, which contributes to the advancement of action theory. Some policy implications can be drawn from the empirical findings. Firstly, job autonomy need to be seriously considered as a strategic instrument for the encouragement of innovative behavior. Secondly, job engagement of employees need to be more carefully monitored to stimulate the innovative behavior in the public organizations. In public organizations, enhancement of innovative behavior can not be achieved from institutional arrangements. Provision of job autonomy is more effective method of behavior change than performance management approach.

• 한국체육학회지인문사회과학편
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• v.58 no.1
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• pp.187-201
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• 2019

This study aims to analyze the relationship among emotional labor, Job burnout, and organizational citizenship behavior(OCB) of yoga instructors. Especially, we focused on the mediating effect of job burnout between emotional labor and OCB. A total of 250 questionnaires were distributed and 221 were returned for final analysis. In order to verify the hypothesis, structural equation modeling was conducted using AMOS 23.0. The results of this study were as follows: First, surface acting had a positive effect on job burnout, but deep acting had no significant effect on job burnout. Second, job burnout had a negative effect on OCB. Third, Surface acting had no effect on OCB, but deep acting had a positive effect on OCB. Last, the relationship between surface acting and OCB was perfectly mediated by job burnout, however there was no mediating effect of job burnout between deep acting and OCB.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.4
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• pp.217-230
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• 2020

In a view of rapidly changing business environment, the success and competing power of organizations depend on committed, highly motivated and satisfied human resources. Empowerment is mainly concerned with establishing and building trust between management and employees, and motivating their participation. Also, behavioral integrity emphasizing on the characteristics of effective leaders has shown as direct action that strengthens positive consequences in organizations. However, research regarding behavioral integrity is very limited. Based on the Self-determination Theory, this paper investigates the effect of empowering leadership on employee's job satisfaction and work engagement. Multi-group analysis based on behavioral integrity is also analyzed. An online survey was conducted and 298 employees' data were collected. Using structural equation modeling, results suggest as follows. First, empowering leadership had a positive effect on individual's job satisfaction mediated by their work engagement. Second, the result of the multi-group analysis showed that the effect of empowering leadership on work engagement is stronger in the group with high behavioral integrity. Contrary to the prediction, the result doesn't support the moderating effect on job satisfaction. These findings contribute to our understanding of empowering leadership process. Based on the results, several theoretical and managerial implications are discussed.

• Korean Journal of Social Welfare
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• v.64 no.3
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• pp.101-126
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• 2012

The purpose of this study was to examine the influence of person-job fit on organizational deviance and mediating effects of job satisfaction and organizational commitment(affective commitment and continuance commitment) on this relationship. Data were collected from 533 employees who were working in social welfare organizations by questionnaires. The result indicated that there were significantly positive relationships between person-job fit and job satisfaction or organizational commitment(affective commitment and continuance commitment). Also, there were significantly positive relationships between job satisfaction and affective commitment or continuance commitment. In addition, job satisfaction and affective commitment were negatively related to organizational deviance, and job satisfaction is more strongly related to organizational deviance than affective commitment. It was found that job satisfaction partially mediated the relationship between person-job fit and organizational commitment(affective commitment and continuance commitment) and affective commitment partially mediated the relationship between job satisfaction and organizational deviance. It was found that the person-job fit indirectly impacts organizational deviance though job satisfaction and affective commitment. Based on these results, the implication of this study and future research tasks were discussed.

• The Journal of the Convergence on Culture Technology
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• v.6 no.1
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• pp.91-98
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• 2020

The purpose of the study is to investigate the effects of kindergarten teachers' job stress and emotional labor on their job satisfaction. The subjects were 164 kindergarten teachers in the Metropolitan area in South Korea. We measured subjects' job stress, emotional labor, and job satisfaction using the self-reporting questionnaires. The collected data were analyzed with descriptive statistics, Pearson's correlation analyses, and analysis of multiple regression using SPSS 22.0. In the procedure of data analyses, while the total scores were used for job stress and job satisfaction, each score of sub-factors (natural acting, deep acting, and pretending acting) were used for emotional labor. Consequently, kindergarten teachers' job stress and pretending acting showed significantly negative correlations with job satisfaction, but natural acting had significantly positive correlation with it. In addition, kindergarten teachers' job stress and pretending acting had significantly negative effects on their job satisfaction, and natural acting had significantly positive effect on it.

• Korean Journal of Childcare and Education
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• v.9 no.2
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• pp.5-21
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• 2013

The purpose of this study was to identify the relationship of job stress, parenting stress and parenting behaviors in nurses. This research was carried out targeting 201 nurses in total who have preschool children and work at two university hospitals and three general hospitals in D Metropolitan. For the analysis of the research SPSS 17.0 was used for the data analysis. Regression analysis was the statistical method used for data analysis. There were significant negative correlations for parenting behavior and parenting stress in the mothers. Among daily lived stress, parental role stress and job stress significantly influenced parenting behavior. Therefore, daily life stress, job stress and parental role stress had an influence on the parenting behavior. The results of this study show that parenting stress, job stress are powerful factors for understanding parenting behavior. An important implication of this study is that nurses in future should be considered with the parenting stress and job stress.

• Proceedings of the Korean Society of Computer Information Conference
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• 2023.01a
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• pp.185-187
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• 2023

본 연구에서는 환대산업 종사원들의 직무 스트레스가 조직시민행동에는 어떤 영향을 미치는지를 분석하였다. 또한 직무스트레스와 조직시민행동사이에서 가족기능이 매개역할을 하는지를 알아보고자 한다. 환대산업 종사원들의 직무 및 역할과 조직시민행동에 관련한 연구들을 살펴보면 환대산업 종사원들은 보다 나은 업무결과를 위하여, 업무 스트레스를 경험하게 되고 이 업무 스트레스는 조식시민행동을 낮게하는 변수로 작용하게 된다. 따라서 본 연구에서는 호텔기업 종사원들의 직무스트레스가 조직시민행동에 어떤 영향관계에 있는지를 실증적으로 분석해보고 그 영향관계에서 가족기능은 어떤 매개역할을 하는지를 알아보고자 한다.

• The Journal of the Korea Contents Association
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• v.18 no.9
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• pp.260-272
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• 2018

The purpose of this study was to examine the causal relationship among coaching leadership, self-efficacy, job engagement, innovative behavior and to specify the mediating effects on the relationship between coaching leadership and innovative behavior. Participants were 240 nurses with survey. SPSS 18.0 and AMOS 18.0 were used to analyze the collected data. The result of this study were as follows. First, coaching leadership had a significant effect on self-efficacy, job engagement. Second, coaching leadership had not a significant effect on innovative behavior. Third, self-efficacy had a significant effect on job engagement, innovative behavior. Fourth, job engagement had a significant effect on innovative behavior. Fifth, self-efficacy and job engagement had a mediating effect on the relationship between coaching leadership and innovative behavior. Based on these results, we discussed the rule of self-efficacy and job engagement in the relationship between coaching leadership and innovative behavior. The implication of this study was that in order to induce the active employee's innovative behavior is to improve the employee's self-efficacy and job engagement through the supervisor's coaching leadership.

• The Journal of the Korea Contents Association
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• v.15 no.9
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• pp.494-508
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• 2015

The present study was conducted to test the mediating effects of work engagement in the relationship between issue leadership and innovative behavior. Specifically, the purpose of this study was to empirically test the impact of issue leadership on employees' innovative behavior, and to investigate the mediating effect of work engagement in the relationship between issue leadership and innovative behavior. The data was collected from 218 employees who are currently working at large hotels located in Seoul and Jeju. The results of this study show that issue leadership is positively associated with work engagement and innovative behavior, and that issue leadership is a crucial factor to facilitate employees' positive attitudes toward voluntary change-oriented behavior. In addition, work engagement partially mediated the relationship between issue leadership and innovative behavior. Finally, theoretical and practical implications of the study results have been discussed along with limitations and future direction of the study.