• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.4
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• pp.177-184
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• 2015

The purpose of this study was to investigate the effect that the job stress of employees would have on the organization effectiveness. In this study, 222 employees in Seoul and Gyeonggi province were surveyed from March to May, 2015 through empirical research with the structured questionnaires, and the collected data were statistically computerized under a statistical package of SPSS 18.0 and analyzed based on the correlation analysis, frequency analysis, and multiple regression analysis. The Following results were derived. First, the job stress of employees according to demographic characteristics had a significance difference. The technical employees had the lower role ambiguity of job stress compare to other group and the higher the income years and educational background, the higher the role overload of job stress. Second, the job stress of employees had a negative effect on the job satisfaction and Organization effectiveness but a positive effect on the turnover intention and the hypothesis was adopted. Thus, it turned out that the job stress of employees had a significant effect on the organization effectiveness and there was a significance at the statistical level. Based on this research finding, it is considered necessary to seek the specific measures that can help reduce the turnover rate of employees and improve their job satisfaction and organization commitment in a more effective methods.

• Korean Journal of Culture and Social Issue
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• v.21 no.4
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• pp.617-647
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• 2015

The purposes of this study was to develop a valid scale measuring organization-related anxiety and to use this scale to examine the relation of organizational anxiety to demographic variables, job satisfaction and organizational committment. A series of studies were conducted to develop a scale for organizational anxiety. Initially, the 97 items were adopted by expert ratings. A exploratory factor analysis with a sample of 435 workers yielded a preliminary version of organizational anxiety scale with 28 items. Subsequently, a confirmatory factor analysis was conducted with a sample of 566 workers, leaving 20 items. The final version of the organizational anxiety scale consisted of 4 sub-factors: perception of future uncertainty, perception of locus of control, interpersonal anxiety, and perception of alternatives. In this study, the examined demographic characteristics included sex, age, type of occupation, type of industry, occupational position, monthly income and educational level. Organizational effectiveness was composed of job satisfaction and organizational commitment. As mediators, organizational culture, life satisfaction, self efficacy, and social support were explored. The negative relationship was observed between organizational anxiety and organizational effectiveness. The results showed the significant differences in organizational anxiety by demographic characteristics. The mediators were explored for the relationship between organizational anxiety and job satisfaction and between organizational anxiety and organizational commitment. The negative relationship between organizational anxiety and job satisfaction was mediated by the group culture, the developmental culture, the rational culture, life satisfaction, self-efficacy, and social support. Individuals with the higher level of these mediators reported greater job satisfaction even if they experienced organizational anxiety. The partial mediation effect of the group culture, the developmental culture, the rational culture, life satisfaction, and social support was observed on the negative relationship between organizational anxiety and organizational commitment. These results implies that job satisfaction and organizational commitment can be improved with the interventions on organizational cultures, self-efficacy, and social support despite the presence of organizational anxiety. Based on these results, the implication and limitations of this study and the directions for future research discussed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.19 no.2
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• pp.45-61
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• 2024

This study looked in-depth at the importance of cultivating and manifesting entrepreneurship, which is emphasized for companies to gain a competitive advantage and promote innovation in the uncertain environment that organizations face and in the development of technology due to recent industrial advancement, the following innovative performance, and the mechanisms in the performance process. Entrepreneurship is emphasized as a key factor in inducing creative work performance, creation and application of new ideas, and innovative performance at various levels within the organization in various global companies. In particular, this study examined the influence of the CEO's cultivation and expression of entrepreneurship as an organizational leader on the innovative behavior of organizational members, which is a leading factor in the organization's innovative performance, and the role of creative self-efficacy as a mechanism. Through this, the study was to verify the importance of creativity and cultivating a sense of self-efficacy for demonstrating innovative performance within an organization. Additionally, it was to confirm the role of organizational commitment of organizational members as a situational factor. For the empirical analysis, a total of 247 office workers were surveyed, sampled from 10 venture companies engaged in the manufacturing industry in industrial complexes in Daejeon, Korea. As the result of empirical analysis showed, it was confirmed that each sub-factor of the CEO's entrepreneurship had a positive effect on the innovative behavior of organizational members. And in the process, the importance of the creative self-efficacy of members to demonstrate innovative performance was verified by confirming positively significant mediating effect of creative self-efficacy. Furthermore, in the case of organizational commitment, it was found that the innovativeness and proactiveness of the CEO strengthened the positive influence on the creative efficacy of the organization members. Based on the results of empirical analysis, theoretical and practical implications were provided to improve the importance of cultivating and manifesting the CEO's entrepreneurship to demonstrate innovation within the organization.

• Journal of the Korean Data and Information Science Society
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• v.28 no.5
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• pp.1087-1097
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• 2017

This study aims to find the best model to fit the number of insurance solicitor's turnovers of life insurance companies using count data regression models such as poisson regression, negative binomial regression, zero-inflated poisson regression, or zero-inflated negative binomial regression. Out of the four models, zero-inflated negative binomial model has been selected based on AIC and SBC criteria, which is due to over-dispersion and high proportion of zero-counts. The significant factors to affect insurance solicitor's turnover found to be a work period in current company, a total work period as financial planner, an affiliated corporation, and channel management satisfaction. We also have found that as the job satisfaction or the channel management satisfaction gets lower as channel management satisfaction, the number of insurance solicitor's turnovers increases. In addition, the total work period as financial planner has positive relationship with the number of insurance solicitor's turnovers, but the work period in current company has negative relationship with it.

• Journal of Korean Home Economics Education Association
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• v.29 no.4
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• pp.101-116
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• 2017

This study aimed to investigate the determinants of confidence in courtship and marriage, childbirth and parenting of the unmarried employed of the echo boomers born between 1982-1992, using data from the 19th wave of the nationwide Korea Labor and Income Panel Study. The differences of confidence in courtship, marriage, childbirth, and parenting of the echo boomers according to sociodemographic variables, psychosocial variables, workplace related variables were examined and multiple regression analysis was conducted in order to identify the factors that affect the confidence in courtship and marriage, childbirth and parenting. The results were as follows: The level of confidence in courtship and marriage, childbirth and parenting showed a statistically significant difference depending upon socioeconomic status and psychosocial variables. However, among the workplace related variables, other than childbirth and parenting within the job satisfaction category, all other variables showed a statistically significant difference. In addition, as the determining factors affecting all issues of courtship, marriage, childbirth, and parenting, youth perceptions of Korean society revealed to be the most influential factor, followed by social support and organizational commitment.

• Korean Journal of Culture and Social Issue
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• v.23 no.2
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• pp.239-270
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• 2017

This study investigated the nature and dimensionality of the motives why employees showed the silence even though they could speak up their opinions. It aimed to develop the scales measuring employee silence. Thus, three studies were designed and particularly, two studies featured two different studies, totaling five studies. Study 1 conducted open-ended survey asking and 104 workers from a variety of work field answered. With the results of open-ended questions, a were developed, consisting of 60-items to measure employee silence motivation. Study 2 examined the scale developed and 481 workers from diverse work fields participated in. The exploratory factor and 'intra-ESEM' analyses were confirmed the construct of silence motivation, composing 5 factors(acquiescent, defensive, disengaged, opportunistic, relational silence) the 20-items was developed to measure the construct(Study 2-1). Furthermore, 'inter-ESEM' analysis was examined the discriminant validity of scale developed by the current study with general silence behavior and voice behavior. It found that the employee silence was distinguished from general silence behavior and voice behavior(Study 2-2). Study 3 was designed for validation of silence motivation scale which developed from Study 1 and Study 2. Based on these results, the implications and limitations of this study as well as the direction for future study were discussed.

• Korean Journal of Culture and Social Issue
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• v.17 no.2
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• pp.241-260
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• 2011

This study was to develop the fun perception scale measuring what conditions employees experience fun feeling in work and to examine the construct validity of it. For this, the pre-studies(open-ended questionnaire, in-depth interviews, literature survey, pre-survey) were conducted to develop the preliminary questions of fun scale. In main study, 250 employees(male: 125, female, 125) were responded to a questionnaire consisted of 40 questions of fun perception scale extracted by pre-studies. The results were as follow. First, through the item analysis, factor analysis and reliability analysis, 7 factors composed of 29 items were extracted: 'self-determination', 'extrinsic reward', 'goal achievement', 'pleasure in the process', 'contribution to the company', 'worthless', 'challenge'. Cronbach's alpha reliability coefficient of each factor was suitable. Secondly, EFA was conducted to test the construct validity of fun scale with AMOS 16.0. Several goodness of fit indexes were used to assess model fit: X2/df, TLI, CFI, RMSEA. The results were revealed that all the indexes were acceptable with no additional modification. Based on these findings, the theoretical and the practical implications of fun perception scale were discussed.

• Management & Information Systems Review
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• v.32 no.5
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• pp.119-134
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• 2013

The purpose of this study was to explore the labor relations and job attitudes on KORAIL's employees. The subject of the study was the members of the Gyeongbuk Headquarters of Korea Railroad Corporation(KORAIL). For the purpose of analysis, a survey was conducted for 155 members of KORAIL Gyeongbuk Headquarters, and 119 questionnaires were used for the final analysis. The results of the analysis are as follows: First, there are 3 powerful parties in the KORAIL system of labor relations as Union, Management and Goverment. The KORAIL system of labor relations is very unstable and rigid. The labor union of KORAIL engaged in a desperate struggle against the management. Second, there are significant differences in job satisfaction, communication, organizational commitment, job attitudes between union members and non-union members. These results indicate that establish a labor-management community culture, communication need to be more activated. The activation of communication can contribute to building confidence in labor-management relationship.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.10
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• pp.3707-3720
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• 2010

This research is about evaluate how leadership is influence the organizational effectiveness through the process. Process is set sub factors of transformational leadership as independent variable, set sub factors of organizational effectiveness as dependent variable, and set trust as relationship between members of organization for leader in relationship between most important person at organization(work place) and work, also, set self efficacy as relationship between members of organization and work to find out how these two elements are working. As result of research, all of sub factors of independent variables are effect on trust, then trust is positive effect on organizational effectiveness. However, all of the sub factors of transformational leadership didn't give meaningful effect on self efficacy. However, trust is effect on self efficacy, and as a result, self efficacy is positive effect on every sub factors of organizational effectiveness.

• Journal of the Korea Convergence Society
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• v.9 no.1
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• pp.441-463
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• 2018

In order to overcome the limitations of the previous study, this study reviews the concepts related to spirituality, spiritual wellbeing, workplace spirituality, spirituality and religion in detail. Furthermore, this study was to examine the effects of spiritual education. It is important to examine the effects of spiritual education on individual performance. To do this, proposed model in this study reflects individual, group, and organizational perspectives to reflect all dimensions of spirituality. The proposal model rooted in the theory of vocational personality types and work environments was analyzed empirically. We found that non-work commitment has a negative effect on perceived importance of spiritual education. On the other hand, the appropriateness of work and managers' concerns have a positive effect on the awareness of spiritual education. In addition, awareness of spiritual education has a positive influence on satisfaction of spiritual education. Finally, perceived importance of spiritual education has a positive effect on the satisfaction of spiritual education. Conclusions and implications are discussed.