• Asian Journal of Business Environment
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• v.5 no.4
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• pp.13-18
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• 2015

Purpose - Based on previous studies, this study extends current research and investigates whether the sub-factors of emotional intelligence increase job satisfaction or employee intrinsic and extrinsic motivation and perceived organizational support. Research design, data, and methodology - This study categorizes service employees' (consultants) emotional intelligence into four sub-factors: regulation of emotion, appraisal of emotion, utilization of emotion, and expression of emotion. The study then investigates the sub-factor effects on job satisfaction. A total of 353 valid questionnaires were collected. Results - The results of the path analysis showed that appraisal, utilization, and expression of emotion had a positive effect on intrinsic motivation, and utilization of emotion had a positive effect on extrinsic motivation. Extrinsic motivation had a positive effect on perceived organizational support and job satisfaction, and perceived organizational support had a positive effect on job satisfaction. Conclusion - As consultants' utilization of emotion is rendered as the ability to use emotion to improve performance, the conclusion is that such factors as monetary performance incentives are important in order to boost job satisfaction of the consultants.

• Journal of Korea Society of Digital Industry and Information Management
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• v.19 no.1
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• pp.43-55
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• 2023

The purpose of this study is to examine the effects of authentic leadership on employee job satisfaction as well as the mediating role of motivation in the relationship between these two variables. Prior literature on authentic leadership have repeatedly argued that authentic leadership is not simply the ethically "right" thing to do, but also can effectively boost firm performance by increasing employees' job satisfaction and motivation. This study investigates whether the proposition is supported by empirical evidence in the context of Korean companies. Survey data were collected from 230 employees from several companies in South Korea. The results show that authentic leadership has a positive effect on employees' job satisfaction. As to the effects of authentic leadership and work motivation, authentic leadership turns out to have a positive effect on both extrinsic and intrinsic work motivation. The study also confirmed partial mediating effect of job satisfaction in the relationship between authentic leadership and job satisfaction.

• Journal of Wellbeing Management and Applied Psychology
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• v.2 no.1
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• pp.9-19
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• 2019

The uniqueness of labour as a factor of production is that labour services cannot be separated from the employee. However, since the object of sale is only the services of the employee, not an employee himself, the labour conditions, determined by the labour and collective agreements or other agreements concluded at other levels and within the current legislation, are equally important. Speaking as a subject of labour, a person can realize his or her labour potential by the way of self-employment, that means to act as an independent producer seller of their products. Another way of labour potential realization is hiring, that means offering of the services as a hired employee to the employer, who is the subject of ownership. In this case there is an exchange under the principle: qualification and working time of the worker - for wages and profits. Each enterprise is confronted with a set of goals, among them - economic and social leadership. For their achievement the company uses all the available arsenal of resources - material, land, financial, labour. This indicates the equivalence of all types of resources in achieving the goal. But this is not quite true, because every resource can be included in production only through the activity of labour and people. And this activity depends on the attitude of the company to its employees, the degree of their motivation and stimulation.

• The Journal of Asian Finance, Economics and Business
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• v.2 no.2
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• pp.35-38
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• 2015

Managers, supervisors, executives and others whose office is to get work done by staff in organizations would desire a motivated workforce. Despite the advances in technology, any system has tot have motivated people to achieve its goals and at some time or other, no one in charge of a unit has failed to wonder, 'How best do I get individuals and groups motivated'? What is motivation, how can employees be motivated to direct their energies towards execution of the job and how is this achieved on a sustained on-going basis? Is a highly motivated employee necessarily an ace performer? These are the issues which the author would address in the present paper. The authors has conducted an empirical study by administering motivational test and collected data from 100 corporate of Bhopal region.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.1
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• pp.399-408
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• 2022

This paper aims to evaluate the effects of Critical work factors on Work Motivation and Job Satisfaction of young Vietnamese employees. The four most essential work aspects were consisting of the Work environment, Employee empowerment, Salary, and Promotion opportunities. To empirically evaluate the proposed research model, the authors assemble data through conducting questionnaire interviews with young employees working in Vietnamese firms. A sample of 216 respondents was constructed using the PLS-SEM program to highlight the testing of thirteen hypotheses. The testing results indicate that four Critical work factors positively impact the job motivation of young employees, especially two factors as Salary and Promotion opportunities. Surprisingly, the hypothesis regarding the positive direct relationship between Promotion opportunities and Job satisfaction is not supported. Meanwhile, the rest influence factors have a significant connection with the Vietnamese worker's job satisfaction. The mediation role of Work motivation was also tested by examining the indirect positive relationship between four Critical work factors and Job satisfaction. This paper is the first study that focuses on young employees; hence, these research findings provide Vietnamese human resource managers some suggestions for reference, which can be considered the dynamic factors on the young Vietnamese employees.

• Journal of Digital Convergence
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• v.16 no.3
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• pp.225-236
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• 2018

Organizations continue to invest in the security of information technology as a means to be more competitive than others in their industry do. However, there is a relatively lack of interest in the information security compliance of employees who implement information security technologies and policies of organization. This study finds mechanisms for enhancing security compliance by applying theory of planned behavior, justice theory, and motivation theory in information security field. We use structural equation modeling to verify the research hypotheses, and conducted a survey on the employees of organization with information security policy. The results showed that organizational justice, sanction, and organizational identification affect the factors of the planned behavior theory and affect the employee's compliance intention. As a result, this research suggested directions for strategic approach for enhancing employee's compliance intention on organization's security policy.

• Journal of the Korea Convergence Society
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• v.11 no.1
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• pp.41-50
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• 2020

This paper analyzed leadership behavior and employee performance through empirical analysis method based on AMO theory. In this study, the ability of the leader (A), task motivation (M), and opportunity (O) were chosen as factors to analyze the relationship between transformative leadership and job performance of the subordinate staff, and the self-efficiency (O) and intrinsic motivation (M) were selected at the individual level and team atmosphere (O) at the organizational level to build a research model. 507 valid data were obtained from the survey and statistical analysis was conducted using SPSS23. Studies have shown that transformative leaders have a significant impact on employee performance. This study provides research results of empirical theory to understand the behavior of the leader in the performance of the employees and also suggests implications for the management of the company's human resources.

• Journal of Platform Technology
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• v.12 no.1
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• pp.106-118
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• 2024

In this study, the MZ generation's perceived motivations for using hotels were divided into room, cleanness, subsidiary facilities, employee, and price. In addition the impact of the MZ generation's motivation(facilities, cleanliness, convenience facilities, staff, price) for using hotels on user attitudes was analyzed. In the case of the MZ generation, this study also analyzed whether user attitudes toward hotels affect their intention to reuse. The results of this study are as follows. First, among the MZ generation's motivations for using hotels, room, cleanness, subsidiary facilities, employee, and price were found to have a positive effect on user attitudes. Next, the user attitude of the MZ generation was found to have a positive effect on reuse intention. Finally, this study suggests to provide theoretical and practical implications based on the research results to help develop hotel service strategies suitable for the MZ generation.

• Information Systems Review
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• v.12 no.2
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• pp.47-74
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• 2010

This study presents two dimensional views of IT-use behaviors. It examines public employee's IT-use behavior as manifested in two ways: acceptance on IT, utilization on IT. This study investigates levels of employee's the acceptance and utilization on IT in the Korean Central Government(ministry and agency) and analyses factors affecting public employee's the acceptance and utilization on task-related IT in the public sector. This study tries to examine the variables affecting the acceptance and utilization on IT; especially, the influences of such variables as leadership, task-related communication with people, task motivation, IT usability and ease of uses, task understanding in the context of Korean Central Government. Based on a questionnaire survey in Korean Central Government(8 ministries, 5 agencies) that have implemented Government Knowledge Management System(GKMS), 311 valid instruments were received and analyzed using various statistics and structural equation model(SEM). And this study will adopt try to delineate pre and intervening conditions for public employee's the acceptance and utilization. According to the results of interviews and SEM analysis suggests that the influence of task-understanding, organizational communication, IS usability were statistically significant in the acceptance and utilization on IT. And it is also hoped that the path-analytic model suggested in this study helps reveal the causal chains between the acceptance and the utilization. Especially, task-understanding proves to be important in encouraging public employee's the acceptance and utilization. This result illustrates why task-understanding people are the key to utilize the task-related IT in public organization.

• International Journal of Computer Science & Network Security
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• v.22 no.2
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• pp.385-393
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• 2022

In the study of the mechanism of labor motivation as a determinant of economic security of the enterprise in competitive conditions, it was found that motivation is determinant in creating the conditions for production and ensuring the active functioning of the enterprise. It is substantiated that the motivational mechanism is the presence of a system of levers, incentives, measures and other elements for economic and administrative incentives for employees, which are used for incentives to work, increase productivity and safety, and more. The motivational mechanism plays an important role in ensuring the economic security of the enterprise and at the same time is a lever to increase competitiveness in the market. The functions of the mechanism of labor motivation are singled out, among which: explanatory-substantiating, regulative, communicative, socialization, regulating. The stages of occurrence of the motive for the employee are classified. The interrelation of motives and incentives in the mechanism of labor motivation as determinants of economic security of the enterprise in competitive conditions is proved. It is proved that the mechanism of labor motivation as a determinant of economic security of the enterprise in competitive conditions should be aimed at: assistance in forming and achieving goals and objectives of the enterprise and achieving balance and equilibrium of economic goals and social responsibility of the enterprise; ensuring close cooperation between management and employees of the enterprise; focus on building a flexible mechanism; transition to a democratic style of governance and involvement of employees in decision-making.