• Journal of the Korean Data and Information Science Society
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• v.26 no.2
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• pp.441-453
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• 2015

This paper review nursing performance in Korea to suggest the direction of future research. A literature review of research nursing performance journal articles was performed. Thirty-three articles were analyzed research design, measurement tools, definition, and variables which with nursing performance. Most of the on nursing performance in Korea descriptive correlation study. There considerable confusion about Korean term and definitions nursing performance. used the instrument developed by Park (1989) to measure nursing performance. The variables with nursing performance leadership and empowerment. No agreement on definitions or concepts of nursing performance evident in Korea. Research on nursing performance that addresses all domains of nursing is needed to analyze the impact of nursing performance on patient and healthcare outcomes.

• The Journal of the Korea Contents Association
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• v.18 no.1
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• pp.561-572
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• 2018

Female tollgate workers are known to be the most highly exposed to job stress in the service industry. However, there have been few studies on female tollgate workers. This study was thus performed to verify the mediator effect of work-family conflicts in the relationship between job stress and turnover intention of female tollgate workers. A survey was carried out in May, 2016, and the final data were obtained from 183 female tollgate workers by quota sampling. The major result was that their job stress significantly influenced on turnover intention, and work-family conflicts between the two variables were partially mediated. On the basis of the outcomes, first, further studies are needed to develop customized supporting programs for the female tollgate workers; second, internal efforts, such as psychological and social support programs such as Employee Assistance Programs (EAPs), should be launched for the workers at the enterprise level; third, national attention must be paid to improve the work environments of female tollgate workers.

• Anxiety and mood
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• v.13 no.1
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• pp.32-38
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• 2017

Objective : Several recent studies determined the associations of job stress with depression and suicidal idea, but the association between the number of job stress components and depression remains unclear. In the present study, we investigated the associations of the number of components of job stress with depression and suicidal idea. Methods : We studied 194,226 participants who attended employee health screenings from January to December, 2014, and completely answered all the questionnaires, including the short form of Korean Occupational Stress Scale (KOSS), the Center for Epidemiologic Study-Depression (CES-D) and suicidal idea. The presence of clinical depressive symptoms was defined as a CES-D score of ${\geq}21$. The subjects in the highest quartile of each subscale of KOSS were considered as suffering from each component of job stress. Chisquare tests, t-tests and logistic regressions were performed to compare study outcomes between groups. Results : When we included all seven components of job stress, there was no significant association of the number of the components with depressive symptoms, or suicidal idea. However, the prevalence of depressive symptoms and suicidal idea was increased only in three occupational stress subscales including job demand, job insecurity and occupational climate. When we analyzed only these 3 components of job stress, the number of job stress subscales was significantly associated with depressive symptoms and suicidal idea, even after adjustment for sex and age. Conclusion : The number of components of occupational stress was associated with depressive symptoms and suicidal idea, only in the related components.

• Management & Information Systems Review
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• v.31 no.4
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• pp.445-467
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• 2012

Service is delivered to customers through interactions between service personnel and customer that will influence encounter outcomes. During service encounter, physical, psychological, emotional elements will be put into the service delivery. Thus, the purpose of this paper was to understand the rapport in hospitality & service encounter and examine the relationship between service provider's interaction, customer's participation and relationship belief. The research findings indicated that service provider's interaction and customer's participation were positively related to rapport. Furthermore, rapport which a customer feels from employee was found to contribute greatly to successful relationship beliefs with customers.

• Journal of Digital Convergence
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• v.19 no.12
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• pp.193-206
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• 2021

In this research, Collectivism's influence on Singaporean employee's volunteerism in Multinational Enterprise (MNE) was investigated with an individual empathy mediating. Most research on Hofstede's cultural dimensions were examined at national levels. However, in this study, Yoo's Cultural value Scale (CVSCALE) was used to analyze collectivistic tendencies at individual levels and its influence on volunteerism. A total of 200 self-administering online surveys was distributed to MNE employees in Singapore for three weeks period. 180 usable surveys were collected and analyzed with SPSS 21.0. Research outcomes indicated collectivism positively influenced volunteerism in Singaporeans with empathy as possible antecedent of volunteerism. In conclusion and application, the significance of this research lies in indicating collectivism's positive impact on volunteerism and empathy as possible antecedents of volunteerism in Singaporeans even though Singapore has exhibited stronger individualism and often defined as one of the most westernized country in the Asian continent. Also findings suggest further developing emotional education to increase both individual and group level performance.

• Asia-pacific Journal of Multimedia Services Convergent with Art, Humanities, and Sociology
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• v.9 no.7
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• pp.891-900
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• 2019

In this paper, we investigate the relationship between IPR creation and export activity. And we try to examine the effects of IPR use as innovation on export performance. The dataset used in the empirical analysis are the annual "Survey of Business Activity(2006~2014)" panel data which include total of 6,144 samples of firms. Data set includes the sample characteristic such as employee, industry, export performance, possession/use/development of IPR. According to analysis results, this paper confirms that R&D and export activities of firms make positive effects on IPR creation. In addition, this paper finds that IPR use of firms make positive effects on firm's export performance. Exporting firms achieve higher export performance by developing new products and processes to enter and compete in overseas markets. In addition, exporting firms can achieve higher performance by using intellectual property rights to appropriate innovation outcomes in foreign markets and to exclude the possibility of patent disputes in advance.

• Journal of Digital Convergence
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• v.19 no.2
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• pp.169-174
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• 2021

While the importance of information security policies is heightened, numerous empirical studies have been conducted to investigate the factors that influence employee's willingness to comply organizational security policies. Some of those studies, however, were not consistent and even contradictory each other. Synthesizing research outcomes has been resulted as qualitative literature reviews or quantitative analysis on individual effect sizes, which leads to meta-analyze on whole research model. This study investigated 28 empirical research based on the deterrence theory with sanction certainty, severity and celerity. The analysis with random effect model resulted in well-fitted research model as well as all of significant paths in the model. Future research can include informal deterrent factors and contextual factors as moderator variables.

• Journal of Distribution Research
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• v.17 no.3
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• pp.59-92
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• 2012

With accumulated research evidence, there is little doubt that leadership behavior is related to a wide variety of positive individual and organizational outcomes. Indeed, leadership behavior has been empirically linked to increased employee satisfaction, organizational commitment, extra effort, turnover intention, organizational citizenship behavior, and overall employee performance. Although leadership behavior has been linked to a number of positive organizational outcomes, research regarding the antecedents of such behavior is limited. Especially there is little research dealing with the antecedents of inter-organizational leadership behavior. This study interests in inter-organizational ethical leadership among marketing channel members. In both the mass media and the academic association, there has been a surge in interest in the ethical and unethical behavior of leaders. Although the corporate scandals in recent years may explain much of the mass media and popular focus, academics' interest has been limited by evidence that ethical leadership behavior is associated with both positive and negative inter-organizational processes and performances. This study tried to contribute to this body of knowledge by examining antecedents of ethical leadership. Ethical leadership is defined "the demonstration of normatively appropriate conduct through personal actions and interpersonal relationships, and the promotion of such conduct to followers through two-way communication, reinforcement, and decision-making." Ethical leaders not only inform individuals of the behefits of ethical behavior and the cost of inappropriate behavior, such leaders also set clear standards and use rewards and fair and balanced punishment to hold followers accountable for their ethical conduct. Despite the assume importance and prominence of ethical leadership among organizations, there are still many questions relating to its antecedents and consequences. One is whether the likelihood of an leading organization being perceived as an ethical leader among other following organizations in marketing channels can be predicted using its characteristics and inter-organizational relationship maintenance skills. Identifying trait and skill antecedents will aid in the development of strategies for selecting and developing ethical leaders and determining the best means to reinforce ethical behaviors. The purpose of this study is to investigate the effects of three categorized variables on ethical leadership of channel leader. To be concrete, this study develops a model of the antecedents of three conceptually distinct forms of channel leader characteristics, such as organizational traits, inter-organizational relationship maintenance strategies, and supplier management strategies, and tests the hypothesized differential effects on ethical leadership of marketing channel leaders. The reason why this study deals with discount store channel is that there is very strong inter-dependence between a discount store and its suppliers. Their strong inter-dependence makes their relationship as the relationship between a leader and suppliers and creates an atmosphere that leadership occur without difficulty. The research model is as follows. For the purpose of empirical testing, 295 respondents of suppliers of discount store channel in Korea were surveyed. The procedures included scale reliability, and discriminant and convergent validity were used to validate measures. Also, the reliability measurements traditionally employed, such as the Cronbach's alpha, were used. All the reliabilities were greater than .70. This study conducted confirmatory factor analyses to assess the validity of our measurements. All items loaded significantly on their respective constructs(with the lowest t-value being 15.2), providing support for convergent validity. We then examined composite reliability and average variance extracted(AVE). The composite reliability of each construct was greater than .70. The AVE of each construct was greater than .50. This study tested research model using Partial Least Square(PLS). The estimation of the structural equation model revealed an acceptable fit of the model to the data($r^2$=.851). Thus, This study concluded that the model fit was considered acceptable. The results of PLS are as follows. The results indicated that conscientiousness, openness, conflict management, social networks, training, fair reward had positive effects on ethical leadership of channel leaders. On the other hand, emotional insecure had negative effect and agreeableness, assurance, and inter-organizational communication had no significant effect on supply chain leadership.

• Asia Marketing Journal
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• v.13 no.3
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• pp.183-208
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• 2011

After more than 25 years of accumulated research evidence, there is little doubt that leadership behavior is related to a wide variety of positive individual and organizational outcomes. Indeed, leadership behavior has been empirically linked to increased employee satisfaction, organizational commitment, extra effort, turnover intention, organizational citizenship behavior, and overall employee performance. However, it is important to point out that although leadership behavior has been linked to a number of positive organizational outcomes, research regarding the antecedents of such behavior is limited. Especially there is little research dealing with the antecedents of inter-organizational leadership behavior. Supply chain leadership can be defined as the activities undertaken by the supply chain leader to influence the management programs and strategies of supply chain members. Supply chain performance is influenced by leadership of supply chain leader. Although research on supply chain leadership can be broadly categorized, many researchers have been preoccupied with analyzing supply chain leadership by the power-influence approach measuring such as control, power, and power bases. Also they have not examined the relationship between leadership and financial performance. This study has started to overcome those research gaps. The purpose of this study is to investigate the effect of relational behaviors on supply chain leadership, and the effect of such leadership behavior on financial performance of supply chain followers. In addition, this study also try to find out moderating variable existing in the relationship. To be concrete, First, this study develops a model of the antecedents of four conceptually distinct forms of relational behaviors such as training, fair reward, offering vision, and inter-organizational communication, and tests the hypothesized differential effects of relational behavior forms on supply chain leadership. Second, this study tests the effect of supply chain leadership on financial performance. Third, this study investigates the extent to which this leadership-performance relationship is moderated by leader ethicality. The reason why this study deals with convenience store supply chain is that there is very strong inter-dependence between a franchisor and its suppliers. Their strong inter-dependence makes their relationship as the relationship between a superior and subordinates and creates an atmosphere that leadership occur without difficulty. For the purpose of empirical testing, 217 respondents of suppliers of convenience store supply chain in Korea were surveyed and the analysis utilizing partial least square model indicated that training, fair reward, inter-organizational communication had positive effects on supply chain leadership, and such leadership had positive effect on financial performance of followers. On the other hand, offering vision had no effect on supply chain leadership. In addition, leader ethicality had moderating effect on the relationship between supply chain leadership and financial performance.

• Journal of Korea Technology Innovation Society
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• v.17 no.2
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• pp.380-420
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• 2014

We increasingly see the importance of employees acquiring enough expert capability or innovation capability to prepare for ever growing uncertainties in their operation domains. However, despite the above circumstances, there have not been an enough number of researches on how operational input components for employees' innovation outcome, innovation activities such as acquisition, exercise and promotion effort of employee's innovation capability, and their resulting innovation outcome interact with each other. This trend is believed to have been resulted because most of the current researches on innovation focus on the units of country, industry and corporate entity levels but not on an individual corporation's innovation input components, innovation outcome and innovation activities themselves. Therefore, this study intends to avoid the currently prevalent study frames and views on innovation and focus more on the strategic policies required for the enhancement of an organization's innovation capabilities by quantitatively analyzing employees' innovation outcomes and their most suggested relevant innovation activities. The research model that this study deploys offers both linear and structural model on the trio of learning, innovation capability and innovation outcome, and then suggests the 4 relevant hypotheses which are quantitatively tested and analyzed as follows: Hypothesis 1] The different levels of innovation capability produce different innovation outcomes (accepted, p-value = 0.000<0.05). Hypothesis 2] The different amounts of learning time produce different innovation capabilities (rejected, p-value = 0.199, 0.220>0.05). Hypothesis 3] The different amounts of learning time produce different innovation outcomes. (accepted, p-value = 0.000<0.05). Hypothesis 4] the innovation capability acts as a significant parameter in the relationship of the amount of learning time and innovation outcome (structural modeling test). This structural model after the t-tests on Hypotheses 1 through 4 proves that irregular on-the-job training and e-learning directly affects the learning time factor while job experience level, employment period and capability level measurement also directly impacts on the innovation capability factor. Also this hypothesis gets further supported by the fact that the patent time absolutely and directly affects the innovation capability factor rather than the learning time factor. Through the 4 hypotheses, this study proposes as measures to maximize an organization's innovation outcome. firstly, frequent irregular on-the-job training that is based on an e-learning system, secondly, efficient innovation management of employment period, job skill levels, etc through active sponsorship and energization community of practice (CoP) as a form of irregular learning, and thirdly a model of Yί=f(e, i, s, t, w)+${\varepsilon}$ as an innovation outcome function that is soundly based on a smart system of capability level measurement. The innovation outcome function is what this study considers the most appropriate and important reference model.