• 한국콘텐츠학회논문지
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• 제19권6호
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• pp.311-324
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• 2019

본 연구는 고용의 질 수준과 조직성과의 관계에서 종업원 성과의 매개효과를 분석함으로써 고용의 질이 조직성과에 미치는 효과의 구체적인 메커니즘을 파악하는 것을 목적으로 한다. 고용의 질의 당위성에 대한 논의가 확장되면서 이에 대한 연구가 확산되고 있지만, 고용의 질이 어떻게 조직성과에 기여하는지 그 과정을 다룬 연구는 많지 않았다. 실증분석을 위해 국내기업 501개를 대상으로 고용의 질과 종업원 성과(인적자본 역량 및 집단적 조직몰입) 간의 관계 그리고 고용의 질과 조직성과간의 관계에서 종업원 성과의 매개효과를 분석하였다. 분석결과, 고용의 질 수준이 높을수록 종업원의 인적자본 역량과 집단적 조직몰입도가 증가하며, 이들 종업원 성과는 고용의 질과 조직성과간의 관계를 완전매개하는 것으로 밝혀졌다.

• International Journal of Quality Innovation
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• 제4권2호
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• pp.123-144
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• 2003

The trend towards employee involvement (EI) has redefined the employer-employee relationship and, for many organizations, has brought about a fundamental change in organizational performance. This paper begins with a review of EI concepts and typologies. It goes on to elaborate need for the adoption of EI practices and discuss the factors affecting the adoption. The main theme of the quality management (QM) literature will then be presented addressing its concepts, principles and elements. Drawing on the theoretical and practitioners' perspectives, the paper also discusses the significance of integrating EI/QM practices to sustain organizational performance improvement.

• The Journal of Asian Finance, Economics and Business
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• 제8권3호
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• pp.1385-1393
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• 2021

This study examines the impact of independent behavior, goal achievement, and curiosity on employee performance and examines the impact of independent behavior and goal achievement on employee performance through curiosity. This research is conducted on a survey using explanatory research. Data collection is carried out using a questionnaire as a research instrument. The questionnaire was conducted on employees of finance companies in Yogyakarta, Indonesia. The selection of companies used as research is based on the similarity of the products being marketed. In Yogyakarta, there are 54 branch offices of finance companies that carry out business activities. However, of the 54 companies, ten have the same products being marketed, namely mortgage loans, investment loans, and multipurpose loans. In contrast, other finance companies focus more on motor vehicle loans—determining the number of samples obtained by multiplying by six times the number of indicators used. The sampling technique is done by purposive sampling with specific respondent criteria. In this study, analysis techniques, using Structural Equation Modeling (SEM) with AMOS 22. The results showed that the increase in employee performance was influenced by curiosity regarding independent employee behavior. This study provides recommendations human resource management practices that have an impact on organizational performance.

• 복식문화연구
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• 제30권3호
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• pp.477-493
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• 2022

The purpose of this study is to explore relationships between company's characteristics, the status of business ethics education, employee perceptions of corporate business ethics, and organizational performance. A total of 161 small- and medium-sized apparel companies participated in a survey and data was analyzed using cross-tabulation, ANOVA, and SPSS PROCESS. The results show that, larger companies involved with export are more likely to implement business ethics education, whereas no company characteristic is associated with perceptions of corporate business ethics. Furthermore, apparel companies that implemented or planned to implement business ethics education, have employees with more positive perceptions of corporate business ethics and better organizational performance than fashion companies that have no plan to implement such education. In addition, companies in the apparel sector with higher employee perceptions of corporate business ethics had greater organizational performance than apparel companies with lower employee perceptions of corporate business ethics. This study emphasizes the need to implement business ethics education to enhance employee perceptions of company business ethics, which in turn promotes organizational performance. It is expected that the results of this study will positively affect the development and expansion of business ethics education programs and contribute to the foundation of knowledge for business ethics education for fashion companies.

• Asian Journal for Public Opinion Research
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• 제10권2호
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• pp.123-146
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• 2022

This study aims to identify the effect of the relationship between human resources management (HRM) and total quality management (TQM) on improving employee performance. Several previous qualitative studies have stated that TQM and HRM are separate methods. This article describes a new method using a quantitative approach. This research is needed to fill the gap in the literature by empirically analyzing the relationship between HRM, TQM practices, and organizational performance. Data was collected quantitatively from 100 employees in Indonesia through questionnaires and online survey methods. The data collected were analyzed using structural equation modeling (SEM) with the Lisrel 8.5 system. TQM-oriented HRM is operationalized as a second-order latent variable measured by four factors (training, empowerment, teamwork, compensation). The findings support the validity of the TQM-oriented HRM model as a hierarchical, second-order latent construct and show a strong relationship with employee performance. The results of this study are different from previous studies, which showed that TQM and HRM are separate methods. The results of our research provide an academic and practical overview that TQM-oriented HRM can be used to help organizations build platforms for human resources policies aimed at improving employee performance.

• The Journal of Asian Finance, Economics and Business
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• 제8권5호
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• pp.293-302
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• 2021

Being able to survive during the Covid19 pandemic is a big task for a company, as such, empowerment of employees is a must. The sample in this study was 300 employees who worked in Spas throughout Bali. The sampling technique was purposive sampling. Data analysis was using SEM and SMARTS as data processing. The results showed that green communication, namely communication that occurs between employees, superiors, and the environment, has a very good influence on the sustainability of employee performance. To become green management, a green organizational commitment that cares about the safety of employee health and the environment is an important factor as motivation in green dedication or positive employee productivity, but communication between work actors and justice is also a motivating factor. Work safety and job security for employees empower employees (which is a green line), especially for freelance work organizations so that further research in subsequent studies can make samples in a more varied industrial sector.

• 산경연구논집
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• 제14권11호
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• pp.19-25
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• 2023

Purpose: Prior studies regarding ethical management on worker's performance have primarily focused on specific industries or regions, potentially limiting the generalizability. This gap in knowledge underscores the need for a comprehensive investigation that considers a diverse range of industries and thoroughly examines the multifaceted aspects of ethical management. Research design, data and methodology: The academic search platform used for this study was 'Google Scholar', 'Scopus', and 'Web of Science' indexes various scholarly articles, including peer-reviewed journals and books. By utilizing specific search terms such as "corporate ethical management" and "employee performance," a vast pool of relevant studies was identified. Results: The findings indicated four effects: first, a positive correlation between ethical management practices and heightened employee motivation and engagement; second, an augmentation in organizational commitment and job satisfaction among employees; third, a reduction in turnover rates, indicating enhanced employee retention; and fourth, an elevation in overall productivity and performance outcomes. Conclusions: In sum, this study offers actionable insights, advocating for adopting and reinforcing ethical management strategies as a potent means to foster a high-performance work culture. These encompass fostering a robust ethical framework, cultivating a culture of transparency and open communication, and providing avenues for employees to voice ethical concerns without fear of retribution.

• 산업노동연구
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• 제19권1호
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• pp.65-104
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• 2013

본 연구는 자원기반관점을 기초로 고성과작업시스템-종업원성과-운영성과 간 관계를 실증적으로 검증하고자 하였다. 조직수준의 고성과작업시스템과 개인수준의 종업원 태도 간 실증분석을 위해 위계적 선형모형(hierarchical linear modeling)을 활용한 다수준분석을 실시하여 인과관계의 정확성을 높였다. 이를 위해, 제3차 인적자원기업패널(HCCP: Human Capital Corporate Panel) 데이터 가운데 316개 기업과 7,872명(팀장 923명 포함)의 응답자를 대상으로, 고성과작업시스템이 개인수준인 종업원성과에 미치는 영향을 확인하였다. 이후, 분석수준을 일치시키기 위해 개인수준(종업원성과)과 팀수준(운영성과)의 패널자료를 조직수준으로 집산(aggregation)하여 타당화 검증을 실시하고, 조직수준에서 매개효과를 검증하였다. 그 결과, 고성과작업시스템은 종업원성과(직무만족, 조직몰입, 신뢰)와 운영성과에 각각 유의한 영향을 미치는 것으로 나타났다. 종업원성과 개별변수의 매개효과 검증에서는 직무만족과 신뢰가 고성과작업시스템과 운영성과 간 관계를 매개하는 것으로 나타났다. 결론에는 연구의 결과, 이론적 시사점 및 한계점을 제시하고 있다.

• The Journal of Asian Finance, Economics and Business
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• 제9권5호
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• pp.213-224
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• 2022

In recent years, gamification has been a hot issue due to its positive impact on organizational success. The proper application of game elements in an organizational context is required for gamification implementations. Gamification remains an area of active research for its behavior molding potential. Employee engagement is a critical component in assessing employee behavior and is considered crucial for organizational success. Research questionnaires were completed online between March 2021 and February 2022. Our targeted sample encompassed low and mid-level personnel of Asian and Middle eastern employees working in Hungary. The questionnaire was introduced using google forms. Our sample size consisted of 203 respondents (N = 203). Research results indicated gamification's significance in increasing employees' intrinsic motivation and therefore boosting organizational engagement levels. Gamification improved employees' task performance and the overall quality of work. Organizational culture had a mediating role between gamification and employees' behavior. Organizational culture and employee behavior are in close correlation. Research findings also proved engagements' mediating effect on employees' behavior. The results of the research showed that gamification in human resources has risen in popularity, especially in terms of its impact on employee behavior and performance. The study's findings demonstrated that gamification has a positive impact on organizational performance and collaboration.

• The Journal of Asian Finance, Economics and Business
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• 제7권7호
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• pp.335-341
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• 2020

The study aims to examine the relationship between talent management and work engagement and its impact on nurses' performance in Indonesia. This study is also intended to understand the role of work engagement in moderating talent management and employee performance. This present study applied a quantitative method using path analysis to investigate the relationship between variables and the primary role of work engagement. The participants of the study were nurses both in privates and public hospitals in Indonesia, with a total of 376 respondents. Closed questionnaires were processed in this study with a Likert scale with five choices ranging from 1 (strongly disagree) to 5 (strongly agree). The questionnaires were entirely collected over almost five months using Google form. The results of the study confirmed that the nurse performance, both at government and private hospitals, are categorized as good, while the work engagement and talent management are also categorized as high. The findings confirmed that talent management positively influences work involvement and employee performance. In addition, this study suggests that work engagement plays an essential role in moderating between variables and provides a confirmation of the important role of talent management and work engagement for nurses' performance.