• Journal of Convergence for Information Technology
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• v.11 no.6
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• pp.83-98
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• 2021

This study identified the influence of employees' hybrid start-up intention (intention to start a business while maintaining a job) on the employees' self-determination motivation (intrinsic motivation, extrinsic motivation) and prior knowledge through the Model of Goal-directed Behavior (MGB). We used a PLS-SEM called SmartPLS 3.0 for 126 valid samples collected by judgement extraction for office workers throughout June 13, 2020 to July 3, 2020, and empirically evaluated the measurement model (internal consistency reliability, convergent and discriminant validity) and the structural model (multicollinearity, determination coefficient, effect size, predictive relevance, etc.). Only the intrinsic motivation for realizing the hybrid start-up goal of office workers had a significant impact on the hybrid start-up attitude and subjective norms, and the prior knowledge of hybrid start-up had a significant impact on the hybrid start-up desire and the hybrid start-up intention. In order to induce hybrid start-ups for workers with unstable employment, we need systems and programs that can inspire employees with intrinsic motivation and knowledge about hybrid start-up, so follow-up researches are necessary to analyze about government systems and consulting support that can promote hybrid start-up.

• 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.

• The Journal of the Korea Contents Association
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• v.14 no.5
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• pp.373-379
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• 2014

This study was conducted empirically to explore the relationship between transformational and transactional leadership and in-role performance focusing on the mediating effect of motivation, intrinsic and extrinsic motivation. To accomplish this, we have thoroughly reviewed the studies and theories related to transformational-transactional leadership and in-role performance. Based on the literature review, I proposed research model and hypothesis and statistically tested. The data for this study was collected via survey. The basic informations involved 159 employees who work for companies in Busan and sourthern Kyunsan province. The results were follows. Transformational and transactional leadership have meaningful influence on in-role performance. The mediating effect of intrinsic and extrinsic motivation between transformational leadership and in-role performance was supported. These results imply that leaders should support the vision of employees as a symbol of success and it could foster the performance.

• The Journal of the Korea Contents Association
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• v.21 no.3
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• pp.463-477
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• 2021

In this study, we investigated the impact of empowering leadership on intrinsic motivation, job crafting, and job performance. The role of intrinsic motivation and job crafting in the relationship between empowering leadership and job performance was verified. Covariance structure analysis was conducted to verify the research hypothesis using questionnaire data collected from SME workers in Yangsan, Ulsan, and Gyeongju. The results were as follows. First, empowering leadership has a significant influence on intrinsic motivation, job crafting. Second, empowering leadership did not have a significant influence on job performance. Third, intrinsic motivation has a significant influence on job crafting but intrinsic motivation did not have a significant influence on job performance. Fourth, job crafting has a significant influence on job performance. Finally, intrinsic motivation plays a partial mediating role in the relationship between empowering leadership and job crafting. job crafting plays a full mediating role in the relationship between empowering leadership and job performance. The results of this study suggest that employees' intrinsic motivation and job crafting should be promoted through the leader's empowering leadership in order to improve job performance.

• Journal of Internet Computing and Services
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• v.19 no.1
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• pp.113-122
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• 2018

In today's rapidly changing environment, companies need to have proper strategies in place to meet the challenges that constant change presents. Being flexible, responding and adapting to changes can be valuable. However, they are essentially passive ways of dealing with situations. Creating new values and innovation are more active and effective strategies fora constantly changing environment. As such, most companies in e-business should focus on developing creativity across the board. Employees' creativity has become a critical factor in e-business. This paper explains how to increase workers' creativity through authentic leadership and psychological empowerment. As it is not machines or computers, but people, that are ultimately still responsible for creating novel outcomes, this study emphasizes the overriding importance of members' ability and leader's roles, which greatly influence followers' levels of motivation. Authentic leadership encourages members to reach and display their potential, and enhances their intrinsic motivation. Moreover, members' psychological empowerment is directly associated with both intrinsic motivation and autonomy, preconditions for creativity. Hence, these two dimensions- leadership and an individual's psychological state- will increase workers' creativity, which works to increase performance and create more opportunities not only at the individual level, but also at the team or organization level. The purpose of this paper is to explain the effects of authentic leadership on creativity and the moderating effects of psychological empowerment between authentic leadership and creativity in the e-business environment.

• The Journal of the Korea Contents Association
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• v.13 no.1
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• pp.210-220
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• 2013

This study explores the performances of Korean content policies to subsidize creative content industry. This study conducts survey on 402 creative industry employees. Research result shows that the current policy has some effects of extrinsic rewards on intrinsic motivation in subjects' perception of market development. Besides the perception, however, Korean subsidize policy sees to have low performances in general. The findings suggests that the industry subjects are not satisfied with the current policies. It is necessary to reconsider the direction of the contests policy.

• Journal of Information Technology Applications and Management
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• v.13 no.4
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• pp.89-107
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• 2006

With the increased importance of groupware in organizations, groupware acceptance is regarded as an important outcome in the efforts of firms to leverage the potential of this information technology in their business activities and strategies. Despite significant investments in groupware, considerable diversity exists in how well firms have been able to implement groupware and leverage the business value of groupware. This study identifies important factors influencing user acceptance of groupware by extending TAM(Technology Acceptance Model) which includes perceived control, intrinsic motivation, and concentration as well as perceived ease of use and perceived usefulness from original TAM. The proposed model is tested in an organization among 104 employees using previous research measurements. According to the findings from the study, the usage intention of groupware can be explained by intrinsic motivation, perceived control, perceived ease of use, and Perceived usefulness. However, it fails to explain the effect of concentration on the intention.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.5
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• pp.205-219
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• 2014

To follow the government policy on 'balanced development of county', the employees of public agencies to be relocated should get used to the new working and living environments such as changing their homes or living away from their family. This study aims to figure out the awareness of the employees of public agencies to be relocated on such organizational change with Person-Organization fit concept and then to find out the effect of positive or negative awareness on job attitude such as organizational commitment and turnover intention. It is expected that public service motivation, the intrinsic motivation for public employees, positively acts as a medium between the awareness of organizational change and job attitude, which this study confirms through an empirical analysis of the employees of electric power public enterprise to be relocated. This study proves that firstly the awareness on organizational change is not directly related to organizational commitment, however, it affects directly turnover intention and public service motivation as an immediate cause and secondly public service motivation has a positive correlation to organizational commitment but it doesn't affect turnover intention and lastly organizational commitment has a negative correlation to turnover intention. Besides, this study empirically finds out that public service motivation has mediating effect which is significantly affects the awareness of organizational change, organizational commitment and turnover intention, and organizational commitment has mediating effect between public service motivation and turnover intention as well.

• 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.

• 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.