• Korea Journal of Hospital Management
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• v.19 no.1
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• pp.43-53
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• 2014

The objective of this research is to survey of knowledge management in hospitals and to search the factors to impact the knowledge sharing and innovation behavior among employees. The data is collected with hospital employees by questionnaire method. Total number of analysis is 779 cases, and the collected data is analyzed by SEM(structural equation model). The work performance(WP) make influence the innovation behavior(IB) through knowledge sharing(KS) intention. The KS intention and IB are different in sex, age, education, work duration and work level. But, WP is different only in sex. The only personnel and organizational factors to affect KS intention, WP and IB are reciprocity(in personnel factor) and trust(in organization factor). Those factors mean the mental or psychological relationship among employees. So, to make more developed knowledge management in hospitals is to need more personal relationship than any other system management or incentives.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.319-336
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• 2016

This study is aimed at suggesting the implications about the importance of authentic leadership through the analysis of what influence of supervisor's authentic leadership has on job performance for employees. Especially, this study investigates whether employee's organizational commitment, organizational citizenship behavior mediates the relationship between authentic leadership and job performance. Survey was carried out among employees in a variety of organizations. Total 440 sheets of sample have been derived and analysed by SPSS/WIN 24.0 and Stata 14.0. The result revealed that supervisor's authentic leadership was positively related to organizational commitment, organizational citizenship behavior, and job performance for employees. Further, organizational commitment, organizational citizenship behavior mediated the effects of authentic leadership on employee's job performance. The salient point was that in order to improve employee's job performance is to improve the employee's voluntary participation and cooperation behavior through the supervisor's authentic leadership.

• Journal of Digital Convergence
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• v.12 no.10
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• pp.109-119
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• 2014

The two main purposes of this study were to investigate the influence of ethical leadership on employees' behaviors in terms of organizational citizenship behavior (OCB) and in role behavior and to explore the mediating role of psychological ownership in the relationship between ethical leadership and employees' behaviors (OCB and in role behavior). To achieve these two research purpose of this study, this study employed two research methods: literature review and empirical testing of the developed hypotheses. The results showed that there was a positive and statistically significant relationship between ethical leadership and employees' behaviors (OCB and in role behavior), and psychological ownership played as a moderator in the relationship between ethical leadership and employees' behaviors. Based on the findings, this study discussed practical implications and suggested future research directions.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.2
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• pp.361-371
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• 2016

This study examined the factors influencing the happiness of employees of the SME manufacturing industry. Data were collected from 139 employees using structured questionnaires, and were analyzed by a t-test, one way-ANOVA, Pearson's correlation coefficient, and Hierarchical regression analysis using SPSS/WIN Ver 18.0 program. In general characteristics, happiness was significantly associated with age, level of education, religion, monthly income, monthly income satisfaction, position in the working area, and way of working. Happiness was positively correlated with self-esteem and perception of interpersonal caring behavior, and was negatively correlated with job stress. The factors influencing happiness was self-esteem and perception of interpersonal caring behavior, which explained 46.6%. Self-esteem and the perception of interpersonal caring behavior should be considered for improving the happiness of employees. The results will form the basis of nursing interventions to increase employees' happiness in the SME manufacturing industry.

• Journal of the Korea Convergence Society
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• v.9 no.11
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• pp.145-152
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• 2018

The purpose of this study was to reveal association between health behavior practice and jab characteristics on periodontal disease of employees. The analysis was conducted on 1,737 of above the age of nineteen in employees by using raw data from the 2015 National Health and Nutrition Survey. The data were analyzed using SPSS for windows version 24.0. Smoking, BMI and aerobic exercise in health behavior practice had statistically significant difference. Occupation, work status and regular work in jab characteristics had statistically significant difference. In conclusion, business owners need active management to health behavior practice their employees and the government needs to resolve the polarization of medical services through the development of oral health care policies for low-income people.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.23 no.3
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• pp.64-80
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• 2015

In this article, we verify to influence in the management performance by the safety management system that is recommended by the ICAO for the safety management on the airside area in the airport. Also, We present a comprehensive mediator effect that the employees perceive safety culture and safety behavior. We design how participants were selected as study the employees from 4 airports on the airside areas of the Incheon International Airport, Gimpo International Airport, Jeju International Airport and Gimhae International Airport in the Korea using the simple random sampling method. The instrument for data collection was a questionnaire, and it was developed. Data analysis was to conduct structural equation modeling. Test of the hypotheses were verified to Maximum Likelihood Estimator. As a result of the analysis, safety behavior and risk management of the safety management system found out that affect management performance. Also, the employees of a high awareness about safety policy could be seen that is a high impact on management performance through a safety culture and a safety behavior. Safety behavior has significant mediator effect within the relationship between the safety management system and management performance. So, We provide guidance of the safety policies for the safety management on the airside area in the airport.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.507-517
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• 2021

The research objective was to analyze the effect of work behavior on organizational citizenship behavior (OCB) and organizational commitment. For this, we analyze the effect of organizational commitment on OCB and analyze organizational commitment as a mediating variable in the relationship between workplace behavior and OCB. This study employed survey data for 80 employees of 12 village credit institutions in the Badung Regency. Observation is one way to obtain primary data. It is done by observing the object, which is the primary source of data, and conducting direct observations of the research location to determine the circumstances and problems. This research uses data collection techniques: 1) interviews conducted with employees working in Badung Regency both in managers and staff positions. 2) Questionnaire, namely, by using several closed questions given to the Badung Regency employees regarding workplace spirituality, organizational commitment, and OCB. The analysis technique used the partial least squares (PLS) approach and the Sobel test. The results show that workplace spirituality does not affect OCB but positively affects organizational commitment. Also, organizational commitment has a positive effect on OCB. The major findings are organizational commitment acts as a mediating variable in the relationship between workplace spirituality and OCB.

• Korean Journal of Health Education and Promotion
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• v.25 no.3
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• pp.21-43
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• 2008

Objective: This study aimed to understand workplace drinking environment on drinking behaviors among female employees and thereby attempt to lay a ground for future prevention of drinking problems triggered by workplace environment. For the purposes of the study, variables related to drinking behavior and the actual conditions of female employees were explored. And the study examined the effects of individual and environmental factors on drinking behavior. Methods: The sample included 400 female and male employees in enterprises and organizations located in the metropolitan area of Korea. An in-depth interview was conducted to explore workplace variables related to female drinking, and a self-administered questionnaire was conducted to examine the relationship between workplace variables and drinking behaviors (alcohol consumption, risky drinking, and binge drinking frequencies). Results: Major findings of the study are as follows: First, positive function of drinking and drinking culture at workplace and the pressure to drink were derived from in-depth interviews. Second, 47.2% of female employees were current drinkers and 20.4% were risky drinkers. Third, drinking norms and attitude at workplace, influence of peer group, and drinking culture at workplace were found to be predictive factors of harmful drinking. Fourth, drinking expectancy and drinking norms and attitude at the workplace were found to influence drinking binge frequencies. Conclusion: The study indicates the importance of the workplace environmental factors in female employee's drinking behavior, and addresses the need for interventions geared toward changing the workplace environment regarding alcohol use.

• Journal of Digital Convergence
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• v.14 no.2
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• pp.83-98
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• 2016

This study attempted to test not only the influence of transformational leadership(TFL) on employees' unethical pro-organizational behavior(UPB), but also the mediating effect of organizational identification(OID) between TFL and employees' UPB. This study employed two research methods: literature review and empirical testing of the developed hypotheses. Data were collected through online questionnaire instruments from 229 employees working at companies in Korea. To test the hypotheses, structural equation modeling was employed. The model is shown as adequately fitting to the data. The results showed that there was not a positive and statistically significant relationship between TFL and employees' UPB, and OID played as a mediator in the relationship between TFL and employees' UPB. These findings provide a meaningful implication that the positive impact of TFL is linked to employees' UPB through OID.

• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.871-882
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• 2014

The purpose of this study was to identify the effect of transformational leadership on passion, innovative behavior and organizational citizenship behavior in the jewelry companies. The results indicate that transformational leadership makes significant influence on employees' passion in order of intellectual stimulation, individual consideration and charisma. Furthermore, employees' passion also makes significant positive influence on both employee's innovative behavior and organizational citizenship behavior. It is also found that charisma, individual consideration and intellectual stimulation of transformational leadership has indirect impact on innovative behavior and organizational citizenship behavior through the passion. It is expected that the results of this study will make a contribution to the improvement of competitiveness in the jewelry companies by suggesting a new viewpoint regarding how transformational leadership work to motivate employees' passion, innovative behavior and organizational citizenship behavior in the jewelry companies.