• International Journal of Contents
• /
• v.6 no.2
• /
• pp.41-52
• /
• 2010

The purpose of this study was to provide a more comprehensive model which integrates a social exchange construct (i.e., organizational commitment) as a mediator to test the relationship between organizational justice and employees' bebaviors such as intent to leaving and custormer-oriented behavior. Based on the data collected from ten Chinese full-service restaurants, this study analyzed the proposed hypotheses through model comparison by using structural equation modeling (SEM) technique with AMOS 7.0. The results indicated that (1)distributive justice had negative influence on employees' turnover intention and positive influence on employees' customer oriented behavior and these influences were fully mediated by employees' affective commitment to their organizations; (2)procedural justice had negative influence on employees' turnover intention and positive influence on customer oriented behavior and these influences were only partially mediated by employees' affective commitment to their organizations. Managerial implications and future research directions were proposed at the last part of this study.

• Asia-Pacific Journal of Business
• /
• v.6 no.2
• /
• pp.35-61
• /
• 2015

This study deals how employees' perceptions of being supported by their organizations and supervisors may lead to organizational commitment and this commitment affects turnover intention and organizational citizenship behavior in the context of Thai industrial firms. The sample consists of Thai employees working in manufacturing firms which Koreans operate in Thailand. In line with social exchange theory, this study indicated that employees who felt that their organizations and supervisors valued their contribution and cared about their well-being would be more likely to have lower level of turnover intention and higher level of organizational citizenship behavior. Moreover, it was found affective and normative commitment partially mediated the effect of perceived organizational and supervisor support on organizational citizenship behavior. This study enhances our understanding about the roles of organizational commitment in the Thai workplace, and provides some practical implications how to manage Thai employees.

• The Journal of Information Systems
• /
• v.25 no.2
• /
• pp.51-77
• /
• 2016

Purpose Organizations invest significant portions of their budgets in fortifying information security. Nevertheless, the security threats by employees are still at large. We discuss methods to reduce security threats that are posed by employees in organization. This study finds antecedent factors that increases or decreases employee's compliance intention. Also, the study suggests organizations' security environmental factors which influences the antecedent factors of compliance intention. Design/methodology/approach The structural equation model is then applied in order to verify this research model and hypothesis. Data were collected on 415 employees working in organizations with an implemented information security policy in South Korea. We analyzed the fitness and validity of the research model via confirmatory factor analysis in order to verify the research hypothesis, then we analyzed structural model, and derived the result. Findings The result shows that organizational commitment and peer behavior increase security compliance intention of employees, while security system anxiety decreases compliance intention. And, organization's physical security system and security communication both have influence on antecedent factors for information security compliance of employees. Our findings help organizations to establish information security strategies that enhance employee security compliance intention.

• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.7
• /
• pp.67-78
• /
• 2021

The COVID-19 pandemic sweeping the world has rendered a large proportion of the workforce unable to commute to work, to mitigate the spread of the virus. This has resulted in both employers and employees seeking alternative work arrangements. Due to the pandemic, most if not all workers experienced work from home Hence work from home has become a policy priority for most governments. Individuals have started to change their behavior to stick to the curfew and rapidly conform to the new way of life. This study is conducted to understand how organizations and people adjust to these developments and challenges. Numerous organizations are changing to the online method of working because of the COVID-19. Because of the continuous adoption of a specific behavior after the COVID-19 pandemic situation ended, employees were expected to continue working from home. To investigate deep into the behavioral consequences of such a pandemic situation, in-depth interviews were conducted in several companies in Saudi Arabia. This study was conducted by extending the Theory of Planned Behavior (TPB) and the theory of reasoned action (TRA) to explore and assess the various factors that determine the continuous adoption intention of work-from-home by the Saudis. The finding shows that the employees' positive attitude, subjective norms, and self-efficacy affect the employees' intention to adopt work from home. The continuous adoption of work from home has been affected by employees' relevant intention and controllability.

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

• Journal of the Korea Safety Management & Science
• /
• v.16 no.1
• /
• pp.53-68
• /
• 2014

The purpose of this study is to verify the relationships among innovative behavior, turnover intention, and job security. An additional purpose was to examine partial mediating effects on psychological ownership. The baseline of analyzing those relationships in this study is that the role of psychological ownership will be a mediator between job security and turnover intention as well as innovative behavior in the organization. To accomplish these purposes, a model was built among job security as predictor variable, the psychological ownership as mediating variable and turnover intention, and innovative behavior as criteria variables based on the studies conducted in the various areas. The 248 questionnaires surveyed from the area of DaeGu and Kyungbuk were used in the statistical analyses. The detail statistical techniques are such as descriptive analysis, reliability analysis, factor analysis, correlation analysis, and multi regression analysis. The results of the study show that job security had positively significant effect on turnover intention and innovative behavior. In addition, only the psychological ownership of organization-level thinking have partial mediating effects between job security and innovative behavior also job security and turnover intention. The results may indicate that the psychological ownership of organization-level thinking be a key factor to alleviate the turnover intention of employees and to encourage the innovative behavior during their works for the small-medium size companies showing the unstable job security.

• The Journal of the Korea Contents Association
• /
• v.19 no.1
• /
• pp.484-495
• /
• 2019

This study attempted to investigate the effects of self-leadership on organizational citizenship behavior and turnover intention among beauty salon employees and analyze the moderating effects of job satisfaction. For this purpose, data were collected for 330 people working in beauty salons and analyzed using SPSS v. 21.0. According to multiple regression analysis, self-leadership revealed a statistically significant positive effect on the OCB and urnover intention Therefore, it was shown that self-leadership is a critical factor. To determine if self-leadership having an influence on the OCB and turnover intention is moderated by job satisfaction, variables were applied to the following models, and hierarchical regression was performed: self-leadershipto model I, job satisfaction to model II, self-leadership and job satisfaction to model III. The results found a statistically significant positive influence in all three models. Therefore, this shows that job satisfaction has a moderating effect on self-leadership, OCB and turnover intention. Self-development education as well as technical training should be strengthened to enhance self-leadership, which leads beauty salon employees' thoughts and behavior in the right direction.

• Journal of Information Technology Applications and Management
• /
• v.28 no.5
• /
• pp.51-60
• /
• 2021

The main purpose of this study is to examine the factors that influence the employee's intention to leave the current job. A descriptive survey design was conducted and primary data were collected by using questionnaire. The study was based on random sampling; a sample of 200 was drawn from the employees who work in different micro finance institutions in Nepal. For the data analysis percentage analysis and chi square-test were used. The study revealed that salary, working condition, career growth, supervisor behavior and outstation influence the job quitting process. The study also defined the association between the reasons for leaving job such as salary, working condition, career growth supervisor behaviour & outstation and satisfaction, time spent in the organisation, training & development facility, frequency of changing job & encourage from immediate boss. This study establishes the importance of intentions of employees to quit job and provides further evidence in revealing the intentions to quit among the employees.

• Journal of the East Asian Society of Dietary Life
• /
• v.23 no.6
• /
• pp.839-849
• /
• 2013

The purpose of this study is to assess the associations among person-environment fit, organizational citizenship behavior, organizational commitment and turnover intent in the foodservice industry. The study was administered to 306 Korean employees. The results indicated a positive relationship between person-environment fit, employees' organizational citizenship behavior and organizational commitment. However, person-environment fit did not have a significant, direct impact on their turnover intent. Thus, this study found an indirect influence via organizational citizenship behavior and organizational commitment. In addition, organizational citizenship behavior and organizational commitment were negatively associated with employees' intention to leave the organization. Limitations and future research directions are also discussed.

• Journal of the Korea Safety Management & Science
• /
• v.19 no.4
• /
• pp.241-251
• /
• 2017

The purpose of this study is to review the effects of organizational citizenship behavior on innovative behavior and intention to leave, and the moderating effects of self-efficacy in Korea Politechnics' teachers and professors. In order to verify and achieve the purposes mentioned above, questionnaire data were gathered and analysed from 206 employees of Korea Politechnics campus. Empirical survey's findings are as follows; First, altruism, conscientiousness, sportsmanship appeared to be positively related with innovative behavior. Second, courtesy, conscientiousness, sportsmanship appeared to be negatively related with intention to leave. Third, self-efficacy moderated negatively the relationship between altruism and intention to leave. Fourth, self-efficacy moderated negatively the relationship between sportsmanship and intention to leave.