• Journal of Korea Society of Industrial Information Systems
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• v.23 no.2
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• pp.75-92
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• 2018

This study investigates the effects of family-friendly corporate policies on employees' job satisfaction, quality of life, organizational commitment, and turnover intention. Data was collected using a self-administered questionnaire from medium sized manufacturing company during the summer of 2017 and received 295 useful responses. The data was analyzed using the multiple and simple regressions. The results showed that the effects of family-friendly corporate policies were significantly positive from the employee's perspective. The employees' awareness of the family-friendly policy was positively correlated with their job satisfaction, quality of life, and organizational commitment, but it was negatively associated with turnover intention. It should be noted that the boss' support at work showed the insignificant effect on the family friendly policy awareness and this result was very different from the previous study. The study concludes that companies as well as employees benefit from family-friendly policies. The study that in order to create a family-friendly corporate culture, the company should not only introduce the policy to employees but also provide the support and atmosphere for the employees to utilize the family-friendly policy easily, and to establish a companywide support policy, organizational practitioners should find the way family-friendly policies to be rooted in the organization.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.9
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• pp.489-497
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• 2020

The introduction of self-service technologies (SSTs) in retail stores aims to provide customers with a more satisfying shopping experience. Many retailers are increasingly turning toward the adoption of self-service technologies in providing services directly to customers. Given that previous SST research has focused mainly on the impact of the introduction of SST on customer responses, the present study explored the impact of the presence of employees in the relationship between SST and customer responses. Based on the two ground theories, motivation-based theories of behavior and social impact theory, this study tested the relationships between shopping motivations, SST use intention, and retailer attitude. Moderating effects of the presence of employees on the three relationships were also tested. Data were collected using an online survey and analyzed through structural equations modeling. Test results showed that both hedonic and utilitarian shopping motivations effect on SST use intentions, and SST use intentions effect on retailer attitude, subsequently. Although the presence of employee did not moderate the relationship between shopping motivations and SST use intentions, the employee presence moderated the relationship between SST use intentions and retailer attitude. The impact of SST use intentions on retailer attitude was higher in the high presence of employee group than in the low group.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.11
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• pp.402-415
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• 2019

This study explores the effect that unresearched organizational conduct has on employee engagement (job immersion) as a cause variable and the results from it. Major results identified in an empirical analysis are as follows. First, the main causes of organizational citizenship behavior (such as altruism, conscientious behavior, moral behavior, participatory behavior, and fair play) are shown to not affect job immersion. In other words, conscientious, participatory, and fair behavior affects job immersion, with participatory behavior having the greatest impact. Second, employees' concentration in an organization was only affected by participatory behavior and fair play behavior from among the factors of organizational citizenship behavior, only more so. That is, it has been shown that some of the causes of organizational citizenship behavior, including participatory behavior and fair play behavior, affect employee inter-behavior, and some of them are more influential than others. Third, the only factor that influences the intention to switch jobs among the organizational citizenship behavior is participatory behavior. In other words, altruism, conscientiousness, politeness, and fair play behavior do not affect the way people move from job to job. Participation in organizational citizenship behavior and fair play may affect employee inter-behavior, and the more influential participatory behavior may also affect the intention to relocate.

• Information Systems Review
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• v.17 no.3
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• pp.65-76
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• 2015

This paper examines the influence of neutralization techniques and voluntary actions on intention to comply information security policy. Data were collected through an online survey and hypothesis results were all hypotheses were supported. The results of this study improve understanding on the voluntary nature of employee behavior for participating in the organization's policies and the rationalization of the employees trying weakening the organization's policy intentions. The organization shoud implement specific education and training in order to suppress the rationalization of employees and develop a plan to have a kinship with the employees of the organization.

• Journal of Korean Society for Quality Management
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• v.44 no.3
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• pp.649-660
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• 2016

Purpose: The purpose of this study is to find empirical studies the causal relationship among positive defining representation, negative defining representation, surface acting, deep acting, dissatisfaction of job, and intention of job transfer. Methods: The collected data through the survey by customer satisfaction team of "A" company call center. Results: The result of this study is that emotion and behavior norm influence on deep act of expressing both positive impacts of the employees. Conclusion: Feelings of corporate representation norm is psychologically of employees that because it affects even also must facilitate the surface acts and internal acts of employees and job dissatisfaction at the same time due to emotional dissonance and emotional exhaustion and turnover are hidden on the back emotion norms in the contact department, it should be aware of the need to address the emotional problems. Companies need to develop a variety of programs with attention to addressing the emotional difficulties experienced by workers.

• Asia pacific journal of information systems
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• v.16 no.3
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• pp.29-47
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• 2006

Many companies have been implementing Enterprise resource planning (ERP) systems for their organizational transformation in order to survive and achieve strategic advantages in an increasing competitive business environment. Thus, it is meaningful to identify factors that affect ERP system operation positively. Organizational citizenship behaviors (OCB) are discretionary, extra-role behaviors of employees which go beyond the prescribed formal roles, and are known as to be the contribution factors for organization performance. The purpose of this study is to develop the measurements for the OCB constructs in ERP system context and empirically test the relationships between the OCB construct and ERP system success. The four constructs - altruism, conscientiousness and courtesy, civic virtue, and sportsmanship - and fifteen measurements on the OCB were developed based on previous studies (i.e. Organ 1988) and empirically verified by confirmatory factor analysis. The results of testing the relationships between the OCB and ERP system success show that the OCB have a significant direct impact on the information quality and intention of IT innovation while they have an indirect impact on work efficiency mediated by information quality. This study enhances the OCB model into information system arena and helps better understand the user behaviors of information systems.

• The Journal of the Korea Contents Association
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• v.18 no.7
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• pp.600-608
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• 2018

The present study focuses on the effect of experienced job burnout on individual performances. The objective is to analyse the effectiveness of supportive leadership behavior in response to experienced job burnout among employees. For empirical analysis, data were collected from 482 employees working in a Korean conglomerate. The empirical results indicate that emotional exhaustion and diminished personal accomplishment have a negative impact on job satisfaction, however a positive impact on turnover intention. Supportive leadership is found to moderate the relationship between burnout and job satisfaction. There is no moderation effect between burnout and turnover intention. The current research highlights the fact that supportive leadership can determine job satisfaction in respond to workers' experienced job burnout. The theoretical and managerial implications for overcoming workers' job burnout are discussed.

• Research in Community and Public Health Nursing
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• v.5 no.1
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• pp.5-29
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• 1994

In recent years, interests in health promotion have been stimulated by the epidemiological transition from infectious to chronic diseases as lead ing causes of death, the aging of the population, rapidly escalating health care costs, and epidemiologic findings linking individual risk to morbidity and mortality. It is not surprising that the workplace has been targeted as a promising setting for health promotion. In Korea, national attention to the opportunities for workplace health promotion began in the first 1990s. But there is no in depth study to identify the relating factors to the health promotion program in the workplace. The objective of this study is behavioral and physical characteristics to find that in crease the person's risk for a range of health problems and to analysis other characteristics to influence the degree of his/her intention to change health behavior. In addition, this study is purposed to present the process of planning health promotion program in the workplace. To accomplish these objectives, one workplaces was selected. And 363 employees in those workplaces were served as subjects for the study. Major findings in this study are as follows. (1) They have many risk factors such as smoking, drinking, lack of sleep, law rate of regular exercise, irregular eating, stress. (2) Some of the health risk factors such as smoking, drinking, and stress have the negative correlation to the intention to change. (3) Among cognitive and socio-environmental factors, significant predictors to the intention are attitude and social support. (4) In the cluster analysis to segment the target population in to homogeneous unit, three clusters of lifestyle are specified. (5) Smoking cessation and exercise program are planned for the risk group to change their behavior.

• Journal of Korea Society of Industrial Information Systems
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• v.27 no.3
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• pp.29-46
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• 2022

COVID-19 has radically changed the behavior of members of society for exchange. In particular, the strong contagiousness of the virus is increasing networking on online platforms while reducing people's networking in the real world. Recently, the metaverse, which strengthened the presence based on 3D technology, is attracting attention from members of society such as individuals and companies. We present a method to improve metaverse utilization from the perspective of organizations and employees who have introduced metaverse for work. In other words, we check the effect of metaverse social function and telepresence on the employee's intention to offer support by improving the trust of the metaverse participants. We obtained samples through questionnaires targeting employees of organizations that introduced metaverse to their work, and verified the research hypothesis by applying the structural equation model. As a result, social interactivity, reciprocal favor, and telepresence of metaverse partially affected metaverse trust (platform, peer, organization), and metaverse trust increased the intention to offer support. Our study suggests a strategic direction to improve the metaverse utilization and exchange level of employees of organizations who want to use the metaverse for business.

• Asia pacific journal of information systems
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• v.26 no.1
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• pp.163-188
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• 2016

Compliance with information security policies has been an important managerial concern in organizations. Unlike traditional general deterrent theory, this study proposes whistle-blowing as an alternative approach for reducing internal information security policy violations. We build on the theories of planned behavior and rational choice as well as develop a theoretical model to understand the factors that influence whistle-blowing attitudes and intention at both the organizational and individual levels. Our empirical results reveal that altruistic and egoistic concerns are involved in the development of whistle-blowing attitudes. The results not only extend our understanding of whistle-blowing motivation but also offer directions to managers in promoting internal disclosure of information security breaches.