• The Journal of the Korea Contents Association
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• v.20 no.8
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• pp.274-284
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• 2020

In the era of the Fourth Industrial Revolution, the level of data-efficient utilization greatly affects the performance of the enterprise. This study was to verify the effect on organizational performance and the absorption capacity as a mediate, depending on person-job fit and person-organization fit in organizational memory affordance. According to a survey of 317 employees of large, medium and small businesses, organizations that have sufficient organizational memory have had a positive impact on both person-job fit(PJF) and person-organization fit(POF), and also on absorption capacity. In addition, the organizational memory affordance had a positive effect on absorption capacity by mediating the POF. PJF and POF had a positive effect on management performance, but only POF when mediating absorption capacity showed a positive influence relationship. This study is meaningful by comprehensively empirical analysis of the organizational IT construction environment and the members' perception of organization and job as a leading factor in absorption capacity, and simultaneously demonstrating the impact on organizational performance.

• Korea Journal of Hospital Management
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• v.24 no.2
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• pp.38-55
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• 2019

Purpose / Approach : This study aims to analyze the level of public service motivation and its antecedents by using survey data of 1,498 professional employees in public and private hospitals. Findings : Among job-related, organization-related, and socialization-related factors of professional employees, the socialization factors have a strong effect on individual's overall and the four sub-dimensions of public service motivation. While the effect of organizational identification is prominent in the public hospital, professional identification is more powerful in the private hospital. Person-job fit and person-organizational value fit also play a significant role in determining public service motivation. Organizational vision salience in public hospital has negative effect on public service motivation and attraction-to-public-service dimension. The significant determinants and its effect size are different according to hospital type and each sub-dimension of public service motivation. Practical Implications : The empirical findings show that individual's level of public service motivation in hospitals could be enhanced through the interaction between individual and their organization, and various organization-related factors. Further implications of the study are discussed from human resource management perspective in hospitals.

• Korean journal of food and cookery science
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• v.32 no.3
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• pp.363-369
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• 2016

Purpose: The purpose of this study was to understand the interrelationships among diversity management, employees' job engagement, and organizational commitment in a deluxe hotel. Methods: In a total of 344 F & B employees obtained from empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 4 hypotheses using the Amos program. Results: The proposed model provided an adequate fit to the data, $x^2$=316.722 (df=112), CMIN/df=2.828, GFI=0.899, NFI=0.941, IFI=0.961, TLI=0.953, CFI=0.961, RMSEA=0.073. SEM results showed that diversity management (building cultural awareness: ${\beta}$=0.206; pragmatic management policy; ${\beta}$=0.315) had a positive and significant influence on job engagement. Also, employees' job engagement (${\beta}$=0.623) had significant positive effects on organizational commitment. Conclusion: This study shows diversity management of hotel employees and its effectiveness as well as which diversity management is needed positive attitude.

• The Korean Journal of Coaching Psychology
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• v.7 no.3
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• pp.109-125
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• 2023

This study aimed to investigate the influence of power distance on organizational outcome variables from the perspective of employee-organizational fit. Through cluster analysis, we sought to identify the subgroups that exist based on the combination of employees' power distance and organizational power distance. Additionally, we examined whether differences exist among these subgroups in terms of positive and negative organizational outcomes. A total of 398 participants were included in the study, and three distinct clusters were identified through cluster analysis. Cluster 1 comprised individuals with low power distance among employees and high power distance within the organization(LH), Cluster 2 consisted of individuals with high power distance in both employees and organizations(HH), and Cluster 3 represented individuals with significantly higher power distance among employees compared to their respective organizations(HL). When analyzing the differences between these three subgroups in relation to organizational outcomes, no significant differences were found in positive work affects. Overall, the LH group exhibited the most favorable organizational results, while the HH group displayed the most negative organizational outcomes. In light of these findings, we discussed the academic and practical implications of this study, as well as its limitations.

• Journal of Korean Public Health Nursing
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• v.33 no.2
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• pp.188-199
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• 2019

Purpose: The aim of this study was to provide a person-job fit as the basis for a better job environment and human resource development by examining the causal relationships with the perceived organizational support and job satisfaction of 45 public health center nurses located in Gyeonggi Province. Methods: Frequency analysis, factor analysis, correlation analysis, path analysis, mediating effect, and moderating effect were verified for use by SPSS & AMOS 22 ver. to target to nurses located in Gyeonggi Province. Results: First, the person-job fit has a positive effect on the perceived organizational support and job satisfaction. Second, the perceived organizational support has a partial mediating effect. Third, there was no difference in verifying the moderating effect of full-time public servants and temporary public servants. Conclusion: This study examined the relationship among the person-job fit, job satisfaction as an organizational effectiveness, and the perceived organizational support of mediated effect for nurses working at public health centers. The nurses in government service containing permanent and temporal employees was the adjustment effect. The analysis results showed that the ability of public health center nurses to perform tasks related to person-job fit and the ability of the individual to perceived organizational support was high. In addition, and the job satisfaction was good.

• Culinary science and hospitality research
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• v.23 no.3
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• pp.123-136
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• 2017

This study aims to understand the influence of employees' perceptions of organizational politics (POP) on organizational silence (OS) and turnover intention (TI) in the foodservice industry and to verify the moderating effects of departments (food & beverage and kitchen) in the relationship among the POP, OS, and TI. Based on a total of 313 useful samples obtained for the empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 2 hypotheses using the AMOS program. The hypothesized relationships in the model were tested simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit for the data, $x^2=349.889$ (p<0.001), df=100, CMIN/DF=3.499, GFI=0.882, NFI=0.880, CFI=0.911, RMSEA=0.089. The model's fit, as indicated by these indexes, was deemed satisfactory, thus providing a good basis for testing the hypothesized paths. The results of SEM showed that foodservice employees' POP had positive impacts on the defensive silence (DS) and acquiescent silence (AS). In addition, DS and AS had a positive influence on TI. The department (food & beverage and kitchen) was found to have a partial moderating effect in the relationship between POP, OS, and TI. Based on the research findings, we discussed the practical implications and suggestions for the future research.

• The Journal of the Korea Contents Association
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• v.10 no.10
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• pp.418-428
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• 2010

The purpose of this study is to prove that job embeddedness perceived by airline employees has influence on their job satisfaction, organizational commitment and turnover intention. First, this study shows that the three factors of the job embeddedness have a positive relation with the job satisfaction, organizational commitment. Second, the fit factor of job embeddedness has a negative relation with the turnover intention, but the link factor and sacrifice factor of job embeddedness are not significant. Third, the job satisfaction and organizational commitment are significant to turnover intention. The result implies that the executives of airline corporation should try to encourage organizational culture allowing employees to maximize job embeddedness.

• Journal of the East Asian Society of Dietary Life
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• v.27 no.1
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• pp.88-95
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• 2017

This study investigated the effects of organizational communication upon employees' job satisfaction and turnover intent at deluxe hotels. The research model was tested with a survey administered to 310 employees, and adequate fit to the data was provided ($x^2=934.651$ (df=221), GFI=.816, NFI=.836, CFI=.869, RMSEA=.098). In the structural equation model, organizational communication (organization integration ${\beta}=.182$) showed a significant (+) influence on job satisfaction. However, personal feedback (${\beta}=-.263$), supervisory communication (${\beta}=-.260$), and organization integration (${\beta}=-.342$) had significant (-) effects on turnover intent. Employee job satisfaction (${\beta}=-.124$) had significant negative effects on employee turnover. Limitations and future research directions are also discussed.

• Journal of the Korean Society of Food Culture
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• v.31 no.2
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• pp.141-148
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• 2016

The purpose of this study was to understand the influence of employees' commitment (affective, normative, continuous) in the food & beverage departments of deluxe hotels upon job satisfaction and analyze the moderating effects of the leader-member exchange on the relationship between organizational commitment and job satisfaction. Based on a total of 403 food & beverage employees, this study reviewed the reliability and fitness of the research model and verified two hypotheses. The hypothesized relationships in the model were tested simultaneously by using SEM. The proposed model provided an adequate fit to the data, ${\chi}^2=635.160$ (p< .001), df=112, GFI= .845, NFI= .851, CFI= .874. SEM showed that organizational commitment (affective: ${\beta}=428$; normative: ${\beta}= .293$; continuous: ${\beta}= .342$) showed a positive significant influence on job satisfaction. However, the findings demonstrate that the leader-member exchange did not moderate the relationship between organizational commitment and job satisfaction. Limitations and future research directions are also discussed.

• Journal of Digital Convergence
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• v.6 no.2
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• pp.107-115
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• 2008

This paper aims to examine the main factors of the job embeddedness on organizational citizenship behavior and job performance. To accomplish these purposes, the main factors of the job embeddedness such as fit, linkage, and sacrifice were found from the previous studies. The questionaries of 250 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 220 were obtained and 204 were analyzed through frequencies, correlation and multiple regression. The results of this study are as follows; First, we conducted exploratory factor analysis for three constructs (fit, linkage, and sacrifice) using oblique rotation method that did not assume independence among the factors and main factors of job embeddedness were grouped together by three factors. Second, it is shown that three main factors of job embeddedness have a positive influence on the organizational citizenship behavior and job performance (p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.