• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.1
• /
• pp.997-1007
• /
• 2021

This study aims to redesign and find out the role of Islamic work ethics in influencing Islamic motivation, affective commitment, job satisfaction, and employee performance. Respondents in this study are populations of various cross-sectoral and cross-profession employees, such as government and private workers, soldiers, educators (teachers and lecturers) in various offices in Central Java. 220 questionnaires were distributed to all respondents, but the number of the returned questionnaires was 200. Thus, totally, this study analyzed 200 questionnaires. Data are analyzed using Structural Equation Modelling (SEM). The results show that the eight hypotheses are accepted: there is a positive and significant influence of Islamic work ethics on Islamic motivation; there is a positive and significant effect of Islamic work ethics on job satisfaction; there is a positive and significant effect of Islamic work on affective commitment; there is a positive and significant influence of Islamic motivation on affective commitment; there is a positive and significant influence of Islamic motivation on job satisfaction; there is a positive and significant effect of job satisfaction on employee performance; there is a positive and significant effect of affective commitment on employee performance; there is a positive and significant influence of Islamic motivation on employee performance.

• Management & Information Systems Review
• /
• v.6
• /
• pp.205-226
• /
• 2001

Under the pressure of competition and efficiency in the 21st century, many firms need to adapt the system of new labor relationship, labor management' innovation. In global economy and information time, country and company have become a business imperative core strategy. Industrial and Labor management culture is more innovation and sustain, development. Therefore, This paper review, the new era of 21st century of knowledged based information society, new labor management culture's shape and the possibility of strong corporate culture's impact. This study suggested several improvement ways of Labor Management. The directions of participation in decisions in labor relation as follows: A manager and employee cope with partnership each other, open management is to successfully operate. Then investment enlarge human resource development, career development, education & training's enforcement etc. Employee are creativity and innovation task centered interested in the working conditions. First of all, employee has to not only effort to productivity improvement, but also voluntarily capacity improvement. These changes are hot issues to employee as well as to manager. Also, Government role is very important. They provide to constructive infra and human resource management should be develop as well as supported to knowledge based employee in socially responsible management. Finally, new labor relations culture' practice can effort the growth to improve upgrading strategy the sound labor-manager.

• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.11
• /
• pp.265-276
• /
• 2021

The current research aims to examine how workplace ostracism influences employee turnover-oriented intention and investigates the mediating role of job burnout in the workplace ostracism - turnover relationship. Drawing on conservation of resource theory, we hypothesize that higher levels of workplace ostracism develop employee turnover through job burnout. Precisely, we predict that workplace ostracism is positively associated with turnover intention, both directly and indirectly via job burnout. To test our theoretical model, we collected field data from 311 banking employees in Pakistan. Structural equation modeling is used to test the relationship between workplace ostracism and employee turnover intention. The empirical findings reveal that workplace ostracism is positively associated with turnover intention. Furthermore, the relationship between workplace ostracism and turnover intention is mediated by job burnout. By using job burnout as a mediator, the present study sheds light on "why" workplace ostracism is related to employee turnover intention. In doing so, the present research provides a comprehensive understanding of the negative effects of ostracism on the workplace. This has subsequently provided practitioners with new insight into how to reduce employee turnover in organizations. We conclude by discussing the future directions and practical implications of our study.

• The Journal of Industrial Distribution & Business
• /
• v.13 no.2
• /
• pp.17-31
• /
• 2022

Purpose: The purpose of this study is to analyze factors affected by the ICT utilization with perspectives of employees (Study 1) and customers (Study 2) that are rarely approached in previous studies. In particular, this study examined how proposed factors on ICT utilization affect employee satisfaction, organization performance, customer satisfaction, and purchasing decision making. Research design, data and methodology: This study conducted an online survey to measure the effects. Cronbach's alpha was applied to test reliability and factor analysis was applied to check validity. Multiple regression analysis and ANOVA were applied to test hypotheses. Results: The results of this study found that the effects of self-development and organizational innovation on employee satisfaction were significant for study 1, while the effects of product satisfaction, promotional offers, and customer communication on purchase decision making were significant for study 2. Conclusions:This study provides managerial and policy implications. At the management level, it is necessary to make specific strategies to improve employee and customer satisfaction and organization performance associated with the utilization of ICT. The results of this study suggest that better policy should be prepared by government to foster utilization of ICT infrastructure and to enhance better relationships with employees and customers.

• Korean Journal of Social Welfare
• /
• v.49
• /
• pp.343-378
• /
• 2002

This study examines the organizational performance of human service organizations from the quality output perspective. Using the 2001 evaluation data about 89 community welfare centers in Seoul, this study attempts to identify the levels of the performance of human service organizations in Korea. This study also attempts to identify the factors that predict performance of human service organizations measured in terms of client satisfaction and experts' evaluation about the functioning of each center. Results are as follows: (1) when pooling 866 clients' satisfaction level into satisfaction score about each center, the average of client satisfaction about the centers is 3.42 at 4 points scale. (2) 41.6% of the community welfare centers is evaluated as "highly qualified" in its overall operation and functioning by the professional evaluation team, (3) the employee reward system(+), practice based on the program guideline manual(+), the portion of the government support grant in its budget(-), the overall employee salary level(-), the level of acquirement of program grants from external sources (-) are the predictors in explaining clients' satisfaction level, and (4) the level of professional expertise of the executive director(+), the level of professional supervision of middle managers(+), the employee reward system(+), the program need assessment(+), the level of client information system(+), the portion of government support grant(-), the overall employee salary level(-) are the predictors for "being highly qualified" in its overall operation and function of each center. Through the empirical analysis, this study provides valuable knowledge about organizational performance of community welfare centers from the quality output perspective. Finally, this study discusses implications for more effective and efficient organizational performance of community welfare centers in Korea.

• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.7
• /
• pp.335-341
• /
• 2020

The study aims to examine the relationship between talent management and work engagement and its impact on nurses' performance in Indonesia. This study is also intended to understand the role of work engagement in moderating talent management and employee performance. This present study applied a quantitative method using path analysis to investigate the relationship between variables and the primary role of work engagement. The participants of the study were nurses both in privates and public hospitals in Indonesia, with a total of 376 respondents. Closed questionnaires were processed in this study with a Likert scale with five choices ranging from 1 (strongly disagree) to 5 (strongly agree). The questionnaires were entirely collected over almost five months using Google form. The results of the study confirmed that the nurse performance, both at government and private hospitals, are categorized as good, while the work engagement and talent management are also categorized as high. The findings confirmed that talent management positively influences work involvement and employee performance. In addition, this study suggests that work engagement plays an essential role in moderating between variables and provides a confirmation of the important role of talent management and work engagement for nurses' performance.

• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.5
• /
• pp.1039-1046
• /
• 2021

This study aims to determine the influence of the application of Total Quality Management (TQM) in coffee exporting companies in Bali. The research was conducted as there was not much research done to explore the application of TQM in coffee exporting companies in the city of Kintamani, Bali. Thus, this research plays an important role in examining the effect of the application of total quality management factors on company performance. In this research, the effect of TQM variables which are: customer focus factors, continuous improvement factors and employee empowerment factors on the company's performance was measured by using a balanced scorecard approach. The research result showed that the customer focus, the continuous improvement, and the employee empowerment factor has a positive impact on the performance of coffee exporting companies in the City of Kintamani. The result showed that continuous improvement factor has a more dominant influence compared to the customer focus factors and the employee empowerment factor. Thus, it is very important to consider the consistency when the companies implement TQM. In conclusion, TQM is important for coffee exporting companies in Indonesia to enter global competition, especially for world market-oriented companies and should be supported by the government and stakeholders.

• The Journal of Asian Finance, Economics and Business
• /
• v.9 no.2
• /
• pp.261-272
• /
• 2022

The purpose of this paper is to investigate the influence of ethical leadership in determining the organizations' individual-type ethical climate (self-interest, friendship, and personal morality ethical climate) in reducing employee turnover intention. It seeks to identify the role of individual-type climate in mediating the association between ethical leadership and employee turnover intention. Moreover, the moderation effect of emotional exhaustion among employees on the relationship between ethical leadership and turnover intention has been researched to establish the ethical degree of leadership. Using a sample of 260 questionnaires from employees working full-time in the banking sector, the results were analyzed in PLS-SEM. The results of the social exchange theory indicated that ethical leadership is vital in shaping the workplace's individual-type ethical climate and reducing employees' turnover intention. The findings demonstrate that the relationship between ethical leadership and turnover intention is mediated by an individual-type ethical climate, which means that employees in a positive ethical climate do not wish to leave immediately. Furthermore, emotional exhaustion was found to moderate the association between ethical leadership and employees' turnover intention under high emotional exhaustion, where low ethical leadership is experienced, reporting higher levels of turnover intention.

• Journal of Venture Innovation
• /
• v.5 no.2
• /
• pp.111-127
• /
• 2022

With the progress of the 4th industrial revolution, interest in smart factories is increasing. The government is implementing a smart factory support project for small and medium-sized manufacturing companies. Therefore, in this study, factors influencing small and medium-sized enterprises(SME's) intention of smart factory acceptance were analyzed. In particular, it focused on how the perception of government support affects intention of smart factory acceptance. For the empirical analysis, a research model was established by reflecting the characteristics of SMEs and the technical factors of the smart factory centering on the technology acceptance theory. Based on the model set in this way, a questionnaire survey was conducted for employees of SMEs. In this study, a total of 231 samples of valid data were used for analysis. The empirical analysis results are as follows. It was analyzed that performance expectancy, social influence, technology utilization capability, CEO will, and employee resistance to innovation, all introduced as research variables, had a significant effect on the use intention of smart factory acceptance. In particular, it was found that employees' resistance to innovation had a negative (-) effect on their use intention. Meanwhile, to analyze the moderating effect of government support, it was divided into a group with high expectations for government support and a group with low expectations. As a result, it was found that there was a difference in the effect of CEO's will, employees' resistance to innovation, and social influence on the use intention. On the other hand, no significant difference was found in the relationship between performance expectancy, technology utilization capability on the use intention. Based on the empirical analysis results, the academic and practical implications of this study were presented.

• Journal of architectural history
• /
• v.9 no.2 s.23
• /
• pp.33-48
• /
• 2000

This study aims to analyze the construction of Kyungsang KAMYOUNG in the late Chosun dynasty by restoring its constructive system and relating it with the office organization. followings are the summary of this study. 1. Government office of Daegu consists of inn(KAEGSA), Kyungsang KAMYOUNG, and Daegu city hall(BUA), and JINYOUNG. 2. The layout of virtual placement is shown in the in the text. Even though it had been newly constructed due to three times of fire, the fundamental scheme of space is found out not to have been changed since mid-eighteen century at the latest. 3. Followings are the result of analyzing the space of KAMYOUNG, after dividing its space into entry area, main business area and police military business area in the aspect of business. First, entry area consists of 2 door system with external door(UOISAMMUN) and internal door(NAESAMMUN). Second, main business area consists of facilities for inspector, public officials, and low grade employee respectively This space is divided into SUNHWADANG area and JINGCHONGKAK area, and the former consists of active business facilities, and the latter consists of passive business facilities focusing on the rest facilities. Third, business support area consists of facilities for low grade employee and minor assistant respectively, which are placed to the left and right of POJONGMUN and KWANPUNGRU. Fourth, police military business space is in middle(JUNGYOUNG) and forms separate areas to the east of SUNHWADANG. Accordingly, It is certain that the space of Kyungsang KAMYOUNG had been placed in accordance with the nature of business per position.