• Journal of Korea Technology Innovation Society
• /
• v.20 no.3
• /
• pp.754-780
• /
• 2017

This study was conducted to investigate whether WGB (Work-Growth Balance), an area of WLB (Work-Life Balance) improves Interpersonal Harmony, Creative Effort and Innovative Behavior in the organization, and whether Interpersonal Harmony and Creative Efforts have indirect effects on the relationship between WGB and Innovative Behavior. To test the hypothesis of this study, PROCESS Macro by Hayes (2013) was used. The results showed that WGB, Interpersonal Harmony, and Creative Effort influenced Innovative Behavior and WGB were variables that influenced Interpersonal Harmony. The variables influencing Creative Effort turned out to be WGB and Interpersonal Harmony. The indirect effect of Interpersonal Harmony and Creative Efforts was also confirmed in the relationship between WGB and Innovative Behavior. In addition, the magnitude of the effect between parameters was examined through Process Macro analysis. It turned out that there is a synergy relationship between WGB, Interpersonal Harmony, Creative Efforts and Innovative Behaviors. In future, more researches on WGB among various industries as well as mediating variables are expected. Further research is needed to study the various parameters of WGB and innovation behavior, and to Balance of Work-Family and Balance of Work-Leisure.

• Journal of Research and Publication Ethics
• /
• v.4 no.1
• /
• pp.23-29
• /
• 2023

Purpose: While prior research has identified ethical issues in marketing research, more research needs to identify specific ethical behaviors that marketing researchers should adopt. This research addresses this gap by identifying a few ethical behaviors that marketing researchers should consider. Research design, data and methodology: The present study has a justification to collect adequate textual data in the current literature using screening process based on the marketing ethics topics and themes, and ethical behaviors of marketing researchers. Results: Based on the literature analysis, a marketing ethics model, which included the principles of fairness, honesty, responsibility, and respect for stakeholders. Since the rise of e-commerce and technology, a growing demand for a method to analyze website user behavior has been growing. Researchers in the field of marketing are responding to this demand by creating innovative interactive platforms. Conclusions: The term "ethical practices in market research" refers to a collection of best practices that, when followed, increase the likelihood that the research carries out is ethical, fair, and accurate. Because there needs to be more theoretical work done on the topic, there should be more empirical studies on ethical behaviors in marketing research.

• Journal of dental hygiene science
• /
• v.24 no.1
• /
• pp.29-36
• /
• 2024

Background: This study aimed to investigate whether there is a difference in organizational member attitudes by workplace environment and workplace types in dental hygienists working at dental health centers. Methods: A face-to-face survey or online survey was administered to dental hygienists working at dental health centers, and a total of 95 subjects were included. The survey includes 13 items to ask factors affecting employee's job satisfaction. Also, some questions were included to assess perception of organizational member attitude: five about organizational citizenship behavior, two about innovative behavior, and four about organizational commitment. Results: Dental hygienists working at dental clinics were more satisfied with their incomes and numbers of working days, while those from dental university hospitals and general hospitals were more satisfied with education support. In addition, hygienists working at dental hospitals were more satisfied with job autonomy, individual work capability, safe working environment, personal relation, potential for personal development, and positive labor-management relations, compared to those working at general and university hospitals (p<0.05). Among the items about perception of organizational member attitudes, the scores of items about organizational citizenship behaviors were higher, whereas the scores of items about innovative behaviors were relatively lower. Individuals working at dental hospitals than those working at general and university hospitals, chiefs and team and department leaders than team members, and those with increased satisfaction with current workplace had more positive perception of organizational member attitudes. Conclusion: For dental hygienists to have positive attitudes as organizational members, working environment should be improved, and executives of dental healthcare centers should pay attention to improving job satisfaction of organizational members. Moreover, since dental hygienists need to improve their perception of innovative behaviors and citizenship behaviors to strengthen specialty of dental hygienists in a changing dental healthcare, relevant training should be addressed in refresher courses or school programs.

• Journal of Industrial Convergence
• /
• v.21 no.4
• /
• pp.41-63
• /
• 2023

Organizational members' innovative behavior is a key element that promotes organizational growth and sustainability. With today's unstable environment of economic and market , the importance of employees' innovative behavior is being emphasized. The reason is that employees' innovative behaviors play an important role in securing a organizational competitiveness. Based on this, this study focused on ways to improve employees' innovation behavior. Specifically, the causal relationship between participatory leadership and employees' innovative behavior was identified and the influence of innovative behavior was also verified. Furthermore, in the process of participatory leadership influencing employees' innovative behavior, the serial multiple mediating effect of knowledge sharing and creativity was verified. In order to demonstrate the hyphotheses, this study focused on 237 employees who work in Chinese SMEs. The results of the empirical analysis showed that participatory leadership had a positive effect on knowledge sharing, creativity, and innovative behavior. In addition, the serial multiple mediating effects of knowledge sharing and creativity on the relationship between participatory leadership and innovative behavior was significant. Overall, this study verified the positive role of participatory leadership that enhances employees' innovative behavior in Chinese SMEs and contributed to expanding the research field related to employees' innovative behavior through serial multiple mediating model.

• Computers and Concrete
• /
• v.26 no.4
• /
• pp.351-365
• /
• 2020

This work presents numerical and experimental analyses of the behavior of reinforced-concrete deep beams with unconventional geometries. The main goal here is to experimentally and numerically study these geometries to find possible new behaviors due to the material nonlinearity of reinforced concrete with complex geometries. Usually, unconventional geometries result from innovative designs; in general, studies of reinforced concrete structures are performed only on conventional members such as beams, columns, and labs. To achieve the goal, four reinforced-concrete deep beams with geometries not addressed in the literature were tested. The models were numerically analyzed with the Adaptive Micro Truss Model (AMTM), which is the proposed method, to address new geometries. This work also studied the main parameters of the constitutive model of concrete based on a statistical analysis of the finite element (FE) results. To estimate the ultimate loads, FE simulations were performed using the Monte Carlo method. Based on the obtained ultimate loads, a probabilistic distribution was created, and the final ultimate loads were computed.

• Steel and Composite Structures
• /
• v.24 no.3
• /
• pp.383-391
• /
• 2017

The goal of this study is to investigate structural analysis and behaviors of an innovative aerial work platform truss frame whose ductility is improved by using high strength-steel UL-700. The present space truss frame can move or stop through tunnels for maintenance constructions by automatic facilities and workmanship within standardized limited building lines of tunnel. Most of all, this method overcomes problematic, which is to block cars during construction periods, seriously, of typical methods like as using truck and scaffolds for tunnel maintenance. According to evaluated appropriate design results of space truss frames of numerical examples by using a commercial MIDAS GEN program, it is verified that design parameters such as layered size, cross-sectional size, and steel material of the present space truss frame are determined to depend on characteristics such as lanes or shape of road tunnels.

• Steel and Composite Structures
• /
• v.24 no.4
• /
• pp.513-521
• /
• 2017

The goal of this study is to investigate structural analysis and behaviors of an innovative aerial work platform truss frame whose ductility is improved by using high strength-steel UL-700. The present space truss frame can move or stop through tunnels for maintenance constructions by automatic facilities and workmanship within standardized limited building lines of tunnel. Most of all, this method overcomes problematic, which is to block cars during construction periods, seriously, of typical methods like as using truck and scaffolds for tunnel maintenance. According to evaluated appropriate design results of space truss frames of numerical examples by using a commercial MIDAS GEN program, it is verified that design parameters such as layered size, cross-sectional size, and steel material of the present space truss frame are determined to depend on characteristics such as lanes or shape of road tunnels.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.7 no.1
• /
• pp.245-255
• /
• 2012

Greenberg(1990) suggested that organizational justice research may potentially explain many organizational behavior outcome variables. One such example of nontraditional job behavior is organizational citizenship behavior and service quality, for they are part of the spontaneous and innovative behaviors noted by Katz(1964). Stimulated by conceptualizations of justice in organizations by such theorists as Homans(1961), Admans(1965), and Walster, Berscheid, and Walster(1973), organizational researchers devoted considerable attention in the 1960s and 1970s to testing propositions about the distribution of payment and other work-related rewards derived from equity theory. Although reviews and critiques of equity theories once dominated the pages of organizational journals, more recently it has been the subject of far more attention(Reis, 1986). In one notable recent trend, researchers and theorists have expanded on conceptualizations of procedural and distributive justice by turning attention to the interpersonal aspects of justice, the perceived fairness of the way people are treated by others. With the rapid and uncertain changes of organization, such voluntary behaviors as OCB, service quality, and innovative behavior have become more important for the development and survival of organization. Thus it is very important to keep the organization fair for keeping employees participative in organization. Here it is reviewed the relationship between organizational justice and it's related factors(OCB, service quality and innovative behavior).

• Journal of Digital Convergence
• /
• v.19 no.7
• /
• pp.163-174
• /
• 2021

In order to find the factors that influence behaviors for innovative work performance, this study tried to examine the relationship between organizational justice perceived by SME employees and IT support for differentiation on innovative behavior through knowledge exploitation and exploration. A survey was conducted on employees of SME, and the research hypothesis was verified using SPSS 22.0 and PLS 3.0 by analyzing the final 239 copies. As a result of the study, organizational justice and IT support showed a positive effect on knowledge exploitation and exploration, and knowledge exploitation and exploration had a positive effect on innovation behavior. Through this study, the theoretical foundation for organizational justice to influence knowledge exploitation and main search was established and the theoretical and practical implications for enhancing the competitiveness of the enterprise were presented through a comprehensive analysis of the two variables, organizational justice and IT support, which affect the innovation behavior of SMEs. Future research will require to study the performance part due to innovative behavior using various variables.

• Journal of vocational education research
• /
• v.30 no.4
• /
• pp.1-22
• /
• 2011

Paradoxically, leadership has not only positive effects but also negative effects. The purpose of this study is to examine supervisors' dysfunctional leadership behaviors, antecedents and results in order to draw HRD implications for protecting organizations and employees from dysfunctional leaders and provide implications for leadership development. A qualitative research method based on semi-organized interviews with 28 employees from S-group was used. The results of this study show that the dysfunctional leadership behaviors were associated with ten behavioral categories: belittling and insulting the subordinates, authoritative and arbitrary behaviors, self-aggrandizement, biased preference for certain personnel, arrogance, micro-managing, inability to change and adapt, discordance between words and actions, over-dependance on supervisor, lack of ethics and values. Dysfunctional leadership behaviors were casually attributed to 'personal traits & experience', 'task characteristics', and 'internal & external environments of the organization'. Finally, the results of supervisor's dysfunctional leadership behaviors on employees and the organizational effects were 'increased turnover rate', 'declining work efficiency', 'collapsing morale', 'retraining innovative thinking', 'passive working culture', 'discouraging organizational vitality', 'discouraging organizational synergy', 'losing loyalty' and 'declining trust on supervisor'.