• Convergence Security Journal
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• v.13 no.2
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• pp.195-202
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• 2013

Defense reform our military for the globalization of information. Scientific command structure, troop structure, unit structure, step-by-step into the power structure while promoting a history of quantitative-oriented structure, and structure of the quality of state-of-the-art technology-driven transition in the middle of the bottle numberplans about the current 3.3-fold increase in reducing the cadre(officers and NCOs). NCO groups in the executive, especially expanding the current level of 100% increase in the rate of long-serving, while ensuring a stable job and to superior resources to secure a stable policy through science. Military alliance is now underway. In the midst of this group, and urged the group at the University of the leading military and specialized resources to ensure each agreement required by subjects to reflect. Thus effectively improve the quality of education and the demands of the job analysis, DACUM curriculum development methods and procedures can be applied at the time of urgent need for foster an excellent resource for the discharge of curriculum development at the University of Selected as a core job, career, and job classification configuration inside of Duty according to KST derived from the group reflect on the training courses to meet the requirements in the curriculum through the development of curriculum, job definition, job model set to propose.

• The Journal of Korean Academic Society of Nursing Education
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• v.28 no.3
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• pp.305-316
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• 2022

Purpose: The purpose of this study was to construct a structural equation model of organizational commitment in hospital nurses based on a job demands-resources model and to confirm the moderating effect(s) according to the nurses' generation. Methods: The model was constructed of the exogenous variables of social support, emotional intelligence, emotional labor, and job conflict and the endogenous variables of burnout, job engagement, and organizational commitment. The participants were 560 hospital nurses working in 3 general hospitals. Data were collected from August 1 to September 30, 2021, and analyzed using SPSS Window 23.0 and IBM AMOS 23.0. Results: The strongest factor directly influencing hospital nurses' organizational commitment was social support. In a multiple group analysis, nurses' generation had a partial moderating effect. In a generation-specific analysis, the Z generation group was higher than the X and Y generation groups in the variables of emotional labor and burnout related to organizational commitment. Conclusion: Based on the findings of this study, to improve hospital nurses' organizational commitment, social support is needed as an important management strategy. At the organizational level, we need to develop ways to improve organizational commitment by reducing the emotional labor and burnout of Generation Z.

• Nutrition Research and Practice
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• v.5 no.1
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• pp.80-87
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• 2011

The objectives of the study were to investigate job burnout and leader-member exchange (LMX) levels as well as to evaluate buffering effects of LMX on burnout among dietitians and chefs at institutional foodservices. Hypotheses were proposed based on the Job Demands-Resources model and LMX theory. The study population consisted of dietitians and chefs who were in charge of managing unit operations in a nationwide contract management company. Positive/negative affectivity, workload, job burnout, and LMX scales that bad been validated in previous research were adopted A total of 552 questionnaires were distributed and 154 responses were returned. Results indicated that respondents' burnout levels were moderate and emotional exhaustion was greater than cynicism. In terms of LMX, the surveyed dietitians and chefs showed higher respect toward their supervisors than loyalty. When positive affectivity and negative affectivity were controlled, workload influenced emotional exhaustion and professional efficacy significantly. With affectivity and workload controlled, however, LMX did not influence any dimensions of burnout. The moderating effect of LMX on the relationship between workload and cynicism was significant. That is, the effect of workload on cynicism was weak if the dietitians and chefs perceived the relationship with their supervisor positively. Based on the findings and literature reviewed, how to mitigate job burnout among foodservice managers is discussed.

• Industry Promotion Research
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• v.9 no.2
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• pp.1-12
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• 2024

This study examines the role of Environment, Social, and Governance (ESG) activity recognition on job satisfaction, prosocial activities, and job performance among customer representatives working in call center environments. After gathering data from 264 call center workers in major South Korean insurance companies, the analysis w as performed using SmartPLS 4.0. This study's findings reveal that employee recognition of ESG activities significantly enhanced job satisfaction. The impact of ESG activity recognition on prosocial behavior was positive but relatively weak. Job satisfaction influences both prosocial behavior and the job performance of employees. Finally, prosocial behavior positively influences job performance. The most significant finding is that employees' recognition of companies' ESG management practices serves as a job resource. This recognition enhances employees' attitudes, behavior, and performance, signaling the potential benefits of informing employees about corporations' ethical behaviors.

• Journal of Distribution Science
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• v.16 no.5
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• pp.71-81
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• 2018

Purpose - Our research aims to investigate the mediating effect of employee creativity on the relationship between intrinsic motivation and job performance using relationship using Chinese department salespeople samples. Another objective of this study is to be clear boundary conditions that strengthen or weaken the effects of intrinsic motivation on work outcomes (i.e., employee creativity and job performance). Drawing on JD-R theory, we suggest that the two types of coworker support play differential moderating roles in the intrinsic motivation, employee creativity relationship by increasing or decreasing job resources and demands in different ways. Research design, data, and methodology - This empirical study data were collected from gathered from a sample of full time salespeople in China. A total of 550 questionnaires were distributed and 300 responses were collected, indicating a response rate of 84.0%. Working with a sample of 300 salespeople working in a department store in China. SPSS 18.0, Process 2.16 Macro, and M-Plus 8.0 software were used in the data analysis. Descriptive statistics were used to evaluate the distribution of the employee profiles and correlations between variables. M-Plus 8.0 software was used to test the model fit, validity and reliability of the variables. Finally, all research hypotheses was estimated by SPSS Macro 2.16. Results - To test our research hypotheses, we employed an analytical strategy suggested by Hayes (2013; 2015) and Shrout and Bolger (2002). In this study, we tested the relationship between intrinsic motivation and job performance throughout employee creativity. Results showed intrinsic motivation and job performance was partially mediated by employee creativity. The positive relationship between intrinsic motivation and employee creativity when coworker emotional support was high than when it was low. In contrast, the positive association between intrinsic motivation and employee creativity was stronger when coworker instrumental support was low than when it was high. Coworker emotional and instrumental support further moderated the indirect effect of intrinsic motivation on job performance through employee creativity. Conclusions - This study extends the conceptual model and empirical researches in coworker supports literature by representing a fundamental mechanism of how salespeople's intrinsic motivation and job performance throughout employee creativity.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.5
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• pp.109-124
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• 2021

This study tried to verify the causal relationship that SMEs' organizational culture and self-efficacy would affect job crafting and job satisfaction. Unlike previous domestic studies that have been studied for organizational culture at the organizational level and self-efficacy at the individual level, this study tried to verify the interaction between job crafting and job satisfaction using different mechanisms as antecedent factors. In order to verify the research model of this study, questionnaires of 144 small and medium-sized enterprises (SMEs) workers located in Seoul and metropolitan areas were analyzed. Factor analysis and correlation analysis were performed to verify the reliability and validity of the research model on the relationship between variables, and empirical analysis was performed using regression analysis and mediation effect analysis to verify the hypothesis. The results of the study were first, that organizational culture and self-efficacy had a positive (+) effect on job crafting. On the other hand, relationship-oriented culture and hierarchical-oriented culture, which are sub-factors of organizational culture, were found to be insignificant. Second, organizational culture and self-efficacy were found to have a positive (+) effect on job satisfaction. On the other hand, it was found that market-oriented culture and hierarchical-oriented culture, which are sub-factors of organizational culture, were not significant. Third, job crafting was found to have a positive (+) effect on job satisfaction. On the other hand, it was found that the sub-factors of job crafting, disruptive job demands and social job resources, were not significant. This means that organizational culture partially affects job crafting and job satisfaction of SMEs, and job crafting also partially affects job satisfaction. The implications of this study are first, suggesting the meaning of SME organizational culture for stable and efficient human resource management for SMEs suffering from low productivity and high turnover rate. Second, it was meaningful to understand the possibility of introducing job crafting as an effective job management plan for SMEs. Third, in the current situation where there are few cases of practical introduction of job crafting, research on understanding job crafting for SMEs and improving job satisfaction is thought to be helpful in improving the productivity of SMEs.

• International Journal of Contents
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• v.12 no.4
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• pp.23-30
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• 2016

For a library to be able provide information services and fulfill its function as a knowledge convergence center capable of responding to various information demands, the development of next-generation information systems based on the latest information and communication technology is needed. The development of mobile information services using portable devices such smart phones and tablet PCs and information systems which incorporate the concepts of cloud computing, SaaS (Software as a Service), annotation and Library2.0 is also required. This paper describes a library information system that utilizes collective intelligence and cloud computing. The information system developed for this study adopts the SaaS-based cloud computing service concept to cope with the shift in the mobile service paradigm in libraries and the explosion of electronic data. The strengths of such a conceptual model include the sharing of resources, support of multi-tenants, and the configuration and support of metadata. The user services are provided in the form of software on-demand. To test the performance of the developed system, the efficiency analysis and TTA certification test were conducted. The results of performance tests, It is encouraging that, at least up to 100MB, the job time is approximately linear and with only a moderate overhead of less than one second. The system also passed the level-3 or higher criteria in the certification test, which includes the SaaS maturity, performance and application program functions.

• International Journal of Contents
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• v.8 no.4
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• pp.12-20
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• 2012

For a library to be able provide information services and fulfill its function as a knowledge convergence center capable of responding to various information demands, the development of next-generation information systems based on the latest information and communication technology is needed. The development of mobile information services using portable devices such smart phones and tablet PCs and information systems which incorporate the concepts of cloud computing, SaaS (Software as a Service), annotation and Library2.0 is also required. This paper describes a library information system that utilizes collective intelligence and cloud computing. The information system developed for this study adopts the SaaS-based cloud computing service concept to cope with the shift in the mobile service paradigm in libraries and the explosion of electronic data. The strengths of such a conceptual model include the sharing of resources, support of multi-tenants, and the configuration and support of metadata. The user services are provided in the form of software on-demand. To test the performance of the developed system, the efficiency analysis and TTA certification test were conducted. The results of performance tests, It is encouraging that, at least up to 100MB, the job time is approximately linear and with only a moderate overhead of less than one second. The system also passed the level-3 or higher criteria in the certification test, which includes the SaaS maturity, performance and application program functions.

• Human Ecology Research
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• v.52 no.1
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• pp.43-53
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• 2014

The purpose of this study was to 1) investigate the characteristics of burnout of Korean elementary school students and 2) develop and validate the Korean Academic Burnout Scale-Elementary School Students (KABS-ESS). Fifty-one behavioral descriptions of burnout extracted through a preliminary survey, focus group interview, and literature review were administered to a sample of 531 elementary students of the 4th to 6th grade in Gyeonggi Province. The results of an exploratory factor analysis indicated that the structure of the burnout of Korean elementary school students consists of seven factors (i.e., inefficacy, avoidance, cynicism, emotional exhaustion, physical exhaustion, antipathy and cognitive exhaustion), and this structure of final 28 items was confirmed by the confirmatory factor analysis. The KABS-ESS showed a correlation of .771 with a representative academic burnout scale, Maslach Burnout Inventory-Student Survey, and -.561 with the academic engagement scale, indicating that both convergent and discriminant validities were confirmed. Furthermore, all fit indices of the structural equation model of the Schaufeli and Bakker's job demands-resources in an academic setting were satisfactory, and the possibility of the validity generalization of the model was supported. The demand variables predicting academic burnout and engagement were academic overload and parental pressure, while self-resilience, self-regulated learning strategies, and parental and the teacher's support were identified as the resource variables. Lastly, the implications and future direction of the present study were discussed.

• The Journal of the Korea Contents Association
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• v.17 no.1
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• pp.299-336
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• 2017

The purpose of this study is to identify the differential effects of transformational leadership and organizational justice on psychological contract breach and work engagement, and to suggest practical implications. To this purpose, this study theoretically references equity theory which recognizes the relationship between organizational input and output, social exchange theory which explains the exchange relationship between members and organization, and job demand-resource (JD-R) model that combines job demands and job resources. A empirical study was conducted on 277 employees at 18 companies of diverse industries including manufacturing, distribution, and finance, and to eliminate the common method bias problem, the dependent variable was measured using peer evaluation. The results of this study showed that: 1) both transformational leadership and organizational justice had a significant positive effect on work engagement and significant negative effect on psychological contract breach; and 2) psychological contract breach played a partial mediating role in the relationship between transformational leadership and work engagement as well as between organizational justice and work engagement. Therefore, this study suggests that, as organizational justice has stronger influence on work engagement and psychological contract breach than transformational leadership, organizations should not only train its leaders but also guarantee fairness.