• Asia pacific journal of information systems
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• v.18 no.1
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• pp.25-51
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• 2008

Researchers have been continuously interested in the adoption of information technology (IT) since it is of great importance to the information systems success and it is also an important stage to the success. Adoption alone, however, does not ensure information systems success because it does not necessarily lead to achieving organizational or individual objectives. When an organization or an individual decide to adopt certain information technologies, they have objectives to accomplish by using those technologies. Adoption itself is not the ultimate goal. The period after adoption is when users continue to use IT and intended objectives can be accomplished. Therefore, continued IT use in the post-adoption period accounts more for the accomplishment of the objectives and thus information systems success. Previous studies also suggest that continued IT use in the post-adoption period is one of the important factors to improve long-term productivity. Despite the importance there are few empirical studies focusing on the user behavior of continued IT use in the post-adoption period. User behavior in the post-adoption period is different from that in the pre-adoption period. According to the technology acceptance model, which explains well about the IT adoption, users decide to adopt IT assessing the usefulness and the ease of use. After adoption, users are exposed to new experiences and they shape new beliefs different from the thoughts they had before. Users come to make decisions based on their experiences of IT use whether they will continue to use it or not. Most theories about the user behaviors in the pre-adoption period are limited in describing them after adoption since they do not consider user's experiences of using the adopted IT and the beliefs formed by those experiences. Therefore, in this study, we explore user's experiences and beliefs in the post-adoption period and examine how they affect user's intention to continue to use IT. Through deep literature reviews on the construction of subjective beliefs by experiences, we draw three meaningful constructs which theoretically have great impacts on the continued use of IT: perceived habit, confirmation, and computer self-efficacy. Then, we examine the role of the subjective beliefs on the cognitive/affective attitudes and intention to continue to use that IT. We set up a research model and conducted survey research. Since IT use implies interactions among a user, IT, and a task, we carefully selected the sample of users using same/similar IT to perform same/similar tasks, to exclude unwanted influences of other factors than subjective beliefs on the IT use. We also considered that the sample of users were able to make decisions to continue to use IT volitionally or at least quasi-volitionally. For each construct, we used measurement items recognized for reliability and widely used in the previous research. We slightly modified some items proper to the research context and a pilot test was carried out for forty users of a portal service in a university. We performed a full-scale survey after verifying the reliability of the measurement. The results show that the intention to continue to use IT is strongly influenced by cognitive/affective attitudes, perceived habits, and computer self-efficacy. Confirmation affects the intention to continue indirectly through cognitive/affective attitudes. All the constructs representing the subjective beliefs built by the experiences of IT use have direct and/or indirect impacts on the intention of users. The results also show that the attitudes in the post-adoption period are formed, at least partly, by the experiences of IT use and newly shaped beliefs after adoption. The findings suggest that subjective beliefs built by the experiences have deep impacts on the continued use. The results of the study signify that while experiencing IT in the post-adoption period users form new beliefs, attitudes, and intentions which may be different from those of the pre-adoption period. The results of this study partly demonstrate that the beliefs shaped by the behaviors, those are the experiences of IT use, influence users' attitudes and intention. The results also suggest that behaviors (experiences) also change attitudes while attitudes shape behaviors. If we combine the findings of this study with the results of the previous research on IT adoption, we can propose a cycle of IT adoption and use where behavior shapes attitude, the attitude forms new behavior, and that behavior shapes new attitude. Different from the previous research, the study focused on the user experience after IT adoption and empirically demonstrated the strong influence of the subjective beliefs formed in the post-adoption period on the continued use. This partly confirms the differences between attitudes in the pre-adoption and in the post-adoption period. Users continuously change their attitudes and intentions while experiencing (using) IT. Therefore, to make users adopt IT and to make them use IT after adoption is a different problem. To encourage users to use IT after adoption, experiential variables such as perceived habit, confirmation, and computer self-efficacy should be managed properly.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.2
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• pp.272-281
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• 2016

The effective exploitation of resources is critical for startup firms with insufficient resources to compete with well-resourced large firms. The direction and consistency of the resource input should be retained to utilize resources effectively, which will lead to a necessity for a fit between the strength in resources and the strategy of a firm. This study suggests hypotheses and verifies them empirically based on the logic that the attribute of resources in which a firm with a core competence decides the type of strategy and the formulated strategy presents the direction of the resource input, which enables the effective utilization of resources and facilitates high performance. According to the statistical results, the R&D capability affects the innovative differentiation strategy, marketing capability affects marketing differentiation strategy, and financial and production capability affects low cost strategy, in which the efficacy of the strategy depends on the attribute of resources. In addition, the R&D capability and marketing capability adversely affect the low cost strategy and the production capability negatively affects the innovative differentiation strategy, which implies that the exclusive choice of a strategy by the strength in resources results in improved performance. These results show that the fit between the resource and strategy is an essential cause of high performance in venture businesses.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.293-303
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• 2019

The purpose of this research is to investigate the psychological factors affecting job performance of public enterprise employee. Based on the literature review, three types of job performance are identified, which are behavioral responses to the demands from job environment. They are named as task performance, contextual performance, and adaptive performance. As independent variables, four factors were selected form positive psychological concepts, which are self-efficacy, hope, optimism, and resilience. These are the factors which compose of the concept of psychological capital. All the factors are hypothesized to positively affect job performances. From the regression analysis results, all the psychological factors in the model were turned out to have statistically significant impacts on the job performances. The importance of variable 'resilience' were dominant all three models, which might be interpreted as a behavioral response to the demands from uncertain organizational enviornments. From the marginal effect analysis, contextual performance decreases first five years, then reach peak at 20th. year. These results demonstrates that mid-level employees in the organizational hierarchy are more concerned with the overall performance of organization.

• Industry Promotion Research
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• v.6 no.3
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• pp.59-70
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• 2021

The purpose of this study is to analyze the impact of childcare teachers' professionalism on job performance, enhance the effectiveness of childcare teachers, and provide basic data to help them satisfy their duties. Statistical processing of the collected data has been studied through the SSPPWIN 21.0 program, level of expertise, understanding, skills, and attitude recognized by child care teachers, the higher the level of professionalism, the higher the age, educational background, and experience, the higher the level of expertise. In addition, various policy and institutional support at the level of childcare-related administrative agencies or local governments is needed to develop operational measures suitable for each type of daycare center and improve the quality of childcare services. Programs for the promotion of professionalism and job performance of childcare teachers should be developed and regular education, training and workshops should be provided to support application to childcare sites. This study is meant to improve the level of professionalism of daycare centers to achieve desirable professionalism and efficient organizational goals of daycare centers, and to improve the job performance of daycare centers and provide basic data to help them satisfy their jobs.

• The Journal of the Korea Contents Association
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• v.17 no.6
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• pp.351-361
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• 2017

In Korea, as the elderly population increases, elderly medical facilities and nursing care workers are increasing in labor force, but nursing care workers are avoiding nursing care workers due to poor working conditions and many physical and mental exhaustion of nursing care workers. Therefore, in this study, 284 nursing care workers were surveyed to search resources and to find alternatives to enhance the quality of life of caregivers. The result of research, The first, effected positively on the quality of life in environmental and social on a married women. The more a religion, effected positively on the quality of life in environmental and social, psychological. The higher the salary, effected positively on the quality of life in environmental and social, physical. The second, the support of a Superior effected positively on the quality of life in environmental and physical and the support of a colleague effected positively on the quality of life in social and physical. The third, the support of a Superior moderated by self-efficacy of the quality of life in the social and psychological. This results suggest that can be influential variables the support of social and the self-efficacy as an alternative to burnout of the care workers.

• 한국노년학
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• v.32 no.4
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• pp.1199-1215
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• 2012

The purpose of this study is to investigate the determinants of job satisfaction among care givers. Finding out the determinants of job satisfaction among care givers, the dependent variables were defined 3 groups with 9 sub-factors, such as personal factors of growth needs and self-efficacy, job factors of job diversity, job autonomy, job importance, role clarity and workload, organizational factors of comradeship, education & training. For the study, data were collected form 479 care givers working in 52 care facilities of Chung Nam Province and analyzed them by regression analysis technique using the SPSS 20.0 statistical package. The results are as followings, job diversity, job importance, comradeship, education & training have positive effects on job satisfaction respectively, workload effects on it negatively, but growth needs, self-efficacy, job autonomy, role clarity no effectiveness on job satisfaction. Based on the results of study, theoretical implications are discussed for care givers to promote the job satisfaction and suggested the directions for further study. Further more, the findings provide the basic sources for care giver human resource management in long term care facilities which are suffering from recruiting of care giver, and it also contribute to successful management of long term care insurance system as a meaningful suggestion.

• Journal of the Korea Convergence Society
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• v.11 no.1
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• pp.41-50
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• 2020

This paper analyzed leadership behavior and employee performance through empirical analysis method based on AMO theory. In this study, the ability of the leader (A), task motivation (M), and opportunity (O) were chosen as factors to analyze the relationship between transformative leadership and job performance of the subordinate staff, and the self-efficiency (O) and intrinsic motivation (M) were selected at the individual level and team atmosphere (O) at the organizational level to build a research model. 507 valid data were obtained from the survey and statistical analysis was conducted using SPSS23. Studies have shown that transformative leaders have a significant impact on employee performance. This study provides research results of empirical theory to understand the behavior of the leader in the performance of the employees and also suggests implications for the management of the company's human resources.

• Proceedings of the Korean Association for Survey Research Conference
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• 2000.06a
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• pp.59-87
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• 2000

The hypothesis of this study is that change acceptance and work adaptation of change agents are influenced by positive self-image and risk tolerance. In order to examine the hypothesis, this study was performed with 305 change agents from six branches of a conglomerate company. Specifically, self-image was measured by locus of control, self-efficacy, self-esteem, and positive affectivity; risk tolerance was measured by tolerance for ambiguity, risk aversion, and openness to experience. The result of this study indicated that self-image and risk tolerance significantly predicted change acceptance and work adaptation. Especially, the results of structural model revealed that change acceptance mediated the relationship between characteristic variables (such as self image and risk tolerance in this study) and work adaptation. Based on the results, we suggest that change agents keep developing positive self-image and risk tolerance in order to play the key role in leading organizational change.

• Survey Research
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• v.1 no.2
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• pp.59-87
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• 2000

The hypothesis of this study is that change acceptance and work adaptation of change agents are influenced by positive self-image and risk tolerance. In order to examine the hypothesis, this study was performed with 305 change agents from six branches of a conglomerate company. Specifically, self-image was measured by locus of control, self-efficacy, self-esteem, and positive affectivity; risk tolerance was measured by tolerance for ambiguity, risk aversion, and openness to experience. The result of this study indicated that self-image and risk tolerance significantly predicted change acceptance and work adaptation. Especially, the results of structural model revealed that change acceptance mediated the relationship between characteristic variables (such as self image and risk tolerance in this study) and work adaptation. Based on the results, we suggest that change agents keep developing positive self-image and risk tolerance in order to play the key role in leading organizational change.

• Journal of the Korean Society for Library and Information Science
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• v.51 no.1
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• pp.245-269
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• 2017

To assess and understand the level of job burnout among the medical librarians and identify the factors affecting it, email survey, consisting of questions regarding personal background, organization characteristics, degree of burnout, and coping activities, was administered for two weeks in December 2016, to the librarians in 138 institutions affiliated with the Korean Medical Library Association. MBI-GS is used as a burnout measuring instrument. Data collected from 158 librarians (response rate 65.6%), were analyzed by descriptive statistics, t-test, ANOVA, and correlation analysis methods. According to MB-GS norm, respondents experience moderate level of exhaustion and professional efficacy, however the level of cynicism is extremely high. There are significant statistical differences in burnout, depending on age, medical librarian certificate, work experience, type of library, job coverage, and coping activities. There are also statistical significant correlations between workload, role conflict, decision making process and performance evaluation, organization communication, IT environment, continuing education and burnout. Based on the results, recommendations to alleviate burnout are suggested in individual, organizational, and professional association context.