• Korean Journal of Child Education & Care
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• v.18 no.2
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• pp.183-202
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• 2018

The purpose of this study was to examine structural relationships among directors' coaching leadership, organizational culture, early childhood teachers' empowerment, teacher-efficacy and job satisfaction. The data were collected from 575 early childhood teachers and analyzed with Pearson's correlation and structural equation modelling analysis. The results were as follows: first, directors' coaching leadership was found to have a direct effect on early childhood teachers' job satisfaction and an indirect effect through organizational culture, teachers'empowerment and teacher-efficacy. Second, organizational culture was found to have a direct effect on early childhood teachers' job satisfaction and an indirect effect through teacher-efficacy. Third, early childhood teachers' empowerment was found to have a direct effect on job satisfaction and an indirect effect through teacher-efficacy. Fourth, teachers' teacher efficacy was found to have a direct effect on job satisfaction. Additionally, directors'coaching leadership was found to be the most important variable predicting early childhood teachers' job satisfaction. These results suggest that improving directors'coaching readership, organizational culture, teachers' empowerment, teacher-efficacy could help facilitate early childhood teachers'job satisfaction.

• Journal of Convergence for Information Technology
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• v.10 no.1
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• pp.82-92
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• 2020

This study analyzed the factors affecting organizational adaptation among the members of SMEs. Until now, research on organizational adaptation has been mainly conducted in large corporations or public institutions. Very little research has been conducted on SME members. Factors affecting the organizational adaptation of employees were set by individual factors and job environment factors. In the individual factors, the sub-variables were set as self-efficacy, optimism, and resilience, and in the job environment factors, organizational fairness and organizational culture. The sample data were surveyed using a survey method such as visit, telephone call, e-mail and fax. 98 data were used for the analysis. Statistical analysis was performed using regression analysis. As a result, self-efficacy, optimism, and resilience of individual factors were analyzed as positive variables for organizational adaptation of employees, and organizational fairness in the job environment was analyzed as variables that did not positively affect organizational adaptation of employees. However, the organizational culture of the job environment was analyzed as a variable that positively affects organizational adaptation of employees. These results showed that the fair application of wage level, workload, compensation, and opinion reflection did not affect the organizational adaptation of employees. On the other hand, in the preceding studies, organizational adaptability was conducted mainly in large corporations, but this study was able to suggest practical implications in analyzing organizational adaptability among SME members.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.4
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• pp.245-254
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• 2018

The purpose of this study is to review the relationship between psychological capital and organizational commitment/ innovative behavior, and the moderating effect of organizational support. In order to verify and achieve the purposes mentioned above, questionnaire data were gathered and analysed from 315 professors and teachers of Korea Politechnics Colleges. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between psychological capital and organizational commitment, 2) the relationship between psychological capital and innovative behavior, 3) the moderating effect of organizational support on the relationship between psychological capital and organizational commitment, 4) the moderating effect of organizational support on the relationship between psychological capital and innovative behavior. Empirical survey's findings are as follows; First, self-efficacy and optimism appeared to be positively related with organizational commitment, and all psychological capital factors(self-efficacy, resilience and optimism) appeared to be positively related with innovative behavior. Second, organizational support appeared to have moderating effect partly on the relationship between psychological capital and organizational commitment, but it did not have a moderating effect on the relationship between psychological capital and innovative behavior. Self-efficacy and optimism appeared to be more positively related with organizational commitment in higher organizational support situation than in lower organizational support situation.

• Korean Journal of Occupational Health Nursing
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• v.21 no.2
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• pp.134-144
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• 2012

Purpose: The purpose was to investigate the relations among job-stress, self-efficacy, and depression of nurses. Methods: The data were collected from a random sample of 213 nurses working in two general hospitals of a local area. A self-reported questionnaire was used to assess the level of job-stress, self-efficacy, and depression. Results: The mean score of job-stress was 49.1 and the score of job demand was the highest. The mean score of self-efficacy was 3.4, and depression was 18.2. The prevalence of depression was very high. The job-stress and depression were negatively correlated with self-efficacy. Hierarchial multiple regression showed that the self-efficacy and the high job demand, lack of reward, and organizational injustice of job-stress explained 53% of the variance for the nurses' depression. Conclusion: The findings indicated that the self-efficacy and job stress, especially job demand, organizational injustice, and lack of reward contributed to the depression. In order to prevent and decrease the depression, the developing programs to improve self-efficacy are needed.

• Journal of Distribution Science
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• v.17 no.11
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• pp.5-15
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• 2019

Purpose: This study aimed to empirically demonstrate how self-esteem, self-efficacy, locus of control, and neuroticism, which is core self-evaluation factors of door-to-door salespersons within food and cosmetic retail industry, affected the sales performance of female salespersons via job satisfaction and organizational commitment. Research design, data and methodology: Using a 23-item questionnaire constructed based on previous studies, this study selected six domestic door-to-door sales companies and conducted a 1:1 face-to-face survey with female door-to-door salespersons belonging to branches and agencies in Seoul and the capital region. The data of 208 respondents were analyzed. The results of path analysis based on structural equation modeling and mediation analysis through the Sobel test were presented. Results: Self-efficacy and locus of control had the largest effect on job satisfaction and organizational commitment, respectively. Neuroticism, however, did not significantly influence job satisfaction and organizational commitment. Overall, core self-evaluation factors positively affected sales performance via job satisfaction but not via organizational commitment. Conclusions: This study found that factors which were oriented to female salespersons' ability and sales goals, such as self-efficacy and job satisfaction, were considered important in managing them in the door-to-door sales-distribution channels. In the future, policies should be developed for managing female door-to-door salespersons to help them achieve job satisfaction.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.27 no.3
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• pp.54-69
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• 2019

Transformational and authentic leadership are known to create positive effects on follower's various outcomes, like job satisfaction and organizational commitment. We're mostly interested in testing positive effects of transformational and authentic leadership of cabin team leaders in airline industry, because their leadership tends to have strong and immediate impact on cabin crew's quality of customer services. We figured that cabin team leader's transformational and authentic leadership had positive effects on crew member's job satisfaction and organizational commitment. And, these positive relationships were at least partially mediated through crew member's self-efficacy and LMX. Based on these positive results, we discussed several theoretical and practical implications for developing effective leadership across cabin team leaders in airline services industry.

• The Journal of the Korea Contents Association
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• v.15 no.4
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• pp.420-430
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• 2015

This paper investigates the relationships between leader-member exchange(LMX), perceived team efficacy, and organizational citizenship behavior(OCBI, OCBO) in the Korea Post. Also the study investigates the moderator effect of leader integrity and the mediator effect of perceived team efficacy in the relationships between LMX and OCB(OCBI, OCBO). The multiple regression analysis were employed to test the hypotheses. The main finding of this study was as follows: First, LMX had a positive effect on the perceived team efficacy. Second, the perceived team efficacy had a positive impact on OCB(OCBI, OCBO). Third, the perceived team efficacy completely mediated effect on the relationship between LMX and OCBI. Also the perceived team efficacy partially mediated effect on the relationship between LMX and OCBO. Fourth, the positive relationships between LMX and OCB(OCBI, OCBO) were stronger when leader integrity was high rather than low. In particular, this review concludes with implications for future research, limitations of this study, and practical application.

• Journal of Digital Convergence
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• v.14 no.5
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• pp.237-245
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• 2016

Anxiety for employment of workers has been increased due to rapid change of management environment, which tends to increase psychological instability on the job of all workers. Accordingly, this study examined the moderating effect of self-efficacy between job instability and organizational citizenship behavior. The research subjects were employees of small and medium companies in the manufacturing industry in Daejeon-si, Sejong-si and Chungcheongnam-do and Chungcheongbuk-do. 500 sheets of the questionnaire were distributed from August 5, 2015 to August 30, 2015. Among them, 321 were collected with 64.2% of the response rate. Total 312 sheets were used for analysis excluding 9 sheets with incomplete answers. The results are as follows. Firstly, it proved that job instability had negative (-) effect on organizational citizenship behavior. Secondly, in the relation between job instability and organizational citizenship behavior, there was moderating effect of self-efficacy. Accordingly, if self-efficacy of the workers is higher in the threat of job instability, it means organizational citizenship behavior would increase. In conclusion, in the current situation where there is instable survival of corporation and job, the management of small and medium manufacturing company needs to increase self-efficacy through training and internal reward to employees. The limit of the study is that the research subjects were employees of small and medium companies in the manufacturing industry in Daejeon-si, Sejong-si and Chungcheongnam-do and Chungcheongbuk-do. Accordingly, as situational peculiarity may be observed, it is required to have expanded study to more various areas, works and industries.

• Journal of The Korean Association For Science Education
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• v.43 no.1
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• pp.37-47
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• 2023

The purpose of this study is to analyze the influence and structural relationship of variables related to science teaching professionalism. These variables set up learning organizational culture as exogenous variables and science epistemological beliefs and science teaching efficacy as endogenous variables. For this study, a survey was conducted with 499 elementary science teachers from Seoul and Gyeonggi province participating. The results of this study are as follows: Science epistemological beliefs and science teaching efficacy were found to directly affect science teaching professionalism. In addition, learning organizational culture perceived by the teachers did not show significant effects on the science teaching professionalism, but it was found that it has direct significant effects on science epistemological beliefs and science teaching efficacy. Based on the results of this study, which examines the structural relationship between learning organizational culture, science epistemological beliefs, science teaching efficacy and science teaching professionalism. we deem that it is necessary to consider internal factors of teachers as well as ways to improve learning organizational culture.

• Journal of East-West Nursing Research
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• v.25 no.1
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• pp.81-89
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• 2019

Purpose: This study aimed to investigate influencing factors on nursing competency of nurses in long-term care hospitals. Methods: A descriptive research design was used with a convenience sample of 150 nurses. Data were collected from Feb 15 to Mar 8, 2017 using self-reported questionnaires and analyzed by descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis using the SPSS/WIN 18.0 program. Results: The mean scores of self-efficacy, organizational citizenship behavior and nursing competency were 3.84 out of 5, 3.77 out of 5 and 3.80 out of 5, respectively. Nursing competency was positively correlated with self-efficacy (r=.63, p<.001) and organizational citizenship behavior (r=.64, p<.001). Factors influencing on nursing competency were self-efficacy (${\beta}=.38$, p<.001), organizational citizenship behavior (${\beta}=.37$, p<.001) and Clinical career(${\beta}=.14$, p=.011), which explained 51% of the variance. Conclusion: Based on the finding of this study, it is necessary to develop education and intervention programs in order to increase the nursing competency for nurses in long-term care hospitals.