• Korea Journal of Hospital Management
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• v.21 no.2
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• pp.50-62
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• 2016

The study was conducted to compare organizational innovation depending on the leadership type of middle managers in general hospital. Moreover, the study was also to prove whether employees'readiness causes any differences to the link between leadership and organizational innovation. The result is based on 769 sheets of survey paper answered by administrations and nurses working at general hospitals or the same level of hospitals located in the metropolitan area. The methods of analysis used are as follows: reliability analysis, frequency analysis, t-test, ANOVA, multiple regression analysis, and hierarchical regression analysis. Main results of the study can be summarized as below. First, by analyzing the influence of task-behavior leadership on organizational innovation, R squre on knowledge management which is organizational innovation factor was 12.5%, R squre on creativity was 9.1%, and R squre on innovation behavior was 10.3%. Regression model appeared to be statistically significant as well. Both task-behavior and relationship-behavior leadership have influence on organizational innovation and it is learned that relationship-behavior leadership has a bigger influence on all the organizational innovation factors. Second, moderating effect of the employee's readiness is examined in terms of the link between leadership and organizational innovation. As a result, the member's readiness had positive influence when it comes to the link between leadership and organizational innovation. Also, after verifying moderating effect of readiness (ability/willingness), this study shows that ability readiness has positive influence on the link between task-behavior(or relationship-behavior) leadership and creativity, and innovation behavior while willingness readiness positively influences the link between task-behavior(or relationship-behavior) leadership and creativity & innovation behavior. To summarize results of the study, this study shows that the members who possess high readiness also have high organizational innovation, which promises their positive role in a group.

• Journal of Korea Society of Industrial Information Systems
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• v.24 no.5
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• pp.77-93
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• 2019

The purpose of this study is to investigate the effect of organizational brand internalization on organizational brand permanence. Specifically, organizational brand internalization influences customer orientation, brand attachment, and organizational brand permanence. Also, we examined the effect of brand attachment on the relationship between customer orientation and organizational brand permanence. As a result of empirical research, organizational brand internalization plays an important role in enhancing employee's attachment to brand and positively forming relationship with customers. In other words, as brand attachment increases, employees in the organization know and share customer's needs and provide core competencies for the organization's long-term development. Therefore, companies need to strengthen their internal brand power by organizing their brands into a single concept, and to realize organizational integration of employees based on them. Finally, this study suggested practical implications and future research directions from this perspective.

• Journal of Korea Society of Industrial Information Systems
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• v.14 no.4
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• pp.183-197
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• 2009

The purpose of this paper is to study whether there are differences in the relationship between IT utilization level and organizational performance among large, medium and small-sized enterprises. This study first assessed the immediate influence of IT utilization level on organizational performance, and then further examined the moderating effects of the organizational size and the environmental dynamism that had influences on the relationship between IT utilization level and organizational performance. The empirical test revealed that IT utilization level had significant impact on organizational performance in case of all sized enterprises. But, the sub-group analysis revealed that IT utilization level had no statistically significant impact on organizational performance in case of large enterprises despite of higher IT utilization level than small and medium-sized enterprises. The relationship between IT utilization level and organizational performance was not moderated significantly by environmental dynamism in case of all sized enterprises. But, the sub-group analysis revealed that environmental dynamism had significant moderating effect on the relationship between IT utilization level and organizational performance in case of large and small-sized enterprises when there was a high level of environmental dynamism.

• Korean Management Science Review
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• v.33 no.2
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• pp.11-28
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• 2016

This study empirically investigated the relationships among external factors (i.e., the imitation, compulsory and normative pressures, and governmental regulation), proactive environmental strategy, the adoption of green-supply chain management (GSCM) techniques, green corporation with suppliers, environmental performance, and organizational performance. To empirically demonstrate the relationships, 78 sample firms' data were collected from Korean manufacturing firms that are listed on the Korean stock market. The results of this study showed that a proactive environmental strategy mainly and positively influences the adoption of GSCM, and the introduction of a proactive environmental strategy is significantly and positively affected by governmental regulation. It was also found that governmental regulation has an indirect impact on the adoption of GSCM through the introduction of a proactive environmental strategy. Thus, it is asserted that governmental regulation, in Korean manufacturing firms, is the unique external factor on the adoption of a proactive environmental strategy, which facilitates the use of GSCM techniques. According to the results, it was observed that GSCM positively influences the levels of green corporation, and both GSCM and green corporation have positive effects on the improvement of environmental performance. Hence, it is suggested that the implementation of GSCM inevitably brings high degrees of green collaboration with suppliers. Finally, it was found that environmental performance has a significant and positive impact on the organizational performance of a firm. This result implies that high degrees of environmental performance, which bring both the efficient usage of materials and energy and the elimination of wastes, can lead to the increase of organizational performance.

• Journal of the Korea Society of Computer and Information
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• v.23 no.5
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• pp.31-39
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• 2018

In this paper, we purpose to describe the relationship and influencing factors among emotional labor, ego-resilience on organizational commitment on nurse. We employed a nonexperimental survey research design. The data included 160 nurses three hospitals in Chungchungbukdo and Kangwondo. The data were collected from 23th, August, 2016 to 15th, September using self-report, strutured questionnaires. The data were analyzed through ANOVA, t-test, Pearson correlation coefficient and multiple regression with SPSS 20.0. The results showed emotional labor, ego-resilience on organizational commitment averaged 3.80(out of 4), 2.81(out of 4), 3.86(out of 5). In terms of correlations, there was found to be a significant positive correlation between organizational commitment and ego-resilience(r=.418, p<.01) and negative correlation between organizational commitment and emotional labor(r=.309, p<.001). Age(${\beta}=.215$, p<.037), working department(${\beta}=-.209$, p<.011), emotional labor(${\beta}=.334$, p<.001), ego-resilience(${\beta}=.162$, p<.030) was largely influential in organizational commitment. The regression model explained 21.3% of organizational commitment. This study showed that organizational commitment of nurse was correlated with emotional labor and ego-resilience. On basis of these results, in order to increase organizational commitment on nurses, it is necessary to recognize the importance of emotional labor and ego-resilience, develop and adapt program reducing emotional labor, also increasing ego-resilience.

• International Journal of Advanced Culture Technology
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• v.8 no.2
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• pp.68-75
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• 2020

The purpose of this study was to investigate the effect of police officers' participatory decision-making, supervisory quality and attitude, organizational justice on job satisfaction focused on mediating effect of work-life conflict. As a result of analysis of 185 police officers, the results were as follows. The causal relationships between participatory decision-making, organizational justice and work-life conflict, the ones between supervisory qualities and attitude, organizational justice, work-life conflict and job satisfaction, all of them reached the significance levels, not the causal relationship between supervisory qualityand attitude work-life conflict. Thus, the results for the interaction have shown, participatory decision-making and organizational justice and work-life conflict have negative influences on work-life conflict respectively, and supervisory qualities and attitude conflict, organizational justice conflict, work-life conflict have effect on job satisfaction with positive and negative effect. The Sobel-test showed that the Sobel-test statistic of the mediating effect of work-life conflict on causal relationships between organizational justice and job satisfaction is significant, but not in the mediating effect of work-life conflict on causal relationships between supervisory qualities and attitude and job satisfaction. According to the analytical results, work-life conflict is an important factor that can improve police officers' job satisfaction in the public organizational context with an open-oriented- system and culture for employees' participation in the process of decision making and equality and fairness for organizational management. It is also noted that work-life harmony for employees may be incompatible with the supervisor's perception of the work-oriented or prioritized-way in hierarchical organizations like police agencies.

• Journal of Information Technology Services
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• v.19 no.6
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• pp.55-82
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• 2020

This study examined the factors that influence the turnover intention, job performance of call center representatives based on the adaptive structuration theory (AST). This study intended to empirically examine how individual characteristics of representative affect the technological and task adaptation, how they affect job performance and turnover intention. On the other hand, this study also explains how rational culture and organization a reputation which are considered as dimensions of organizational characteristics affects organizational commitment, and verifies the relationship between organizational commitment and job performance and turnover intention. Finally this paper aim to provide academic and practical implications. In order to solve the above research problems, this research proposed a model based on the adaptive structuration theory. In order to identify the relationship between the proposed variables and the AST for individual, we conducted an empirical test on the call center representatives. The structural equation model was used to verify the research model and hypotheses. The results of the empirical analysis show that the personal characteristics of counselors, such as communication skills, multitasking abilities, and innovativeness have a positive effect on skill adaptation, and skill adaptation has a positive effect on task adaptation, furthermore, it influences on job performance and turnover intention Respectively. In addition, among the factors of organizational environmental dimensions of the call center, it was found that organizational reputation not only increase continuance commitment but also increase normative commitment. Contrary to our expectations, perceived rational culture didn't have a positive effect on organizational commitment. Also, continuance commitment and normative commitment are valid predictors of job performance, but they have nothing to do with turnover intention. On the contrary, emotional commitment is the only one variable among three dimensions of organizational commitment have a positive effect on turnover intention, but is not a valid predictor of job performance.

• The Journal of Information Systems
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• v.22 no.1
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• pp.89-116
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• 2013

The influence factors on the development of information technology(IT) infrastructure for knowledge management(KM) were not empirically investigated and identified. This study empirically examines the relationships among strategic performance measurement systems(SPMS), organizational learning, the strategic alignment of business strategy with information systems(IS) strategy, which is the necessary condition to provide the kinds of knowledge required for the successful realization of business strategy, and the active construction of IT infrastructure for KM. This study demonstrates that SPMS directly affects the organizational learning, with which the members of an organization acquire the types of knowledge about strategic goals or objectives and the ways attaining these goals, and indirectly influences the IS strategic alignment through organizational learning. Thus, the alignment between business strategy and IS strategy can be facilitated and activated by the adoption and implementation of SPMS. According to the results of this study, it is observed that the IS strategic alignment and organizational learning positively affect the activation of the development of KM IT infrastructure in a firm. The results of this study also shows that the construction of KM IT infrastructure, which supports the realization of KM activities, such as knowledge creation, transfer and sharing, can enhance the strategic position of a firm, and the intensified competitiveness of a firm can lead to the improvement of performance.

• Culinary science and hospitality research
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• v.24 no.3
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• pp.156-166
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• 2018

The purpose of this study was to examine the mediating effects of rapport on the relationship between type of organizational culture and innovative behavior of hotel chefs. In order to accomplish the research purpose, data were collected from 202 chefs working at five-star hotels located in Gwangju and Jeonnam areas, and SPSS 22.0 Program was used to conduct frequency analysis, reliability analysis, exploratory factor analysis, regression analysis and mediation effect analysis. The results of the study were as follows. Firstly, it was found that innovative behaviors of hotel chefs are significantly affected by three types of organizational culture: rational culture, consensual culture, and developmental culture. Secondly, it was found that rational and consensual culture have significant effect on rapport. Thirdly, it was found that better-formed rapport in hotel chefs significantly remarkably influences their innovative behavior. Fourthly, the study results revealed that rapport has a mediating effect on the relationship between type of organizational culture and innovative behavior of hotel chefs. Thus, in order to induce voluntary innovative behaviors from building rapport in the hotel organization, it is necessary to develop and implement effective strategies which will form a work environment where chefs can freely engage in mutual exchanges and build trust with one another.

• The Korean Journal of Health Service Management
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• v.7 no.2
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• pp.113-124
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• 2013

The purpose of this study is to investigate of determinants of hospital organization trust affecting to hospital worker's trust in organization. This study was measured levels of trust in organization of hospital workers and 5 determinants of organization trust, organizational fairness, consideration, morality, competence and responsibility toward a society. Levels of trust in organization of hospital workers and determinants of organization trust were assessed using a sample of 190 employees who work at 2 hospitals in Seoul, Kyunggi. Data were collected by self-administered questionnaires from november 22 to 29 in 2012 and analyzed SPSS 18 by using t-test, ANOVA and regression analysis. The results of this study indicate that organizational fairness, consideration and responsibility toward a society among 5 determinants were positively related to levels of trust in organization of hospital workers. Based on these findings, it can be defined that 5 determinants of hospital organization trust influences levels of trust in organization of hospital workers. The implications of this study are discussed and areas for future research are presented.