• The Journal of Information Systems
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• v.29 no.2
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• pp.197-220
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• 2020

Purpose Cloud computing that provides a new paradigm for a firm's use of information technology is getting a lot of attentions by practitioners. However, the empirical investigation on members of organizations using cloud computing are insufficient. Therefore, this study aims to examine the capabilities and perceptions of organizational members that should be considered important for successful cloud computing implementation. Design/methodology/approach This study proposed factors related to the capabilities and perceptions of members of the organization, and examined the relationship between these factors and successful cloud computing implementation and performance. In addition, this study tested the moderating effect of leadership and continuous supports through empirical analysis. The proposed hypotheses were verified through structural equation modeling using SmartPLS3.0 with the collected data. Findings The results showed that four factors except 'member behavior control' had a positive effect on successful cloud computing implementation, which had a positive effect on performance. In addition, leadership and organizational continuous support have been shown to strengthen the relationship among factors.

• Journal of Digital Convergence
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• v.15 no.9
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• pp.99-110
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• 2017

To lead the Organizational Citizenship Behavior of organizational member's, It needs to change the psychological attitude of organizations through perception of organizational members who recognize the organization's support in the convergence age. Therefore, this study establishes the Perceived Organizational Support as an independent variable, and the Organizational Citizenship Behavior as an dependent variable. Also, we want to analyze the effects of psychological impowerment and organizational engagement, explaining the psychological conversion process of individuals. The result is following ; First, Perceived Organizational Support has significant effects of Organizational Commitment and Psychological Empowerment. Second, Organizational Commitment and Psychological Empowerment have shown significant implications for Organized Citizenship Behavior. In addition, Organizational Commitment and Psychological Empowerment have been shown to be partial mediation effect between Perceived Organizational Support and Organized Citizenship Behavior. These findings reveal the specific process of Organized Citizenship Behavior. It is expected to contribute to various measures that can cause to the extra-role behavior of the organizational member's.

• Journal of Digital Convergence
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• v.16 no.9
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• pp.443-452
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• 2018

The purpose of this study was to examine the effect of job-demands on social worker's organizational commitment. Espically this study focused on the moderating effect of LMX between job-demands and organizational commitment. The sample consisted of 189 social workers in 33 Senior Welfare Centers. The date was analyses using descriptive and multiple regression methods. The major findings of the study firstly were job-demands had negative effect on the social worker's organizational commitment and LMX had positive effect on the social worker's organizational commitment. Secondly, LMX had mederating effect between job-demands and organizational commitment. All these findings were discussed on Social Welfare Center and research.

• Asia-Pacific Journal of Business
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• v.10 no.3
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• pp.69-93
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• 2019

There is a growing interest in researching new leadership and efficient organizational management due to the changes and spread of Information Communications Technologies (ICT) related organizations. Therefore, the purpose of this study is to examine the effect of leadership on organization in ICT R & D, and to follow the relationship between coaching leadership, leader member exchange (LMX), emotional intelligence of leaders, and organizational effectiveness. In order to verify this research problem, a total of 310 people were surveyed from employees working in the ICT R & D field. Reliability analysis of the measuring tool was tested on 80 pilot surveys in advance, and the final 285 data were used for empirical analysis excluding 25 unsatisfactory responses. For analysis, SPSS 22.0 program and AMOS were used to analyze the reliability, validity, path analysis, and control effects of the measurement tools. The findings demonstrate empirically the positive relationship between LMX and organizational effectiveness on coaching leadership in ICT R & D. In addition, by empirically verifying the effect that the emotional intelligence of the leader regulates the relationship between LMX, organizational effectiveness, and coaching leadership, then emotional intelligence of the leader can be usefully applied in ICT R & D. Furthermore, the demand for more in-depth research on coaching leadership, LMX, and emotional intelligence of leaders, which positively affects organizational effectiveness, was identified as demand for ICT R & D is increasing and horizontal and interactive leadership is needed.

• The Journal of the Korea Contents Association
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• v.20 no.10
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• pp.593-614
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• 2020

The purpose of this study is to find out how positive feedback affects job satisfaction and empirically validate, in the process, the mediation effect of intrinsic motivation and the moderating effect of LMX. For this study, data was gathered on 345 out of total 396 members of domestic organizations in various industries, on whom we conducted a survey, and we reviewed the validity of our survey by means of confirmatory factor analysis, performed based on SPSS 25.0 AMOS 25.0, and confirmed correlations, and mediating and moderating roles existing among variables using Process Macro 3.0. As a result, it was verified that organizational members' positive feedback positively affects their intrinsic motivation and job satisfaction. In this study, it is validated that organizational member's intrinsic motivation has a positive influence on job satisfaction and positive mediation effect exists between them. Also, LMX has a positive moderating role for positive feedback and intrinsic motivation, and organizational member's intrinsic motivation revealed that it has a LMX-moderated positive mediation effect on positive feedback and job satisfaction. The implications of these findings are first, positive feedback, an issue these days in corporate organizations, produces intrinsic motivation of organization members and raises their job satisfaction. Furthermore, organizational members' intrinsic motivation is triggered by their leader's positive feedback when they are more in a good relationship. Lastly, given that job satisfaction of organizational members matters for organizational performance and human resource development, we can get a practical implication that we should nurture the capabilities of a leader through various education methods as we must provide an adequate positive feedback as one of the multiple ways that help improving the job satisfaction of organizational members.

• Management & Information Systems Review
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• v.38 no.2
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• pp.1-28
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• 2019

The purpose of this study is to empirically analyze the effects of characteristics of Leader (authoritarian disposition, procedural justice, job instability) on the organizational commitment of subordinates through abusive supervision and leader-member exchange(LMX). To this end, a survey was performed on the employees under the manager level in a large enterprise in Korea. The results of this study are as follows. First, the Hypothesis 1, 2, and 3 that the characteristics of leader (authoritarian disposition, procedural justice, job instability) will make effects on the organizational commitment of subordinates through abusive supervision were adopted. Second, in the hypotheses that the characteristics of leader (authoritarian disposition, procedural justice, job instability) will make effects on the organizational commitment of subordinates through LMX, Hypothesis 4 of authoritarian disposition, and Hypothesis 6 of job instability were rejected, while only Hypothesis 5 of procedural justice was adopted, as it made effects on the organizational commitment of subordinates through LMX. Third, the Hypothesis 7, 8, and 9 that the characteristics of leader (authoritarian disposition, procedural justice, job instability) will make effects on the organizational commitment of subordinates through abusive supervision and LMX were all adopted. This study is meaningful, in that it identified the structural relationship that the characteristics of leader make effects on the organizational commitment of subordinates through abusive supervision and LMX. It is expected that the results of this study can be used as base materials for new studies on abusive supervision which have been made in diversified ways in Korea and overseas.

• Knowledge Management Research
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• v.22 no.4
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• pp.261-282
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• 2021

As the MZ generation, who values work-life balance, became a member of the organization, leader-oriented leadership centered on goal achievement and company profit made it difficult to achieve good results in the organization in the mid-to long-term. The company must strengthen the leadership that can be helpful for the self-leadership where the members of the organization move on their own and the organizational culture that enhances the employees' job satisfaction and organizational commitment. Therefore, this study analyzed the effect of the team leader's servant leadership on the team member's self-leadership and organizational effectiveness. In addition, it was studied whether the executive officer's emotional leadership interacted with the team leader's servant leadership and had a moderating effect on the team member's self-leadership. Also, the difference in path coefficient between the MZ generation and the non-MZ generation was verified. To this end, the research model was statistically verified using the PLS (Partial Least Square) structural equation. A survey was collected from 357 team members among office workers online. As a result of the analysis, the team leader's servant leadership had a significant effect on organizational effectiveness and team member's self-leadership. Also, in the relationship between the team leader's servant leadership and the team member's self-leadership, the emotional leadership of the executive officer had a positive (+) moderating effect. The MZ generation differed from the non-MZ generation in the path where the team leader's servant leadership positively affected the self-leadership of the team member and the path where the team leader's self-leadership had a mediating effect between the team leader's servant leadership and organizational effectiveness. The results of this study will suggest various theoretical and practical implications so that executive officers, team leaders, and team members within the company can develop leadership that increases organizational effectiveness in their respective positions.

• International Journal of Advanced Culture Technology
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• v.7 no.4
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• pp.76-85
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• 2019

This study examined the mediating effect of management's values on organizational performance and between them. Hypotheses 1, 2, 3, and 4 which were set up to achieve the purpose of this study, were verified as follows. First, Hypothesis 1 proposed that the values of management will have a positive effect on organizational performance. Second, Hypothesis 2 proposed that the values of management are likely to have a positive effect on the consistency of the values of organizational members. Third, Hypothesis 3 proposed that the consistency of the values of organizational members will have a positive (+) influence on organizational performance. We found that the consistency of the values of organizational members has a positive (+) influence on organizational performance. Hypothesis 3 was adopted. Fourth, hypothesis 4, the value consistency of the members of the organization, had a mediating effect between the organization performance on value management. The results of this study were all adopted research hypotheses. Therefore, management's values have a significant impact on the theoretical and practical aspects by showing the relationship between organizational members' value consistency and organizational performance. In the future, the necessity of further research on management's values and member's value consistency through various fields for organizational performance has emerged.

• Journal of Korea Society of Industrial Information Systems
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• v.16 no.4
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• pp.163-174
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• 2011

The purpose of this study is to examine the antecedents of employee's organizational change commitment during organizational change. We propose that leader-member exchange (LMX) and trust in the organization could foster employee's commitment to change. A theoretical model linking the role of leader-member exchange and trust in the organization to affective commitment and normative commitment to organizational change through leadership have tested in a study of 303 respondents from 15 organizations reporting that their organizations were undergoing significant change due to the turmoil environment and M&A. We develop the hypotheses from the prior studies and empirically test them in the context of personnels who have survived from the drastic organizational changes. Based on the analyzed results, we discussed the theoretical implications and limitations.

• Information Systems Review
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• v.12 no.1
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• pp.23-42
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• 2010

Although organizations are given various benefits with information technologies, they sometimes have suffered fatal damages due to information security incidents now such as computer virus, hacking, counterfeiting, plagiarizing, etc. The fundamentalcauses of information security incidents are closely related to individuals who do not comply with information security policy or rules. The spontaneous self-control of individuals and monitoring for individuals could be the most essential solution for the ongoing observance of information security policy. Thus, the purpose of this study is to analyze effects of punishment and ethics training on compliance of information security policy of individuals in organizations, to determine individual divide among security propensity depending on organization types, and to find the more fundamental solution which leads change of organizational members’ behaviors and self-control. Regardless of the type of organizations, the results of the study suggest that there exist positive effects of punishment and ethics training in all types of organization on compliance of information security rules or regulations. A member of unitary form organization has higher cognition of punishment than a member's cognition of the multi-divisional form organization, while relatively lower awareness of ethics training. Also, a member of public organization has higher awareness of ethics training than a member’s awareness of private organization, while lower cognition of punishment. Finally, the result shows that punishment and ethics training may be major factors which affect information security. It also suggests that organizational security managers have to understand and consider organization member’s propensity relying on organization form and organization characteristics for establishment and enforcement of information security policy.