• The Journal of Economics, Marketing and Management
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• v.11 no.3
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• pp.11-23
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• 2023

Purpose: This study empirically studied the effects of the perceived value of education and training on SME cooperative on job performance. Research design, data and methodology: From November 7 to 9, 2022, a survey was conducted targeting members and executives of SME cooperatives in their 20s and 60s across the country, and a total of 217 people were used for the final analysis. Verification of the research model was performed using SPSS & AMOS. Frequency analysis was conducted to examine the sample characteristics. Results: First, perceived value (functional value, service performance value, emotional value, convenience value) did not have a significant effect on organizational commitment. Second, perceived value (functional value, service performance value, emotional value, convenience value) were found to have a significant positive (+) effect on job satisfaction. Third, job satisfaction was found to have a significant positive (+) effect on organizational commitment. Fourth, organizational commitment was found to have a significant positive (+) effect on job performance. Fifth, job satisfaction was found to have a significant positive (+) effect on job performance. Conclusions: These results suggest that the perceived value of SME cooperative education and training can affect organizational commitment and job performance through job satisfaction, so it is necessary to strengthen online education and training to meet the emotional response of training subjects along.

• The Journal of Industrial Distribution & Business
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• v.13 no.1
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• pp.1-9
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• 2022

Purpose: This study aims to find empirical evidence and clarity on the phenomenon of the direct and indirect effect of perceived behavioral control on fraud prevention through whistleblowing intention. This study also aims to understand the influence of organizational ethical culture moderating between whistleblowing intention and fraud prevention. Research design, data, methodology: The samples of this research are 236 respondents consisting of the Head of the Finance Subdivision and Head of the Reporting Planning Subdivision and the finance staff who were determined using the purposive sampling method. The data obtained were analyzed using the Structural Equation Modeling technique. Results: The study results show that perceived behavioral control positively and significantly affects whistleblowing intention. In addition, perceived behavioral control does not affect fraud prevention mediated by whistleblowing intention. Furthermore, organizational ethical culture moderates whistleblowing intention and has a positive and significant effect on fraud prevention. Conclusions: This study concludes that the phenomenon of scandal that often occurs on a television is not a habit that must be followed. It requires an active role from the community as a form of concern for whistleblowing. Futher researchers can add other construct variables, such as good corporate governance to assess the performance improvement of the organizational layers, both internally and externally

• Asia-Pacific Journal of Business
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• v.14 no.3
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• pp.103-114
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• 2023

Purpose - The purpose of this study was to examine the relationship between organizational tenure, structural career plateau, and interpersonal deviant behavior for nurses. Moreover, this study also investigated moderating role of proactivity on the effect of organizational tenure on structural career plateau. Design/methodology/approach - This study utilized 448 nurses working at three different types of hospital. The Exploratory Factor Analysis (EFA) and the multiple regression analysis were conducted to verify the hypotheses. Findings - The results showed that organizational tenure is positively related to structural career plateau and structural career plateau is positively related to interpersonal deviant behavior. However, moderating effect of proactivity is not significant. Research implications or Originality - Nurses are critical to the competitiveness of hospital organizations considering the proportion of manpower and the role of nurses. One of the important factors that decrease the motivation of nurses is structural career plateau. This study analyzed the antecedent and consequence of structural career plateau. In addition, practical implications for resolving the problem of structural career plateau were provided.

• East Asian Journal of Business Economics (EAJBE)
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• v.12 no.2
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• pp.43-50
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• 2024

Purpose: The present study investigates if the type of organizational culture influences the level of job-related stress. This study is significant because creating the need to explore the concept to become more informed on the best practices to promote and foster a positive culture that prioritizes workers, it could result in a healthier workforce, improved organizational performance, and success. Research design, data and methodology: Examining previous studies by other researchers was the primary research tool for this study. The organized approach of gathering data and assessing related work was vital in developing a fundamental basis for advancing knowledge on this concept while enhancing theory development and drawing more informed conclusion. Results: These four types, including the clan, adhocracy, hierarchical, and market cultures, contribute significantly in revealing four associations between the two variables, including (i) supportive culture and reduced stress, (ii) high pressure and increased stress, (iii)autonomous culture and variable stress levels, and (iv) open culture and low-stress levels. Conclusions: The literature affirms a multifaceted link between employee workplace stress and organizational culture type. The findings show that these cultures are crucial in influencing the level of stress among employees. All four types were hypothesized to have a significant relationship with job stress.

• Journal of Distribution Science
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• v.22 no.4
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• pp.23-35
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• 2024

This study investigates the organizational factors including firm size, adaptive capability, absorptive capability, innovative capability, and executive support to determine internet of things, production and services, and organizational performance. Research design, data, and methodology: A quantitative methodology was employed, involving the distribution of surveys to 460 employees occupying managerial and strategic roles. These individuals have accrued a minimum of one year of experience within 20 leading manufacturing and distribution companies in Thailand, each boasting a workforce exceeding 250 employees. Sampling techniques utilized encompass judgmental, quota, and snowball sampling. Furthermore, analysis of the data was conducted through Confirmatory Factor Analysis (CFA) and Structural Equation Model (SEM). Results: The findings indicate that factors such as firm size, adaptive capability, absorptive capability, and innovative capability exert significant influence on the Internet of Things (IoT). In addition, IoT significantly impacts both production and services. Furthermore, the study highlights the significant influence of production and services on organizational performance. However, the anticipated relationship between executive support and IoT lacks support according to the results. Conclusions: This study highlights the transformative potential of IoT for the manufacturing and distribution sector, paving the way for enhanced efficiency, competitiveness, and sustainability in a rapidly evolving business landscape.

• Journal of Distribution Science
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• v.14 no.2
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• pp.83-92
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• 2016

Purpose - The purpose of this study is to identify the relations among perceived organizational support, career planning, and subjective career success (career satisfaction and job satisfaction). In particular, this study focuses on the mediating effect on the career planning between perceived organization and subjective career success. The target cases are employees of a Korean branch of a global company (A), which operates formal career program to support a career development for employees. Research design, data, and methodology - The data were collected from December, 2014 to March, 2015. 211 out of 300 questionnaires were returned (response rate 70.3%). After the data cleaning, 209 questionnaires were used for the data analysis. These data were analyzed through descriptive statistics, correlation analysis, exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and structural equation modeling (SEM). The whole process of the data analysis was accomplished using the SPSS 21.0 for windows and the AMOS 21 program. Results - The findings of the study are as follows: First, the better the organizational support is perceived, the higher career satisfaction and job satisfaction is. That is, the employees' career and job satisfaction is higher, when they feel themselves received more supporting. Second, perceived organizational support has a positive impact on employees' career planning. This result means that it is important to support employees in their career development. Third, career planning has a positive impact on career satisfaction, but not on job satisfaction. Lastly, it is verified that career planning has a mediating effect between the perceived organizational support and career satisfaction. Not only has the perception of an organizational support a direct impact on career satisfaction, but also an indirect impact through career planning. However, there is not an indirect relationship through career planning, just an direct relationship between the perception of an organizational support and job satisfaction Conclusions - Based on the findings of this study, the major conclusion of the study was as follows: The study provides theoretical values and practical implications for the fact that the differences of the subjective perception about organizational support exist among employees, and the differences have an impact on their career planning as well as subjective career success. Furthermore, some recommendations for workplace were suggested: The companies should support the career development for employees in organization level. Even though employment instability makes individual workers themselves to be responsible for their own career development, it is an important issue in organizational level that employees' career success could have positive effects on organizational development and success, as well. However, there is a limit in the study that analyzing results cannot be generalized due to the data from a single company. Some recommendations for future research are suggested: First, a comparative study should be conducted with other various companies. Second, a hierarchical analyzing model needs to be applied to substantiate how organizational context influences on subjective career success of employees.

• Korea Journal of Hospital Management
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• v.8 no.2
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• pp.70-92
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• 2003

The main objective of this paper is to investigate the factors affecting organizational citizenship behavior of hospital employees, and based on the investigation, to suggest some implications for effective human resources management of hospitals. For this purpose, physical therapists were selected as the subject of the research. Using their individual characteristics, job characteristics, professionalism and group cohesiveness as the variables affecting organizational citizenship behavior, an empirical model was constructed and tested. A survey was conducted through structured and self-administered questionnaire for the physical therapists working at hospitals of Busan-Kyongnam area, and data from 240 therapists were utilized in the final analysis. Major results of the empirical analysis are as follows: First, perception on professionalism and the degree of organizational citizenship behavior were higher for male, older, relatively more-educated and higher-grade employees. It is necessary to develope some measures to educate and motivate the employees who are in lower state of professionalism and organizational citizenship behavior. Second, among the individual characteristics, need for growth was found to have significant, positive influence on professionalism and group cohesiveness, but no direct effect on organizational citizenship behavior. On the other hand, extroversion had direct, positive effect on organizational citizenship behavior, as well as on professionalism and group cohesiveness. This result suggests that personnel selection and personality education should be conducted carefully. Third, job characteristics appeared to have very large, positive effect on professionalism, but not directly on organizational citizenship behavior. Fourth, professionalism was found to have very large, positive influence on group cohesiveness and direct, positive effect on organizational citizenship behavior. This implies that enhancing professionalism of physical therapists can strengthen organizational citizenship behavior in hospitals, and hence top management should actively support the programs for job re-design, skill education and quality improvement to enhance professionalism of their employees. Fifth and last, as an intervening factor, group cohesiveness appeared to have the largest, direct, positive effect on organizational citizenship behavior. It is, therefore, important for top management to improve group cohesiveness by exploring ways toward greater harmony and solidarity among the members of physical therapy department.

• The Journal of Society for e-Business Studies
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• v.10 no.1
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• pp.21-39
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• 2005

This paper focused on exploratory testing the organizational management area by examining conceptualized relationships between e-commerce usage type and organizational structure. The research model consists of three e-commerce usage type such as buy-side, internal, sell-side activities and four organizational structure dimensions like decentralization, specialization, formalization, and administration intensity. An interview and an e-mail survey of managers were used to obtain information on the variables relevant to e-commerce activities and organizational structure. The data resulted in response from 58 companies. Major findings of this research are summarized as follows: buyer related e-commerce activities is positively relate to the administrative intensity and the specialization, internal process is positively relate to the formalization, while customer related e-commerce is directly relate to the decentralization and the specialization in terms of organizational management.

• Asia-Pacific Journal of Business
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• v.11 no.3
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• pp.307-344
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• 2020

Purpose - The purpose of this study is to examine effects of productization and organizational competences on export performance of electromagnetic shielding companies and to analyze moderating effects of overseas market adaptation competences. For this, hypotheses were established by reviewing previous studies and an empirical analysis was conducted for testing. Design/methodology/approach - For this study, a survey was conducted for workers at electromagnetic shielding companies and 250 valid responses out of 300 questionnaires were aquired. A frequency analysis of related variables was conducted. Through an exploratory factor analysis, validity and reliability tests of measuring tools were conducted and a descriptive statistics was analyzed for collected data result and hypotheses testing. Findings - A correlation analysis was conducted to examine relationships among variables. Construct, convergent and discriminant validities were analyzed after a confirmatory factor analysis and a multi-group confirmatory factor analysis. Finally, with a verified model, the hypotheses and the moderating effects were tested. The results are as follows: First, the productization competence has a positive effect on export performance; Second, the organizational competence has a positive effect on export performance. Especially, the organizational competence has more effect on export performance than the productization competence. Although a development of new technology and product is important in terms of performance, along with these competences, a way of acquiring new skills and knowledge, and internalization and adaptation in organizations have more effect on export performance. Third, overseas market adaptation competence moderates effects of organizational and productization competences. Research implications or Originality - It is necessary to seek out opportunities for workers to participate in actively, such as conferences and seminars, to strengthen organizational competence. It is strongly believed that a constant development of high quality product will contribute to export performance. Lastly, in a policy level, supports on SMEs by governments are to be strengthened by providing with finance and human resource.

• Asia-Pacific Journal of Business
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• v.11 no.2
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• pp.81-98
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• 2020

Purpose - This study aims to examine the relationship between Chinese employees' collectivism orientation and organizational commitment and interpersonal helping behavior and verify the differences of such relationships between new and the previous generation of employees. Design/methodology/approach - The 262 Chinese employees participated in self-reported survey through online platform. The confirmatory factor analysis and the hierarchical regression analysis were performed to test hypotheses. Findings - We found that Chinese employees' collectivism orientation positively influenced their organizational commitment and interpersonal helping behavior. Regarding the moderating role of generation, our result revealed that while the positive relationship between collectivism orientation and organizational commitment was significant for previous generation of employees, such relationship was not valid for new generation employees. However, there was no significant generational difference in the relationship between collectivism orientation and interpersonal helping behavior. Research implications or Originality - Considering that there have been relatively few empirical studies examining the interaction between employees' cultural characteristic and generations, this study contributes to demonstrate that the positive influence of Chinese employees' collectivism orientation on organizational commitment vary depending on Chinese generations. In addition, this study provides implications that organizational leaders in China should understand that the generational difference can influence how employees' collectivism orientation leads to their attitudes towards organizations and need to establish human resource management system by reflecting generational difference.