• The Journal of Asian Finance, Economics and Business
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• v.8 no.2
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• pp.1079-1089
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• 2021

The development of information technology has promoted organizational transformation through the utilization of an electronic information system. This research aimed to identify factors that influence continuous intention to use E-HRM. This empirical research applies the Technology Acceptance Model and Cognitive Model for identifying significantly impacted areas of continuous intention to use E-HRM in a highly dynamic environment. The data were collected using questionnaires delivered directly to respondents. The sample was 100 employees of ESQ Group selected through random sampling. The variables used were subjective norms (X1), perceived behavioral control (X2), perceived innovativeness (Y1), cognitive absorption (Y2), satisfaction (Y3), and continuous intention to use E-HRM (Y4). Statistical analysis using Structural Equation Modelling (SEM) with Smart PLS was applied. The results revealed that behavioral control (X2) did not influence the continuous intention to use E-HRM (Y4) and that cognitive absorption (Y2) and satisfaction (Y3) did not significantly influence continuous intention to use E-HRM (Y4). Subjective norms (X1) significantly influenced both perceived innovativeness (Y1) and continuous intention to use E-HRM (Y4), perceived behavioral control (X2) significantly influenced both perceived innovativeness (Y1) and cognitive absorption (Y2), and perceived innovativeness (Y1) significantly influenced both satisfaction (Y3) and continuous intention to use E-HRM (Y4).

• Journal of Internet Computing and Services
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• v.15 no.2
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• pp.95-107
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• 2014

This study was conducted to empirically examine the impact of fit between project radicalness and innovativeness of the supply chain on the degree of supply chain integration. In order to test the research hypotheses, a survey was employed. The results show that the degree of supply chain integration varies on the fit between project radicalness and innovativeness of the supply chain. Specifically, when a supply chain consists of two morphogenetic organizations and the supply chain integration project is radical, we see very highly integrated supply chain. We also find high-level integration of supply chain when project is radical even though both a morphogenetic and a homeostatic organization compose a supply chain. However, we find opposite result, which is low integration, if a project is incremental rather than radical and a supply chain is composed of same types of the organizations mentioned above. Interestingly, degree of integration seems to be always low when a supply chain is composed of two homeostatic organizations, regardless of project radicalness. With these findings, this study concludes that a project whose radicalness is match with the supply chain's innovativeness should be chosen for successful supply chain integration.

• Journal of Families and Better Life
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• v.26 no.5
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• pp.225-239
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• 2008

The purpose of this study was to investigate the influence of the organizational culture atpreschool institutes and management styles on job satisfaction levels among teachers. For this study, 256 teachers responded to questionnaires dealing with the following topics: the organization culture and the management styles of administrators at schools they work in and job satisfaction. The results were as follows: First, there was a significant positive correlation between organizational culture and job satisfaction. Second, there was a significant positive correlation between several sub-factors of job satisfaction and management styles. Third, in multiple regression analysis of variables, innovativeness in the organizational culturehad the most significant influence on job satisfaction. Also sub-factors of organizational culture and management styles of administrators that influenced teachers'job satisfaction ratings included collegiality, supervisory support, physical settings, reward systemsand task-centered management styles.

• Journal of Industrial Convergence
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• v.22 no.6
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• pp.73-80
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• 2024

In this study, the impact of entrepreneurial orientation subfactors on organizational performance in the health and social welfare services industry was examined. Accordingly, responses from 272 organizations in this industry that participated in the corporate section of the 2022 Entrepreneurship Panel Survey conducted by the Korea Entrepreneurship Foundation were used. A regression analysis was performed on the data using the SPSS 25.0 program. According to the analysis, the entrepreneurial orientation subfactors of autonomy, proactiveness, innovativeness, and competitive pursuit had positive impacts on organizational performance. Risk-taking, on the other hand, had no effect on organizational performance. Based on these findings, building an entrepreneurial-oriented organizational culture and strengthening compensation to promote an entrepreneurial orientation are recommended.

• Journal of Information Technology Applications and Management
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• v.21 no.2
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• pp.99-126
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• 2014

Tourism industry increasingly rely on information technology (IT) to improve the task performance. Many studies suggested that the evidence of IT showed not only task performance improvement but also organizational performance. Drawing from the resource-based view, technology and task fitness, and marketing orientation theories, this study proposes that IT use influences directly the task performance and proved the effectiveness of IT in the organizations of tourism industry. Further, the innovativeness, resources, and marketing orientation are identified as main determinants of IT use. The use of IT can serve as a catalyst in improving task performance for organizations in tourism industry. Based on data collected from surveying people who work in the tourism industry, the present study shed light on these issues. The findings provide a new perspective of IT effectiveness in the tourism industry. Then, we discussed the theoretical and practical implications.

• 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.

• Journal of Preventive Medicine and Public Health
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• v.36 no.4
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• pp.359-366
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• 2003

Objectives : This study was conducted to review the diffusion process and factors affecting the adoption of the Health Center Information System (HIS). Methods : Data were collected from POSDATA (private company), MOHW, other Ministries and local governments. To specify the date of adoption, supplementary information was collected from 40 health centers. The following three kinds of factors were analyzed. Internal factors included type, size, and innovativeness of health centers. Community factors were composed of population sire, economic status, and level of education. Organizational environmental factors consisted of information score of the municipalities, financial support of the from central government, and the neighborhoodness of innovator health centers. Results : All health centers in the metropolitan cities of Seoul, Gwangju and Jeju adopted the HIS. The laggards were those in the metropolitan cities of Busan (18.8%), Incheon (20.0%) and Daejun (20.0%), and cities with population more than 300,000 (54.8%) and counties with health center hospitals (47.1%). Financially supported rural health centers adopted the HIS more rapidly than those not supported. The factors identified as being statistically significant (p<0.05), from a univariate analysis by Kaplan-Meier method, were: (1) internal factors of the type, size and innovativeness of health centers; (2) community factors of population size and economic status; (3) organizational environmental factors of the central government financial support and the neighborhoodness of innovator health centers. A multivariate analysis, using a Cox proportional hazard method, proved the innovativeness of health centers, central government financial support and the neighborhoodness of innovator health centers, were statistically significant (p<0.05). Conclusions : The innovativeness of health centers, financial support from central government and the neighborhoodness of innovator health centers, rather than community factors related to regional socioeconomic status, affected ffe adoption of the HIS in health centers. Further in-depth studies, modifying the MOHW's strategy to propagate the HIS to the laggard health confers, are recommended.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.171-182
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• 2020

This study was intended to analyze the effects of Entrepreneurship on manufacturing(G-automobile) employees' Organizational Culture and Job satisfaction. A proposed model based on previous research was empirically tested via SPSS 25.0 using 349 valid samples collected from current employees of G-automobile Enterprises in Chang Won. The results of the empirical analysis are summarized as follows. First, Entrepreneurship(Innovativeness, Proactiveness, Risk-taking) had direct effects on Job satisfaction. Second, Entrepreneurship(Innovative, Enterprising, Risk-sensitive) had direct effects on Organizational Culture. Third, as a result of analyzing the effect of Organizational Culture on Job satisfaction, it was found that Organizational Culture(Development Culture, Rational Culture) had a significant positive(+) effect on Job satisfaction. The results of this empirical analysis are considered to be related to the rigid organizational culture of automobile manufacturing companies with many male-oriented field workers. In the future, research involving other automobile manufacturers is expected to be needed.

• Information Systems Review
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• v.18 no.3
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• pp.111-135
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• 2016

The major characteristic of open source software (OSS) is innovativeness. Innovativeness stems from the process of sharing and solving technical problems. This study analyzes the impact of voluntary participation and collaboration of OSS developers on sustained participation in the community based on organizational citizenship behavior and social capital theories. Based on Bolino et al. (2002) and Wasko and Faraj (2005), a research model and hypotheses are developed. A total of 152 OSS developers participated in the survey. The hypotheses are tested by LISREL modeling. The results of analysis show that royalty, social participation, and advocacy participation enhance or positively influence social capital. In addition, reciprocity and shared vision reinforce intention of sustained knowledge contribution. However, the result shows a statistically insignificant relationship between social participation and shared vision and between cohesiveness and intention of sustained knowledge contribution.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.129-139
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• 2020

The objective of this study is twofold: first, to investigate how organizations encourage factors that have an impact on employees' entrepreneurial behavior from employee's perspectives and experiences; and second, to discover how and why employees behave entrepreneurially within the organization. A case study method is considered as an appropriate approach to scrutinize intrapreneurial behavior because it principally concentrates on an investigation into a contemporary organizational phenomenon and context concerning entrepreneurial activities in-depth within its real situation. In data collection, an Asian multinational retail company was selected. Semi-structured interviews were carried out with 24 executive-level employees who had been working in various departments for more than 5 years. Each in-depth interview lasts for a duration of 40 to 60 minutes. The results reveal several understandings into the combination of individual-level and organizational-level factors that promote the intrapreneurial behavior and activities of the established firm in the context of Thailand. In this regard, six factors have been found as the key determinants that make an impact on innovativeness, proactiveness, and risk-taking behaviour of the employees. Those factors are personal preference, organizational stability, management support, compensation, reward system, teamwork, quality of relationship with colleagues, work autonomy and the quality of relationship with the superiors.