• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.521-529
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• 2020

This paper attempted to empirically analyze whether or not ethical behavior at the individual level has a positive effect on both companies and employees. In addition, based on the social exchange theory, a hypothesis was established that perceived supervisory support has a positive moderating effect on the relationship between ethical behavior, job satisfaction, and job performance. As a result of analyzing a questionnaire given to 238 sales employees, It was first verified that ethical behavior by sales staff had a positive effect on job satisfaction and performance, as expected in the hypothesis. Second, the moderating effect of perceived supervisory support was significant only in the relationship between the ethical behavior of the salesperson and job performance. On the other hand, the moderating effect of perceived supervisory support on the relationship between ethical behavior and job satisfaction was not verified. Based on the results of this study, the implications and future directions of study are presented.

• Journal of the Korea Society of Computer and Information
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• v.24 no.10
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• pp.139-147
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• 2019

In this paper, we propose to explore ways to create internal motivation to enhance the job disposition of Korean and Chinese employees. In order to achieve this goal, we would like to select parameters that may trigger an increasing number of internal motivations for interest in recent years: perceived organisational support, perceived provider support, and perceived peer support, and to explore the impact on job embeddedness. I would like to find out the effect of job embodiedness on involved beauty. The process also seeks to verify that China and South Korea are different. To verify the research theory of this research, we will use a questionnaire to researchers of automotive companies using VR technology in Gyeonggi-do, Korea and Hadong-seong, China, and conducted a survey. A total of 200 pairs of questionnaires were distributed to the study subjects, 195 of which were retrieved, 191 of which eliminated unfaithful responses were used for the final analysis. The collected data were used for frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, correlation analysis, structural equation analysis. The results of this study, identified through empirical analysis, can be summarized as follows: First, Perceived Organizational Support, Perceived Supervisor Support will have a positive impact on Job Embeddedness. Second, Job Embeddedness will have a positive influence on the Innovative Beehivior. Third, Perceived Organizational Support, Perceived Supervisor Support will have a partial positive effect on Innovative Behavior. Fourth, the formation process and influence of Job Embeddedness of corporate employees in Korea and China are partly different, the report showed.

• Korean Journal of Occupational Health Nursing
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• v.22 no.1
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• pp.35-46
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• 2013

Purpose: The study aimed to identify influencing factors associated with the organizational commitment (OC) among hospital nurses. Methods: A descriptive correlational design was utilized. The subjects of this study were 447 female nurses working for over 6 months in Seoul. The study was based on the data from a self-reported survey using structured questionnaires. The data were collected from September 10 to 30, 2009 and analyzed using Pearson's correlation coefficients and stepwise multiple regression analysis. Results: The mean score of the OC was 2.45, slightly higher than the intermediate level. The mean score of the three-dimensional domain among the OC, affective commitment (AC) was 2.50, continuance commitment (CC) was 2.59, and normative commitment (NC) was 2.29. The influencing factors of nurses' AC were perceived organizational support (POS) (${\beta}$=.31, p<.001), supervisory trust, job burnout, nursing professionalism, and age, which accounted for 49.7%. The influencing factors of the CC were supervisory trust (${\beta}$=.20, p<.001), POS, and job burnout whereas the influencing factors of the NC were POS (${\beta}$=.40, p<.001), supervisory trust, nursing professionalism, and job burnout. Conclusion: It is necessary to develop supportive strategies that increase OC, which also improve the POS, nursing professionalism, and supervisory trust, and alleviate job burnout in hospital nurses.

• Journal of Families and Better Life
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• v.26 no.5
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• pp.27-37
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• 2008

The main objective of this study was to examine the effects of family-friendly culture in various organizations in the private sectors on employee self-reported work-family balance and qualities of lives. It also attempted to clarify whether employee perceived work-family culture would vary according to size and type of organization, gender, and dual career partnership. The data came from 365 married full-time workers employed in a wide variety of organizations located in Seoul and GyeongGi-Do. The major findings of this study were as follows: Work-family culture was perceived more family-friendly in large-sized organizations and consumer industries. Female employees and workers in dual-career partnerships perceived the work-family culture of their organizations less family-friendly. The hierarchical multiple regression analyses revealed that firm size, supervisory support for employees' family activities, and the perception of negative career development opportunities as a consequence of utilizing family-friendly policies significantly predicted employees' work-family balance and qualities of lives, while organizational time demands having no significant effects on them. The implications of study results were discussed.

• Korean small business review
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• v.42 no.2
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• pp.1-22
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• 2020

This paper examines the effect of the adoption of international financial reporting standards(IFRS) on the financial reporting of SMEs. As IFRS is principle-based, management's discretion is needed to reflect the economic substance of transactions, and a sound internal accounting infrastructure is needed to support the judgment process. In the case of SMEs, the internal accounting infrastructure is not well established, which makes it difficult to apply principle-based accounting. The survey analysis of 132 small and medium-sized business accounting managers listed in the domestic stock market showed that the reliability of financial statements has increased due to the introduction of IFRS. In particular, SMEs perceived their financial statements as being more reliable after the adoption of IFRS than midsize companies. However, it was found that the costs and risks from the preparation of financial statements have increased significantly, and conflicts between auditors and supervisory authorities related to the application of the principles have increased. In particular, midsize companies felt the increase in conflict with auditors and supervisory authorities bigger than small companies. As for the practical difficulties in applying IFRS, both small and medium-sized companies have difficulty in interpreting the standards and lacked guidelines. In order to resolve these difficulties, it is necessary to enhance the function of Q&A by the Korea Accounting standard board(KASB) or Financial Supervisory Service(FSS). In conclusion, the reliability of the financial statements of SMEs has improved with the introduction of IFRS. However, we believe that policy and institutional support is needed in order to have better financial reporting for SMEs.

• Journal of Digital Convergence
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• v.13 no.10
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• pp.107-120
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• 2015

In this paper, we study the conflict management plan of the organization in the age of convergence. More specifically, we reveal the impact of the conflict according to behavior of the leader. To this purpose, The behavior of the leader were classified as Supportive Leader and Controlled Leader, and forms of Resistance wert classified as Functional Resistance and Dysfunctional Resistance that results of the conflict. Also, Psychological Contract Violation and Breach was set up as a mediate variable. The results were as follows. First, When employee resistance comes up in the organization, Support behavior of Leaders leads to desirable changes in the organization through the functional and constructive resistance. In contrast, Controlled behavior of Leaders leads the destructive and dysfunctional resistance of employee. Second, Since the perception that the follower is receiving assistance to leaders, it reduces the perception of psychological contract violation, but Controlled leader is largely perceived as the Psychological Contract Violation to the followers. Third, Supportive Leader is not influence the affect of employee, and They resolve the Conflict in objective and positive way. Therefore, the results of this study have many theoretical and practical implications.