• Journal of the Korea Society of Computer and Information
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• v.20 no.1
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• pp.217-225
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• 2015

The purpose of this study is to investigate the influence and effects of perceived organizational support on the organizational citizenship on the basis of perception of the importance of organizational support. In modern society, the perception of perceived organizational support and the manufacturing industry as well have been becoming more important, and, if, besides the manufacturing industry, the interest in the support to and the welfare of the employees could be taken in the service and distribution industries, too, the employees come to realize the organizational support, which causes them to be immersed in their duties and show more organizational citizenship for their organizations and colleagues. Accordingly, in order to enhance the employees' outcome, the organizations should support their employees and provide help more, letting the employees perceive the support of the organization more actively. Consequently, it can be said that the perceived organizational support is able to strengthen the employees' outcome and motivate the organizational citizenship as well.

• Journal of Service Research and Studies
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• v.6 no.4
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• pp.87-100
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• 2016

The purpose of this study is to clarity the effect of job autonomy, innovative work behaviors and perceived organizational support on organizational performance. To attain this goal, mediation analysis, moderation analysis and moderated mediation analysis were performed. 198 valid questionnaires from China Tianjin City's logistics enterprises were analyzed with SPSS Macro program. The results indicated that: (1) perceived organizational support's moderating effect existed in the relationship between job autonomy and innovative work behaviors, (2) innovative behaviors' mediated effect existed in the relationship between job autonomy and organizational performance, (3) perceived organizational support's moderated mediation effect is existing in the relationship between job autonomy, innovative behaviors and organizational performance. That is to say, the strength of the mediated effect decreased along with levels of perceived organizational support: stronger job autonomy relationship when perceived organizational support was weak.

• Fire Science and Engineering
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• v.34 no.1
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• pp.115-120
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• 2020

This study aimed to assist the improvement of organizational commitment and the preparation of an action plan regarding support from the organization by examining the effects of organizational culture types and perceived organizational support on firefighters' organizational commitment. To this end, 205 fire-fighting officers from the northern area of Gyeonggi-do were surveyed using the purposive sampling method. The results demonstrated that among organizational culture types, the perception of group culture, rational culture, and organizational support held by firefighters had a significant influence on their organizational commitment. Based on these results, this study suggested various support plans at the organizational level for stimulating group culture and rational culture among firefighters, and improving organizational commitment.

• Journal of Korean Public Health Nursing
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• v.33 no.2
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• pp.188-199
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• 2019

Purpose: The aim of this study was to provide a person-job fit as the basis for a better job environment and human resource development by examining the causal relationships with the perceived organizational support and job satisfaction of 45 public health center nurses located in Gyeonggi Province. Methods: Frequency analysis, factor analysis, correlation analysis, path analysis, mediating effect, and moderating effect were verified for use by SPSS & AMOS 22 ver. to target to nurses located in Gyeonggi Province. Results: First, the person-job fit has a positive effect on the perceived organizational support and job satisfaction. Second, the perceived organizational support has a partial mediating effect. Third, there was no difference in verifying the moderating effect of full-time public servants and temporary public servants. Conclusion: This study examined the relationship among the person-job fit, job satisfaction as an organizational effectiveness, and the perceived organizational support of mediated effect for nurses working at public health centers. The nurses in government service containing permanent and temporal employees was the adjustment effect. The analysis results showed that the ability of public health center nurses to perform tasks related to person-job fit and the ability of the individual to perceived organizational support was high. In addition, and the job satisfaction was good.

• Asia pacific journal of information systems
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• v.23 no.1
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• pp.45-63
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• 2013

The purpose of this research is on the identification of the effects of perceived interactivity formed by the electronic collaborative referral system on the organizational loyalty. Two channels through which the effects proceeded were investigated. One is the "system channel" which consists of "interactivity of the inter-organizational system ${\rightarrow}$ intention of using the system ${\rightarrow}$ organization loyalty" (hypothesis 1, 2), that is the channel which anticipates that a better understanding on the interactivity of the inter-organizational system makes the intention of the using the system strong, and this strong intention results the higher organization loyalty. The other is "organization channel" which consists of "interactivity of the inter-organizational system ${\rightarrow}$ perceived interactivity on the counterpart ${\rightarrow}$ perceived relation benefits with the counterpart ${\rightarrow}$ organization loyalty" (hypothesis 3, 4, 5). The channel means that as the perceived interactivity of users on the inter-organizational system becomes greater, the perceived interactivity with the counterpart is increasing. And this makes the users feel that more benefits can be obtained by the relationship with system providing organization, and finally makes the organization loyalty that is the intention to maintain the relationship greater. The corroborative evidence data confirm the two channels are obtained by questing on the electronic referral system of Samsung Medical Center to the doctors of the first and second collaborated hospitals or clinics, and by analyzing statistically. The verification result for the "system channel" showed that as the perception on the interactivity of inter-organizational system was increasing, the intention for consistent using increased(support hypothesis 1), and then the organization loyalty that is the relationship maintaining indication by using the referral system also increased(support hypothesis 2). And the confirmation result for the "organization channel" indicated that the perceptive interactivity on the counterpart increased as the understanding on the interactivity of inter-organizational system increased(support hypothesis 3), consecutively, with the intuitive relation benefits increase with the counterpart(support hypothesis 4) the organization loyalty means the intention to maintain the relationship was confirmed to increase(support hypothesis 5). These results demonstrate that when the perceived interactivity in using many systems at the collaboration between organizations is increasing, the positive image on the systems creates the consistent system using intention, and the positive image increases the wants for preserving the relationship with counter organization. In addition, the perceived interactivity of inter-organizational system users affects directly on the perceived interactivity of the counter organization, so the important role of inter-organizational system in promoting the interactivity between cooperative counterparts was recognized. And the perceived interactivity on the counter organization become greater, the influence on the perceived benefits from cooperation is positive. Therefore, the perceived interactivity by using inter-organizational system was confirmed as a prerequisite for the continuous relationship.

• Journal of Digital Convergence
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• v.12 no.10
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• pp.145-156
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• 2014

The main purpose of the study was to examine the structural relationships among workplace diversity management, employees' turnover intention, and perceived organizational support in the Korean business context. The mediating effect of perceived organizational support on the relationship between workplace diversity management and turnover intention was also explored. The major findings are as follows: First, no direct relationship was found between workplace diversity management and employees' turnover intention. However, workplace diversity management positively impacted perceived organizational support. Third, perceived organizational support was found to be negatively related with employees' turnover intention. Finally, the results showed that perceived organizational support played a mediating role in the relationship between workplace diversity management and turnover intention.

• The Journal of Industrial Distribution & Business
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• v.10 no.7
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• pp.29-37
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• 2019

Purpose - The purpose of this paper is to find out a range of cues that trigger employees to willingly make efforts for corporate development in small and medium enterprises. This was determined by assessing the effects of employees' value inclination on their job satisfaction and organizational citizenship behavior as well as how they perceived their organizational support. Research design, data, and methodology - A total of 126 valid questionnaire sheets collected from SME employees were analyzed with SPSS 24.0 and AMOS 24.0 involving simple regression analysis, multiple regression analysis, hierarchical moderated regression analysis and 3-step mediated regression analysis. Results - The analyses highlighted employees' personal value inclination had positive effects on their job satisfaction, which in turn enhanced their organizational citizenship behavior. Meanwhile, individualist and collectivist inclination exerted greater effects on job satisfaction and organizational citizenship behavior, respectively. The study also revealed that perceived organizational support moderated the relationship between job satisfaction and organizational citizenship behavior. Conclusion - Hence, CEOs in SMEs should avert any dichotomous analysis of their employees' value inclination, respect their personal value inclinations and also apply factors that could raise their job satisfaction. Likewise, it was shown that SME employees need to make personal efforts for organizational development.

• The Journal of the Korea Contents Association
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• v.11 no.11
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• pp.457-471
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• 2011

This study investigates effect of perceived organizational support which recognized by hotel convention employee on empowerment and organizational commitment from a social exchange relationship point of view. The major findings of this study were follows. First, the result of verification, effect of perceived organizational support which recognized by hotel convention employee, the hypothesis 1-1 and the hypothesis 1-2, operational support, the operational support had no significant effect on meaning, competence factor and effective factor. on the other hand the result of verification the hypothesis 1-3 and the hypothesis 1-4, the emotional support was found to have significantly positive effect on meaning, competence factor and effective factor. furthermore, by analysing the hypothesis 2, which states that the impact of empowerment on organizational commitment, the meaning, competence factor and effective factor as subset of empowerment had significantly positive effect on organizational commitment. finally by analysing the hypothesis 3, the operational support was found to have positive effect on organizational commitment, but emotional support had no significant effect on organizational commitment.

• Asia pacific journal of information systems
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• v.13 no.4
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• pp.147-169
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• 2003

Individual adoption and sustained usage of information technology(IT) are crucial prerequisites for exploiting IT as integral components of organizational work. Previous studies on technology adoption in workplace suggest that acceptance behavior is influenced by a variety of factors such as individual differences, social influences, beliefs, attitudes, and situational influences. In this paper, we introduce a research model to predict the usage behavior of intranet in workplace and also explain the causal relationships among variables. Based on the survey of 333 intranet users, this study uses structural equation model with LISREL 8.12. This study suggests several major results from surveys and analysis from them. Perceived use is influenced by intranet experience, task equivocality, organizational support, and perceived ease of use, Experience and organizational support determine perceived ease of use. Task equivocality, task interdependence, and organizational support have positive effects on subjective norm. On the other hand, present usage, which is a dependent variable in this model, is influenced by perceived use, experience, task interdependence, and organizational support.

• 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.