• Asia pacific journal of information systems
• /
• v.12 no.3
• /
• pp.45-70
• /
• 2002

This paper examines the role of distance learning self-efficacy, belief in one's capabilities of using a system in the accomplishment of web-based distance learning, in predicting user intention to use and performance of distance learning system. It used self-efficacy theory and technology acceptance model(TAM) to build a model that predicts relationships between antecedents to students' distance learning self-efficacy assessments and their behavioral and attitudinal consequences. The model was tested using LISREL analysis on the sample of 250 students who have worked with the Distance Learning System. The results indicated partial support for the conceptual model. In accordance with TAM, perceived usefulness had strong direct effects on intention to use and performance, while perceived ease of use had both direct and indirect effects on intention to use, but not performance. Distance learning self-efficacy had only direct effect on perceived ease of use to use. Computer experience was found to have a strong positive effect on distance learning self-efficacy, and computer anxiety had a negative effect on distance learning self-efficacy. Implications of these findings are discussed for researchers and practitioners.

• Knowledge Management Research
• /
• v.19 no.3
• /
• pp.31-46
• /
• 2018

Despite the organizational benefits of knowledge sharing among employees, many workers are reluctant to share their knowledge with their colleagues. Most organizations have taken a lot of actions to facilitate knowledge sharing among employees, including developing reward systems, enhancing social networks and interpersonal relationships and crafting organizational cultures that support knowledge sharing. To date, however, earlier studies have demonstrated that knowledge doesn't flow easily when an organization makes a concerted effort to facilitate knowledge sharing. The issue whether or not employees are motivated to share their knowledge with others is definitely the main concern in knowledge sharing. The purpose of this study is to explore the conditions under which employees are inclined to share knowledge with other members. Specifically, we examine the effect of knowledge self-efficacy on knowledge sharing intention. In addition, we attempt to investigate medicating effects of personal outcome expectation and performance-related outcome expectation on the relationship between knowledge self-efficacy and knowledge sharing intention. To test the proposed hypotheses in our study, we collected data via a survey with a sample of 210 employees in 23 firms in Korea. The major findings of the empirical research are as follows: 1) knowledge self-efficacy was positively related with knowledge sharing intention. 2) personal outcome expectation has turned out to have a mediation effect on the relationship between knowledge self-efficacy and knowledge sharing intention. 3) performance-related outcome expectation also mediates the relationship between knowledge self-efficacy and knowledge sharing intention That is, this result indicates that knowledge self-efficacy has indirect effect on knowledge sharing intention through personal outcome expectation and performance-related outcome expectation. Based on these findings, implications of the research findings and recommendation for future research are discussed.

• The Korean Journal of Health Service Management
• /
• v.7 no.4
• /
• pp.259-272
• /
• 2013

The purpose of this study is to examine the effects of self-leadership and self-efficacy on organizational performance, or more specifically, job satisfaction, organizational concentration and organizational citizenship behavior and then the effects of hospital organization members' job attitude on organizational performance, helping strengthen capability that individuals of the members have and ultimately improve that performance. Findings of the study can be summarized as follows. First, self-leadership has statistically significant effects on organizational citizenship behavior. Second, self-leadership has statistically significant influences on self-effectiveness, especially job satisfaction and organizational concentration. Third, how self-efficacy influences organizational effectiveness was examined to find that self-efficacy has significant effects on organizational concentration, but not on job satisfaction. Fourth, self-efficacy has no effect on organizational citizenship behavior. Fifth, how organizational effectiveness influences organizational citizenship behavior was investigated to find that effectiveness has statistically significant effects on organizational concentration, but not on job satisfaction.

• The Journal of the Korea Contents Association
• /
• v.10 no.2
• /
• pp.231-240
• /
• 2010

The major purpose of this study is to examine how the perfectionism of dance majors affect self-efficacy and performance satisfaction. The sampling of this study was done in 2009, by using purposive sampling method with the subjects who are currently the students of an arts high school and dance majors of a college in Daejeon and Chungcheongnam-do. Specifically, by dividing the district in Chungnam and Daejeon, one arts high school and one college were selected from each district, and 75 dance majors from 4 schools respectively, total 300 students were examined for the study. Among these 300 students, the number of students' questionnaires used in the final analysis is 274, excluding the questionnaires containing inadequate answers. The adequacy of the questionnaire was verified by factor analysis, and the reliability of the questionnaire by reliability analysis. In the matter of reliability, Cronbach's ${\alpha}$ turned up to be over .602. In this study, factor analysis, reliability analysis, regression analysis, and course analysis were done by using SPSS16.0. With the above research method and results, I could come to a conclusion as following. Above all, perfectionism affects the subordinate variable of self-efficacy, the self-control efficacy. That is, with the higher self-oriented perfectionism and the other-oriented perfectionism, self-efficacy increases more as well. Secondly, perfectionism affects performance satisfaction. In other words, the higher self-oriented perfectionism, the higher performance satisfaction. Thirdly, self-efficacy affects performance satisfaction. That is, higher self-control efficacy makes the performance satisfaction higher. Lastly, perfectionism affects self-efficacy and performance satisfaction either directly or indirectly. Now it is obvious that self-efficacy is the variable that intermediate performance satisfaction.

• Journal of Korean Academy of Nursing
• /
• v.52 no.5
• /
• pp.511-521
• /
• 2022

Purpose: This study aimed to examine the moderating effect of organizational justice on the relationship between self-efficacy and nursing performance among clinical nurses. Methods: In January 2021, a cross-sectional survey was conducted with 224 clinical nurses recruited from a university-affiliated hospital in Suwon, South Korea. Participants completed online-based, self-report structured questionnaires. Collected data were analyzed using multiple regression and a simple model of PROCESS macro with a 95% bias-corrected bootstrap confidence interval. Results: Self-efficacy and organizational justice were found to be significant predictors of nursing performance. These two predictors explained the additional 34.8% variance of nursing performance in the hierarchical regression model, after adjusting the other covariates. In addition, organizational justice moderated the relationship between self-efficacy and nursing performance among the clinical nurses. In particular, at low self-efficacy level, participants with high organizational justice had higher nursing performance compared to those with low organizational justice. Conclusion: Enhancing organizational justice can be used as an organizational strategy for improving the organizational culture in terms of distribution, procedure, and interaction. Ultimately, these efforts will contribute to the improvement of nursing performance through a synergistic effect on organizational justice beyond nurses' individual competency and self-efficacy.

• Journal of Korea Society of Digital Industry and Information Management
• /
• v.15 no.1
• /
• pp.133-155
• /
• 2019

The economic growth has made our lives more prosperous than the past, and the development of science fueled the era of 100-year lifespan. It is now distinct to us that preparation for life after retirement is not a choice but an imperative. In the meantime, outplacement programs have driven many to challenge and start a new chapter in life. This paper measures the characteristics of outplacement programs based on the self-determination factors; empirically examines how those characteristics influence on learning performance through self-efficacy and psychological well-being; concludes by proposing effective and productive ways for young adults and senior employees who are in search for new jobs. To test the research hypothesis, a survey was conducted among job searchers who have been previously provided with outplacement programs. The results are as follows: First, self-perceived autonomy has significant influences on self-efficacy and psychological well-being. Second, self-perceived competency has significant influences on self-efficacy and psychological well-being. Third, perceived relationship has no significant influence on self-efficacy and psychological well-being. Fourth, self-efficacy showed significant influences on psychological well-being, while not showing on learning performance. Fifth, psychological well-being has no significant influence on learning performance. This paper finds its academic significance in its theory-based approach to outplacement service program; research variables and examination are not based on researcher's arbitrary choice. This paper is also practically significant in that it discovered that outplacement service alleviates psychological stress caused by job relocation, and guarantees stable life after retirement.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.20 no.10
• /
• pp.341-350
• /
• 2019

The aim of this study was to establish research hypotheses and conduct empirical analysis to clarify the relationship between self-leadership, self-efficacy, job satisfaction, and job performance of researchers in the energy and environment fields. Data were extracted from questionnaires returned by 165 researchers in the field of energy environment among 200 questionnaires collected for approximately three weeks. The reliability, frequency, descriptive statistics, correlation analysis, multiple regression analysis, and sobel-test were examined using the SPSS 22.0 statistical program. The self-leadership of the researcher has a positive (+) effect on self-efficacy, job satisfaction, and job performance, and the researcher's self-efficacy has a positive (+) influence on both job satisfaction and job performance. In addition, the self-efficacy and job satisfaction mediated the relationship between self-leadership, and job performance. Therefore, to improve the job performance of the researchers, it is important to establish a system for the human resource management of the affiliated institutions and revitalize the education for the self-leadership and self-efficacy improvement. In addition, it is necessary to provide an appropriate compensation system to satisfy the researchers' enjoyment, satisfaction and trust in their jobs. In particular, because self-efficacy is a very important factor for job performance, it is important to prepare an institutional strategy for strengthening the self-efficacy of researchers.

• Journal of Korean Physical Therapy Science
• /
• v.7 no.2
• /
• pp.459-474
• /
• 2000

The purpose of this study is to identify the posture correction program as the development of the posture maintenance performance, and search for the more efficient posture correction program. The data analysis was processed by SPSS. The data was analysed with $x^2$-test, t-test, pearson product moment correlation, and stepwise regression analysis. The finding of this study is as follows: There are the homogeneity between two groups was verified on the know ledges CF=.697, df=2, P>.05), self-efficacy(F=.098, df=2, P>.05) about the posture. The developed posture correction program has proved to enhance the posture maintenance performance(knowledge t=1.60, P<.05 ; posture manintenance t=7.69, P<.01). The type of posture correction program showed some significant differences (t=5.62, P<.01) in the accuracy of movement way among the factors of the posture maintenance performance. The posture maintenance performance affected self-efficacy. Therefore, the major conclusion is as follows: The posture correction program was meaningfully effective on developing the posture maintenance, and with practice created accuracy much more on the posture maintenance movement way. The development of the posture maintenance performance affected the increase of self-efficacy about the posture. The self-efficacy has proved so powerful factor to influence on the posture maintenance performance development. So, the posture correction program should be done systematically and continually, and developing the posture maintenance performance should be done with practice. After the education, it should be reinforced through practice, midterm identification and reeducation and motivated with recognizing the accurate posture measurement. And it should be created the correction program to develop the high self-efficacy about the posture. It needs the strategy to educate the correct posture individually, and to spread to the society for healthy life style.

• Journal of muscle and joint health
• /
• v.28 no.2
• /
• pp.192-199
• /
• 2021

Purpose: This study aimed to identify the influence of osteoporosis knowledge and health behavior self-efficacy on preventive nursing performance for osteoporosis. Methods: The participants of this study were 150 nurses working in 4 general hospitals. The data were collected during October 2019 using written questionnaires. General characteristics, osteoporosis knowledge, health behavior self-efficacy, and preventive nursing performance for osteoporosis were analyzed using means and standard deviation, t-test, ANOVA, Scheffé test, Pearson's correlation and multiple regression analysis. Results: As a result of multiple regression analysis, the factors affecting preventive nursing performance included osteoporosis prevention education (β=.16, p=.034) and health behavior self-efficacy (β=.51, p<.001). The explanatory power of the model was 31.5%(F=10.94, p<.001). Conclusion: It was found that the experiences of osteoporosis prevention education and health behavior self-efficacy influenced preventive nursing performance for osteoporosis.

• Journal of Korean Academy of Nursing Administration
• /
• v.22 no.5
• /
• pp.507-517
• /
• 2016

Purpose: The local public hospitals in Korea are regarded as institutions that must consider the provision of good quality public health services, as well as profitability. Therefore it is important to improve nursing services to produce positive change in local public hospitals. This study was done to examine the relationships between self efficacy, organizational commitment, customer orientation and nursing performance for nurses in local public hospitals. Methods: For this study, 5 of 34 institutions were selected through random sampling: and 134 nurses working in local public hospitals were selected. Data were collected from March 28 to April 8, 2016 using self-report questionnaires. Collected data were analyzed using independent t-test, one-way ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficient and multiple regression with SPSS/WIN 18.0. Results: The major findings are summarized as follows: (1) There were significant positive correlations between self efficacy, organizational commitment, customer orientation, and nursing performance. (2) The factors affecting nursing performance were self efficacy, organizational commitment, and customer orientation, in that order, and these variables explained 57% of nursing performance. Conclusion: Administrators in local public hospitals should use the results of this study to develop a strategy for improving nursing performance.