• Asia pacific journal of information systems
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• v.19 no.2
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• pp.1-42
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• 2009

In a knowledge-based society, a firm's intellectual capital represents the wealth of ideas and ability to innovate, which are indispensable elements for the future growth. Therefore, the intellectual capital is evidently recognized as the most valuable asset in the organization. Considered as intangible asset, intellectual capital is the basis based on which firms can foster their sustainable competitive advantage. One of the essential components of the intellectual capital is a social capital, indicating the firm's individual members' ability to build a firm's social networks. As such, social capital is a powerful concept necessary for understanding the emergence, growth, and functioning of network linkages. The more social capital a firm is equipped with, the more successfully it can establish new social networks. By providing a shared context for social interactions, social capital facilitates the creation of new linkages in the organizational setting. This concept of "person-environment fit" has long been prevalent in the management literature. The fit is grounded in the interaction theory of behavior. The interaction perspective has a fairly long theoretical tradition, beginning with proposition that behavior is a function of the person and environment. This view asserts that neither personal characteristics nor the situation alone adequately explains the variance in behavioral and attitudinal variables. Instead, the interaction of personal and situational variables accounts for the greatest variance. Accordingly, the person-environment fit is defined as the degree of congruence or match between personal and situational variables in producing significant selected outcomes. In addition, information systems acceptance factors enable organizations to build large electronic communities with huge knowledge resources. For example, the Intranet helps to build knowledge-based communities, which in turn increases employee communication and collaboration. It is vital since through active communication and collaborative efforts can employees build common basis for shared understandings that evolve into stronger relationships embedded with trust. To this aim, the electronic communication network allows the formation of social network to be more viable to rapid mobilization and assimilation of knowledge assets in the organizations. The purpose of this study is to investigate: (1) the impact of person-environment fit(person-job fit, person-person fit, person-group fit, person-organization fit) on social capital(network ties, trust, norm, shared language); (2) the impact of information systems acceptance factors(availability, perceived usefulness, perceived ease of use) on social capital; (3) the impact of social capital on personal performance(work performance, work satisfaction); and (4) the mediating role of social capital between person-environment fit and personal performance. In general, social capital is defined as the aggregated actual or collective potential resources which lead to the possession of a durable network. The concept of social capital was originally developed by sociologists for their analysis in social context. Recently, it has become an increasingly popular jargon used in the management literature in describing organizational phenomena outside the realm of transaction costs. Since both environmental factors and information systems acceptance factors affect the network of employee's relationships, this study proposes that these two factors have significant influence on the social capital of employees. The person-environment fit basically refers to the alignment between characteristics of people and their environments, thereby resulting in positive outcomes for both individuals and organizations. In addition, the information systems acceptance factors have rather direct influences on the social network of employees. Based on such theoretical framework, namely person-environment fit and social capital theory, we develop our research model and hypotheses. The results of data analysis, based on 458 employee cases are as follow: Firstly, both person-environment fit(person-job fit, person-person fit, person-group fit, person-organization fit) and information systems acceptance factors(availability perceived usefulness, perceived ease of use) significantly influence social capital(network ties, norm, shared language). In addition, person-environment fit is a stronger factor influencing social capital than information systems acceptance factors. Secondly, social capital is a significant factor in both work satisfaction and work performance. Finally, social capital partly plays a mediating role between person-environment fit and personal performance. Our findings suggest that it is vital for firms to understand the importance of environmental factors affecting social capital of employees and accordingly identify the importance of information systems acceptance factors in building formal and informal relationships of employees. Firms also need to reflect their recognition of the importance of social capital's mediating role in boosting personal performance. Some limitations arisen in the course of the research and suggestions for future research directions are also discussed.

• Journal of the Korea Convergence Society
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• v.10 no.3
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• pp.307-317
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• 2019

The purpose of this study was to identify the effect of person-environment fit and job embeddedness on turnover Intention. The subjects conveniently extracted 150 nurses who work at 2general hospitals in B and U metropolitan cities for more than six months, and Analyses were made using the SPSS WIN 20.0 and AMOS 21.0 programs to identify the causal relationship between person-job fit, person-organizational fit, person-supervisor fit, job embeddedness and turnover Intention. As a result, the variables with direct effect and total effect on job embeddedness showed personal-job fit, personal-organizational fit, person-supervisor fit and explained 76.3% of the job embeddedness. The most significant direct effect on turnover intention was job embeddedness and personal-job fit, personal-organizational fit, Person-supervisor fit showed indirect effect, and job embeddedness explained 36% of the turnover intention. In conclusion, if the personal-job fit, personal-organizational fit, and personal-superior fit of the clinical nurse are improved, the job embeddedness are improved turnover intention will decrease and the turnover rate will be decreased. In addition, it is necessary to study various factors affecting the turnover intention of person-environmental fit on nurses.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.303-313
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• 2020

This study was conducted to identify the effects of perception of job characteristics, personal-organizational fit and emotional labor on the turnover intention. 228 nurses working in across 11 hospitals in U city participated in this study. Data were analyzed descriptive statistics t-test, one way, ANOVA, Pearson's correlation, and Hierachial Regression analysis. The factors affecting the turnover intention of the subject are the marriage (β=-.106, p=.044), personal-organizational fit (β=-.441, p=.001), emotional labor (β=.318, p<.001) and the three variables could be sufficiently explained by 47.7%. therefore, it is necessary to create an environment where nurses can adapt to their organizations, and to find a way to reduce their emotional labor to decrease nurses's turnover intention.

• Journal of Korean Academy of Nursing
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• v.25 no.4
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• pp.790-806
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• 1995

The present study examined the causal relationships among nurses' job environment /job characteristics(work overload, lack of autonomy, professional role conflict, interpersonal relationships), maturity, job stress, job satisfaction and turnover intention by constructing and testing a theoretial framework. Based on Katz and Kahn's (1978) theory of organizational open system and Kahn, Wolfe, Quinn, and Snoek's (1964) theory of stress, nurses' turnover intention, job satisfaction and job stress were conceived of as outcomes of the interplay between personal characteristics and work environment. Personal aspects associated with outcome variables included professional knowlege and skill, and maturity(challenge, commitment, control, responsibility). The work environment factors involved work overload, lack of autonomy, professional role conflict, and interpersonal relationships (social support). Three university hospitals located in Seoul were selected to participate. The total sample of 443 registered nurses represents a response rate of 96 percent. Linear structural relationships (LISREL) technique was used to test the fit of the proposed conceptual model to the data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently, revealing considerable explanatinal power for job stress and job satisfaction. The explanatory power of turnover intention was relatively lower than those of stress and satisfaction. In predicting nurses' stress, satisfaction and turnover intention, the findings of this study clearly demonstrated that professional role conflict might be the most important variable of the all the environmental variables and personal characteristics. The results were dis-cussed, including directions for the future research and practical implications drawn from the research were suggested.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.1
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• pp.109-122
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• 2000

The present study examined the causal relationships among nurses' perceived autonomy, job satisfaction, work environment (work overload, role conflict, situational support, head nurses' leadership), personal aspects(experiences, need for achievement, professional knowledge and skill) by constructing and testing a theoretical framework. Based on literature review nurses' perceived autonomy and job satisfaction were conceived of as outcomes of the interplay among work environment and personal characteristics. Work environment factors involved work overload, role conflict, situational support, and head nurses' leadership (task oriented leadership, relation oriented leadership). Personal charateristics included experiences, need for achievement, and professional knowledge and skill. Three large general hospital in Chonbuk were selected to participate. The total sample of 516 registered nurses represents a response rate of 92 percent. Data for this study was collected from July to September in 1998 by Questionnaire. Path analyses with LISREL 7.16 program were used to test the fit of the proposed conceptual model to the data and to examine the causal relationship among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however, that path analisis can not count measurement errors; measurement error can attenuate estimates of coefficient and explanatory power. Nevertheless the model revealed relatively high explanatory power. 42 percent of nurses' perceived autonomy was explained by predicted variables; 32 percent of nurses' job satisfaction was explained by by predicted variables. Tn predicting nurses' perceived autonomy the findings of this study clearly demonstrated the work overload might be the most important variable of all the antecedent variables. Head nurses' relation oriented leadership, situational supports, need for achievement, and role conflict were also found to be important determinants for nurses' perceived autonomy. As for the job satisfaction, role conflict, situational supports, need for the achievement, and head nurses' relation oriented leadership were in turn important predictors. Unexpectedly the result showed perceived autonomy have few influence on job satisfaction. The results were discussed, including directions for the future research and practical implication drawn from the research were suggested.

• 제어로봇시스템학회:학술대회논문집
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• 2005.06a
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• pp.756-760
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• 2005

By development of a robot technology, personal robot is being developed very actively. Various infra-technologies are accumulated in hardware and software how by internal a lot of research and development efforts, and it is circumstance that actual commodity is announced. But, personal robot is applied to be acting near human, and takes charge of safety and connected directly a lot of works of home security, gas-leakage, fire-warning facilities, or/and etc. So personal robot must do safe and stable action even if any unexpected accidents are happened, important functions are always operated. In this paper, we are wished to show design structures for supporting fault-tolerant operation from our real-time robot middleware viewpoint. Personal robot, in being developed, was designed by module structure to do to interconnect and to interoperate among each module that is mutually implemented by each research facilities or company. Also, each modules can use appreciate network system that is fit for handling and communicating its data. To guarantee this, we have being developed a real-time network middleware, for especially personal robot. Recent our working is to add and to adjust some functions like connection management, distributed routing mechanism, remote object management, and making platform independent robot application execution environment with self-moving of robot application, for fault-tolerant personal robot.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.31 no.4
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• pp.295-303
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• 2021

Objective: Paint manufacturing industry workers are exposed to various lung cancer carcinogenic substances including hexavalent chromium and crystalline silica. Studies have been conducted on lung cancer in Paint manufacturing industry workers and the concentration of hexavalent chromium in paint industry; however, the concentration of crystalline silica and hexavalent chromium and cases of lung cancer in a single Paint factory has never been reported in Korea. Methods: To determine whether the cancer was related to his work environment, we assessed the level of exposure to carcinogens during pouring and mixing talc and pigment. In addition, a mask fit test was performed for the worker. Results: Analysis of talc and silica bulk powder materials showed that crystalline silica (quartz) was 5% in talc and 100% in silica. The green and yellow pigments contained 87% and 92% of lead chromate, respectively. Our quantitative analysis of pigment powder samples showed that the hexavalent chromium contents quantified in the green and yellow pigment samples were 87% and 92%, respectively. In order to estimate his exposure level of hexavalent chromium, we measured a personal exposure level of hexavalent chromium for a worker in accordance with the National Institute for Occupational Safety and Health #7605 method. The results showed that the worker was exposed to the high level of hexavalent chromium (0.033 mg m-3). In addition, the talc powder also contained 5% quartz, and the worker's exposure level to respirable quartz exceeded OEL. As a result of the respiratory protection fit test for workers, the overall Fit Factor was '15' when wearing a second-grade mask and '25' when wearing a first-grade mask, significantly lower than the US Occupational Safety and Health Agency (OSHA) pass value of "100". Conclusion: Workers who pouring and mixing powder materials such as talc or colored pigments in paint manufacturing company may be exposed to high concentrations of carcinogenic substances. These findings indicate that it is necessary to local ventilation system inspection, safety and health education for employers and workers, and periodically monitoring and manage the working environment.

• Journal of Distribution Science
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• v.16 no.7
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• pp.77-86
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• 2018

Purpose - In the insurance distribution channel, the salespeople plays a role of representing the company, and recognizes the needs of the customers and plays a role in responding to them. Therefore, their turnover can have a great influence on the company performance. The purpose of this study is to investigate the structural relationship between salespeople's personal - environmental fit and organizational commitment and turnover intention. Research design, data, and methodology - Data collection was conducted a self-filling questionnaire for salespeople for about one month from July 24, 2017 to August 30, 2017. The subjects of the questionnaire were the insurance salespeople who work in the sales line such as K life, S fire. A total of 450 copies were distributed and 432 copies of the questionnaire were used for final analysis. The analysis program used SPSS 22.0 and AMOS 22.0 programs. Analysis method was Frequency Analysis, Reliability & Confirmatory Factor Analysis, Correlation Analysis and Structural Equation Model(SEM). Results - As a result of Hypothesis 1, Person-Supervisor Fit had significant influence only on Continuance Commitment. Person-Job Fit did not have a significant effect on Organizational Commitment. Person-Coworker Fit had a significant effect on Continuance Commitment and Affective Commitment. Person-Organization Fit had a significant impact on Affective Commitment. Therefore, only , , , , were adopted. As a result of Hypothesis 2, Continuance Commitment had a significant effect on turnover intention. Therefore, only was adopted. Conclusions - This study suggests that it is necessary to manage the human resources in the sales field through studies related to salespeople's extension of the research scope and salespeople's turnover intention. Based on the results of this study, the conclusion suggests some implications for the efficient human resources management of insurance companies in sales channels. It is expected that it will be helpful for the salespeople to find out what kind of Person-Environment Fit affects the organizational commitment and how to manage the organizational commitment among the three dimensions of organizational commitment to reduce turnover intention.

• Journal of Korean Academy of Nursing
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• v.28 no.2
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• pp.380-391
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• 1998

This study was conducted to develop a theoretical model for the determinants of activities of daily living in Korean rural elderly people. The theoretical model was derived from Lawton's Ecological Model to explain human behavior. The model includes determinant variables for functional status such as age, sex, physical status, cognitive status, physical environment, social environment, and depression. Data for this study was collected from 189 elderly people in a rural district near Chonju City. The data was analyzed with SPSS PC/sup +/4.1 and LISREL 8. The analysis of the data showed that the first proposed theoretical model did not fit the collected data well. In order to increase the fit of the model to the data, the model was modified by deleting the exogenous variables of sex, physical environment, and social environment. The fit of the modified model to the data was increased and was move suitable. The results of this study show that the determinants of the activities of Korean rural elderly people were age, perceived physical condition, cognitive status, and depressional status. Age has a significant direct and indirect effect on the activities of daily living of rural elderly people. Perceived physical condition has a significant indirect effect through depression on activities of daily living. Cognitive status also has a significant indirect effect through depression on functional status. Depression has a significant direct effect on the functional status. Physical environment and social environment showed reversal relationships to functional status. In conclusion, the results of this study show that personal characteristic factors are more important than environmental characteristic factors for functional status of elderly people. However, the importance of depression to functional status in Korean rural elderly people and the reverse relationship between social environment and functional status, reflect Korean specificity. Korean nursing needs to focus more on this Korean specificity in order to develop nursing knowledge and practice appropriate to Korean people.

• Journal of Radiation Protection and Research
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• v.34 no.3
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• pp.95-101
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• 2009

Protective behavior of radiological technologists against radiation exposure is important to achieve reduction of the patient doses without compromising medical achievements. This study attempts to provide a basic model for the sophisticated intervention strategy that increases the level of the protective behavior of the technologists. The model was applied to real situations in Korea to demonstrate its utility. The results of this study are summarized as follows: First, the protective environment showed the highest relationship in the factors considered, r=0.637 (p<0.01). Secondly, the important factors were protective environment in environment characteristics, expectation for the protective behavior 0.228 (p<0.001), self-efficacy 0.142 (p<0.001), and attitude for the protective behavior 0.178 (p<0.001) in personal characteristics, and daily patient -0.112 (p<0.001) and number of the participation in the education session for the protective behavior 0.074 (p<0.05). Thirdly, the final protective behavior model by a path analysis method had direct influence on the attitude 0.171 (p<0.01) and environment 0.405 (p<0.01) for the protective behavior, self efficacy 0.122 (p<0.01), expectation for the protective behavior 0.16 (p<0.01), and self-efficacy in the specialty of projects 0.154 (p<0.01). The acceptance of the model determined by the absolute fit index (GFI), 0.969, and by the incremental fit index (CFI), 0.943, showed very significant levels. Value of $x^2$/df that is a factor applied to verify the acceptance of the model was 37, which implies that the result can be accepted in the desirable range. In addition, the parsimonious fit index configured by AGFI (0.890) and TLI (0.852) was also considered as a scale that accepts the model in practical applications. In case of the establishment of some specific intervention strategies based on the protective behavior model against harmful radiation effects proposed in this study, the strategy will provide an effective way to prevent medical harmful radiation effects that could cause severe injuries to people.