• 수산해양교육연구
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• 제26권2호
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• pp.382-391
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• 2014

The purpose of this study was to confirm the relationship between teacher's resilience and job satisfaction and observe the mediating effect of organization in the relationship. For the study, a survey about resilience, job satisfaction, and organization was conducted on 913 elementary, middle, and high school teachers working at Busan and Ulsan. The result was statistically treated using SPSS 18.0 program. The results of this study are as follows: First, there were as positive relationships among teacher's resilience, job satisfaction, and organization. Second, the mediating effect of organization in the relationship between teacher's resilience and job satisfaction was shown by the partial mediating effect. The result of the study shows that teacher's resilience is the variables influencing job satisfaction but organization is more important variables. Therefore, it suggests to establish organizational ethical climate for active communication among school members in order to improve teacher's job satisfaction.

• 한국환경보건학회지
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• 제41권2호
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• pp.102-115
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• 2015

Objectives: A learning organization was designed and implemented on the basis of the selection criteria and essential elements of knowledge translation theory. Methods: The learning organization was designed on the basis of biosafety harmonization criteria and risk management strategy and was implemented as the learning organization for biosafety management by the National Institute of Health, Korea Centers for Disease Control & Prevention. The effect of knowledge translation in the research institutions by evidence-based policy was verified. Results: The result of applying the knowledge translation theory involving all stakeholders showed a positive reaction in establishing and implementing biosafety management strategy and embodied risk assessment criteria and evoked sympathy with the necessity of learning and using of expert knowledge about risk assessment and risk management. All stakeholders initiated voluntarily action toward new human-network construction and communication between similar organizations. The learning organization's capability expanded the base of knowledge translation. Conclusion: These results showed that a learning organization could enhance the autonomous safety management system by diffusion of knowledge translation.

• 한국정보시스템학회지:정보시스템연구
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• 제24권1호
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• pp.27-44
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• 2015

Supply chain management (SCM) aims to provide the coordination and execution of planning and decision-making in multi organization-wide production and distribution. The advancement of information technology and the globalization of market promote SCM integration. Information sharing has become a major driver of competitive advantage in SCM. In this research, we aim to analyze the influence of SCM integration on firm performance and the role of information sharing between SCM integration and firm performance. Of the 750 questionnaires posted, a total of 218 questionnaires were collected after one follow-up. A total of 199 questionnaires were analyzed after 19 questionnaires were eliminated due to largely missing values. We used structural equation modeling technique to validate the causal relationship between SCM integration, information sharing, and firm performance. The results suggest that improved SCM integration both within the focal company (intra-organization) and across companies (inter-organization) enhances firm performance positively. Information sharing acts as a mediator between the SCM integration and the firm performance. Intra-organization SCM integration is positively related to inter-organization SCM integration, namely, SCM integration with suppliers and customers. The results suggest that internal integration of SCM significantly influences external integration with customers and suppliers. The result also shows that supply chain integration has a positive influence on firm performance and information sharing positively impacts firm performance as well.

• The Journal of Asian Finance, Economics and Business
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• 제8권1호
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• pp.803-811
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• 2021

A family business is a company where most of its capital and the management position is owned by family members (clan). The leader plays an important role in defining an organization, thus influencing the organization's success. A leader who has a leadership style based on family (clan) relation has the facilitator's role when conflict appears within the organization. This research aims to find the impact of the democratic leadership model on a family business that adopts the clan cultural organization. The independent variable of this research is the democratic leadership model. Meanwhile, the dependent variable is the clan culture within the organization. This research uses a quantitative method with a descriptive and causality type of research. This research population is PT Global Avionika Indonesia staff, where the data was acquired by distributing questionnaires using a saturated sampling technique. The finding in this research shows a positive and significant impact of the democratic leadership model on the clan culture within the organization PT Global Avionika. The determination test also points out that democratic leadership models affect 19.8 percent of the clan culture within the organization, and the rest of 80.2 percent were affected by other factors that were not covered in this research.

• 지식경영연구
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• 제18권4호
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• pp.63-96
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• 2017

In a competitive organizational environment, members view completing tasks to perfection without mistakes as the requirement for success and good evaluation from others. However, unrealistically strong perfectionism can have negative effects on members' psychological states and organizational performance. This study focuses on evaluative concerns perfectionism, the negative aspect of perfectionism, based on positive psychology theory to explore the positive mechanism that comes into place in the process of strengthening organization members' resilience. For this purpose, we performed a moderated moderation analysis to investigate whether the moderating effect of leaders' social support (primary moderator) is moderated by their emotional intelligence (secondary moderator). To verify our research model, we conducted a two-part survey of 252 employees in various industries with a time interval to minimize the common method bias. Job rank and positive affectivity were set as control variables to identify the clear causal relationship among variables. Our findings showed that first, evaluative concerns perfectionism reduced resilience; second, leaders' social support positively moderated the relationship between evaluative concerns perfectionism and resilience; and third, the leaders' emotional intelligence positively moderated the two-way interaction between evaluative concerns perfectionism and the leaders' social support, confirming a moderated moderation. Our findings suggest the need for leaders to assume multidimensional roles to enhance the positive traits of organization members, especially in today's complex business environment. The implications of our findings are further discussed in relation to knowledge management and the development of organization members who exhibit evaluative concerns perfectionism, along with suggestions for future research.

• 디지털산업정보학회논문지
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• 제16권4호
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• pp.95-110
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• 2020

The purpose of this study is to empirically examine organizational change for a technological application of the fourth industrial revolution. The theoretical background of this study utilized organizational change management, the fourth industrial revolution, technological innovation, and voluntary acceptance. This research method used structural equations, cluster analysis, and analysis of variance. According to the results of the study, the organizational implement system, organizational leadership, and organizational operating system provided a positive effect on the voluntary technology acceptance of organization members. The voluntary technology acceptance provided a positive effect on the effectiveness of individual task innovation. However, organizational institutionalization among the independent variables did not affect voluntary acceptance. All independent variables except the organizational institutionalization had a partial mediating effect in the mediating effect verification. Meanwhile, The three groups by the cluster analysis were classified as new technology apathy, preference, and anxiety groups, and differences appeared among groups in the importance of organizational change variables. The organizational implement system in the technology apathy group and the organizational operating system in the technology anxiety group have a positive effect on voluntary technology acceptance. The technology preference group shows that a positive effect on organizational leadership and a negative effect on organizational institutionalization for voluntary technology acceptance. This study analyzed the technology application of the fourth industrial revolution in the organization based on the theory of organizational change. There has been reexamined the organizational change theory based on the new technology acceptance by the change of external environment in the fourth industrial revolution and the importance of technology innovation. As a practical implication, firms that are interested in a new technology of the fourth industrial revolution should prioritize preparing an implementation system when designing organizational changes.

• 유통과학연구
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• 제14권8호
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• pp.59-66
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• 2016

Purpose - This study has its purpose to identify the correlation between factors and moderating variables that can reduce job burnout by setting a positive relationship with a leader and ethicality of the leader as factors reducing job burnout and helping behavior as a moderating variable. Research design, data, and methodology - The research design would make theoretical perceived ethical leadership and LMX toward helping assistance, and job burnout using by structural equation method. Results - As a result, both positive behaviors and recognition on ethical leadership of a leader have been confirmed to influence on mitigation of job burnout. Especially, among the two factors, ethicality has shown to be more efficient to alleviate exhaust compared with positive behavior of a leader. Conclusions - Theoretical perceived ethical leadership and LMX toward a leader, helping assistance, and job burnout are statistically significant, however, the helping behavior of members is the factor increasing a job burnout. These results can be interpreted as the difficulties of relation setting with the members for the leader, and although loyalty and responsibility toward right leader may induce helping behavior, and positive behavior for organization can impact on the job burnout. It can be concluded that the ethicality of a leader is an essential factor for the development of organization.

• International Journal of Advanced Culture Technology
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• 제7권4호
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• pp.76-85
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• 2019

This study examined the mediating effect of management's values on organizational performance and between them. Hypotheses 1, 2, 3, and 4 which were set up to achieve the purpose of this study, were verified as follows. First, Hypothesis 1 proposed that the values of management will have a positive effect on organizational performance. Second, Hypothesis 2 proposed that the values of management are likely to have a positive effect on the consistency of the values of organizational members. Third, Hypothesis 3 proposed that the consistency of the values of organizational members will have a positive (+) influence on organizational performance. We found that the consistency of the values of organizational members has a positive (+) influence on organizational performance. Hypothesis 3 was adopted. Fourth, hypothesis 4, the value consistency of the members of the organization, had a mediating effect between the organization performance on value management. The results of this study were all adopted research hypotheses. Therefore, management's values have a significant impact on the theoretical and practical aspects by showing the relationship between organizational members' value consistency and organizational performance. In the future, the necessity of further research on management's values and member's value consistency through various fields for organizational performance has emerged.

• Safety and Health at Work
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• 제13권3호
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• pp.286-293
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• 2022

Background: The death rate of workers due to industrial accidents in South Korea (3.61 persons in 2017) is higher than the Organization for Economic Cooperation and Development average (2.43) and the fifth highest among Organization for Economic Cooperation and Development member countries. Although the pandemic of novel coronavirus (COVID-19) has changed, the socioeconomic aspects of Korean society, the number of Koreans suffering accidents and the number of deaths in 2020 have increased. It is necessary to take measures to prevent accidents and make comprehensive efforts to return to work. This study proposes research questions about the effect of workers' positive perception on whether to work after accidents and the impact of the experience of rehabilitation services on the return to work. Methods: This research performed a panel logistic regression analysis using data on workers' compensation insurance in Korea for two years (2018-2019). Results: This research finds that workers' positive perceptions of workability and life satisfaction contributed affirmatively to their re-employment. Several factors related to employment (e.g., work period, the number of job qualifications) also positively affect their return to work. However, the experience of rehabilitation services did not have a significant effect on re-employment. The variables of their health conditions (e.g., disability grade, feelings of health problems, age) negatively influenced their return to jobs. Conclusion: These results suggest the importance of workers' mental recovery and the need to innovate rehabilitation services for their employment. Positive thinking and self-rehabilitation could be critical for workers, parallel with social welfare policies.

• 한국콘텐츠학회논문지
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• 제9권5호
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• pp.257-264
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• 2009

본 연구는 우정사업 중 우편업무의 효과성을 높이기 위해서는 어떠한 리더가 필요한가를 모색해보고자 하였다. 즉, 우편업무조직을 중심으로 하여 리더십과 우편조직에 있어 조직몰입 및 직무만족과의 관계를 살펴서, 향후 우정사업 서비스의 향상을 위한 리더(지도자)를 제시해 보고자 하였다. 이러한 연구목적을 달성하기 위하여 허시와 블랜차드(Horsey & Blanchard)의 '상황적 리더십 이론'을 중심으로 하여, '지시적 리더(telling)', '설득적 리더 (selling)', '참여적 리더(participating)', 그리고 '위임적 리너 (delegating)'로 구분을 통하여 리더십유형에 따라 우편업무조직의 조직몰입과 직무만족에 어떠한 영향을 주는지를 도찰하였다. 결론적으로 우편업무조직에 있어서는 설득형 리더십과 참가형 리더십이 조직몰입에 강항 정(+)의 상관 관계를 보였고, 직무만족에는 약한 정(+)의 상관성을 보였다. 반면 지시형 리더십과 위양형 리더십은 약한 부(-)의 상관성을 보였다. 여기서 알 수 있듯이 우편업무조직에서는 설득형과 참가형 리더십이 보다 효과 적이라는 것을 알 수 있었다.