• The Journal of Economics, Marketing and Management
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• v.7 no.1
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• pp.26-38
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• 2019

Purpose - This paper is to review recent literature, by conducting a thorough investigation of the limitations and implications for future research on work-life balance with the focus and linkages between work-life balance practices, machine learning and emotional intelligence, work-life conflict, the correlations between work-life enrichment and work-life balance practices, the relationships between employee job satisfaction and work-life balance, the links between work-life balance and the managerial support. Research design, data, and methodology - The paper will further detail linkages between work-life balance and organizational performance outcomes productivity and innovation. Previous literatures have paid attentions to the link of HR practices and organizational outcomes such as productivity, flexibility, and financial performance, but the understanding needs to be extended to involve innovation performance. Dealing with employees' emotions using different machine learning techniques is one of the phenomenal researches in today's world. Here, we examine how far the employees are conscious of their own self and found the ideas and views of an individual about themselves and others. Without proper knowledge about their personality it will be very difficult for an individual to manage their own emotions. This study also aims at finding out the individual abilities to manage their emotions in order to perform well. Conclusions - A theoretical conceptual framework has been built by integrating the existing literature to explain a number of factors which are closely associated with work-life balance. The conceptual model illustrates how the work-life balance interplays with performance and interrelates with the aforementioned factors.

• Journal of Korean Society for Quality Management
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• v.47 no.4
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• pp.911-926
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• 2019

Purpose: In an infinite market competition, companies are adopting management systems to gain a competitive advantage. The expectancy effect of the management system is management performance improvement and accurate measurements. These can be made through quality records with integrity and maintainability. This paper examines the operation of records management standards, which are records, storage and management standards for quality records to understand the needs of records management standards and empathize with their needs. Methods: This paper examines PEC's (Pields Engineering Co., Ltd.) specific processes and standards for integrating individual management systems and establishing records management standards. We also look at the specific features of the Search Tool and Document Storage Management Standards that support records management standards. Results: The integration process of PEC's individual management system consists of five steps. A PDCA-based process was established to erode the confusion and inefficiencies caused by overlap between individual management systems. Also, by accurately grasping corporate competence, PEC established a record management standard suitable for the characteristics of the company. PEC's records management standards are used as a useful standard for organizing quality records, and have an impact on management performance improvement. Conclusion: PEC's records management standards enable the verification of quality performance rates and performance measures. Companies can implement appropriate quality improvement strategies based on the numbers identified by introducing records management standards. Companies can succeed in improving management performance when operating quality management that combines performance measurement techniques and records management standards.

• Knowledge Management Research
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• v.13 no.3
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• pp.79-103
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• 2012

Recently because the IS development project is large scale and complicated, the necessity of tools that can manage effectively smooth communications and the harmonized project between the interested parties is exposed. According to this fact, many companies are investing enough to the PMS (Project Management System) for the sake of the systematic management of the IS development project, and also this PMS is emerging as one of the indispensable tools for the successful IS development project by casting off from a auxiliary means for the past project management. However, as had been expected, whether the introduction of the PMS is possible to facilitate communications within a project team, and a main motivation that can derive individual performance and organizational performance that participated in the IS development project is induced or not are not verified still empirically and apparently. With respect to this, a survey was conducted to examine how PMS quality affected user satisfaction, communication, individual performance and project performance. The effects of the data gathered were verified by structural equation model analysis.

• Korean Management Science Review
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• v.26 no.2
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• pp.37-59
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• 2009

Electronic brainstorming (EBS) to improve the process and outcomes of group decision making is an artifact of Information Systems legacy. Despite three decades of research with EBS in an effort to become a key resource of organizational performance, its performance when compared to that of nominal is inconclusive because of the recent debate over its usefulness in terms of productivity. Subsequent researchers have directed our attention to the re-examination of cognitive stimulation, which is considered the major benefit in computer-based idea generation, to explain the performance singularity in computer-based groups. While both cognitive and motivational factors that moderate and mediate the group-interaction process remain unexplored, individual differences that are tightly linked to creative behavior have been largely ignored to account for the discrepancy in performance. Since simulations have been widely used in situations where an outcome does not meet the assumptions, the notion of a group simulator and detailed simulation mechanisms are introduced to examine the potential effects of individual differences on the performance of computer-based idea generation groups. In addition, two prior studies that empirically explored cognitive mechanisms with the group simulator are showcased along with six propositions to initiate future research.

• Journal of Korea Society of Industrial Information Systems
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• v.26 no.6
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• pp.61-80
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• 2021

As the business environment becomes more rapid and unpredictable change, greater diversity, increased complexity, and intensified competitive pressures, supply chain risk management has been growing attention over the past several decades. However, little of known about how absorptive capacity can mitigate supply chain risk for improving operational performance despite its important role in responding to supply chain risk. Therefore, we aim to examine the role of organizational-level absorptive capacity on operational performance, and further identify how the interplay of individual-level and organizational-level absorptive capacity results in operational performance. Our results represent not only direct but also indirect effects of supply chain risk on operational performance, mediated by organizational-level absorptive capacity. Furthermore, this study reveals that individual-level absorptive capacity enhances the effect of organizational-level absorptive capacity on operational performance.

• Asia-Pacific Journal of Business
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• v.15 no.1
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• pp.159-177
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• 2024

Purpose - The purpose of this study is to reveal the effect of a High Performance Work System(HWPS) on research performance. In addition, this study examines the mediation effect of Innovation Commitment(IC) and the moderated mediation effect of Perceived Organizational Support(POS), and seeks to reveal the antecedents and boundary variables that affect research performance. Design/methodology/approach - The level of analysis is at the individual level. A survey was collected from researchers at government-funded research institutes in the Daejeon and Sejong areas. 265 questionnaires were used in the final statistical analysis. Confirmatory factor analysis was performed using the AMOS 21. Correlation analysis, regression analysis, and bootstrapping by Process Macro were performed using the SPSS 19. Findings - As a result of the study, HWPS has a positive effect on IC, and IC has a positive effect on research performance. Through this results, it was found that IC mediates the relationship between the HPWS and research performance. In addition, POS positively moderated the mediating effect of HPWS on research performance through IC. Research implications or Originality - First, IC can be increased through a HPWS. Second, the effect of the HWPS on individual research performance through IC provides implications that the HWPS can be effectively applied not only to general companies but also to research organizations. Third, the boundary effect of POS was revealed. Fourth, research performance was measured through objective quantitative indicators rather than subjective.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.17 no.3
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• pp.938-957
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• 2023

The limited computing power of sensor nodes in wireless sensor networks (WSNs) and data tampering during wireless transmission are two important issues. In this paper, we propose a scheme for independent individual authentication of WSNs data based on digital watermarking technology. Digital watermarking suits well for WSNs, owing to its lower computational cost. The proposed scheme uses independent individual to generate a digital watermark and embeds the watermark in current data item. Moreover, a sink node extracts the watermark in single data and compares it with the generated watermark, thereby achieving integrity verification of data. Inherently, individual validation differs from the grouping-level validation, and avoids the lack of grouping robustness. The improved performance of individual integrity verification based on proposed scheme is validated through experimental analysis. Lastly, compared to other state-of-the-art schemes, our proposed scheme significantly reduces the false negative rate by an average of 5%, the false positive rate by an average of 80% of data verification, and increases the correct verification rate by 50% on average.

• The Journal of Information Systems
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• v.16 no.1
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• pp.179-200
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• 2007

In this research, we study how task and KMS fit influences on KMS performance in large corporations during its practical use. Based on the task-technology fit theory and information system success model, we developed a research model by considering the characteristics of KMS for supporting tasks. We try to verify how individual traits, task traits, and KMS Units affect task-KMS fit and how task KMS fit influences on KMS performance. We surveyed 212 employees who were using KMS and working for the large-sized manufacturing firms. We analyzed the collected data from LISREL 8.54 for Windows, and found the following significant results. First user satisfaction is increased when KMS provides knowledge to help to perform task rather than KMS' functionality. Second, user satisfaction is increased when KMS is suitable for performing task Hence, we verified task-KMS fit is an antecedent of user satisfaction. Third, task-KMS fit and user satisfaction have significant impacts on KMS performance. And user satisfaction affected more heavily on KMS performance than task-KMS fit did. As a result, we realized an individual performance can be improved when task KMS fit is high and, consequently, user satisfaction is increased. Forth while the usefulness of task-KMS fit is demonstrated, causal factors such as individual traits, task traits, and KMS traits significantly affect task-KMS fit. Formalization and knowledge trait we significant in enhancing user satisfaction, but KMS self-efficacy, autonomy, md system trait are not. These results indicate that task-KMS fit variable is useful as a measure of KMS performance as well as that of user satisfaction. Based on these results, we conclude that when KMS supports task activity, performance can be significantly improved by coordinating the task with KMS.

• Journal of Information Technology Services
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• v.19 no.6
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• pp.55-82
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• 2020

This study examined the factors that influence the turnover intention, job performance of call center representatives based on the adaptive structuration theory (AST). This study intended to empirically examine how individual characteristics of representative affect the technological and task adaptation, how they affect job performance and turnover intention. On the other hand, this study also explains how rational culture and organization a reputation which are considered as dimensions of organizational characteristics affects organizational commitment, and verifies the relationship between organizational commitment and job performance and turnover intention. Finally this paper aim to provide academic and practical implications. In order to solve the above research problems, this research proposed a model based on the adaptive structuration theory. In order to identify the relationship between the proposed variables and the AST for individual, we conducted an empirical test on the call center representatives. The structural equation model was used to verify the research model and hypotheses. The results of the empirical analysis show that the personal characteristics of counselors, such as communication skills, multitasking abilities, and innovativeness have a positive effect on skill adaptation, and skill adaptation has a positive effect on task adaptation, furthermore, it influences on job performance and turnover intention Respectively. In addition, among the factors of organizational environmental dimensions of the call center, it was found that organizational reputation not only increase continuance commitment but also increase normative commitment. Contrary to our expectations, perceived rational culture didn't have a positive effect on organizational commitment. Also, continuance commitment and normative commitment are valid predictors of job performance, but they have nothing to do with turnover intention. On the contrary, emotional commitment is the only one variable among three dimensions of organizational commitment have a positive effect on turnover intention, but is not a valid predictor of job performance.

• The Journal of the Korea Contents Association
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• v.17 no.3
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• pp.359-369
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• 2017

The purpose of this study was to examine whether the effect of feedback would mask the performance differences that would result from different incentive pay distribution. Five critical service behaviors were identified and measured daily at a gas station located in Seoul. Participants were 5 employees working at the gas station. Independent variables were the types of incentive distribution and feedback. After baseline (A), equally-distributed group incentive condition (B) was introduced, and individual incentive condition (C) was introduced in the next phase. Then, after the withdrawal condition (A'), equally-distributed group incentive with feedback condition (B') was introduced and finally, the individual incentive with feedback condition (C') was introduced. The results suggested that all employees showed higher work performance under individual incentive than equally-distributed group incentive system when feedback were not delivered. However, there was no difference in work performance between two incentive conditions in the phases in which feedback were delivered. These findings suggest that feedback can reduce performance differences between equally-distributed group incentives and individual incentives.