• Journal of Industrial Convergence
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• v.6 no.2
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• pp.1-27
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• 2008

This thesis is to analyze and investigate the influence of behaviors towards an organization of public officials due to the way their parents raised them. I tried to find out how their parents' raising way influences the individual characteristics, the human relationship, the job satisfaction, and the organizational commitment. It is proved that the personal characteristics of the organization members affect the human relationship in organization strongly. It is also proved that the way their parents raised them affects the personal characteristics. Therefore I can suggest that the way parents raised children affects the organizational behavior strongly. In addition to that, the personal characteristics of each public official highly affect the human relationship such as the relationship with seniors, colleagues, and subordinates in organization. I know that the way their parents raised them strongly affects the human relationships in organization. In order to find out the influence of organizational behavior of public officials due to the way their parents raised them, I used the Pearson's correlation analysis. I find that the public officials who lived with positive parents have high job satisfaction and organizational commitment, and have high self-esteem, self-control, responsibility, and have good relationship with their senior and colleagues administrative public official. Also, from this study we can find out the influence which parents' attitude has on children's satisfaction and devotion as adults. Therefore this study can suggest a new direction of public administration.

• International Journal of Quality Innovation
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• v.7 no.2
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• pp.50-68
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• 2006

Innovation fuels organizations evolving them to withstand rapid changes in markets and challenges from competition. While diversified concepts of innovation are examined, a generic framework for managing organizational innovation is established to portray the notion in a methodical approach. Substantiation of the determinants for organizational innovation is carried out in order to examine the framework against the practical situation. Subsequently, expectations and actual accomplishments of the determinants for organizational innovation from the industry are determined so as to understand the industrial view towards the framework. This paper summarizes the empirical findings of a survey of organizational innovation with a sample of 208 electronic and electrical manufacturing companies in the Greater Pearl River Delta (GPRD), China. On one hand, the survey findings confirm the readiness of the generic framework from the practical perspective of the industry. On the other hand, rankings are obtained for the expected importance and company accomplishment of the determinants for organizational innovation, namely in the areas of management leadership and commitment, employee capability and attitude and strategy development for innovation. The improvement area is also verified by the shortcomings of the expectation in comparison to the company accomplishment in each determinant. Meanwhile, it is believed that a directional attitude towards the determinants can facilitate the accomplishment of the determinants of organizational innovation. Further results will be generated from a more in-depth analysis of variables. The confirmed framework will be further developed into an assessment system for organizational innovation with the support of best practices in each determinant.

• The Journal of Information Systems
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• v.32 no.3
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• pp.85-116
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• 2023

Purpose The importance of data as a key resource of the intelligence revolution is being highlighted, among all those phenomena MyData is attracting attention as a key concept by organizations and individuals that eventually leads the data economy. In this regard, this study was started to contribute to the successful settlement and continuous growth of the domestic MyData industry, which has just entered the system. Design/methodology/approach To develop and test all proposed casual relationships within the research model, we used the Value-Attitude-Behavior(VAB) model as a basic framework. A total of 385 copies were used for the final analysis, and for SPSS 25.0, MS-Excel 2016, and AMOS 24.0 to summarize respondent demographic characteristics, measurement model, and structural model. Findings Findings show that all proposed hypotheses were supported with the exception of the moderating effect of organizational information transparency between data controllability and perceived value, and between data controllability and attitude toward MyData service.

• Asia pacific journal of information systems
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• v.5 no.2
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• pp.199-226
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• 1995

This study is an empirical research in order to clarify whether or not the correlation between the satisfaction of users that is the performance measurement factor and the following three:(1) the attitude of users as an individual characteristic, (2) the supports of organization as an organizational characteristic, (3) the routine degree of jobs as an job characteristic, is the same as the previous study results. In addition, another empirical research was done to make clear how organizational supports and routine degree change the attitude and satisfaction of users. This study put a particular emphasis on the moderating effect because the study of this issue has not been done in any previous research. 38 corporations, whose computerization has already been made to some extent and who are listed on the stock exchange market as a leader group, was selected for research, given some hypotheses on the basis of theoretical studies. As results of this empirical study, first, the supports of organization and the routine degree of jobs changed the attitude of users, which was the same as the previous studies. Moreover, the supports of organization, the routine degree of jobs and the attitude of users had an influence on the satisfaction of users. Second, in respect of the correlation between the attitude of users and the satisfaction of users, the routine degree of jobs showed a moderating effect, but the organization supports did not show any moderating effect.

• Asia pacific journal of information systems
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• v.12 no.4
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• pp.1-19
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• 2002

The fact that EDI is the IT system between partners implies the importance of studying the affecting factors associated with partnership in EDI. But there are few researches about the inter-organizational factors related to the relationship between partner firms, so called partnerships, influencing the implementation of EDI. Therefore our research is to investigate the relationship between partnership and EDI implementation with inter-organizational perspective. Additionally, we investigate the moderating role of EDI adoption attitude when the companies are divided into two groups, proactive attitude and reactive attitude. As a result, first, we found the positive relationships between the partnership factors about partnerships among trading partners and the degree of EDI implementation. Second, we expected that proactive firms have stronger significant relationships than reactive firms, but only the relationships between interdependence and integration, interdependence and utilization and trust and integration were proved to be signigicant among ten relationships. Third, we found positive relationships between EDI adoption attitude and EDI implementation.

• Asia Marketing Journal
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• v.16 no.2
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• pp.1-14
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• 2014

This study applies the job-demands resource (JD-R) model to investigate the interactive effect of job demands and job resources in predicting the development of service employee work engagement and customer-oriented attitude. This paper proposed a theoretical model that suggests that the service employee's work engagement is the consequence of the employee's perceived support from the organization and its customers (customer participation) and leads to a customer-oriented attitude. However, the effect of organizational support is somewhat hindered by job insecurity, demonstrating the inability of an organizationally provided job resource to overcome the job demand of job insecurity. As a type of job demand from customer's perspective, customer crowding is suggested as a negative moderator in the link between customer participation and work engagement. As such, this article proposes how different elements of a service employee's work environment interact to ultimately influence the service employee's customer-oriented attitude. Specifically, the current research focuses on how the negative contextual elements of job insecurity and job crowding (i.e., job demands) interact with the potentially positive elements of organizational support and customer participation (i.e., job resources), as well as with an employee's customer orientation, to ultimately develop a customer-oriented attitude. This study concludes with some propositions for potential causal relationships among key constructs that can be empirically tested in future research, as well as implications of the current study for both managers and researchers.

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

• Culinary science and hospitality research
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• v.22 no.6
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• pp.87-97
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• 2016

The purpose of this study was to explore the effects of job attitudes from the professional restaurant service organization on customer orientation. Using a self-administered questionnaire, data was collected from service employees of professional restaurants. Survey was conducted 20 days from October 11, 2015 to October 30, 2015. Total of 200 questionnaire were distributed and 185 samples were collected and used in the data analysis after excluding 15 unfaithfulness answers. SPSS 18.0 statistical program were used to analyze samples. The result indicated significant and positive impacts between job attitude and its sub-factors(i.e., job satisfaction, organizational commitment) on customer orientation.

• Journal of the Korea Convergence Society
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• v.11 no.10
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• pp.257-266
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• 2020

The purpose of this experimental study was to examine the effects of attitude similarity and ingroup/outgroup membership on interpersonal attraction. 2(Attitude similarity: Similar/Dissimilar) × 2(Group membership: Ingroup/Outgroup) between-subject design was used. The results revealed the significant main effect of attitude similarity. That is, participants preferred a person who had similar attitude with him/herself compared to the person who had dissimilar attitude. Furthermore, the significant 2-way interaction effect revealed that attitude similarity produced greater attraction for ingroup than for outgroup members and attitude dissimilarity produced stronger repulsion effects for ingroup than for outgroup members. These results could contribute to workplaces and organizations by suggesting that considering attitude similarity between team members could be a way to improve organizational productivity. The necessity for expanding these results to research on work-team performance and improvement of organizational productivity was discussed.

• Industry Promotion Research
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• v.4 no.2
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• pp.53-60
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• 2019

This study analyzed the effects of supervisor's leadership style on job attitude. questionnaires were analyzed for workers in Seoul, Gyeonggi, and Incheon. First, the correlation coefficient between intellectual stimulation and organizational commitment was .537, the correlation coefficient between intellectual stimulation and turnover intention was .454, and the correlation between turnover intention and charisma was .426, with a confidence level of p <.01 The correlation coefficient between intellectual stimulation and job satisfaction was .356, the correlation between organizational commitment and charisma was .405, the correlation between turnover and charisma was .396, and the correlation level was p <.05. Second, the intellectual stimulation had a significant effect on the confidence level of p <.05 on organizational commitment, which is a sub-domain of job attitude, and the turnover intention had a statistically significant effect on trust level of p <.01. Job satisfaction was not statistically significant. Third, among the general characteristics, organizational commitment and job satisfaction according to the residence were found to have group differences at the confidence level of p <.01. The purpose of this study is to provide useful data to improve the attitude of job by grasping the type of leadership of supervisor.