• The Journal of Information Systems
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• 제22권2호
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• pp.51-83
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• 2013

Personal creativity is critically important for organizations seeking to survive and thrive in today's highly turbulent business environments. Organizations must effectively identify and mobilize the creative resources of their members. When organizational members perceive a work environment that restricts or fails to encourage individual creative expression, a gap may exist between the level of individual creative potential and the actual amount of individual creativity practiced within the organization. In this situation, this paper will examine the impact of role conflict, role ambiguity, creative self-efficacy, and personal initiative on personal creativity. Creative self-efficacy is the subjective belief in one's personal ability to be creative, that is, a personal assessment of one's own creative potential. A strong internal belief in one's ability to successfully engage in creative behaviors is generally considered an important part of the creative process. Personal Initiative refers to behaviors, mainly directed toward work and organizational issues, that are characterized by the following aspects: self-starting, proactive, and persistent in overcoming barriers. Creativity-related creative self-efficacy and personal initiative are critical components to understand motivation that coordinates the relationship between perception and behavior of individual employees. Based on role theory, researchers have focused on role conflict and role ambiguity as the two key ingredients of role stress. Role ambiguity is defined as an evaluation about the lack of salient information needed to perform a role effectively. Role conflict results from two or more sets of incompatible demands involving work-related issues. Employees are usually pursued work-roles more than one in work-focused organization. Too many work-roles and perceived uncertainties at employee's work can be obstacles to personal creativity. In an analysis of results, while role conflict is not negatively related significantly to creative self-efficacy, role ambiguity is negatively related significantly to creative self-efficacy. While role conflict is significantly related to personal creativity, role ambiguity is negatively related significantly to personal creativity. Creative self-efficacy mediates the relationship among role conflict, role ambiguity, and employee creativity. Personal initiative mediates the relationship between creative self-efficacy and employee creativity. This paper shows that creative self-efficacy and personal initiative are the driving force behind personal creativity. Organizations can get some implications of creative-related role conflict and role ambiguity that employees have experienced. As a result, organizations must not only encourage creativity of employees by greater involvement but also encourage their input towards their-focused own works and tasks. And employees should be developed to pace with the organizational needs and development. Management must enable employees to think of new ideas and practices that promotes personal creativity.

• Journal of the Korea Safety Management & Science
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• 제9권4호
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• pp.17-28
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• 2007

This study tried to identify the job stress characteristics of female bank workers and the relationship between their stress and symptoms associated with musculoskeletal disorders(MSDs). The total number of 587 female bank tellers have been participated in this study. Specifically, questionnaire surveys regarding job stress and MSDs symptoms were conducted. On the basis of the results from the survey using Korean version of job stress questionnaire with 24 questions, stress scores associated with job requirement and job flexibility were relatively high. The job stress levels regarding job demand, organizational system, occupational climate at the work place were relatively high for the full time workers while the job stress levels regarding insufficient job control, job stability, interpersonal conflict, lack of reward were relatively high for the part time worker. The workers with longer total work years had relatively high job stress associated with interpersonal conflict, and organizational system while the workers with longer work years at the current job had relatively high job stress associated with occupational climate. Also, the workers with longer working hours a day had relatively high job stress associated with job demand, interpersonal conflict, organizational system, and occupational climate. According to the relationship identified in this study, symptoms at the neck, shoulder, hand, low back. leg were associated with the stress levels in terms of job flexibility, interpersonal conflict, job requirement, job stability. In conclusion, female bank workers are exposed to job stress due to their specific job characteristics and there has been certain relationships between their job stress and MSDs symptoms.

• Journal of Digital Convergence
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• 제14권5호
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• pp.207-215
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• 2016

The objective of this study is to examine the relevance between Job Characteristic and Organizational Effectiveness by Job Stress. The proxy variable of the Job Characteristic are skill variety, task identity, task significance, task autonomy, and task feedback. The proxy variable of Job Stress are role conflict, role ambiguity, and role overload. And the proxy variable of Organizational Effectiveness are job satisfaction, organizational commitment, and turnover intention. The sample consists of 379 data belonging to manufacturing and service industry located on Busan, Ulsan, and Gyungnam in 2015. The result of this study shows that there is difference on the relevance between Job Characteristic and Organizational Effectiveness according to the Job Stress. Therefore, it is more important to reduce the job stress to enhance the Organizational Effectiveness.

• Journal of the Korea Academia-Industrial cooperation Society
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• 제21권1호
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• pp.178-189
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• 2020

This study examined the effects of organizational conflicts, job stress, and emotional burn-out on the job satisfaction among the administrative staff working at national university hospitals. The 384 administrative staff from 10 national university hospitals were surveyed from July 10 to August 20, 2018, using structured self-administered questionnaires. As a result, the average score of job satisfaction was a significantly lower in the groups with higher scores of organizational conflicts (p<0.001), higher scores of job stress (p<0.001) and higher scores of emotional burn-out (p<0.001). Regarding the correlation of job satisfaction with organizational conflicts, job stress and emotional burn-out, the score of job satisfaction was negatively correlated with organizational conflicts, job stress and emotional burn-out. The above study results suggest that job satisfaction was significantly related to organizational conflicts, job stress, and emotional burn-out. In particular, job satisfaction was influenced more by organizational conflict than job stress and burn-out.

• Journal of Fisheries and Marine Sciences Education
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• 제21권1호
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• pp.121-133
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• 2009

This study tested the relations of schools organizational climate and teachers' job stresses, perceived by 913 teachers from 45 elementary, junior- and senior-high schools. Pearson's correlation analysis for the relations between the sub-factors of both organizational climate and job stresses and cannonical correlation analysis for the relative contribution of individual variable of organizational climate upon job stress were applied for the test. The results of Pearson's correlation analysis showed that while 'intimacy', 'esprit', 'considerations', and 'production emphasis' climate had negative correlations with job stress sub-factors, 'disengagement' and 'aloofness' climate had positive correlation. 'Student guidance', a sub-factor of job stresses, did not have statistically significant correlation with any sub-factors of organizational climate. Findings from cannonical correlation analysis showed 2 significant cannonical functions to explain the relations between the sets of variables. 'Disengagement' from organizational climate positively contributed with 'authority forfeiture' and 'dissention and conflict' of the job stresses variables.

• Journal of the military operations research society of Korea
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• 제35권3호
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• pp.119-138
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• 2009

Work and family are two major fields of one's life. In the past, the role of each gender has been separated, and there was no conflict between two fields. However, the increasing rate of working woman and the mode of social change that the male has also responsible of caring family and individuals has more interested in their personal life make consider these two fields as a whole. A number of studies have shown that OCB contribute in important ways to organizational functioning and performance. Whereas citizenship behavior may affect organizations in several positive ways, it is also possible that engaging in such behaviors could have negative consequences for the employees who do so. There may be other personal costs such as work-family conflict that accrue to individuals who engage in high levels of citizenship behavior. The purpose of this study is to investigate the moderating effect of the SOC strategy and Family Friendly Atmosphere on the negative effects of OCB on Work-Family Conflict. Questionnaire data were collected from 590 in different jobs. According to the result of empirical analysis, it proved that the more OCB effect on the more Work-Family Conflict. it also was found that the SOC strategy and Family Friendly Atmosphere moderate the relation between OCB and Work-Family Conflict. At the end of the paper, theoretical and managerial implications of this study, future research directions are discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• 제15권5호
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• pp.2831-2843
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• 2014

As team based organizational structure is commonly spreading, many employees perform as a team member. This situation increases not only team commitment but also conflict to team members. But there are not many researches about the relationship between conflict and team commitment. This research proves the mediation effect of team efficacy and communication satisfaction when conflict have effect on team commitment. We have the following results. First, task conflict and relationship conflict have negative effect on team commitment. Second, team efficacy mediates task conflict and team commitment. Third, communication satisfaction mediates relationship conflict and team commitment.

• Korean Security Journal
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• 제49호
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• pp.11-36
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• 2016

The prior studies have well established the factors of correctional staff's stress at work. However, it is not clearly identified gender-specific factors influencing female correctional officers' level of stress. Thus, this study aims to examine factors particularly influencing female correctional officers' stress, such as child-rearing and work conflict, overwork bounden, and strains from male-oriented organizational culture. This current data utilized a set of survey data drawn from female correctional officers from 124 prisons located in different regions in this nation. Finally, a total of 172 female correctional officers's survey data was used for the analysis. A set of multivariate analyses reveal that security staff role, satisfaction for life, positive perception toward correctional officers' leadership in prison decreased the risk of stress among female correctional officers. Regarding work-job conflicts variables, child-rearing and work conflict and strains from male-oriented organizational culture were significantly associated with female correctional officers' stress. Yet, the direction of the two variables were different. For female officers, child-rearing and work conflict was not a risk factor for stress in that i decreased the level of stress. But the variable of strains from male-oriented organizational culture was a risk factor for female officers' stress level. Further suggestions for the future studies, discussion on contributions of the current study and policy implications were discussed in the last part of this article.

• Korean Journal of Culture and Social Issue
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• 제22권1호
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• pp.87-118
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• 2016

The purpose of this present study was to investigate the influence of abusive supervision on strain-based work interference with family and interpersonal deviance. In addition, this study examined the mediating effect of subordinates' emotional labor toward supervisors and the moderating effect of hierarchical organizational climates on emotional labor, perceived organizational family support on strain-based work-family conflict, and social network on interpersonal deviance. The results are summarized as follows: (1) abusive supervision was positively related to subordinates' emotional labor toward supervisors. (2) Emotional labor was positively related to strain-based work-family conflict and interpersonal deviance. (3) Subordinates' emotional labor mediated the relationship between abusive supervision and the two outcome variables. (4) Hierarchical organizational climates moderated the relationship between abusive supervision and emotional labor. (5) Perceived organizational family did not have moderating effect between emotional labor and strain-based work-family conflict. (6) Social network had moderating effect but it did not influence interpersonal deviance as predicted by the hypothesis. Based on the results, implications of findings, limitations, and suggestions for future research were discussed.

• Korean Journal of Occupational Health Nursing
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• 제27권1호
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• pp.13-24
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• 2018

Purpose: The purpose of this study was to investigate conflicts and the experiences of conflict resolution of hospital nurses. Methods: This qualitative study used phenomenological methodology. The research participants were 8 nurses of C hospital. Data were collected through in-depth individual interviews from November 2016 to February 2017. The data analysis method was based on Colaizzi's approach. Results: The study results showed that the experiences of nurses consisted of 15 themes and 6 theme clusters: 1) Ambiguous role, 2) Recognizing lack of competence, 3) Difficulty maintaining relationships, 4) Unsatisfactory work environment, 5) Efforts to resolve conflicts, and 6) Conflict resolution process through labor union. Conclusion: The findings of this study recommend that hospital organizations and managers should pay attention to improving the work environment and organizational culture of members. The results of the present study can improve the understanding of various aspects of the daily life of hospital nurses.