• Safety and Health at Work
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• 제8권1호
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• pp.72-76
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• 2017

Background: Workplace victimization is considered a major social stressor with significant implications for the wellbeing of employees and organizations. The aim of this study was to examine the influences of employees' personality traits and organizational politics on workplace victimization among Ghanaian employees. Methods: Using a cross-sectional design, data were collected from 631 employees selected from diverse occupations through convenience sampling. Data collection tools were standardized questionnaires that measured experiences of negative acts at work (victimization), the Big Five personality traits, and organizational politics. Results: The results from hierarchical multiple regression analysis showed that among the personality traits neuroticism and conscientiousness had significant, albeit weak relationships with victimization. Organizational politics had a significant positive relationship with workplace victimization beyond employees' personality. Conclusion: The study demonstrates that compared with personal characteristics such as personality traits, work environment factors such as organizational politics have a stronger influence on the occurrence of workplace victimization.

• 한국콘텐츠학회논문지
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• 제22권2호
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• pp.559-577
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• 2022

본 연구는 제약 및 의료·실험기기 회사 조직 구성원의 Big 5 성격특성(외향성, 친화성, 성실성, 개방성, 신경성)이 조직 몰입에 미치는 영향과 이들 관계에서 조직의 리더십의 조절효과를 규명하고자 하였다. 조직 구성원의 성격특성 중 외향성, 친화성, 성실성, 개방성이 조직 몰입에 긍정적 영향을 미치는 것으로 확인되었다. 그리고 조직 구성원의 Big 5 성격특성 중 성실성은 거래적, 변혁적, 서번트 리더십 모두가 조절효과를 갖는 것으로 나타났고, 개방성은 거래적, 변혁적 리더십이 조절효과를 갖는 것으로 나타났다. 제약 및 의료·실험기기 회사의 조직 구성원 개인 성격특성은 조직 몰입에 영향을 주는 중요한 요소라는 점과 조직의 리더십은 조직 구성원의 성격과 상호작용하여 조직 몰입에 영향을 미친다는 것을 확인하였다. 본 연구는 조직 몰입에 관한 대부분의 기존 연구들이 성격요인과 리더십의 역할을 개별적으로 확인한 것과 달리, 두 관점 모두에 대한 척도를 활용한 양적 설계를 통해 조절효과 분석을 시도하였다는 점에서 의의를 찾을 수 있다.

• 보건의료산업학회지
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• 제6권3호
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• pp.1-11
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• 2012

The purpose of this study is to identify the effects of emergency medical technicians' personal traits and job characteristics on job/social stress, job satisfaction, role conflicts, organizational commitment, and self-efficacy. The study population was emergency medical technicians who is working at the hospitals in Yeungnam province. The 200 questionnaires were administered by using ground mail, e-mail, and personal visits and 156 questionnaires were returned(82.5% response rate). Social stress, job satisfaction and role conflicts were significantly determined by personal traits and job characteristic variables. However, job stress, organizational commitment and self-efficacy was only significantly determined by job characteristic variables. In social stress and role conflicts, the subjects with challenge, sociability, acceptance and prudence traits were tend to be significantly higher scores compared to the stability traits. Additionally, among social stress regression models, adding job characteristics to the personal traits model, $R^2$ was increased up to 19% and adding personal traits to the job characteristics model, $R^2$ was increased up to 14%. In conclusion, the study found that personal traits and job characteristics are important variables in explaining social stress, job satisfaction and role conflicts, that would have important managerial implications for recruiting, hiring and managing either new or current emergency medical technicians efficiently.

• Journal of Information Technology Applications and Management
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• 제23권2호
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• pp.1-10
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• 2016

When implementing a new information system, the success has been infrequent even though implementing a new IS can bring about various benefits to organizations. Employee resistance has been identified as a critical reason for such failure of implementing and operating a new IS. The vital role of orgazniational support with employee personality traits (e.g., tolerance for ambiguity and openness to expeirence) to reduce employee resistance has been missing when explaining to the failure of impleneting a new IS. The purpose of this study was to test a research model regarding employee resistnace, investigating the relationship bewteen organizational support and employee personality traits in that how organizational support influences employee resistance and also how employee personality traits (e.g., tolerance for ambiguity and openness to expeirence) interact with organizational support to decrease employee resistance the most. The results of this study supported our hypotheses and theoretical and practical implications are discussed.

• The Journal of Asian Finance, Economics and Business
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• 제7권1호
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• pp.269-278
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• 2020

The study aims to verify the relationship between leaders' personality traits in leader - member exchange (LMX), and job performance. Hierarchical Regression Analysis was used to examines (a) how leaders' personality traits and LMX affect the influence of social capital on job performance and organizational citizenship behavior; (b) how perceived organization support (POS) can moderate the influences of LMX on social capital, in turn impacting job performance and OCB. Responses are employees in the service industry in Thailand, which consisted of 236 independent samples in 77 groups. Each group included at least one leader and 1-5 followers. The results show that there is a significant relationship between leader's personality traits, LMX and social capital. Leader with the higher level of conscientious, and agreeableness can always create good relations with their followers. The level of LMX are also related to social capital and both of these influence OCB and job performance. The moderating effect of perceived organizational support is also significant that POS can amplify the influence of LMX on social capital. Finally, the research findings show that perceived organizational support is one of the moderating factors in LMX exchanges. Followers perceived organizational support can amplify the influence of LMX on social capital.

• 산업경영시스템학회지
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• 제35권2호
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• pp.21-29
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• 2012

Person characteristics and the perception of organization climate affect on the performances associated with causes of job stress, and may induce various types of human errors. For incidence, a person's adaptation to organizational traits can influence on a person's performance with tasks assigned as well as job satisfaction, a change of occupation, etc. There are several evaluation methods such as an aptitude test to evaluate the suitability of department allocation. However, only person's traits such as an aptitude has been associated with department allocation and job assignment for the personnel management. This paper shows not only an evaluation result on the job-stress of the workers in nuclear power plants (NPPs), but also the relationships between the job-stress and the coincidences of group-personal, team-personal traits. Then, we systematically deduct a basic information on the factors to be considered to manage the organizational traits and job stress. We expect this result can contribute to enhance the organizational management against to the human errors as well as for the promotion of safety and efficiency of NPPs.

• 수산해양교육연구
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• 제25권2호
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• pp.349-363
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• 2013

Using data from 286 employees who were working in medium and small company in Busan, the study analyzed the influence of educational training program traits perceived by employee on organizational effectiveness and job performance. The main results were as the followings. First, for organizational effectiveness, job relation and objective setting among educational training program traits had statistically significant influence on job satisfaction and involvement in organization after controlling the employee's characteristics. Second, for job performance, after controling the employee's characteristics, job relation, educational method, educational training environment, and objective setting had statistically significant influence on active participation, the improvement of task performance ability and confidence, or professional knowledge improvement. Additionally, among the employee's characteristics, the number of educational training participation was statistically significant predictor for job performance. Based on the main results, some suggestions and the limitations of the study were discussed.

• The Journal of Asian Finance, Economics and Business
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• 제7권9호
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• pp.781-790
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• 2020

This study's primary purpose is to explore the psychological capital roles and personality traits of Big-Five in predicting OCB (organizational citizenship behavior) and performance of task in Indonesia's electricity sector. The data were gathered from the employees of four major cities in Indonesia, in Southeast Sulawesi, comprising 246 employees. The data were analyzed utilizing a PLS (partial least squares) based SEM (structural equation modeling) technique. The findings indicate that the psychological capital and personality traits of Big-Five relate significantly to OCB and the performance of task. Nevertheless, against our expectations, OCB does not significantly relate to the performance of task. This study also discusses the findings' further implications. In terms of practical implications, the findings of this research stipulate that psychological capital and Big-Five personality traits aimed to improve employee performance and can be most effective if specifically targeted at OCB. Given that both variables play an important role to promote OCB, caring training initiatives that focus on mutual help can be very valuable for organizational improvement. In a managerial perspective, organizations can increase OCB by conducting open communication strategies between managers and employees to further stimulate and strengthen the ability of employees to display extra-role behaviors.

• 한국보건간호학회지
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• 제9권1호
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• pp.1-16
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• 1995

The purpose of this study was to find out and analyze the satisfaction degree related to job by general characteristics, satisfaction factors. This survey was based on the questionnaire method. The sample consisted of 51 noncommissioned officers, 72 administrative officers and 160 nurse officers from army hospitals. The data were collected from March 14 to April 18, 1994 and statistically analysed by percentage, mean and $x^2$ test. Factors of job satisfaction consist of 6 categories; job pristige, interaction, autonomy, task requirements, pay, and organizational requirements. The overall job satisfaction degree was $62.8\%$ in NCOs, $54.2\%$ in administrative officers and $33.3\%$ in nurse officers. The job satisfaction of NCCs increased in factors of job prestige (p<0.01), autonomy (p<0.05), task requirement (p<0.05), and was higher as age. There were statistically significant in the factors of pay in school background, Job prestige in rank (p<0.05). 'I'm OK and You're OK' type was $76.5\%$ which was the highest rate and A major personal traits also showed the highest job satisfaction $(63.7\%)$. There were significant difference between major personal traits and interaction (p<0.01), autonomy (p<0.05), organizational requirement (p<0.01), pay (p<0.05) and task requirement. The job satisfaction of administrative Officers was represented significant differences in factors of pay (p<0.05), task requirements (p<0.05) by school background. Long term Workers showed the highest job satisfaction and significant difference in factors of job prestige and organizational requirement (p<0.01). Job satisfaction in 'I'm OK but you're not OK' type was slightly high, and CP major personal traits also showed the highest job satisfaction. The job satisfaction of nurse officers was represented significant difference in factors of autonomy (p<0.01), job prestige (p<0.05), organizational requirement (p<0.05), and pay by age. In CP major personal traits. job satisfaction showed the highest rate (75.0)

• 품질경영학회지
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• 제47권4호
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• pp.861-873
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• 2019

Purpose: The purpose of this study is to investigate the effects of organizational culture, personality Traits, work addiction and workplace family conflict on the life satisfaction of Korean Air crew. Methods: The collected data through the survey were analyzed using structure equation model analysis The sample used for the empirical analysis is a total of 578 questionnaires. Results: Empirical analysis summarized next. Organizational culture and personality characteristics have some effects on work poisoning. However, the compulsion of work driven does not affect work-family conflict, Family-Work Conflict does not affect Life Satisfaction. Conclusion: This paper has a contribution in that it extends the range of the academic research concerning Workaholic. Also this paper provides implications on effective human resource management method suitable for airline industry.