• Journal of Digital Convergence
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• v.15 no.5
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• pp.293-303
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• 2017

The purpose of this study was to understand the influences of resilience and perceived individual and organizational support on organizational commitment among Korean clinical nurse. Data were collected from 195 nurses who had worked in 6 hospitals in a province from March 15 to April 27, 2016. The mean organizational commitment score was similar to that of nurses who worked at small or medium sized hospitals in provinces and lower than that of nurses who worked at large sized general hospitals in metropolitan. Regression analysis indicated that factors influencing the participants' organizational commitment were perceived organizational support, resilience, team nursing delivery method, and team-function mixed nursing delivery method. It is needed to establish strategies which can improve organizational commitment of nurses by improving organizational support and the resilience. It should be established hospital policies that can improve nursing delivery methods such as team nursing for improving nurses' perceived organizational support.

• The Journal of the Korea Contents Association
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• v.21 no.1
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• pp.498-510
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• 2021

This study aims to analyze the influence relationship between the level of fringe benefits and relational contract among social workers in the non-profit organization. Under this relationship, we explored the dual mediating effect of perceived superior's support and perceived organizational support. A total of 371 self-administered questionnaires were distributed to social workers in Gwangju, South Korea, and 271 questionnaires (73.0%) were used for study analysis after excluding incomplete and unreliable responses. This study performed structural equation modeling, the results are as follows. Perceived superior's support and perceived organizational support both have a positive (+) influence on relational contract. Furthermore, perceived superior's support and perceived organizational support were found to mediate effect between fringe benefits and relational contract. Therefore, these results contribute to provide academic meaning that the range of future studies by identifying the dual mediated effect of the fringe benefits and social worker 's relational contract.

• The Journal of the Korea Contents Association
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• v.8 no.8
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• pp.223-234
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• 2008

This study aims to understand the relation between the perceived social exchange of employees in service industry, which is focused on food service industry, and the organizational citizenship behavior, and to consider the efficiency of human resources management in service industry. To achieve the purpose of this study, a documentary study and an empirical study based on a structural equation model analysis were carried out. In this study, the social exchange consist of perceived leader support, perceived coworker support, and perceived organization support. Also the organizational citizenship behavior consist of organizational citizenship behavior for individual and organizational citizenship behavior for organization. And then, the relation between the variables was found out. Finally, based upon the results of analysis, this study was suggested for human resources management in service industry.

• Korean journal of food and cookery science
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• v.19 no.2
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• pp.155-164
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• 2003

The purpose of this study was to examine, in a service context, construct validity and generalizability of widely used and accepted measures of perceived organizational support, job satisfaction, organizational commitment, and service duality, and to test each measures' predictive utility in this context with path analysis. Of 350 subjects, 309 subjects participated in the analysis. Descriptive statistics (frequencies), exploratory factor analysis, reliability analysis, zero-order partial correlation analysis, and confirmatory factor analysis were used for this study. The findings from this study are as follows. First, perceived organizational support significantly influenced job satisfaction, organizational commitment. and service quality. Second, Job satisfaction had a directional impact upon organizational commitment and service quality. Third, organizational commitment showed to have a predictive impart on service quality. Finally, the results of the study provide some insight into the types of internal marketing strategies that can be applied successfully by operators of hotel F & B departments.

• Information Systems Review
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• v.15 no.1
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• pp.1-24
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• 2013

This study empirically investigated inter-relationships among the influence factors on the adoption of e-commerce, which are classified as cause factor (i.e., perceived environmental uncertainty and competition), facilitators (i.e., perceived economic benefits, inter-organizational trust, suppliers' pressure and capability and asset specificity) and support factor (i.e., top management's support and organizational resource capability). The results of regression analyses showed that competition, inter-organizational trust, suppliers' pressure and capability, top management's support, and organizational resource capability have a positive impact on the adoption of e-commerce. In the analyses of inter-relationships among the influence factors, it was found that perceived environmental uncertainty positively influences suppliers' pressure and capability and perceived economic benefits, and competition has a positive impact on asset specificity. It was also observed that perceived economic benefits, inter-organizational trust and suppliers' pressure and capability positively affect top management's support, and inter-organizational trust and suppliers' pressure and capability have a positive impact on organizational resource capability. With mediating regression analyses, it was found that competition has an indirect impact on the adoption of e-commerce through the effect on perceived economic benefits, suppliers' pressure and capability, organizational resource capability and top management's support. The results of mediating regression analyses also showed that suppliers' pressure and capability and perceived economic benefits have indirect effects on the adoption of e-commerce through the effects on top management's support and organizational resource capability. From these results, it is concluded that intense competition causes the activation of facilitators, and the facilitators contribute to both the enhancement of top management support and the creation of organizational resource capability, which are directly linked to the adoption of e-commerce.

• The Journal of the Korea Contents Association
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• v.20 no.8
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• pp.598-617
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• 2020

In many enterprises, the extent and the frequency of damages incurred due to the unethical behavior of the members of the organization have not reduced, but rather the magnitude and frequency of damages have been increasing. Research at an organizational level is necessary at this point in time, to investigate the contributing variables that cause this unethical behavior, the measures to manage them, and the control variables that can reduce unethical pro-organizational behavior. Therefore, this study seeks to explore perceived organizational support and psychological entitlement as leading factors of unethical pro-organizational behavior, based on the theory of social exchange, and to examine the reaction mechanism between these variables. This is particularly because a large number of the current labor force belongs to the millennial generation (born after 1978) or Generation Y, and their sense of psychological entitlement has been problematic in their organization. The effect of perceived organizational support on unethical pro-organizational behavior and the effect of psychological entitlement on unethical pro-organizational behavior were examined through a review of existing literature, and an empirical analysis was conducted to investigate the moderating effects of psychological entitlement on perceived organizational support and unethical pro-organizational behavior. A regression analysis was conducted based on the valid data of 185 members of an organization who belong to the millennial generation, and the analysis results showed that a sense of psychological entitlement had a moderating effect between perceived organizational support and unethical pro-organizational behavior. Based on these findings, this paper proposes theoretical and practical implications for unethical pro-organizational behavior and psychological entitlement, and hopes to contribute to expanding research in this area.

• Management & Information Systems Review
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• v.34 no.5
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• pp.49-69
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• 2015

The objective of this study is to understand the influence of Work-Life Balance (WLB) support system on employee engagement (organizational commitment and job commitment) and to examine the moderating effect of perceived organizational support (instrumental and emotional) on the relationship between WLB and employee engagement. To test the research model and hypotheses, this study analyzed 537 responses from employees of sample companies that were carrying out the WLB support system during the period of December 1 through 31, 2014, and the results of the analysis are as follows: First, the correlation between employee engagement (organizational commitment) and the WLB support system showed that the influence of WLB support system on employee engagement(organizational commitment) was greater in the order of growth, job, and family support system. Second, the correlation between WLB support system and employee engagement(job involvement) showed that growth and job support system had significant relationship. Third, in the relationship between WLB support system and employe engagement(organizational commitment), there was no moderating effect of perceived organizational support. Fourth, in the relationship between the WLB support system and employee engagement(the job involvement), both institutional and emotional supports factors of the perceived organizational support had moderating effects in the relationship between growth support system and employee engagement(job involvement). This study has academic significance in that it is an empirical study examining the relationship between the WLB support system and employee engagement, which has not actively investigaged in Korea.

• Journal of Navigation and Port Research
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• v.35 no.10
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• pp.829-836
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• 2011

This study aims to empirically identify how the antecedents of seafarers' social identity(i.e., socialization, social support, perceived organizational support, status in organization) affect turnover intention via social identity. In order to achieve this objective, this study conducted covariance structure analysis on the questionnaire data collected from 362 seafarers. The main results are as follows: First of all, as social identity of seafarers increases, their turnover intention decreases. Secondly, as socialization, social support, and perceived organizational support increases, seafarers' social identity also increases. Finally, while socialization and social support decrease turnover intention only through social identity, perceived organizational support decreases turnover intention both directly and indirectly via social identity.

• Korean Journal of Culture and Social Issue
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• v.24 no.4
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• pp.519-539
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• 2018

This study investigates the impact of organizational socialization tactics on newcomers' organizational citizenship behaviors. We explains this relationship with the concept of perceived organizational support, which refers to the extent to which individuals perceive that the organization recognizes their contributions and takes care of their well-being. We expect that the more institutionalized the organization's socialization tactics are, the more organizational support individuals perceive, consequently increasing the performance of organizational citizenship behaviors. We performed a survey targeting 450 newcomers in domestic companies, and adopted 382 data for path analyses based on the structural equation modeling. As the result, in all the three dimensions of socialization tactics (content, context, social), the extent to which socialization tactics are institutionalized is positively related to the perception of organizational support. It also has the positive relationship with individuals' organizational citizenship behaviors, being fully mediated by the perceived organizational support. More specifically, context socialization tactics shows the highest level of impact both on the perceived organizational support and organizational citizenship behaviors, whereas social tactics has the lowest level of impact. These results imply that the range of effects the organizational socialization has on the newcomers' attitudes and behaviors should be more extended and detailed.

• The Journal of the Korea Contents Association
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• v.16 no.4
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• pp.23-35
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• 2016

This study investigates the effects of authentic leadership and organizational supports on the organizational citizens behavior of public welfare facility employee. Structural equation model with four latent variables were constructed to test the hypothetical relationships between variables. Out of 230 people from welfare facilities in Yong-in City were sampled and 216 were answered the questionnaire. Results suggests that authentic leadership and organizational support perceptions were shown to have a positive(+) significant effects on the job engagement and organizational citizenship behavior. Authentic leadership and perceived organizational support are effected as a direct positive effect on job engagement, and the influence of perceived organizational support was recognized as greater fact than the authentic leadership. Variable 'job engagement' took a intermediating role between two independent variables and organizational citizenship behavior. Based on the hypothesis test results we might conclude that welfare facility employee whose task require emotional engagement need to be supported by systematic plan of material resources.