• Journal of Venture Innovation
• /
• v.3 no.2
• /
• pp.77-93
• /
• 2020

The purpose of this study is to investigate the effect of person-job fit on job performance. In the process, the moderating effect of the meaning of work and the mediating effect of work engagement was investigated. For this purpose, survey data were collected from 304 employees working at the company organization and analyzed using correlation and regression analysis. The summary of the study is as follows. First, there is a significant correlation between realistic person-job fit and perceived person-job fit. Second, perceived person-job fit is a significant predictor of job performance. Third, there is a mediating effect of work engagement in the relationship between person-job fit and job performance. Fourth, there is a moderating effect of the meaning of work in the relationship between person-job fit and work engagement. This study demonstrates the correlation of realistic and perceived person-job fit, which has not been studied in Korea before. It was found that person-job fit influences job performance through mediating emotional variables such as work engagement. From the point of view of organization managers, there is a need to provide a work environment that is appropriate for the characteristics of the employees and to manage how employees perceive person-job fit. In particular, it is necessary to support employees to recognize that their work promotes their growth and contributes to the public good. Finally, the limitations of the study and future research tasks were proposed.

• Journal of Venture Innovation
• /
• v.6 no.2
• /
• pp.145-157
• /
• 2023

The present study aimed to examine the relationship between person-job fit, work meaningfulness, job involvement, and career satisfaction, which have recently gained attention from employees and HR professionals. Based on previous studies, we logically established a path from person-job fit to work meaningfulness, job involvement, and ultimately career satisfaction. This study sought to validate these dual mediating effect. A survey was conducted with 283 employees, and the data were analyzed using SPSS 21 and Process Macro. The main findings of the study are as follows: person-job fit, work meaningfulness, job involvement, and career satisfaction showed positive correlations. The dual mediating effects of work meaningfulness and job involvement on the relationship between person-job fit and career satisfaction were statistically significant. These results imply that in order to prevent employee turnover and ensure the organization's sustained performance, it is necessary to design jobs in a way that allows employees to perceive their work as suitable and aligned with their characteristics, thereby enhancing positive psychological factors such as work meaningfulness, job involvement, and career satisfaction. The conclusions provide implications, limitations, and suggestions for future research.

• Journal of Korea Society of Industrial Information Systems
• /
• v.29 no.5
• /
• pp.157-171
• /
• 2024

Recently, empowering leadership, which leads to psychological motivation by giving members authority, responsibility, and autonomy for decision-making and instilling a sense of ownership in their work, as well as the suitability between individual members and their jobs, has been emphasized as determining the success of an organization in a rapidly changing environment. In addition, jobcrafting is attracting attention as an action that proactively readjusts the physical, cognitive, and relational scope of work by changing beliefs and attitudes toward a given task. Therefore, this study examines the structural relationship between empowering leadership, person-job fit, jobcrafting, knowledge-sharing behavior, and innovation behavior. A survey was conducted on members of travel agencies in Busan and Gyeongnam, and the results showed that first, empowering leadership had a positive (+) significant effect on jobcrafting, and person-job fit had a positive (+) significant effect on jobcrafting. Second, it was found that jobcrafting had a positive (+) significant effect on knowledge-sharing behavior and innovation behavior, and finally, knowledge-sharing behavior had a positive (+) significant effect on innovation behavior, so all hypotheses were adopted. This study shows that in order to induce knowledge-sharing behavior and innovation behavior of members, it is necessary to create an environment in which jobcrafting can take place, increasing the level of empowering leadership, person-job fit, and increasing jobcrafting.

• Proceedings of the Korea Technology Innovation Society Conference
• /
• 2005.10a
• /
• pp.296-310
• /
• 2005

• Journal of Venture Innovation
• /
• v.6 no.3
• /
• pp.21-42
• /
• 2023

The purpose of this study is to examine the structural relationships of empowerment, continuous learning activities, and collaboration in the effects of person-organization fit and person-job fit on task performance among employees of early-stage startups with less than 7 years of experience that have an agile organizational culture. To achieve this purpose, we developed a research model and established hypotheses based on theoretical review and the results of prior research. Data were collected from employees working in startups with less than 7 years of experience that have an agile organizational culture, and a total of 204 responses were utilized for the final analysis. Before hypothesis testing, we examined the characteristics of the sample, conducted confirmatory factor analysis to assess measurement model fit, tested convergent and discriminant validity and analyzed reliability. After confirming the goodness of fit of the structural equation model, it tested the hypotheses, including mediating effects, based on the results of the structural equation model analysis. The results show that person-organization fit has a significant positive effect on empowerment, continuous learning activities, and collaboration. Similarly, person-job fit was found to have a significant positive effect on empowerment, continuous learning activities, and collaboration. However, it was found that empowerment did not have a statistically significant effect on task performance, while continuous learning activities had a significant and negative effect on task performance. Finally, collaboration was found to have a significant positive effect on task performance, and the mediation analysis results indicated that collaboration had a mediating effect on the relationship between person-job fit and task performance. Based on the findings of this study, it discussed the significance of the study and theoretical and practical implications. It also discussed limitations of the research and suggested directions for future research.

• KSCE Journal of Civil and Environmental Engineering Research
• /
• v.39 no.3
• /
• pp.409-418
• /
• 2019

For the success of construction projects, construction companies have begun to recognize the innovation ability of members who participate in projects that can adapt and cope with environmental changes caused by knowledge-based informatization and globalization. The questionnaire of the research selected 254 final valid samples of the members participating in the construction project using online. An empirical analysis of the research model used the structural equation model (Smart-PLS 2.0). The purpose of this study is to investigate the effect of psychological ownership on person-job fit and rewards system in the construction project. First, person-job fit has a positive effect on psychological ownership. Second, intrinsic rewards and extrinsic rewards in the rewards system have a positive effect on the psychological ownership. Third, psychological ownership has a positive effect on innovative behavior. Finally, the mediating effects of psychological ownership were found to have no mediating effect on person-job fit and rewards system. In order to induce innovation behavior, the managers of construction companies need to recognize the importance of psychological ownership and build a model of construction project organization activation through development of person-job fit and rewards program.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.20 no.9
• /
• pp.111-120
• /
• 2019

This study examined the mediating effects of perceived organizational support (POS) on the relationship between the person-job fit and job satisfaction of service workers. POS is divided into socioemotional POS and instrumental POS. To achieve the research purpose, a questionnaire survey was conducted on workers in charge of service jobs in domestic companies through an on-line survey system and finally, the results of 281 respondents were analyzed to verify the hypothesized research model with an 80.3% effective recovery rate. The findings are as follows. First, the person-job fit has positive effects on job satisfaction and POS. Second, among the sub-constructs of POS, socioemotional support has mediating effects, but instrumental support has no mediating effects on the relationship between person-job fit and job satisfaction. Based on the results of this study, this study suggests theoretical and practical implications for the human resource development and management of service workers. Overall, changes in the recruitment system, which can judge the person-job fit of employees who perform emotional labor facing customers, organizational culture and personnel system for establishing socioemotional support system, and compensation and workforce development system, are needed to enhance the job satisfaction of service workers.

• Management & Information Systems Review
• /
• v.38 no.1
• /
• pp.103-120
• /
• 2019

Recently, as mobile banking enables to instantly provide the customized service in accordance with customer demand via information technology. With this individual customized service, mobile banking plays a role of transforming the existing offline banking strategies. However, contrary to expectation, the mobile banking service has not been widely used to the extent that it can replace offline banking service. Therefore, the current study aims to explore the antecedents to affect customer's usage of mobile banking. Specifically, the antecedents influencing the intention to use and actual usage of mobile banking include personal-innovation fit, positive psychological capital, and service quality factors, which reflect the innovative technology characteristics of mobile banking. Furthermore, the paper also analyzes the effect of mobile banking service on intention to use and actual usage of mobile banking service. With empirical analysis using Structural Equation Modeling for 195 mobile banking users, the results showed that user's ability fit, value fit, and positive psychological capital positively affected user's future intention to use and actual usage of mobile banking. Furthermore, the current paper also found the significant moderation effect of usage purpose of mobile banking (banking task and online stock exchange) in the relationship between positive psychological capital and intention to use. This study suggests that banks need to develop mobile banking services that reflect customer's IT usability as well as their pursuing purpose and value.

• Information Systems Review
• /
• v.19 no.4
• /
• pp.63-85
• /
• 2017

Recent information technology achieves remarkable progress in almost all areas where it can be applied. However, this technology also causes technostress, such as fear and pressure to individuals, due to events, such as the threat of job loss. This technostress is becoming an important factor that can affect user performance and productivity in future society where information technology will be the focus. This kind of stress should be studied considerably in academic and practical applications. The effects of technostress on individual performance remain ambiguous. Therefore, academic research is needed to prove these effects. This study aimed to clarify the direct and indirect effects of technostress on information technology end-users. We developed a research model that integrates innovation resistance and technostress theory through previous studies and analyzed the questionnaire of 317 people. The PLS structural equation model and the study results of Baron and Kenny (1986) indicated that rapid change, connectivity, reliability, and complexity are crucial factors affecting the technostress of information technology. Technostress was analyzed indirectly only through innovation resistance, which affected the performance of end-users. This study will provide new implications for the relationship between technostress and performance or productivity in the IS field.

• Korean Journal of Applied Biomechanics
• /
• v.23 no.1
• /
• pp.77-83
• /
• 2013

The purpose of this study was to compare kinematic variables and stiffnesses of ankle joints between normal person and transfemoral amputee gait in order to develop or fit prosthetic leg. Twenty subjects (ten normal persons and ten transfemoral amputees) participated in this experiment, and walked three trials at a self-selected pace. The gait motions were captured with Vicon system and variables were calculated with Visual-3D. The velocity, stride length, stride width, cycle time, double limb support time and right swing time of gaits were statistically significant. Because coefficients of variability of normal persons on velocity, double limb support time and swing time were greater than transfemoral amputees, normal persons controlled these gait variables effectively. The stiffnesses of ankle joints were not statistically significant, but patterns of stiffnesses of ankle joints during three rockers were absolutely different. The negative correlations between stiffnesses of ankle joints and cycle time and swing time were presented. These differences suggest that developing and fitting prosthetic leg were demanded. Further studies should develop fitting program and simulator of prosthetic leg.