• Journal of the Korea Society of Computer and Information
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• v.19 no.1
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• pp.157-168
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• 2014

In general, there are three factors which compel employees to leave their position at a company: duties in organization, perception related to organization, and attitude built through the previous factors. The purpose of this study is to investigate the influence of the factors on the turnover intention and the decreasing achievement affected by the turnover. For this study, the perceived organizational support and organization commitment were chosen as worker's attitude variables which affects turnover intention. The results through the actual analysis are as follows: 1. Worker's emotional commitment is on the increase when the organization values their increased efforts as precious and makes efforts to improve welfare system. 2. Worker's turnover intention decreases as the stronger emotional commitment enables them to gain more consciousness to stay longer at the company. 3. The worker who possesses stronger lasting commitment tends to have some inclination to leave his current position if other organization offers compensation enough to make up for the current investment. 4. Worker's turnover intention decreases when they perceive that the organization acknowledges employees' value and supports them. 5. Worker's turnover intention at the small-middle sized companies is higher than at major companies. In this study, four out of five hypotheses, which are based on theoretical examinations and backgrounds, gain verified results. In the end, it is showed that the perceived organization support can increase the emotional commitment which makes it possible to decrease turnover intention. Consequently, it can be said that the appropriate human resources management is to explore the ways to decrease worker's turnover intention by improving labor environment and searching for the way to promote worker's commitment to their organization through the perceived organization supports.

• Fire Science and Engineering
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• v.32 no.4
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• pp.95-102
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• 2018

The purpose of this study is to discuss an academic concept transition of volunteer firefighting after implementation of the "Volunteer Fire Brigade Establishment & Operation Act". For that, the definition, function, and support of member for the volunteer fire brigade and the quasi-public organization were compared and analyzed using laws and its implementing ordinances, local ordinances, references, etc. In results, we can consider the definition of the volunteer fire brigade in relation to that of the quasi-public organization. In addition, it showed that the volunteer fire brigade have the function of the sub-administrative organization in the quasi-public organization. The support of volunteer firefighting was very similar to that of the village foreman as example of the sub-administrative organization. In conclusion, an academic concept of the volunteer firefighting was translated from the general volunteer organization to the sub-administrative organization in the quasi-public organization. The result in this paper is expected to serve as a basis for the research of the volunteer fire department in Korea.

• The Journal of the Korea Contents Association
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• v.20 no.8
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• pp.559-571
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• 2020

This study was conducted to analyze the effects of person-environment fit on the job performance in the National Assembly legislative support organization. Job performance was classified into task performance, contextual performance, and adaptive performance. Impacts of each factors on the job performance were identified through structural equation model. From the results of analysis, it was confirmed that supplementary fit of officials of legislative support organization of the National Assembly had a positive effect on task performance, contextual performance, and adaptive performance. However, complementary-fit does not directly affect task performance, contextual performance, and adaptive performance. Rather complementary-fit affects job performance by the mediating role of variable self-efficacy. The implications of this study confirm that it is important to match between organization members and jobs in order to improve the job performance of civil servants in the legislative support organization. The necessity of introducing self-efficacy enhancement program into the education and training process of the legislative support organization was proposed.

• Journal of the Korea Society of Computer and Information
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• v.8 no.2
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• pp.129-134
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• 2003

This paper describes an application level composition mechanism called Generic Modeling Environment(GME) for web caching on an Application Level Active Network(ALAN). Web caching on an ALAN requires the application level composition mechanism and a service composition to support adaptability for self-organization. ALAN was developed to solve the problems of the network level Active Network(AN) ALAN has the features of both AN as well as mobile agents. The efficient composition mechanism for the existing AN Projects has been supported primarily for the network level AN. Conversely, ALAN lacks support for the application level AN The existing web caching technology is inter-connected in a manually configured hierarchical tree. Since a self-organization system is intended to be adaptive, web caching for self-organization does not involve a manual configuration or any low-level tuning of the individual nodes of the entire system but requires service composition to support adapting intelligence and fault-tolerance to enable self-organization.

• The Journal of Information Systems
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• v.29 no.1
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• pp.23-50
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• 2020

Purpose As information management grows in importance around the world, organizations are investing in information security technology. However, the higher the level of information security technology in an organization, the higher the techno-stress of employees. The purpose of this study is to suggest stress factors related to information security technology that affect the reduction of employees' intention to comply with information security and to suggest ways to alleviate stress. Design/methodology/approach The research presented a model for mitigating technical stress related to information security based on technical stress theory and person-organization fit theory. 346 questionnaire data were analyzed from the members of the organization who applied the information security technology, and the research hypothesis was verified through the structural equation modeling. Findings The hypothesis test confirms that security-related techno-stress reduces the information security compliance intention of employees, organizational technical support mitigates technical stress, and person-organization fitness mitigates the negative relationship between techno-stress and compliance intention. The results of the study contribute to the organization's strategy for minimizing the reduction of the information security compliance intention of employees, and are meaningful in that the theoretical basis for mitigating techno-stress is provided in the field of information security.

• Management & Information Systems Review
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• v.34 no.5
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• pp.295-312
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• 2015

Companies are recently emphasizing social capital that is formed by the network and trust among organization members to secure continuous competitive edge. Social capital induces the members' adaptation and immersion through the interactions with multidimensional factors within an organization, and contributes to increasing an organization's performance by causing cooperative behaviors as a passage of communications and participation. This study analyzed the influence of social capital and organizational support recognition formed in an organization on the turnover intention, and examined the moderating effect of organizational support recognition in the relationship between social capital and turnover intention. To achieve the purpose, this research conducted a survey on small and medium sized manufacturing companies in Busan and Gyeongnam and performed an empirical analysis using hierarchical regression analysis. According to the empirical analysis, the structural and relational dimensions of social capital had a negative (-) influence on the turnover intention. Especially, the relational dimension had a huge influence on the turnover intention, showing that it is important to form trust among an organization's members through their interactions. Second, organizational support recognition also had a negative (-) influence on the turnover intention, demonstrating that attention and complete support at an organizational dimension were needed for individual members. Third, organizational support recognition appeared to mediate the relationship between social capital and the turnover intention. The higher the organizational support recognition was, the lower the negative (-) influence of the relational dimension of social capital on the turnover intention was. Based on these results, this paper discussed the theoretical and practical implications of this research as well as future assignments.

• Journal of Agricultural Extension & Community Development
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• v.25 no.3
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• pp.161-173
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• 2018

The study aims to explore the policy directions for young farmers within Korean agricultural context, particularly in Chung-nam Province. In order to accomplish this, young farmers were classified into three categories: successors, new farmers, potential farmers. The importance of young farmers is becoming more of a focus due to decline of population numbers in rural communities as well as the aging of agriculture population. In order to address these two problems, it is necessary to create and implement policy to support each category of young farmer. Rather than the current focus on nurturing young farmers as a labor force, the role of young farmers in maintaining local communities should be expanded in current agricultural system. The local community should provide appropriate conditions for young farmers in Chung-nam Province for the various purposes they have and the roles they fill. In conclusion, it is necessary to provide a 'space' where young farmers can meet base on the community. For this, the role of the community based intermediate support organization for the integrated support system is of great significance.

• Journal of Distribution Science
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• v.20 no.8
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• pp.33-46
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• 2022

Purpose: This study aims to understand the impact of e-commerce's advantage among SME's digital channel in Malaysia. To achieve the objective, this study used Technology, Organization, Environment (TOE) framework, Diffusion of Innovation (DOI) theory and Resource-Based View (RBV) theory. Research design, data and methodology: This study is quantitative method involve 195 SMEs online business in Malaysia. The integrated framework highlights the conceptual insight in multidimensional technology context (i.e. relative advantage, compatibility, and complexity); organizational context (i.e. top management support, innovation capability, branding capability, market-sensing capability, and human and organization capability); and environmental context (i.e. government support and supplier pressure). Results: The findings revealed that complexity, branding capability, human and organization capability, government support, and supplier pressure have significant positive relationship with e-commerce advantage. Meanwhile, relative advantage, compatibility, innovation capability, and market-sensing capability have significant negative relationship with e-commerce advantage. However, top management support has found no significant relationship with e-commerce advantage. Conclusions: The extended theoretical framework dimension improves existing knowledge on e-commerce advantage as well as the prospect of SMEs digital channel.

• Information Systems Review
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• v.12 no.1
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• pp.81-105
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• 2010

This research explores the role of personal performance expectation, task-technology fit, perceived rewards, shared vision, usefulness of knowledge sharing, top management support, organization culture, organizational commitment, KMS self-efficacy as antecedents which affect knowledge sharing activity as a consequence and investigates relationships among variables considering characteristics. The results show that members' perceived personal performance expectation, task-technology fit, perceived rewards, shared vision, usefulness of knowledge sharing, top management support, organization culture, organizational commitment, KMS self-efficacy has a positive effect perspectively on knowledge sharing in a organization. Especially, the fact that perceived members' task-technology fit, perceived rewards, usefulness of knowledge sharing is more important than other variables was confirmed. The results of this study, knowledge-sharing activities of the enterprise, members of the organization's business strategy for the activation process is expected to help.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.3
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• pp.1815-1823
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• 2015

This research empirically analyzed the effect of introduction factors of knowledge management system on organization performance with companies and agencies introducing and operating knowledge management system. As a result of analysis: first, it showed that CEO support among the sub-variables of organization factors affected organization performance; second, quality, reliability and convenience in use of knowledge information, sub-variables of knowledge information factors, had a significant influence; and vision and goal among sub-variables of organization factors, didn't have an influence on organization performance. These research results were identical with those of precedent studies. But we found out that vision and goal assessed by core strategy and establishment of vision, clarity and concreteness of vision and strategy, necessity of knowledge management, and regularization of core knowledge were analyzed as the variables having no positive effect on organization performance and analyzed differently from the precedent studies' results.