• Journal of Information Technology Applications and Management
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• v.31 no.1
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• pp.45-55
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• 2024

How to create high levels of employee engagement and how to avoid burnout in the workplace is main issue in human resource management. According to Job Demands-Resources (JD-R) model, this study aims to investigate when self-efficacy plays as a mitigator on the impact of job demand on burnout, and explains why job resources are translated into work engagement. A sample of 237 Mongolian employees is used to test hypotheses. Results show that self-efficacy does offset the relationship between job demands and burnout. Meanwhile, self-efficacy plays as a mediator on the impact of job resources on work engagement. The implications of these findings for the context of JD-R model are discussed.

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

• The Journal of the Korea Contents Association
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• v.16 no.11
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• pp.281-307
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• 2016

The goal of this study was to verify that effectiveness of transformational leadership in impacting work engagement with the psychological contract breach among members of the organization and organizational anomie as mediating factors. The mediating effect of psychological contract breach and organizational anomie on the relationship between transformational leadership and work engagement was explored using a theoretical approach based on Social Exchange Theory, Social Information Processing Model and Job Demands- Resources Model. To avoid common method bias, the dependent variable was surveyed using employee peer review. 277 surveys were collected from 18 companies in diverse industries including manufacturing, distribution, and finance. The results of the analysis showed that transformational leadership has a significant positive effect on employees' work engagement, while having a significant negative effect on psychological contract breach and organizational anomie. In addition, psychological contract breach and organizational anomie were found to act as partial mediators in the relationship between transformational leadership and employees' work engagement. Overall, this study showed that if leaders at organizations can assist employees to overcome negative factors such as psychological contract breach and organizational anomie through transformational leadership, it is possible to improve employees' work engagement.

• The Journal of the Korea Contents Association
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• v.16 no.9
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• pp.308-328
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• 2016

The purpose of this study is to examine, at the team level, the relationship between shared leadership and team work engagement and team psychological capital which have rarely been introduced into academic leadership research in Korea. This study tested the impact of shared leadership on team work engagement and the mediating role of team psychological capital between the two variables. And also, this study tested moderating role of task characteristics between shared leadership and team psychological capital. A total of 421 employees of 100 teams in 16 companies in South Korea participated in this study. The SPSS 23.0 statistical program was used in this study to analyze and statistically process the collected survey data. The result showed that high level of shared leadership positively influence team work engagement and team PsyCap works as mediator in the relationship between shared leadership and team work engagement. This results means that shared leadership is a crucial factor to facilitate team's psychological capital toward team's work engagement. However, Task characteristics had no moderating effect between shared leadership and team PsyCap. Finally, theoretical and practical implications of the study results have been discussed along with limitations and future direction of the study.

• The Journal of the Korea Contents Association
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• v.17 no.1
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• pp.299-336
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• 2017

The purpose of this study is to identify the differential effects of transformational leadership and organizational justice on psychological contract breach and work engagement, and to suggest practical implications. To this purpose, this study theoretically references equity theory which recognizes the relationship between organizational input and output, social exchange theory which explains the exchange relationship between members and organization, and job demand-resource (JD-R) model that combines job demands and job resources. A empirical study was conducted on 277 employees at 18 companies of diverse industries including manufacturing, distribution, and finance, and to eliminate the common method bias problem, the dependent variable was measured using peer evaluation. The results of this study showed that: 1) both transformational leadership and organizational justice had a significant positive effect on work engagement and significant negative effect on psychological contract breach; and 2) psychological contract breach played a partial mediating role in the relationship between transformational leadership and work engagement as well as between organizational justice and work engagement. Therefore, this study suggests that, as organizational justice has stronger influence on work engagement and psychological contract breach than transformational leadership, organizations should not only train its leaders but also guarantee fairness.

• Journal of Korea Technology Innovation Society
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• v.21 no.3
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• pp.1021-1049
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• 2018

The purpose of this study is to examine whether organizational justice, including procedural justice and distributive justice, improve employees' innovative behavior through work engagement and knowledge sharing. In addition, it was conducted to investigate whether work engagement and knowledge sharing indirectly affect the relationship between organizational justice and innovative behavior. For the hypothesis test of this study, Hayes (2018) PROCESS Macro was used. Result of the analysis shows that procedural justice, work engagement, and knowledge sharing influenced innovative behavior. The constructs influencing work engagement were procedural justice, distributive justice, knowledge sharing. Also, procedural justice and work engagement were constructs that affected knowledge sharing. In the relationship between procedural justice and innovative behavior, the indirect effect was confirmed in all paths. In the relationship between the distributive justice and the innovative behavior, It was confirmed that there is not the indirect effect only in the path via knowledge sharing. he indirect effect was confirmed in all paths that did not acquire knowledge sharing. In addition, through the PROCESS Macro analysis, we examined the magnitude of the indirect effect of various paths between mediators. The results show that organizational justice can have the greatest effect on innovative behavior through work engagement. The weakness of respondents control by SNS survey is the major limitation of this study. In the future, Further research is needed depending on the nature of the organization, such as the analysis of differences between various industries.

• Korean Journal of Culture and Social Issue
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• v.26 no.4
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• pp.409-433
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• 2020

This study attempted to verify the relationship between job burnout and organizational citizenship behavior among South Korean soldiers in the Navy force by applying the Job Demands-Resource Model and Conservation of Resource Theory, and the moderated mediating effect of social capital through the work engagement and smartphone use. The mediating effect of work engagement and the moderating effect of social capital via smartphone use were examined in the relation between job burnout and organizational citizenship behavior. We combine the mediation effect model and the moderation effect model and tested the moderated mediation effect. To perform this study, the survey was conducted on the navy soldier on duty, and total of 324 data were analyzed. The results of this study were as follows: the complete mediation effect of work engagement in the relation of job burnout and organizational citizenship behavior was verified, social capital via smartphone use moderated the relation between job burnout and work engagement, and the moderated mediation effect of social capital via smartphone use in the relation between job burnout and organizational citizenship behavior through work engagement was identified. Based on the results, implications, limitations, and future research directions of the current study were discussed.

• Journal of the Korea Convergence Society
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• v.8 no.4
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• pp.89-99
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• 2017

This study was to identify the convergence factors that affect work engagement in medium and small hospitals nurses, The research method were self -report questionnaire was completed by 198 nurse three hospitals in B city between April 18th to April 30th, 2016. and date analyzed using the IBM SPSS/WIN 22.0 program. As a result, work engagement was positively correlated with psychological capital and psychological well-being, significantly affecting Convergence Factors analysis showed that with positive psychological capital(${\beta}=.363$, p<.001) and psychological well-being(${\beta}=.300$, p<.001) explained 52.7%, level of education(${\beta}=.102$, p=.040), job satisfaction(${\beta}=.109$, p=.044), nursing satisfaction(${\beta}=.137$, p=.022) explained 4.4% of the work engagement. Based on this, It is necessary to develop and verify program to enhance the positive psychological capital and psychological well-being of medium small hospital nurses.

• Journal of Digital Convergence
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• v.19 no.8
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• pp.185-193
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• 2021

In order to increase corporate competitiveness in the fourth industrial revolution environment, it is most important to secure and nurture talented people with digital capabilities. In particular, because the knowledge and skills required in the IT sector are newly created or added, enhancing expertise through upskilling and reskilling of IT company members is essential. Thus, this study proposed theoretical discussions and practical implications for strengthening the competitiveness of IT company in terms of human resource development by analyzing the mediating effects of subordinates' self-directed learning ability in the relationship between managers' authentic leadership and subordinates' work engagement. The results of this study were as follows: First, authentic leadership of IT company manager had positive effect on subordinates' work engagement. Second, self-directed learning ability of subordinates' had partial mediating effect on the relationship between IT company manager's authentic leadership and subordinates' work engagement.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.291-299
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• 2022

This study was to verify the effect of the supervisor's abusive supervision on turnover intention and the mediating role of emotional stress and work engagement in the process. The online survey was conducted on 317 employees and the data were analyzed through SPSS Macro and bootstrapping. The results are as follows: the correlation between abusive supervision, emotional stress, work engagement and turnover intention was confirmed to be statistically significant, and dual mediating effect of emotional stress and work engagement was statistically significant. This study showed meaningful results on the path of the abusive supervision and turnover intention. Further studies with longitudinal method and in-depth studies on factors influencing pathways will be needed to verify substantially the dual mediating effect.