• The Journal of the Korea Contents Association
• /
• v.22 no.3
• /
• pp.250-260
• /
• 2022

This study aims to verify the dual mediating effect of work meaningfulness and anxiety in the process of person-job fit influencing flourishing. For this purpose, an online survey was conducted with 320 employees working in various companies, and statistical analysis was conducted using AMOS 21, SPSS 21, and SPSS Process Macro v. 3.3. The results of this study are as follows: First, person-job fit had positive correlations with work meaningfulness and flourishing and a negative correlation with anxiety. Second, work meaningfulness and anxiety were both found to have mediating effects on the relationship between person-job fit and flourishing. Third, the dual-mediating effect of work meaningfulness and anxiety was confirmed. The practical implication of this study is that it is important to manage effectively person-job fit and work meaningfulness at workplace as the individuals' perspective toward work changes and the emotional/psychological well-being becomes even more essential. The implications and limitations of this study were discussed in the conclusion.

• 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.

• Management & Information Systems Review
• /
• v.36 no.5
• /
• pp.85-98
• /
• 2017

The purpose of this study is to exploratory examine the structural relationships among meaningfulness of work, personality(Big 5 character-types) and job stress. To conduct such examination, the author (i) designated meaningfulness of work, personality(Big 5 character-types) and job stress as variables and (ii) designed a research model by conducting preceding studies on the variables. To examine the research model the author collected the survey data from the residents in Kyoungsangbuk-do, 332 copies of questionnaire. Collected data were analyzed using SPSS and AMOS programs. The analysis results are as follows. Especially, (1) the meaningfulness of work had a positive effect on agreeableness, conscientiousness, and extraversion. (2) the meaningfulness of work had a negative effect on neuroticism. (3) the meaningfulness of work had no effect on openness to experience. (4) the neuroticism factor had a positive effect on psychological job stress and physical job stress. (5) the openness to experience had a negative effect on psychological job stress and physical job stress. (6) the meaningfulness of work had no effect on psychological job stress and physical job stress. The implications and limitation which this study are as follows. First, this study has discovered that there was statistically significant relationship between the meaningfulness of work and Big 5 character-types. Second, Big 5 character-types(neuroticism, openness to experience) had statistically effect on psychological job stress and physical job stress. This study have limitation in that was conducted based on cross-sectional design of research. Because, the mechanism of job stress is a dynamic process.

• Journal of the Korea Society of Computer and Information
• /
• v.20 no.2
• /
• pp.187-195
• /
• 2015

In this paper, we examined the effect of positive affect and negative affect on the life satisfaction in the workplace. Also, this study focused on an empirical test of the role of work self-efficacy and work meaningfulness in the subjective well-being of office worker. To achieve this purpose, we suggested a research model consisting of factors such as work self-efficacy, work meaningfulness, positive affect, negative affect, life satisfaction. Data was collected using the survey method, and analyzed using structural equation model. According to PLS analysis, first, lower negative affect was associated with higher life satisfaction. Secondly, work meaningfulness was a very important predictor for the subjective well-being of office worker.

• The Journal of the Korea Contents Association
• /
• v.14 no.1
• /
• pp.400-408
• /
• 2014

The purpose of this study was to investigate the factors affecting subjective well-being of Korea's office workers. To do this, this paper proposed and analyzed a theoretical model consisting of factors such as energy, work self-efficacy, work meaningfulness, organization/supervisor support, society activity, family relationship satisfaction and subjective well-being. Data was collected using the survey method, and analyzed using structural equation model. The results from this research are as follows. First, work self-efficacy and wok meaningfulness have a positive effect on subjective well-being. Second, relationship has a positive effect on subjective well-being. In conclusion, the implication of my research is to verify some factors to predict subjective well-being of office workers in Korea.

• The Journal of Asian Finance, Economics and Business
• /
• v.5 no.3
• /
• pp.121-132
• /
• 2018

The study aims to investigate methods for companies to contribute to not only social and national developments, but also on the promotion of individuals and companies by re-examining the various phenomena that define companies. The study examines the relationship between subordinate factors of social responsibility activities and job performances as well as the role of CEOs in showing authentic leadership and meaningfulness of work. A total of 312 valid questionnaires were obtained, and hypotheses were tested using regression analysis, hierarchical regression analysis, and 3-way interactions. The results suggest that corporate social responsibility activities not only enhanced the performance of the members, but also confirmed the importance of the authentic leadership of the CEO. Additionally, the role of the members in the company also showed to play a very significant role in a company's developments. The results also show that the CEO and members need to make efforts to increase ethics as well as gain more competitiveness and improve their reputation by promoting their sense of calling and feeling of compassion in the workplace. In other words, the members of the high-ranking book and the members of the relatively low position will have different degrees of information transfer and evaluation of the company policy may be different.

• Proceedings of the Korean Society of Computer Information Conference
• /
• 2014.07a
• /
• pp.131-134
• /
• 2014

본 연구의 목적은 직장인의 주관적 안녕감에 대한 업무 효능감/의미감의 역할을 조사하는 것이다. 이를 위해 본 연구는 긍정 정서, 부정 정서, 삶의 만족과 같은 주관적 안녕감의 구성요인들과 업무 효능감, 업무 의미감으로 구성된 이론모형을 제안하였다. 설문방법을 이용하여 자료를 수집하였고, 구조방정식모형을 사용하여 자료를 분석하였다. 분석결과 첫째, 예상대로 긍정 정서는 삶의 만족에 긍정적인 영향을 미치는 반면 부정 정서는 삶의 만족에 부정적인 영향을 미치는 것으로 나타났다. 둘째, 업무 효능감과 업무 의미감은 긍정/부정 정서와 삶의 만족 간의 관계를 매개하는 것으로 나타났다. 업무 효능감 및 의미감이 직장인의 행복감에 의미 있는 영향을 미친다는 본 연구의 결과는 조직 관리자들이 효과적인 지휘 전략을 수립하는데 기초 자료가 될 것으로 기대된다.

• Journal of Digital Convergence
• /
• v.19 no.1
• /
• pp.99-105
• /
• 2021

This study aimed to verify the positive effect of work meaningfulness(WM) on flourishing(FL) with the successive positive effects of work engagement(WE) and job performance(JP) as dual mediators. We conducted an online survey of 395 incumbents working in the companies of different types and statistically analyzed data using SPSS and SPSS Process macro for hierarchical regression and bootstrapping. The results are as follows: 1. correlation coefficients of all combinations from four variables are significant, 2. simple mediation effects(WM-WE-FL and WE-JP-FL) are significant, 3. dual mediation effet(WM-WE-JP-FL) is verified. This study showed practical guide for the efficient management of employees in recent autonomous work environment and further studies with longitudinal method will be needed in order to verify substantially the dual mediation.

• The Korean Journal of Health Service Management
• /
• v.10 no.1
• /
• pp.67-77
• /
• 2016

Objectives : This study was to test the influencing effects of calling, work value, and organizational commitment on turnover intention in hospital nurses. Methods : Two-hundred sixty hospital nurses were recruited in B city, South Korea. They were asked to complete a questionnaire, and 251 data sets were included in the multiple regression analysis. Results : Subjects had more extrinsic work value rather than intrinsic and a low calling level. There were significant correlations among transcendent summons, purpose/meaningfulness, pro-social intentions, intrinsic work value, and organizational commitment. Influencing factors of turnover intention were purpose/meaningfulness (t=-2.170, p=.031) and organizational commitment (t=-7.824, p<.001). The model was statistically significant explaining 27.8% of the variance (F=47.550, p<.001). Conclusions : Nurses showed a weak sense of calling and their work value leaned towards the extrinsic domain. Therefore, nurse managers should support a plan that enhances the calling and intrinsic work value of nurses to get them to commit to their organization and subsequently, reduce the turnover rate.

• Asian Journal of Innovation and Policy
• /
• v.11 no.3
• /
• pp.363-396
• /
• 2022

This study focuses on the happiness of the generation MZ of innovative enterprises, which are evaluated as the driving force of economic growth at a time when the value of happiness is emerging. Happiness is related to the prosperity and performance of the organization. However, MZ generation office workers, who account for 45% of the economically active population, are considered unhappy at work. Therefore, this study attempted to explore the preceding factors (organizational factors, relationship and communication factors, and personal factors) of happiness for the generation MZ of innovative enterprises and to examine the effect of happiness on employee engagement. For the study, 300 usable responses were collected from generation MZ working in innovative enterprises through an online survey. Research hypotheses and research questions were verified using SPSS 26.0 and AMOS 23.0. As a result, it was confirmed that procedural justice among the organizational factors, rewarding co-worker/supervisor relationship among the relationship/communication factors, and personal factors (meaningfulness of work, personal accomplishment) positively affected the MZ generation's workplace happiness. In particular, the meaningfulness of work, which corresponds to personal factors, exerted the most significant influence. In addition, in the case of happiness at the workplace, there was a positive effect on employee engagement, which was stronger in organizational engagement than in job engagement. As a result of examining the structural relationship between variables used in the study, it was found that procedural justice, rewarding co-worker/supervisor relationships, the meaningfulness of work, and personal accomplishment positively affected employee engagement through happiness. Through research, the importance of happiness at the workplace was suggested by systematically reviewing the preceding variables of happiness at the workplace and grasping the positive effects of happiness. In addition, the management measure of generation MZ employees of innovative enterprises was discussed, the necessity of research on happiness at the workplace was emphasized, and follow-up studies were proposed.