• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.317-326
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• 2020

Previous studies have suggested that individuals need to invest in the accumulation of career competencies. To demonstrate how to acquire career competencies, a model consisting of the knowing why, knowing how, and knowing whom competencies was actively discussed in the previous studies. This study seeks to identify the relationships among these competencies based on three ways of knowing, and their effects on perceived work performance. Furthermore, this study tried to identify the importance of each of these competencies in predicting perceived individual performance in the business workplace environment. The findings showed that the knowing why, knowing how, and knowing whom competencies all have a statistically significant positive influence on perceived individual work performance. Also, the study results showed the relative importance of the three competencies for perceived work performance. Specifically, the study results showed that the effects of the knowing why and knowing whom competencies are greater than the effect of the knowing how competency. The theoretical and practical implications of the study results were provided, including empirical evidence of the validity of the career capital model, the appropriateness of the career competency model based on the three ways of knowing, and assignment of resources for the acquisition of career competencies.

• Journal of Digital Convergence
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• v.11 no.9
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• pp.79-86
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• 2013

I have empirically investigated the relationship between work-family facilitation and perceived team performance and the moderating effect of wellness climate between work-family facilitation and perceived team performance. For testing hypothesis, hierarchical linear regression was conducted. The results of analysis are followings; hypothesis 1, work-family facilitation is positively related to perceived team performance, was significantly supported. Hypothesis 2, wellness climate moderates the association between work-family facilitation and perceived team performance. The results imply that when the HR practitioners design job and welfare program of employees should consider work-family facilitation. Additionally, to improve the performance of organization should consider not only work-family facilitation but also climate of organization supporting work-family facilitation, wellness climate.

• The Journal of Korean Academic Society of Nursing Education
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• v.25 no.1
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• pp.148-158
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• 2019

Purpose: This study is a descriptive study to explore the effects of work performance, perceived organization support, and personal coping resources on job satisfaction of infusion nurses in Korea. Methods: The participants of this study were 155 infusion nurses in 19 general hospitals and advanced general hospitals in Korea. Data were collected from January to March 2018 using a structured questionnaire and analyzed with the SPSS software version 23. Results: The participants' job satisfaction score was 3.01, their work performance score was 3.60, their perceived organization support score was 2.83, and their personal coping resources score was 3.53. The regression model for job satisfaction was significant (F=56.10, p<.001), and the total explanatory power was 52%. The variables affecting job satisfaction were personal coping resources (${\beta}=.44$, p<.001), perceived organization support (${\beta}=.42$, p<.001), and working locations (${\beta}=.13$, p=.028). Conclusion: To increase job satisfaction of infusion nurses, boosting strategies for personal coping resources, perceived organization support, and examination of work performance characteristics of each local area should be considered. In addition, development of customized programs is needed, focusing on infusion nurse personnel and job characteristics.

• The Journal of the Korea Contents Association
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• v.16 no.8
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• pp.48-58
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• 2016

The purpose of this study is to identify the effects of perceptions of organizational politics(i.e., POPs) and leader-member exchange(i.e., LMX) on the perceived work performance. Also, this paper investigates the moderating effect of LMX on the relationship between POPs and work performance. Particularly, this study is to expand on prior research by investigating the three-way interaction effect of LMX and self-efficacy. The summary of results based on a sample of 280 employees who were working in various organizations in KOREA is following. First, POPs were not significantly related to perceived work performance. Second, LMX was positively and significantly related to perceived work performance. Third, LMX did not moderate the negative relationship between POPs and perceived work performance. Finally, our results showed that for individuals with a high level of self-efficacy, LMX moderates the negative relationship between POPs and perceived work performance. That is, for individuals with a high level of self-efficacy, POPs were positively related to work performance under high LMX(in-group), but were negatively related to work performance under low LMX(out-group). Theoretical and practical implications of our findings as well as directions for future research are provided.

• Journal of Families and Better Life
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• v.18 no.3 s.47
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• pp.129-146
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• 2000

The purpose of this study was to investigation the variables that affected the generational transmission of household work form mothers to their married daughter. The subjects were 415 married daughters and their mothers living in Seoul and metropolitan areas. Statistical techniques used for this study included descriptive statistics and multiple regression analysis. The results of this study were as follows : First, married daughters; value of household work was significantly affected by total periods of marriage of daughters, daughter's perceived similarity to their mothers' household work. Second, married daughters' preference for household work was significantly affected by mother's occupation (managerialㆍprofessional), mother's perceived similarity, daughter's experience of living with mother-in-law, daughter's sex-role attitude, and daughter's perceived similarity. Third, married daughters' ability to do household work was significantly affected by total periods of marriage for mothers, mother's perceived similarity, and daughter's perceived similarity. Fourth, married daughters' standard of household work was significantly affected by mother's perceived similarity, daughter's occupation (techniciansㆍclerk), daughter's monthly income, and daughter's perceived similarity. Fifth, married daughters' usage level of home equipments was significantly affected by mother's birth order, mother's education, mother's occupation (managerialㆍprofessional), daughter's birth order, daughter's education, and daughter's monthly income. Sixth, Mother related variables had greater power than daughter related ones in explaining daughters' values and preference for household work value and preferences and usage of home equipments. In conclusion, married daughter's consciousness and performance of household work were significantly influenced by their mothers. It was especially so in daughter's usage level of hoe equipments. Accordingly, the results of this study support the existence of generational transmission of household work from mothers to their married daughters with regard to its consciousness and performance. Findings of this study have implications for counsellors, practitioners and educators.

• Journal of Distribution Science
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• v.10 no.10
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• pp.45-57
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• 2012

Purpose - This study was conducted to evaluate service quality, perceived value, and satisfaction in the performing arts in order to establish a system of relationships that predicts repurchase intention, which increasingly needs to be studied as the domestic performing arts market grows. Research design, data, and methodology - Another purpose of this study is to identify 'work-related factors' and 'performing-arts-related factors' in the performing arts industry, and to observe the influence of the core SQ factors expected to influence audiences' purchase intentions through perceived value and customer satisfaction. The empirical study to test the hypothesis was based on a review of the literature and employed the survey method; data were collected from a total of 500 audience members. Results - The major results of the analysis are as follows. First, in terms of quality factors affecting perceived value, literary quality, level, professionalism, and musical quality were shown to have a significant influence as key factors from the performing arts perspective, while reliability, convenience, and related costs were indicated to exert a significant influence as additional factors related to work. Secondly, the quality factors with a significant influence on customer satisfaction were literary quality, professionalism, and musical quality, which were shown to have a significant influence from the performing arts perspective, while only reliability was indicated to exert a significant influence on work-related factors. Third, perceived value was shown to have a strong positive (+) influence on customer satisfaction, with both perceived value and customer satisfaction exerting a significant influence on the revisit intention. Finally, according to the results a difference analysis with demographic variables, viewing variables as moderating variables, differences according to gender were indicated in the influence of literary value and lel on perceived value, and in the influence of convenience and professionalism on customer satisfaction as well. Also, in terms of the influence of perceived value on customer satisfaction, males were found to be more influenced than females. Conclusions - Based on the above results, the suggested implications of the present study are as follows. First, through the consideration of not only the crucial work perspective in performing arts services, which has been inadequate in the past, but the additional performance-related level, the previously unevenly distributed viewpoints were expanded for application. Second, in verifying the relationship between expanded quality factors and the factors that determine consumer behavior while simultaneously considering key factors and additional related factors, work-related service quality factors were shown to exert a stronger influence on perceived value and customer satisfaction than performance-related factors. Third, for service factors related to performance, the reliability factor exerts an influence on perceived value and customer satisfaction, requiring that a performance planner secure and manage diverse channels to immediately support customer requests in providing performance theater services.

• Journal of Service Research and Studies
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• v.6 no.4
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• pp.87-100
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• 2016

The purpose of this study is to clarity the effect of job autonomy, innovative work behaviors and perceived organizational support on organizational performance. To attain this goal, mediation analysis, moderation analysis and moderated mediation analysis were performed. 198 valid questionnaires from China Tianjin City's logistics enterprises were analyzed with SPSS Macro program. The results indicated that: (1) perceived organizational support's moderating effect existed in the relationship between job autonomy and innovative work behaviors, (2) innovative behaviors' mediated effect existed in the relationship between job autonomy and organizational performance, (3) perceived organizational support's moderated mediation effect is existing in the relationship between job autonomy, innovative behaviors and organizational performance. That is to say, the strength of the mediated effect decreased along with levels of perceived organizational support: stronger job autonomy relationship when perceived organizational support was weak.

• Journal of Environmental Health Sciences
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• v.30 no.3
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• pp.272-282
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• 2004

Stress is a primary health promotion issue in worksite research because psychological distress is closely related not only to workers　 health status but also to their job performance. This study identified the work environment and work condition factors affecting workers　 stress symptoms among the Korean manufacturing factory workers. A total of 7,818 factory workers employed in 1,562 manufacturing companies participated in the Korean nation-wide occupational health survey conducted by the Korean Occupational Safety and Health Agency in 2003. Participants were selected by the stratified proportional sampling process by standardized industry classification, company size, and locations. Trained interviewers visited the target companies and interviewed the factory workers randomly selected in each company. Work environments included physical work environments (temperature, noise, hazardous organic compounds, and so on) and psychological work environments (job demands, job control, and social support at work), and work conditions included daily working hour, rest time, and so on. Men were 71.5% and the mean age was 34.0 years old. The average working period in the present company was 6.9 years. The average stress score was 26.2 under the perfect score, 50, which means the moderate level of stress. Perceived stress had significant correlations with young age, poor physical work environment, high fatigue, bad perceived health status, and high job demands in Pearson's simple correlation analysis. Perceived health status and perceived fatigue explained 21% variance of stress symptoms and the work environment factor explained 4.8% of that; however, work condition did not have the sufficient effect. In particular, psychosocial work environment variables (job demand, job control, and social support at work) had a clear effect on stress symptoms rather than the physical work environments. Poor perceived health status, severe perceived fatigue, poor physical work environment, high job demands, low social support, heavy alcohol consumption and little exercise were significantly related to high stress symptoms in the Korean manufacturing workers.

• Korean Journal of Occupational Health Nursing
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• v.20 no.2
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• pp.163-171
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• 2011

Purpose: This study is to investigate the job stress and presenteeism of nurses with work shift. Methods: The data were collected through questionnaires from 281 clinical nurses working for a university hospital located in D city from 13 to 28 of February, 2009. The data were analyzed by descriptive statistics, t-test, ANOVA, Scheffe verification test, Pearson correlation coefficient and multiple linear regression using SPSS/WIN 16.0. Results: The mean score of job stress was 3.47. Work overload and psychological burden scored the highest point as the sub-category of work stress factor. Work performance loss out of presenteeism showed 26.89 and perceived productivity, 79.79. Also 94.7% of respondents answered they had health problems. A significantly positive correlation was found among job stress, work performance loss and health issue. To determine the factors affecting presenteeism, work performance loss was associated with work overload and perceived productivity with interpersonal relationship conflict. Conclusion: Based on the findings of the study, job stress is positively correlated with work performance loss, and health problems. Therefore, health problems of nurses with work shift need to be considered and plans to manage their job stress affecting presenteeism need to be developed at an earlier stage.

• 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.