ISSN : 1229-0696
The first purpose of this study was to examine the effect of perception of organizational politics and stress on turnover intention. The second was to examine the mediating effect of stress and organizational commitment in the relationship between perception of organizational politics and turnover intention. The third was to examine the moderating effect of honesty in the relationship between perception of organizational politics and stress. Data were gathered from 203 employees who were working in various organizations in Korea. As results, perception of organizational politics and stress had positive relationship with turnover intention. Stress and organizational commitment sequentially mediated in the relationship between perception of organizational politics and turnover intention. Also, honesty had moderating effect in the relationship between perception of organizational politics and stress because the relationship was more positive when honesty was high than low. Finally, implication of results and limitations and future research tasks were discussed.
The purpose of this study was to analyze antecedents and outcome variables of using an organization social networking service. Data were collected from 314 workers. The results of this study showed that as antecedents innovative culture, learning organization, relationship orientation, and curiosity were significantly related to social networking Service use. Also, social networking service use was significantly related to all the outcome variables such as organizational communication, team cohesion, work intensity, and social networking service stress. Finally, the implications and limitations of this study, and the directions for future research were discussed.
This study has following objectives. (1) examining the effects of role pressure at home on work performance for married working women by focusing on FIW(family interference with work). (2) investigating relationship between FIW and employee’s behavior(in-role behavior and extra role behavior) that affects organizational effectiveness. (3) exploring the moderating effects of supervisor support and positive psychological capital on the relation between FIW and job burnout. This research was undertaken using data from 193 married women employees and 67 relevant team managers who have the rights to allocate team tasks and to evaluate employee’s performance. The results can be summarized as follows. (1) FIW has effect on job burnout of married womon employees. (2) job burnout related with FIW has effect on both in-role behavior and extra-role behavior. Especially, job burnout has fully mediating role between FIW and extra-role behavior, compared to partially mediating role between FIW and in-role behavior for married woman employees. (3) moderating effect was shown from supervisor support and positive psychological capital in relationship between FIW and job burnout. This research provides implications on how to understand the married woman employees’ FIW and resolve it. Finally, the implications and limitations of this research and the directions for future study were discussed.