This study’s purpose is to examine the effect of employee experience on job satisfaction, psychological well-being, and organizational commitment among corporate employees, with a specific focus on three factors: physical, technological, and cultural experiences. Given the growing importance of mental health management for employees, the study investigates the relationship between employee experience and mental toughness. A structural equation modeling research model was designed, and data were collected through a survey of 534 Korean employees. The analysis results show that cultural and physical experiences have a significant impact on organizational commitment, while technological experience does not have a significant impact. Furthermore, the study identifies that employee experience positively effects organizational commitment through job satisfaction and psychological well-being as mediators. It also reveals that the effect of employee experience on organizational commitment varies depending on the level of mental toughness. The findings suggest that managing employee experience can increase organizational commitment by improving job satisfaction and psychological well-being. Therefore, it is essential to be aware of individual mental toughness and its development. Hence this study highlights the importance of considering the physical, technological, and cultural experiences of employees in enhancing their well-being and commitment to the organization.
Firms’ digital environment changes and industrial competitions have evolved quickly since the Fourth Industrial Revolution and the COVID-19 pandemic. Many companies are propelling company-wide digital transformation strategies based on artificial intelligence (AI) technology for the digital innovation of organizations and businesses. This study aims to define the factors affecting digital transformation strategies and present a decision-making model required for digital transformation strategies based on the definition. It also reviews previous AI technology and digital transformation strategies and draws influence factors. The research model drew four evaluation areas, such as subject, environment, resource, and mechanism, and 16 evaluation factors through the SERM model. After the factors were reviewed through the Delphi methods, a questionnaire survey was conducted targeting experts with over 10 years of work experience in the digital strategy field. The study results were produced by comparing the data’s importance using an Analytic Hierarchy Process (AHP) on each group. According to the analysis, the subject was the most critical factor, and the CEO (top management) was more vital than the core talent or technical development organization. The importance was shown in the order of resource, mechanism and environment, following subject. It was ascertained that there were differences of importance in industrial competition and market digitalization in the demander and provider groups.
COVID-19 and the fourth industrial revolution have rapidly changed our society into an overall contactless one. As smartphones become more popularized, donation methods are shifting to online activities that are beyond the traditional methods. In such a contactless society, mobile payment services are emerging as an innovative payment method. However, donation consolidation and persistence are lacking in online donation marketing and other online situations. This study empirically examines the effects of personal factors (unselfishness, self-esteem, and social norms) and technical factors (perceived usefulness, ease of use, and perceived behavioral control) on donation trust, attitude, and satisfaction if donations were made through a simple mobile payment system. To this end, an online questionnaire survey was carried out on donors using the Korean Red Cross’ simple mobile payment service. By collecting 250 data samples, this study verified hypotheses. As a result of the analysis, social norms under the personal factors were significant, but unselfishness and self-esteem did not affect donors. The perceived usefulness and ease of use, which are technical factors, positively affected trust in donation, but the perceived behavioral control was not significant. Consequently, intrinsic behavioral influence factors such as personal unselfishness, self-esteem, or behavioral control did not significantly affect donation behavior, in contrast with traditional donation methods.
This study aims to empirically verify whether the entrepreneurial strategic orientation of social enterprises has any effect on organizational effectiveness with the mediation of dynamic capabilities. In the consideration of social enterprises’ features, strategic orientation consisted of social value orientation, entrepreneurial orientation, and market orientation. Dynamic capabilities consisted of absorption capacity and coordination capacity, and organizational effectiveness was comprised of job satisfaction and organizational commitment. An online questionnaire survey targeted 228 employees of Korean social enterprises. The survey results were analyzed using a structural equation. As a result of the analysis, entrepreneurial orientation and market orientation significantly affected absorption capacity, but social value orientation did not affect it. Social value orientation and market orientation significantly affected coordination capacity, but entrepreneurial orientation did not affect it. Absorptive capacity and coordination capacity affected organizational effectiveness, and the hypotheses were adopted. Consequently, it was revealed that market orientation had the most significant effects on social enterprises’ dynamic capabilities and organizational effectiveness. It was confirmed that social value orientation and entrepreneurial orientation revealed differences depending on the absorptive capacity and coordination capacity of dynamic capabilities.
This study aims to verify the effects of organizational members’ ESG activity recognition on job performance with the mediation of innovative organizational culture and job crafting. To this end, a questionnaire survey was carried out based on previous studies, and 237 questionnaire response copies were analyzed. An empirical study was conducted on the effects of each ESG activity recognition factor on job performance with the mediation of innovative organizational culture and job crafting. According to the analysis result, the society factor had a positive (+) effect on innovation-oriented culture among the ESG activity recognition factors, the environment factor had a negative (−) effect, and the governance factor did not have any effect. In contrast, governance had a positive (+) effect on relationship-oriented culture in innovative organizational culture. However, the environment and societal factors did not have any effect. The innovation-oriented culture and relationship-oriented culture directly affected job crafting, but they were confirmed not to have a direct effect on job performance. Hence, the result shows that the ESG activity recognition’s society factor reinforces innovative organizational culture, and the governance factor can consolidate organizational relationships.
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