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The innovative behavior can serve as a source of sustainable competitive advantage. The various antecedent factors that improve innovative behavior have been identified in previous studies. And what is important for innovative behavior is a friendly and supportive organization environment and employees' perception of it. This study verified that perceived organizational support and perceived supervisor support are the leading influencing factors of innovative behavior. Meanwhile, some argued that congruence between perceived organizational support and perceived supervisor support from different sources is important. However, there are not enough studies on the effect of congruence between perceived organizational support and perceived supervisor support. Also, the effect of congruence between perceived organizational support and perceived supervisor support may differ depending on the tenure of the employees perceiving this. Based on the social exchange theory developed by the balance theory, as employees with long-term organization tenure, team tenure had a higher level of knowledge and experience, the effect of congruence between perceived organizational support and perceived supervisor support on innovative behavior worked more effectively. Based on data collected from 207 employees, this study empirically analyzed the effect of congruence between perceived organizational support and perceived supervisor support on innovative behavior, and the moderating effect of tenure in organization and team. The analysis results showed that the more congruence between perceived organizational support and perceived supervisor support, the higher the innovative behavior and that the more congruence between perceived organizational support and perceived supervisor support at a higher level, the higher the innovative behavior. Also the analysis results showed that the effect of congruence between perceived organizational support and perceived supervisor support on innovative behavior, had significantly moderating effect of organization tenure. But contrary to the hypothesis, the analysis results showed that in the case of a shorter organization tenure, the more congruence between perceived organizational support and perceived supervisor support, the more innovative behavior was, and the more congruence between perceived organizational support and perceived supervisor support coincided at a high level, the more innovative behavior increased. And the analysis results showed that in the case of a long organization tenure, the more congruence between perceived organizational support and perceived supervisor support coincided at a high level, the more innovative behavior increased. First, in order to improve innovative behavior, this study provides two solutions for congruence of perceived organizational support and perceived supervisor support. The first solution may ensure emotional-cognitive consistency through the congruence between perceived organizational support and perceived supervisor support of organizational members. In addition, since the supervisor acts as an agent of the organization, organizational members can perceive organizational support through the supervisor. Therefore, perceived supervisor support may have more influence than perceived organizational support. The second solution is that focusing on perceived supervisor support may be effectual when facing the problem of choice. Second, this study verified which situation can strengthen the innovative behavior of organizational members with the congruence between perceived organizational support and perceived supervisor support. This study showed that a high degree of congruence between perceived organizational support and perceived supervisor support improves innovative behavior of organizational members with short organizational tenure. Therefore, organizations and leaders need to make organizational members with short organizational tenure recognize the congruence between perceived organizational support and perceived supervisor support improves innovative behavior. But, it is still effective for the organizational members who have a long organizational tenure. As for organizational members who have a long organizational tenure, the higher innovative behavior can be observed when perceived organizational support and perceived supervisor support are achieved at a high level. Based on these research results, this study suggested the future research directions.

As supply chain risk has come to be regarded as a critical impetus for firm performance, the existing studies have sought to identify the influential risk sources, relevant performancerelated supply chain risks, and risk capabilities. Although some studies on supply chain risks have conducted literature reviews to understand supply chain risk factors (SCRFs) and these capabilities, it has been observed that several articles only cover specific SCRFs and the capabilities pre-identified by the authors. There remains a lack of systematic examination of the various topics in the literature on supply chain risk, such as the main SCRFs, firms’ response capabilities, and firms’ relative performance levels. Some studies have used a popularity-based approach called bibliometrics to fill the gaps in the existing literature. In contrast, other researchers have adopted network-based approaches using citation and co-citation analyses. However, such studies have mainly adopted published papers rather than specific keywords to identify the important research gaps and suggest directions for future research. Therefore, we conducted a network analysis that combined citation and keyword network analyses to identify the most influential SCRFs, firms’ response capabilities, and relative performance levels. To implement rigorous citation and keyword network analyses, we collected initial data set composed of major supply chain risk-related papers with impact factors of at least 3.0 as scored by Web of Science from the SCOPUS database. The initial search attempt generated 320 papers published over 23 years, from 1996 to 2019. Furthermore, previous studies on supply chain risks have produced inconsistent results regarding the relationships between firms’ capabilities to respond to risks and their performance levels in different contexts. Therefore, to address these perceived drawbacks in the existing literature and providing insights for managers regarding firms’ capabilities in different business settings, we implemented a meta-analysis of previous empirical research regarding supply chain risk. The test results showed that firms must boost their main capabilities to cope with supply chain risks and, thereby, improve performance. This study has several significant implications for both theory and practice. First, due to the wide-ranging scope of the supply chain field, previous studies of supply chain risk have been conducted from various perspectives, focusing on internal and external factors and supply chain factors. Second, we also focused on an overview of the research on supply chain risk through structural analysis. The structural analysis enables the discovery of the current status and trends for future research direction. Third, to discover the opportunities for future research through the current status of supply chain risk. Fourth, we conducted a meta-analysis to comprehensively investigate these inconsistent results. Finally, firms must improve their main capabilities to cope with supply chain risks and boost their performance levels.

The biggest change in organizational environment caused by the COVID-19 pandemic is probably the rapid increase of telecommuting. The prolonged telecommuting due to COVID-19 has brought major changes not only to the business environments but also to the way employees work. More importantly, telecommuting, once a discretionary option, is now being either enforced by organizations as a compulsory requirement or strongly encouraged by organizations for the sake of employee safety. These changes in motivation for telecommuting together with other social containment measures are likely to alter the effect of telecommuting on work-related outcomes. Given that, we attempt to explore the impact of telecommuting in this new era where telecommuting established as a new norm. In this study, the effect of extent of telecommuting (measured by the ratio of telecommuting hours to total work hours) on employee turnover intention under COVID-19 was explored, and in order to understand the mechanism underlying the relationship between telecommuting and turnover intention, organizational identification was examined as a mediator drawing on social identity theory. Furthermore, perceived job autonomy, which refers to perceived autonomy in decision-making, scheduling, and work method, was tested as a moderating variable that could buffer the negative effect of telecommuting on organizational identification and in turn turnover intention. Survey data were collected from 251 full-time employees through Amazon MTurk service in the middle of COVID-19 pandemic and were analyzed with multiple regression and PROCESS macro. It was found that extent of telecommuting was positively related to turnover intention. In other words, the higher the ratio of employee telecommuting hours per total work hours, the higher their turnover intention. The mediating effect of organizational identification in this relationship was not significant while the moderating effect of perceived job autonomy in the relationship between extent of telecommuting and organizational identification was significant. Furthermore, the moderated mediation analysis turned out to be significant such that the mediation effect of organizational identification was significant only when perceived job autonomy was low, but not when high. One of the main contributions of this research is that we have examined the effect of telecommuting on turnover intention under COVID-19 considering the fact that the primary reason behind telecommuting changed dramatically due to the pandemic. This research responds to the request for revisiting the telecommuting practice and its outcomes in the new COVID-19 context in a timely manner. In addition, we tested the role of organizational identification as a potential mechanism and found an interesting moderated mediation effect of perceived job autonomy. Another contribution lies in providing practical implications to managers and HR professionals. We learned that extent of telecommuting needs to be adjusted rather than to be applied equally to all employees and more efforts to enhance organizational identification and perceived job autonomy are required to mitigate the negative outcomes of telecommuting such as increased turnover intention.

The purpose of this study is to evaluate the efficiency and productivity change of Regional Public Hospitals in applying DEA and Global Malmquist productivity index and identify variables affecting productivity changes through panel regression analysis. Data used for this analysis consisted of financial statements and the managerial performance data of 34 Regional Public Hospitals from 2015 when the MERS outbreak occurred to 2020 when the COVID-19 situation was prevalent. It was found that few papers studied changes in efficiency and productivity of Regional Public Hospitals using the latest data. Therefore, the results of this study using the latest data can be used not only for management evaluation of Regional Public Hospitals, but also for the implementation of efficient provision in public medical care through government support policy directions and cooperation with private medical institutions. We found, as a result of the study, first that medical personnel, expenses, and medical revenue of regional medical centers increased every year, and medical revenue increased by 45% and cost by 32% on average in 2019 compared to 2015. On the other hand, the number of beds increased by only 4% in 2019 compared to 2015, and it seems that the external scale expansion of Regional Public Hospitals after the MERS outbreak in 2015 was actually insignificant. Second, as a result of analyzing the operational efficiency using the DEA technique, it was found that Regional Public Hospitals had shown an average of 2-4% scale inefficiency(SE) from 2015 to 2019 and the technical efficiency of Regional Public Hospitals was more affected by the scale efficiency than the pure technical efficiency. It is judged that the operational efficiency has generally improved as the medical income of Regional Public Hospitals has increased due to policy factors such as the introduction of the new diagnosis-related group(DRG). Meanwhile, the COVID-19 in 2020 had a negative impact on the efficiency indicators of all local medical centers, including the efficiency group. Third, as a result of the global Malmquist Productivity Index (MPIG) analysis, the productivity of Regional Public Hospitals had improved from 2015 to 2019, and that productivity improvement during this period had been more affected by Best Practice Change(BPC) than by efficiency change (EC). EC occurred through management efficiency improvements such as cost reduction and staff reduction, whereas technical changes were caused by continuous and long-term phenomena such as government policy changes, the introduction of the latest equipment, the application of new technologies, and the modernization of hospital facilities. In addition, the decrease in the productivity index of regional medical centers in 2020 was due to a significant decrease in the number of inpatients and outpatients at regional medical centers due to the impact of COVID-19. Fourth, the results of panel regression analysis using a fixed model showed that medical personnel and costs negatively had effected to the change in the productivity index. In order to improve productivity, it is necessary to reduce costs due to reasonable manpower management and appropriate personnel cost, and to find ways to efficiently utilize manpower through attracting patients and increase medical profits. Based on a result of the above study, the following implications could be derived to improve the operational efficiency and productivity of Regional Public Hospitals. Regional Public Hospitals should adjust the size according to their environmental characteristics and maintain balanced resource input and allocation to improve the performance efficiency and productivity. Also, the central and local governments need to develop the policies supporting Regional Public Hospitals that can continue even after the COVID-19 situation is over. It is the time when the central government and local governments need an active support policy for the chronic deficit problem of local medical centers and the external expansion of hospital beds, medical personnel, and medical equipment. In the face of a national crisis such as the recent COVID-19, the role and necessity of Regional Public Hospitals as a provider of public health care to local residents is being emphasized more and more. The results and implications of this study will be suggestions for the expansion plan of public health currently being discussed in the government.

In the digital transformation paradigm of the whole society, triggered by the development of information technology, ICT is utilized as a basic means of business activities and has an important impact on changes in the way of work. At the same time, changes in the work environment and corporate organizational form are accelerating due to unavoidable fluctuations in the external environment including COVID-19. The increase in stress among organizational members caused by these technology-based changes in the work environment has become another essential factor for companies to manage in order to boost performance. Prior studies on technostress have mainly focused on the cause of technostress along with the relationship between technostress and productivity. However, there is still a lack of research on the factors affecting the relationship between them, especially the influence relationship according to individual characteristics. Therefore, more approaches are needed to consider the use of many variables related to personal inclinations and characteristics. In this study, the effect of technostress on individual productivity was analyzed for members of corporate organizations who perform tasks using ICT technology. In particular, the structural influence relationship was analyzed between technostress, learning ability, self-efficacy, and individual productivity variables by confirming the mediating effects of learning ability and self-efficacy, which are individual characteristics of organizational members. As a result of the analysis, it was found that technology uncertainty and technology invasion had a negative (-) effect on an individual learning ability in the relationship between technostress and learning ability. In the relationship between technostress and self-efficacy, it was revealed that techno-complexity, techno-uncertainty, and techno-invasion had a negative (-) effect on self-efficacy. In addition, it was confirmed that self-efficacy had a significant mediating effect between individual productivity and technostress from techno-complexity, techno-uncertainty, and techno-invasion. This study has expanded previous studies on the relationship between productivity and technostress which is a dysfunction that occurs from the use of ICT. In particular, it was systematically identified through a more detailed analysis from the perspective of individual characteristics, that is, the mediating effect of self-efficacy. This has academic significance in that it provides a basis for research for a systematic approach to technostress felt by members and for preparation of countermeasures. From a practical point of view, it was confirmed that technostress caused by the rapid transition to a fast digital environment of companies using ICT reduces self-efficacy and ultimately decreases productivity. In particular, if an organization implements policies and systems that can continuously manage technostress arising from techno-complexity, techno-uncertainty, and techno-invasion, which have been identified as having a significant effect on self-efficacy, it is expected to increase individual productivity and ultimately improve organizational performance.

This study assumes that companies(stocks) included in the ‘KRX ESG Leaders 150’ theme index are excellent ESG companies, and presents the research results that the effects of ESG activities can negatively affect financial performance. Specifically, since the benefits from ESG activities do not appear on the financial statements or appear smaller than the costs, we hypothesize that the profit will be management upward to offset the costs incurred by the disclosure of non-financial information and report the analysis results. Specifically, the discretionary accrual(AEM), which is a proxy for earnings management traditionally used in accounting, and the proxy for earnings management based on real activities(REM), were used through the financial data of the companies selected as a sample. As a result of the analysis, the overall excellent companies for ESG showed a positive correlation with the discretionary accrual and the proxy of some real activity earnings management, indicating the result that through this, it is judged that their earnings are management upward. However, in this regard, as a result of additional analysis on companies that were selected as 'KRX Eco Leaders 100' and showed excellent performance in the environmental sector and companies that showed excellent performance in society and governance, variables that have been used as a proxy for earnings management and no statistical significance was found. Summarizing these results, it is judged that if ESG performance is evaluated by each factor, benefits that offset costs are obtained, so there is no incentive to raise earnings in the short term. In other words, it is judged to be a result of the fact that the benefits that a company can obtain for each individual ESG factor are all different. Such analysis results are considered meaningful in that they suggest that ESG activities can be used to hide the opportunistic decision-making of managers. In addition, global climate change requires companies to disclose more non-financial information and demand performance. However, when ESG activities appear as a negative signal to a company's financial performance, managers can use ESG activities as a means of opportunistic decision-making. Specifically, the case of Danone, a global food company, suggests that, in the current situation where ESG performance standards are ambiguous, a company's aggressive ESG activities can worsen financial performance and send negative signals to investors. Despite these implications, this study has the following limitations and problems that need to be supplemented. Specifically, since there is no sophisticated measurement of ESG performance, the question remains as to whether the ESG excellent companies assumed in the study are actually excellent companies. In addition, the problem of omitted variables may exist, and at the same time, endogenous is not considered. Therefore, it is expected that advanced research that solves this problem will be conducted in the future.

Looking at the recent research trends related to strategic human resource management, we can see that the interests of members on High Performance Work Systems(HPWS) have started to affect the performance variables. Several researchers have discussed the possibility that individual attitudes and behaviors can systematically change the relationship between High Performance Work Systems(HPWS) and performance, but the empirical studies involved is considered to be limited. Therefore, this study examined the effects of perceived High Performance Work Systems(HPWS) organization on the employee's job performance, and the mediating effect of job satisfaction and the moderating effect of Perceived Organizational Support(POS) in this relationship. In addition, the moderated mediating effects of the High Performance Work Systems(HPWS) considering the process and situation leading to job performance were verified. Through this process, the High Performance Work Systems(HPWS) was intended to verify the improvement of job performance through which route. The analysis results of 247 individual level data in public institutions showed that High Performance Work Systems(HPWS) had a positive relationship with job performance and job satisfaction, and job satisfaction positively mediated the relationship between High Performance Work Systems(HPWS) and job performance. In addition, Perceived Organizational Support(POS) moderate between employees' job satisfaction and job performance. In particular, both internal and external factors, which are subordinate to job satisfaction, were found to affect job performance regardless of the high and low group of Perceived Organizational Support(POS). As such, this study has theoretical implications in that it has empirically identified the medial effects of job satisfaction in High Performance Work Systems(HPWS) and job performance that have not been studied systematically in previous studies, and the moderating effects of Perceived Organizational Support(POS) in relation to job satisfaction and job performance. In addition, the practical implications aexist in that the design and introduction of a personnel system with clear objectives and high relevance to job have demonstrated the importance of successful implementation of a High Performance Work Systems(HPWS).

The global economy has stagnated due to COVID-19, and the era of low-interest rates continues due to changes in the benchmark interest rate. As liquidity increases due to continued low-interest rates, real estate prices rise and loans are increasing accordingly. Increased loans lead to increased profits, but insolvent loans cause large losses in financial institutions and reduce profits, negatively affecting management efficiency, so it is necessary to find ways to minimize the negative impact of bad debts and expand normal loans. The purpose of this study is to measure the inefficiency of bad loans using various directional distance functions and find a desirable direction, centering on Shinhyup in Busan and Gyeongnam, which have the highest delinquency rate in the country. Based on the fact that various directions can be given, which is an advantage of the directional distance function, five directional vectors are used to measure the inefficiency of each shape of the directional distance function. In addition, the inefficiency of local credit unions and organizational credit unions is measured, and the inefficiency is measured according to the asset size and the number of members. Finally, the effect of changes in normal and bad loans on inefficiency, that is, the sensitivity of efficiency, is measured. This study is different from previous studies in that it studied the Credit Union by measuring directional distance efficiency that gave five different directions to the increase in normal loans and the decrease in bad loans. According to the empirical results, first, it was most efficient when the ratio of increase in normal loans and decrease in bad loans remained at 3:1, so it seems desirable to increase normal loans and further reduce bad loans. Second, when comparing regional credit unions and collective credit unions, regional credit unions were found to be efficient in the same way as Busan and Gyeongnam. This means that small group credit unions are more inefficient than local credit unions when bad loans occur depending on economies of scale. Third, when comparing Busan and Gyeongnam organizational credit unions, Busan was found to be more efficient. This is because Busan includes many group credit unions consisting of members with high income and excellent creditworthiness. Fourth, in the sensitivity analysis of efficiency, it was confirmed that a union with high efficiency performance obtains better results when it attempts to increase normal loans and improve poor loans. Therefore, a strategy to improve the performance of the union is needed. Each union needs to continue to find safe and creditable loans and carefully manage bad loans. In addition, it is necessary to establish a strict management system for credit unions where bad loans frequently occur and to apply flexible management to sincere unions.