Earticle

본 연구는 일반병동에 근무하는 교대근무 간호사의 간호업무 수행실태와 직무만족도를 확인하기 위한 2차 자료 분석 연구이다. 연구 결과, 전체 간호 업무 중 대상자가 수행한 직접간호는 45%, 간접간호는 55%를 차지하였다. 교대 근무별로 주간에 수행한 업무량은 전체 업무량의 37.2%였고 인계 후 수행한 업무는 ‘직접간호(34.5%)’와 ‘기록과 보고 (25.8%)’였다. 대상자들은 본인이 수행한 업무 중 일부분에 대해 간호보조 인력에게 위임 가능하거나, 타 의료인과 경계 가 모호한 업무가 있다고 응답하였다. 야간근무의 직무이행도와 직무만족도 간의 유의한 상관관계(rs=.43, p=.01)가 있었다. 이러한 결과는 교대근무별 직무분석에 근거한 업무효율성 제고 및 EMR적용, 스마트 기기 등을 활용한 인계시 간 감소 전략, 업무 수행주체를 명확히 하는 방안이 필요함을 시사한다.

This study is a secondary data analysis to investigate the nursing tasks performance, appropriate performer, and job satisfaction in the general wards with sift work. We found that nurses performed direct (45%) and indirect nursing (55%). The workload per shift was 37.2% in the day, 35.6% in the evening, and 27.2% at night. The tasks performed after handover were ‘direct nursing (34.5%)’ and ‘documentation and notification (25.8%)’. Nurses responded that there were some tasks that could be delegated to nursing assistants or had ambiguous boundaries with other medical personnel. There was a significant correlation between compliance to the job description of the night shift and job satisfaction (rs=.43, p=.01). These results imply that it is necessary to establish strategies that will enhance work efficiency based on job analysis by shift work, reduce handover time using EMR system, stmart devices, and clarify appropriate performers.

본 연구는 ESG 경영인식이 조직성과로 전환되는 내부 메커니즘을 규명하고자 하였다. 최근 ESG는 기업의 외부 평판 관리 차원을 넘어 조직 운영 원리를 규정하는 제도적 기준으로 자리 잡고 있으나, ESG 인식이 구성원의 행동과 성과로 어떻게 연결되는지에 대한 조직 내부 수준의 실증 연구는 제한적이었다. 이에 본 연구는 조직구성원의 ESG 경영인식이 과업성과에 미치는 영향을 분석하고, 그 과정에서 조직시민행동의 매개 역할과 협력적 노사관계의 조절 효과를 통합적으로 검증하였다. 전국 기업 종사자 308명을 대상으로 설문조사를 실시하고 구조적 관계 분석을 수행한 결과, ESG 경영인식은 과업성과에 직접적으로 영향을 미치기보다는 조직시민행동을 통해 간접적으로 작용하는 것으로 나타났다. 또한 협력적 노사관계는 ESG 경영인식이 조직시민행동 에 미치는 영향을 부(-)의 방향으로 조절하는 것으로 확인되었으며, 협력적 노사관계가 낮은 조직일수록 ESG 인식의 행동 촉진 효과가 상대적으로 강하게 나타났다. 나아가 협력적 노사관계는 ESG 경영인식이 조직시민행동을 통해 과업성과로 이어지는 간접 경로의 크기 역시 조건화하는 것으로 확인되었다. 이러한 결과는 ESG 경영이 단순한 외부 대응 전략이 아니라 조직 내 행동 정렬 메커니즘으로 작동함을 보여주며, ESG 효과가 보편적이라 기보다 조직의 관계적 맥락에 따라 조건적으로 나타남을 시사한다. 본 연구는 ESG 연구를 성과 중심 관점에서 조직행동 중심 관점으로 확장하고, ESG 실행 전략이 조직 내 신뢰 구조와 협력 환경을 고려하여 설계될 필요가 있음을 제시한다. 향후 연구에서는 종단적 자료와 산업별 비교 분석을 통해 ESG 인식과 조직행동 간 관계를 보다 정교하게 검증할 필요가 있다.

This study aims to identify the internal mechanism through which ESG management perception is translated into organizational performance. While ESG has increasingly evolved from a tool of external reputation management into an institutional principle shaping organizational operations, empirical research examining how employees’ ESG perceptions influence behavioral and performance outcomes within organizations remains limited. To address this gap, this study investigates the effect of employees’ ESG management perception on task performance and examines the mediating role of organizational citizenship behavior as well as the moderating role of cooperative labor-management relations. Using survey data collected from 308 employees across various organizations and analyzing the structural relationships among the variables, the findings reveal that ESG management perception does not directly enhance task performance but operates indirectly through organizational citizenship behavior. Furthermore, cooperative labor-management relations were found to negatively moderate the relationship between ESG perception and organizational citizenship behavior, indicating that the behavioral activation effect of ESG perception is stronger in organizations with lower levels of cooperative labor-management relations. In addition, cooperative labor-management relations condition the strength of the indirect pathway through which ESG perception influences task performance via organizational citizenship behavior. These findings suggest that ESG functions not merely as an external compliance or signaling mechanism but as an internal alignment process shaping employee behavior. The study contributes to the literature by shifting ESG research from a performance-centric perspective to an organizational behavior perspective and highlights the importance of designing ESG implementation strategies that consider relational contexts within organizations. Future research should employ longitudinal data and cross-industry comparisons to further refine the relationship between ESG perception and organizational behavior.

선망과 관련하여 진행된 기존 연구결과 선망은 개인 및 조직에 부정적인 영향을 미치는 것으 로 나타났다. 하지만 선행 연구들은 주로 선망의 한 측면인 악의적 선망에 대해 연구해왔으며, 또 다른 측면인 우호적 선망과 관련하여서는 연구가 부족한 상황이다. 또한 민간기업의 근로자 로 연구의 표본이 한정되어 있으며, 선망의 결과를 조절하는 상황적 요인에 대한 연구는 부족한 상황이다. 이에 본 연구에서는 공공영역의 근로자인 공무원(208명)을 대상으로 악의적 선망이 대인관계 일탈행동에 미치는 효과, 우호적 선망이 과업성과에 미치는 효과 및 이러한 직접효과 에 대해 분배공정성이 조절효과를 보이는지를 공정성 귀인 모델에 따라 실증 분석하였다. 분석 결과 악의적 선망은 대인관계 일탈행동에 그리고 우호적 선망은 과업성과에 정(+)의 영향을 미 치는 것으로 나타났다. 그리고 분배공정성은 각각의 관계를 조절하는 것으로 나타났다. 구체적 으로 악의적 선망과 대인관계 일탈행동의 정의 관계는 분배공정성이 높을 때 더 강하게 조절되 는 반면, 우호적 선망과 과업성과의 정의 관계는 분배공정성이 높을 때 약화되는 것으로 나타났 다. 본 연구 결과는 공무원을 표본으로 악의적 선망과 우호적 선망 각각이 분배공정성과 상호작 용하여 대인관계 일탈행동과 과업성과에 어떠한 효과를 보이는지를 실증분석 함으로써 기존 선 망 연구를 확장하고 일반화하는데 기여했다고 판단된다. 특히 공정성 귀인 모델 관점에 따라 높 은 수준의 분배공정성이 항상 긍정적인 효과만 보이는 것은 아니라는 점을 밝힌 것은 의미가 있다고 할 수 있다.

Previous research on envy revealed that envy has negative effects on individuals and organizations. However, previous studies have mainly studied malicious envy, which is one aspect of envy, and there is a lack of research in relation to benign envy, which is another aspect. In addition, the sample of the study is limited to workers of private companies, and there is a lack of research on the situational factors that moderate the results of envy. In this study, using 208 public officials, we examined the effect of malicious envy on interpersonal deviance, the effect of benign envy on task performance, and whether the distributive justice has a moderating effect on these direct effects based on the attribution model of justice. The results showed that malicious envy has a positive effect on interpersonal deviance and benign envy on task performance. And distributive justice appeared to moderate each relationship. Specifically, when distributive justice is high, the positive relationship between malicious envy and interpersonal deviance is strengthened whereas the positive relationship between benign envy and task performance is weakened. The results of this study are considered to have contributed to the expansion and generalization of existing envy studies by empirically analyzing the effects of malicious envy and benign envy on interaction with distributive justice. In particular, according to the attribution model of justice, it is meaningful that the high level of distributive justice does not always show a positive effect.

조직에서 업무 수행의 결과는 개인의 성향과 그가 일하는 조직의 특성이 상호작용한 결과이다. 이를 기초로 학교조직에서 교사의 성향과 학교조직문화의 일치성이 교사의 직무수행에 어떤 영향을 미치는지를 알아보는 것이 이 연구의 목적이다. 우선 교사들이 인식하는 자신이 속한 학교문화와 자신의 문화성향 및 직무수행에 대한 분석 결과, 교사들은 현재 학교조직문화가 보존적 문화의 속성을 많이 가지고 있으며, 교사 자신들은 개인주의 성향보다는 집단주의 성향을 더 많이 가지고 있는 것으로 인식하고 있고, 직무수행수준에 대해서는 상당히 긍정적이고 높게 평가하고 있다. 교사개인의 성향에 따라 학교조직문화가 교사의 직무수행인식에 미치는 영향이 어떻게 달라지는지를 이원변량분석 해 본 결과, 개인주의 성향이 높을수록 합리적 문화와 보존적 문화가 강한 곳에서 직무수행을 효율적으로 수행하는 것으로 나타났다. 반면 집단주의 성향이 강한 경우에는 집단주의 성향이 낮은 경우에 비해 학교조직문화수준의 정도에 따른 직무수행에 큰 차이는 없는 것으로 나타났지만, 친화적 문화수준이 높을수록 직무수행을 효율적으로 수행하며, 보존적 문화에서도 인간관계와 상호작용을 나타냈다. 단편적으로 학교조직문화에 따른 직무수행의 정도에 대한 상관과 회귀분석에서는 보존적 문화는 어떠한 직무수행과도 유의한 상관과 유의값을 보여주지 못했지만, 개인의 문화성향과의 상호작용에 따라서는 보존적 문화 내에서도 직무수행에 효과가 달라짐을 알 수 있다.

본 연구의 목적은 IT 기업을 대상으로 역기능적 갈등(과업갈등, 관계갈등)과 과업 성과 간의 관계에서 조직지원인식(POS)의 조절 효과를 규명하는 것이다. 이를 위해 2024년 8월 1일부터 8월 30일까지 설문조사를 실시하였으며, 수집된 데이터를 바탕으로 회귀분석을 통해 가설을 검증하였다. 연구결과, 과업갈등은 업무 효율성과 팀 성과를 저하시켜 부정적인 영향을 미쳤고, 관계갈등은 팀 내 협력과 신뢰를 약화시켰다. 조직지원인식은 두 갈등의 부정적 영향을 완화했으며, 과업갈등에서 더 강력한 효과를 나타냈다. 또한, 과업갈등은 조직적 문제로 인식되어 조절 효과가 컸던 반면, 관계갈등은 개인 간 문제로 인식되어 효과가 낮았다. 이러한 결과는 IT 기업에서 조직지원인식을 강화하고, 과업갈등은 협력과 혁신의 기회로 활용하며, 관계갈등은 신뢰를 구축하고 경쟁을 완화하는 맞춤형 전략이 필요함을 시사한다. 본 연구는 갈등관리와 조직성과 향상을 위한 실무적·이론적 통찰을 제공하고자 하였다.

The purpose of this study is to investigates the moderating effect of perceived organizational support (POS) on the relationship between dysfunctional conflict (task and relational conflict) and task performance within IT companies. A survey was conducted from August 1, 2024, to August 30, and the hypotheses were tested using regression analysis based on the collected data. The findings show that task conflict negatively affects task performance by reducing work efficiency and team outcomes, while relational conflict undermines collaboration and trust within teams. POS alleviates the adverse effects of both conflict types, with a stronger moderating effect observed in task conflict than in relational conflict. Task conflict, perceived as an organizational issue, showed a more significant mitigation effect through POS, whereas relational conflict, viewed as a personal issue, demonstrated weaker mitigation effects. These results highlight the importance of enhancing POS in IT companies and suggest that task conflict can be leveraged as an opportunity for collaboration and innovation through clear goal-setting and prioritization. In contrast, relational conflict requires immediate resolution through trust-building and reduced competition. This study aimed to provides practical and theoretical insights into effective conflict management and performance improvement strategies.

본 연구에서는 MZ세대의 대두 및 팬데믹 이후 관심과 중요성이 높아지고 있는 일의 의미가 구성원들의 행동과 성과에 어떠한 영향을 미치는지를 확인하기 위해, 일의 의미가 직무성과에 미치는 영향에 관한 내재적 동기 부여와 정서적 몰입의 이중매개효과를 검증하고자 하였다. 국내 중소규모 대학 2곳의 교직원을 연구 대상으로 SPSS Process Macro Model 6를 통해 영향 요인들을 분석하였다. 분석 결과 일의 의미가 직무성과에 미치는 직접적인 영향은 통계적으로 유의미한 결과를 나타내었으나, 내재적 동기 부여와 정서적 몰입의 단순매개효과와 이중매개효과는 모두 통계적으로 유의미하지 않았다. 일의 의미가 역할 내 행동인 과업성과에 미치는 직접적인 영향에 대해서는 통계적으로 유의미하지 않았으며, 내재적 동기 부여의 단순매개효과는 통계적으로 유의미하였고, 정서적 몰입의 단순매개효과와 내재적 동기 부여와 정서적 몰입의 이중매개효과는 통계적으로 유의미하지 않았다. 마지막으로 일의 의미가 역할 외 행동인 조직시민행동 에 미치는 직접적인 영향은 통계적으로 유의미하였으며, 내재적 동기 부여와 정서적 몰입의 단순매개효과와 이중매개효과 모두 통계적으로 유의미하였다. 이러한 연구결과로 일의 의미를 개인 심리적 측면에 대한 영향이 아닌 행동과 성과에 대해 미치는 영향을 살펴보았다는 점과 일의 의미가 상이한 방식으로 과업성과와 조직시민행동에 영향을 미친다는 것을 확인할 수 있었다. 또한 조직 문화 및 교육훈련 측면에서의 일의 의미의 중요성을 확인하였다는 점에서 의의가 있다.

This study attempted to verify the dual mediating effect of intrinsic motivation and emotional commitment on the effect of the meaning of work on job performance in order to confirm how the meaning of work is increasing in interest and importance after the rise of the MZ generation and the pandemic affects members' behaviors and performance. This study was conducted on faculty members of two small and medium-sized universities in Korea, and major influencing factors were analyzed through the SPSS Process Macro Model 6. As a result of the analysis, the direct effect of work meaning on job performance showed statistically significant results, but neither the simple and double mediating effects of intrinsic motivation nor emotional commitment were statistically significant. The direct effect of work on task performance, which is an action within a role, was not statistically significant, and the simple mediating effect of intrinsic motivation was statistically significant, and the simple mediating effect of emotional commitment and the double mediating effect of intrinsic motivation and emotional commitment were not statistically significant. Finally, the direct effect of the meaning of work on organizational citizenship behavior, which is an action other than a role, was statistically significant, and both the simple and double mediating effects of intrinsic motivation and emotional commitment were statistically significant. These findings confirmed that the meaning of work affects behavior and performance, not on individual psychological aspects, and that the meaning of work affects task performance and organizational citizenship behavior in a different way by analyzing job performance separately in terms of behavior and outcome. It is also meaningful in that it provided a basis for emphasizing the importance of the meaning of work in terms of organizational culture and education and training in practice.

본 연구는 소셜미디어 상호작용을 통한 조직 구성원의 유용성 및 쌍방향 감지와 조직 구성원의 성과 간의 관계를 규명하고 조직기반 자존감의 매개효과를 밝히는 데 목적이 있다. 구체적으로 본 연구에서는 조직 구 성원의 유용성 및 쌍방향 감지가 조직기반 자존감에 유의미한 영향을 미치며 결과적으로 조직 구성원의 과 업성과와 맥락성과에 긍정적인 영향을 미칠 것으로 가정하였다. 본 연구의 가설 검증을 위하여 중국 베이징, 상하이, 관둥, 후난지역에 위치한 공공기관, 대기업, 중소기업 종사자들을 대상으로 설문조사를 실시하였다. 설문조사는 온라인 설문지 링크를 공유하여 진행하였으며 오류 를 가지는 응답을 제외하고 총 468부를 최종 분석에 사용하였다. 연구 분석은 SPSS 22.0과 AMOS 18.0을 활용하여 구조방정식으로 분석하였다. 가설 검증 결과를 살펴보면, 조직 구성원의 유용성 감지와 쌍방향 감지는 조직기반 자존감에 각각 정(+)의 영향을 미치는 것으로 나타났으며 조직기반 자존감은 조직 구성원의 과업성과와 맥락성과에 정(+)적으로 유 의미한 영향을 미치는 것으로 나타났다. 또한, 조직기반 자존감은 유용성 감지와 쌍방향 감지가 각각 과업성 과와 맥락성과에 미치는 영향에 있어 매개효과가 있음을 확인하였다. 이러한 실증분석 결과를 토대로 조직 구성원의 성과를 향상시키는 영향 요인으로서 조직에서의 소셜미디어 사용에 대한 학문적 및 실무적 함의를 도출하였다. 조직은 구성원 간의 서통이 될 수 있는 소셜 미디어 플랫폼을 조성하거나 활동을 지원함으로 그 들 간의 활동을 강화할 수 있으며 성과에 미치는 긍정적 효과를 유도할 수 있다. 즉, 소셜 미디어 활동은 조직 차원의 사회화 과정의 일부일 수 있으며 구성원 및 조직 차원의 성과를 가져오는 가치있는 수단으로 관리되어야 함을 보여준다.

The purpose of this study is to identify the relationship between the usefulness and interactive detection of organizational members through social media interaction and the performance of organizational members, and to reveal the mediating effect of organizational-based self-esteem. Specifically, this study assumed that the usefulness and interactive detection of organizational members have a significant impact on organizational-based self-esteem, and as a result, it will have a positive effect on the task and context performance of organizational members. To test the hypothesis of this study, a survey was conducted on workers at public institutions, large companies, and small and medium-sized enterprises located in Beijing, Shanghai, Guangdong, and Honan in China. The survey was conducted by sharing the link to the online questionnaire, and a total of 468 copies were used for the final analysis, excluding the responses with errors. The research analysis was analyzed using structural equation model using SPSS 22.0 and AMOS 18.0. The results of the hypothesis test showed that organizational members' usefulness and interactive detection had a positive (+) effect on organizational-based self-esteem, respectively, and organizational-based self-esteem had a positive (+) significant effect on organizational members' task and context performance. In addition, organizational-based self-esteem was tested to have a mediating effect on the effect of usefulness detection and interactive detection on task performance and context performance. Based on the results of this empirical analysis, academic and practical implications for the use of social media in organizations were discussed as influencing factors that improve the performance of organizational members. Organizations can strengthen their activities and induce positive effects on performance by creating social media platforms or supporting activities that can be communication between members. In other words, it shows that social media activities can be part of the socialization process at the organizational level and should be managed as a valuable means of bringing about performance at the members and organizational level.

Purpose: This study aimed to identify differences in perceived task performance, task importance, and educational needs for novice-level tasks among neonatal intensive care unit (NICU) nurses with varying levels of clinical experience and to provide foundational data for developing systematic educational programs to strengthen the competencies of novice nurses. Methods: Participants were recruited from the NICUs of three hospitals?one university-affiliated hospital and two general hospitals located in Busan, South Korea. Using convenience sampling, 116 staff nurses with at least 3 months of NICU experience were surveyed between March and November 2025. For comparative analysis, participants were divided into three career groups based on their NICU experience: <3 years, 3?9 years, and ≥9 years. Data were analyzed using descriptive statistics, analysis of variance, and the Scheffe test with IBM SPSS ver. 25.0, and importance?performance analysis (IPA) was conducted to prioritize educational needs. Results: Across all career groups, the “direct nursing performance” domain showed the highest task performance. Novice nurses with <3 years of experience reported significantly higher performance in central line care and transfusion management than those with ≥9 years of experience. The IPA identified central line management, and transfusion management as priority areas for improvement, while vital sign monitoring, respiratory surveillance and discharge education for parents were common educational needs regardless of experience level. Conclusion: Educational programs for novice NICU nurses should focus on strengthening patient safety?related competencies and should be progressively structured with simulation and case-based learning to enhance clinical performance

As SNS use becomes prevalent, its effect on performance has received much attention. The previous literature takes either positive or negative views of SNS, arguing that it either decreases performance by taking time and effort away from work or increases performance by providing social benefits for enhancing performance. Since both can be true, this study conducts an experiment to investigate how SNS use during a task simultaneously disturbs and enhances its performance. For this purpose, this research adopts distraction-conflict theory, distinguishes the types of task as simple and complex, and analyzes data including electroencephalography data. The results overall suggest that, when doing a simple task, SNS use operates positively on performance due to the positive effect of psychological arousal. However, when doing a complex task, SNS use operates neither positively nor negatively because the negative effect of psychological arousal and the positive effect of reduced stress offset each other.

본 연구는 국내 청소년 핸드볼지도자의 코칭리더십이 선수의 혁신행동 및 과업수행에 미치는 영향을 구명하는데 그 목적이 있다. 조사대상자는 2023년 대한핸드볼협회 등록된 중･고교 핸드볼 선수 378명을 군집표집(cluster sampling)하여 설문자료를 분석하였다. 자료분석은 SPSS 26.0과 AMOS 22.0을 이용하여 기술통계분석, 구조방정식모형 분석을 실시한 연 구결과는 다음과 같다. 첫째, 청소년 핸드볼지도자의 코칭리더십 요인 중 방향 제시는 선수의 혁신행동에 유의미한 영향을 미 쳤다. 둘째, 청소년 핸드볼지도자의 코칭리더십 요인 중 관계는 선수의 과업수행에 유의미한 영향을 미쳤다. 셋째, 선수의 혁신 행동은 과업수행에 유의미한 영향을 미치는 것으로 나타났다. 이러한 결과는 지도자가 문제해결 및 목표달성을 위해 명확한 지 도와 비전을 제시하는 것이 필요하며, 선수와 굳건한 신뢰관계를 형성하는 것이 과업수행능력을 높일 수 있음을 의미한다.

This study aims to investigate the effects of coaching leadership by youth handball coaches in South Korea on athletes' innovative behavior and task performance. The participants were 378 middle and high school handball players registered with the Korea Handball Federation in 2023. Using cluster sampling, survey data were collected and analyzed. Data analysis was conducted using SPSS 26.0 and AMOS 22.0, employing descriptive statistics and structural equation modeling (SEM). The main findings of the study are as follows: First, direction-setting, a dimension of coaching leadership, had a significant positive effect on athletes' innovative behavior. Second, the relationship factor of coaching leadership significantly influenced athletes' task performance. Third, athletes' innovative behavior was also found to have a significant impact on task performance. These results suggest that for effective problem-solving and goal attainment, coaches should provide clear guidance and vision. Moreover, building strong, trust-based relationships with athletes can enhance their task performance capabilities.

As the usage of smart phones increases, the characteristic of social interaction is changing. The purpose of this research is to investigate the impact of smart phones on the performance of communication and task-performance in temporary virtual teams using Media Synchronicity Theory (MST). „ccessibility‟is added to the model since it is a unique feature of smart phones. Task complexity moderates the positive relationship between media capabilities and performance. The familiarity of the media also influences the communication performance. This project is set to empirically test MST in a university setting. Consequently, this study provides opportunities for future research about smart phone‟ usability in virtual team projects and global organizations.

With the advent of communication technologies including electronic collaborative tools and conferencing systems provided over the Internet, virtual collaboration is becoming increasingly common in organizations. Virtual collaboration refers to an environment in which the people working together are interdependent in their tasks, share responsibility for outcomes, are geographically dispersed, and rely on mediated rather than face-to face, communication to produce an outcome. Research suggests that new sets of individual skill, knowledge, and ability (SKAs) are required to perform effectively in today’s virtualized workplace, which is labeled as individual virtual competence. It is also argued that use of online social networking sites may influence not only individuals’ daily lives but also their capability to manage their work-related relationships in organizations, which in turn leads to better performance. The existing research regarding (1) the relationship between virtual competence and task performance and (2) the relationship between online networking and task performance has been conducted based on different theoretical perspectives so that little is known about how online social networking and virtual competence interplay to predict individuals’ task performance. To fill this gap, this study raises the following research questions: (1) What is the individual virtual competence required for better adjustment to the virtual collaboration environment? (2) How does online networking via diverse social network service sites influence individuals’ task performance in organizations? (3) How do the joint effects of individual virtual competence and online networking influence task performance? To address these research questions, we first draw on the prior literature and derive four dimensions of individual virtual competence that are related with an individual’s self-concept, knowledge and ability. Computer self-efficacy is defined as the extent to which an individual beliefs in his or her ability to use computer technology broadly. Remotework self-efficacy is defined as the extent to which an individual beliefs in his or her ability to work and perform joint tasks with others in virtual settings. Virtual media skill is defined as the degree of confidence of individuals to function in their work role without face-to-face interactions. Virtual social skill is an individual’s skill level in using technologies to communicate in virtual settings to their full potential. It should be noted that the concept of virtual social skill is different from the self-efficacy and captures an individual’s cognition-based ability to build social relationships with others in virtual settings. Next, we discuss how online networking influences both individual virtual competence and task performance based on the social network theory and the social learning theory. We argue that online networking may enhance individuals’ capability in expanding their social networks with low costs. We also argue that online networking may enable individuals to learn the necessary skills regarding how they use technological functions, communicate with others, and share information and make social relations using the technical functions provided by electronic media, consequently increasing individual virtual competence. To examine the relationships among online networking, virtual competence, and task performance, we developed research models (the mediation, interaction, and additive models, respectively) by integrating the social network theory and the social learning theory. Using data from 112 employees of a virtualized company, we tested the proposed research models. The results of analysis partly support the mediation model in that online social networking positively influences individuals’ computer self-efficacy, virtual social skill, and virtual media skill, which are key predictors of individuals’ task performance. Furthermore, the results of the analysis partly support the interaction model in that the level of remotework self-efficacy moderates the relationship between online social networking and task performance. The results paint a picture of people adjusting to virtual collaboration that constrains and enables their task performance. This study contributes to research and practice. First, we suggest a shift of research focus to the individual level when examining virtual phenomena and theorize that online social networking can enhance individual virtual competence in some aspects. Second, we replicate and advance the prior competence literature by linking each component of virtual competence and objective task performance. The results of this study provide useful insights into how human resource responsibilities assess employees’ weakness and strength when they organize virtualized groups or projects. Furthermore, it provides managers with insights into the kinds of development or training programs that they can engage in with their employees to advance their ability to undertake virtual work.

혁신적 행동은 조직의 장기적인 생존을 위해 점점 더 중요해지고 있으며, 변화 지향적 리더십은 특히 구성원 의 혁신적 행동을 촉진하는 데 효과적이라고 주장되고 있다. 하지만 이 관계에 대한 실증적 증거가 부족하기 때 문에, 본 연구는 변화 지향적 리더십이 구성원의 성과에 미치는 영향을 분석하는 것에 중점을 두었다. 구체적으 로, 본 연구는 변화 지향적 리더십과 과업 성과 간의 관계에서 혁신적 행동의 매개 효과와 변화 지향적 리더십 과 혁신적 행동 간의 관계에서 심리적 임파워먼트의 조절 효과를 분석하였다. 동일방법편의(common method bias)를 해결하기 위해 3차에 걸쳐 설문지를 수집하였고, 연구 결과 심리적 임파워먼트는 변화 지향적 리더십과 혁신적 행동 간의 관계를 조절하며, 혁신적 행동은 변화 지향적 리더십과 과업 성과 간의 관계를 매개하는 것으 로 나타났다. 또한, 심리적 임파워먼트를 느끼는 개인이 변화 지향적 리더십을 인식할 때 혁신적 행동에 더 많이 참여할 가능성이 있다는 매개된 조절 효과가 발견되었다.

Innovative behavior is increasingly important for an organization’s long-term survival and change-oriented leadership has been argued to be particularly effective in engendering follower innovative behavior. Due to the lack of empirical evidence for this relationship, this study focuses on linking change-oriented leadership to follower performance outcomes. Specifically, the study explored how innovative behavior mediates the relationship between change-oriented leadership and task performance, as well as how psychological empowerment moderates the relationship between change-oriented leadership and innovative behavior. Data were gathered through a three-wave self-reported questionnaire conducted in South Korea. The study found psychological empowerment to moderate the relationship between change-oriented leadership and innovative behavior while innovative behavior mediated the relationship between change-oriented leadership and task performance. Moreover, the study found mediated moderation suggesting that individuals that feel empowered are more likely to engage in innovative behaviors when they perceive change-oriented leadership.

Purpose: This study investigated the effects of laser-based neck sensorimotor training on cognitive dual-task gait performance in community-dwelling older adults. Methods: Twenty-four older adults were randomly assigned to an experimental group (n = 12) or a control group (n = 12). Both groups trained three times per week for six weeks. The experimental group performed laser-based neck sensorimotor training using a head-mounted laser device, whereas the control group performed a general neck exercise program. Outcome measures included the 10-Meter Walk Test under single-task and cognitive dual-task conditions, dual-task cost (DTC), the Timed Up and Go dual-task test (TUGdt), the Functional Gait Assessment (FGA), and cervical movement sense error (MSE). Within-group changes were analyzed using the paired t-test, and between-group differences were analyzed using ANCOVA with baseline values as covariates. Results: The experimental group showed significant improvements in single-task gait speed, cognitive dual-task gait speed, DTC, TUGdt, FGA, and MSE after the intervention (all p < .001). The control group showed significant improvements in single-task gait speed and TUGdt (both p < .001), FGA (p = .003), and MSE (p = .034), whereas changes in cognitive dual-task gait speed (p = .386) and DTC (p = .831) were not significant. Between-group comparisons revealed significantly greater improvements in the experimental group for single-task gait speed, TUGdt, FGA, and MSE (all p < .001), cognitive dual-task gait speed (p = .006), and DTC (p = .003). Conclusion: Laser-based neck sensorimotor training demonstrated superior effects on cognitive dual-task gait performance, functional mobility, functional gait ability, and cervical movement sense in community-dwelling older adults relative to general neck exercise.

This study examined the effects of task complexity and language proficiency on L2 written narrative production based on the analyses of 52 written narratives produced by Japanese high school students under different task complexity conditions. Task complexity was manipulated along the proposed task complexity dimension of Here-and-Now vs. There-and-Then in Robinson (2001a, 2006). Language proficiency was defined as scores on the Michigan English Placement Test (MEPT). In order to investigate the effects of task complexity and proficiency, four modes of production metrics were employed as dependent variables: accuracy, structural complexity, lexical complexity and fluency. The results showed that the effects of task complexity and language proficiency were largely independent; however, there were signs of interactions particularly in the cases of accuracy and lexical complexity.

In a dynamic business environment, the enterprise mobility solution for a mobile office (EMS) has been adopted to increase the competitive edge of organizations. By using an EMS, performance is expected to be enhanced. However, the related literature has paid little interest to the impact of system quality in an EMS on the information quality produced by the system. On the basis of socio-technical theory, we posited that the system quality in an EMS influences information quality. In addition, we investigated the relationships between the above two qualities, use and job performance by considering task mobility and task inter-dependence as control variables. Survey respondents were from many industries using EMSs. The result of structural equation modeling shows that system quality positively affects information quality, and other relation-ships in the model are proven statistically significant. We also found that system quality has stronger impacts on use and job performance than information quality does in EMS. However, system quality does not affect use in case both task mobility and task inter-dependence exist. The theoretical and practical implications of the result are discussed in the paper.

Task structure as a task characteristic is believed to have a considerable effect on task performance in terms of accuracy, fluency and complexity. Studies in the literature focused on investigating task structure impact on oral out-put; however, this study examines how written task performance is affected by task structure. Thirty two EFL learners were selected for data collection. Each participant, then, narrated two tasks which differed with regard to their inherent structure (tight vs. loose). Collected data were coded and checked for measuring their accuracy, fluency and complexity. Findings of the statistical analysis revealed that structured tasks produced more fluent and complex performances while accuracy remained unaffected. Results have practical implications for language teaching, research and syllabus design.

The aim of the present study was to investigate the impact of two task-processing conditions (10 minutes of pre-task planning time and content familiarity of the task) on spoken performance in terms of the fluency, complexity, and accuracy in a narrative task. The subjects were 20 Korean undergraduate students with a high language proficiency. The results of the two-way interaction effect between the planning and familiarity of the MANOVA were significant in terms of pause length. The univariate test of familiarity in an unfamiliar condition for subordinate clauses in the MANOVA test was significant. The study also found a trade-off effect between complexity and accuracy in terms of the effects of planning time in planned and unfamiliar conditions. These results suggest that the performance of learners could be varied depending on the different combinations of task-processing conditions even in a single narrative task.