Family Responsibility and Satisfaction with Teleworking in the United States Federal Government

Yongjin Sa,Soyoung Park 한국인사행정학회 2017 한국인사행정학회보 Vol.16 No.2

Beyond the context of a teleworker’s overall job satisfaction, very few studies have focused particularly on a teleworker’s satisfaction with teleworking arrangement itself. As a result, public managers, practitioners and public administration scholars do not have data regarding the factors that may be associated with federal teleworkers’ satisfaction levels with teleworking. To address, the main purpose of this study is to empirically examine the association of federal government teleworkers’ family responsibilities (i.e., child and elder care obligations) and satisfaction levels with the dependent care programs provided by their organizations with their teleworking satisfaction levels. The empirical analysis of this study demonstrates that federal teleworkers who have child and elder care obligations exhibited lower levels of teleworking satisfaction than did the teleworkers who do not have such obligations. The study also supports that federal teleworkers with higher levels of satisfaction with their child and elder care programs reported higher levels of teleworking satisfaction. The empirical findings, theoretical and managerial implications, and limitations of this research with suggestions for future teleworking research are thoroughly discussed in this article.

Probing the Relationship between Satisfaction with FLEXIBLE-WORK Arrangement and Performance: With a Focus on the Moderating Effect Organizational Commitment

Yongjin Sa J-INSTITUTE 2021 International Journal of Crisis & Safety Vol.6 No.3

Purpose: There are two primary purposes of this study. The first of which is to examine and validate the rela-tionship between the satisfaction with flexible work arrangement and(individual) performance in the public sector. The second of which is to quantitatively validate the moderating effect of organizational commitment on the rela-tionship between the satisfaction with flexible work arrangement and performance. Recognizing that studies in Korea on the flexible work arrangement, especially most of the quantitative studies have been focused on the studies to validate the effect of the flexible work arrangement, and given the inadequacy of the studies statistical-ly validating the relationship with the satisfaction with flexible work arrangement, the goal lies with contributing to the development of the flexible work arrangement related studies. Method: To validate the hypothesis of this study, the data of the 2020 Public Service Life Survey provided by the Korea Institute of Public Administration was utilized. The target of this study was civil servants serving at gen-eral(administrative/technical/managemental) duties affiliated with central administrative agencies and self gov-erning governments. Variables for this study include performance(dependent variable), satisfaction with flexible work arrangement(independent variable), organizational commitment(control variable), gender, age, marital status, educational background, and position(control variable), etc. To validate the hypothesis, a statistical analy-sis was performed to validate the moderating effect by using the regression analysis. Results: The key contents of the results of the statistical analysis of this study are as follows. First, the more the civil servant perceived greater satisfaction with the flexible work arrangement, the higher the individual s per-ceived performance level. Second, it was confirmed that the organizational commitment variable has had the ef-fect of partially adjusting the positive relationship between the satisfaction with flexible work arrangement and performance. In conclusion, both the first and second hypotheses used in this study were statistically verified. In connection with the control variables, the perceived(individual) performance of the older civil servant also turned out to be higher, and it was analyzed that the perceived performance of the unmarried civil servants was higher than that of the married. Furthermore, it turned out that there is a positive relationship of influence between the level of education and performance. Conclusion: This study, which presented a positive relationship of influence through the quantitative analysis between the satisfaction with flexible work arrangement and performance, is determined to be capable of making contribution to the development of domestic flexible work arrangement related studies to date. Furthermore, in order to further expand the positive relationship between the satisfaction with flexible work arrangement and performance, it was confirmed through the validation of the hypothesis of this study that the extent of organiza-tional commitment of the members is crucial.

The Study on Relationship between Satisfaction with FLEXIBLE-WORK Arrangement, Job Satisfaction and Decision Making

Yongjin Sa J-INSTITUTE 2021 Public Value Vol.6 No.3

Purpose: The primary purpose of this study is to quantitatively analyze the relationship between civil servants satisfaction with flexible-work arrangement and their job satisfaction. In addition, another goal of this study is to verify the moderating effect of decision-making on the relationship between satisfaction with flexible-work system and job satisfaction. By doing so, this study is highly anticipated not only to contribute to the development of Korea’s quantitative research on flexible-work system, but also to provide implications for enhancing the effects of flexible-work arrangement from a practical point of view. Method: To verify the hypotheses of this study, the 2020 Public Employee Perception Survey data provided by the Korea Institute of Public Administration(KIPA) was used. The subjects of this survey are public officials from the central administrative agencies and metropolitan local governments. Variables included in the analysis model of this study include job satisfaction(dependent variable), satisfaction with flexible-work arrange-ment(independent variable), decision-making(control variable), gender, age, marital status, educational back-ground, and position(control variable). Statistical analysis was performed to verify the moderating effect by vali-dating the hypotheses through regression analysis. Results: As a result of the statistical analysis, civil servants with a higher level of satisfaction with their flexible-work arrangement were found to have a higher job satisfaction than their counterpart. Moreover, hypothesis test-ing on the moderating effect of decision-making on the relationship between satisfaction with flexible-work ar-rangement and job satisfaction verified a partial moderating effect of decision-making. In addition, older civil servants and married civil servants tend to have higher job satisfaction than each of their corresponding counter-parts. Conclusion: In order to overcome the limitations of quantitative studies conducted on flexible-work arrange-ment in Korea, this study analyzed the quantitative relationship between satisfaction with flexible-work system and job satisfaction and confirmed a positive relationship between the two variables. In addition, the moderating effect of decision-making on the positive influential relationship between satisfaction with flexible-work arrange-ment and job satisfaction were verified. It suggests that in order to further strengthen the positive relationship between satisfaction with flexible-work system and job satisfaction, efforts need to be made to enhance the fair-ness and transparency of decision-making process within organizations.

A Study on the Relationship between the Utilization of Flexible Work System and Organizational Result Variables

Yongjin Sa J-INSTITUTE 2023 Regulations Vol.8 No.-

Purpose: The main purpose of this study is as follows. First, it analyzes the differences in organizational outcome variables(work-life balance, boss reliability, job satisfaction, work performance, and organizational commitment) according to the use of the flexible work system. Second, it analyzes the difference between the presence or absence of experience in using the flexible work system and organizational outcome variables(work-life balance, boss reliability, job satisfaction, work performance, and organizational commitment). Third, it analyzes the difference between experience without permission for the flexible work system and organizational outcome variables(work-life balance, boss reliability, job satisfaction, work performance, and organizational commitment). Method: In order to achieve the purpose of this study, a questionnaire was designed for public officials in Daegu to understand the use of the flexible work system and the degree of recognition of organizational outcome variables. Organizational outcome variables included family-friendly policy satisfaction, work-life balance, organizational contribution, boss trust, organizational satisfaction, job satisfaction, work performance, turnover intention, organizational commitment, and life satisfaction. In order to achieve the purpose of this study, basic statistical analysis, frequency analysis, and cross-analysis were sequentially performed. Results: As a result of the statistical analysis of this study, there is a difference in the level of awareness of organizational outcome variables between groups that currently use and do not use the flexible work system, and groups that do not have permission to use the flexible work system. Conclusion: The statistical analysis results of this study suggest that there is a clear difference in perception between groups of workers in different situations regarding the use of the flexible work system. This is thought to be a policy implication necessary for the proper design of the flexible work system in public organizations and the more active use of the flexible work system.

Bureaucratic Managers and Diversity Programs

YongJin Sa(사용진),James Gerard Caillier 한국정부학회 2016 한국행정논집 Vol.28 No.2

Although there is no paucity of research investigating the theory of representative bureaucracy in agencies, there are still avenues that have not been explored. One such area is the demographic composition of managers and the impact that they have on influencing diversity policies inside agencies. As a result, we examined the extent to which the ethnic characteristics of managers affected employee perceptions of diversity policies in US federal agencies. The results indicate that minority managers in general did not have an effect on perceptions regarding diversity policies. However, African-American managers were found to have a positive effect on perceptions of these policies, while Hispanic managers were found to have a negative impact on perceptions of diversity policies. Only the relationship between African-Americans and the promotion of diversity policies was consistent with the theory of representative bureaucracy. The implications these findings have for theory and practice are discussed.

Analysis of Prior Research Trends on the Financial Safety for Components of Public Spending and Economic Growth

Yongjin Sa J-INSTITUTE 2022 International Journal of Crisis & Safety Vol.7 No.2

Purpose: The primary purpose of this study is to analyze the main content of discussions on the relationship between the size of government spending and economic growth. Furthermore, the secondary purpose of this study is to analyze the main discussion content of the papers that studied the relationship between different items of government expenditure and economic growth. In this way, this study can contribute to exploring the research flow and direction between government spending and economic growth. Method: This study systematically collected and investigated quantitative and qualitative studies that analyzed the relationship between the size of government spending and economic growth and the relationship between government spending items and economic growth. In addition, policy reports and related data on economic data and impact analysis between government spending and economic growth were additionally utilized in addition to the analysis of previous studies. Results: Most of the research so far has focused on the relationship between the size of government spending and economic growth. In other words, it was confirmed that there were not many studies that recognized the differences between government expenditure items and analyzed the different quantitative relationships between different expenditure items and economic growth. Conclusion: In future research, it is necessary to analyze the different impact relationships between government spending items and economic growth, and follow-up studies that can suggest more specific and practical policy implications according to the results. It is also needed to analyze the quantitative relationship between different expenditure items and economic growth at the local government level and to draw implications for the different influence relationships between government spending and economic growth at different levels of government.

Relationship between satisfaction with flexible work system and organizational satisfaction in public sector : The moderating effect of gender and age

사용진 ( Yongjin Sa ) 한국정치사회연구소 2023 한국과 국제사회 Vol.7 No.6

본 연구는 유연근무제 관련 공무원 인식조사를 활용하여 다음 두 가지의 주요 목적을 위한 통계적 분석을 수행하고자 한다. 첫째, 유연근무제 활용 만족도 수준과 조직 만족도 수준 간의 영향 관계를 정량적으로 검증하는 것이다. 둘째, 유연근무제 활용 만족도와 조직만족도 수준 간의 영향 관계에서 공무원의 성별과 연령이 갖는 조절효과를 분석하는 것이다. 본 연구의 목적 달성과 가설 검증을 위해 우리나라 D 자치단체공무원을 대상으로 설문조사를 수행하였다. 응답자 공무원의 소속은 D 자치단체 본청, 직속기관, 산하기관, 사업소 등이 포함되었으며, 정규직 신분의 지방직 공무원이다. 기초통계분석, 상관관계분석과 더불어 본 연구의 가설 검증을 위해 회귀분석을 수행하였다. 분석 결과, 유연근무제 활용 만족도 수준과 조직만족도 수준 간은 통계적으로 유의미한 양의 관계가 있음이 검증되었다. 또한, 공무원의 성별과 연령대 변수 모두 유연근무제 활용 만족도 수준과 조직만족도 간의 관계를 유의미하게 조절하는 효과가 있음이 검증되었다. 특히, 성별과 유연근무제 활용 만족도의 상호작용항과 연령대와 유연근무제 활용 만족도의 상호작용항의 회귀계수가 모두 통계적으로 유의미하게 나타난 점은 정부조직의 유연근무제 활용과 정책 집행에 있어 중요한 시사점이 있다고 판단된다. 본 연구를 통해서 지금까지 유연근무제 활용 여부 자체에 대한 효과 검증에 치우쳐 있던 국내 공공기관 대상 유연근무제 연구의 이론적 확장이 이루어지길 기대한다. 유연근무제 이용 여부 자체에서 벗어나 유연근무제 활용 만족도 수준이 여러 다양한 조직결과변수들에 미치는 효과를 검증함으로써 국내 공공부문 유연 근무제 연구는 더욱 더 다양하고 심도있게 추진될 수 있을 것으로 기대한다. 아울러, 정부조직에서의 유연근무제의 보다 합리적인 정착과 적극적인 활용이라는 실무적 관점에서 본 연구에서 제시하고 있는 통계분석 결과가 이에 기여할 수 있을 것이다. This study intends to perform statistical analysis for the following two main purposes. First, it is to quantitatively verify the relationship between the level of satisfaction with flexible working hours and the level of organizational satisfaction. Second, it is to analyze the moderating effect of the gender and age of public officials in the relationship between satisfaction with the use of flexible working hours and the level of organizational satisfaction. In order to achieve the purpose of this study and test the hypothesis, a survey was conducted targeting public officials of D local government in Korea. In addition to basic statistical analysis and correlation analysis, regression analysis was performed to test the hypotheses of this study. As a result of the analysis, it was verified that there was a statistically significant positive relationship between the level of satisfaction with the use of flexible working hours and the level of organizational satisfaction. In addition, it was verified that both the gender and age variables of public servants had a significant effect of regulating the relationship between the level of satisfaction with flexible working hours and organizational satisfaction. In particular, the fact that the regression coefficients of the interaction term between gender and satisfaction with the use of flexible work systems and the interaction term between age and satisfaction with use of flexible work systems were all statistically significant was judged to have important implications for the use of flexible work systems and policy implementation in government organizations.

Volume of Teleworking and Satisfaction with Teleworking: Evidence from U.S Federal Agencies

사용진(Yongjin Sa),박소영(Soyoung Park) 한국인사행정학회 2016 한국인사행정학회보 Vol.15 No.1

This study aims to provide a better understanding of the factors that influence teleworkers’ satisfaction with teleworking in the U.S federal agencies. To advance the extant teleworking literature, in particular, this research empirically tests whether federal teleworkers’ levels of satisfaction with teleworking are significantly different by their volume (frequency) of teleworking. To examine, this study utilizes the 2011 Federal Employee Viewpoint Survey collected by the U.S. Office of Personnel Management. The empirical findings of this study support a positive association between teleworkers’ volume (frequency) of teleworking and their teleworking satisfaction levels. Several possible explanations for the discrepancy between Golden’s (2006) curvilinear inverted U-shape between volume (frequency) of teleworking and teleworkers’ job satisfaction and the empirical findings of this research are discussed. The theoretical contributions, managerial implications, limitations and future research suggestions of this study are discussed.

일반논문 : 재택근무의 양/빈도와 재택근무 만족도와의 관계 분석: 미연방정부 공무원들의 인식조사를 중심으로

사용진 ( Yongjin Sa ),박소영 ( Soyoung Park ) 한국인사행정학회 2016 한국인사행정학회보 Vol.15 No.1

본 연구의 목적은 미연방정부 공무원들의 인식조사를 근거로, teleworking의 양/빈도의 정도가 teleworking 만족도에 미치는 영향에 관한 실증적 분석을 제공함으로써, teleworking 그리고 family-friendly policy 연구 발전에 기여하고자 함에 있다. 이를 위해, 본 연구에서는 U.S. Office of Personnel Management에서 실시한 2011 Federal Employee Viewpoint Survey를 사용하였다. 분석결과, 일주일에 3일 이상 teleworking을 이용하는 공무원들의 teleworking 만족도가, 다른 정도의 양/빈도로 teleworking을 이용하는 공무원들보다 가장 높은 것으로 나타났다. 본 연구의 분석결과와, 한계점, 그리고 teleworking과 family-friendly policy 연구의 발전에 기여할 수 있다고 제안한 후속 연구의 주제들에 대해서 심도 있게 논의하였다. This study aims to provide a better understanding of the factors that influence teleworkers’ satisfaction with teleworking in the U.S federal agencies. To advance the extant teleworking literature, in particular, this research empirically tests whether federal teleworkers’ levels of satisfaction with teleworking are significantly different by their volume (frequency) of teleworking. To examine, this study utilizes the 2011 Federal Employee Viewpoint Survey collected by the U.S. Office of Personnel Management. The empirical findings of this study support a positive association between teleworkers’ volume (frequency) of teleworking and their teleworking satisfaction levels. Several possible explanations for the discrepancy between Golden’s (2006) curvilinear inverted U-shape between volume (frequency) of teleworking and teleworkers’ job satisfaction and the empirical findings of this research are discussed. The theoretical contributions, managerial implications, limitations and future research suggestions of this study are discussed.

Are There Differences in Employees’ Perceived Link of Diversity Management with Work Group Performance, Job Satisfaction and Intentions to Leave by Ethnic Diversity and Supervisory Level?: Evidence from U.S. Federal Agencies

사용진(Yongjin Sa) 한국인사행정학회 2015 한국인사행정학회보 Vol.14 No.4

Most of the studies on diversity management in public sectors have been entirely based on an aggregated level of analysis. Namely, very few studies have empirically examined whether there are differences between non-whites and whites in employees’ perceived link of the existence of diversity management in agencies with outcomes across their supervisory levels. To address, this study explores the extent to which employees perceive the link between diversity management and outcomes such as work group performance, job satisfaction, and turnover intention in U.S. federal agencies. This research also investigates the different link of employees’ perceived diversity management with those outcomes for non-white and white employees at three managerial levels: non-supervisors/ team leaders, supervisors/ managers, and executives. The empirical results drawn from a series of ordinary least squares regressions show that employees’ perceptions on the existence of diversity management in their agencies are positively correlated with work group performance and job satisfaction, whereas it is negatively correlated with intentions to leave their positions. Furthermore, this research demonstrates that federal employees’perceptions about the link between the existence of diversity management and work-related outcomes vary significantly between non-whites and whites depending on their managerial levels.