ScholarWorks@Gachon: Jo, Sung Jun

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Jo, Sung Jun (조성준)

Business Administration (Department of Business Management)

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Tel 031-750-5528
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LMX:3||내재적 동기부여:3||이직의도:3||직원 창의성:3||employee creativity:2||STIRPAT model:2||Sexual harassment:2||NCS:2||eHRM:2||organizational commitment:2||intrinsic motivation:2||turnover intention:2||AACSB:2||조직몰입:2||심리적 임파워먼트:2||HRIS:2||Convergence analysis:1||Core selfevaluation:1||Debt ratio:1||Differentiated Empowering Leadership:1||Discriminatory culture:1||Dispersion reduction:1||Distributive Justice:1||ESG rating:1||Employee Creativity:1||Employee empowerment:1||Employee participation:1||Environmental transformational leadership:1||Financial performance:1||Foucault&apos:1||Gamma index:1||Government sector:1||Green human resource management:1||HR tech:1||HR 테크:1||Hierarchical culture:1||Hierarchical organizational culture:1||Human resource management (HRM):1||Hydroelectricity intensity:1||Hydropower:1||Income per capita:1||Informal Learning:1||Innovative behaviour:1||Interactional Justice:1||Intrinsic Motivation:1||Kcontent industry:1||K콘텐츠 시장:1||Keyword network:1||Kinked experience curve:1||Knowledge Hiding:1||Knowledgebased Psychological Ownership:1||KoreaChina comparison:1||Learning leave scheme:1||Luke&apos:1||Massive Layoff:1||Millennials and Generation Z:1||NHG:1||National human resource development:1||Net hydroelectricity generation:1||Nonfinancial performance:1||Nonmarket strategy:1||Organizational Change:1||Organizational citizenship behaviours:1||Organizational culture:1||Organizational support for women:1||PACOVD:1||PACOVW:1||PPC model:1||Paid educational leave:1||Perceived Organizational Support:1||Policy borrowing:1||Population density:1||Population size:1||Positivity:1||Proenvironmental behavior:1||Proactivity:1||Procedural Justice:1||Psychological Empowerment:1||Psychological empowerment:1||Reduction of dispersion:1||Repurchase Intention:1||Research trends:1||Road crashes:1||Road fatality rate:1||Selfdirected learning:1||Sigma index:1||South Korea:1||Task Interdependence:1||Team learning behavior:1||Team performance:1||Team psychological safety:1||Terrestrial protection:1||Threshold regression model:1||Traffic congestion:1||Transactive memory system:1||Transformational leadership:1||Turnover Intention:1||Urban scaling model:1||Work Engagement:1||Workfamily conflict:1||Worktofamily enrichment:1||absolute AI divide:1||artificial intelligence:1||artificial intelligence divide:1||basic job competency:1||blindbased hiring:1||convergence:1||counterproductive work behavior:1||dependency:1||developmental feedback:1||developmental network:1||education:1||empowering leadership:1||global strategy:1||inclusive leadership:1||income:1||innovative work behavior.:1||job insecurity:1||job satisfaction:1||knowledge sharing:1||leadermember exchange:1||mean years of schooling:1||media industry:1||music industry:1||organizational culture:1||organizational cynicism:1||organizational innovation.:1||organizational learning culture:1||patents:1||perceived organizational support:1||proactive behavior:1||psychological empowerment:1||relationship strength:1||relative AI divide:1||robotic:1||s disciplinary power:1||s threedimensional power:1||selection tool:1||social capital:1||social sciences:1||speed of catchup:1||startups:1||strongties:1||urbanization:1||work engagement:1||γ convergence:1||σ convergence:1||강한 연결:1||경영학:1||경영학 교육:1||관계강도:1||관계적 정의:1||글로벌 전략:1||무형식학습:1||미디어 산업:1||배분적 정의:1||변혁적 리더십:1||브랜드:1||브랜드 경험:1||브랜드 사랑:1||브랜드 애착:1||블라인드 채용:1||비즈니스 스쿨:1||사회자본:1||업무몰입:1||육성적 피드백:1||음악 산업:1||인공지능:1||일 몰입:1||임파워링 리더십:1||자기개발 네트워크:1||재구매 의도:1||절차적 정의:1||정리해고:1||조직문화:1||조직변화:1||조직지원인식:1||조직학습문화:1||조직혁신:1||주도적 행동:1||지식공유:1||직무만족:1||직업기초능력:1||채용도구:1||포용적 리더십:1||한중비교:1||혁신업무행동:1||AI investment:1||Authentic leadership:1||Bibliometrics:1||Brand Attachment:1||Brand Experience:1||Brand Love:1||Business:1||Business education:1||Business school:1||Catchup process:1||Catchup effect:1||Classical experience curve:1||Classical viewpoint of power:1||Climate for innovation:1||Conservation of Resources Theory:1||

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