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The purpose of this study is to examine the relationships among hierarchical organizational culture, organizational support for women, sexual harassment and work-to-family enrichment of working women in South Korea.

A total of 196 responses from married female employees who had a child (or children) in for-profit organizations in South Korea were analyzed by using structural equation modeling and bootstrapping analysis.

The findings indicated that hierarchical organizational culture was negatively associated with organizational support and was positively associated with sexual harassment. In addition, an organizational atmosphere that is friendly and supportive to women had a positive effect on work-to-family enrichment. However, the more sexual harassment female workers experienced, the less positive the relationship between their work and family lives. Hierarchical organizational culture negatively affected work-to-family enrichment, but the effect was indirect through organizational support and sexual harassment.

These findings emphasize the importance of transforming the traditional culture in Korean organizations to reduce power distance to create a more female-friendly and supportive environment. With the dramatic recent increase in the number of female workers, building such an environment can enhance organizations’ competitiveness by creating a positive spillover effect between women’s work and family lives.

The purpose of this study was to compare South Korean female executives’ definitions of career success with those of male executives, identify their career development strategies for success and provide implications for research and practice. Two research questions guiding our inquiry included: How do female executives’ definitions of career success differ from those of male executives? What career development strategies do male and female executives use for career success?

A basic qualitative research design was used and semi-structured interviews were conducted with 15 male executives and 15 female executives in diverse corporations by using an interview protocol of 13 questions regarding participants’ background, definitions of career success and final thoughts. To analyze the interview data, we used both NVivo 11 and a manual coding method.

Gender differences were detected in the participants’ definitions of career success and success factors. As previous studies indicated, male and female executives had different perspectives on career success: men tended to define career success more objectively than women. Many male executives, through experiencing transforming changes in their careers, began to appreciate work–life balance and personal happiness from success. Gender differences were also detected in their career development challenges, meanings of mentors and networking activities. While work stress surfaced as a challenge that men faced, experiencing the token status in the gendered workplace was a major challenge for female participants.

In this study, three research agendas are presented, needing further investigation on career success, women’s token status and comparative analyses.

Three implications for practice have been provided, including organizational support, government’s role and HRD’s role.

Gender differences in this study were not as distinctive as previous literature has indicated. Some male executives valued more subjective career success than others, while a few female executives spoke of more objective definitions than others. These subtle differences could be captured through in-depth interviews. By hearing the participants’ stories, both objective and subjective definitions of success, for both genders, could be observed, which might not have been possible in quantitative research. In addition, the study findings reflect the nature of a uniquely Korean context. The participants worked in a Confucian and military culture, which operates in hierarchical structures and the command and control system, coupled with a heightened camaraderie spirit in the workplace.

This study aimed to examine the relationships among discriminary culture against women, hierarchical culture, sexual harassment and work–family conflict in the workplace.

Data were collected from female employees in South Korea. Structural equation modeling was employed to analyze 202 responses obtained through a self-report survey.

The findings indicate that (a) discriminatory culture against women and a hierarchical culture were positively related to sexual harassment, and (b) sexual harassment positively affected work–family conflict. Additionally, both a discriminatory culture against women and a hierarchical culture had indirect effects on work–family conflict, which were mediated by sexual harassment.

This study can help researchers better understand the relationship between organizational culture and the work experience of female employees by examining the mechanisms that influence their work–family conflict.

The purpose of this paper is to explore and examine the different word-of-mouth (WOM) acceptance and diffusion in social brand communities according to the level of self-monitoring.

A web-based experimental design was used. The design consisted of three-mixed design of 2 (type of social networking sites) × 2 (type of online brand communities) × 2 (self-monitoring). ANOVA analysis was conducted.

Findings indicate that the differences in acceptance and diffusion of WOM according to online brand community type, and there was a significant three-way interaction effect. Specifically, people who have high propensity to self-monitor showed greater WOM acceptance in a consumer-driven community in either type of social networking sites while people who have low propensity to self-monitor showed greater WOM diffusion in a consumer-driven community only in interest-based social networking sites.

An important implication is that the social networking sites where brand communities can be placed should be chosen with the full consideration of different desires consumers have in terms of their level of self-monitoring to increase WOM effects.

This paper proposes the self-monitoring tendency as the key factor that predicts WOM effects with revealing the optimal combination of types of social networking sites and online brand communities that is most preferable for consumers with different self-monitoring level.

This study aims to address the following research questions: Do the two types of service firms (individual or aggregator) have similar competitiveness on online search ads? How should the two types of service firms select optimal branded keywords to improve search performance? In addition, how do consumers’ search queries influence the service search performance of the two types of service firms?

In this study, the authors conduct an empirical analysis by building a two-stage choice modeling on the process of search engine ranking and consumer click-through decisions. The authors estimate the parameter coefficients and test the hypotheses using maximum likelihood estimation in the logistic regression model.

The empirical findings suggest that consumer response rates are highly dependent upon three aspects (service types, branded keyword strategy and consumer search query). First, the authors found that service aggregators receive greater consumer responses than individual service providers. Second, depending upon the various branded keyword strategies (e.g. generic vs branded, “within-type” vs “cross-type”) implemented by service aggregators or individual firms, the expected consumer responses could be quite different. Finally, customer’s search query, being either generic or branded, also has direct effect and interactive effect with service type on how consumers would response to the sponsored ads in the service search process.

The limitation of the research is twofold. First, conversion rate is not considered in the model estimation due to the nature of the data set. Second, the discussion about the keywords selection strategies is focusing on the hospitality industry. Future research shall further validate the generalizability into other industries.

First, given this competitive advantage, service aggregators should take an aggressive approach to adopting paid search strategy in acquiring new users and enhance its brand salience in the service ecosystem. Second, when considering other competitor’s brand names to include, if a firm is a service provider (e.g. hotel), a strategy that can help it receive higher consumer response would be to use “within-type” rather than “cross-type” branded keyword strategy. If a firm is a service aggregator, a better branded keyword strategy would be to use “across-type” instead of “within-type” approach. In addition, given that consumer’s brand awareness can influence the effectiveness of branded keyword strategy, online service search should target consumers in earlier stages of a decision journey.

The authors believe their theoretical framework can provide actionable solutions to service firms to ease customer’s search process, increase customer’s stickiness using search engines and add value to the customer relationships with all services entities within the digital ecosystem.

This study is the first to expand online search marketing into granule examinations (main and interactive effects of three key factors) in the service search domain. First, the authors differentiate service firms into two categories – online travel aggregators and individual hotels in the model. Second, the authors introduce two sets of new classifications of branded keywords for online service search research (i.e. own versus other brand and “cross-type” versus “within-type” branded keywords). Third, this study integrates service consumers’ search word specificity into the conceptual framework which is often missing in previous online search research.

This study addresses the critical imperative of quantifying building information modeling (bimalliance) benefits by augmenting existing methodologies, with a focus on monetization. Engaging industry practitioners, the research develops a comprehensive framework through an exhaustive literature review and a survey in the Swedish construction industry, incorporating insights from 128 respondents.

The framework, validated by industry experts, systematically assesses tangible BIM benefits against associated costs. It introduces a novel method in construction, addressing the lack of a unified approach. The resulting framework facilitates nuanced feasibility determinations by systematically evaluating BIM benefits against costs.

Despite its acknowledged limitations, the framework effectively captures a comprehensive range of costs and benefits, providing a more accurate and detailed estimation of BIM’s impact on project outcomes.

With practical implications, the framework enhances BIM understanding and application, contributing to effective project management throughout the construction supply chain lifecycle. Moreover, it aims to improve efficacy within the architecture, engineering, construction and operations industry.

The study empowers organizations and decision-makers with a bespoke tool for evaluating BIM feasibility, contributing to decision-making through a clarified numerical representation.