Since thriving at work was presented as a positive emotional, cognitive
psychological state, the positive effects of thriving at work have continued to accumulate.
And it can be confirmed that thriving at work as a psychological experience which
includes emotional vitality and cognitive learning, is an important independence variable
to lead innovation. Up until now, a lot of research has dealt with general study
settings such as large sized firm and so on. Yet, a lack of empirical researches on
this issue coupled with limited study regarding small- and medium-sized enterprises
and their R&D professionals with notable thriving at work act as a stumbling block
to advancing the study. Despite the factor that R&D personnel must be large for
innovative technology, which will be a key factor in small- and medium-sized enterprises
sustainable competitive advantage, previous research examining the intensity of R&D
personnel as a characteristic of small- and medium-sized enterprises can be considered
relatively insufficient. The higher the intensity of R&D personnel, the easier it will
be for R&D personnel to acquire and assimilate new knowledge and information,
as well as transform and utilize knowledge and information among R&D personnel,
and the effect of thriving at work on innovative behavior can be strengthened. To
this end, we conducted a survey of 60 small- and medium-sized enterprises and
213 R&D professionals working in R&D teams. The results illustrated that thriving
at work had no significant effects on innovative behavior. In addition, intensity of
R&D personnel illustrated the positive cross level moderating effect on the relationship
between thriving at work and innovative behavior. Specially, in case of highly intensity
of R&D personnel, thriving at work had positive effects on innovative behavior.
But, in case of lowly intensity of R&D personnel, thriving at work had no significant
effects on innovative behavior. Based on these findings, management implications
for R&D professional of small- and medium-sized enterprises were discussed.

This study aimed to explore the mediating effect of the work engagement
of SME employees on the relationship between their learning agility and change-oriented
organizational citizenship behavior as a personal resource based on the job
demands-resources model theory and empirically investigate the moderating effect
of work overload and role ambiguity on the relationship between learning agility
and work engagement as well as the mediating effect on the relationship with
change-oriented organizational citizenship behavior. To this end, 281 effective samples
of workers at Korean SMEs that have between 50 and 300 employees were utilized.
As a result, it was revealed that learning agility had a positive effect on change-oriented
organizational citizenship behavior with the mediator of work engagement. In addition,
role ambiguity was found to reduce the mediating effect of work engagement on
the relationship between learning agility and change-oriented organizational citizenship
behavior. This study shows that the learning agility of SME employees functions
as a personal resource that interacts with job demand. Furthermore, it provides practical
implications for the development and management of human resources for SMEs
in response to changes in the business environment.

In order to create jobs for retired athletes, local government S is developing
and implementing re-employment programs for retired athletes. This study examines
the effect of the 're-employment program for retired athletes and tries to identify
factors that affect re-employment. For this purpose, in this study, the career search
efficacy and career competency were analyzed as the efficacy related to the career
before and after participation in the program. Changes in expectations for
re-employment, a key variable in job search performance, were compared and analyzed.
In addition, the relationship between these variables and non-participation in the program
was examined. According to the results of the study, the re-employment program
for retired athletes was found to be effective in making positive changed to the
participants. The program participants had improved career-related efficacy and
re-employment expectations compared to non-participants. Lastly, the characteristics
of the retired athletes program in this study can be applied to the retired athletes
through understanding SMEs and job matching services for SMEs. Based on these
results, practical suggestions and implications for re-employment programs for retired
athletes were presented.

This paper examined the relationship between the default risk of loans
guaranteed by Local Credit Guarantee Foundation(hearafter LCGF), and the
characteristics of the guarantee/beneficiary. We analysed through logistic model and
hazard model using individual-level data on credit guarantees provided by LCGF
from 2006 to 2015. As a result, it was confirmed that the amount of guarantee,
type of guarantee, type of business, personal credit rating (CB grade), firm age, current
sales, sales growth rate, and whether business site is owned were statistically
significantly related to the probability of subrogation. As a result of examining the
effect of the GRDP growth rate on the probability of subrogation, it was confirmed
that there was a significant relationship on average. Sensitivity to economic fluctuations
differed depending on guarantee type, repayment method, industry type, company
size, company type, credit rating, firm age, and whether a business site is owned.
Considering the results of this study, LCGF needs to develop a system to improve
the credit evaluation system by guarantee characteristics and borrower characteristics,
and also to businesses that need intensive management according to the economic
situation.

Since thriving at work was presented as a positive emotional, cognitive
psychological state, the positive effects of thriving at work have continued to accumulate.
And it can be confirmed that thriving at work as a psychological experience which
includes emotional vitality and cognitive learning, is an important independence variable
to lead innovation. Up until now, a lot of research has dealt with general study
settings such as large sized firm and so on. Yet, a lack of empirical researches on
this issue coupled with limited study regarding small- and medium-sized enterprises
and their R&D professionals with notable thriving at work act as a stumbling block
to advancing the study. Despite the factor that R&D personnel must be large for
innovative technology, which will be a key factor in small- and medium-sized enterprises
sustainable competitive advantage, previous research examining the intensity of R&D
personnel as a characteristic of small- and medium-sized enterprises can be considered
relatively insufficient. The higher the intensity of R&D personnel, the easier it will
be for R&D personnel to acquire and assimilate new knowledge and information,
as well as transform and utilize knowledge and information among R&D personnel,
and the effect of thriving at work on innovative behavior can be strengthened. To
this end, we conducted a survey of 60 small- and medium-sized enterprises and
213 R&D professionals working in R&D teams. The results illustrated that thriving
at work had no significant effects on innovative behavior. In addition, intensity of
R&D personnel illustrated the positive cross level moderating effect on the relationship
between thriving at work and innovative behavior. Specially, in case of highly intensity
of R&D personnel, thriving at work had positive effects on innovative behavior.
But, in case of lowly intensity of R&D personnel, thriving at work had no significant
effects on innovative behavior. Based on these findings, management implications
for R&D professional of small- and medium-sized enterprises were discussed.