• Title/Summary/Keyword: 조직시민행동

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The Effect of Relational Conflict and Task Conflict between the hotel employee on Organization Citizenship Behavior - Moderating Effect of Self leadership (호텔 종사원의 관계갈등과 과업갈등이 조직시민행동에 미치는 영향 - 셀프리더십의 조절효과)

  • Kim, Jeong-O
    • Proceedings of the Korean Society of Computer Information Conference
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    • pp.163-166
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    • 2020
  • 호텔기업은 최고의 서비스를 주고받는 산업으로 다른 기업과의 비교우위를 위하여 우수한 인력개발을 통해 조직의 효율성을 확보하는 전략에 초점을 맞추어 왔다. 따라서 본 연구는 호텔종사원을 연구대상으로 선정하여 첫째, 관계갈등이 조직시민행동에 영향을 미칠 것이다, 둘째, 과업갈등이 조직시민 행동에 영향을 미칠 것이다. 셋째, 관계갈등과 조직시민행동과의 관계, 과업갈등과 조직시민행동과의 관계에서 셀프리더십의 조절을 살펴보았다. 자료 수집을 위한 설문조사는 서울 경기도 지역의 특급호텔 종사원을 대상으로 400명에게 설문을 실시하였다. 분석결과를 예측해보면 첫째, 관계갈등은 조직시민행동에 유의미한 관계를 미칠 것으로, 둘째 과업갈등은 조직시민행동에 유의미한 관계를 미칠 것으로, 셋째, 셀프리더십은 관계갈등과 조직시민행동간의 관계에서 조절변수의 역할을 넷째, 셀프리더십은 과업갈등과 조직시민행동에 조절효과를 미칠 것으로 판단되어 진다. 조직시민행동의 예측변인으로서 관계갈등과 과업갈등에 대하여 탐색적인 수준에서 연구가 이루어졌음에도 관계갈등과 조직시민행동 그리고 셀프리더십의 상호작용을 다룬 연구가 이루어진 것에 의미가 있다. 또한 관계갈등과 조직시민행동의 관계를 조절하고 과업갈등과 조직시민행동과의 관계를 조절할 것으로 예측되어지는데 이는 후속연구의 바탕이 될 수 있을 것이다. 이런 연구결과를 바탕으로 조직의 관리자는 관계갈등과 과업갈등을 최소화 하고 조직시민행동을 높일 수 있는 방안에 대한 다양한 자기개발 및 프로그램을 개발하고 종사원에게 제공하여 건실한 조직문화를 이루어야 하겠다.

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사회적책임이 조직신뢰, 조직몰입, 조직시민행동에 미치는 영향: 강원도기업을 중심으로

  • 손정환;이용수
    • 한국벤처창업학회:학술대회논문집
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    • pp.185-190
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    • 2020
  • 2000년대 이후 기업의 경제적 이익을 위한 본연의 성과를 성취하기 위해서는 영리적 이익추구 이외에도 기업 내외부의 관여된 활동 범주 내에서 투자자, 소비자, 시민단체 그리고 노동조합등에 사회적책임(Corporate Social Responsibility:CSR)의 중요성이 점차 커져가고 있다. 이 중 사회적책임과 조직 내 구성원들의 조직유효성의 영향에 대한 다양한 선행논문이 있었으나, 지역으로 세분화하여 분석한 연구가 상대적으로 미비하였다. 이에 따라 강원도를 한정한 사회적책임이 조직신뢰, 조직몰입, 조직시민행동에 미치는 영향을 분석하여 강원도 소재 기업들의 사회적책임에 대한 기반적 자료로써 활용될 것으로 여겨진다. 이를 확인하기 위해 본 연구는 강원도 소재 기업에 종사하는 구성원들을 대상으로 자료를 수집하여 총 186부의 표본을 활용하였다. 검증결과 사회적책임이 조직신뢰, 조직몰입이 긍정적인 영향을 미치나 조직시민행동에 부분적으로 채택되었으며, 조직신뢰는 조직시민행동에 긍정적 영향을 미치고 조직몰입은 조직시민행동에 부분적으로 영향을 미치는 것으로 연구되었다. 본 연구는 선행논문에서 밝힌 사회적책임이 조직신뢰, 조직몰입, 조직시민행동에 미치는 영향에 대해서 지역을 한정해서 연구했으며, 분석결과 강원도 지역 내 사회적경제기업들이 다수 포진되어 있으며, 공동체성이 높기 때문에 사회적책임이 조직 유효성과 조직시민행동에 영향을 미치는 것으로 나타났다.

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Analysis on the Effect of Incentive Gap of Teacher's Merit-pay on Organizational Commitment and Organizational Citizenship Behavior (교사의 교원성과급 등급이 조직몰입 및 조직시민행동에 미치는 영향)

  • Lee, Jaewoon;Kang, Kyungseok
    • Korean Educational Research Journal
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    • v.37 no.1
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    • pp.47-66
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    • 2016
  • The purpose of this study is to examine the analysis on the effect of incentive gap of teacher's merit-pay on organizational commitment and organizational citizenship behavior. The study verified the hypothetical path model and analyzed the effects of incentive gap of teacher's merit-pay, organizational commitment and organizational citizenship behavior. The subjects of the study are 762 elementary and secondary school teachers. The results of the study are as follows: Firstly, it was found that there are significant correlations among incentive gap of teacher's merit-pay, organizational commitment and organizational citizenship behavior. Secondly, incentive gap of teacher's merit-pay affects organizational commitment and organizational citizenship behavior. Lastly, S grade teachers of teacher's merit-pay are more organizational commitment and organizational citizenship behavior level were higher than A and B grade teacher. Therefore teacher's merit-pay have positive impacts to the teachers.

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Mediation and Moderation Effects of Organizational Citizenship Behavior between Nursing Performance and Turnover Intention (간호업무수행과 이직의도 간의 관계에서 조직시민행동의 조절 및 매개효과 분석)

  • Kim, Eun-Hee;Lee, Eunjoo
    • The Journal of the Korea Contents Association
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    • v.15 no.11
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    • pp.250-262
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    • 2015
  • The purpose of this study was to investigate the mediating and moderating effects of organizational citizenship behavior on the relationship between nursing performance and turnover intention. Data were collected from 439 nurses in 3 tertiary hospitals and 2 secondary hospitals and analyzed by PASW 18.0 and AMOS 18.0. The findings were as follows. The correlation coefficients of the study variables were all statistically significant. The organizational citizenship behavior showed mediating effects between the nursing performance and turnover intention. On the other hand, organizational citizenship behavior did not have moderating effects. Various strategies that are purposed to enhancing organizational citizenship behavior among nurses should be developed to reduce turnover intention of nurse who have high nursing performance.

Impact of Perceived Organizational Justice on the Organizational Citizenship of Civil Servant's (공무원이 인지하는 조직공정성 요인이 조직시민행동에 미치는 영향)

  • Jung, Seok-Hwan
    • The Journal of the Korea Contents Association
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    • v.13 no.2
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    • pp.244-253
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    • 2013
  • This research explores the impacts on the recognition of organizational justice for public employees organizational citizenship behavior during the public-sector reformation. Research results are summarized as follows. The first, the job satisfaction and organizational citizenship behavior of public employees relate with procedural justice, interactional justice. but distributive justice not impact. The second interactional justice relations impact organizational citizenship behavior. The third, job satisfaction does the intermediate role between the organizational justice and organizational citizenship behavior of public employees. These result contribute to the explanation of how public employees organizational citizenship behavior work in the public sector reform process.

The Effect of a Librarian's Organizational Commitment and Organization Citizenship Behavior on Organizational Effectiveness (도서관사서의 조직헌신성과 조직시민행동이 조직효과에 미치는 영향)

  • Yu, Pyeong-Su;Choi, Heung-Sik
    • Journal of the Korean Society for information Management
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    • v.33 no.2
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    • pp.7-32
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    • 2016
  • This study aims to explore the effect of a librarian's organizational commitment and Organization Citizenship Behavior (OCB) on organizational effectiveness in libraries. The following conclusions were drawn from the research procedures and data analysis. First, the librarian's organizational commitment make no difference by age level. The librarian's organizational commitment makes no difference by career. The librarian's organizational commitment and organization citizenship behavior make no difference by employment status. Second, the highest correlation is maintain commitment factor and all of the commitment. The second high correlation is sportsmanship behavior factor and all of the organization citizenship behavior. The third high correlation is conscientiousness behavior factor and all of the organization citizenship behavior. Third, the organizational effectiveness is affected 13.4% by a librarian's organization citizenship behavior, 5.6% by librarian's organizational commitment.

The Effects of Police Officer's Personal Dispositions on Organizational Citizenship Behaviors: Moderation Effect of Organization Culture (경찰공무원의 개인적 성향이 조직시민행동에 미치는 영향 : 조직문화의 조절효과)

  • Joo, Jae-Jin
    • The Journal of the Korea Contents Association
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    • v.16 no.3
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    • pp.722-731
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    • 2016
  • Previous findings on Organizational Citizenship Behaviors is a useful index for effectiveness of the organization. Also, it is a factor that explains the relation between its member's attitude and behavior as organizational commitment had been stabilized. Since autonomy and rapidity has become more important in increasing the efficiency of the organization, this means Organizational Citizenship Behaviors has become important in it. Organizational Citizenship Behaviors of the members occurs only when discretion and autonomy are given to its members. Therefore, this study aimed at measuring the effects of police officer's personal dispositions on organizational citizenship behaviors, exploring the moderation effect of organization culture, and providing the basis with implications to promote the Organizational Citizenship Behaviors in the police Organization. By reviewing previous finding, Police Officer's Personal Dispositions were selected as independent variables, Organizational Citizenship Behaviors was selected as dependent variable. and Organizational Culture was selected as moderation variable. The result of analysis showed that The belief & The Norm influenced in Organizational Citizenship Behaviors(positive), and The Value in Organizational Citizenship Behaviors(negative). And The moderation effect was tested: The Value${\rightarrow}$Hierarchical Culture${\rightarrow}$Organizational Citizenship Behaviors(negative), The belief${\rightarrow}$Rational Culture${\rightarrow}$Organizational Citizenship Behaviors(negative)

A Study of the relationship of Empowerment Leader Behavior and directed of individual and organization OCB (임파워먼트 리더 행위와 개인 및 조직지향 조직시민행동의 관계에 관한 연구)

  • Ku, Seung-Deug;Lee, Sun-Kyu;Kang, Eun-Gu
    • Journal of Digital Convergence
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    • v.15 no.11
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    • pp.155-165
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    • 2017
  • This study divides organizational citizenship behaviors into two dimensions, organizational and individual, in order to clarify the out-role behaviors of organizational members more specifically. In addition, we selected Empowering leadership as an input factor that can lead to organizational citizenship behavior and examined the mediating role of trust. To accomplish this purpose, the authors conducted a survey of employees in manufacturing companies in the Daegu-Gyeongbuk region and the hypothesis was verified through structural equations model. The results of the study are as follows. Empowering leadership has a significant positive impact on OCB-O and OCB-I. Also, Trust has been found to partial mediate effect the relationship between empowering leadership and OCB_O and OCB_I. The results of this study will be specific guidelines for inducing organizational citizenship behavior in organizations, and will further expand the scope of research into organizational citizenship behavior.

Effects of Supervisor's Authentic Leadership on OCB and Job Performance for Employees (상사의 진성리더십이 구성원의 조직시민행동과 직무성과에 미치는 영향)

  • Tak, Jin-Gyu;Roh, Tae-Woo
    • Journal of Digital Convergence
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    • v.15 no.1
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    • pp.171-179
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    • 2017
  • This study analyzes the influence of the four components of authentic leadership on employees' OCB and job performance to suggest the implications behind the developing of authentic leadership. A survey was conducted on employees of various business areas in Korea, and 448 responses were used in statistical analysis. The results are as follow: First, self-awareness has not shown significantly effective on organizational citizenship behavior and job performance. Second, internalized moral perspective has shown significantly effective toward organizational citizenship behavior and job performance. Third, relational transparency has shown significantly effective for organizational citizenship behavior, but not effective for job performance. Forth, balanced processing of information has not shown significantly effective on organizational citizenship behavior and job performance. This paper makes significant contribution by considering the supervisor's relational transparency and internalized moral perspective, because these authentic leadership dimensions improve employees' OCB and job performance.

Effect of Transformational Leadership on Passion, Innovative Behavior and Organizational Citizenship Behavior (변혁적 리더십이 열정, 혁신행동 및 조직시민행동에 미치는 영향)

  • Kim, Chang-Joong
    • The Journal of the Korea Contents Association
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    • v.14 no.11
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    • pp.871-882
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    • 2014
  • The purpose of this study was to identify the effect of transformational leadership on passion, innovative behavior and organizational citizenship behavior in the jewelry companies. The results indicate that transformational leadership makes significant influence on employees' passion in order of intellectual stimulation, individual consideration and charisma. Furthermore, employees' passion also makes significant positive influence on both employee's innovative behavior and organizational citizenship behavior. It is also found that charisma, individual consideration and intellectual stimulation of transformational leadership has indirect impact on innovative behavior and organizational citizenship behavior through the passion. It is expected that the results of this study will make a contribution to the improvement of competitiveness in the jewelry companies by suggesting a new viewpoint regarding how transformational leadership work to motivate employees' passion, innovative behavior and organizational citizenship behavior in the jewelry companies.