• 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)

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.2
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• pp.625-631
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• 2021

This study examined the effects of self-critical perfectionism on organizational citizenship behavior (OCB) and the moderating effects of gender in the relationship to understand deeply the dilemmatic situation resulting from OCB at the individual level. In other words, based on the conservation of resources theory, this study examined how self-critical perfectionism influences the OCB and how gender moderates the relationship between self-critical perfectionism and OCB. More specifically, this study predicts that self-perfectionism will be negatively related to OCB. Furthermore, this negative relationship between self-critical perfectionism and OCB will be strengthened in men compared to women. To test these hypotheses, the supervisor-subordinate survey was conducted, and 150 dyad data were analyzed. The analytical results of HLM (Hierarchical Linear Modeling) showed that self-critical perfectionism negatively influenced the OCB, and this negative effect was strengthened in men compared to women. This paper suggests implications and limitations for the literature on OCB.

• Journal of Digital Convergence
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• v.11 no.7
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• pp.123-133
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• 2013

This study is to establish the effect of the call center counselors' personal characteristics and perceive organizational support(POS) on their organizational commitment and organizational citizenship behavior(OCB). through survey targeting 290 call center counselors in Seoul. Accordance with these conclusions, Self-esteem, Self-efficacy except Emotional Intelligence were positive(+) influence on Organizational Commitment. and Emotional Intelligence, Self-esteem, Self-efficacy were positive(+) influence on OCB. Also Self-esteem and Organizational Commitment, OCB were full mediation on POS And Self-efficacy and Organizational Commitment, OCB were part mediation on POS. This result implies call center needs the approach method and different perspectives to increase the degree of call center counselors' organizational commitment.

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.370-377
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• 2015

Organizational trust (OT) plays a substantial role to attain competitive advantages. It is an effective way to enhance organizational effectiveness. OT makes employees to have a positive emotion toward a firm, also it contributes employees to bring a spontaneous behavior. The purpose of this study is to investigate the relationships among OT, organizational commitment (OC), and organizational citizenship behavior (OCB) theoretically and empirically. A total of 228 cases in 15 Chinese companies are used for empirical analysis. The results show that OT has a positive effect on OC and OCB. It is suggested that OT is an important variable to improve emotional and continuance commitment. Also the results reveal that OCB is a meaningful dependent factor that is affected by OC.

• Journal of Digital Convergence
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• v.19 no.3
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• pp.137-149
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• 2021

This study examined the effects of procedural justice on two facets of OCB (OCBI and OCBO) in local public enterprises and the mediating role of intrinsic motivation in these relationships. We verified the hypothesis established by a structural equation model based on PLS. The research data were collected through a survey of 269 employees working for local public enterprises. Research has shown that procedural fairness has a positive effect on intrinsic motivation, organizational citizenship behavior directed at individuals (OCBI), and organizational citizenship behavior directed at the organization (OCBO), while intrinsic motivation has a positive effect on OCBI and OCBO. In addition, intrinsic motivation has been found to have a partial mediating effect in the procedural justice-OCBI relationship and the procedural justice-OCBO relationship respectively. Finally, we present theoretical and practical implications that organizations need to activate intrinsic motivation so that members can induce voluntary organizational civic action through improved procedural fairness.

• Journal of Digital Convergence
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• v.13 no.1
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• pp.151-162
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• 2015

The main purpose of this study was to find antecedents of organizational citizenship behavior(OCB) and to investigate the mediating role of leader-member exchange(LMX). This study categorized the factors that influence OCB and LMX into individual(distributive and procedural justice), group(transformational leadership and team empowerment), and organizational levels(complexity). A total of 773 cases were used in this study, which were collected in one of industrial complexes. The research participants were any employees who participated in their work by collaborating with their co-workers. This study found that procedural justice, transformational leadership, and team empowerment had positive influences on OCB, and distributive justice, procedural justice, transformational leadership, team empowerment, and complexity significantly influenced LMX. Moreover, LMX played a mediating role in the relationship between each of the five input variables and OCB.

• Journal of agricultural medicine and community health
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• v.36 no.1
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• pp.47-59
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• 2011

Objectives: The purpose of this study was to assess organizational citizenship behaviors (OCBs) and organizational personality types (OPT) perceived by public health center workers and to analyze differences in perceptions according to organizational characteristics. Methods: The subjects of this study were workers at 12 of the 22 public health centers in Chonnam Province, South Korea. To measure organizational characteristics, we employed the OPT Index and OCBs Index. Data were collected for one month, from 15 September to 14 October 2009. Data for 422 workers were used in the final analysis. Descriptive statistics and t?tests were performed as appropriate, utilizing SPSS/WIN 14. Results: Among 16 types of OPT, ESTJ, ISTJ and ESTP were the most prevalent for the 12 public health centers. The average weight of OCBs was 4.77, and courtesy and civic virtue held the first and the second ranks among OCBs, respectively. Statistically significant differences between types of OPT were detected, in that T type was gender (p=.007) while J type was age (p=.010), education (p=.043) and career (p=.000). Statistically significant differences between OCBs were found in age, education and career. Conclusion: Public health centers should have programs to innovate OPT and to improve OCB. The development of such programs should consider characteristics of public health center workers such as age, gender, education and career.

• Management & Information Systems Review
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• v.30 no.3
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• pp.107-132
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• 2011

The purposes of this paper are to examine the effect of emotional intelligence and logic intelligence on organizational citizenship behavior and to examine the moderating effect of intelligence labor on these relationship. For these purposes, literature review and survey research were conducted. The 420 questionnaires were sent to the 12 manufactural firms in the Busan and Kyungsang Nam-Do region for empirical analysis. Total 363 usable responses were collected(effective response rate : 86.40%). The major findings of the empirical research are as follows ; First, emotional intelligence and logic intelligence have positive influence organizational citizenship behavior. but emotional intelligence have more positive influence than logic intelligence on organizational citizenship behavior. Second, emotional intelligence has differential influence on organizational citizenship behavior by emotional labor, but logic intelligence hasn't that. In conclusion, emotional intelligence is expected to improve organizational citizenship behavior which is extra-role behavior in an organization. Therefore, managers have to develop organizational citizenship behavior by exhibiting emotional intelligence, considering emotional labor.

• The Journal of the Korea Contents Association
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• v.9 no.9
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• pp.346-358
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• 2009

The Purpose of this study was to find the effect of Hotel employees transformational leadership and transactional leadership on member's organizational commitment and organization citizenship behavior. Survey was carried out among employees at deluxe hotels located in Busan region. Spsswin 12.0 and Amos 5.0 statistical package were used for further analysis. The conclusions were as follows: Firstly, transformational leadership had directly positive effect on organizational commitment and organization citizenship behavior. Secondly, transactional leadership had directly positive effect on organizational commitment and negative effect on organization citizenship behavior. Thirdly, organizational commitment had directly positive effect on organization citizenship behavior. Finally, The practical implications of the findings and suggestions for future research were discussed.

• Journal of Korea Game Society
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• v.14 no.4
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• pp.7-16
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• 2014

This empirical study is to investigate the influence of MMORPG player's social as well as individual characteristics on the emergent party play. First, we have tested our research model by surveying 231 active players of Lineage 2. The results demonstrate that both the personal values, such as self-efficacy and job satisfaction, and also the organizational values, such as task interdependence and trust, have significant influences on the organizational citizenship behaviors among the party players. This study suggests both theoretical and practical implications on how to encourage gamers' altruistic concern and organizational adaptation in MMORPG.