• Journal of Distribution Research
• /
• v.13 no.1
• /
• pp.1-33
• /
• 2008

As the interest in the business-to-business(B2B) electronic commerce is increasing, many companies are participating in the B2B e-Marketplaces. The e-Marketplace is defined as the virtual market that many players take part in to transact. The e-Marketplace has an influenced on the manner in which organizational buyers and sellers interact. As a result, it is important to develop an understanding of the behaviors of firms that use these electronic marketplaces. The purpose of this study is to develop a comprehensive model for trust and commitment of B2B e-Marketplace and empirically to examine their structural relationships. Drawing from trust and commitment theory in the interorganizational relationship and B2B electronic commerce context, this study identifies network externality, interactivity, justice, quality of information sharing, institutional assurance as the determinants of trust and commitment of e-Marketplace. The proposed model hypothesized that (1) trust is a function of network externality, interactivity, justice, quality of information sharing, institutional assurance, (2) attitudinal and behavioral commitment is a function of trust, (3) behavioral commitment is a function of attitudinal commitment. The proposed model is tested using organizational-level survey data from 187 buying organizations that conduct business in MRO e-Marketplaces. The data were tested by reliability test, correlation analysis, exploratory factor analysis, confirmatory factor analysis and covariance structure analysis. The results indicate that (1) trust is influenced by network externality, interactivity, justice, institutional assurance, (2) attitudinal commitment and behavioral commitment is influenced by trust (3) behavioral commitment is influenced by attitudinal commitment. Also, the empirical results confirmed that trust play a strong, central role in determinging e-Marketplace commitment. The key theoretical contribution of this research is that it begins to extend interorganizational information system literature in areas such as B2B Internet e-Marketplace. Managerially, this study contributes tn the understanding of the role of B2B e-Markeplace providers in Internet situation. And Limitations of this study and guidelines for future researches are also discussed.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.16 no.8
• /
• pp.5522-5533
• /
• 2015

This study analyzes the effect of leadership styles (transformational leadership, transactional leadership, and servant leadership) of CEOs at small and medium-sized enterprises on the organizational effectiveness of the employees (organizational commitment and organizational citizenship behavior). A survey was conducted on 573 employees of domestic small and medium-sized enterprises in the electric, electronic, and IT industries, and the data was used to perform statistical analysis. As the result, charisma of transformational leadership, individual consideration, emotional healing of servant leadership, wisdom, and stewardship were shown to have positive effect on the organizational commitment. Furthermore, charisma of transformational leadership, exceptional management of transactional leadership, wisdom of servant leadership, and stewardship were shown to have positive effect on organizational citizenship behavior.

• Journal of Distribution Research
• /
• v.9 no.2
• /
• pp.75-99
• /
• 2004

The primary purpose of this research is to develop and test a model that explains the process of how trust in a supplier firm and salesperson through relational commitment influence buyer's positive and desirable behavior. In order to do so, we are empirically to examine how a supplier firm and salesperson trust can reinforce buyer's relational commitment leading to relational citizenship behavior using over 138 buying firms, Through structural equation modeling, we find that trust in a supplier firm and salesperson influence the relational commitment and relational commitment enhance relational citizenship behavior. However, trust in a supplier firm is unrelated to the buying firm's relational citizenship behavior whereas trust in salesperson has direct effect on relational citizenship behavior. Finally, we discuss several theoretical and practical implications, and suggest limitations for the research and future research issue.

• Management & Information Systems Review
• /
• v.32 no.1
• /
• pp.153-171
• /
• 2013

The subjects of following research were 663 medical practitioners working at hospitals or bigger sized medical facilities in Pusan. Among the entire research subjects, it was shown that medical practitioners are notably and positively affected when their supervisors' type of leadership was either servant leadership or transformational leadership. The types of leaderships of supervisors that are recognized by medical practitioners were transformational leadership, transactional leadership, servant leadership. The effect of supervisors' leadership according to different type of role are as following. Under the circumstance of no personal and controlled variables, the each group of different medical occupants showed notable positive effects. Nurses corresponded to transformational leaderships, while admission and discharge corresponded to servant leadership. At the same time, medical technicians were most effected by both servant and transformational leadership.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.13 no.7
• /
• pp.2909-2920
• /
• 2012

The roles of public and private employment service agencies have been considered crucially important due to the increasing interest of employment services and policies since the Korean Currency Crisis. Eventually, the roles of a manager and a follower of employment service agencies have been of greater importance. In this study, several means concerning the improvement in organizational performances are suggested by studying the leadership's influence of a team leader in employment service agency over the organizational commitment of the followers. In addition to this, influential factors exerted to the organizational performances in an employment service agency have been analysed by the justice awareness between the two groups - team leaders and followers. The analytic results have shown that the transactional leadership has nothing to do with the organizational commitment whereas the transformational leadership has the positive influence over the organizational commitment. However, the leadership of a leader surely influences both distributional and procedural justice. With these facts, it has been proven that these justice have also influenced on the organizational committment. Throughout the process, it has been identified that the distributional justice has more impact on the organizational commitment rather than on the procedural justice.

• Information Systems Review
• /
• v.7 no.1
• /
• pp.195-217
• /
• 2005

Individual recognizes knowledge sharing as a transaction action. This transaction occurring in knowledge sharing is considered as a special and complicated transaction derived from employee's relationship rather than a economic transaction. In addition, It is important that knowledge sharing among individuals is established through a closed interrelationship with situation. In this point of view, knowledge sharing can be explained by a social exchange relationship. Therefore, there are two study's purpose as follows. First, The study draws factors affecting to knowledge sharing in the view of social exchange theory. The study reviews factors that are presented at previous social exchange theories and affecting to knowledge sharing focused on organization contingency traits, relationship traits, and individuals traits among individuals in an organization. Second, even though trust and organization involvement is resulted in above affecting factors, most previous studies are mainly examined as the same level to other factors affecting to knowledge sharing. Thus, this paper focused that the above factors affect to trust and organization involvement that affect to knowledge sharing intention. That is, this study presents that when affecting factors mediate trust and involvement, there is a knowledge sharing intention for creating organization knowledge. For the study, 160 government employees are administered for the survey so that the research model and hypothesis are developed. Empirical study shows that in public organizations knowledge sharing affects to relationship traits factors and individuals traits affects trust and organization involvement. Also, it is examined that trust and organization involvement affecting to knowledge sharing intention in such a sequence.

• Proceedings of the Korean DIstribution Association Conference
• /
• 2006.05a
• /
• pp.103-115
• /
• 2006

중국은 세계 무역기구에 가입하면서 세계경제에서 차지하는 위치가 강화되고 디지털 경제체제에 편입되면서 산업구조를 고부가가치 산업으로 개편하고 있다. 동안 상대적으로 외국기업에 대해 폐쇄적이었던 중국의 유통시장은 2006년부터 전면개방이 시작될 것으로 전망되고 있다. 그러나 중국전자상거래 시장에서 정보 기초화와 물류배송 금융체계의 문제는 나날이 안정화되어 온라인 구매환경은 나아지고 있으나, 오히려 해마다 인터넷쇼핑물 구매율의 하락은 온라인 쇼핑몰 상거래에 대한 불신 문제가 그대로 남아있음을 알 수 있다. 따라서 본 연구에서는 중국의 소비자수준에서의 온라인 구매가 활성화되지 못하는 주요 장애요인으로써 불신(distrust)을 제기하고자 하며 신뢰를 신뢰와 불신의 2차원으로 파악하여 각각의 차원(신뢰와 불신)이 마케팅 성과에 차별적으로 공헌하고 있음을 밝히고자 한다. 본 연구에서 선행변수로 상호작용, 지각된 평판, 정보유용성, 지각된 보안위험, 지각된 거래위험을 설정했으며 매개변수로는 신뢰와 불신을, 결과 변수로는 관계몰입과 구매의도로 구성하였다. 결과에서는 온라인 맥락에서는 신뢰와 불신의 선행요인이 온라인 쇼핑몰에 대한 관계몰입과 구매의도에 서로 차별적으로 공헌한다는 것을 밝혔다. 이는 기존의 신뢰를 2차원으로 구분하여 신뢰와 불신으로 분리하여 관리하는 것이 필요하다는 것을 시사한다고 할 수 있다.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.16 no.11
• /
• pp.7424-7432
• /
• 2015

The purpose of this study is to find out the effectiveness of four leadership types to employees that affected by leaders of the University-Industry Collaboration Foundation(UICF). This study has analyzed through structural equation modeling(SEM) using AMOS after surveyed for 178 employees out of 404 employees about IUCF of 35 universities in nationwide. In order to examine the power of influence that leadership types of leader how to improve organizational effectiveness on IUCF, leadership types were classified with transformational leadership(TFL), transactional leadership(TAL), coaching leadership(CL) and servant leadership(SL) as independent variables and job satisfaction(JS), organizational commitment(OC) and self efficacy(SE) as a dependent variables. The results are following; first, job satisfaction and organizational commitment were affected by transformational leadership, transactional leadership and coaching leadership. second, self-efficacy was not statistically significant for power of influence that affected by transactional leadership and servant leadership. third, the employees of UICF in connection with self-efficacy were only weak affected by transformational leadership and coaching leadership. fourth, job satisfaction, organizational commitment and self-efficacy as the three dependant variables were not utterly influenced by servant leadership.

• The Journal of Society for e-Business Studies
• /
• v.14 no.3
• /
• pp.87-105
• /
• 2009

This paper investigates the effect of individual and organizational factors of IT human resources on their career satisfaction, career prospect and career commitment. In this paper, a quantitative method was used to study the effect; A survey of IT developers and IT related employees was conducted. Factor analyses and regression analyses were used in verifying the consequences. As a result, followings were found：From the individual perspective, the self-esteem of IT human resource showed the most significant effect on career satisfaction and the desire for career success had significant effect on career commitment. Among organizational factors, the fairness of evaluation showed the most significant effect on both career prospect and career commitment. It has been also shown that organizations should provide more opportunities for individual growth to enhance career prospect. Finally, career prospect affected career satisfaction; Both career satisfaction and career prospect showed effect on career commitment. This research provided guidelines in enhancing the career commitment of IT human resources, thereby effectively managing IT human resources.

• 한국벤처창업학회:학술대회논문집
• /
• 2006.11a
• /
• pp.415-443
• /
• 2006

This empirical study focused on examining the relationship between transactional transformational leadership style and power of construction project manager and the organizational effectiveness, respectively, and the moderating role of power between leadership and the organizational effectiveness. A 790 numbers useful questionnaires were obtained from the stuffs working at the construction sites excluding project managers. Internal consistency test using Cronbach's ${\alpha}$ and confirmatory factor analysis were conducted for the reliability and validity of the scales respectively. And cluster analysis and multivariate analysis of variance (MANOVA) were conducted to test the hypotheses. The results and implications are as follows. First, the leadership styles of project managers influence positively the subordinates' job satisfaction but not organizational commitment in construction project. Second, the power styles of project managers influence positively the subordinates' job satisfaction and organizational commitment. Third, the leadership styles of the project managers influence positively the subordinates' job satisfaction and organizational commitment by the power moderating role. The implication of this result is important because of the fact that the transformational leadership can be useful even in the construction projects. And the moderating role of the project manage's power suggests.