• Culinary science and hospitality research
• /
• v.18 no.2
• /
• pp.64-81
• /
• 2012

The purpose of this study is to analyze impact on organizational commitment and job satisfaction of deluxe hotel employees according to their perceptions of supervisor's transformational leadership styles. It also were verified moderating effects based on career and gender in terms of causal relationship. Based on 301 reserved samples for empirical study, reliability and suitability were reviewed, and total 5 hypotheses were verified by structural equation models. The results were shown that charisma and motivation has significant effect on organizational commitment, which was influenced significantly on job satisfaction. Through these findings, among supervisor's transformational leaderships perceiving by employees, charisma and motivation were shown to give encourage employees to have them a positive attitude toward organizational commitment. Based on the analysis of the moderating effects of career and gender, the effects of transformational leadership on organizational commitment and job satisfaction is as follows. Moderating effects based on career do exist, while moderating effects based on gender do not exist.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.19 no.10
• /
• pp.444-455
• /
• 2018

This empirical study examined the relationships among emotional labor, social support, and organizational commitment of franchise food service industry employees, and analyzed the mediating effects of social support from the fellow and director on the relationship between emotional labor and organizational commitment. A total of 268 employees in the franchise food service industry, such as fast food, chicken, and coffee in Seoul, were analyzed by frequency analysis, reliability analysis, correlation analysis, confirmatory factor analysis, and structural equation model analysis using the SPSS Program. The results of verifying the research hypotheses could be summarized as follows. First, the surface emotional labor of franchise food service industry employees had negative effects on the organizational commitment. Deep emotional labor had significant positive effects on the organizational commitment, and fellow and director support had significant positive effects on the organizational commitment. Second, the social support from the fellow and director had partially mediating effects on the relationship between emotional labor and organizational commitment. This suggests that emotional labor and social support play essential roles in enhancing the organizational commitment of franchise food service industry employees.

• Industry Promotion Research
• /
• v.2 no.2
• /
• pp.31-44
• /
• 2017

This study is to investigate the relationship between the communication type recognized by members of organization and the learning transfer climate in the organization, and when it comes to the type of communications within organization set as independent variable, four variables such as communication with supervisor, media quality communication, and organizational outlook communication were proposed and regarding learning transfer climate which is a dependent variable, four sub-parameters such as supervisor support, colleague support, transfer opportunity and organizational compensation recognition were selected. 116 copies of the statistical data excluding statistically insignificant surveys were used for 150 participants who participated in the 2015 core competency curriculum for SMEs and 3 months have passed, in order to achieve this study's objective. Meanwhile, the research hypothesis was verified with the collected data through frequency analysis, factor analysis, reliability verification, technical statistical analysis, and simple and multiple regression analysis by using the statistical package program of SPSS 20.0. Results of this study have shown that firstly, communication with supervisor, media quality communication, and organizational outlook communication all showed a positive (+) significant influence on the superior support in the influence relationship between communication type in organization and supervisor support which is learning transfer climate. Secondly, communication type in organization doesn't appear to affect colleague support of learning transfer climate. Thirdly, communication with supervisor, media quality communication, and organizational outlook except for communication with colleagues have shown a positive (+) influence on transfer opportunity in the influence relationship between communication type in organization and transfer opportunity of learning transfer climate. Lastly, communication with supervisor and communication on organizational outlook showed positive(+) influence in the influence relationship between communication type in organization and organizational compensation recognition of learning transfer climate.

• Management & Information Systems Review
• /
• v.31 no.2
• /
• pp.199-230
• /
• 2012

This study introduced trust dimension as a mediating variable and analyzed in order to investigate the empirical mechanism on the process of leader's emotional intelligence which is a emotional factor to produce organizational effectiveness. Based on the empirical analysis, first of all, this study found whether the team leader's emotional intelligence gives an influence on the subordinate's trust in leader. Secondly, this study examined the multidimensionality of trust by selecting subordinate's cognition-based trust and affect-based trust on the team leader as mediating variables between team leaders's emotional intelligence and subordinate's affective commitment, organizational citizenship behavior. I found the theoretical implications based on this study; first, from the view on cognition-based and emotion-based trust, the integrated verification of the process of the trust in leader as a mediating role, second, verification of the relationship between leader's emotional intelligence and trust in leader which was not studied before, third, the methodological try to prevent from the common method bias problem through the evaluation of a team leader on a subordinate's organizational citizenship behavior. This study also suggested the ways to apply those theoretical implications to human resource management.

• The Journal of the Korea Contents Association
• /
• v.6 no.9
• /
• pp.185-191
• /
• 2006

The purpose of this study is to examine the effects of the perception of compensation equity on the organizational commitment, and the potential mediating roles of trust in that process. The results were as follows; First, the perception of compensation equity(pay and promotion equity) has a positive influence on organizational commitment. Second, hierarchical regression showed that promotion equity added to pay equity in expanding the variance of the organizational commitment. Third, according to results of regression analysis was found for mediating role of trust in their leaders in the relationships between compensation equity and organizational commitment. The result of the study implies that trust is a crucial factor in the explanation of organizational commitment and hotel managers are able to motivate organizational commitment by paying more attentions to trust in their leaders.

• Journal of Korea Water Resources Association
• /
• v.36 no.3 s.134
• /
• pp.399-411
• /
• 2003

An approach determining a confidence interval of Nash's observed mean instantaneous unit hydrograph is developed. In the approach, both two parameters are treated as correlated gaussian random variables based on the theory of Box-Cox transformation and the regional similarity relation, so that linear statistical parameter estimation is possible. A parametric bootstrap method is adopted to give the confidence interval of the mean observed hydrograph. The proposed methodology is also applicable to estimate the parameters of Nash's model for un-gauged basins. An application to a watershed has shown that the proposed approach is adequate to assess the uncertainty of the Nash's hydrograph and to evaluate parameters for un-gauged basins.

• Culinary science and hospitality research
• /
• v.19 no.3
• /
• pp.194-208
• /
• 2013

This study presented a theoretical research system about the impact of boss' transformational leadership that is recognized by super luxury hotel chefs on their job satisfaction and performance, and on the basis of this theoretical background, the model was derived and the hypothesis was confirmed by empirical research. A frequency analysis was conducted to determine the general characteristics of the 245 samples collected in this study, an exploratory factor analysis for the verification of the validity of boss' transformational leadership, employees' job satisfaction and job performance, and 'Cronbach's a' was used for the verification of reliability. In addition, a canonical correlation analysis was used to determine the relationship between transformational leadership, job satisfaction and job performance, and the influencing relations of variables were verified by running a multiple regression analysis through SPSS ver 18.0 statistical package in order to verify this research model and hypothesis. The results of this study can be summarized as follows: First, it was shown that the transformational leadership charisma (p<0.01) and only the individual concern (p<0.1) had a positive influence on job satisfaction. Second, as a result of understanding the impact of the transformational leadership on the job performance through a regression coefficient, it was shown that only boss' intellectual stimulation had an impact on the chef's job performance (p<0.005). Through the results of an empirical analysis that boss' transformational leadership had a correlation and a significant impact on job satisfaction and job performance, the effort of providing the systematic support and motivational aspects of supporting environment will be needed.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.19 no.12
• /
• pp.627-635
• /
• 2018

This study was conducted to investigate the effects of trust in supervisor, work intensity, and organizational cynicism on organizational silence of clinical nurses. Data were collected from 134 nurses in 6 hospitals in two cities in February 2018. The data were analyzed by t-test, one-way ANOVA, $Scheff{\acute{e}}$ test, Pearson's correlation coefficient, and stepwise multiple regression using SPSS 25.0. There were significant correlations between trust in supervisor, work intensity and organizational silence, r=-.32(p=<.001) and r=.18(p=.043), respectively. The factors that significantly influenced organizational silence were trust in supervisor (${\beta}=-.36$, p<.001), the length of career in current hospital (over 10 years, ${\beta}=-.67$, p=.002), type of work (day only, ${\beta}=-.79$, p<.001; 3-shift, ${\beta}=-.64$, p<.001). In order to reduce clinical nurses' organizational silence, programs should be provided to increase trust in supervisor and to offer changes in work types and work intensity.

• Proceedings of the Korea Water Resources Association Conference
• /
• 2015.05a
• /
• pp.454-454
• /
• 2015

본 연구에서는 댐 유역의 설계홍수량을 산정할 시 발생할 수 있는 대표 매개변수의 불확실성에 대하여 분석하였다. 설계홍수량 산정 방법으로는 국내에서 가장 일반적으로 활용되고 있는 강우-유출모형 중 Clark 단위도를 활용하여 확률강우량을 동일 빈도의 홍수량으로 변환하는 방식을 적용하였다. 대상 유역으로는 수문학적 안전성평가가 수행된 국내 댐 유역 중 비교적 실측 호우사상 자료 수가 많은 3개 유역을 선정하였다. 또한 단위도 매개변수 결정 시 자료의 부족으로 최적화 매개변수에 대한 신뢰도 문제가 발생할 수 있으므로 가용 자료수가 증가함에 따른 불확실성의 영향을 분석하기 위해 대상 유역 간의 시간응답 특성을 분석하였다. 이를 통해 상사성이 있는 것으로 판단되는 유역의 호우사상 매개변수를 통합하여 무차원화된 저류상수 $K_x$를 구하였다. 이 $K_x$값을 표준정규분포로 변환하고 Monte Carlo Simulation을 통해 난수를 발생시켜 100개의 무차원 저류상수 $K_x$를 산정하였다. 이 값을 사용하여 설계홍수량을 산정하기 위한 대표 매개변수의 불확실성 분석을 실시하였다. 그 결과 상사성이 있는 것으로 판별된 유역의 호우사상을 통합하는 경우 양질의 호우사상을 다수 확보하고 있는 유역이 추가되면 홍수량 산정결과가 개선되는 것으로 나타났다.

• Journal of Korea Port Economic Association
• /
• v.39 no.1
• /
• pp.65-100
• /
• 2023

This study examines the effects of organizational trust of the container terminal operators' employee on organizational citizenship behavior and the moderating effect of organizational support in the relationship between the two variables. In order to efficiently achieve the purpose of this study, an empirical analysis was conducted by distributing a literature review and a questionnaire, and the results of the study are as follows... First, the organizational trust of the container terminal operators' employee was found to have a significant positive (+) effect on organizational citizenship behavior, and trust in the company appeared to be more important than trust in the superior, indicating trust in the institutional aspect. This means that formation has more influence on organizational citizenship behavior... Second, it was confirmed that the organizational support of the container terminal operators' employee can lead to active participation in organizational citizenship behavior through the expansion of educational compensatory support. Third, among the organizational support of container terminal operators, emotional support and educational compensatory support were found to have a partial moderating effect on the relationship between organizational trust and organizational citizenship behavior." Emotional support has a moderating effect on caring and active participation behaviors in the relationship between trust in the company and organizational citizenship behaviors, and a moderating effect on caring, active participation, and non-complaining behaviors in the relationship between trust in superiors and organizational citizenship behaviors. It was analyzed that there is Compensatory educational support has a moderating effect on altruistic, caring, active participation, and non-complaining behavior in the relationship between trust in the company and organizational citizenship behavior. It was analyzed that there was a moderating effect on active participation and non-complaining behavior. These analysis results mean that members' trust in the company further increases through the container terminal operator's emotional support and educational reward support. As uncertainty grows, it is very important to increase the trust of organizational members in the organization. sense of belonging to the organization, Emotional support that can increase immersion, improvement of work environment, provision of educational opportunities, and education-compensatory support such as a fair compensation system will increase organizational trust and induce effective organizational citizenship behavior to realize sustainable growth of the organization.