• Management & Information Systems Review
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• v.35 no.4
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• pp.155-168
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• 2016

The purpose of this study is to empirically examine the structural relationships among colleague trustworthiness, organizational trust and organizational citizenship behaviors(OCB). To conduct such examination, the author (i) designated colleague trustworthiness, organizational trust and OCB as variables and (ii) designed a research model by conducting preceding studies on the variables. To examine the research model the author collected the survey data from the 2 universities employees, 134 copies of questionnaire. Collected data were analyzed using SPSS and AMOS programs. The analysis results are as follows. Especially, (1) there was no statistically significant relationship between colleague trustworthiness and OCB. (2) it was found that higher degree of integrity the constructs of colleague trustworthiness would lead to higher degree of organizational trust. (3) organizational trust has been found to exert mediating effect on the relationship between colleague trustworthiness and OCB. The implication and limitation which this study are as follows. First, this study has discovered that organizational trust is the important mediating variable that affect the process of relationship between colleague trustworthiness and OCB. This study have limitation in that was conducted based on cross-sectional design of research. Because, the formation of trust is a dynamic process.

• Journal of Digital Convergence
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• v.18 no.11
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• pp.111-121
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• 2020

This study was intended to analyze the effects of Organizational Culture on manufacturing(automobile) employees' Organizational Trust and Organizational Commitment. A proposed model based on previous research was empirically tested via structural equation modeling by AMOS using 362 valid samples collected from current employees of G-automobile Enterprises in Chang Won. The results of the empirical analysis are summarized as follows. First, Organizational Culture had a partially direct impact on Organizational Commitment. Second, Organizational Culture had a partially direct impact on Organizational Trust. Third, Organizational Trust had direct impact on Organizational Commitment. It has been confirmed that Organizational Trust has a partial mediation effect(full mediation effect) in the process of Organizational Culture and Organizational Commitment. This study showed similar results as other previous studies.

• The Journal of the Korea Contents Association
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• v.8 no.12
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• pp.334-346
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• 2008

The study examined the relationship between servant leadership and organizational commitment and tested the mediating role of the organizational trust between the two variables. Measurement of servant leadership used intactly 23 items of a preceding research. Empirical analysis result can be summarized as follows. Firstly. the servant leadership has positive influence on organizational trust. Secondly. servant leadership has significant influence on affective commitment and normative commitment, but could not reach the significance level for continuance commitment. Lastly, this study was proved there was an partial mediating effect of organizational trust, between the servant leadership and affective commitment, normative commitment, but could not reach the significance level for continuance commitment. And if the organizational trust is higher, the extent of the servant leadership's influence on organizational commitment would be higher.

• Journal of Digital Convergence
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• v.18 no.9
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• pp.135-144
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• 2020

This study aimed to discover the effects of CSR activities on manufacturing employees' organizational trust and job satisfaction. A proposed model based on previous research was empirically tested via structural equation modeling by AMOS using 374 valid samples collected from current employees of D-Heavy Industries & Construction in Chang Won. The results of the empirical analysis are summarized as follows. CSR activities had a partially direct impact on job satisfaction and organizational trust. It has been confirmed that organizational trust has a partial mediation effect(full mediation effect) in the process of CSR activities and job satisfaction. These findings indicate that there exist interrelationships among entrepreneurship, internal and external CSR activities, organizational trust, and job satisfaction. In particular, the importance of CSR activities were identified in terms of effective organizational management by confirming their impact on organizational trust of employees. In addition, organizational trust was verified as an antecedent factor to improve job satisfaction.

• Management & Information Systems Review
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• v.35 no.1
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• pp.253-271
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• 2016

This study is to investigate the impact of the social capital on organization trust, and the impact of the organization trust on recommendation intention, and turnover intention. And by this it is also to integrally analyze through what route social capital affects the recommendation intention and turnover intention. An actual analysis through covariance structural equation model was made targeting the members of small and medium sized manufacturing companies. The results of the actual analysis showed that the relational dimension in the social capital had an positive(+) and the most pervasive effect on the organization trust. Relational dimension refers to the formation relationships among members and has a significant value in the interaction in the relation between subordinates and superiors, between colleagues, and between departments. Secondly, the cognitive dimension in the social capital was revealed to have no significant effect on the organization trust and structural dimension was revealed to have a positive(+) effect on the organization trust. Structural dimension refers to the capital value which shows itself in the social network and relationship existing between the members and is formed through building the best network within an organization. Thirdly, organization trust was revealed to have a positive(+) impact on the recommendation intention and to have a negative(-) impact on the turnover intention. Finally, the summary, implications, limitations, and future research direction of this study were presented.

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

• Proceedings of the Korea Society for Industrial Systems Conference
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• 2008.10b
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• pp.149-162
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• 2008

오늘날의 경영환경에서 많은 조직들은 조직구성원들 간의 공적 또는 사적인 정보, 의견, 지식등에 대한 공유 능력을 조직 경쟁력의 원천으로 인식하고 있으며, 이러한 능력을 강화하기 위한 방안으로 실행공동체(CoP)를 주목하고 있으며, 많은 투자와 노력을 기울이고 있다. 따라서 본 연구에서는 CoP의 활성화를 위해 조직지원, 신뢰, 정보시스템이 주요한 영향요인이 될 수 있는지와 조직의 CoP와 조직의 지식교환 및 지식창출 간의 관계를 실증적으로 규명하였다. 본 연구는 웹서베이를 통한 166개의 기업데이터를 바탕으로, PLS 통계 프로그램을 이용하여 수행되었다. 분석 결과, 조직지원, 신뢰, 정보시스템 모두는 실행공동체 참여에 유의적인 영향을 미치는 것으로 나타났으며, 실행공동체의 참여 정도가 지식교환에 영향을 미치는 것으로 나타났다. 또한, 실행공동체의 참여와 지식교환 정도가 새로운 지식창출에 영향을 미친다는 점도 알 수 있었다. 이러한 결과들은 조직이 실행공동체를 활성화시키고 지식창출 성과를 향상시키기 위한 전략 수립에 도움이 될 수 있을 것으로 기대된다.

• Journal of Digital Convergence
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• v.9 no.3
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• pp.145-163
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• 2011

This study aims to mediating effects of trust on the relationships between R&D organizational culture and organizational- performance. Additionally, This study is to examine the impact of R&D organizational culture to organizational performance. The findings are as follows : First, R&D organizational culture had a significant positive effects on the organizational performance. Second, the mediating effects of trust had a significant effects on all relationships. The means that attaining trust contribute to member's attitude and organization performance, therefore supervisor should make efforts to maintain and enhance trust in organization.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.6
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• pp.81-87
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• 2015

The purpose of this study is to explore the relationships among CSR activities, relationship quality, and organizational performance in an exclusive Liquor licensed Wholesalers in Korea. In this research, CSR activities consists of four factors including characterizes(consumer, economy, philanthropy, and environment). First, this study investigated how CSR activities affected both Honesty Trust and Reciprocity Trust, second analyzed how both Honesty Trust and Reciprocity Trust influenced organizational performance. The data were obtained from a questionnaire handed out to a random sample of 95 individuals that exclusive license operators. With the information obtained, and after the scales validation process, PLS(Partial Least Square) has been conducted. The analysis results indicate that CSR activities, relationship quality, and organizational performance in an exclusive license operators. According to the analysis, first, both economy and environment affect both Honesty Trust and Reciprocity Trust. second Honesty Trust affect organizational performance. Finally, based in the findings of this study, theoretical contribution and managerial implications are discussed.

• Proceedings of the Korea Contents Association Conference
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• 2005.05a
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• pp.51-54
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• 2005

본 연구는 내부조직관계에서 대인신뢰를 구성원들의 상대방(부하, 동료, 상사)에 대한 능력, 상호 믿음과 지원에 기반을 두는 것으로 정의하고, 조직구성원들의 협력적 관계는 조직결과의 향상을 가져올 수 있다는 것을 가정하여, 대인간의 신뢰가 조직생산성의 향상에도 영향을 미치는지를 확인하고자 한다. 연구결과에 따르면 직무수행에 관련한 의사결정에 참여도와 성과의 피드백만족도 그리고 개방적 의사 전달에 대한 만족도가 높을수록 업무생산성이 높아진다는 것을 알 수 있었다. 특히 대인신뢰에 기반을 둔 행정조직은 또 다른 관리적 도전인 문화적 다양성의 증대와 고객기대의 충족에 대처하게 되므로, 상사와 부하간의 대인신뢰를 구축하는 것은 구성원의 직무생산성을 증대시키고 조직몰입을 강화시킬 수 있는 원동력이 된다는 것을 알 수 있었다.