• The Journal of the Korea Contents Association
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• v.15 no.12
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• pp.421-435
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• 2015

The purpose of this study was to explore the relationship between authentic leadership, organizational identification, job performance, and turnover intention. Specifically, the study investigated whether subordinates' organizational identification mediates the relationship between authentic leadership and subordinates' job performance and turnover intention. The study tested the mediated model using data from 299 employees working in a variety of organizations. The result revealed that authentic leadership was positively related to organizational identification and job performance but was negatively related to turnover intention. Further, organizational identification partially mediated the effects of authentic leadership on job performance and turnover intention. Theoretical and practical implications and limitations of the study were discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.230-239
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• 2020

The purpose of this study was to examine how a leader's organizational citizenship behavior (OCB) affects subordinates' interpersonal citizenship behavior (ICB) and job stress levels. A leader's OCB involves taking-charge behavior, loyal boosterism, and the industry. We hypothesized that leader-member exchange (LMX) would mediate the relationship between leader's OCB and subordinates' ICB and job stress level. We tested the model using a sample of 293 employees from different organizations from September 2019 until November 2019. We conducted confirmatory factor analyses of the variables and analyzed the data by using structural equation modeling. We also conducted a CFA to assess the fit of a three-factor model for the leader's OCB items. Empirical findings show that LMX fully mediated the effect of leader's OCB on employees' ICB and job stress level. Leader's OCB had a positive effect on LMX. Moreover, LMX had a positive effect on employees' ICB but had a negative effect on job stress. We found support for our hypotheses that leader's OCB is positively related to ICB but negatively related to job stress, and this relationship is mediated by LMX. We discuss limitations, implications for practice, and future research.

• Proceedings of the KAIS Fall Conference
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• 2009.05a
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• pp.339-342
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• 2009

본 연구는 대한민국건강도시협의회 회원도시 23개 자치단체 건강도시 추진 담당자에게 건강도시 추진현황 및 발전방향을 모색하기 위해 2007년 2월부터 2007년 12월 까지 대한민국건강도시협의회 회원 도시 담당자들에게 구조화된 설문지를 통해 건강도시 사업 일반현황, 건강도시 사업 기본현황, 건강도시 발전방향 등에 대하여 조사 분석 하였으며 모든 처리 방법은 SPSS 12.0 version 통계프로그램을 이용하였다. 본 연구의 결과는 다음과 같다. 1. 연구대상자의 지자체 일반현황은 23개자치단체중 도시형(47.8%), 농촌형(52.2%)이며, 가입년도별로는2004년(17.4%), 2005년(30.4%), 2006년(26.1%), 2007년(26.1%)로 나타났다. 2. 건강도시 사업추진현황을 보면, 장기계획수립(43.4%), 생활터접근(69.5%), 민정보제공(78.2%), 협력대학(82.6%), 부서협력잘됨(34.7%), 네트워크적극참여(34.7%), 세미나실시(47.8%)로 나타났다. 3. 건강도시 발전방향 으로는 추진 시 가장 어려운 점은 사업개발(39.0%), 우선순위로는 부서협력(30.4%), 핵심인물단체장(82.6%), 발전가능성지속발전(65.2%), 발전기여(86.9%), 시행주체국가주도(52.1%)로 나타났다. 4. 도시형태별 건강친화성 평가점수는 69점이하 도시형(8.60%), 70~79점농촌형(21.7%), 80~89점 도시형(26.0%), 농촌형(17.3%), 90정이상 도시형(13.0%), 농촌형(13.0%)로 나타났다. 5. 조직구성여부별 건강도시 기본현황 추진실태를 살펴보면, 조례제정여부 조직구성(100%), 미 구성(81.8%), 운영위원회 구성 조직구성(100%), 미 구성(54.5%), 프로파일작성 조직구성(100%), 미 구성(81.8%), 예산확보 조직구성(100%), 미 구성(81.8%)로 나타났다. 조직구성이 건강도시 사업추진에 많은 영향을 미치는 것으로 분석된다. 향후 건강도시 사업추진 시에는 건강도시를 추진하는 담당부서 구성이 가장 중요한 것으로 판단되며, 건강도시 사업추진은 먼저 시작한 도시가 건강친화성 평가 점수에서 높게 나타났다. 이에 따라 건강도시 사업은 일시적인 사업이 아닌 끊임없이 노력하는 도시가 되어야 하며, 건강도시 사업의 활성화를 위해서는 국가주도하에 실시하는 것이 절실히 필요 한 것으로 판단된다.

• Journal of the Speleological Society of Korea
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• no.72
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• pp.75-79
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• 2006

학회 조직의 구성과 운영에서 민주적이고 자율적 방식을 선택하고 있음은 물론이며, 조직의모체로써 본부를 두고 필요에 따라서 국내외 지역에 지부 또는 지회를 두어 설립목적의 학술활동을 수행하는 형태가 일반적이다. 동굴의 지역적 분포 특성과 동굴마다의 고유한 특징을 고려할 때, 동굴학회의 특성상 각 지역 지부의 필요성은 절대적이라고 하여도 지나침이 없으며, 따라서 이에 대하여 우리 학회가 추구하는 동굴의 효율적 관리와 보존 방안으로 동굴관리정보시스템(CMIS) 구축을 위한 노력 경주와 그 기반형성의 지역 조직구성을 공고히 하는 일은 매우 의미 있는 일중의 하나이다. 그러므로 세계적인 화산동굴 유산을 지니고 있는 제주지역 조직구성이 모범이 될 수 있도록 강조하며, 그 추진을 희망하여 요청한다.

• Journal of the Speleological Society of Korea
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• no.72
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• pp.59-63
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• 2006

학회 조직의 구성과 운영에서 민주적이고 자율적 방식을 선택하고 있음은 물론이며 조직의 모체로써 본부를 두고 필요에 따라서 국내외 지역에 지부 또는 지회를 두어 설립목적의 학술활동을 수행하는 형태가 일반적이다. 동굴의 지역적 분포 특성과 동굴마다의 고유한 특징을 고려할 때, 동굴학회의 특성상 각 지역 지부의 필요성은 절대적이라고 하여도 지나침이 없으며, 따라서 이에 대하여 우리 학회가 추구하는 동굴의 효율적 관리와 보존 방안으로 동굴관리정보시스템(CMIS) 구축을 위한 노력 경주와 그 기반형성의 지역 조직구성을 공고히 하는 일은 매우 의미 있는 일중의 하나이므로, 먼저 경기지역 조직구성이 선봉에서 이루어지도록 강조하며, 그 추진을 희망하여 요청한다.

• Korean Security Journal
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• no.29
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• pp.251-278
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• 2011

The purpose of this study aimed to examine work environment and culture of the employees in private security corporation on the organizational performance. 200 guards who worked at security employees in Julanam buk provinces in 2011 were selected by using the method of judgment sampling and 188 guards were used for analysis. The data were analyzed with frequency analysis, factor analysis, reliability analysis, and correlation analysis of the collected data from the respondents by using SPSS 15.0. The conclusion was as follows: First, there was significant relationship between work environment and culture of the employees, organizational performance in private security corporation. Second, organizational environment of employees in private security corporation exerts influence of organizational culture and organizational performance. That is, organizational environment of employees in private security corporation exerts direct influence on organization performance, but it exerts indirect effect through organizational culture.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.319-336
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• 2016

This study is aimed at suggesting the implications about the importance of authentic leadership through the analysis of what influence of supervisor's authentic leadership has on job performance for employees. Especially, this study investigates whether employee's organizational commitment, organizational citizenship behavior mediates the relationship between authentic leadership and job performance. Survey was carried out among employees in a variety of organizations. Total 440 sheets of sample have been derived and analysed by SPSS/WIN 24.0 and Stata 14.0. The result revealed that supervisor's authentic leadership was positively related to organizational commitment, organizational citizenship behavior, and job performance for employees. Further, organizational commitment, organizational citizenship behavior mediated the effects of authentic leadership on employee's job performance. The salient point was that in order to improve employee's job performance is to improve the employee's voluntary participation and cooperation behavior through the supervisor's authentic leadership.

• 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.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.2
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• pp.127-139
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• 2023

Compensation and pay dispersion has been rigorously scrutinized to investigate their impacts on productivity and organizational performance. However, it is difficult to find a systematic study on the systematic dynamics of compensation and pay dispersion effects specifically in the context of Korean venture companies. Venture companies should manage their organizational resources efficiently to maximize their organizational performance through pay structure by efficiently managing the inherent resources. However, we acknowledge that empirical studies on how compensation and pay dispersion affect organizational productivity and performance are rare to find in the Korean context. To overcome this supplement limitation, this study hypothesized that (1) pay and members' productivity are positively related, (2) pay dispersion and organizational productivity have U shaped relationship, and (3) organizational productivity mediates the positive relationship between compensation and organizational performance. Venture companies and professional sports teams share manifold common characteristics such as size, financial circumstances, and operational objectives. We collect 9 seasons (2013~2014 - 2021~2022) of 10 teams' data of Korean Basketball League teams to test our hypotheses. Methodologically, the assessment of our analysis is rendered with PROCESS macro model 58. The statistical results showed that all hypotheses are statistically supported. This study explains how compensation and pay dispersion affect organizational productivity and performance of venture companies in Korea.

• Information Systems Review
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• v.12 no.1
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• pp.23-42
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• 2010

Although organizations are given various benefits with information technologies, they sometimes have suffered fatal damages due to information security incidents now such as computer virus, hacking, counterfeiting, plagiarizing, etc. The fundamentalcauses of information security incidents are closely related to individuals who do not comply with information security policy or rules. The spontaneous self-control of individuals and monitoring for individuals could be the most essential solution for the ongoing observance of information security policy. Thus, the purpose of this study is to analyze effects of punishment and ethics training on compliance of information security policy of individuals in organizations, to determine individual divide among security propensity depending on organization types, and to find the more fundamental solution which leads change of organizational members’ behaviors and self-control. Regardless of the type of organizations, the results of the study suggest that there exist positive effects of punishment and ethics training in all types of organization on compliance of information security rules or regulations. A member of unitary form organization has higher cognition of punishment than a member's cognition of the multi-divisional form organization, while relatively lower awareness of ethics training. Also, a member of public organization has higher awareness of ethics training than a member’s awareness of private organization, while lower cognition of punishment. Finally, the result shows that punishment and ethics training may be major factors which affect information security. It also suggests that organizational security managers have to understand and consider organization member’s propensity relying on organization form and organization characteristics for establishment and enforcement of information security policy.