• Proceedings of the KAIS Fall Conference
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• 2011.12a
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• pp.152-155
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• 2011

본 연구는 조직시민행동의 선행요인으로 조직관리 차원에서 주요하게 고려되고 있는 윤리경영 이라는 원인(외생, 독립)변수가 매개변수인 경영자 신뢰 및 조직냉소주의를 매개하여, 이들이 결과(내생, 종속)변수인 직무태도 및 행동(조직시민행동, 직무만족, 직무성과, 이직의도)과 어떠한 인과관계를 갖고 있는지 이들의 관계를 규명하는데 주력하였다. 이는 추 후 사회복지시설에서 사회복지조직 혹은 사회복지사를 대상으로 진행되는 연구의 이론적인 기반을 구축하는데 기여한 논문이라는 점에서 연구의 의의가 있다.

• Journal of the Korean Society for Railway
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• v.15 no.2
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• pp.199-204
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• 2012

This study examines the mediating effect of Organizational Citizenship Behavior in the relationship between Job Insecurity and self-reported Job Performance. 207 employees from 4 Railroad Organizations (Korail, Seoul Metro, Incheon Metro, Metro 9) are selected as the main target of this study. Based on advanced researches, hypothesizes are developed and according to received questionnaires, SPSS 18.0 is used for testing empirically. Result shows that with Mediating variable OCB, Job Insecurity is negatively associated with self-reported Job Performance. And because OCB is complete mediating in the relationship between Job Insecurity and self-reported Job Performance, actually, OCB is shown to play a very important role in Job Insecurity.

• Korean Business Review
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• v.18 no.2
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• pp.151-178
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• 2005

This research proposed leader's supervisory behavior as antecedent variables of salesperson's job satisfaction which had been not tested at Brown and Peterson's (1993) empirical study and used organization citizenship as consequences of job satisfaction which was widely tested at the organization related literatures. According to research outcomes, leader behavior influence job satisfaction and organizational citizenship was turned out. to be outcome of salesperson's job satisfaction. But, on the contrary to our expectation, organizational citizenship has nothing to do with salesperson's intention to stay organization. Thus, it could be said that salesperson's intention to stay and organizational citizenship were mutually exclusive outcomes variables of job satisfaction and there is no causal relationship between these two constructs. Also, as it was to be in Brown and Peterson's (1993) empirical study, it was confirmed that leader's supervisory behavior influences commitment and citizenship behavior indirectly through salesperson's job satisfaction. We proposed that sales managers concern about salesperson's job satisfaction and commitment to prevent salespersons from turnover. Especially, commitment to organization is turned out to be very important factor in salesperson management in considering that it influences salesperson's intention to stay and accommodates salesperson's prosocial behavior.

• Journal of Digital Convergence
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• v.18 no.3
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• pp.259-266
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• 2020

This paper attempted to find the convergence factors related to the organizational citizenship behavior of hospital administration staff(HAS). The survey was conducted on 274 administrative staff at 22 hospitals in J regions randomly selected using self-administered questionnaires. The survey period took about a month from July 1 to July 31, 2019. The hierarchical multiple regression analysis shows the following results. The organizational citizenship behavior of respondents turned out to be significantly higher in following groups: The higher the procedure justice, sub-areas of organization justice, the higher the intragroup trust, and the higher the organizational commitment. Their explanatory power was 41.9%. The results of the study indicate that the efforts, to increase organization justice, intragroup trust and organizational commitment, are required to improve organizational citizenship behavior among HAS. The above results are expected to be utilized in human resource management and industrial health education of medical institutions that enhance organizational citizenship behavior of HAS. Later research requires the establishment of a structural equation model that affects organizational citizenship behavior of HAS.

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

• Management & Information Systems Review
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• v.31 no.2
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• pp.89-114
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• 2012

The purposes of this research are to examine the effect of humor sense of leader on innovative behavior and to examine the moderating effects of empowerment on the relationship between humor sense of leader and innovative behavior. For these purposes, literature review and survey research were conducted. The 350 questionnaires were sent to the 10 manufactural firms in the Pusan and Kyungsang Nam-Do region for empirical analysis. Total 276 usable responses were collected(effective response rate : 78.86%). The major findings of the empirical research are as follows ; First, generation of humor, use of humor, attitude of humor and evaluation of humor which are composed factors of humor sense of leader have positive influence innovative behavior. Second, composed factors of humor sense of leader have differential influence on innovative behavior by empowerment. In conclusion, humor sense of leader is expected to improve innovative behavior which is individual behavior in an organization. Therefore, managers have to develop innovative behavior by exhibiting humor sense, considering empowerment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.3
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• pp.1188-1196
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• 2011

The purpose of this study was to examine the relationship between leisure experience and job-attitude and organizational citizenship behavior. And this study indicates how positive emotion affects the relationship between leisure experience and job-attitude and organizational citizenship behavior. The results from this study are as follows: First, leisure experience influenced significantly the positive emotion, the positive emotion was giving positive affection to job satisfaction, organizational commitment, and organizational citizenship behavior. Second, positive emotion mediated between leisure experience and job-attitude and organizational citizenship behavior. This study was giving us implications that positive emotion from leisure experience is more important than leisure activities themselves when we plan 'fun management'.

• The Journal of the Korea Contents Association
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• v.19 no.5
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• pp.316-330
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• 2019

This study examines the effect of goal orientation (GO) on employee' self-esteem and organizational citizenship behavior (OCB). Also, this paper investigates the mediating effect of employee' self-esteem and the moderating effect of leader's ethical leadership. The results of this study targeted 1,656 employees working at company and public institution were as follows: First, we found that learning goal orientation (LGO) and performance prove goal orientation (PPGO) had a positive impact on employee' self-esteem. But performance avoid goal orientation (PAGO) was not directly related to self-esteem. Second, LGO and PPGO had a positive effect on employee' OCB. But PAGO was not related to OCB. Third, the mediating role of self-esteem in the relationship between GO variables (LGO, PPGO) and OCB was statistically significant. Finally, the interaction term of employee' GO (LGO, PPGO) and leader's ethical leadership was not related to OCB, whereas the positive link between PAGO and OCB was stronger when leader's ethical leadership was high. In particular, this study presented with implications for future research, limitations of this study.

• Journal of the Korean Society of Marine Environment & Safety
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• v.26 no.7
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• pp.787-797
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• 2020

The marine officer plays a pivotal role in the shipping organization as a professional who performs a complex and diverse function. On the sea, unlike land duty, the possibility of turnover increases due to characteristics such as living in isolated spaces, continuous shift work during a set sailing period, high intensity work tension, stress, and social isolation. In this study, the impact of the organization's civic actions on the intention of turnover as a mediator of organizational immersion was divided into three groups of large companies, small and medium-sized enterprises, and public enterprises to check the differences between each category in a structural manner. Analysis showed that there were statistically significant differences between the groups in loyalty and turnover intention when the sub-factors of organizational commitment and organizational citizen behavior of the marine officer, and the size of turnover intention were included. Organization citizen behavior did not directly affect turnover intention, but when indirect effects were included, there was an effect through loyalty, and relationship-oriented organizational citizen behavior negatively affected turnover intention through loyalty. Excluding public enterprises, the non-standardization path coefficients were -0.229±0.117 and -0.319±0.068, respectively, showing a statistically significant effect in large companies and SMEs. These results indicate that in order to lower the employee turnover intention in large corporations and small and medium-sized shipping companies, it is necessary to consider not only organizational citizen behavior but also measures to increase organizational commitment.

• Proceedings of the KAIS Fall Conference
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• 2011.05b
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• pp.769-772
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• 2011

본 연구는 조직시민행동의 선행요인으로 조직관리 차원에서 주요하게 고려되고 있는 인사관리 공정성, 경영자 행동특성, 윤리경영 같은 원인(외생, 독립)변수가 매개변수인 경영자 신뢰 및 조직냉소주의를 매개하여, 이들이 결과(내생, 종속)변수인 직무태도 및 행동(조직시민행동, 직무만족, 정서적몰입)과 어떠한 인과관계를 갖고 있는지 이들의 관계를 규명하는데 주력하였다. 이에 본 연구는 포괄적인 모형을 통해 직무태도 및 행동에 영향을 미치는 변수들의 경로를 확인함으로써, 단편적인 분석에서는 알수 없었던, 직무태도 및 행동에 영향을 미치는 원인변수, 매개변수, 결과변수를 분명하게 확정짓는 실증적인 틀을 제공하고 있다. 즉 사회복지행정 분야에서 이제까지 접목하지 않았던 경영자 행동특성, 윤리경영 등 전반적인 사회복지조직관리와 관련된 변수들을 포괄하였으며, 이는 추 후 사회복지조직 혹은 사회복지사를 대상으로 진행되는 연구의 이론적인 기반을 구축하는데 기여한 논문이라는 점에서 연구의 의의가 있다.