• The Journal of Asian Finance, Economics and Business
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• v.5 no.3
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• pp.113-119
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• 2018

Higher Education Institutions (HEIs) are place contributing to the intellectual advancement of the nation, quality human resource, and to a number of socio-economic improvements for society and organizations. Despite facilitators and staffs are the bare-bone of HEIs, there is a scarcity of research, both conceptual and empirical, focusing on their organizational citizenship behaviors (OCB). To attempt to fill this gap, this article develops a conceptual model of OCB under influencing of organizational justice and job satisfaction. The prospective respondents were chosen randomly from HEIs (public and private). Individuals have been employed at least one year and above will be the unit of analysis in which the experimental test of the proposed model will be conducted. The results suggest that organizational citizenship behavior is one of the most important factor influence the organizational performance. Furthermore, the performance of HEIs does not affect only the national human resources, but also impact on national economy. In this context, a conceptual framework is proposed to study the determinants of organizational citizenship behavior in the form of organizational justice and job satisfaction. Additionally, the ultimate benefits of OCB through perceived organizational justice with job satisfaction as mediator is enlightened. Finally, the authors discuss the managerial implications of their research.

• The Journal of Industrial Distribution & Business
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• v.10 no.7
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• pp.29-37
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• 2019

Purpose - The purpose of this paper is to find out a range of cues that trigger employees to willingly make efforts for corporate development in small and medium enterprises. This was determined by assessing the effects of employees' value inclination on their job satisfaction and organizational citizenship behavior as well as how they perceived their organizational support. Research design, data, and methodology - A total of 126 valid questionnaire sheets collected from SME employees were analyzed with SPSS 24.0 and AMOS 24.0 involving simple regression analysis, multiple regression analysis, hierarchical moderated regression analysis and 3-step mediated regression analysis. Results - The analyses highlighted employees' personal value inclination had positive effects on their job satisfaction, which in turn enhanced their organizational citizenship behavior. Meanwhile, individualist and collectivist inclination exerted greater effects on job satisfaction and organizational citizenship behavior, respectively. The study also revealed that perceived organizational support moderated the relationship between job satisfaction and organizational citizenship behavior. Conclusion - Hence, CEOs in SMEs should avert any dichotomous analysis of their employees' value inclination, respect their personal value inclinations and also apply factors that could raise their job satisfaction. Likewise, it was shown that SME employees need to make personal efforts for organizational development.

• Asia-Pacific Journal of Business
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• v.12 no.3
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• pp.361-378
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• 2021

Purpose - The purpose of this study is to classify KOSPI listed companies according to their organizational character type based on MBTI. Design/methodology/approach - This study collected 109,989 reviews from an online firm review website, Jobplanet. Using these reviews and the descriptions about organizational character, we conducted document similarity analysis. Doc2Vec technique was hired for the analysis. Findings - First, there are more companies belonging to Extraversion(E), Intuition(N), Feeling(F), and Judging(J) than Introversion(I), Sensing(S), Thinking(T), and Perceiving(P) as organizational character types of MBTI. Second, more companies have EJ and EP as the behavior type and NT and NF as the decision-making type. Third, the top-3 organizational character type of which firms have among 16 types are ENTJ, ENFP, and ENFJ. Finally, companies belonging to the same industry group were found to have similar organizational character. Research implications or Originality - This study provides a noble way to measure organizational character type using firm review big data and document similarity analysis technique. The research results can be practically used for firms in their organizational diagnosis and organizational management, and are meaningful as a basic study for various future studies to empirically analyze the impact of organizational character.

• Journal of Preventive Medicine and Public Health
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• v.36 no.1
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• pp.71-76
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• 2003

Objectives : New organizational work systems, and their impact on the mental health of employees, are considered to beone of the most important topics in the area of industrial health. This study was conducted to compare job characteristics (job demand and decision latitude) levels, and psychosocial distress of workers in acompany introducing to new organizational work systems, to those of workers managed by traditional work systems. Methods ; A study sample of 627 shipbuilding workers (446the new work organizational system and 181 the traditional system) were recruited for this study. A structured-questionnaire was used to assess general characteristics, job characteristics(work demand, decision latitude), and psychosocial distress. Results : The decision latitude was not significantly higher in the new work system compared to the traditional system. However, the job demand was significantly higher in the new work system than in the traditional system. The psychosocial distress was higher within the new work system than the traditional system, but no significant relationships were found. The proportion of increased strain was significantly greater with the new system than the traditional system. Conclusion : These results suggest that increases in the decision latitude did not sufficiently compensate for higher job strain or increased work intensity. If the increase in the decision latitude was temporary, with the typical job demand remaining high, such work can be still be considered to have a job strain Futureresearch should consider psychosocial distress and fatigue as importantproblems caused by new work organizational systems, and should be performed to assess their impact through out industry.

• Journal of Convergence for Information Technology
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• v.8 no.1
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• pp.291-300
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• 2018

The purpose of this study is to analyze the effect of Organizational justice and Empowerment on customer orientation. As a factor affecting customer orientation, sub - variables of organizational justice were set as dstributive justice, procedural justice and interactional justice, and sub-variables of empowerment were set as meaning, competence, self-determination, and impact. As a result of analysis, the dstributive justice, procedural justice, and interactional justice of organizational justice were analyzed as factors influencing customer orientation. competence, self-determinationr, and impact factors were analyzed as factors affecting customer orientation. However, the meaning of the empowerment did not affect the customer orientation. The work environment of small and medium-sized journalists is performing work without restriction of time and space in internet environment. This environment is a digital environment that we have not experienced before. However, organizational justice and empowerment factors are analyzed as important influences on customer orientation as same as previous research results.

• Asia pacific journal of information systems
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• v.14 no.1
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• pp.143-163
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• 2004

Management is under constant pressures to achieve competitiveness in production in most manufacturing companies. The adoption of management techniques(MT) such as TQM, MRP, ERP and so on has been a logical response for better performance to many companies. Besides, these companies commonly adopt a number of such techniques with high expectation for performance improvement. However, expected improvement in performance is not guaranteed unless necessary ingredients exist for those techniques. Many research studies have focused on the nature of successful adoption of management techniques in the past. However, most studies have been related to a single technique and its effects. When more than one techniques are in use in a company, focusing on a single technique limits the value of analysis. This paper focuses the value of MTs adopted in a company in multiplicity and compares the relative characteristics of MTs one another. Especially, the purpose of this paper is to examine the comparative nature of MTs adopted In manufacturing companies and the elements of MT success in relationship with information systems and organizational adjustment for adoption of MTs. The result of the analysis shows that the more efforts are exhorted for the adjustment of information systems and organizational structures to accommodate the MTs, the more success from the adopted techniques results. However, the extent of adjustment for different management techniques differs one another due to the nature of each technique. With regard to the comparative impact of adjustment of information systems and that of organizational structures, the result shows that the latter has more direct and greater impact than the former.

• Journal of Digital Convergence
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• v.16 no.11
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• pp.81-87
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• 2018

Transactional leadership(TL) is to provide constructive feedback to organizational employee's commitment and to engender a positive impact on individuals and organizations. In this respect, this study is to investigate police's TL could positively influence organizational commitment, and is there a mediated effect in this impact empirically. This study based on the analysis on a random sample of police who has worked in Seongnam, Kwangjoo, and Hanam cities. The findings are the follows. (1) Police's TL has a positive effect on followership. (2) Police's TL has a positive effect on employees' commitment highly. (3) Police's followership has a positive effect on employees' commitment highly. (4) Followership has a partial mediated effect to relationship between Police's TL and employees' commitment. In these results, transactional leadership and followership are to verify a critical factor to improve police's organizational commitment.

• The Research Journal of the Costume Culture
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• v.24 no.2
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• pp.198-217
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• 2016

This study analyzed the effects of organizational culture on psychological empowerment and organization efficiency, and the effects of psychological empowerment on organization efficiency in fashion companies. In addition, this study analyzed the differences between organizational culture, psychological empowerment and organization efficiency across demographic characteristics. The survey was conducted among employees of fashion companies, and 320 responses were used in the data analysis. As a result, the group culture and innovative culture in fashion companies positively influenced the competence and meaning of psychological empowerment. An innovative culture and rational culture positively influenced the self-determination, and the group culture and rational culture positively influenced the impact of psychological empowerment. The group culture, innovative culture, and rational culture of fashion companies positively influenced job satisfaction, and the group culture, innovative culture, and hierarchical culture positively influenced job commitment. The group culture and innovative culture negatively influenced the turnover intention, but the hierarchical culture positively influenced the turnover intention. In addition, the psychological empowerment (competence, self-determination, impact, and meaning) positively influenced job satisfaction, and the competence, self-determination, and impact positively influenced job commitment. Competence negatively influenced the turnover intention, but the impact positively influenced the turnover intention. There was a difference in the group culture and turnover intention by ages, as well as a difference in the hierarchical culture and self-determination by work departments. The results of this study will be helpful for the establishment of the management and business strategies in fashion companies.

• Management & Information Systems Review
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• v.32 no.4
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• pp.27-51
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• 2013

The present study focuses on ethical leader ship of people who are member of organization. The survey was conducted to 209 spectators who participated in the corporate organization. Collected data were analyzed through the statistical and analysis program SPSS. Correlation analysis and multiple regression analysis were conducted for analyzing the influence of ethical work climates on ethical leader ship and organizational citizenship Behavior. The results are below. First, the result of analyzing the relationship between ethical work climates and Ethical leader ship shows that principle have a positive impact on distributive justice, procedural justice, transparency, contribution, integrity and benevolence have a positive impact on procedural justice, contribution, integrity. Second, the result of analyzing the relationship between ethical leader ship and organizational citizenship behavior shows that transparency has a positive impact on conscientiousness, and integrity has a positive impact on sportsman ship. We discuss the implications of the results for the theory and the future research on the ethical leader ship.

• Journal of Digital Convergence
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• v.16 no.11
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• pp.201-209
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• 2018

This study seeks to examine the effect of customer orientation on customer loyalty and employee loyalty mediated by two dimensions of corporate social responsibility (CSR), discretionary and ethical dimensions. This study examined the effects of customer orientation on discretionary responsibility and ethical responsibility. Additionally, it examined the effect of discretionary responsibility and ethical responsibility on customer loyalty and organizational loyalty. In order to verify the hypothesis, we surveyed the employees of large companies and analyzed 239 valid data. First, customer orientation has a significant positive impact on discretionary responsibility. Second, customer orientation has a significant positive impact on ethical responsibility. Third, discretionary responsibility has a significant positive impact on customer loyalty. Fourth, discretionary responsibility has a significant positive impact on organizational loyalty. However, ethical responsibility does not predict customer loyalty and organizational loyalty. Theoretical and practical implications of the results of this study, limitations and directions for future research are discussed.