• Journal of Distribution Science
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• v.15 no.6
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• pp.13-24
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• 2017

Purpose - The current study aims to examine the effect of social network factors on travel agency employees' occupational outcomes such as job performance and job satisfaction through innovation behavior in a comprehensive model. Research design, data, and methodology - Based on a theory of social network, the concept of social network was assessed by three factors: a) network size, b) network range, and c) tie strength. To test the proposed hypotheses, structural equation modeling (SEM) was employed based on data from 197 travel agency employees in Korea. Result - The results showed that the associational activity of network size had a positive effect on innovation behavior, while the network range of network size had a significant negative effect on innovation behavior. Subsequently, innovation behavior positively influenced on job performance and job satisfaction, respectively. Conclusions - The results offer some insights into the extended model and have important managerial implications for Korean travel agencies. More specifically, considering diverse domains of social network and organizational research, this study advances critical utility of social network factors in a high facilitating level of innovation behavior, which can help travel agency employees promote their job performance and job satisfaction.

• Journal of Venture Innovation
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• v.3 no.1
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• pp.27-45
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• 2020

It can be said that the effectiveness of organization is influenced by the ethical leadership of the boss, including the CEO, who is the subject of ethical management. In this study, ethical leadership was set as the subject of the study, and the concept of ethical leadership was set as ethical leadership that perceives the superiors in the process of performing subordinates by members of a company or organization. In this study, the effects of ethical leadership on organizational citizenship behavior and job satisfaction were examined, and the effects of ethical leadership on the ethical consciousness of subordinates were analyzed, and ethical consciousness in the relationship between ethical leadership, organizational citizenship behavior, and job satisfaction The mediating effect was analyzed. The subjects of this study were surveyed on 300 small and medium-sized workers in Gyeonggi Province from March 7 to May 10, 2020, and used as empirical analysis data. For data analysis, SPSS 24.0 and AMOS24.0 statistical analysis programs were used. The results of this study are as follows. As a result of the study, it was found that ethical leadership has an effect on organizational citizenship behavior, job satisfaction and ethical consciousness, and organizational characteristics such as ethical consciousness affect organizational citizenship behavior and job satisfaction according to how individuals perceive the organization. It was found that. Ethical leadership affects organizational citizenship behavior and job satisfaction. And these results are absolutely necessary to practice ethical management as a way to strengthen ethical leadership in order to increase organizational citizenship behavior and job satisfaction. Therefore, it is necessary to develop and implement various programs that make you feel a sense of unity with the organization.

• Journal of Technology Innovation
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• v.14 no.1
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• pp.255-276
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• 2006

This study aims to investigate hypotheses for the effects of leaders' individualized consideration leadership behaviors(Bass, 1985) and employee's organizational commitment. It is proposed that individualized consideration leadership behaviors will positively effect on employee's organizational commitment. And to understand the importance of followers' characteristics in recent leadership studies, it is also proposed that the follower's need for achievement(N-Arch) moderates in the relationship of individualized consideration leadership behaviors and organizational commitment. After descriptive survey, research model setup, and field survey, this empirical study investigated the above mentioned hypotheses thru SPSS for Windows 12.0. It involved linear regression analysis to reveal the significant main effect of the individualized consideration leadership behaviors. It also revealed moderating regression analysis to reveal the significant moderating effects of need for achievement between the independent variables(individualized consideration leadership behaviors) and dependent variable(the organizational commitment). Results revealed that leaders' individualized consideration leadership behaviors positively affected to its employee's organizational commitment(Hypothesis 1). And positive moderating effect of N-Arch was strongly supported between leader's individualized consideration leadership behaviors and follower's organizational commitment (Hypothesis 2).

• The Journal of Industrial Distribution & Business
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• v.11 no.3
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• pp.51-62
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• 2020

Purpose - This study examined the relationship between individual creativity and its related variables to observe how individual creativity contributes to organizational performance. In addition, this study strived to explore how to maximize the utilization of individual creativity and innovate the structure of the organization itself so that teams and organizations can respond more effectively to new rising trends. this study aimed to examine whether the value congruence between individuals and organizations (propensity congruence, goal congruence has a significant impact on knowledge sharing and innovation behavior as dependent variables by exerting individual creativity and synergy as independent variables. Research design, data and methodology - SPSS 24.0 program were used to analyze the data. Descriptive Statistics and correlation analysis were performed, and the reliability factor (Cronbach's α) was calculated. Afterwards, we analyzed the moderating effects of structural equation model analysis and hierarchical regression analysis. The number of samples used in the study were 309 copies. Results - First, Individual creativity had a positive effect on knowledge sharing and innovative behavior. In other words, it was confirmed that decision-making processes fused with individual creativity could create an atmosphere of knowledge sharing and transform the organization. Second, value congruence adjusted the influence of individual creativity on knowledge sharing and innovation behavior. Conclusions - First, it is important for managers to recognize the value and secure the pool of creative talents who will be a potential future basic source of organizational success and competitive advantage. Second, managers should be able to identify those with creative talents and expertise, and use them to increase their knowledge sharing performance, while also developing emotional and motivational creativity. Third, in order improve knowledge sharing performance, managers should pay attention to the emotional aspect of creativity. Fourth, managers should strive to create an environment that is beneficial for the reinforcement of individual self-management capabilities. Fifth, managers should be able to develop decision-making processes to develop potential creativity and encourage creative thinking, opinions, or solutions. Sixth, managers should promote the dissemination and integration of new knowledge based on the creative views and attitudes of team members.

• Korean Security Journal
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• no.57
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• pp.205-230
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• 2018

The purpose of this study is to examine the structural model between servant - transformational leadership, organizational citizenship behavior and organizational performance of private security organizations. The security guards working in private security companies in Seoul and Gyeonggi - do were selected as population, random sampling method. The survey was conducted from September 1, 2016 to November 30. Accoridng to the purpose of the study, this study conducted factor analysis(EFA/CFA), reliability analysis, convergence and discriminant validity analysis, and covariance structure analysis using SPSSWIN 21.0 and AMOS 21.0. The conclusions of this study are as follows. First, servant leadership has a positive (+) effect (${\beta}=.406$) on organizational citizenship behavior statistically at .001 level. Second, transformational leadership has a positive (+) effect (${\beta}=.373$) on organizational citizenship behavior statistically at .001 level. Third, organizational citizenship behavior has a positive (+) effect (${\beta}=.615$) on organizational performance statistically at .01 level. Fourth, servant leadership does not affect the organizational performance statistically (${\beta}=.211$). Fifth, transformational leadership does not affect the organizational performance statistically (${\beta}=.058$). Sixth, organizational citizenship behavior has statistically positive (+) mediation effect (${\beta}=.249$) in the relationship between servant leadership and organizational performance. Seventh, organizational citizenship behavior has statistically positive (+) mediating effects (${\beta}=.230$) on the relationship between transformational leadership and organizational performance. Innovation and Improvement of National Emergency Management System in Korea.

• Korea Journal of Hospital Management
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• v.25 no.1
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• pp.58-72
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• 2020

Purposes: This study aims to investigate the determinants of change-oriented organizational citizenship behavior(CO-OCB) of hospital employees and test the mediating effect of the job satisfaction and organizational commitment on the CO-OCB. Methods: Data were collected from the self-administered questionnaire survey for hospital employees of ten hospitals located in five regions, including Seoul. Out of 1,100 questionnaires which were distributed through the administrative routes, a total of 617 copies were returned(response rate 56.1%) and analyzed by frequency analysis, t-tests, correlation analysis, multiple regression, and path analysis using SPSS 21.0 and AMOS 21.0. Findings: The study results revealed that the explanatory power(56.4%) of the model was most significantly increased by the variables of psychological attributes(R²-change 33,5%). Also, the variables of self-efficacy, followed by hope, the organizational climate for innovation, the psychological safety climate, team-member exchange, and leader-member exchange were found to have positive total effects on CO-OCB, through the mediating variables of job satisfaction and organizational commitment. Practical Implications: The study results imply that, in order to improve the CO-OCB of hospital employees, the administrators have to take the integrated approach considering the various domains of factors including the psychological attributes, job characteristics, interpersonal relations, and organizational climate simultaneously.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.4
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• pp.245-254
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• 2018

The purpose of this study is to review the relationship between psychological capital and organizational commitment/ innovative behavior, and the moderating effect of organizational support. In order to verify and achieve the purposes mentioned above, questionnaire data were gathered and analysed from 315 professors and teachers of Korea Politechnics Colleges. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between psychological capital and organizational commitment, 2) the relationship between psychological capital and innovative behavior, 3) the moderating effect of organizational support on the relationship between psychological capital and organizational commitment, 4) the moderating effect of organizational support on the relationship between psychological capital and innovative behavior. Empirical survey's findings are as follows; First, self-efficacy and optimism appeared to be positively related with organizational commitment, and all psychological capital factors(self-efficacy, resilience and optimism) appeared to be positively related with innovative behavior. Second, organizational support appeared to have moderating effect partly on the relationship between psychological capital and organizational commitment, but it did not have a moderating effect on the relationship between psychological capital and innovative behavior. Self-efficacy and optimism appeared to be more positively related with organizational commitment in higher organizational support situation than in lower organizational support situation.

• Journal of Internet Computing and Services
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• v.25 no.3
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• pp.83-92
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• 2024

Recently, the importance of HR analytics for data-based decision-making in establishing and operating an effective human resource management system for companies is increasing. In addition, there is growing interest in the effect of employees' perceptions of organizational justice on positive organizational behavior. Therefore, in this study, among the various factors affecting teamwork behavior, we analyzed the impact on teamwork behavior such as perception of organizational justice and organizational culture. Organizational justice has a significant impact on the formation of members' attitudes, but its meaning may vary depending on the organizational context. In this study, we divided organizational justice into four types (procedural, distributive, interpersonal, and informational fairness) and confirmed their impact on teamwork behavior. In addition, organizational culture was divided into hierarchy culture and innovation culture, and how to regulate these relationships was examined. To analyze these relationships, individual-level data collected from 657 people at domestic companies were used for analysis. According to the analysis results, in a hierarchical culture, procedural justice and information justice had a positive influence on teamwork behavior through the mediating process of job satisfaction, and in an innovative culture, interpersonal justice and information justice had a positive influence on teamwork behavior through job satisfaction. It was confirmed to have a (+) effect. These research results provide implications for people management by indicating that, although organizational justice is important to members and organizations, it may be perceived differently and have different meanings depending on the organizational context. Through the use of the information presented in this study, we will provide value that can effectively and efficiently implement a company's human resource management system.

• Journal of Venture Innovation
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• v.7 no.2
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• pp.153-173
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• 2024

In organizational behavior, the impact of leadership in organizations and employees' organizational citizenship behavior (OCB) have been two hot topics studied by scholars. However, previous studies have predominantly examined the organizational citizenship behavior of various generational groups. In the context of China's socialist market economy, it is necessary to study the OCB of state-owned enterprises (SOEs). Furthermore, employees' work-life balance in the context of SOEs' unique organizational cultures has also attracted much attention. Scholars have discovered that employees respond well to authentic leadership (AL). Although this observation has a theoretical basis, empirical research remains insufficient. Therefore, this study examined whether AL effectively promotes OCB among employees in SOEs. Additionally, we examined the mediating role of work-life balance and the moderating role of the adversity authentic and positive psychological capital. The research hypotheses were tested using 390 valid questionnaires from 60 teams using MPLUS 8.0. The results of the MPLUS study confirmed that AL promotes OCB. Work-life balance positively mediated between AL and OCB, adversity quotient positively moderated AL and work-life balance, while positive psychological capital positively mediated the impact of work-life balance on OCB. These findings provide empirical support for applying social exchange, adversity quotient, and resource conservation theories. Moreover, this study provides certain managerial insights through which managers can more effectively improve employees' professional behavior in SOEs.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.10
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• pp.57-64
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• 2021

In the last decade, the effect of digitalization was the most cited issue in economic discourse, especially since technological advances, automation, and artificial intelligence are the key to the future discussions. Unemployment is one of the most important and continuous debates, especially in times of crisis due to the COVID-19 pandemic. Therefore, this study aims to analyze the influence of leadership style in innovation organizations to deal with the crisis. In this study, a non-probability purposive sampling method was used. A total of 377 respondents were from LinkedIn social media in Indonesia, with the criteria of employees who have worked for at least 6 years. The structural equation model was analyzed with Amos 25.0. The results show that virtual, servant, and transformational leadership influence employee creativity. Moreover, employee creativity strongly influences organizational innovation; therefore, a new model was found to meet the challenges during the COVID-19 pandemic crisis, which is leadership. Therefore, these results are useful for managers to overcome challenges during the COVID-19 pandemic crisis to manage employee creativity for a better innovative organization and make science a reference for finding solutions to the global wave of unemployment in the revolution 5.0 era.