• Journal of the Korean Society of Industry Convergence
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• v.27 no.3
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• pp.501-508
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• 2024

Organizational citizenship behavior refers to the behavior of faithfully performing one's duties and being faithful to other roles. Firefighters' awareness of organizational citizenship behavior is closely related to national and individual safety and is very important. The smooth communication and cooperative attitude of fire department employees means organic unity at the disaster site. The purpose of this study was to analyze the awareness of organizational citizenship behavior among firefighters. As a result of analyzing the overall level of organizational citizenship behavior of firefighters, the average score was 3.83 points (out of 5). In particular, significant implications emerged regarding work-related appointment times and words and actions between co-workers. In the future, we hope that firefighting policy authorities will make a lot of efforts and academic research by subsequent generations will be conducted to make firefighting more trustworthy to the public.

• The Journal of the Korea Contents Association
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• v.16 no.3
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• pp.722-731
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• 2016

Previous findings on Organizational Citizenship Behaviors is a useful index for effectiveness of the organization. Also, it is a factor that explains the relation between its member's attitude and behavior as organizational commitment had been stabilized. Since autonomy and rapidity has become more important in increasing the efficiency of the organization, this means Organizational Citizenship Behaviors has become important in it. Organizational Citizenship Behaviors of the members occurs only when discretion and autonomy are given to its members. Therefore, this study aimed at measuring the effects of police officer's personal dispositions on organizational citizenship behaviors, exploring the moderation effect of organization culture, and providing the basis with implications to promote the Organizational Citizenship Behaviors in the police Organization. By reviewing previous finding, Police Officer's Personal Dispositions were selected as independent variables, Organizational Citizenship Behaviors was selected as dependent variable. and Organizational Culture was selected as moderation variable. The result of analysis showed that The belief & The Norm influenced in Organizational Citizenship Behaviors(positive), and The Value in Organizational Citizenship Behaviors(negative). And The moderation effect was tested: The Value${\rightarrow}$Hierarchical Culture${\rightarrow}$Organizational Citizenship Behaviors(negative), The belief${\rightarrow}$Rational Culture${\rightarrow}$Organizational Citizenship Behaviors(negative)

• Journal of Industrial Convergence
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• v.3 no.1
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• pp.79-100
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• 2005

Considering the above points, this study has been conducted to find out the effects brought by perceived organizational justice towards organizational citizenship behavior, with focus on multi-dimension and multi-class nature of trust. With this objective, I researched the following. First, which type gives larger effect to organizational citizenship behavior, the type of distributive justice (that is lower dimension of organizational justice) or that of procedural justice. Second, what effects are given to the 5 types of trust, by distributive justice and procedural justice. Also, what effects are given to organizational citizenship behavior by the 5 types of trust. Third, which type of justice gives larger effect to organizational citizenship behavior when trust is served as a medium. Fourth, which items should be dealt in priority to lead members of organization towards a desirable direction. The research for this purpose was conducted on the basis of comprehensive analysis of variable including. socio-population variable.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.4
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• pp.446-454
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• 2014

Purpose: The purpose of this study was to identify the relationships between emotional intelligence, organizational citizenship behavior, organizational commitment and organizational performance of clinical nurses in Korea. Methods: The participants were 453 nurses, working in three general hospitals in Seoul, and data were collected from December 15, 2012 to February 2, 2013. Data were analyzed using PASW (SPSS ver. 20.0) and SPSS/WIN 19.0 (SPSS INC, Chicago, IL, USA), and AMOS ver. 20.0. Results: The results were as follows: organizational performance is positively influenced by emotional intelligence. Organizational citizenship behavior is positively influenced by emotional intelligence, organizational commitment is positively influenced by organizational citizenship behavior, and organizational performance is positively influenced by organizational commitment. Conclusion: The results of this study demonstrate and help in understanding the relationship between the research concepts and the direction of nursing organizations. We recommend that various educational programs should be developed to improve clinical nurses' emotional intelligence.

• Journal of Digital Convergence
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• v.7 no.4
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• pp.101-115
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• 2009

This paper aims to examine the impact of R&D organization culture(diversity, autonomy, redundancy and connectivity) to Organizational Commitment and Organizational Citizenship Behavior in Information Technology Companys. Hypotheses were tested by surveying 250 employees at R&D Gumi Industrial Complex. The findings of research are as follows : First, three factors of R&D organizational culture had a significant positive effect on the organizational commitment except redundancy. Second, two factors of organizational culture in R&D organizational culture had a significant positive effect on the organizational citizenship behavior except autonomy and redundancy. it is shown reliable criterion to effective organizational management in small and medium enterprises.

• Asia-Pacific Journal of Business
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• v.14 no.4
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• pp.205-216
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• 2023

Purpose - The purpose of this study was to examine the effect of organizational citizenship behavior on unethical pro-organization behavior considering two sub-dimensions of organizational citizenship behavior such as citizenship behavior for individual and citizenship behavior for organization. In addition to this, this study was to identify of the moderating effect of machiavellism. Design/methodology/approach - This study collected 269 sample questionnaires from employees who are working for Korean companies. To examine the hypotheses, this study used hierarchical regression analysis. Findings - First, results showed that there is a significant positive effect of citizenship behavior for organization on unethical pro-organization behavior, but citizenship behavior for individual did not have any significant effect on unethical pro-organization behavior. Second, same with the previous results, machiavellism only had its significant moderating effect on the relationship between citizenship behavior for organization and unethical pro-organizational behavior, not on citizenship behavior for individual. The moderating effect strengthened the positive relationship. Research implications or Originality - Although organizational citizenship behavior and unethical pro-organization behavior are studied many times, but there is no research examining the relationship between these two concepts. these two concepts share the figure that these behaviors are pro-organizational. The only differences between the two is ethical or not. So, this study identified the relationship and moderating effect of machiavellism. In doing so, this study provided novel implications for the researchers of this filed.

• Korean Educational Research Journal
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• v.37 no.1
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• pp.47-66
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• 2016

The purpose of this study is to examine the analysis on the effect of incentive gap of teacher's merit-pay on organizational commitment and organizational citizenship behavior. The study verified the hypothetical path model and analyzed the effects of incentive gap of teacher's merit-pay, organizational commitment and organizational citizenship behavior. The subjects of the study are 762 elementary and secondary school teachers. The results of the study are as follows: Firstly, it was found that there are significant correlations among incentive gap of teacher's merit-pay, organizational commitment and organizational citizenship behavior. Secondly, incentive gap of teacher's merit-pay affects organizational commitment and organizational citizenship behavior. Lastly, S grade teachers of teacher's merit-pay are more organizational commitment and organizational citizenship behavior level were higher than A and B grade teacher. Therefore teacher's merit-pay have positive impacts to the teachers.

• East Asian Journal of Business Economics (EAJBE)
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• v.1 no.1
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• pp.1-7
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• 2013

Purpose: Organizational justice is not considered as objective variable, but considerably, it is the employee's perceptions about an organization. Since the last four decades, researchers endorsed the significant importance of organizational justice on motivation and work behaviours like turnover intentions, trust, motivation, organizational commitment, job satisfaction, in-role and organizational citizenship behaviour. Accordingly, scant literature is available on procedural justice - organizational citizenship behaviour via mediating role of leader-member exchange (LMX) in higher education context especially in Asian countries like Pakistan. Research Design, Data and Methodology: Cross - sectional study design was used and data was collected from the 452 permanent and contractual teaching faculty serving in different positions at private and public sector degree awarding institutes / universities accredited by Higher Education Commission (HEC) of Pakistan. Mediated regression analysis, as proposed by Baron and Kenny (1986), was employed to address the research hypothesis. Results: Results showed that procedural justice and LMX was positively impacted on OCB and LMX also fully mediates the relationship of procedural justice and organizational citizenship behaviour (OCB). Conclusion: The result indicated that LMX fully mediates the relationship of procedural justice and organizational citizenship behaviour.

• Journal of Distribution Science
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• v.14 no.3
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• pp.11-22
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• 2016

Purpose - This study empirically validates the theoretical argument of the effect of authentic leadership on organizational citizenship behavior, and the mediating roles of followers' self-awareness and psychological ownership between authentic leadership and followers' organizational citizenship behavior. Research design, data, and methodology - A total of 380 office workers in Korea were surveyed through on-line, and the result was analyzed using confirmatory factor analysis and structural equational modeling. Results - The authentic leadership was shown to be related positively to followers' self-awareness and psychological ownership, both of which were associated positively with their organizational citizenship behavior. The complete mediating effects of followers' self-awareness and psychological ownership were verified between authentic leadership and follower's organizational citizenship behavior. Conclusions - While followers' self-awareness was rarely studied in the authentic leadership study to date, it was found to play a role in the authentic leadership process into organizational outcome. It is argued that the followers' self-awareness as a mediating role between authentic leadership and organizational outcome seems to be more appropriate than the leader' s identification of previous thesis in explaining the authentic leadership effect.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.4
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• pp.394-401
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• 2012

Purpose: The purpose of the study was to identify the mediating effect of organizational citizenship behavior between job embeddedness and turnover intention in hospital nurses. Methods: Data were collected from 241 nurses in 3 tertiary hospitals and 2 secondary hospitals in Daegu and analyzed using descriptive statistics, Pearson correlations and structural equation model (SEM) with the PASW 18.0 and AMOS 18.0 program. Results: There were negative relationships between job embeddedness and turnover intention (r=-.53, p<.01), and organizational citizenship behavior and turnover intention (r=-.39, p<.01) but a positive relationship between job embeddedness and organizational citizenship behavior (r=.39, p<.01). There was a partial mediating effect of organizational citizenship behavior between job embeddedness and turnover intention (${\chi}^2=91.02$, p<.001). Conclusion: The results of this study indicate that organizational citizenship behavior has a mediating effect on the relationship between job embeddedness and turnover intention in hospital nurses, suggesting that enhancing organizational citizenship behavior is required. in order to promote job embeddedness and reduce turnover intention.