• 유통과학연구
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• 제12권3호
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• pp.105-109
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• 2014

Purpose - Leadership style is an important factor in determining the attitude and behavior of employees and their satisfaction with an organization. Contributing the efficiency of an organization, Especially, servant leadership focusing on meeting employees' hopes and desires positively affect success of the organization and performance of employees. In the airline service industry it is necessary to conduct studies for an internal marketing on servant leadership that emphasizes the trust in the dignity of humans and spirit of service to subordinates as a factor affecting the job satisfaction. Research design, data, and methodology -Therefore, in this research, it is empirically analyzed that employees' perception of a supervisor's support plays mediating role in the relationship between employees' perception of servant leadership and perception of an organization's support using multiple and hierarchal regression analysis targeting 243 employees working in D Airline. Result - As a result, Employees' employees' perceived supervisor's support mediates the relationship between employees' perceived servant leadership of a supervisor and employees' perceived organizational support. Conclusions - This study suggests that the servant leadership of a supervisor perceived by employees constitutes an important preceding variable in enhancing the employees' perception on organizational support.

• 한국항행학회논문지
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• 제16권5호
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• pp.853-863
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• 2012

본 연구는 인적의존도가 높은 항공 산업에서의 조직적 지원 및 상사의 지원이 항공사 종사원의 조직과 경력에 대한 이중몰입에 유의한 영향을 미치는지와 조직동일시와의 매개관계를 살펴보고자 한다. 분석결과, 지각된 조직지원은 조직과 경력에 대한 이중몰입에 유의한 영향을 미쳤으며 상사지원은 조직몰입에만 유의한 영향을 미치는 것으로 나타났다. 또한 지각된 조직지원과 상사지원에 대해 조직동일시는 항공사종사원의 이중몰입에 부분매개효과가 있는 것으로 나타났다. 이러한 분석결과를 바탕으로 항공사 경영자에게 효율적이고 능률적인 인적자원 관리방안을 수립하는데 있어서 유용한 정보를 제공하는데 그 목적이 있다.

• Safety and Health at Work
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• 제15권2호
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• pp.147-150
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• 2024

Background: We examined the association between supervisor consultation, as an actual practice representing supervisor support, and work engagement. Methods: This was a prospective cohort study in Japan, involving 14,026 participants who met the requirement for a one-year follow-up. Supervisor consultation was measured using a single question, and work engagement was defined using the Japanese version of the nine-item Utrecht Work Engagement Scale (UWES-9). Associations were examined using linear regression analysis. Results: Supervisor consultation was positively associated with work engagement after adjusting for gender, age, education, income, and industry (𝛽 = 3.474; p < 0.001). The relationship remained significant after adjustment for perceived supervisor support, although the coefficient decreased (𝛽 = 1.315; p < 0.001). Conclusion: Supervisor consultation probably acted on work engagement in different ways than perceived supervisor support.

• The Journal of Asian Finance, Economics and Business
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• 제7권8호
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• pp.589-598
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• 2020

The study examines the impact of organizational rewards, procedure justice, and perceived supervisor support on perceived organizational support, and examine the impact of perceived organizational support on affective commitment to the organization in the logistic enterprises as well. Quantitative research is applied to measure relationships by regression analysis with SPSS. The research data was collected by convenient method from 180 employees who work in different departments in the logistics industry. The study results in the model 1 found that organizational rewards, procedure justice, and perceived supervisor support have a positive relationship to the perceived organizational support. The study results in the model 2 also found that perceived organizational support has strong impact on the affective commitment to the organization. The study results contribute to both management theory and management practice. For the management theory aspect, the authors suggest that perceived organizational support should be considered the key antecedent of affective commitment about which researchers should pay more attention as a concept. Based on the research results, the authors also recommend for the management practice that managers should pay attention to the implementation of rewards, procedure justice, and supervisor support to increase the perceived organizational support and affective commitment in the logistic enterprises.

• 동아시아경상학회지
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• 제9권2호
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• pp.75-84
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• 2021

Purpose - The purpose of this study is to derive practical implications for human resource management to improve service quality by demonstrating the moderating effect of perceived supervisor support in the relationship between self-leadership, job satisfaction, and customer orientation. Research design, data, and methodology - 800 questionnaires were distributed and collected for beauty service companies with two or more employees. Among them, 602 data were analyzed using SPSS 24 and AMOS 24. For the assessment of goodness of fit of the models, TLI, CFI, RMSEA indices were used. Result -The empirical results are as follows. First, it was found that self-leadership had a positive effect on job satisfaction and customer orientation. Second, job satisfaction was found to have a positive effect on customer orientation. Third, it was found that job satisfaction had a mediating effect in the relationship between self-leadership and customer orientation. Fourth, empirical data showed that the moderating effect of supervisor support in the relationship between self-leadership on job satisfaction was significant. Conclusion -This study contributed to the expansion of related theories by analyzing the moderating effect of perceived supervisor support in the relationship between self-leadership, job satisfaction, and customer orientation, and provides practical implications for efficient human resource management.

• 한국인터넷방송통신학회논문지
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• 제16권4호
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• pp.189-196
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• 2016

본 연구는 기업 모바일러닝에서 자기효능감, 지각된유용성, 상사 및 동료의 지원, 만족도, 전이동기 간의 인과관계를 규명하는 것을 목적으로 하였다. 이를 위해 국내기업 A사에서 실시한 모바일러닝 학습자 302명을 대상으로 온라인 설문조사를 실시하였다. 연구 결과 첫째, 자기효능감, 지각된유용성, 상사 및 동료의 지원이 만족도에 유의한 영향을 미쳤다. 둘째, 상사 및 동료의 지원, 만족도가 전이동기에 유의한 영향을 미쳤다. 셋째, 만족도가 자기효능감과 지각된 유용성 간의 관계를 완전매개 하였고, 상사 및 동료의 지원과 전이동기 간의 관계를 부분매개함을 확인하였다. 위와 같은 연구결과는 기업 모바일러닝에서 전이동기 수준을 높이기 위해 조직 내 상사 및 동료의 적극적인 지원이 가능한 조직환경을 조성할 필요가 있으며, 자기효능감을 높이고 모바일 정보수용기술에 대한 유용성을 높게 지각하도록 전략을 수립하여 학습에 대한 만족도를 향상시켜야 함을 시사한다.

• 아태비즈니스연구
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• 제6권2호
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• pp.35-61
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• 2015

This study deals how employees' perceptions of being supported by their organizations and supervisors may lead to organizational commitment and this commitment affects turnover intention and organizational citizenship behavior in the context of Thai industrial firms. The sample consists of Thai employees working in manufacturing firms which Koreans operate in Thailand. In line with social exchange theory, this study indicated that employees who felt that their organizations and supervisors valued their contribution and cared about their well-being would be more likely to have lower level of turnover intention and higher level of organizational citizenship behavior. Moreover, it was found affective and normative commitment partially mediated the effect of perceived organizational and supervisor support on organizational citizenship behavior. This study enhances our understanding about the roles of organizational commitment in the Thai workplace, and provides some practical implications how to manage Thai employees.

• 한국콘텐츠학회논문지
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• 제17권6호
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• pp.571-579
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• 2017

본 연구는 기업 조직구성원에 대한 보상이 내적공정성과 직무만족에 미치는 영향을 분석하는 것을 목적으로 하였다. 보상의 요인은 내적 보상과 외적 보상의 두 하위차원으로, 내적 공정성은 분배공정성과 상호 작용 공정성으로 구분하였다. 이와 더불어 기업 구성원에 대한 보상이 상사의 지원에 따라 지각된 내적 공정성이 달라질 수 있는지 그 조절 효과를 분석하였다. 실증연구는 다양한 기업의 157명으로부터 획득된 자료를 활용하여 이루어졌다. 실증자료의 분석 결과, 외적 및 내적 보상은 직무만족, 지각된 내적 공정성, 상사의 지원에 정(+)의 영향을 미쳤으며, 보상과 직무만족의 관계는 구성원의 심리적 영역인 내적 공정성의 지각을 통해 영향관계가 형성되고 있음이 나타났다. 한편 구성원에 대한 보상과 지각된 내적 공정성의 관계에서 상사의 지원은 조절역할을 하지 않는 것으로 밝혀졌다. 본 연구에서는 보상관리의 중요성에 대한 인식을 바탕으로 보상의 공정성에 주목하여 개인간 상대적인 보상 차이에 대한 합리적인 논리와 메커니즘을 제공하여야 한다는 관리적 실천적 시사점을 제공하였다.

• 한국직업건강간호학회지
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• 제14권2호
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• pp.108-117
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• 2005

Purpose: This paper was attempted to focused on the analysis of job stress and job satisfaction according to the moderating effects of social support. Method: Data collected from 302 staff nurses in 2 general hospitals, with self-reporting questionnaires(Wolfgang's HPSI, modified Hagihara's social support, and MSQ). Descriptive statistics, Cronbach's alpha, Pearson correlation, ANOVA, and moderated regression analysis were used. Result: The subjects exhibited significantly highest level of 'the work and patients' conditions'. The perceived job stress was negatively correlated with supervisor and co-workers' support, and job satisfactions. Also supervisor and coworkers' support were positively correlated with job satisfactions. The main factor that affected the job satisfactions was 'work and patient conditions' and it was explained 35.5% out of the total variance of the job satisfactions with 'the work load and disturbing factor', 'supervisor support' and 'co-workers' support'. Supervisor support moderated the relationships between 'the patient care responsibilities and career development factor' and satisfaction. Conclusion: For developing the stress management program for hospital nurses, 'the work and patients' conditions', and the strategies of strengthening 'supervisor and co-workers' support' should be considered. In addition to, it may be considered to examine the effects of social support on the other criterion variables.

• 지식경영연구
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• 제15권1호
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• pp.21-43
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• 2014

This paper investigate relationship between job burnout, social support and knowledge creation, sharing. also, social support are moderate on the relationship between job burnout and knowledge creation, sharing. We build up main effect and moderating effect hypothesis. To test hypothesis, survey method are performed. The results are as follows. first, emotional exhaustion and low personal accomplishment have negative effects on knowledge creation, but haven't effect on knowledge sharing. second, social support significant positively impact on knowledge creation and sharing. third, both of supervisor' support and coworker's support partially moderate the relationship between job burnout and knowledge creation, sharing. especially, emotional exhaustion reduce supervisor' support to knowledge creation, sharing and low personal accomplishment reduce co-worker' support to knowledge sharing, which means although job burnout preceded, if employees perceived high level of social support that have buffering effects on the relationships.