• Journal of Venture Innovation
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• v.1 no.1
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• pp.165-179
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• 2018

The purpose of this study was to identify mediating effects of affective commitment between workplace silent behavior and team learning. A team leader should pay attention to workplace silent behavior in that the workplace silent behavior of the team member may have a negative impact on team effectiveness as well as on individual effectiveness. In this study, 106 employees working in diverse domestic companies were surveyed and data were analyzed. The results are as follows. At first, silent behavior has a negative effect on affective commitment. Second. silent behavior has a negative effect on team learning. Third, affective commitment partially mediated silent behavior and team learning. The meaning of these results is that the workplace silent behavior has direct influence on team learning and indirect influence on team learning via affective commitment as well. Based on the results of this study, implications, limitations, and future research topics were discussed.

• Health Policy and Management
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• v.23 no.1
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• pp.66-77
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• 2013

The purpose of this empirical study is to investigate the factors of self-leadership depending on individual characteristics, job characteristics, and qualities of leader-member exchange. Additionally, this study aims to discover the effect of self-leadership's outcome factors on organizational citizenship behavior and innovative activities. In order to verify research model and hypothesis, questionnaires were collected from department members working at general hospitals, hospitals, and clinics in metropolitan area of Seoul, which were 85 departments and 344 respondents. Collected data were analyzed with SPSS ver. 19.0 and Amos ver. 18.0 statistical package using Structural Equation Model. The results of the analysis showed that both individual characteristics and job characteristics have significant positive effect on self-leadership. Also, self-leadership had significant positive relationship on innovative action and organizational citizenship behavior. The implications of this study are as follow. First, this study empirically explained how self-leadership is applied in healthcare organizations. Second, it verified the relationship between causal factors and outcome factors of self-leadership. Also, prior researches of self-leadership have been conducted on business companies, but this study explored self-leadership at healthcare organizations, which increased external validity. Nowadays, many people are interested in the effect of leadership in order to overcome issues coming from enlarged organizations and to improve performance. Self-leadership will contribute to maximizing voluntary efforts of human resources and performance in a rapidly changing healthcare industry.

• Knowledge Management Research
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• v.13 no.4
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• pp.101-116
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• 2012

Knowledge management system is crucial for increasing organizational performance. However, despite this importance of knowledge management system, many companies fail to facilitate individual employees' knowledge sharing. One of reasons for this failure is the lack of consideration of how individual employees' characteristics and their interpersonal relationship influence on individual-level knowledge sharing. To explain individual-level knowledge sharing, this study investigates the mechanism that employees engage in knowledge sharing activities with their coworkers from the social exchange perspective. We have two purposes of study. First, we examine whether coworker's task-related help seeking affects employee's knowledge sharing with them. Second, we investigate the influence of help-seeker' characteristics as moderators on the relationship between task-related help seeking and knowledge sharing. Specifically, we considered coworker's maladjustment, LMX, and ability as moderators. Our analysis of 192 employees shows that the main effect of coworker's task-related help seeking on knowledge sharing is not significant. However, coworker's maladjustment and LMX moderate the relationship between task-related help seeking and knowledge sharing. The positive relationship between task-related help seeking and knowledge sharing is stronger when help seeker's maladjustment is high than when it is low. And the positive relationship between task-related help seeking and knowledge sharing is weaker when help seeker's LMX is high than when LMX is low. The results of this study have theoretical implications that enrich our understanding of individual-level knowledge sharing, and managerial implications that suggest employees' appropriate attitudes to facilitate knowledge sharing in a coworker relationship.

• Journal of Digital Convergence
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• v.12 no.12
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• pp.139-149
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• 2014

This paper aims to examine the moderate effects of LMX on the relationships between appraisal justice and organization commitment. Additionally, This study is to identify the influences of appraisal justice on the organization commitment in the organization. To accomplish these purposes, the main factors of the appraisal justice such as distributive justice, procedural justice and interactional justice were found from the previous studies. This study used the statistical techniques such as descriptive analysis, reliability analysis, discriminant analysis, factor analysis, correlation analysis, multi regression analysis, and hierarchical regression analysis. The following are the summary of hypothesis test: First, all three justice factors are essential to enhance the level of organizational commitment in appraisal about employee of enterprises. Second, interactional justice among factors of appraisal justice have differential influence on organization commitment by LMX.

• Journal of the Korean housing association
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• v.22 no.2
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• pp.11-20
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• 2011

Since the cohousing idea, originated in Northern Europe, was introduced in the U.S. by architects Kathryn McCamant and Charles Durrett in the early 1980s, there are recently the largest number of cohousing communities and rapidly expanded in the U.S. So, it is necessary to appreciate the cohousing communities developed in U.S. In this study, we investigated the physical characteristics of cohousing and the methods of its residents' participation by means of a case study on cohousing communities in U.S. and suggested the future direction of the cohousing community. Also, this work could be exploited when the cohousing is introduced to Korea. At first, the general status and characteristics of U.S cohousing was explored using diverse sources such as literature, paper and Web site. And then, the direct visit survey was used to obtain the more exact and specific data about physical aspects and residents' participation in each community. We found that cohousing communities were mostly located in the urban and Rural area, which was founded in the 1990s, and new communities continue to be created in the U.S. Typically, the number of households is from 20 to 30 in one community. The land is generally owned by the community itself and its size is within 10 acres. Communities usually serve optional group meals in the common house at least two or five times a week. Each member's income is separated and the community members should take care of their common properties. The leader of community does not exist and most communities don't have the organization of community members. All cohousing communities use consensus as the basis for group decision-making.

• Culinary science and hospitality research
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• v.19 no.5
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• pp.59-75
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• 2013

This paper investigated the effects of hotel chefs' personality and leader-member exchange(LMX) on innovative behavior. The sample for the study is 300 chefs extracted from four five-star hotels in Busan metropolitan area. Self-administrated questionnaires are distributed and 267 usable ones are collected and used for the analyses. The findings of the research are as follows, First, hotel chefs' personality consists of neuroticism, openness, friendliness, conscientiousness and extroversion. Second, hotel chefs' LMX consists of attachment, loyalty, a sense of contribution and respect. Third, hotel chefs' openness, considerateness, and leadership positively affect hotel chefs' LMX and hotel chefs' introversion negatively affect hotel chefs' LMX. Fourth, hotel chef's innovative behavior is affected by hotel chef's attachment, loyalty and respect.

• Journal of Microbiology and Biotechnology
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• v.17 no.5
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• pp.812-821
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• 2007

The ecosystems of certain abandoned mines contain arsenic-resistant bacteria capable of performing detoxification when an ars gene is present in the bacterial genome. The ars gene has already been isolated from Pseudomonas putida and identified as a member of the membrane transport regulatory deoxyribonucleic acid family. The arsenite-oxidizing bacterial strains isolated in the present study were found to grow in the presence of 66.7 mM sodium arsenate($V;\;Na_2HAsO_4{\cdot}7H_2O$), yet experienced inhibited growth when the sodium arsenite($III;\;NaAsO_2$) concentration was higher than 26 mM. Batch experiment results showed that Pseudomonas putida strain OS-5 completely oxidized 1 mM of As(III) to As(V) within 35 h. An arsB gene encoding a membrane transport regulatory protein was observed in arsenite-oxidizing Pseudomonas putida strain OS-5, whereas arsB, arsH, and arrA were detected in strain OS-19, arsD and arsB were isolated from strain RW-18, and arsR, arsD, and arsB were found in E. coli strain OS-80. The leader gene of arsR, -arsD, was observed in a weak acid position. Thus, for bacteria exposed to weak acidity, the ars system may cause changes to the ecosystems of As-contaminated mines. Accordingly, the present results suggest that arsR, arsD, arsAB, arsA, arsB, arsC, arsH, arrA, arrB, aoxA, aoxB, aoxC, aoxD, aroA, and aroB may be useful for arsenite-oxidizing bacteria in abandoned arsenic-contaminated mines.

• The Journal of the Korea Contents Association
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• v.22 no.10
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• pp.309-319
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• 2022

As a study on the mechanisms by which creativity is improved in an organization, this study tried to verify the serial multiple mediating effects of relational energy and creative process engagement in the effect of leader-member exchange(LMX) on creativity. To test the hypothesis, a survey was conducted on 200 workers in China, and 154 of them were analyzed. The analysis used model 6 of the PROCESS macro. As a result, first, LMX has positive effects on creativity. Second, relational energy mediated the relationship between LMX and creativity. Third, creative process engagement mediated the relationship between LMX and creativity. Forth, relational energy and creative process engagement continuously mediated the relationship between LMX and creativity. Based on these research results, the implications and limitations of this study were presented, and methods to improve creativity in the organization were discussed.

• Industry Promotion Research
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• v.8 no.2
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• pp.67-80
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• 2023

This study analysis the effects of the relationship between LMX and affiliation-OCB, challenge-OCB which is voluntary behavior of organizational members. For this study, the effect of LMX on AOCB and COCB, as well as the mediating effect of AOCB behavior, the moderating role of toxic leadership, were analyzed. The results of studies are as follows. First, LMX had a positive effect on AOCB and COCB, respectively. Second, AOCB has a mediating-effect between LMX and COCB. and Third, toxic leadership confirmed the moderating-effect between LMX and AOCB, and finally the moderated-mediating-effect through AOCB in the relationship between LMX and COCB. Therefore, it was analyzed that the quality of the relationship between leader and member in the organization is an important factor in expanding the positive and voluntary behavior of members in the organization. In addition, since toxic leadership weakens positive and voluntary civic behavior for organizational members, it suggests the need for strategy to overcome toxic leadership for an efficient organization management.

• Journal of Venture Innovation
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• v.5 no.4
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• pp.117-133
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• 2022

Telecommuting is rapidly spreading because of the prevalence of Covid-19 but the research on the psychological characteristics of telecommuters and their attitudes(organizational commitment, job satisfaction, etc.) in the workplace is not abundant. We would like to verify whether the number of telecommuting affects social alienation and whether LMX moderates this relationship. Further, the alienation affects, in turn, job satisfaction and organizational commitment. A survey of 317 male and female workers aged 18 or older who are currently experiencing telework was conducted. The results are as follows. Firstlty, we confirmed that the number of telecommuting has a significant impact on social alienation and that LMX moderates this relationship. Secondly, we found that social alienation affects organizational commitment and that job satisfaction showed a mediating effect between social alienation and organizational commitment. Implications and limitations are discussed.