• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.12
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• pp.8210-8221
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• 2015

The goal of this study is to examine the effects of a leader's behavioral integrity on subordinates' intention to leave with the mediating roles of their cognitive and affective trust in their leader. After collecting data from 357 employees in a variety of organizations, we tested hypotheses with structural equation modeling(SEM). This study shows that there are statistically significant relationships among a leader's behavioral integrity, subordinates' cognitive/affective trust and intention to leave. A leader's behavioral integrity with the fully mediating roles of subordinates' cognitive and affective trust affects on their intention to leave negatively. Limitations in this study and suggestions for the future study are discussed.

• Journal of the Korean Applied Science and Technology
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• v.39 no.2
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• pp.220-232
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• 2022

In this study, 223 people were sampled from February 1 to March 11, 2022, and causal relationship analysis (SEM) was performed. First, a causal relationship was established between coaching behavior and leader trust, and second, a causal relationship was established between leader trust and re-enrollment. Finally, although it was partially adopted between coaching behavior and re-registration, an indirect effect was also derived that the effectiveness of behavior existed as an indirect effect of trust in the leader in the relationship between autonomous behavior and re-registration. Therefore, coaching behavior perceived by customers is influenced by various variables, and trust in leaders appears to exert a huge influence on golf course management performance, emphasizing that human service is a part that needs attention in the changing golf market. It is thought that a management strategy based on the results and this study is necessary.

• Journal of the Korea Society of Computer and Information
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• v.23 no.1
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• pp.131-137
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• 2018

This study conducted empirical analysis on the influence of perception of organization politics of social welfare facility employee to job attitude, and based on the analysis result, it aims to suggest theoretic and political implications. For this, the study conducted survey targeting social workers working at social welfare facilities in Gwangju. 350 copies of survey were distributed,. 197 copies were retrieved and 176 copies were used in analysis after excluding 21 copies with insincere reponses. The collected data was processed through SPSS 20.0 for reliability analysis, frequency analysis, T-test, and hierarchical regression analysis. The study results are as below. This study analyzed the job exhaustion, turn over intention and causal relationship as the result variables and perception of organization politics of social workers, and analyzed the leader trust as mediating effect among the previous researches related to perception of organization politics. As for the analysis result, the perception of organization politics of social workers improve job exhaustion and turn over intention, and leader trust was confirmed to have mediating effect on relationship among the variables.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.5
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• pp.1881-1890
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• 2010

Many studies have noted that entrepreneurs' traits and performance of venture firm. But there have little the study on entrpreneur's leadership of venture firm. The purpose of the study is to look at the relationships among entrepreneur's transactional leadership(Charisma, individualized consideration, intellectual stimulation), leader's trust, organizational commitment, organizational cynicism, and mindfulness. For this study, 172 employees in 48 firms completed the questionnaires and SPSS was employed. The findings are: First, charisma, individualized consideration, and intellectual stimulation increases leader's trust. Second, leader's trust has negative effect on organizational cynicism. Third, leader's trust increases organizational commitment. Finally, in terms of interaction effects, charisma and individualized consideration is interacted with mindfulness. But intellectual stimulation is not interacted with mindfulness.

• The Journal of the Korea Contents Association
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• v.19 no.6
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• pp.325-333
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• 2019

The current study aims to address the relationships among conflict, person-organization fit, and workers' turnover intention. Specifically, it aims to examine whether person-organization fit mediates the relationship between conflict in team and turnover intention, also trust in leader moderates the relationship between person-organization fit and turnover intention. The empirical analysis shows that conflict is positively associated with turnover intention and have a negative impact on objective-value fit. The relationship between conflict and turnover intention is mediated by the person-organization fit. Trust in leader moderates the relationship between person-organization fit and turnover intention. The findings address the issue in terms of the mechanisms between conflict-turnover intention and the importance of trust in leader for an effective management of conflict in work teams.

• Journal of Digital Convergence
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• v.14 no.3
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• pp.71-81
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• 2016

The purpose of this study was to investigate the effect of ethical leadership on employees' behaviors (deviant behavior and personal initiative) and to explore the moderating roles of self-efficacy and trust in leader in the relationship between ethical leadership and employees' behaviors. This study developed four hypotheses and tested them using regression and hierarchical regression analyses. The results showed that the negative relationship between ethical leadership and deviant behavior and the positive relationship between ethical leadership and personal initiative were statistically supported. And this study found that self-efficacy and trust in leader played moderating roles in the relationship between ethical leadership and employees' behaviors. Based on the findings of the study, this study presented managerial implications and suggestions for future studies.

• Korea Trade Review
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• v.45 no.6
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• pp.55-75
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• 2020

This study examines factors that influence organizational identification of employees who work for foreign multinational corporations in Korea. First, we test whether employee perceptions on leader-member exchange, trust in CEO, and career growth opportunity can influence their organizational identification. second, we also investigate moderation effects of employee perception on subsidiary level factors such as co-operation between the subsidiary and its HQ, firm reputation of the subsidiary, and opportunity to work overseas. 391 survey results from 350 subsidiaries of multinational corporations in Korea has been collected for this study. We found that leader-member exchange, trust in CEO and career growth opportunity had a positive effect on organizational identification of employees who work for foreign subsidiaries of multinational corporations in Korea. We also found partial support for the moderation effects of HQ-subsidiary interrelationship and opportunity to work overseas in the relationship between predictors and organizational identification. With this in mind, I hope this help to reconsider competitiveness of global companies in Korea by increasing organizational identification.

• International journal of advanced smart convergence
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• v.9 no.2
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• pp.212-223
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• 2020

We study to confirm the relationship between leadership trust and job satisfaction on the leadership style of managers recognized by ICT organization members. To this end, the research hypothesis established by using SPSS23.0 for the survey results of 230 ICT organization members was analyzed as follows. First, the hypothesis 1 person leadership type (individual consideration: H1-1, intellectual stimulation: H1-2, charisma: H1-3, conditional compensation: H1-4, exceptional reward: H1-5) had a significant effect on leader trust. The results were obtained. Second, the hypothesis 2 manager's leadership type (individual consideration: H21-1, intellectual stimulation: H2-2, charisma: H2-3, conditional compensation: 2-4, expected compensation: H2-5) is based on job satisfaction. As a result of verifying the impact relationship, all showed significant effect on job satisfaction. Third, it acted as a positive factor in the job satisfaction of the leader of the hypothesis 3-member organizational member. It was confirmed that the job satisfaction of organizational members started based on the trust of actual leaders. Fourth, the role of leadership trust was partially confirmed between leadership type and job satisfaction. Through this study, in order to improve job satisfaction of ICT organizational members, the importance of exerting competency on the leadership type of managers and trusting the leaders on the characteristics consistent with ICT organizational characteristics was emphasized.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.235-245
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• 2022

This study confirmed the effects of leaders' behavioral integrity on organizational members' voice behavior. It verified whether trust in leaders mediates behavioral integrity and voice behavior and ascertained the moderating effect of members' psychological safety on trust in leaders and members' voice behavior through leaders' behavioral integrity. It targeted organizational members in the service industry, including insurance, securities, banks, consulting, and credit card companies, with a questionnaire survey carried out with 424 response copies. The study results confirmed a significant and positive effect of leaders' behavioral integrity on trust in leaders and voice behaviors. Second, trust in leaders was found to mediate between leaders' behavioral integrity and members' voice behavior. Third, members' psychological safety had a moderating effect on trust in leaders and members' voice behavior. When psychological safety was higher than average, there was a moderated mediating effect of psychological safety in the behavioral integrity on voice behavior with trust mediation in leaders. Therefore, this study has significance in that it was determined that trust in leaders and the psychological safety of the members are essential for leaders' behavioral integrity to enhance members' voice behavior.

• Journal of the Society of Disaster Information
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• v.7 no.2
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• pp.151-160
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• 2011

This study aims to suggest the method for an effective conflict management to private security workers by investigating the impact of complicit management that recognized by private security, guard on trust for leader and turnover intention according to the complicit management type of private security, guard. The subjects was sampled by using purposive sampling method after selecting security, guard who work in private guard company registered in the Police Department in Seoul in 2010. Respondents of this study was sampled a total of 250 people and collected the sample of 234 people, and the number of cases used in the final analysis was 210 people. The entered data was processed by using SPSSWIN 17.0 Version to apply factor analysis, reliability analysis, correlation analysis, and multiple regression analysis. The result of reliability analysis of the questionnaire was Cronbach's ${\alpha}$ value of 0.838~0.859. First, combination, compromise, and grace the sub factors of the conflict management of private security, guard affect on trust for leader. Second, compromise, grace, and rule the sub factors of the conflict management of private security, guard has a negative effect on turnover intention. Third, the trust to leader has a negative effect on turnover intention.