• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.16 no.5
• /
• pp.143-158
• /
• 2021

The purpose of this study is to suggest a direction for enhancing the mutual trust level between employees and managers by examining the effect of job satisfaction of electric power companies's employees and performance-oriented remuneration paid to them on awareness level of organizational justice and a trust in manager. Based on a significant positive relationship between employee's job satisfaction and trust in a manager, a significant positive relationship between employee's job satisfaction and perception of organizational justice, and a positive relationship between organizational justice and trust in manager, it was possible to confirm the mediating role of organizational justice between job satisfaction and a trust in manager. In addition, although performance-oriented remuneration did not have a significant effect on trust in manager directly, it was found to have a significant negative effect on distributive justice and procedural justice, but for interactional justice did not appear to have a significant influence. Because the autonomy of the labor budget is quite limited due to the government's total regulation on the size of the labor budget for public enterprises and due to the government's evaluation of management of public enterprises, it can be explained as having a negative effect on the perception of organizational justice. In addition, since the partial mediating effect of distributive justice and interactional justice was confirmed in the relationship between job satisfaction and trust in manager, the mediating effect of procedural justice was insignificant, it was confirmed that the need to establish and operate an internal HR management system based on smooth communication that employees can satisfy and accept can have a significant impact on trust in manager. On the other hand, because the negative complete mediating effect of distributive justice and procedural justice between performance-oriented remuneration and trust in manager was significantly confirmed, It is showing that employees' negative perceptions of performance distribution procedures and distribution results had a negative effect on trust in manager. The results of this study suggest that employees will perceive the organization as fair, and trust the manager who is the decision maker, when they are fully rewarded for their performance, with job satisfaction, a fair evaluation of their efforts, even if there are various factors that can influence managers to be trusted by their employees.

• Journal of Digital Convergence
• /
• v.14 no.9
• /
• pp.199-214
• /
• 2016

There is a negotiation between management and labors about paying incentive at the every end of the year. This result causes the conflict between management and labors. The successful operation of incentive system is based on respect and common benefit between workers and managers. The manager-trust is the power of leading reciprocality. This research started from the issues of companies with incentive system at this year. This research analysed the influence of manager-trust by the fairness of incentive system. and how HRM system affects the manager-trust through the strength of the HRM system. It appeared in a survey that shows the fairness of incentive system and manager-trust effect positive matter. As a result of the control effect in the strength of the HRM system, the relationship between distributive justice and manager-trust shows that Distinctiveness, consistency, and consensus have the control effect. Although the Distinctiveness has control effect, consistency and consensus didn't have control effect in the relationship between perceptual justice and manager-trust.

• Journal of Digital Convergence
• /
• v.11 no.3
• /
• pp.221-232
• /
• 2013

Setting organization justice and executive characteristics as independent variables, job satisfaction as dependent variable and trust as mediating variable for small and medium enterprise, this study intended to corroboratively identify the mutual impact between independent variables and dependent variables. The study shows that the distribution justice, procedure justice and interaction justice of organization justice wholly have positive(+) impact on job satisfaction and leadership characteristics, impact characteristics and psychological characteristics of executive characteristics wholly have positive(+) impact on job satisfaction, thereby having mediating effects through trust perceived by employees. Namely, if the job efficiency and moment is enhanced by increasing employees' job satisfaction, the productivity of enterprise will be heightened after all and its profitability will be improved in the long run.

• Management & Information Systems Review
• /
• v.33 no.2
• /
• pp.1-12
• /
• 2014

The purpose of this study is to examine the the effect of organizational reputation on company commitment, turnover intention and the moderating effect of employer trust. Despite the progress of organizational reputation studies, There is a shortage of employee-perspective studies. This study considered the limitation of previous study and the help to the company. This study built a exploratory model that there is causal relationship of organizational reputatio to company commitment, turnover intention and the moderating effect of employer trust on the effect of company commitment, and turnover intention. To test hypotheses empirically, the data was collected from 239 iron and steel company's workers in Po-hang. The study showed following results. First organizational reputation had the effect on the company commitment and turnover intention significantly. a positve reputation in an organization is associate with commitment and negative reputation in an organization is associate with turnover. Second perceived employer trust played the role as the moderating variable in relation with the effect of reputation on the company commitment. The implication of these results to the union and the company, the limitation and the direction of future study were suggested.

• Korean Security Journal
• /
• no.61
• /
• pp.137-161
• /
• 2019

The purpose of this research is to explore ways to improve private security officers' compliance with security policies by analyzing the effects of transformational leadership and organizational trust. Data were collected from private security officers employed in the cities of Seoul and Busan by using survey questionnaire. Statistical analyses were conducted with SPSS 22.0 and AMOS 23.0. The results showed that transformational leadership increased organizational trust which was found to have a positive effect on willingness to comply with security policies. In addition, transformational leadership did not affect willingness to comply with security policies directly but had an indirect effect on it through organizational trust. The findings of current research suggest the leaders of security businesses consider various ways to increase officers' organizational trust such as improved job security and benefits in order to maximize their willingness to comply with security policies.

• The Korean Journal of Applied Statistics
• /
• v.22 no.3
• /
• pp.463-477
• /
• 2009

This study was intended to examine the mediating roles of trust in CEO and supervisor on the relationships between organizational justice and employee behaviors. Data were collected from 4,055 employees across 18 different companies in Korea. Employees were asked to answer on a self-reported questionnaire. The two dimensions of organizational justice (i.e. procedural justice and distributive justice) were used. Employee behaviors were measured using counter-productive behavior and organizational citizenship behavior. Data were analyzed using a structural equation model. The hypothesized fully mediated model better fitted the data. Relative to distributive justice, procedural justice was more strongly related to both trust in CEO and trust in supervisor. But there were no significant differences in the degree of relationships between the two dimensions of trust and the two types of employee behaviors. These results showed that procedural justice is more important in enhancing trust in leader.

• Proceedings of the KAIS Fall Conference
• /
• 2011.05b
• /
• pp.769-772
• /
• 2011

본 연구는 조직시민행동의 선행요인으로 조직관리 차원에서 주요하게 고려되고 있는 인사관리 공정성, 경영자 행동특성, 윤리경영 같은 원인(외생, 독립)변수가 매개변수인 경영자 신뢰 및 조직냉소주의를 매개하여, 이들이 결과(내생, 종속)변수인 직무태도 및 행동(조직시민행동, 직무만족, 정서적몰입)과 어떠한 인과관계를 갖고 있는지 이들의 관계를 규명하는데 주력하였다. 이에 본 연구는 포괄적인 모형을 통해 직무태도 및 행동에 영향을 미치는 변수들의 경로를 확인함으로써, 단편적인 분석에서는 알수 없었던, 직무태도 및 행동에 영향을 미치는 원인변수, 매개변수, 결과변수를 분명하게 확정짓는 실증적인 틀을 제공하고 있다. 즉 사회복지행정 분야에서 이제까지 접목하지 않았던 경영자 행동특성, 윤리경영 등 전반적인 사회복지조직관리와 관련된 변수들을 포괄하였으며, 이는 추 후 사회복지조직 혹은 사회복지사를 대상으로 진행되는 연구의 이론적인 기반을 구축하는데 기여한 논문이라는 점에서 연구의 의의가 있다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.17 no.3
• /
• pp.103-117
• /
• 2022

The recent corporate economy, such as the COVID 19 pandemic that has spread all over the world since the beginning of 2020, the acceleration of the 4th industrial revolution, and supply chain management risks triggered by the US-China conflict and the Ukraine crisis, is more serious than ever before. CEOs who have started and managed small and medium-sized enterprises (SMEs) are more concerned than ever about the sustainability of their businesses in this reality. Nevertheless, there were few empirical studies on the factors that influence the intention of SME CEOs to discontinue business. In this study, the perception of the business environment of SMEs (intensity of competition in key business areas, difficulty in manpower management), corporate competency (employee competency, company product or service competitiveness, supply chain and consumer relations, digital competency and technical expertise), and CEO's competency(trust between employees and the CEO, management competency and perceived health status of CEO) on CEO's intention to discontinue business was discussed. As a result of the study, the intensity of competition in the main business field, and the difficulty in manpower management had a positive (+) effect on the intention to discontinue the business, and the employee competency, product (service) competitiveness, digital competency of the company, and the CEO's Health status had a negative (-) effect on intention to discontinue business. The relationship between these influences was found in the order of CEO's health status, product competitiveness, employee competency, digital competency, competitive strength in the main business, and difficulty in manpower management. It was analyzed that supply chain and consumer relations, trust between employees and the CEO, and management capabilities did not significantly affect the intention to discontinue business. On the other hand, business confidence has a mediating effect between the intensity of competition in the main business field, the difficulty in manpower management, product or service competitiveness, digital competency, trust between employees and the CEO, and the management capability and intention to discontinue business was tested. This study had academic significance in that it empirically analyzed factors related to intention to discontinue business targeting small and medium-sized business CEOs. In practice, as it has been found that business environment awareness, corporate competency, managerial competency, and business confidence are factors that influence the intention to discontinue business, if an action ideas that can reinforce this part can be found, SMEs can achieve sustainable growth or it may help CEO find an meaningful exit.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.19 no.10
• /
• pp.183-193
• /
• 2018

The purpose of this study was to assess the implications for Daejeon's business management by analyzing the impact on the management performance of human solidarity among CEOs of small and medium venture companies in Daejeon. From 20th March to 20th May 2018, 212 questionnaires were collected from CEOs of small and medium-sized venture companies in Daejeon for this study and verified using the SPSS statistics Analysis Program. As a result, the study confirmed that the "work" and "school" connection factors have positive effects on securing government projects, improving business management, acquiring the necessary information for business growth, and securing competitiveness in 4th industrial revolution era. On the other hand, the "Region or Kin-group" connection factor does not affect the management performance. The following implications were derived fromthese studies on sustainable growth and development of business in Daejeon. First, it requires a higher level of the CEO solidarity. Second, efforts aimed at building mutual trust among CEOs in Daejeon are needed to develop close relationships and strong connections. Third, each operating association established in Daejeon needs to develop various programs for building relationships among CEOs and operate programs to increase the chances of contact.

• The Journal of the Korea Contents Association
• /
• v.7 no.10
• /
• pp.229-238
• /
• 2007

Recently the environment of Korean business cultures has rapidly changed. Companies have their own images. They are Perceived among companies, so they are awarded as the important factors of the making relation. Especially the importance of corporate image was brought to the fore and it has been dealing with continuously and variously since 1990s. Previous empirical research has focused on the orientation of consumer in perceived company image. But the goal of this study is focused on the effects of the perceived image between corporations in trust and commitment of relationship. The results of this study perceived image were indicated to have an effect on trust. In addition, trust were also indicated to have an effect on commitment. C.E.O, Growth, Innovation image were indicated to have an effect on trust as the important factors.