• Journal of Korea Port Economic Association
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• v.39 no.4
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• pp.23-42
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• 2023

This study is to investigate the influence relationship between ethical management activities and organizational effectiveness of logistics companies and the regulatory role of organizational trust and self-esteem in the relationship between the two variables. An empirical study was conducted through a survey of 270 employees of a logistics company, and the results of the study are as follows. First, the hypothesis that ethical management activities of logistics companies will affect organizational effectiveness was adopted. Among the ethical management activities of logistics companies, personnel management activities influenced organizational commitment and turnover intention, and external ethical management activities affected customer orientation and organizational commitment. Second, the hypothesis that trust and pride in an organization will affect organizational effectiveness was adopted. Trust in the company influenced organizational business and intention to leave, and trust and pride in superiors affected customer orientation and organizational commitment. Third, in the relationship between ethical management activities and organizational effectiveness of logistics companies, organizational trust and self-esteem have a role in controlling. The hypothesis was partially accepted. Organizational trust and pride of workers in logistics companies have the largest moderating effect on turnover intention in the relationship between ethical management activities and organizational effectiveness. In particular, it can be confirmed that self-esteem has a moderating effect on all variables such as customer orientation, organizational commitment and turnover intention. Based on the above analysis results, logistics companies can see the effect of increasing organizational effectiveness (customer orientation, organizational commitment, turnover intention) through ethical management activities, organizational trust and pride. In relation to effectiveness, since the role of controlling the turnover intention of employees of logistics companies is the greatest, it is necessary to apply this to the organizational management program to increase the efficiency of organizational management through fair and transparent continuous operation.

• The monthly packaging world
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• s.155
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• pp.133-133
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• 2006

• The Korean Publising Journal, Monthly
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• s.97
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• pp.26-27
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• 1992

• Monthly Korean Chicken
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• v.5 no.5 s.47
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• pp.1-1
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• 1999

• 프린팅코리아
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• s.10
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• pp.104-105
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• 2003

• 대학교육
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• s.108
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• pp.124-127
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• 2000

• Management & Information Systems Review
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• v.33 no.5
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• pp.1-34
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• 2014

This study suggests internal and external virtuous behavior in organization influenced employees' organizational citizenship behavior (OCB), organizational loyalty and emotional exhaustion through mediated effect of affective commitment and collective self-esteem. Virtue in organization has received attention as critical attribute of positive organizational scholarship. Cameron(2003) defined the study of virtue as a study of the capacity, attributes, and reserve in organization that facilitates the expression of positive deviance among organization member. Accordingly, this study presumed that virtuous behaviors within organization positively associate with OCB, and organizational loyalty through affective commitment whereas the virtuous behaviors negatively influence emotional exhaustion. On the other hand, we assumed that external virtuous behaviors positively associate with OCB and organizational loyalty and negatively associate with emotional exhaustion individually. In study 1, we conducted interview with Korean employees created items for internal and external virtue, and implemented empirical study for 253 employees of domestic companies in study 2. This study contributes to the empirical investigation on how internal virtue (i.e. the employees' virtue for their organization) and external virtue (i.e. the organization's virtue for society), used as independent variables, influence employees' organizational citizenship behavior (OCB), organizational loyalty and emotional exhaustion after creating items for the two virtuous behaviors through qualitative research.

• The Journal of the Korea Contents Association
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• v.18 no.1
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• pp.623-641
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• 2018

The goal of this study is to verify the effectiveness of collective leadership. Specifically, we examine the direct effect of collective leadership on creative behavior and how this relationship is affected indirectly by organization-based self-esteem. Further, we identify the conditional indirect effect psychological safety has in moderating this mechanism. To minimize the common method bias, job rank and the affectivity in work situations were set as control variables. After excluding ten univariate outliers from 319 responses that were collected, a total of 309 samples were used for analysis. Our findings showed that collective leadership has a positive effect on the creative behavior of organization members, and that organization-based self-esteem played the role as partial mediator in the relationship between collective leadership and creative behavior. Also, the conditional indirect effect of psychological safety was found to be significant in the 'high' and 'very high' percentile levels, but not in the 'very low,' 'low,' and 'middle' levels. Together, the findings imply that when leaders at organizations promote members' organization-based self-esteem and creative behavior through collective leadership, it can be more effective when members feel high psychological safety in the organization.

• Life and Agrochemicals
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• v.26 no.7 s.210
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• pp.10-13
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• 2005

• The Science & Technology
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• no.11 s.426
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• pp.12-13
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• 2004