• The Journal of the Korea Contents Association
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• v.11 no.9
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• pp.187-201
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• 2011

A need for considering effective human resources management, in addition to the social aspect of foreign workers, has been rising as the number of foreign workers increased. This study was designed to figure out effective ways to manage foreign workers. By examining an effect of acculturation and organizational fairness on the organizational commitment of foreign laborers and moderating effects of social support, this study aims to improve their commitment, sense of belonging, and loyalty to the company. The results are as follows. Acculturation and organizational fairness has a positive effect on organizational commitment. To be specific, distribution impartiality has the strongest influence on normative commitment, and interactional justice has an effect on emotional commitment and continuous commitment the most, and a partial effect on the moderating effects of social support. Therefore, to improve productivity of foreign laborers, organizational commitment of foreign workers should be reinforced and to achieve this, acculturation and organizational fairness need to be enhanced, and there should be measures to strengthen social support for them.

• The Journal of the Korea Contents Association
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• v.11 no.8
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• pp.274-288
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• 2011

The study empirically examines if transformational leadership and implementation of corporate training programs positively affect employees' affirmative psychology toward the organization, which has been actively studied in 2000s meeting the needs of the times. The study, further, examines if the employees' affirmative psychology toward organization has any significant relationship with perceived organizational support, The study finally examines if the perceived organizational support has any influence on organizational performance. Researchers have recently studied on these issues, but there have been few empirical studies. In addition to those causal relationships, the study also examines how the employees' affirmative psychology toward organization and perceived organizational support moderate those relationships, if any, among the variables, by which the study would contribute to building theoretical foundation of affirmative psychology. The results show that all the studied relationships be accepted as hypothesized, which may imply that leaders should exploit their own leadership capacity and organizations should improve their corporate training programs, which may consequently have positive impacts on organizational performance.

• The Journal of the Korea Contents Association
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• v.13 no.10
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• pp.495-510
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• 2013

The purpose of this study was to explore the effects of work rewards on the organizational effectiveness including mediator role of self-efficacy, and also the work rewards was divided into three categories of task rewards, organizational rewards and social rewards, organizational effectiveness into two categories of organizational commitment and job satisfaction. Research findings are follows; First, job diversity and job challenge of task rewards, payment of organizational rewards, superior support of social rewards have a positive influence on organizational commitment. Second, job diversity, job challenge and job autonomy of task rewards, superior support of social rewards have a positive influence on job satisfaction of finance public enterprise employees. Third, tested mediator role of selt-efficacy between work rewards and organizational effectiveness, and found out moderating roles between work rewards and organizational commitment, but its role between organizational rewards and job satisfaction was found only in job stability of organizational rewards. In terms of the results of this study, the theoretical and practical implications of the findings were discussed and directions for future research were presented.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2806-2820
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• 2014

This study investigated the mediating role that subordinates' job satisfaction might play in influencing the relationships between abusive supervision and subordinates' organizational identification and workplace deviance behavior(WDB-O). With data gathered from employees(N=281) representing a wide array of organizations, structural equation modeling was used to test hypotheses. The results showed that abusive supervision is negatively related to job satisfaction and consequently organizational identification, positively associated with organizational deviance behavior through job satisfaction indirectly and has a direct effect on WDB-O.

• International Area Studies Review
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• v.12 no.3
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• pp.391-415
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• 2008

This paper adopts a present basis of research on the Chinese characteristic culture of enterprise, phenomenon of learning, learning attitude and transferring of learning attitude, and forms a research model and hypothesis. There are three different types of Chinese enterprises basined on the research of Chinese intellectuals: legalistic organization, the ethic organization culture and seeking development organization culture, from which the legalistic organization culture has positive influence on the people level learning and structure level learning by the test of hypothesis. Ethnic organizational cultural has positive influence on the organization level; however, it never has any contributions to the people leanings. Seeking development organization culture benefits a lot to the people leanings, but it never has any positive influence on the organizational cultures.

• 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 Digital Convergence
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• v.10 no.9
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• pp.59-72
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• 2012

The police, as an advance guard for performing governmental functions, should conduct their duties to protect lives, physical bodies, and properties in the nation against various kinds of crimes, prevent from a public risk by detecting a factor that can menace public safeguard and public order and suppress it when a risk factor occurs. Practically it is impossible to protect lives, physical bodies, and properties in the nationprovided that social stability is not taken as security. The roles of the criminal investigation police that take a countermeasure to prevent a risk in prior by detecting hindrance factor of social stability and process any occurred crime in conformity with pertinent laws could control a successful performance in each of the police activities themselves. The study assumes that the organizational capabilities of the criminal investigation police exercises a significant influence upon organizational concentration. In spite of the fact that it is natural that the organizational capabilities of the criminal investigation police exercises a significant influence upon organizational concentration, until now it is very deficient in studies of this field. It is a viewpoint that an organizational concentration would be improved when a capability of the organizational staff will be improved, they would have a targeting capability for sharing organizational goals and vision and a systematic capability would be supported by the dimension of the criminal investigation police. The study was aimed to deduce a developmental method for the criminal investigation police by conducting an analysis on the impact of the organizational capabilities of the criminal investigation police upon organizational concentration that it suggest method that the criminal investigation police will make a contribution for maintaining a social order.

• Management & Information Systems Review
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• v.35 no.1
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• pp.253-271
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• 2016

This study is to investigate the impact of the social capital on organization trust, and the impact of the organization trust on recommendation intention, and turnover intention. And by this it is also to integrally analyze through what route social capital affects the recommendation intention and turnover intention. An actual analysis through covariance structural equation model was made targeting the members of small and medium sized manufacturing companies. The results of the actual analysis showed that the relational dimension in the social capital had an positive(+) and the most pervasive effect on the organization trust. Relational dimension refers to the formation relationships among members and has a significant value in the interaction in the relation between subordinates and superiors, between colleagues, and between departments. Secondly, the cognitive dimension in the social capital was revealed to have no significant effect on the organization trust and structural dimension was revealed to have a positive(+) effect on the organization trust. Structural dimension refers to the capital value which shows itself in the social network and relationship existing between the members and is formed through building the best network within an organization. Thirdly, organization trust was revealed to have a positive(+) impact on the recommendation intention and to have a negative(-) impact on the turnover intention. Finally, the summary, implications, limitations, and future research direction of this study were presented.

• Journal of the Korean Society for Library and Information Science
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• v.44 no.2
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• pp.139-156
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• 2010

The purpose of this study is to examine how the transformational leadership of university library managers affected the empowerment of university librarians and their organizational effectiveness. In this study, we examined the impact of transformational leadership on empowerment, and the impact of empowerment on organizational effectiveness. We then examined the mediating role of the empowerment between the transformational leadership and organizational effectiveness. Empirical results are as follows: empowerment and organizational effectiveness are significantly influenced by transformational leadership, organizational effectiveness is significantly influenced by empowerment, and the impact of transformational leadership on organizational effectiveness is mediated by empowerment.

• The Journal of the Korea Contents Association
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• v.9 no.12
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• pp.291-302
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• 2009

The purpose of this study was to determine potential moderating effects on organizational fairness and one's collectivism propensity as determinants of organizational effectiveness of construction site managers. In particular, this study sought to verify if site managers' collectivism propensity could have moderating effects on relationships between organizational fairness and organizational effectiveness, so that it could find out the importance of moderating effects on organizational fairness and site managers' collectivism propensity. In order to meet these goals, this study selected organizational fairness as a factor that affects organizational effectiveness. Organizational fairness can be divided broadly into distributive fairness and procedural fairness. And this study also selected organizational commitment and job satisfaction as variables of organizational effectiveness, which result from organizational fairness and collectivism propensity of site manager. Moreover, this study selected the collectivism propensity of site manager as a variable that moderates potential effects on organizational fairness and effectiveness. As a result, this study could come to the following findings in detail: First, it was found that organizational fairness had significant effects on organizational effectiveness, which was demonstrated in the result of relevant hypothesis test. Secondly, it was found that construction site managers' collectivism propensity had no moderating effect upon relationships between organizational fairness and effectiveness.