• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.370-377
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• 2015

Organizational trust (OT) plays a substantial role to attain competitive advantages. It is an effective way to enhance organizational effectiveness. OT makes employees to have a positive emotion toward a firm, also it contributes employees to bring a spontaneous behavior. The purpose of this study is to investigate the relationships among OT, organizational commitment (OC), and organizational citizenship behavior (OCB) theoretically and empirically. A total of 228 cases in 15 Chinese companies are used for empirical analysis. The results show that OT has a positive effect on OC and OCB. It is suggested that OT is an important variable to improve emotional and continuance commitment. Also the results reveal that OCB is a meaningful dependent factor that is affected by OC.

• The Journal of the Korea Contents Association
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• v.13 no.2
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• pp.244-253
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• 2013

This research explores the impacts on the recognition of organizational justice for public employees organizational citizenship behavior during the public-sector reformation. Research results are summarized as follows. The first, the job satisfaction and organizational citizenship behavior of public employees relate with procedural justice, interactional justice. but distributive justice not impact. The second interactional justice relations impact organizational citizenship behavior. The third, job satisfaction does the intermediate role between the organizational justice and organizational citizenship behavior of public employees. These result contribute to the explanation of how public employees organizational citizenship behavior work in the public sector reform process.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.230-239
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• 2020

The purpose of this study was to examine how a leader's organizational citizenship behavior (OCB) affects subordinates' interpersonal citizenship behavior (ICB) and job stress levels. A leader's OCB involves taking-charge behavior, loyal boosterism, and the industry. We hypothesized that leader-member exchange (LMX) would mediate the relationship between leader's OCB and subordinates' ICB and job stress level. We tested the model using a sample of 293 employees from different organizations from September 2019 until November 2019. We conducted confirmatory factor analyses of the variables and analyzed the data by using structural equation modeling. We also conducted a CFA to assess the fit of a three-factor model for the leader's OCB items. Empirical findings show that LMX fully mediated the effect of leader's OCB on employees' ICB and job stress level. Leader's OCB had a positive effect on LMX. Moreover, LMX had a positive effect on employees' ICB but had a negative effect on job stress. We found support for our hypotheses that leader's OCB is positively related to ICB but negatively related to job stress, and this relationship is mediated by LMX. We discuss limitations, implications for practice, and future research.

• Journal of Digital Convergence
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• v.11 no.10
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• pp.241-253
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• 2013

This study investigated the impacts of perceived organizational support and psychological empowerment on organizational citizenship behavior. To accomplish this purpose, the authors conducted a survey of employees in manufacturing companies in the Daegu-Gyeongbuk region. A total of 272 questionnaires were used for the study. Hypotheses were tested through multiple regression analysis. As a result, perceived organizational support and psychological empowerment both positively affected organizational citizenship behavior. Perceived organizational support and psychological empowerment have less been studied as exploratory variables of organizational citizenship behavior. Therefore, the results of this study have many theoretical and practical implications.

• Management & Information Systems Review
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• v.30 no.3
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• pp.107-132
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• 2011

The purposes of this paper are to examine the effect of emotional intelligence and logic intelligence on organizational citizenship behavior and to examine the moderating effect of intelligence labor on these relationship. For these purposes, literature review and survey research were conducted. The 420 questionnaires were sent to the 12 manufactural firms in the Busan and Kyungsang Nam-Do region for empirical analysis. Total 363 usable responses were collected(effective response rate : 86.40%). The major findings of the empirical research are as follows ; First, emotional intelligence and logic intelligence have positive influence organizational citizenship behavior. but emotional intelligence have more positive influence than logic intelligence on organizational citizenship behavior. Second, emotional intelligence has differential influence on organizational citizenship behavior by emotional labor, but logic intelligence hasn't that. In conclusion, emotional intelligence is expected to improve organizational citizenship behavior which is extra-role behavior in an organization. Therefore, managers have to develop organizational citizenship behavior by exhibiting emotional intelligence, considering emotional labor.

• Management & Information Systems Review
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• v.32 no.4
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• pp.27-51
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• 2013

The present study focuses on ethical leader ship of people who are member of organization. The survey was conducted to 209 spectators who participated in the corporate organization. Collected data were analyzed through the statistical and analysis program SPSS. Correlation analysis and multiple regression analysis were conducted for analyzing the influence of ethical work climates on ethical leader ship and organizational citizenship Behavior. The results are below. First, the result of analyzing the relationship between ethical work climates and Ethical leader ship shows that principle have a positive impact on distributive justice, procedural justice, transparency, contribution, integrity and benevolence have a positive impact on procedural justice, contribution, integrity. Second, the result of analyzing the relationship between ethical leader ship and organizational citizenship behavior shows that transparency has a positive impact on conscientiousness, and integrity has a positive impact on sportsman ship. We discuss the implications of the results for the theory and the future research on the ethical leader ship.

• Journal of Korea Port Economic Association
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• v.39 no.1
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• pp.65-100
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• 2023

This study examines the effects of organizational trust of the container terminal operators' employee on organizational citizenship behavior and the moderating effect of organizational support in the relationship between the two variables. In order to efficiently achieve the purpose of this study, an empirical analysis was conducted by distributing a literature review and a questionnaire, and the results of the study are as follows... First, the organizational trust of the container terminal operators' employee was found to have a significant positive (+) effect on organizational citizenship behavior, and trust in the company appeared to be more important than trust in the superior, indicating trust in the institutional aspect. This means that formation has more influence on organizational citizenship behavior... Second, it was confirmed that the organizational support of the container terminal operators' employee can lead to active participation in organizational citizenship behavior through the expansion of educational compensatory support. Third, among the organizational support of container terminal operators, emotional support and educational compensatory support were found to have a partial moderating effect on the relationship between organizational trust and organizational citizenship behavior." Emotional support has a moderating effect on caring and active participation behaviors in the relationship between trust in the company and organizational citizenship behaviors, and a moderating effect on caring, active participation, and non-complaining behaviors in the relationship between trust in superiors and organizational citizenship behaviors. It was analyzed that there is Compensatory educational support has a moderating effect on altruistic, caring, active participation, and non-complaining behavior in the relationship between trust in the company and organizational citizenship behavior. It was analyzed that there was a moderating effect on active participation and non-complaining behavior. These analysis results mean that members' trust in the company further increases through the container terminal operator's emotional support and educational reward support. As uncertainty grows, it is very important to increase the trust of organizational members in the organization. sense of belonging to the organization, Emotional support that can increase immersion, improvement of work environment, provision of educational opportunities, and education-compensatory support such as a fair compensation system will increase organizational trust and induce effective organizational citizenship behavior to realize sustainable growth of the organization.

• Proceedings of the Korean Society of Computer Information Conference
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• 2023.01a
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• pp.185-187
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• 2023

본 연구에서는 환대산업 종사원들의 직무 스트레스가 조직시민행동에는 어떤 영향을 미치는지를 분석하였다. 또한 직무스트레스와 조직시민행동사이에서 가족기능이 매개역할을 하는지를 알아보고자 한다. 환대산업 종사원들의 직무 및 역할과 조직시민행동에 관련한 연구들을 살펴보면 환대산업 종사원들은 보다 나은 업무결과를 위하여, 업무 스트레스를 경험하게 되고 이 업무 스트레스는 조식시민행동을 낮게하는 변수로 작용하게 된다. 따라서 본 연구에서는 호텔기업 종사원들의 직무스트레스가 조직시민행동에 어떤 영향관계에 있는지를 실증적으로 분석해보고 그 영향관계에서 가족기능은 어떤 매개역할을 하는지를 알아보고자 한다.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.494-507
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• 2021

This study conducted a regression analysis on 312 local government officials in Gyeonggi-do to verify the hypothesis on the relationship between job autonomy and organizational citizenship behavior. Path analysis was conducted to analyze the mediating effect of organizational fairness recognition and the moderating effect of self-efficacy. Looking at the analysis results, first, it was confirmed that the higher the degree of job autonomy perceived by the members of the organization, the more positive (+) organizational citizenship behavior was. Second, the partial mediating effect of procedural justice was confirmed in the relationship between autonomy and organizational citizenship behavior. On the other hand, the mediating effect of distributional justice was rejected in the relationship between autonomy and organizational citizenship behavior. Third, self-efficacy controlled the mediating role between job autonomy and organizational citizenship behavior in recognition of procedural justice. Fourth, it was analyzed that self-efficacy plays a controlling role between job autonomy and organizational citizenship behavior. The results of this study are expected to contribute to the development of organizational behavior theory through preceding factors of organizational citizenship behavior to improve the organizational performance of local public officials.

• The Journal of the Korea Contents Association
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• v.8 no.8
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• pp.223-234
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• 2008

This study aims to understand the relation between the perceived social exchange of employees in service industry, which is focused on food service industry, and the organizational citizenship behavior, and to consider the efficiency of human resources management in service industry. To achieve the purpose of this study, a documentary study and an empirical study based on a structural equation model analysis were carried out. In this study, the social exchange consist of perceived leader support, perceived coworker support, and perceived organization support. Also the organizational citizenship behavior consist of organizational citizenship behavior for individual and organizational citizenship behavior for organization. And then, the relation between the variables was found out. Finally, based upon the results of analysis, this study was suggested for human resources management in service industry.