• Journal of the Korea Convergence Society
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• v.11 no.7
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• pp.231-238
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• 2020

In the case of ICT-enabled organizational changes such as Smart Work, appropriate change management is required. To achieve work-life balance, organizational change management should be conducted from both a structural and a cultural perspective. This study looked at organizational factors that affect Smart Work facilitation through a case study with the view of ICT-enabled change management. From November to December 2019, eight Smart Workers of Company A were interviewed and analyzed for organizational support. The results show that structural support such as institutionalization, ICT infrastructure office environment improvement, Smart Work center as well as cultural support such as enhancing autonomy, communicating style of managers, trusting organizational climate are required. The findings suggest balanced organizational support to provide cultural support along with structural support for activating Smart Work operations. In the future, it is necessary to demonstrate the causality between structural/cultural support factors and outcome factors.

• Korean Business Review
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• v.22 no.1
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• pp.45-75
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• 2009

Previous researches of organizational citizenship behavior have been focused mainly on organizations, and there have been only a few studies on the organizational citizenship behavior of nonprofit organizations. In particular, few empirical studies have been made on the relations among variables affecting the organizational citizenship behavior of profit and nonprofit organizations. Thus, this study attempted comparative analysis. According to the result of the analysis, in profit organizations, the fairness of procedure, emotional commitment and continuous commitment had a significant effect on organizational citizenship behavior, as well as the fairness of distribution and perception of organizational support. In nonprofit organizations, on the contrary, the fairness of distribution, the fairness of procedure, and perception of organizational support were insignificant, and only emotional commitment and continuous commitment had a significant effect on organizational citizenship behavior. This study is meaningful in that it comparatively analyzed the effects of organization members' perception of fairness on organizational citizenship behavior in profit and nonprofit organizations, and its outcome may be utilized as a reference in future researches but it has a problem in external validity that poses a limitation in its generalization.

• The Journal of the Korea Contents Association
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• v.21 no.1
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• pp.498-510
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• 2021

This study aims to analyze the influence relationship between the level of fringe benefits and relational contract among social workers in the non-profit organization. Under this relationship, we explored the dual mediating effect of perceived superior's support and perceived organizational support. A total of 371 self-administered questionnaires were distributed to social workers in Gwangju, South Korea, and 271 questionnaires (73.0%) were used for study analysis after excluding incomplete and unreliable responses. This study performed structural equation modeling, the results are as follows. Perceived superior's support and perceived organizational support both have a positive (+) influence on relational contract. Furthermore, perceived superior's support and perceived organizational support were found to mediate effect between fringe benefits and relational contract. Therefore, these results contribute to provide academic meaning that the range of future studies by identifying the dual mediated effect of the fringe benefits and social worker 's relational contract.

• Korean Business Review
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• v.13
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• pp.1-30
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• 2000

The corporate make an effort to improve organizational committment and the degree of employees' satisfaction(internal customer satisfaction). And If it's possible, it enhance competitive advantage of organization for external customer satisfaction. But in fact, the external customer satisfaction and competitive power is made by the complex function between leader support and organizational support in organization. Those hypotheses has been supported by the study of many scholars. Nevertheless the reliability in the results is not to be enough for certain conclusion. Therefore this study investigated the influence of organizational support and leader support(as a independent variable) on commitment(as a mediating variable) and citizenship(as a dependent variable). The result indicated that employees who perceive a high degree of organization and leader support show a high committment to organization in affection and positive OCB. Also the result showed that high committment to organization in affection enhance the relation between organizational support, leader's support and OCB(organization citizenship behavior) Implications for managers in organizations are suggested.

• The Journal of the Convergence on Culture Technology
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• v.7 no.1
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• pp.111-116
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• 2021

Frequent restructuring of the organization according to the rapidly changing business environment, and increasing of employment insecurity made the employees have a cynical attitude toward the organization. The organizational cynicism is believed to hinder the supportive climate and negatively affect organizational effectiveness. This paper analyzed the effects of the cynicism of employees on the supportive climate and organizational effectiveness. Data were collected through questionnaire instruments from 172 employees of a public service. To test the hypothesis, structural equation modeling was employed. The analysis results showed that the supportive climate had a positively significant effect on the organizational effectiveness. And the organizational cynicism had a negative effect on the supportive climate. Finally, cynicism had a negative indirect effect on organizational effectiveness through a organizational climate.

• The Journal of the Korea Contents Association
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• v.16 no.4
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• pp.23-35
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• 2016

This study investigates the effects of authentic leadership and organizational supports on the organizational citizens behavior of public welfare facility employee. Structural equation model with four latent variables were constructed to test the hypothetical relationships between variables. Out of 230 people from welfare facilities in Yong-in City were sampled and 216 were answered the questionnaire. Results suggests that authentic leadership and organizational support perceptions were shown to have a positive(+) significant effects on the job engagement and organizational citizenship behavior. Authentic leadership and perceived organizational support are effected as a direct positive effect on job engagement, and the influence of perceived organizational support was recognized as greater fact than the authentic leadership. Variable 'job engagement' took a intermediating role between two independent variables and organizational citizenship behavior. Based on the hypothesis test results we might conclude that welfare facility employee whose task require emotional engagement need to be supported by systematic plan of material resources.

• Journal of Global Scholars of Marketing Science
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• v.5
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• pp.43-56
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• 2000

본 연구는 Dienhart et al.(1993)이 제시한 조직지원, 고객초점, 압박상황하에서의 서비스로 구성된 레스토랑 종업원의 서비스지향성을 고객초점과 압박상황하에서의 서비스로 재정의하고, 조직지원을 종업원의 서비스지향성을 촉진하는 요인으로 제시하였다. 그리고 조직지원과 직무만족, 직무안정성의 상호작용이 레스토랑 종업원의 서비스지향성이 어떤 영향을 미치는가를 분석하였다. 분석 결과, 본 연구에서 레스토랑 종업원의 서비스지향성 구성요소로 제시한 압박상황에서의 서비스는 변수의 내적 일관성이 매우 낮게 나타나 제외되고 고객초점만이 종업원의 서비스지향성을 구성하는 것으로 나타나 압박상황하에서의 서비스 항목에 대한 신뢰성 검토가 추후 연구에서 있어야 할 것으로 나타났다. 그리고 조직지원, 직무만족, 조직지원과 직무만족의 상호작용이 고객초점에 미치는 영향을 분석한 결과, 조직지원은 정(+), 직무만족은 부(-)의 방향으로 영향을 미치는 것으로 나타났으나 조직지원과 직무만족의 상호작용변수를 추가한 분석에서는 상호작용(OS ${\times}$JS)이 정(+)의 유의적인 영향을 미치는 것으로 나타났다. 또한 조직지원, 직무안정성, 조직지원과 직무안정성의 상호작용이 고객초점에 미치는 영향을 분석한 결과, 조직지원과 직무안정성은 정(+)의 방향으로 영향을 미치는 것으로 나타났으나, 조직지원과 직무만족의 상호작용변수를 추가한 분석에서는 두 변수 모두 영향을 주지 않았으며 상호작용 변수만 정(+)의 유의적인 영향을 미치는 것으로 나타났다.

• Korean Journal of Culture and Social Issue
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• v.24 no.4
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• pp.519-539
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• 2018

This study investigates the impact of organizational socialization tactics on newcomers' organizational citizenship behaviors. We explains this relationship with the concept of perceived organizational support, which refers to the extent to which individuals perceive that the organization recognizes their contributions and takes care of their well-being. We expect that the more institutionalized the organization's socialization tactics are, the more organizational support individuals perceive, consequently increasing the performance of organizational citizenship behaviors. We performed a survey targeting 450 newcomers in domestic companies, and adopted 382 data for path analyses based on the structural equation modeling. As the result, in all the three dimensions of socialization tactics (content, context, social), the extent to which socialization tactics are institutionalized is positively related to the perception of organizational support. It also has the positive relationship with individuals' organizational citizenship behaviors, being fully mediated by the perceived organizational support. More specifically, context socialization tactics shows the highest level of impact both on the perceived organizational support and organizational citizenship behaviors, whereas social tactics has the lowest level of impact. These results imply that the range of effects the organizational socialization has on the newcomers' attitudes and behaviors should be more extended and detailed.

• 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.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.620-633
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• 2022

The purpose of this study is to examine how SMEs' perception of organizational support affects turnover intention, and to investigate the moderating effect of abusive supervisionin the relationship between organizational support perception and turnover intention. As a result of the analysis of the study, First, it was confirmed that organizational support perception had a negative (-) effect on turnover intention. Second, the higher the organizational support awareness, the lower the turnover intention, but when the abusive supervision in intervened, it was found that the organizational support perception offsets the effect that reduces the turnover intention again. That is, emotional support, turnover intention still appeared even if the abusive supervisionin was involved, but instrumental support had no effect on turnover intention when the abusive supervisionin was involved. This study is meaningful in that it expanded the scope of manufacturing services, semiconductors, and IT industries of SMEs with high turnover intentions.