• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.6
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• pp.127-140
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• 2022

The present study assumes that active and voluntary actions of organizational members in domestic enterprises can improve organizational performance as they have to seek differentiated strategies and changes in the midst of infinite competition. Considering the nature of psychological empowerment and proactive behavior, the study conducted a survey on members of companies with 100 or more workers of a certain size and used 300 samples for the study. Accordingly, this study attempted to investigate the relationship between personal factors influencing overall organizational competitiveness, i. e. job engagement, proactive behavior and psychological empowerment. Also, the mediating effects of job engagement on the relationship between psychological empowerment and proactive behavior were also examined here. The analysis established the relationship between psychological empowerment, job engagement and proactive behavior. Also, psychological empowerment was found to exert positive influence on job engagement and proactive behavior to a significant extent. Likewise, job engagement proved to have positive influence on proactive behavior to a significant degree. In addition, the mediating effects of job engagement on the relationship between psychological empowerment and proactive behavior were confirmed. Based on these findings, this study suggested relevant theoretical rationales and practical implications.

• Proceedings of the Korean Society of Computer Information Conference
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• 2008.06a
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• pp.63-68
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• 2008

성인 조직범죄집단은 조직유지와 활발한 조직활동을 위해 청소년 비행집단의 구성원을 포섭하려한다. 그리고 청소년 비행집단의 구성원은 다양한 이유로 인하여 조직범죄집단에 유입된다. 이는 당해 비행청소년은 물론 그 주변의 청소년들에게도 악영향을 미친다. 이러한 양 집단 간의 연계를 통한 유입현상을 통제하기 위하여 우선 청소년을 대상으로 비행행위에 대한 예방목적의 프로그램 활용은 물론 보다 효과적인 제도의 운용을 위한 구체적 논의가 필요하다. 이에 대해 청소년들이 활동하고 서로를 접하는 공간인 학교와 지역사회에서의 통제는 필수적이며 이러한 이유로 경찰과의 협력을 통한 예방활동에 주목할 필요가 있다.

• The Journal of the Korea Contents Association
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• v.18 no.6
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• pp.600-607
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• 2018

This study is designed to examine the effects of transformational and transactional leadership on organizational commitment. A survey questionnaire is used to gather the data while judgement sampling was utilized to choose the respondents. The results from the study indicate that transformational leadership is found to positively affect emotional and normative commitment respectively. Using multiple regression, it is also found continuance commitment is not related to transformational and transactional leadership. The study partially supports the model that perceived leadership affects organizational commitment. It is proposed that transactional leadership appears to be a more useful predictor of organizational commitment. Given the findings of this study, firms are provided with insights into how transformational and transactional leadership may contribute to managing workers' organizational commitment.

• The Journal of the Korea Contents Association
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• v.14 no.12
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• pp.911-923
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• 2014

This study explores which organizational capital is important for the customer service center and how the organizational capital is linked to organization's performance through dynamic capability. In this study, total of 389 employees in customer service centers were surveyed for the analysis. The results indicate that relational capital and organizational culture were positively linked with collaborative behavior, capital share, and capital transformation. Also, structural capital was a significant factor in collaborative behavior. Organizational performance was positively affecting collaborative behavior and capital share. This study provides a practical guideline on how to manage organizational capital and supplement shortcomings for managers and counsellors at the customer service centers. Furthermore, the implications for the reinforcement and development of organizational capital were suggested in building a customer service center as a strategic and fundamental part of the company.

• Journal of Navigation and Port Research
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• v.37 no.4
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• pp.429-438
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• 2013

This study set up research models and hypothesis in order to analyze those factors assuming that swift trust affects group cohesiveness, group cohesiveness affects organizational civil activities and organizational effectiveness (job satisfaction and organizational commitment) and at the same time plays as a medium for the swift trust, organizational civil activities and organizational effectiveness. Based upon these finding, variables in the ship unit are analyzed through surveys. This shows that the swift trust has statistically a meaningful and beneficial impact on group cohesiveness which has statistically a meaningful and beneficial impact on organizational civil activities and organization effectiveness. In terms of effects of crew members' the swift trust on organizational civil activities, organizational commitment, and job satisfaction, group cohesiveness has a partial medicated effect.. This paper has its significance in practically proving that the established swift trust of crew members increase group cohesiveness, the heightened group cohesiveness results in the changes of behaviors and attitudes of crew members in the seagoing vessel.

• Information Systems Review
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• v.18 no.1
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• pp.1-23
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• 2016

This study proposes an alternative to minimize insider-caused security threats that are relatively difficult to control and cause high uncertainty in information security management. Therefore, we investigate the relationship between organizational effort and the security understanding of employees to eventually enhance security compliance intention among employees. We develop a research model and formulate hypotheses on the basis of past findings. Accomplished questionnaires are collected from 526 employees working in organizations where information security policy is being implemented. In addition, we prove the hypotheses using a structural model. After reviewing the structural model, the security knowledge of employees and information security culture are determined to positively influence the security compliance intention of employees. Moreover, top management support, security policy, security visibility, and security education programs are proven to be antecedent factors in establishing a security culture in organizations. The findings of this study could guide organizations in formulating information security strategies to enhance the security compliance intention of employees.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.119-128
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• 2022

In the context of the COVID-19 era, due to the serious epidemic and heavy workload, medical staff often work overtime. The frequency of overtime work is directly related to organizational trust, so the impact of overtime work is of high importance to medical staff. This study focuses on the role of overtime work and validates the level of organizational trust among healthcare workers. The mediating effect of personal achievement as a mediator between overtime work and organizational trust was also explored. According to the results, both voluntary overtime and inoluntary overtime of medical staff have a positive impact on organizational trust. The results also suggest that personal accomplishment has a mediating effect between overtime work and organizational trust. This study focuses on exploring the impact of medical staff overtime work on organizational trust and proposes options for improving organizational trust among medical staff.

• Journal of Digital Convergence
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• v.17 no.10
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• pp.59-66
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• 2019

The purpose of this study was to investigate the effect of empowerment on organizational commitment and team performance after establishing their relationship through research on empowerment, organizational commitment, and team performance. The main results were as follows: First, empirical results showed that organizational commitment and team performance had a significant influence on the relationship between empowerment and organizational effectiveness. Second, the role of empowerment The results of this study suggest that empowerment has a positive effect on organizational commitment and team performance when the perceived fairness perception is high. In order for the company to continue to grow, the most important thing is that the cycle of continuous empowerment of its employees as a human resource is considered as an alternative to sustain the continuous growth of the organization. To this end, companies offer their future vision and goals that they can share I think we should continue to pursue changes in the organization. Based on the results of the study, the implications and limitations of the research and future direction of the research were suggested.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.9
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• pp.4258-4269
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• 2013

This study attempted to examine the relationship between pygmalion leadership and the organizational commitment among hospital employees, and the mediating effect of the leader-member exchange (LMX) on their relationship. For this purpose, we designed structured self-response survey questionnaires, and collected data from 349 employees working at 9 hospitals and ambulatory clinics in Busan area. Frequency analysis, correlation analysis, factor analysis, and reliability analysis were performed using SPSS ver.18.0 program, and the path analysis was performed using AMOS ver.18.0 program. Major findings are as follows. First, some factors of pygmalion leadership were found to directly influence the quality of LMX, while some had both direct and indirect influences on organizational commitment. Second, the quality of LMX was found to partly mediate the relationship between pygmalion leadership and the organizational commitment in hospital organizations. This is the first in kind which was conducted in the hospital setting.

• Management & Information Systems Review
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• v.30 no.4
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• pp.441-474
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• 2011

This purpose of this study is to examine the relationships of ethical leader and ethics management system with employees's organizational citizenship behavior and the mechanism underlying these relationships. A questionnaire survey was conducted involving 1,035 full-time employees from large and medium industries in Daegu and Gyeong-buk provinces. Regression analysis was used to test the hypotheses. The results showed that both of ethical leader and ethics management system were positively related with employees's organizational citizenship behavior. As expected, these relationships were mediated by organization-oriented ethical climate and social responsibility-oriented ethical climate respectively. The findings of this study are as followings: First, employees tend to show their pro-social behavior when they perceive their leaders act ethically and ethics management is well institutionalized. Second, building up the organization-oriented ethical climate and social responsibility-oriented ethical climate can be a powerful strategy to enhance employees's organizational citizenship behavior.