• Proceedings of the Korea Contents Association Conference
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• 2011.05a
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• pp.251-252
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• 2011

이 연구의 목적은 민간경비원의 조직문화와 조직신뢰 및 조직성과의 관계를 규명하는데 있다. 이 연구는 2010년 6월 서울소재 4개소 민간경비회사의 민간경비원을 모집단으로 설정한 후 판단표집법을 이용하여 최종분석에 이용된 사례 수는 총 161명이다. 설문지의 신뢰도는 Cronbach's ${\alpha}$값이 .592이상으로 나타났다. 결론은 다음과 같다. 첫째, 민간경비원의 조직문화는 조직신뢰에 영향을 미친다. 즉, 개발적, 합리적, 합의적, 위계적 문화가 활성화 되면 인지 감정적, 행동적 신뢰를 증가시킨다. 둘째, 민간경비원들의 조직문화는 조직성과에 영향을 미친다. 즉, 합리적, 합의적 문화가 활성화 되면, 직무만족은 높다. 반면, 개발적, 합의적, 위계적 문화가 활성화 되면, 조직몰입은 높다. 셋째, 민간경비원의 조직신뢰는 조직성과에 영향을 미친다. 즉, 인지 감정적, 행동적 신뢰가 높게 작용하면, 직무만족, 조직몰입은 증대된다.

• Management & Information Systems Review
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• v.35 no.4
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• pp.155-168
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• 2016

The purpose of this study is to empirically examine the structural relationships among colleague trustworthiness, organizational trust and organizational citizenship behaviors(OCB). To conduct such examination, the author (i) designated colleague trustworthiness, organizational trust and OCB as variables and (ii) designed a research model by conducting preceding studies on the variables. To examine the research model the author collected the survey data from the 2 universities employees, 134 copies of questionnaire. Collected data were analyzed using SPSS and AMOS programs. The analysis results are as follows. Especially, (1) there was no statistically significant relationship between colleague trustworthiness and OCB. (2) it was found that higher degree of integrity the constructs of colleague trustworthiness would lead to higher degree of organizational trust. (3) organizational trust has been found to exert mediating effect on the relationship between colleague trustworthiness and OCB. The implication and limitation which this study are as follows. First, this study has discovered that organizational trust is the important mediating variable that affect the process of relationship between colleague trustworthiness and OCB. This study have limitation in that was conducted based on cross-sectional design of research. Because, the formation of trust is a dynamic process.

• Journal of Korea Entertainment Industry Association
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• v.13 no.8
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• pp.93-106
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• 2019

This study is purposed to make sure of the Effects of Hotel Brand Equity on Enterprise Trust and Customer Citizenship Behavior. For this study, the effects of Hotel Brand Equity on Enterprise, the effects of Hotel Brand Equity on Customer Citizenship Behavior and the effects of Enterprise Trust on Customer Citizenship Behavior were analyzed statically by the method of multiple regression analysis. Hotel Brand Equity consists of 3 elements(Perceived Service Quality, Brand Image, Brand Awareness), Enterprise Trust is made of 2 elements(Enterprise Ability, Enterprise Sincerity) and Customer Citizenship Behavior has 2 element(Guest Preference, Guest Helping). As a result, three things have been found. First, Perceived Service Quality has a positive influence on both of Enterprise Trust and Customer Citizenship Behavior which means that Perceived Service Quality is the most essential element for hotel marketing performance. Second, Brand Image has a positive influence partly on Enterprise Trust, that is, only on Enterprise Ability, not Enterprise Sincerity and also on both Guest Preference and Guest Helping whereas Brand Awareness has a positive influence on both of Enterprise Ability and Sincerity but it has no influence on Customer Citizenship Behavior. Third, Enterprise Sincerity has a positive influence on both of two elements in Customer Citizenship Behavior whereas Enterprise Ability has a positive influence on only Guest Helping.

• 한국체육학회지인문사회과학편
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• v.54 no.2
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• pp.253-267
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• 2015

This study investigated the effects of perceived organizational justice on innovation resistance among instructors in sport centers and examined the mediating effects of organizational trust on these relationships. Total 274 sport instructors participated in this study. The data were analyzed by structural equation modeling, and the results of this study were as follows: First, distributive justice had a negative effect on psychological resistance, while distributive justice had no significant effect on behavioral resistance. Second, procedural justice had a negative effect on psychological resistance and behavioral resistance. Third, both distributive justice and procedural justice had a positive effect on organizational trust. Fourth, organizational trust had a negative effect on psychological resistance and behavioral resistance. Fifth, organizational trust had a partial mediating effect on the relationship between distributive justice and psychological resistance and a full mediating effect on the relationship between distributive justice and behavioral resistance. Also, organizational trust had a partial mediating effect on the relationship between procedural justice and innovation resistance.

• 한국HCI학회:학술대회논문집
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• 2008.02b
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• pp.221-226
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• 2008

최근 건강에 대한 사회 전반의 관심이 증대되면서 자신의 건강을 체크하고 행동 및 습관을 변화시키기 위해 휴대용 건강 체크 기기를 사용하는 사람들이 늘고 있다. 휴대용 기기 중에서 모바일은 네트워크를 사용하여 시간과 장소에 상관없이 정보 제공이 가능하기 때문에 설득적 매체로 각광받고 있다. 모바일을 통해 사용자의 태도 및 행동을 변화시키는 서비스를 제공하기 위해서는 효과적인 설득의 전략을 세워야 한다. 신뢰성(credibility)은 사람이 어떠한 대상에 대해서 믿을 수 있다고 인지한 정도를 의미하는 것으로 일반적인 설득 커뮤니케이션에서 사용자의 태도 및 행동을 변화시키는 것에 큰 영향을 주는 것으로 알려져 있다. 본 연구에서는 모바일의 매체적 설득 효과별 알아보고, 신뢰성에 영향을 주는 요인을 전문성과 믿음성으로 나누어 이들 요인에 따라서 사용자의 태도 및 행동 변화가 어떻게 달라지는지 실험을 통해 분석하였다. 실험 결과 웹을 통해 실험에 참여한 사람보다 모바일을 통해서 실험에 참가한 사람들의 식생활 개선이 크게 나타났다. 이를 통하여 웹보다 모바일의 매체적 설득 효과가 크다는 사실을 앞 수 있었다. 또한 전문가의 메시지를 받은 그룹 참가자들 중에서 설득 메시지에 대하여 인지된 신뢰성을 높게 평가한 사람의 개선 정도가 크게 나타났다. 인지된 신뢰성은 서비스 만족도에 영향을 준다는 사실도 알 수 있었는데, 이는 모바일 환경에서 신뢰성 제공 전략은 설득력을 높이기 위한 전략이면서도 사용자의 서비스 만족도를 높이기 위한 전략이 된다는 것을 의미한다. 본 연구 결과는 모바일을 통해서 사용자에게 동기를 부여하고 더 나아가 직접적인 행동 수정이 이루어지도록 하는데 이용될 수 있을 것이다.

• Journal of Navigation and Port Research
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• v.38 no.2
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• pp.111-120
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• 2014

The purpose of this study was to find out how a canoe leader's revolutionary leadership affects his trust and how a leader's trust affects the organizational commitment. 350 participants were selected out of male and female registered as canoeists by the Korea Canoe Federation in 2011 through the random sampling. Except for 26 data with those not seriously taken, 324 responses were taken as valid samples. Frequency analysis, reliability analysis, factor analysis, correlation analysis, and multi-regression analysis have been conducted. The conclusion is as follows: First, a leader's revolutionary leadership positively affects his trust. Secondly, a leader's revolutionary leadership has a positive effect on his organizational commitment. Lastly, a leader's trust positively affect the organizational commitment.

• Journal of the Korea Convergence Society
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• v.8 no.12
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• pp.397-405
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• 2017

The purpose of this study was to empirically reveal the causal relationship between ethics management, organizational trust, organizational identification, and organizational citizenship behavior perceived by members of public sports organizations. For this purpose, a survey was conducted on the employees of Korea sports promotion foundation, the city and county sports association, and the federation of sports associations in Kyoung-In and Kangwon area. The results were as follows : First, ethics management has been found to influence organizational trust. Second, ethics management has been found to influence organization identification. Third, organizational trust has been found to influence organizational identification. Fourth, organizational trust has been found to influence organizational citizenship behavior. Fifth, organizational identification has been found to influence organizational citizenship behavior. This study confirmed that the ethical management activities of public sports organizations were positively influencing the various pro-social behaviors of the members who voluntarily perform outside of their jobs for the development of organization by trusting and identifying the organization.

• The Journal of the Korea Contents Association
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• v.19 no.9
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• pp.485-500
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• 2019

In this study, we examined the effect of shared leadership on organizational trust, knowledge sharing, and innovative behavior. Also, it was verified that organizational trust and knowledge sharing play a mediating role in the relationship between shared leadership and innovative behavior. Data were collected from a survey of 348 manufacturing workers in Ulsan and Gyeongju. SPSS 22 was used for frequency analysis and exploratory factor analysis. AMOS 22 was used for confirmatory factor analysis to verify the validity of the variables and for covariance structure analysis to verify the research hypothesis. The results of this study are as follows. First, shared leadership has a significant positive effect on organizational trust, knowledge sharing, innovative behavior. Second, organizational trust has a significant positive effect on knowledge sharing and innovative behavior. Third, knowledge sharing has a significant positive effect on innovative behavior. Finally, organizational trust and knowledge sharing play a partial mediating role in the relationship between shared leadership and innovative behavior. The result of this study suggests that organizational trust and knowledge sharing should be strengthened through shared leadership in order to increase the innovative behavior of organization members.

• Asia Marketing Journal
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• v.2 no.2
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• pp.13-38
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• 2000

최근 유통연구에서 상당히 진행되고 있는 신뢰에 기반한 관계형성에 관한 연구들은 신뢰를 장기지향적인 관계를 형성하는 핵심적인 개념으로 간주하고, 경로구성원의 신뢰형성에 관계되는 선행 및 결과요인에 대한 다양한 개념들을 가지고 다각적인 연구모델들을 제시하고 있다. 그러나 이와 같은 연구들의 공통된 견해는 신뢰를 기반으로 한 관계행동에 관한 연구가 쌍방향적 관점에서 실행되어야 한다는 필요성을 인식하면서도 실증부분에서는 어느 일방향적 관점에서 설명하는 한계점을 나타냈으며, 비록 연구모델이 쌍방적 측면을 고려했다고 할지라도 관계행동이 쌍방에 의해 형성된 하나의 신뢰인에 의한 것인지 경로구성원 각자가 독자적으로 형성한 상대방에 대한 신뢰들에 의한 것인지를 명확히 규명하지 못하고 있다. 따라서 이러한 한계점을 극복하기 위해 먼저 문헌고찰을 통하여 신뢰의 본질 및 방향성, 관계형성에서의 신뢰의 역할을 논의하고 이와 같은 문헌고찰을 토대로 신뢰의 선행변인과 결과변인을 도식화한 쌍방의 독자적 신뢰에 대한 모델을 제시하여, 마케팅 이론과 실무에 적합한 시사점을 제안하고자 한다

• The Korean Journal of Applied Statistics
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• v.22 no.3
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• pp.463-477
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• 2009

This study was intended to examine the mediating roles of trust in CEO and supervisor on the relationships between organizational justice and employee behaviors. Data were collected from 4,055 employees across 18 different companies in Korea. Employees were asked to answer on a self-reported questionnaire. The two dimensions of organizational justice (i.e. procedural justice and distributive justice) were used. Employee behaviors were measured using counter-productive behavior and organizational citizenship behavior. Data were analyzed using a structural equation model. The hypothesized fully mediated model better fitted the data. Relative to distributive justice, procedural justice was more strongly related to both trust in CEO and trust in supervisor. But there were no significant differences in the degree of relationships between the two dimensions of trust and the two types of employee behaviors. These results showed that procedural justice is more important in enhancing trust in leader.