• Korean Journal of Human Ecology
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• v.23 no.4
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• pp.587-598
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• 2014

The study aimed to define the paths through which director's servant leadership, childcare center teacher's organizational committment and organizational cynicism affected teacher's organizational citizenship behavior and determined their effects. The subjects for this study were 545 teachers of the childcare centers located in Daegu and Kyoungbuk district. The collected data were analyzed with SPSS 19.0 and AMOS 8.0. The results showed 1) The director's servant leadership, teacher's organizational committment and organizational cynicism influenced directly on organizational citizenship behavior. 2) The director's servant leadership influenced directly on teacher's organizational committment and organizational cynicism. 3) The director's servant leadership influenced indirectly on organizational citizenship behavior by teacher's organizational committment and organizational cynicism.

• Asia-Pacific Journal of Business
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• v.6 no.2
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• pp.35-61
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• 2015

This study deals how employees' perceptions of being supported by their organizations and supervisors may lead to organizational commitment and this commitment affects turnover intention and organizational citizenship behavior in the context of Thai industrial firms. The sample consists of Thai employees working in manufacturing firms which Koreans operate in Thailand. In line with social exchange theory, this study indicated that employees who felt that their organizations and supervisors valued their contribution and cared about their well-being would be more likely to have lower level of turnover intention and higher level of organizational citizenship behavior. Moreover, it was found affective and normative commitment partially mediated the effect of perceived organizational and supervisor support on organizational citizenship behavior. This study enhances our understanding about the roles of organizational commitment in the Thai workplace, and provides some practical implications how to manage Thai employees.

• Journal of Industrial Convergence
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• v.5 no.1
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• pp.3-21
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• 2007

The purpose of this study is to examine the effect of superleadership on organizational cynicism and organizational citizenship behavior. On the basis of theoretical linkages between the constructs, a conceptual model and hypotheses were established. The sample included 400 employees. Structural equation modeling(SEM) was used to employed the hypothesized relationships in the conceptual model. Results indicated that (a)superleadership has a negative impact organizational cynicism; (b)organizational cynicism has a negative impact organizational citizenship behavior; (c)superleadership has a positive impact organizational citizenship behavior. Implications for applying superleadership to organizational cynicism and organizational citizenship behavior were discussed and future research directions were outlined.

• Journal of Industrial Convergence
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• v.3 no.1
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• pp.79-100
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• 2005

Considering the above points, this study has been conducted to find out the effects brought by perceived organizational justice towards organizational citizenship behavior, with focus on multi-dimension and multi-class nature of trust. With this objective, I researched the following. First, which type gives larger effect to organizational citizenship behavior, the type of distributive justice (that is lower dimension of organizational justice) or that of procedural justice. Second, what effects are given to the 5 types of trust, by distributive justice and procedural justice. Also, what effects are given to organizational citizenship behavior by the 5 types of trust. Third, which type of justice gives larger effect to organizational citizenship behavior when trust is served as a medium. Fourth, which items should be dealt in priority to lead members of organization towards a desirable direction. The research for this purpose was conducted on the basis of comprehensive analysis of variable including. socio-population variable.

• The Journal of Korean Academic Society of Nursing Education
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• v.19 no.2
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• pp.194-202
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• 2013

Purpose: The purpose of this study was to identify the effects of leader's emotional intelligence and nurse's own emotional intelligence on organizational commitment and organizational citizenship behavior. Methods: Data were collected by self-administered questionnaires from 346 clinical nurses, and analysed by the SPSS 18.0 program. Results: The Factors which influence organizational commitment were use of emotion of nurse (${\beta}$=.28), other's emotional appraisal of leader(${\beta}$=.25), regulation of emotion of leader(${\beta}$=.16), other's emotional appraisal of nurse(${\beta}$=14). These factors explained 36.7% of organizational commitment. The Factors which influence organizational citizenship behavior were other's emotional appraisal of nurse(${\beta}$=.25), use of emotion of nurse(${\beta}$=.24), regulation of emotion of nurse(${\beta}$=.23), use of emotion of leader(${\beta}$=.20). These factors explained 43.6% of organizational citizenship behavior. Conclusion: The results of this study can be used to develop hospitals' management strategies for enhancement of nurses' organizational commitment and organizational citizenship behavior.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.3
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• pp.290-300
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• 2012

Purpose: The purpose of this study was to investigate differences in professionalism, organizational citizenship behavior and psychological ownership between nurses and nurse officers. Method: A cross-sectional survey was conducted with 1017 hospital nurses and military nurse officers. The instruments used were the Korean Version of Hall's Professionalism Inventory' modified by Baek (2007), Organizational Citizenship Behavior Qquestionnaire(OCBQ) modified by Lee (2006), and the Psychological Ownership Inventory' developed by Van Dyne and Pierce (2004). Results: The average score for military nurse officers professionalism was 3.15, for organizational citizenship behavior, was 3.43 and for psychological ownership, 3.64. These scores were higher than the scores for hospital nurses. There were significant positive correlations between the variables(r=.47~.581, p<.001). Conclusion: The results of this study indicate an affirmable outcome and that the significant variables affected levels of Professionalism, Organizational citizenship behavior, and Psychological ownership. So in order to improve the level of variables, there is a need to consider strategies related to organization, work environment and conceptualization as related to the variables.

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.448-457
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• 2011

The purpose of this research investigates the relationship among followership, organizational cynicism, and organizational citizenship behavior in Hotel employee. The data are analyzed by such frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, covariance structure analysis. The SPSS 10.1 and AMOS 4.0 for Windows program was used to investigate material. The major finding and implication can be summarized as follow: First, the analysis on relationship between followership and organizational cynicism revealed that critical thinking and active participation dimensions of but enthusiasm dimension of followership has not affected organizational citizenship behavior. Second, the analysis on relationship between organizational cynicism and organizational citizenship behavior revealed that organizational cynicism affects organizational citizenship behavior.

• The Korean Journal of Health Service Management
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• v.10 no.2
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• pp.59-70
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• 2016

Objectives : This study was done to identify the influences of workplace spirituality and emotional intelligence on the organizational citizenship behavior of clinical nurses. Methods : The subjects were 230 clinical nurses, working over 6 months in four general hospitals in three cities. Data were obtained from March 20 to March 30, 2016, with a self-report questionnaire, and analyzed using the IBM SPSS 21.0 program. Results : The factors related to the organizational citizenship behavior of nurses were workplace spirituality(${\beta}$=.36), emotional intelligence(${\beta}$=.29), 40 years of age or higher(${\beta}$=.26), working in a special ward(${\beta}$=.11), and turnover intention(${\beta}$=.10). These variables explained 61.6% of the variance in organizational citizenship behavior of nurses. Conclusions : In order to improve the quality of nursing services and business performance in hospital organizations, it is necessary to enhance workplace spirituality and emotional intelligence. This would lead to promoting organizational citizenship behavior through the development and application of intervention programs from a nursing organization perspective.

• Journal of Korea Society of Digital Industry and Information Management
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• v.13 no.3
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• pp.149-165
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• 2017

This study is to discover and substantiate the casual relation between Learning Organization and Organizational Citizenship Behavior, with Supervisor Trust used as moderating variable. Learning Organization and Organization Citizenship Behavior are used, respectively, as independent and dependent variable, Supervisor Trust as moderating variable. The data for this study was collected from 340 public officials who participated in the training program. Data collection tools were used to collect structured questionnaire questionnaires, and dissemination and retrieval of questionnaires were carried out over 6 weeks from February 6 to March 10, 2017. Of the questionnaire distributed, the questionnaire was finally recovered from the questionnaire, with a recall rate of 91.8 %, showing a very high rate of recall. The result showed that Learning Organization is a significant factor for Organization Citizenship Behavior and also that Supervisor Trust plays a role in the control of the relationship between Learning Organization and Organization Citizenship Behavior; thus, in order for Public Organizations to achieve advanced competitiveness, vitalizations of Learning Organization is important.

• The Korean Journal of Health Service Management
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• v.7 no.4
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• pp.259-272
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• 2013

The purpose of this study is to examine the effects of self-leadership and self-efficacy on organizational performance, or more specifically, job satisfaction, organizational concentration and organizational citizenship behavior and then the effects of hospital organization members' job attitude on organizational performance, helping strengthen capability that individuals of the members have and ultimately improve that performance. Findings of the study can be summarized as follows. First, self-leadership has statistically significant effects on organizational citizenship behavior. Second, self-leadership has statistically significant influences on self-effectiveness, especially job satisfaction and organizational concentration. Third, how self-efficacy influences organizational effectiveness was examined to find that self-efficacy has significant effects on organizational concentration, but not on job satisfaction. Fourth, self-efficacy has no effect on organizational citizenship behavior. Fifth, how organizational effectiveness influences organizational citizenship behavior was investigated to find that effectiveness has statistically significant effects on organizational concentration, but not on job satisfaction.