• 아태비즈니스연구
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• 제11권4호
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• pp.1-19
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• 2020

Purpose - This study analyzes the intertemporal patterns in personnel decisions made between a supervisor and a subordinate to understand potential supervisor bias in the decisions. A correlation between the current and the most recent personnel decisions made for a subordinate by a current supervisor captures certain relationship-embedded and time-invariant factors in effect. The characteristics speak to the nature of a supervisor bias arising from a relationship, or favoritism. Design/methodology/approach - This study manually collects the executive profile data from annual reports of key Samsung Group affiliates and compile a longitudinal sample of 3,675 executive-years. It mainly explores the logistic regression analysis. Findings - The study finds that a supervisor' previous promotion award to a subordinate does not improve but decreases the likelihood of promotions in ensuing years, suggesting the containment of favoritism; and that the time since the last promotion award to a subordinate by the current supervisor increases the likelihood of both promotions and dismissals of the subordinate. Research implications or Originality - The findings are generally consistent with the theory suggesting that incentive schemes that align interests between an individual and an organization will contain the form of a supervisor bias.

• 한국프랜차이즈경영연구
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• 제6권1호
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• pp.42-68
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• 2015

As franchise industry has grown, the role of a supervisor who is a contact point between franchisor and franchisees has become more vital to success of the business. This research, focusing on his/her specific role, explores communication type, leadership type, and followership type of the supervisor in relations with the organization, franchisor, and franchisees, respectively. Furthermore, we compared performance of franchises by the three types above through the franchise contract management leverage (FCML) which reflects business performance both qualitatively and quantitatively. According to the analysis on supervisors of a franchise business, 'Ganiyeok', the majority of supervisors' communication type were either supportive style or directive style. For the leadership type, team-type and impoverished-type leaders were the majority, while effective or passive followership appeared highest in followership type. In addition, supportive supervisors in communication style, team-type supervisors in leadership style, and effective supervisors in followership had highest FCML, while reflective and directive styles, impoverished style, and passive style had lowest FCML. Primary goal of a franchise business is stable profit generation. This study not only examined what characteristics supervisors need and which style is insufficient, but also proposed tailored solutions for each style. Thus, we confirmed that debates on franchise can be approached in perspective of both communication and business, and we further suggest diverse approaches on future franchise business.

• 대한안전경영과학회:학술대회논문집
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• 대한안전경영과학회 2011년도 춘계학술대회
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• pp.309-317
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• 2011

Data were collected from employees(N=155) working in manufacturing industry to assess the impact of safety climate on job satisfaction, organizational citizenship behavior, and intention to turnover. Subordinate dimensions of the safety climate measured in our study were management value, immediate supervisor, safety communication, safety training, and safety practice. The results show that management value and immediate supervisor, of safety climate's dimensions, impact on job satisfaction and organizational citizenship behavior. Intention to turnover was influenced by only immediate supervisor.

• 디지털산업정보학회논문지
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• 제13권3호
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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.

• 경영과정보연구
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• 제8권
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• pp.25-43
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• 2002

Performance evaluation continues to receive attention today as it has for the past few decades. The problem addressed in this paper concerns the relationship between supervisor's causal attributions and their subsequent responses behavior. Previous study in personnel and other disciplines has indicated the importance of causal attributions in the interpretation of poor performance. However, most study has focused on antecedents of attributions than supervisor's responses to the subordinate's poor performance. The objective of this study was to investigate the effects of supervisor's causal attributions and subordinate's responses to a subordinate's poor performance. Specifically, using in the public sector context, the study examined the effects to two dimensions of causal attributions: locus of causality and stability, as well as on the punitiveness of supervisors's responses. The result supported that when the subordinate is internal causes for the performance failure, supervisor's responses were more punitive. Consistent with previous studies, internal attributions were found to result in more punitive behavior than external attribution. In addition, attributions to effort and luck were found to result in more punitive behavior than attributions to ability and task difficulty. Thus, the first hypothesis and second hypothesis supported. These result suggest the importance of appropriately for performance evaluation.

• 동아시아경상학회지
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• 제9권2호
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• pp.75-84
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• 2021

Purpose - The purpose of this study is to derive practical implications for human resource management to improve service quality by demonstrating the moderating effect of perceived supervisor support in the relationship between self-leadership, job satisfaction, and customer orientation. Research design, data, and methodology - 800 questionnaires were distributed and collected for beauty service companies with two or more employees. Among them, 602 data were analyzed using SPSS 24 and AMOS 24. For the assessment of goodness of fit of the models, TLI, CFI, RMSEA indices were used. Result -The empirical results are as follows. First, it was found that self-leadership had a positive effect on job satisfaction and customer orientation. Second, job satisfaction was found to have a positive effect on customer orientation. Third, it was found that job satisfaction had a mediating effect in the relationship between self-leadership and customer orientation. Fourth, empirical data showed that the moderating effect of supervisor support in the relationship between self-leadership on job satisfaction was significant. Conclusion -This study contributed to the expansion of related theories by analyzing the moderating effect of perceived supervisor support in the relationship between self-leadership, job satisfaction, and customer orientation, and provides practical implications for efficient human resource management.

• 해양환경안전학회:학술대회논문집
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• 해양환경안전학회 2017년도 추계학술발표회
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• pp.6-7
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• 2017

• 디지털융복합연구
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• 제20권5호
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• pp.291-295
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• 2022

본 연구는 상사유머가 LMX 및 CWX에 미치는 영향, LMX 및 CWX가 부하의 직무만족에 미치는 영향, 상사유머와 부하의 직무만족 간의 관계에서 LMX 및 CWX의 매개효과를 검증하고자 하였다. 가설 검증을 위해 지방 소재기업 내 종업원 230명의 자료를 분석에 활용하였다. 실증분석 결과는 다음과 같다. 첫째, 상사유머는 LMX 및 CWX에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, LMX와 CWX는 부하의 직무만족에 긍정적인 영향을 미치는 것으로 나타났다. 셋째, LMX 및 CWX는 상사유머와 부하의 직무만족 간의 관계를 부분 매개하는 것으로 나타났다. 연구결과를 토대로 연구의 시사점 및 한계점 그리고 향후 연구방향을 제시하였다.

• 한국경영과학회:학술대회논문집
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• 한국경영과학회 1998년도 추계학술대회 논문집
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• pp.413-414
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• 1998

This paper presents a real-time Spatial Decision Support System(SDSS) for security camera image monitoring. Other SDSSs are not real-time systems, i.e., they show the images that are already transformed into data format such as virtual reality. In our system, the image is broadcasted in real-time since the purpose of the security camera needs to do it in real-time. With these real-time images, other systems do not add up anything more; the screen just shows the images from the camera. However in our system, we created a motion detection system so that the supervisor(Judge) of a sec.urity monitoring system does not have to pay attention to it constantly. In other words, we created a judge advising system for the supervisor of the security monitoring system. Most of small objects do not need the supervisor's attention since they could be birds, cats, dogs, etc. if they show up in the screen image. In this new system the system only report the unusual change to the supervisor by calculating the motion and size of objects in the screen. Thus the supervisor can be liberated from the 24-hour concentration duty; instead he/she can be only alerted when the real security threat such as a big moving object like an human intruder appears. Thus this system can be called a real-time Spatial DSS. The utility of this system is proved mathematically by using the concept of entropy. In other words, big objects like human intruders increase the entropy of the screen images significantly therefore the supervisor must be alerted. Thus by proving its utility of the system theoretically, we can claim that our new real-time SDSS is superior to others which do not use our technique.hnique.

• 경영과정보연구
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• 제38권3호
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• pp.21-34
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• 2019

서비스접점에서는 종업원의 고객 응대 태도가 무엇보다 중요하고 이를 위해서 종업원의 행동을 긍정적으로 동기부여 시키는 것은 관리자의 입장에서 아주 중요한 과제이다. 본 연구는 종업원의 친사회적 행동을 증대시킬 수 있는 요인으로 상사에 대한 신뢰와 상사의 감사표현을 제안하고 그 효과를 규명하고자 하였다. 위계적 회귀분석을 사용하였고 결과 및 시사점은 다음과 같다. 첫째, 상사에 대한 신뢰는 종업원의 열정 또는 열의를 향상시킬 수 있는 요인으로 나타났다. 둘째, 직무열정은 서비스 종업원의 친사회적 행동인 고객 지향적 행동과 조직시민행동에 유의한 정의 영향을 미치는 것으로 확인되었다. 마지막으로, 상사에 대한 신뢰와 직무열정 간의 관계에서 상사의 감사표현의 조절효과를 확인하였다. 서비스 연구에서 감사 또는 감사표현에 대한 연구는 많지 않고 진행된 연구들도 기업과 소비자 관계에 초점을 두고 있다. 감사를 표현하는 것은 자연스러운 경향일 수 있다. 본 연구는 조직문화의 일부분으로 감사를 도입할 필요가 있음을 제안하고자 한다.