• Journal of Digital Convergence
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• v.18 no.5
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• pp.157-167
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• 2020

This study aims to examine the effect of leader' behavioral integrity on subordinate's change-oriented OCB via their team commitment along with the moderating effect of LMX. For this, 395 soldiers from military organizations where external factors were relatively well controlled besides their personal characteristics were selected and surveyed using hierarchical regression methods. First, the results showed that leader' behavioral integrity was positively related to subordinate's change-oriented OCB. Second, the positive relationship between leader' behavioral integrity and subordinate's change-oriented OCB was mediated by team commitment. Third, the aforementioned mediated relationship was moderated by LMX. Although this study targeted members of military organizations with more restrictions on behavior than private organizations, such as corporations, it could be meaningful in that it confirmed that the leader's behavioral integrity lead to subordinate's voluntary behavior of change-oriented OCB, which should be followed by efforts to make it more general by comparing a variety of public and business organizations.

• Korean Journal of Social Welfare
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• v.57 no.3
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• pp.389-413
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• 2005

The OCB(organizational citizenship behavior), spontaneous extra-role behavior of social workers, plays very important role in the provision of qualitative service for the clients and the organizational performance of social welfare agencies. Starting from the importance of OCB for the effective organizational management, this study focuses on the effects of antecedents such as organizational justice(procedural and distributional) and trust in supervisor on the OCB. This study collected data from 360 social workers and 59 their supervisors working in the community welfare centers, paired the self-reported data and the supervisor-rated data, and analyzed the data through the SEM (Structural Equation Modeling) method. The findings of the study show that organizational justice(procedural and distributional) has no direct effect on the OCB, but indirect effect on the OCB through the mediator of trust in supervisor, and that procedural justice has more effect than distributional justice. This study suggests that the management of spontaneous behavior of social workers is not a separated fragmentary phenomenon but should be understood and managed comprehensively in the continuation of the perception of organizational members for the organizational management, the resulting affectivity toward their supervisor, and their behavior in the organizational life.

• The Journal of the Korea Contents Association
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• v.19 no.5
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• pp.316-330
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• 2019

This study examines the effect of goal orientation (GO) on employee' self-esteem and organizational citizenship behavior (OCB). Also, this paper investigates the mediating effect of employee' self-esteem and the moderating effect of leader's ethical leadership. The results of this study targeted 1,656 employees working at company and public institution were as follows: First, we found that learning goal orientation (LGO) and performance prove goal orientation (PPGO) had a positive impact on employee' self-esteem. But performance avoid goal orientation (PAGO) was not directly related to self-esteem. Second, LGO and PPGO had a positive effect on employee' OCB. But PAGO was not related to OCB. Third, the mediating role of self-esteem in the relationship between GO variables (LGO, PPGO) and OCB was statistically significant. Finally, the interaction term of employee' GO (LGO, PPGO) and leader's ethical leadership was not related to OCB, whereas the positive link between PAGO and OCB was stronger when leader's ethical leadership was high. In particular, this study presented with implications for future research, limitations of this study.

• 한국정보디스플레이학회:학술대회논문집
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• 2007.08a
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• pp.517-519
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• 2007

We report our study on the implementation of Q tensor approach into three-dimensional finite element method (FEM) numerical solver. The comparative simulation results demonstrated the possibility of a different director configuration in between Q tensor method and vector method. The comparative study confirmed that Q Tensor implementation is more appropriate for OCB analysis than the vector method.

• Knowledge Management Research
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• v.13 no.4
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• pp.31-54
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• 2012

This study examines whether employees' legitimacy perceptions of corporate social responsibility (CSR) affect their organizational citizenship behavior (OCB). It also investigates whether CEO's visionary leadership can moderate this causal relationship. CSR legitimacy is defined in the current study as employees' personal beliefs about the appropriateness of corporate CSR activities. In fact, employees evaluate the appropriateness of CSR activity based on its consistency with corporate philosophy (e.g. corporate mission, vision, and values) which functions as employees' referencial belief structure. If CSR activity is perceived as one of firm's effort to fulfill its mission, vision, and values, which means that espoused theory and theory-in-use of CSR activity are congruent, employees will consider firm's CSR activity as legitimate. If, however, employees think that CSR activity is not congruent with firm's mission, vision, and values, which means that espoused theory and theory-in-use of CSR activity are inconsistent, they will perceive that CSR activity of their firm is not legitimate. In the current study, we propose that employees who perceive that the CSR activity of their firm is legitimate are more likely to engage in OCB. In addition, we hypothesize that CEO's visionary leadership can strengthen the positive effect of employees' perception of CSR legitimacy on their OCB. We tested these hypotheses with the sample of 383 employees from 32 companies listed on DJSI (Dow Jones Sustainability Index) Korea 2009. We employed the HLM (hierarchical linear modeling) program to decompose the multi-level random effects. We found that CSR legitimacy perceptions of employees increase employees' OCB and that CEO's visionary leadership moderates this relationship. We discussed implications of these findings in more detail.

• The Journal of the Korea Contents Association
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• v.13 no.1
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• pp.376-390
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• 2013

The purpose of this study are as follows : First, This study conceptually and artificially defines concepts of OCB, absorptive capacity, IT group-efficacy, and TTF. Second, this study confirms the relationship among the KMS performance, the result of using KMS, and the result drawn from OCB, absorptive capacity, group-efficacy, and TTF by the preceding researches, suggesting the research model and verifying through empirical study. Lastly, this study suggests the practical and strategic advices to the groups wanting to get on the edge through KMS. The results of data analysis showed that TTF was found to have a positive influence on KMS performance. IT group-efficacy and absorptive capacity were also found to have a positive effect on TTF. And IT group-efficacy was found to have a positive influence on OCB. The findings are discussed and further research topics are suggested as well.

• Journal of Digital Convergence
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• v.15 no.1
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• pp.171-179
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• 2017

This study analyzes the influence of the four components of authentic leadership on employees' OCB and job performance to suggest the implications behind the developing of authentic leadership. A survey was conducted on employees of various business areas in Korea, and 448 responses were used in statistical analysis. The results are as follow: First, self-awareness has not shown significantly effective on organizational citizenship behavior and job performance. Second, internalized moral perspective has shown significantly effective toward organizational citizenship behavior and job performance. Third, relational transparency has shown significantly effective for organizational citizenship behavior, but not effective for job performance. Forth, balanced processing of information has not shown significantly effective on organizational citizenship behavior and job performance. This paper makes significant contribution by considering the supervisor's relational transparency and internalized moral perspective, because these authentic leadership dimensions improve employees' OCB and job performance.

• Journal of the Korean Society for Railway
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• v.15 no.2
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• pp.199-204
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• 2012

This study examines the mediating effect of Organizational Citizenship Behavior in the relationship between Job Insecurity and self-reported Job Performance. 207 employees from 4 Railroad Organizations (Korail, Seoul Metro, Incheon Metro, Metro 9) are selected as the main target of this study. Based on advanced researches, hypothesizes are developed and according to received questionnaires, SPSS 18.0 is used for testing empirically. Result shows that with Mediating variable OCB, Job Insecurity is negatively associated with self-reported Job Performance. And because OCB is complete mediating in the relationship between Job Insecurity and self-reported Job Performance, actually, OCB is shown to play a very important role in Job Insecurity.

• Journal of Digital Convergence
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• v.13 no.1
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• pp.151-162
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• 2015

The main purpose of this study was to find antecedents of organizational citizenship behavior(OCB) and to investigate the mediating role of leader-member exchange(LMX). This study categorized the factors that influence OCB and LMX into individual(distributive and procedural justice), group(transformational leadership and team empowerment), and organizational levels(complexity). A total of 773 cases were used in this study, which were collected in one of industrial complexes. The research participants were any employees who participated in their work by collaborating with their co-workers. This study found that procedural justice, transformational leadership, and team empowerment had positive influences on OCB, and distributive justice, procedural justice, transformational leadership, team empowerment, and complexity significantly influenced LMX. Moreover, LMX played a mediating role in the relationship between each of the five input variables and OCB.

• The Journal of Asian Finance, Economics and Business
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• v.5 no.3
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• pp.113-119
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• 2018

Higher Education Institutions (HEIs) are place contributing to the intellectual advancement of the nation, quality human resource, and to a number of socio-economic improvements for society and organizations. Despite facilitators and staffs are the bare-bone of HEIs, there is a scarcity of research, both conceptual and empirical, focusing on their organizational citizenship behaviors (OCB). To attempt to fill this gap, this article develops a conceptual model of OCB under influencing of organizational justice and job satisfaction. The prospective respondents were chosen randomly from HEIs (public and private). Individuals have been employed at least one year and above will be the unit of analysis in which the experimental test of the proposed model will be conducted. The results suggest that organizational citizenship behavior is one of the most important factor influence the organizational performance. Furthermore, the performance of HEIs does not affect only the national human resources, but also impact on national economy. In this context, a conceptual framework is proposed to study the determinants of organizational citizenship behavior in the form of organizational justice and job satisfaction. Additionally, the ultimate benefits of OCB through perceived organizational justice with job satisfaction as mediator is enlightened. Finally, the authors discuss the managerial implications of their research.