• 한국정보디스플레이학회:학술대회논문집
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• 한국정보디스플레이학회 2000년도 제1회 학술대회 논문집
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• pp.47-48
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• 2000

Parameters of a biaxial compensation film and a liquid crystal cell for the optically compensated bend mode LCD with wide viewing angle were optimized. For practical approach, we calculated the optical refractive indices of a retardation film when thickness of a retardation film was fixed at 50 ${\mu}m$. Furthermore, we also optimized optical parameters of LC cell when parameters of a retardation film were different with designed values, because the biaxial compensation film with exact designed values was very difficult to fabricate. In experiments, we achieved the wide viewing angle of over the ${\pm}$ 60 degrees by using a biaxial compensation film with a practical thickness value.

• 한국조리학회지
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• 제12권4호
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• pp.154-169
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• 2006

This study examined the effects of organizational citizenship behavior (OCB) upon perception of service quality as well as evaluation of customers. 300 copies of questionnaires were distributed to the employees as well as the customers respectively, and 276 copies and 282 copies were collected from each group. There remained 265 copies each to investigate after excluding each 11 and 17 copies of noneffective questionnaires. As a result, the effects of organizational citizenship behavior upon service quality such as altruistic behavior, citizens' consciousness and sportsmanship, etc had significant influence upon the customers' perception of service quality.

• 대한안전경영과학회지
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• 제9권5호
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• pp.147-156
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• 2007

With the radical change of business environment, all service companies' employees are forced to provide many customers with high service quality every day, and the extra role(or organizational citizenship behavior) is more imperative than other industry. The purpose of this paper is to introduce Luthans & Kreitner's Organizational Behavior Modification(OB Mod) model to improve organizational citizenship behavior and service quality. With analyzing the relationships among target behavior(service quality), antecedents(OCB), and consequences(customer satisfaction), this paper reviewed OB Mod's 5 stages; identifying, measuring, functional analysis of the behavior, development of an intervention strategy, evaluation. This model has found to be useful in finding and improving troublesome employee behaviors in USA, but not been verified in Korea. Thus it is recommended to review the difference of organizational culture and practices before introducing the model.

• 한국컴퓨터정보학회논문지
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• 제21권9호
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• pp.127-137
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• 2016

This study is an objective research to verify causality between social worker's social capital and OCB in Jeon-nam province including Kwangjoo. Survey was done directly from 255 social workers working in social welfare facilities. Study methodology was the structural equation to verify the influence of social capital on organized citizens' activities and the mediator effect of job satisfaction and organizational commitment. Using Fornell and Locker's two-step approach, this study verified the similarity between direct effectiveness and indirect effectiveness through bootstrap. I hope that the result of this study will be used as objective and academic material for social workers who work hard with sense of duty at field and expect that there will be a intensive follow-up research which can make social workers' social capital and make it stronger.

• 산업경영시스템학회지
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• 제24권68호
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• pp.37-50
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• 2001

Although the study of OCB has increased greatly in recent years, a little works have focused on the relationship between leadership and extrarole behavior, and the moderating effects of the situational factors on the relationship between two factors. For the analytical purpose of this article, Fisher＇s Z-transformation and SGC(split groups correlations) methods were introduced. Generally 2 leadership styles are found to have influenced on altruism and conscientiousness respectively. Out of 36 cases, only 2 cases were significant in moderating effects. Based on empirical results, there is no moderating effects in conscientiousness. But altruism is found to be more closely related with employee-centered leadership in low centralized group than in high centralized group, and more closely related with job-centered leadership in low growth-needs group than in high growth-needs group.

• Journal of Information Display
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• 제5권2호
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• pp.39-42
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• 2004

A novel fast-switching LCD with dual-domain bend (DDB) mode is described. DDB alignment is achieved using antiparallel-rubbed cell filled with chiral-doped LC. Initial alignment is mono-domain 180-degree twist. Tilt direction is controlled by oblique electric field to be counter direction in each domain. Twist-to-DDB deformation occurs continuously so that DDB mode does not require high-voltage initialization which is inevitable in Optically Compen sated Bend (OCB) mode. DDB gives wide and symmetric viewing angle in contrast to mono-domain bend formed from 180-degree twist showing strong asymmetry.

• 한국항해항만학회지
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• 제29권9호
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• pp.807-812
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• 2005

The objective of this study is to empirically investigate the effect of gender discrimination to female workers in Korean shipping firms on the their organization commitment and organizational citizenship behavior. In carrying out the objective of this study, two hypotheses about the structural relationship among gender discrimination, organization commitment and organizational citizenship behaviors in the Korean shipping firms are established after reviewing the related studies. Survey questionnaires are distributed and analyzed to test the reliability and validity of the response. Also, a structural equation model is established and the model is analyzed by AMOS. In conclusion, there are a negative effect of gender discrimination on female workers' organizational commitment and a positive effect of their commitment on OCB. Through this paper, the comprehensive understanding of the structural relationship among gender discrimination, organization commitment and organizational citizenship behavior would be promoted.

• Asian Journal for Public Opinion Research
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• 제7권2호
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• pp.113-140
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• 2019

Experiencing work as a calling has been associated with various positive work-related attitudes and outcomes. Recent studies have examined personal and contextual factors related to job calling; however, gaps remain in the literature on how employees' perception of organizational environment may lead to the formation of employees' job calling. We focused on psychological climate of innovation as the predictor of employees' job calling and further investigated its effect on extra-role behaviors, including innovative work behavior (IWB) and organizational citizenship behavior (OCB). A total of 165 Malaysian employees from diverse industries and organizations participated in a self-reported online questionnaire. We found support for the mediation model in which the association between a psychological climate of innovation and increased extra-role behaviors through increased job calling. Altogether, these findings provided new insights into the important role of innovative climate on employees' job calling and the mediating role of job calling on extra-role behaviors within occupational settings. Theoretical and practical implications are further discussed.

• Asia Marketing Journal
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• 제3권2호
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• pp.1-20
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• 2001

본 연구는 리즈렐을 이용한 자료 분석에서 실제적으로 발생할 수 있는 문제점과 유의해야 할 사항을 실증자료를 이용하여 고찰하기 위한 것이다. 분석자료는 수도권에 소재하고 있는 보험판매영업소에서 판매활동을 하고 있는 328명의 보험판매원의 조직시민 행동(organizational citizenship behaviors, OCB)에 영향을 미치는 선행변수를 파악하기 위해 수집된 자료를 이용하였다. LISREL 적용상의 유의사항으로는 구성 개념과 지표간의 관계 및 구성 개념간의 관계, 좋은 참조변수 지정의 중요성, χ² 검정 적용상의 유의사항, 식별되지 않은 모델과 관련한 유의사항, 초기설정치의 제공과 수용하기 어려운 해와 관련한 유의사항, 모델 탐색시의 유의사항, 공분산행렬로 분석하지 않고 상관 행렬로 분석하는 경우의 문제점, 표본크기 확인과 분석에 선택된 변수 지정의 중요성, 전반적인 적합도에 의한 모델의 검정, 결과 해석과 보고시의 유의사항을 다루고 있다. 이어서, LISREL에 있어서의 모수 유의성 검정상의 문제점에 대해 고찰하고 있으며, LISREL의 유용성과 한계점에 대해서도 다루고 있다.

• 벤처창업연구
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• 제7권1호
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• pp.245-255
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• 2012

근래 들어 기업 간의 경쟁과 환경변화의 격화로 인하여 구성원들의 자발적 참여와 긍정적 태도의 중요성이 점차 커지고 있다. 따라서 구성원들에게 기본적 업무영역을 넘어서 보다 적극적으로 조직혁신, 유연성제고, 생산성제고 및 환경변화에 대한 적응력을 요구하고 있다. 이러한 역할 영역외적인 행위로서 대표적으로 조직시민행동을 들 수 있다. 그리고 고객지향적 경영을 추구하면서 대 고객에 대한 서비스가중시되면서 서비스품질의 유지 및 제고도 중시되고 있다. 또한 극심한 경쟁 상황에서 구성원들의 담당업무에 관한 혁신적 태도와 행동은 기업 간 차별화와 내외부 고객의 만족도를 높이는 중요한 요인이 되고 있다. 어떤 국가나 사회가 질서를 유지하고 건전하게 존속 발전하려면 구성원들 대다수가 수긍할 수 있는 사회적 기준이 존재하여야 하며, 또 그러한 기준이 지켜질 때 우리는 그 사회가 정의롭고 공정성이 유지된다고 말할 수 있다. 이와 같은 논리는 작은 단위의 조직에서도 마찬가지이다. 기업조직의 경우 구성원들의 승진과 보수에 대한 공정한 기준이 제시되어 있고, 또한 그러한 기준이 편파적이지 않고 공정하게 적용되지 않을 때 구성원들은 조직목표 달성에 보다 적극적이며, 조직의 발전과 성장에 대하여 적극적인 태도를 견지하게 될 것이다. 이처럼 정의와 공정성의 문제는 조직과 사회를 유지하는데 매우 중요한 문제이다. 이에 본 연구에서는 내부 구성원들의 공정성인지도가 기업 경쟁력 제고에 중요한 요인인 조직 시민행동, 서비스품질 및 혁신행동 간의 관계에 대하여 문헌적으로 정리하고자 한다. 이러한 연구를 바탕으로 추후 실증적 분석의 토대를 마련하고자 한다.