• The Journal of Asian Finance, Economics and Business
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• v.8 no.7
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• pp.285-294
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• 2021

Fraud cases that are committed by top management or people who have high positions or organization can be called character assassination crimes. The purpose of this study was to determine the effect of ethical leadership on organizational citizenship behavior and the effect of ethical leadership on job satisfaction and job satisfaction on organizational citizenship behavior. This study uses quantitative methods with SEM analysis tools partial least square (PLS) with the population of this study being all civil servants in the Kediri city government with 125 organizational members. This research instrument uses a questionnaire divided into three main parts: (1) leadership ethics as measured by 6 indicators and 12 items. (2) Organizational Citizenship Behavior (OCB) as measured by 7 dimensions and 14 items (3) job satisfaction as measured by 4 indicators and 8 items. Based on the results of the discussion of data analysis that has been carried out through data processing and proof of hypotheses, it can be concluded that an increase in ethical leadership will have an impact on increasing organizational citizenship behavior, an increase in ethical leadership variables will affect job satisfaction and that job satisfaction has no significant effect on organizational citizenship behavior.

• The Journal of Economics, Marketing and Management
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• v.6 no.2
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• pp.21-29
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• 2018

Purpose - This study aimed to check the influence of job characteristics of members of small and medium businesses on authentic leadership awareness of superiors and organizational citizenship behavior, and if the MPS between awareness of authentic leadership and organizational citizenship behavior mediated. This study aimed to find the influence of job characteristics of SMEs members on leadership awareness and organizational citizenship behavior, and the role of motivating Potential Score. Research Design, Data, and Methodology - Total of 150 valid questionnaires were collected. Frequency analysis, descriptive statistical analysis, correlation analysis, simple & multiple regression analysis, and 3-step mediated regression analysis were conducted. Results - The sub-factors of job characteristics all had positive influence on authentic leadership except skill variety and positive awareness on authentic leadership enhances organizational citizenship behavior of members. Also, MPS partially mediates awareness of authentic leadership and organizational citizenship behavior. Conclusion - Providing skill variety such as expanding jobs to members of SMEs does not have influence of positive leadership awareness of leaders and partial mediation of MPS means that job characteristics along with positive leadership awareness on superiors enhance organizational citizenship behavior and contributes in developing the organization.

• Journal of Digital Convergence
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• v.13 no.12
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• pp.125-134
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• 2015

Business organizations need to introduce trans-oriented response way and efficient management skill to survive in these days of severe struggle for existence. The new management models now ask organizations for building a new employee-employer relationship. As the economic recession continues and consumption shrinks around the world, many companies are in trouble. Companies will fall behind in the market unless they respond to this seamless and fast-changing business environment and market in a structured fashion. Therefore, the importance of leadership is growing bigger and bigger. This study reviewed prior literatures dealing with the servant leadership and surveyed workers in the service industry. Resultingly, it was found that servant leadership had positive effects on organizational commitment and organizational citizenship behavior, and that the superior's trust affected the effect of servant leadership on organizational commitment.

• Journal of Digital Convergence
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• v.13 no.1
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• pp.215-226
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• 2015

Business organizations intend to survival in the global market with a dramatically changing environment, an efficiency management process is obviously needed. The traditional management ways can not follow the steps of the new world. In another word, leaders now have to focus on building a new employee-employer relationship. Globally, as the economic recession continues and consumption shrinks, companies face a lot of difficulties. Companies will, eventually, fall behind in the market unless they respond to this constantly changing business environment and market, systematically. Accordingly, the importance of leadership can be said to be highest ever. This study inquired into the preceding research on servant leadership and carried out an empirical analysis with the workers in the service industry. As a result of the analysis, it was found that servant leadership had positive impacts on organizational commitment and organizational citizenship behavior, and that the boss's trust affected the impact of servant leadership on organizational commitment.

• Journal of Digital Convergence
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• v.19 no.3
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• pp.137-149
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• 2021

This study examined the effects of procedural justice on two facets of OCB (OCBI and OCBO) in local public enterprises and the mediating role of intrinsic motivation in these relationships. We verified the hypothesis established by a structural equation model based on PLS. The research data were collected through a survey of 269 employees working for local public enterprises. Research has shown that procedural fairness has a positive effect on intrinsic motivation, organizational citizenship behavior directed at individuals (OCBI), and organizational citizenship behavior directed at the organization (OCBO), while intrinsic motivation has a positive effect on OCBI and OCBO. In addition, intrinsic motivation has been found to have a partial mediating effect in the procedural justice-OCBI relationship and the procedural justice-OCBO relationship respectively. Finally, we present theoretical and practical implications that organizations need to activate intrinsic motivation so that members can induce voluntary organizational civic action through improved procedural fairness.

• Journal of Digital Convergence
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• v.18 no.6
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• pp.133-141
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• 2020

Currently, companies are focusing on how they make their members have change-oriented organizational citizen behavior in the era of fierce competition due to the 4th industrial revolution. Therefore, this study verified how the flexible culture of adhocracy-clan plays a role in positive psychological capital and change-oriented organizational citizen behavior. A survey was conducted for employees in companies located in Daejeon-si, Sejong-si, Chungcheongnam-do, and Chungcheongbuk-do, and 394 valid questionnaires were used for analysis. The concrete analysis results are obtained from the study as follows. First, among the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on change-oriented organizational citizenship behavior while relationship culture was found to not directly affect change-oriented organizational citizenship behavior. Second, the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on the positive psychological capital. Third, the positive psychological capital was found to have a significant effect on the change-oriented organizational citizenship behavior. Fourth, the positive psychological capital was found to play a mediating role in the relation between the recognition of flexible cultures of adhocracy-clan and the change-oriented organizational citizenship behavior. Therefore, it can be said to find out the fact that the change-oriented organizational citizen behavior can appear under the fierce competition as nowadays only when the organization should establish the organization culture of innovation-relation or the members are in the positive psychological state. We expect that the future study on the type of subculture and new organizational citizen behavior will be made in the manner of classifying the unit of organizational culture into a headquarter or team for measurement.

• Journal of agricultural medicine and community health
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• v.36 no.1
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• pp.47-59
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• 2011

Objectives: The purpose of this study was to assess organizational citizenship behaviors (OCBs) and organizational personality types (OPT) perceived by public health center workers and to analyze differences in perceptions according to organizational characteristics. Methods: The subjects of this study were workers at 12 of the 22 public health centers in Chonnam Province, South Korea. To measure organizational characteristics, we employed the OPT Index and OCBs Index. Data were collected for one month, from 15 September to 14 October 2009. Data for 422 workers were used in the final analysis. Descriptive statistics and t?tests were performed as appropriate, utilizing SPSS/WIN 14. Results: Among 16 types of OPT, ESTJ, ISTJ and ESTP were the most prevalent for the 12 public health centers. The average weight of OCBs was 4.77, and courtesy and civic virtue held the first and the second ranks among OCBs, respectively. Statistically significant differences between types of OPT were detected, in that T type was gender (p=.007) while J type was age (p=.010), education (p=.043) and career (p=.000). Statistically significant differences between OCBs were found in age, education and career. Conclusion: Public health centers should have programs to innovate OPT and to improve OCB. The development of such programs should consider characteristics of public health center workers such as age, gender, education and career.

• Korean Journal of Culture and Social Issue
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• v.17 no.4
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• pp.395-413
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• 2011

The purpose of this study is to identify the relationship between the employees' perception of organizational justice and their prosocial behaviors, focusing on the moderating effect of employees' individualism and collectivism. The survey has been conducted for 200 participants working in Korean companies. The results show that the perception of organizational justice is positively related with their prosocial behaviors. Also, employees' individualism and collectivism is significantly related with their prosocial behaviors. Specifically, individuals who are more collectivistic or less individualistic performed more prosocial behaviors than those who are less collectivistic or more individualistic. Finally, employees' individualism/collectivism has moderated the relationship between the perception of organizational justice and prosocial behaviors. When employees have strong sense of collectivism, they performed prosocial behaviors consistently regardless of the perception of organizational justice. That is, even though they perceive organizational justice as low, they perform prosocial behaviors in some degree. However, when employees have strong sense of individualism, their prosocial behaviors have been significantly determined by the perception of organizational justice. That is, when they perceive organizational justice as low, they rarely performed prosocial behaviors. But, as they perceive more organizational justice, their prosocial behaviors have been dramatically increased. The implication of those results and future research questions have been discussed.

• Korean Journal of Culture and Social Issue
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• v.24 no.4
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• pp.519-539
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• 2018

This study investigates the impact of organizational socialization tactics on newcomers' organizational citizenship behaviors. We explains this relationship with the concept of perceived organizational support, which refers to the extent to which individuals perceive that the organization recognizes their contributions and takes care of their well-being. We expect that the more institutionalized the organization's socialization tactics are, the more organizational support individuals perceive, consequently increasing the performance of organizational citizenship behaviors. We performed a survey targeting 450 newcomers in domestic companies, and adopted 382 data for path analyses based on the structural equation modeling. As the result, in all the three dimensions of socialization tactics (content, context, social), the extent to which socialization tactics are institutionalized is positively related to the perception of organizational support. It also has the positive relationship with individuals' organizational citizenship behaviors, being fully mediated by the perceived organizational support. More specifically, context socialization tactics shows the highest level of impact both on the perceived organizational support and organizational citizenship behaviors, whereas social tactics has the lowest level of impact. These results imply that the range of effects the organizational socialization has on the newcomers' attitudes and behaviors should be more extended and detailed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.2
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• pp.147-161
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• 2014

This paper's purposes is to study the effects of the strategic support of top management, the activities of quality management, the quality-oriented culture and the organizational citizenship behavior on business performance for Start-ups. In order to settle quality management activitiesa successfully in start-up companies, Concern and support of Top manangement for the quality is important. Although Top management's commitment to a strong, According to the employee's attitude, the quality performance of company may be much different. the quality performance of company that acceptace attitude for quality management is excellent will increase. And business performance will be affected positively. Also when the company has any problems with the quality, the employee's will trying to solve the problem voluntarily is the important factor for business performance. Through this study, the following statistically significant conclusions were drawn. First, If top management supports the resource strategically for the activation of the quality management, The quality and business performance of start-ups will be improved. Second, If the quality management is activated, The quality and business performance of start-ups will be improved. Third, if quality-oriented culture is matured, the quality and business performance of start-ups will be improved. Fourth, if the level of organizational citizenship behavior is getting higher, the quality performance of start-ups will be improved. Fifth, the quality performance has a mediation effect on the relationship between the quality management and business performance. So when strategic support of Top management, quality management, quality-orented culture and OCB are activated in the organization, the quality performance will be higher than before, so that the business performance will be higher too. To improve the quality performance and business performance in start ups, It is needed to understand the quality management in organization, to implement the quality management constantly. And top management should supports the resource strategically and the employee has to do his best to form quality-oriented culture in the company.