• The Journal of the Korea Contents Association
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• v.13 no.11
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• pp.699-713
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• 2013

This study has three purposes. Firstly, we try to extract the types of the motives of OCBO & OCBI instead of global OCB. Secondly, we compare the types of the motives OCBO & OCBI and those of the motives of global OCB. Finally, using another set of P-sample, we try to find out whether the four types of the motives of OCB found in the study of Kim & Lee(2013) could be found once again. The findings are as follows. First, we found the four types of the motives of OCBO, and three the types of the motives of OCBI. Second we found some similarities and differences at the same time between the types of OCBO, OCBI, & global OCB. Third, except the instrumentality-based type, three of the four types found in the study of Kim & Lee(2013) reappeared in this study. In conclusion, these findings suggest that OCBO & OCBI, the sub-dimensions of OCB, have their own distinctive natures respectively.

• The Journal of the Convergence on Culture Technology
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• v.7 no.1
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• pp.416-423
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• 2021

Drawing upon research in affect and social identity theory, this study examines when and how an individual's trait positive affect (TPA) exerts a significant effect on the person's organizational citizenship behavior directed toward individuals (OCBI). A moderated mediation model was tested by using the data of 293 employees nested in 66 work groups. Results demonstrate that the indirect effect of TPA on OCBI mediated by group identification (GI) is significantly positive only when perceived group positive affect (PGPA) is low, highlighting the substituting role of PGPA in the relationship between TPA and GI. The significant conditional indirect effects at the low level of PGPA suggest that TPA functions as significant, affective resources for enhancing GI and consequently increasing OCBI of the focal member when PGPA is low. By contrast, TPA's role in enhancing GI becomes redundant when PGPA is high. The current analysis reveals potential complementary functions of TPA and PGPA in explaining subsequent identity cognition and individual behavior.

• The Journal of the Korea Contents Association
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• v.15 no.4
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• pp.420-430
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• 2015

This paper investigates the relationships between leader-member exchange(LMX), perceived team efficacy, and organizational citizenship behavior(OCBI, OCBO) in the Korea Post. Also the study investigates the moderator effect of leader integrity and the mediator effect of perceived team efficacy in the relationships between LMX and OCB(OCBI, OCBO). The multiple regression analysis were employed to test the hypotheses. The main finding of this study was as follows: First, LMX had a positive effect on the perceived team efficacy. Second, the perceived team efficacy had a positive impact on OCB(OCBI, OCBO). Third, the perceived team efficacy completely mediated effect on the relationship between LMX and OCBI. Also the perceived team efficacy partially mediated effect on the relationship between LMX and OCBO. Fourth, the positive relationships between LMX and OCB(OCBI, OCBO) were stronger when leader integrity was high rather than low. In particular, this review concludes with implications for future research, limitations of this study, and practical application.

• 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.15 no.11
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• pp.209-220
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• 2017

Organizational environments are becoming increasingly complex, dynamic and interdependent. To overcome these environmental, the Organization pay attention to the Empowering Leadership. And Empowering leadership leads to OCB(Organizational Citizenship Behavior) of the organization's members. To the empirical analysis of the theoretical relationship, we was set up the research model based on the literature research method. We used total 346 questionnaires from the Manufacturing workers in Dea-gu and Kyung-buk region. The results of this study are as followings; First, Empoewering Leadership are positively related to OCBI and OCBO. Second, Self Leadership is positively related to OCBI and OCBO, and Trust is only positively related to OCBI. Third, the mediating effects of Self Leadership is a significant partial mediations effect on the relationship between Empowering Leadership and OCBI, OCBO. This result is contribute to the development of the research field leadership.

• The Korean Journal of Health Service Management
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• v.12 no.1
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• pp.13-22
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• 2018

Objectives : This study examines the voluntary participation of the members of an organization who maintain cordial and friendly relationships with their colleagues, so that the human resources department within a hospital can be used efficiently. Methods : A total of 600 copies of the questionnaire were distributed, and 524 copies were returned (88%). Of these, 518 copies were used to verify statistic results using IBM SPSS and AMOS Ver. 22.0, including factor analysis, path analysis, mediating effects, and moderating effects. Results : The effect of organizational trust on organizational citizenship behavior has shown that OCBI (Interpersonal) is highly affected at large hospitals. However, the effect of organizational trust on OCBO (Organizational) is highly affected at small hospitals. Conclusions : The results of a gap analysis indicated that among the different aspects of organizational justice, distributive justice and interactional justice have a positive effect on organizational trust in small hospitals. The results also revealed that organizational trust and organizational citizenship behavior in small hospitals are more strongly affected than they are in large hospitals. As a result, job efficiency is improved in smaller hospitals.