• The Journal of the Korea Contents Association
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• v.16 no.3
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• pp.722-731
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• 2016

Previous findings on Organizational Citizenship Behaviors is a useful index for effectiveness of the organization. Also, it is a factor that explains the relation between its member's attitude and behavior as organizational commitment had been stabilized. Since autonomy and rapidity has become more important in increasing the efficiency of the organization, this means Organizational Citizenship Behaviors has become important in it. Organizational Citizenship Behaviors of the members occurs only when discretion and autonomy are given to its members. Therefore, this study aimed at measuring the effects of police officer's personal dispositions on organizational citizenship behaviors, exploring the moderation effect of organization culture, and providing the basis with implications to promote the Organizational Citizenship Behaviors in the police Organization. By reviewing previous finding, Police Officer's Personal Dispositions were selected as independent variables, Organizational Citizenship Behaviors was selected as dependent variable. and Organizational Culture was selected as moderation variable. The result of analysis showed that The belief & The Norm influenced in Organizational Citizenship Behaviors(positive), and The Value in Organizational Citizenship Behaviors(negative). And The moderation effect was tested: The Value${\rightarrow}$Hierarchical Culture${\rightarrow}$Organizational Citizenship Behaviors(negative), The belief${\rightarrow}$Rational Culture${\rightarrow}$Organizational Citizenship Behaviors(negative)

• Journal of Korean Library and Information Science Society
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• v.47 no.1
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• pp.71-97
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• 2016

This study aimed to make an empirical investigation into the effects of supervisor's ethical leadership in a public library on its members' organization citizenship behaviors. While a number of studies on the associations between ethical leadership and organization citizenship behavior were carried out in other areas, such studies have been very few in the area of library. In this context, this study hypothesized and verified the relationship between ethical leadership and organization citizenship behaviors in the area of library. As a result of empirical analysis, it was found that ethical leadership has positive (+) effects on conscientiousness, courtesy, and sportsmanship among the components of organization citizenship behaviors. This demonstrates the importance of ethical leadership, and suggests the necessity for further extensive studies that investigate the effects of ethical leadership on members' organizational commitment and job satisfaction, through the input of diverse variables.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.24 no.3
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• pp.26-36
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• 2016

The purpose of this paper is to analyze the relationship between the perception of organizational citizenship behavior and that of safety culture by airline pilots. Finding factors which composed of organizational citizenship behavior, this paper will prove the effects of those factors to the safety culture of an airline. Organizational citizenship behavior means the activities of members, based on their free will, to enhance organization's overall productivity and performance, which are, however, not officially and apparently approved by the organization. Safety culture is to contain the concept in the organization's protocol, procedure and policy affecting safety performance of the organization. According to the analysis, it was proven compliance of organizational citizenship behaviors has a positive effect on safety culture through job satisfaction. Moreover, altruism and individual initiative have a direct positive effect on safety behavior of pilots.

• The Journal of the Korea Contents Association
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• v.12 no.3
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• pp.206-213
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• 2012

This study analyzed on the effect worker's organizational citizenship behaviors of vision sharing and values congruence in social enterprise. Analysis results are as follows: the higher the degree of match value of worker and organization, organization's vision have on active organizational citizenship behaviors in social enterprise. And, non-profit organization, full-time employee and Non-disadvantaged are actively organizational citizenship behaviors. Social enterprises's purpose are to solve the social problem in communities and creating the jobs for the vulnerable. Therefore, the administrator of social enterprise strive to share the vision of the organization with worker, and should pay more effort in the selection process for selecting the worker that matches with organization's value.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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• pp.97-107
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• 2004

Purpose: This study aims to secure basic data required to enhance the organizational efficiency as increasing the organizational citizenship behavior of nurses through identifying the influence of leader-member exchange and organizational commitment en organizational citizenship behaviors in nursing organization. Method: The subjects of this study were 352 nurses. Data was collected using structured questionnaires for 15 days from 10 to 24 April 2003. Result: According to the analysis on the influence of leader-member exchange, organizational commitment and general characteristics on organizational citizenship behaviors, the organizational commitment, leader-member exchange and tenure of office had significant influences, as 23.0%, 30.2% and 31.3%, respectively. Conclusion: It is required to increase the organizational commitment and to enhance leader-member exchanges for the purpose of inducing the organizational citizenship behaviors. Furthermore, it is also necessary to develop the strategies through development of medical environment and clinical carrier experiences for self-development of member based en long-term tenure of nursing organization

• Journal of Navigation and Port Research
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• v.29 no.9
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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.

• The Journal of the Korea Contents Association
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• v.13 no.12
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• pp.748-757
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• 2013

This study analyzed on the effect worker's organizational citizenship behaviors of vision sharing and values congruence in social welfare organization. Analysis results are as follows: the higher the degree of a certificate of qualification of social welfare organization's worker and the position of organization have on active organizational citizenship behavior in social welfare organization. Most social welfare organization don't effort for vision sharing and values congruence in organization. Vision sharing and values congruence in social welfare organization result in actively organizational citizenship behaviors. Social welfare organization's purpose are to solve the social problem in communities. Therefore, the administrator of social welfare organization strive to share the vision of the organization with worker, and should pay more effort in the selection process for selecting the worker that matches with organization's value.

• Asia-Pacific Journal of Business
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• v.14 no.4
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• pp.205-216
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• 2023

Purpose - The purpose of this study was to examine the effect of organizational citizenship behavior on unethical pro-organization behavior considering two sub-dimensions of organizational citizenship behavior such as citizenship behavior for individual and citizenship behavior for organization. In addition to this, this study was to identify of the moderating effect of machiavellism. Design/methodology/approach - This study collected 269 sample questionnaires from employees who are working for Korean companies. To examine the hypotheses, this study used hierarchical regression analysis. Findings - First, results showed that there is a significant positive effect of citizenship behavior for organization on unethical pro-organization behavior, but citizenship behavior for individual did not have any significant effect on unethical pro-organization behavior. Second, same with the previous results, machiavellism only had its significant moderating effect on the relationship between citizenship behavior for organization and unethical pro-organizational behavior, not on citizenship behavior for individual. The moderating effect strengthened the positive relationship. Research implications or Originality - Although organizational citizenship behavior and unethical pro-organization behavior are studied many times, but there is no research examining the relationship between these two concepts. these two concepts share the figure that these behaviors are pro-organizational. The only differences between the two is ethical or not. So, this study identified the relationship and moderating effect of machiavellism. In doing so, this study provided novel implications for the researchers of this filed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.12
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• pp.539-547
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• 2017

This paper reports the results of descriptive research aimed at determining the effects of the administrative hospital staff members' organization-based self-esteem and work engagement on their organizational citizenship behaviors. The participants of the study were 200 administrative staff members of general hospitals, each with 200 beds or more, located in B city. Data were collected from March 15 to 30, 2017, and analyzed statistically using a t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. The findings of this study can be summarized as follows. The organizational citizenship behaviors differed significantly according to whether they had an experience of turnover (t=-4.260, p=.000) and how long they had served at their present work (t=3.297, p=.039). In addition, the organizational citizenship behaviors had strong positive correlations with the organization-based self-esteem (r=.454, p=<.000) and work engagement (r=.595, p<.000). In addition, the factor that explained the organizational citizenship behaviors most significantly was work engagement, followed by organization-based self-esteem and the period of service at the present work. All three factors accounted for 41% of those behaviors. These findings suggest that the hospital should perform internal marketing or improve its welfare system to make administrative staff members raise their self-esteem based on their organization. Moreover, the hospital should form an organizational culture of its own, in which administrative staff members feel the importance of their job, enjoy it and are given autonomy in job performance, ultimately contributing to the development of hospital management.

• Korea Journal of Hospital Management
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• v.7 no.2
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• pp.1-23
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• 2002

D. W. Organ(1977) published a paper about the importance of Organizational Citizenship Behavior(OCB) in an organization. Since then, the studies of OCB have been continuously increased. As recent business environment has changed with rapidity and uncertainty, OCB for the improvement performance of organization should be more emphasized. Role behaviors of organization are divided into two parts such as in-role behavior and extra-role behavior. In recent, although the researches about extra-role behavior have been studied, they are still not sufficient. This study attempted to examine relationships between organizational culture, organizational commitment and organizational citizenship behavior, Sample was 193 employee engaged in hospitals of Pusan. In this study I chose four factor(affective, conservative, task and innovative culture) of organizational culture and three factors (affective, continuous and normative commitment) of organizational commitment and five factors(altruism, conscientiousness, courtesy, civic virtue and sportsmanship) with regard to organization citizenship behavior. The major findings of the empirical research are as follows ; 1. The Causal relation of dimensions of organizational culture and dimensions of OCB. 1) Affective culture has significant impact on courtesy, civic virtue of OCB. 2) Conservative culture has no significant impact on all of OCB. 3) Task culture has significant impact on conscientiousness, civic virtue, sportsmanship of OCB. 4) Innovative culture has no significant impact on courtesy, civic virtue of OCB. 2. The Causal relation of dimensions of organizational commitment and dimensions of OCB. 1) Affective commitment has significant impact on all of OCB. 2) Continuous commitment has no significant impact on all of OCB. 3) Normative commitment has significant impact on courtesy, civic virtue of OCB. In brief, though this study has several limitations in research design and methods, the results suggest that organizational culture of hospitals and organizational comitment of hospitals shows a strong relationship to the organization citizenship behavior.