• The Journal of Economics, Marketing and Management
• /
• v.9 no.4
• /
• pp.19-30
• /
• 2021

Purpose: This study aimed to examine how a superior employee's ethical leadership affects members' innovative behaviors, mainly on organization-based self-esteem. It also aimed to verify the mediating effect of organization-based self-esteem in the process that ethical leadership affects members' innovative behavior in distribution-related organizations. Research design, data and methodology: After collecting materials from companies' executives and staff members in distribution-related organizations located in Seoul, South Korea, a research hypothesis was analyzed. Results: A superior employee's ethical leadership affects a positive (+) effect on innovative behaviors of the organization's members and the study confirmed that the relation of this effect was mediated by organization-based self-esteem. It means that the possibility that an organization's members will do innovative behaviors will be increased if a leader conducts ethical leadership. It also means that a leader with ethical leadership enables an organization's members to pay attention all the time and be awake for their work environment. Conclusions: The result of this study discusses how ethical leadership affects innovative behaviors of an organization's members from the perspective of organization-based self-esteem and has a theoretical implication that it has empirically examined it. More importantly, it has a theoretical implication because it verified how this effect was made using organization-based selfesteem and flexible human resource management.

• Journal of Digital Convergence
• /
• v.20 no.5
• /
• pp.331-336
• /
• 2022

This study proved that the importance of Alderfer's ERG theory. it checked the effects of these three elements on organization-based self-esteem through resilience. In particular, the relationship between the ERG and the psychological factors of the members of the organization is investigated. Moreover, we attempt to verify the mediating effect of resilience on the relationship between ERG and organization-based self-esteem. This study was used for analysis a survey on data 265 employees in 10 organizations. The major finding are as follows. it was found that all three elements of ERG was positively effected resilience. Furthermore, resilience was found to improve the level of organization-based self-esteem. Finally, it was found that resilience have played a mediating role on the relationship between the ERG and organization-based self-esteem. In the conclusion, the summary and implications of the study and the future direction of the study were presented.

• The Journal of the Korea Contents Association
• /
• v.10 no.6
• /
• pp.429-439
• /
• 2010

This study was proceeded to find out the effect of learning orientation on the organizational cynicism by introducing organization-based self esteem as a moderating variable. For the experimental study 400 questionnaires were distributed to employees working in deluxe hotel in Seoul and 236 responses were used for the analysis. With SPSS statistical program reliability test, confirmatory factor analysis, and regression analysis were performed. The study found that the learning orientation had a significant effect on organizational cynicism and organizational-based self-esteem had a moderating effect between learning orientation and organizational cynicism.

• Proceedings of the KSR Conference
• /
• 2011.05a
• /
• pp.1023-1030
• /
• 2011

The purpose of this article is to find out and analyze the diverse factors that are incurring stress to the railway drivers, and to depict the relationship among personality, job stress, job satisfaction, and accidents. To attain this purpose, the authors designed the questionnaire based on in-depth interview, scrutinized the factors of stressors, and statistically tested the study themes on the moderating effects of Personality Factors such as Locus of Control, Self-Efficacy, and Organization-Based Self Esteem on the relationship between Job Stressors and Job Satisfaction/Accidents, for the 212 samples received from KORAIL, Seoul Metro, and Seoul Metropolitan Rapid Transit. Resultedly, one of the findings indicate that certain aspects of a driver's personalities, as measured by locus of control, self-efficacy, and organization-based self esteem play important roles in predicting the level of job satisfaction, job stress and accidents.

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

• The Journal of the Korea Contents Association
• /
• v.18 no.1
• /
• pp.623-641
• /
• 2018

The goal of this study is to verify the effectiveness of collective leadership. Specifically, we examine the direct effect of collective leadership on creative behavior and how this relationship is affected indirectly by organization-based self-esteem. Further, we identify the conditional indirect effect psychological safety has in moderating this mechanism. To minimize the common method bias, job rank and the affectivity in work situations were set as control variables. After excluding ten univariate outliers from 319 responses that were collected, a total of 309 samples were used for analysis. Our findings showed that collective leadership has a positive effect on the creative behavior of organization members, and that organization-based self-esteem played the role as partial mediator in the relationship between collective leadership and creative behavior. Also, the conditional indirect effect of psychological safety was found to be significant in the 'high' and 'very high' percentile levels, but not in the 'very low,' 'low,' and 'middle' levels. Together, the findings imply that when leaders at organizations promote members' organization-based self-esteem and creative behavior through collective leadership, it can be more effective when members feel high psychological safety in the organization.

• Journal of Distribution Science
• /
• v.12 no.9
• /
• pp.15-23
• /
• 2014

Purpose - The purpose of this study is to investigate the effects of service marketing agents' psychological contract with the company on organizational commitment and organizational citizenship behavior. Research Design, Data, and Methodology - The antecedent variable of psychological contract, dependent variables of organizational commitment and citizenship behavior, and mediating variables of self-esteem, self-efficacy, and perceived organization support were used, based on precedent studies. Result - The psychological contract had a positive influence on self-esteem, self-efficacy, and organizational support. Moreover, self-efficacy and organizational support had an influence on commitment, while self-esteem, self-efficacy, and organizational support influenced organizational citizenship behavior. In addition, the results relating to mediated effects showed that only self-esteem had no mediated effect between contract and commitment. Conclusions - The call centers are asked to let the agents cognize an affirmative psychological contract. Further, the call centers are asked to produce an organizational atmosphere to let agents increase motivation factors. Finally, agents should develop them at personal levels to cognize organizational support affirmatively and to keep mutually beneficial contracts between call centers and agents.

• The Korean Journal of Health Service Management
• /
• v.6 no.2
• /
• pp.35-44
• /
• 2012

This study was carried out to identify how a middle-aged woman's consciousness of the death and self-esteem was affected by whether the hospice volunteer's experience exist or not. As a form of descriptive research, this study, which is based on a structured questionnaire intended for the 191 middle aged women doing volunteer work at the non-profit women's organization, had been conducted twice from May 10, 2010, to May 21, 2010. The results of my research work is followed ; First, a middle-aged woman's consciousness of the death and self-esteem showed significant differences depending on whether the hospice volunteer's experience exist or not. Experienced hospice volunteer group showed a lower consciousness of the death and a higher self-esteem compared to non-experienced hospice volunteer group's case. Second, in case that the results show a high self-esteem, the consciousness of death reach at the low stage. Especially, the experienced hospice volunteer group showed an opposite correlation compared to non-experienced group. Third, Anyone's consciousness of death appeared at a low level when she had a religion and higher education background. Anyone's self-esteem oriented sense appeared at low level when she didn't have religion but rather appeared at high level when the health status of the targeted group was in a good shape. As a result, the hospice volunteer activities can be assumed to increase the middle-aged woman's self-esteem, therefore, turn the consciousness of death into a positive attitude.

• Journal of Korea Trade
• /
• v.27 no.4
• /
• pp.19-44
• /
• 2023

Purpose - This study examines the relationships between leader-member exchange (LMX), perceived fit, organization-based self-esteem (OBSE), corporate citizenship, work engagement, and employees' negative word-of-mouth (NWOM). In particular, it analyzes the effect of the interaction between LMX and corporate citizenship on OBSE, and the effect of the interaction between perceived fit and corporate citizenship on OBSE. Finally, this study analyzes moderated mediation by legal/ethical citizenship and philanthropic citizenship, and work engagement in the LMX-NWOM relationship and the perceived fit-NWOM relationship, respectively. Design/methodology - The research data were collected through a questionnaire from 293 employees working at 117 restaurant companies in Korea. Findings - The results were as follows. First, both LMX and perceived fit were negatively related to employees' NWOM. Second, both LMX and perceived fit were positively related to OBSE. Third, OBSE was negatively related to employees' NWOM. Fourth, legal/ethical citizenship and philanthropic citizenship were found to attenuate the positive (+) relationship between perceived fit and OBSE, respectively. Fifth, it was found that work engagement weakened the negative (-) relationship between OBSE and NWOM. Finally, OBSE was found to have a partial mediating effect moderated by corporate citizenship (legal/ethical citizenship and philanthropic citizenship) and work engagement in the relationship between perceived fit and NWOM. Originality/value - This study makes a theoretical contribution by expanding the mechanisms associated with LMX and NWOM by revealing the mediating effect of OBSE in their relationship. Additionally, this study makes a theoretical contribution in that it demonstrates the importance of enhancing legal and ethical citizenship and philanthropic citizenship by revealing the moderating effect of corporate citizenship in the relationship between perceived fit and OBSEE. Finally, it makes a theoretical contribution by suggesting that the interaction between work engagement and OBSE is important in reducing employees' NWOM by revealing the moderating effect of work engagement.

• The Journal of the Korea Contents Association
• /
• v.11 no.11
• /
• pp.364-377
• /
• 2011

This research aims at investigating the factors determining the success of knowledge management system(KMS) in research organizations. Based on the literature survey and the general framework of IS success model, a new comprehensive model which is customized to the context of KMS is proposed. Some organizational support factors and an individual personality variable that moderates the relationship between predictors and the success factors are also integrated to the new model. A proposed model was tested by the technique of structural equation modeling using survey data from the employees in research organization. The results revealed that KMS quality had the strongest impact on the KMS success measured by perceived usefulness and user satisfaction and KMS use. The moderating effect of an individual personality factor, organization-based self esteem is also founded in the research.