• Korea Journal of Hospital Management
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• v.8 no.2
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• pp.70-92
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• 2003

The main objective of this paper is to investigate the factors affecting organizational citizenship behavior of hospital employees, and based on the investigation, to suggest some implications for effective human resources management of hospitals. For this purpose, physical therapists were selected as the subject of the research. Using their individual characteristics, job characteristics, professionalism and group cohesiveness as the variables affecting organizational citizenship behavior, an empirical model was constructed and tested. A survey was conducted through structured and self-administered questionnaire for the physical therapists working at hospitals of Busan-Kyongnam area, and data from 240 therapists were utilized in the final analysis. Major results of the empirical analysis are as follows: First, perception on professionalism and the degree of organizational citizenship behavior were higher for male, older, relatively more-educated and higher-grade employees. It is necessary to develope some measures to educate and motivate the employees who are in lower state of professionalism and organizational citizenship behavior. Second, among the individual characteristics, need for growth was found to have significant, positive influence on professionalism and group cohesiveness, but no direct effect on organizational citizenship behavior. On the other hand, extroversion had direct, positive effect on organizational citizenship behavior, as well as on professionalism and group cohesiveness. This result suggests that personnel selection and personality education should be conducted carefully. Third, job characteristics appeared to have very large, positive effect on professionalism, but not directly on organizational citizenship behavior. Fourth, professionalism was found to have very large, positive influence on group cohesiveness and direct, positive effect on organizational citizenship behavior. This implies that enhancing professionalism of physical therapists can strengthen organizational citizenship behavior in hospitals, and hence top management should actively support the programs for job re-design, skill education and quality improvement to enhance professionalism of their employees. Fifth and last, as an intervening factor, group cohesiveness appeared to have the largest, direct, positive effect on organizational citizenship behavior. It is, therefore, important for top management to improve group cohesiveness by exploring ways toward greater harmony and solidarity among the members of physical therapy department.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.2
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• pp.237-246
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• 2014

Purpose: This study was done to determine the influential factors related to organizational citizenship behavior of nurses with a focus on authentic leadership and organizational justice. Methods: The study participants were 186 nurses who work at K University Hospitals in Seoul and Gyeonggi province. Data were collected in September and October, 2013. A structured questionnaire was used for data collection and data were analyzed using the SPSS/Window program. Results: The factor most influential for organizational citizenship behavior was authentic leadership (${\beta}$=.371, p<.001), followed by organizational justice (${\beta}$=.221, p=.005), and marital status (${\beta}$=.142, p=.023). These factors accounted for 30.7% of the variance in organizational citizenship behavior. Conclusion: In order to enhance organizational citizenship behavior of nurses, strategies for human resource management, which improve the perception of head nurses' authentic leadership and organizational justice, are required.

• Journal of East-West Nursing Research
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• v.13 no.1
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• pp.31-39
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• 2007

Purpose: This study was to identify the influence of internal marketing factors on organizational citizenship behavior of nurses based on the mediate variable of job satisfaction. Method: Structured questionnaires were used with a convenience sample of 267 subjects working at 2 hospitals which have more than 500beds. The data were analyzed using descriptive statistics, ANOVA, Scheffe test, Pearson's correlation and multiple regression. Result: Empowerment($\beta$= .395) and compensation($\beta$= -.232) among the internal marketing factors had significant influences on organizational citizenship behaviors. However, job satisfaction($\beta$= .266) showed a mediate variable between compensation and organizational citizenship behaviors. Conclusion: This result indicates that empowerment and job satisfaction are important factors in predicting organizational citizenship behavior of nurses in hospitals. Thus it would be necessary to include this two factors in inhencing production of a nursing unit.

• Korean Educational Research Journal
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• v.37 no.1
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• pp.47-66
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• 2016

The purpose of this study is to examine the analysis on the effect of incentive gap of teacher's merit-pay on organizational commitment and organizational citizenship behavior. The study verified the hypothetical path model and analyzed the effects of incentive gap of teacher's merit-pay, organizational commitment and organizational citizenship behavior. The subjects of the study are 762 elementary and secondary school teachers. The results of the study are as follows: Firstly, it was found that there are significant correlations among incentive gap of teacher's merit-pay, organizational commitment and organizational citizenship behavior. Secondly, incentive gap of teacher's merit-pay affects organizational commitment and organizational citizenship behavior. Lastly, S grade teachers of teacher's merit-pay are more organizational commitment and organizational citizenship behavior level were higher than A and B grade teacher. Therefore teacher's merit-pay have positive impacts to the teachers.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.4
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• pp.446-454
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• 2014

Purpose: The purpose of this study was to identify the relationships between emotional intelligence, organizational citizenship behavior, organizational commitment and organizational performance of clinical nurses in Korea. Methods: The participants were 453 nurses, working in three general hospitals in Seoul, and data were collected from December 15, 2012 to February 2, 2013. Data were analyzed using PASW (SPSS ver. 20.0) and SPSS/WIN 19.0 (SPSS INC, Chicago, IL, USA), and AMOS ver. 20.0. Results: The results were as follows: organizational performance is positively influenced by emotional intelligence. Organizational citizenship behavior is positively influenced by emotional intelligence, organizational commitment is positively influenced by organizational citizenship behavior, and organizational performance is positively influenced by organizational commitment. Conclusion: The results of this study demonstrate and help in understanding the relationship between the research concepts and the direction of nursing organizations. We recommend that various educational programs should be developed to improve clinical nurses' emotional intelligence.

• Journal of Digital Convergence
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• v.7 no.4
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• pp.101-115
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• 2009

This paper aims to examine the impact of R&D organization culture(diversity, autonomy, redundancy and connectivity) to Organizational Commitment and Organizational Citizenship Behavior in Information Technology Companys. Hypotheses were tested by surveying 250 employees at R&D Gumi Industrial Complex. The findings of research are as follows : First, three factors of R&D organizational culture had a significant positive effect on the organizational commitment except redundancy. Second, two factors of organizational culture in R&D organizational culture had a significant positive effect on the organizational citizenship behavior except autonomy and redundancy. it is shown reliable criterion to effective organizational management in small and medium enterprises.

• 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.

• Journal of the Korea Society of Computer and Information
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• v.20 no.12
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• pp.163-168
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• 2015

Empirical studies of superior's ethical leadership on organizational effectiveness of organization member have been done in various fields. However, it is difficult to find the previous research on civil servant in public sector. Therefore, the purpose of this study is to analyse causal relationship of ethical leadership and organizational effectiveness and to suggest theoretical and political implication for enhancing the level of civil servant's organizational citizenship behavior. As the result of analysing the causal relationship of superior's ethical leadership and organizational citizenship behavior, the factor of organizational effectiveness as the public attitude, this study shows that normative behavior, communication, reinforcement, and right decision-making have significant effect on organizational citizenship behavior. Based on these results, this study suggested theoretical and political implication and the limitations of study.

• The Journal of the Korea Contents Association
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• v.8 no.6
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• pp.195-203
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• 2008

This research aimed to help the employers of hotel corporations by analyzing the effects of fairness of restructuring on employees' organizational commitment and organizational citizenship behavior. The research found that employer's fairness of restructuring has significant affects on the degree of employee's organizational commitment, thereby reducing the negative effects of restructuring and enhancing organization commitment and organizational citizenship behavior. Therefore, this study aims to examine impact of justice perception of layoff on survivors' organizational commitment and organizational citizenship behavior in hotel corporations. There are main results in this research given below; First, as procedural justice and distributive justice are higher, survivors' organizational commitment and organizational citizenship behavior are higher in the restructuring process. Second, as organizational commitment is higher is also higher organizational citizenship behavior in the restructuring process.

• Management & Information Systems Review
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• v.30 no.3
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• pp.107-132
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• 2011

The purposes of this paper are to examine the effect of emotional intelligence and logic intelligence on organizational citizenship behavior and to examine the moderating effect of intelligence labor on these relationship. For these purposes, literature review and survey research were conducted. The 420 questionnaires were sent to the 12 manufactural firms in the Busan and Kyungsang Nam-Do region for empirical analysis. Total 363 usable responses were collected(effective response rate : 86.40%). The major findings of the empirical research are as follows ; First, emotional intelligence and logic intelligence have positive influence organizational citizenship behavior. but emotional intelligence have more positive influence than logic intelligence on organizational citizenship behavior. Second, emotional intelligence has differential influence on organizational citizenship behavior by emotional labor, but logic intelligence hasn't that. In conclusion, emotional intelligence is expected to improve organizational citizenship behavior which is extra-role behavior in an organization. Therefore, managers have to develop organizational citizenship behavior by exhibiting emotional intelligence, considering emotional labor.