• Journal of Venture Innovation
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• v.3 no.1
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• pp.27-45
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• 2020

It can be said that the effectiveness of organization is influenced by the ethical leadership of the boss, including the CEO, who is the subject of ethical management. In this study, ethical leadership was set as the subject of the study, and the concept of ethical leadership was set as ethical leadership that perceives the superiors in the process of performing subordinates by members of a company or organization. In this study, the effects of ethical leadership on organizational citizenship behavior and job satisfaction were examined, and the effects of ethical leadership on the ethical consciousness of subordinates were analyzed, and ethical consciousness in the relationship between ethical leadership, organizational citizenship behavior, and job satisfaction The mediating effect was analyzed. The subjects of this study were surveyed on 300 small and medium-sized workers in Gyeonggi Province from March 7 to May 10, 2020, and used as empirical analysis data. For data analysis, SPSS 24.0 and AMOS24.0 statistical analysis programs were used. The results of this study are as follows. As a result of the study, it was found that ethical leadership has an effect on organizational citizenship behavior, job satisfaction and ethical consciousness, and organizational characteristics such as ethical consciousness affect organizational citizenship behavior and job satisfaction according to how individuals perceive the organization. It was found that. Ethical leadership affects organizational citizenship behavior and job satisfaction. And these results are absolutely necessary to practice ethical management as a way to strengthen ethical leadership in order to increase organizational citizenship behavior and job satisfaction. Therefore, it is necessary to develop and implement various programs that make you feel a sense of unity with the organization.

• Journal of Technology Innovation
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• v.14 no.1
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• pp.255-276
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• 2006

This study aims to investigate hypotheses for the effects of leaders' individualized consideration leadership behaviors(Bass, 1985) and employee's organizational commitment. It is proposed that individualized consideration leadership behaviors will positively effect on employee's organizational commitment. And to understand the importance of followers' characteristics in recent leadership studies, it is also proposed that the follower's need for achievement(N-Arch) moderates in the relationship of individualized consideration leadership behaviors and organizational commitment. After descriptive survey, research model setup, and field survey, this empirical study investigated the above mentioned hypotheses thru SPSS for Windows 12.0. It involved linear regression analysis to reveal the significant main effect of the individualized consideration leadership behaviors. It also revealed moderating regression analysis to reveal the significant moderating effects of need for achievement between the independent variables(individualized consideration leadership behaviors) and dependent variable(the organizational commitment). Results revealed that leaders' individualized consideration leadership behaviors positively affected to its employee's organizational commitment(Hypothesis 1). And positive moderating effect of N-Arch was strongly supported between leader's individualized consideration leadership behaviors and follower's organizational commitment (Hypothesis 2).

• The Journal of Industrial Distribution & Business
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• v.11 no.3
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• pp.51-62
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• 2020

Purpose - This study examined the relationship between individual creativity and its related variables to observe how individual creativity contributes to organizational performance. In addition, this study strived to explore how to maximize the utilization of individual creativity and innovate the structure of the organization itself so that teams and organizations can respond more effectively to new rising trends. this study aimed to examine whether the value congruence between individuals and organizations (propensity congruence, goal congruence has a significant impact on knowledge sharing and innovation behavior as dependent variables by exerting individual creativity and synergy as independent variables. Research design, data and methodology - SPSS 24.0 program were used to analyze the data. Descriptive Statistics and correlation analysis were performed, and the reliability factor (Cronbach's α) was calculated. Afterwards, we analyzed the moderating effects of structural equation model analysis and hierarchical regression analysis. The number of samples used in the study were 309 copies. Results - First, Individual creativity had a positive effect on knowledge sharing and innovative behavior. In other words, it was confirmed that decision-making processes fused with individual creativity could create an atmosphere of knowledge sharing and transform the organization. Second, value congruence adjusted the influence of individual creativity on knowledge sharing and innovation behavior. Conclusions - First, it is important for managers to recognize the value and secure the pool of creative talents who will be a potential future basic source of organizational success and competitive advantage. Second, managers should be able to identify those with creative talents and expertise, and use them to increase their knowledge sharing performance, while also developing emotional and motivational creativity. Third, in order improve knowledge sharing performance, managers should pay attention to the emotional aspect of creativity. Fourth, managers should strive to create an environment that is beneficial for the reinforcement of individual self-management capabilities. Fifth, managers should be able to develop decision-making processes to develop potential creativity and encourage creative thinking, opinions, or solutions. Sixth, managers should promote the dissemination and integration of new knowledge based on the creative views and attitudes of team members.

• Korean Security Journal
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• no.57
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• pp.205-230
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• 2018

The purpose of this study is to examine the structural model between servant - transformational leadership, organizational citizenship behavior and organizational performance of private security organizations. The security guards working in private security companies in Seoul and Gyeonggi - do were selected as population, random sampling method. The survey was conducted from September 1, 2016 to November 30. Accoridng to the purpose of the study, this study conducted factor analysis(EFA/CFA), reliability analysis, convergence and discriminant validity analysis, and covariance structure analysis using SPSSWIN 21.0 and AMOS 21.0. The conclusions of this study are as follows. First, servant leadership has a positive (+) effect (${\beta}=.406$) on organizational citizenship behavior statistically at .001 level. Second, transformational leadership has a positive (+) effect (${\beta}=.373$) on organizational citizenship behavior statistically at .001 level. Third, organizational citizenship behavior has a positive (+) effect (${\beta}=.615$) on organizational performance statistically at .01 level. Fourth, servant leadership does not affect the organizational performance statistically (${\beta}=.211$). Fifth, transformational leadership does not affect the organizational performance statistically (${\beta}=.058$). Sixth, organizational citizenship behavior has statistically positive (+) mediation effect (${\beta}=.249$) in the relationship between servant leadership and organizational performance. Seventh, organizational citizenship behavior has statistically positive (+) mediating effects (${\beta}=.230$) on the relationship between transformational leadership and organizational performance. Innovation and Improvement of National Emergency Management System in Korea.

• Korea Journal of Hospital Management
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• v.25 no.1
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• pp.58-72
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• 2020

Purposes: This study aims to investigate the determinants of change-oriented organizational citizenship behavior(CO-OCB) of hospital employees and test the mediating effect of the job satisfaction and organizational commitment on the CO-OCB. Methods: Data were collected from the self-administered questionnaire survey for hospital employees of ten hospitals located in five regions, including Seoul. Out of 1,100 questionnaires which were distributed through the administrative routes, a total of 617 copies were returned(response rate 56.1%) and analyzed by frequency analysis, t-tests, correlation analysis, multiple regression, and path analysis using SPSS 21.0 and AMOS 21.0. Findings: The study results revealed that the explanatory power(56.4%) of the model was most significantly increased by the variables of psychological attributes(R²-change 33,5%). Also, the variables of self-efficacy, followed by hope, the organizational climate for innovation, the psychological safety climate, team-member exchange, and leader-member exchange were found to have positive total effects on CO-OCB, through the mediating variables of job satisfaction and organizational commitment. Practical Implications: The study results imply that, in order to improve the CO-OCB of hospital employees, the administrators have to take the integrated approach considering the various domains of factors including the psychological attributes, job characteristics, interpersonal relations, and organizational climate simultaneously.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.4
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• pp.245-254
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• 2018

The purpose of this study is to review the relationship between psychological capital and organizational commitment/ innovative behavior, and the moderating effect of organizational support. In order to verify and achieve the purposes mentioned above, questionnaire data were gathered and analysed from 315 professors and teachers of Korea Politechnics Colleges. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between psychological capital and organizational commitment, 2) the relationship between psychological capital and innovative behavior, 3) the moderating effect of organizational support on the relationship between psychological capital and organizational commitment, 4) the moderating effect of organizational support on the relationship between psychological capital and innovative behavior. Empirical survey's findings are as follows; First, self-efficacy and optimism appeared to be positively related with organizational commitment, and all psychological capital factors(self-efficacy, resilience and optimism) appeared to be positively related with innovative behavior. Second, organizational support appeared to have moderating effect partly on the relationship between psychological capital and organizational commitment, but it did not have a moderating effect on the relationship between psychological capital and innovative behavior. Self-efficacy and optimism appeared to be more positively related with organizational commitment in higher organizational support situation than in lower organizational support situation.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.10
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• pp.57-64
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• 2021

In the last decade, the effect of digitalization was the most cited issue in economic discourse, especially since technological advances, automation, and artificial intelligence are the key to the future discussions. Unemployment is one of the most important and continuous debates, especially in times of crisis due to the COVID-19 pandemic. Therefore, this study aims to analyze the influence of leadership style in innovation organizations to deal with the crisis. In this study, a non-probability purposive sampling method was used. A total of 377 respondents were from LinkedIn social media in Indonesia, with the criteria of employees who have worked for at least 6 years. The structural equation model was analyzed with Amos 25.0. The results show that virtual, servant, and transformational leadership influence employee creativity. Moreover, employee creativity strongly influences organizational innovation; therefore, a new model was found to meet the challenges during the COVID-19 pandemic crisis, which is leadership. Therefore, these results are useful for managers to overcome challenges during the COVID-19 pandemic crisis to manage employee creativity for a better innovative organization and make science a reference for finding solutions to the global wave of unemployment in the revolution 5.0 era.

• Journal of Korea Technology Innovation Society
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• v.21 no.3
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• pp.1021-1049
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• 2018

The purpose of this study is to examine whether organizational justice, including procedural justice and distributive justice, improve employees' innovative behavior through work engagement and knowledge sharing. In addition, it was conducted to investigate whether work engagement and knowledge sharing indirectly affect the relationship between organizational justice and innovative behavior. For the hypothesis test of this study, Hayes (2018) PROCESS Macro was used. Result of the analysis shows that procedural justice, work engagement, and knowledge sharing influenced innovative behavior. The constructs influencing work engagement were procedural justice, distributive justice, knowledge sharing. Also, procedural justice and work engagement were constructs that affected knowledge sharing. In the relationship between procedural justice and innovative behavior, the indirect effect was confirmed in all paths. In the relationship between the distributive justice and the innovative behavior, It was confirmed that there is not the indirect effect only in the path via knowledge sharing. he indirect effect was confirmed in all paths that did not acquire knowledge sharing. In addition, through the PROCESS Macro analysis, we examined the magnitude of the indirect effect of various paths between mediators. The results show that organizational justice can have the greatest effect on innovative behavior through work engagement. The weakness of respondents control by SNS survey is the major limitation of this study. In the future, Further research is needed depending on the nature of the organization, such as the analysis of differences between various industries.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.9
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• pp.339-350
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• 2022

The purpose of the study is to determine how organizational culture affects employees' organizational commitment in Vietnamese clothing enterprises. Quantitative research through a questionnaire survey was applied in this research. A Survey of employees of Vietnamese garment companies in Hanoi was conducted from May 2021 to August 2021. The questionnaire was built from reference to previous studies and transferred to Google form. 315 returned questionnaires were usable. The statistical software SPSS 20.0 was used to test the reliability of the scale (Cronbach alpha), exploratory factor analysis (EFA), and regression analysis. The Organizational culture is constructed by 8 components including Organizational Communication, Training and development, Reward and Recognition, Teamwork orientation, Decision-making, Innovation and risk-taking, Direction and future planning, and Leader behavior. Organizational commitment is constructed by 3 components such as affective commitment, continuance commitment and normative commitment. Findings show that organizational culture has a strong impact on organizational commitment in Vietnamese garment companies. Research provides recommendations on developing a good organizational culture through forming suitable leadership, effective organizational communication, training and development, reward and recognition, and a clear direction and future planning to enhance employee commitment to the organization and increase the garment company's performance in the future.

• International Journal of Computer Science & Network Security
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• v.21 no.12
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• pp.328-334
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• 2021

The article examines the economic essence and approaches to determining the efficiency of the enterprise. The author in the study considers the effectiveness and from the standpoint of qualitative analysis of the effectiveness of change and implementation of enterprise development goals. It is established that the tool for ensuring qualitative impacts on the efficiency of the enterprise is the innovative development of the economic space of the enterprise. The article considers the dominant innovations that have influenced the means and methods of production. An organizational and economic mechanism has been recommended to coordinate the costs of innovation activities in order to ensure the efficiency of enterprises. The object of management in the organizational and economic mechanism is the innovation process in the enterprise: from the design of strategic goals of innovation, search and commercialization of innovations, to building and implementing innovation potential. The efficiency of the enterprise under the condition of realization of innovative potential will be characterized by steady competitive advantages and strategically-oriented behavior in the market.