• Management & Information Systems Review
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• v.30 no.4
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• pp.441-474
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• 2011

This purpose of this study is to examine the relationships of ethical leader and ethics management system with employees's organizational citizenship behavior and the mechanism underlying these relationships. A questionnaire survey was conducted involving 1,035 full-time employees from large and medium industries in Daegu and Gyeong-buk provinces. Regression analysis was used to test the hypotheses. The results showed that both of ethical leader and ethics management system were positively related with employees's organizational citizenship behavior. As expected, these relationships were mediated by organization-oriented ethical climate and social responsibility-oriented ethical climate respectively. The findings of this study are as followings: First, employees tend to show their pro-social behavior when they perceive their leaders act ethically and ethics management is well institutionalized. Second, building up the organization-oriented ethical climate and social responsibility-oriented ethical climate can be a powerful strategy to enhance employees's organizational citizenship behavior.

• The Journal of the Korea Contents Association
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• v.20 no.2
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• pp.337-351
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• 2020

This paper aims to figure out an effect of aged sports instructors' emotional intelligence on leader-member exchange (LMX) and organizational citizenship behavior and to improve a work environment by developing members' emotional intelligence. To achieve this goal, it handed out a survey to 282 elderly sports instructors from five sports centers and elderly sports centers located in Seoul, Gyeonggi, and Chonan in Chungcheongnam-do and collected it from them. After then, it conducted a relationship analysis and multiple regression analysis and showed the following findings. First, it suggested that emotional intelligence of elderly sports instructors significantly affected leader-member exchange (LMX) positively. Next, it turned out that the emotional intelligence had a significant positive influence on organizational citizenship behavior. Last, it found that leader-member exchange (LMX) of the instructors did significantly impact on the organizational citizenship behavior positively. Therefore, as a result, it is very important that the paper demonstrated the emotional intelligence of the aged sports instructors significantly contributed to the advancement of leader-member exchange (LMX) and organizational citizenship behavior, and the development of members' emotional intelligence had a positive effect on the effectiveness of organizations.

• Management & Information Systems Review
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• v.37 no.3
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• pp.49-64
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• 2018

The purpose of this study is to investigate the effect of organizational virtue and leader member exchange on workplace-incivility by reducing workplace incivility. And second, to examine how incivility in the organization will affect affective commitment. Third, the effect of conscientiousness on the relationship between workplace-incivility and affective commitment in the organization is examined. In this study, 234 domestic workers were surveyed and their hypotheses were verified for empirical study. This study revealed that organizational virtue and leader member exchange had negative effects on workplace-incivility, and organizational incivility also had negative effects on affective commitment. In addition, the relationship between workplace-incivility and affective commitment in the organization showed that the lower the degree of conscientiousness in personality, the stronger the negative effect of workplace-incivility on affective commitment. Therefore, this study suggests that empirical studies show causal relationship between workplace-incivility and affective commitment in the organization. In addition, the moderating effect of conscientiousness on the relationship between workplace-incivility and affective commitment was demonstrated, and it is meaningful that the effect of organizational virtue, leader member exchange relationship and affective commitment is demonstrated empirically.

• East Asian Journal of Business Economics (EAJBE)
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• v.1 no.1
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• pp.1-7
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• 2013

Purpose: Organizational justice is not considered as objective variable, but considerably, it is the employee's perceptions about an organization. Since the last four decades, researchers endorsed the significant importance of organizational justice on motivation and work behaviours like turnover intentions, trust, motivation, organizational commitment, job satisfaction, in-role and organizational citizenship behaviour. Accordingly, scant literature is available on procedural justice - organizational citizenship behaviour via mediating role of leader-member exchange (LMX) in higher education context especially in Asian countries like Pakistan. Research Design, Data and Methodology: Cross - sectional study design was used and data was collected from the 452 permanent and contractual teaching faculty serving in different positions at private and public sector degree awarding institutes / universities accredited by Higher Education Commission (HEC) of Pakistan. Mediated regression analysis, as proposed by Baron and Kenny (1986), was employed to address the research hypothesis. Results: Results showed that procedural justice and LMX was positively impacted on OCB and LMX also fully mediates the relationship of procedural justice and organizational citizenship behaviour (OCB). Conclusion: The result indicated that LMX fully mediates the relationship of procedural justice and organizational citizenship behaviour.

• Journal of the Korean Society of Safety
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• v.17 no.2
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• pp.100-105
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• 2002

This study proposed and examined a model in which perceived organizational support and leader-member exchange are linked to safety communication safety commitment, and accidents. In addition, a moderating effect of role overload in the relationship between safety communication and safety commitment and that of performance monitoring in the relationship between safety commitment to accidents. Data were collected from 193 workers in a railroad company. The results indicated that the goodness of fitness of the proposed model was acceptable. More specifically, both perceived organizational support and leader-member exchange were significantly related to safety communication and safety communication was, in turn, significantly related to safety commitment which was ultimately related to accidents. Also, the moderating effects of both role overload and performance monitoring were found. Implications of these findings for safety and the possible roles of variables in the organizational level are discussed.

• The Journal of the Korea Contents Association
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• v.21 no.8
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• pp.537-545
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• 2021

We hypothesize work jealousy can moderate the relationship between leader-member exchange (LMX) and two different work behaviors, counterproductive work behavior(CWB) and organizational citizenship behavior (OCB). The results supported our hypotheses and found an interaction between LMX and work jealousy such that the relationship between LMX and CWB is negative when jealousy is higher but not when jealousy is lower. We did not find an interaction between LMX and work jealousy on OCB, however. We test our hypotheses in a service organizational sample consisting of one hundred thirty-nine. Managerial implications and directors for future research are discussed.

• Industry Promotion Research
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• v.3 no.1
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• pp.33-42
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• 2018

This study examined the effect of behavior on leader' s impersonal behavior and organizational members 'semi - productive task and the moderating effect of organizational support perception. As a result of conducting a questionnaire survey on SMEs of auto parts industry in Chungnam, Sejong, and Daejeon, the non-personality behaviors of the top leaders had a significant effect on the non-personality behaviors of the middle leaders (p <.001, ${\beta}=.910$). The results of this study are as follows. First, the relationship between the leader and the supervisor was significantly influenced by the non-personality behaviors. In addition, higher leaders have a moderating effect on negative behaviors and semi-productive task behaviors toward the organization of members. The control effect of semi - productive task behavior was confirmed. The results of this study provide suggestions for reducing economic loss and social loss due to semi-productive task behavior of organizational members by revealing the phenomenon of non-personality behavior of middle leader to non-personality behavior of upper leader.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.2
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• pp.195-207
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• 2005

Purpose: The purpose of this study was to confirm the change of nursing organizational characteristics and to define the difference of organizational outcome by measuring the organizational commitment and job satisfaction perceived by nursing staffs and patient satisfaction before and after organizational redesign. Method: The structured questionnaires of which contained organizational characteristics, organizational commitment and job satisfaction were developed from previous published studies after modification by researcher. The questionnaires were distributed to 1,200 and 679 nurses before and after nursing organizational change. patient satisfaction were measured before and after organizational change by direct interview with structured questionnaire from 1,566 and 1,291 patients. Results: 1. The organizational characteristics were significantly increased and the leadership of team leader and head nurse was significantly increased among the factors of organizational characteristics. 2. Organizational commitment was showed decreased tendency, but the difference was not significant. Job satisfaction was increased significantly and administration, autonomy, and job tasks were increased significantly in the factors of job satisfaction. Patient satisfaction was also increased significantly. 3. There was significant positive correlation between organizational commitment and job satisfaction and also job satisfaction and nursing organizational characteristics. All factors of organizational characteristics and satisfaction in present working unit were major factors to influence organizational commitment and explained 43.8% in a significant level by multiple regression analysis. The major factor which affect job satisfaction were the factors of nursing organizational characteristic except 'interaction with team leader' and satisfaction in present working unit among general characteristics and these factors explained 58.8% of job satisfaction. Conclusion: In conclusion, the nursing organizational change was very effective to bring about desirable change in nursing organizational characteristics and also to improve job satisfaction and patient satisfaction. Therefore the nursing productivity and comparability would be increased when the nursing organizational change is accomplished by the way of improving the factors of organizational characteristics and it would be followed by the promotion of job satisfaction and organizational commitment.

• Journal of the Korea Safety Management & Science
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• v.18 no.3
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• pp.117-125
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• 2016

The organization which is does sale activity in 21c, face a radical environment changes and high competition. To overcome from these situation, employee who is does sale in field are important to set sustainablity to the organization. A sales person is one of member in organizations, so they have a relation with other employee in process of job. To increase there performance and satisfaction, LMX is focused by many researchers. LMX can increase job satisfaction which can increase job performance thought organizational justice. And career of employee can has moderate effect between LMX and organizational justice. To figure out casual relationship among factors, researcher conduct a empirical analysis use 210 samples from SME saleman. Result of empirical study show us every hypothesis which researcher set up has supported. Based on this result, reseacher provide manageric implications and conclusions.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.5
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• pp.1881-1890
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• 2010

Many studies have noted that entrepreneurs' traits and performance of venture firm. But there have little the study on entrpreneur's leadership of venture firm. The purpose of the study is to look at the relationships among entrepreneur's transactional leadership(Charisma, individualized consideration, intellectual stimulation), leader's trust, organizational commitment, organizational cynicism, and mindfulness. For this study, 172 employees in 48 firms completed the questionnaires and SPSS was employed. The findings are: First, charisma, individualized consideration, and intellectual stimulation increases leader's trust. Second, leader's trust has negative effect on organizational cynicism. Third, leader's trust increases organizational commitment. Finally, in terms of interaction effects, charisma and individualized consideration is interacted with mindfulness. But intellectual stimulation is not interacted with mindfulness.