• Korean Business Review
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• v.22 no.1
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• pp.45-75
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• 2009

Previous researches of organizational citizenship behavior have been focused mainly on organizations, and there have been only a few studies on the organizational citizenship behavior of nonprofit organizations. In particular, few empirical studies have been made on the relations among variables affecting the organizational citizenship behavior of profit and nonprofit organizations. Thus, this study attempted comparative analysis. According to the result of the analysis, in profit organizations, the fairness of procedure, emotional commitment and continuous commitment had a significant effect on organizational citizenship behavior, as well as the fairness of distribution and perception of organizational support. In nonprofit organizations, on the contrary, the fairness of distribution, the fairness of procedure, and perception of organizational support were insignificant, and only emotional commitment and continuous commitment had a significant effect on organizational citizenship behavior. This study is meaningful in that it comparatively analyzed the effects of organization members' perception of fairness on organizational citizenship behavior in profit and nonprofit organizations, and its outcome may be utilized as a reference in future researches but it has a problem in external validity that poses a limitation in its generalization.

• 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

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.319-336
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• 2016

This study is aimed at suggesting the implications about the importance of authentic leadership through the analysis of what influence of supervisor's authentic leadership has on job performance for employees. Especially, this study investigates whether employee's organizational commitment, organizational citizenship behavior mediates the relationship between authentic leadership and job performance. Survey was carried out among employees in a variety of organizations. Total 440 sheets of sample have been derived and analysed by SPSS/WIN 24.0 and Stata 14.0. The result revealed that supervisor's authentic leadership was positively related to organizational commitment, organizational citizenship behavior, and job performance for employees. Further, organizational commitment, organizational citizenship behavior mediated the effects of authentic leadership on employee's job performance. The salient point was that in order to improve employee's job performance is to improve the employee's voluntary participation and cooperation behavior through the supervisor's authentic leadership.

• Journal of Distribution Science
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• v.14 no.3
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• pp.11-22
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• 2016

Purpose - This study empirically validates the theoretical argument of the effect of authentic leadership on organizational citizenship behavior, and the mediating roles of followers' self-awareness and psychological ownership between authentic leadership and followers' organizational citizenship behavior. Research design, data, and methodology - A total of 380 office workers in Korea were surveyed through on-line, and the result was analyzed using confirmatory factor analysis and structural equational modeling. Results - The authentic leadership was shown to be related positively to followers' self-awareness and psychological ownership, both of which were associated positively with their organizational citizenship behavior. The complete mediating effects of followers' self-awareness and psychological ownership were verified between authentic leadership and follower's organizational citizenship behavior. Conclusions - While followers' self-awareness was rarely studied in the authentic leadership study to date, it was found to play a role in the authentic leadership process into organizational outcome. It is argued that the followers' self-awareness as a mediating role between authentic leadership and organizational outcome seems to be more appropriate than the leader' s identification of previous thesis in explaining the authentic leadership effect.

• Korea Journal of Hospital Management
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• v.16 no.3
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• pp.19-40
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• 2011

The purpose of this research is to study empirically the relationship between servant leadership and organizational effectiveness and more importantly the moderating effect of Hospital employees' belief in public service on such relationship. The result showed that servant leadership positively affects three organizational effectiveness including job satisfaction, organizational commitment and OCB(organizational citizenship behavior). It was also found that Veterans Hospital employees' belief in public service moderated the relationship between servant leadership and those three organizational effectiveness variables. In other words, those who have strong belief in public service showed higher job satisfaction, organizational commitment and OCB as well as higher service and responsibility mind. Finally, limitations of the study and suggestions for future studies are presented in the conclusion.

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.378-387
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• 2015

The purpose of this study was to research the relationships among transformational leadership, emotional intelligence, organizational citizenship behavior and job performance of employees in hotel corporations. Transformational leadership is associated with higher levels of organizational citizenship behavior and job performance by their employees. And emotional intelligence is an important antecedent of work related outcomes such as organizational citizenship behavior, intention to quit and job performance. To accomplish this study, it was determined that the analysis derived from a hypothesis and literature reviews and data collected from 201 employees in hotel corporations. The results of empirical analysis showed as follows. First, Transformational leadership has a significant influence on emotional intelligence, organizational citizenship behavior and job performance. Second, Emotional intelligence has a significant influence on organizational citizenship behavior Third, mediating effects of employee's emotional intelligence in the relationship between transformational leadership and organizational citizenship behavior was confirmed. Based on these findings, the implications and limitations of the study were presented including some directions for future studies.

• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.160-172
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• 2015

The purposes of this study was to examine the relationship between social capital of social welfare workers and organizational citizenship behavior, and investigate mediated effects of job satisfaction. For the research, social capital was consisted of trust, norms and networks. Survey were collected for 278 social workers in social welfare organization located in Kangwon-do. Regression analysis were conducted with SPSS program. Sobel Test was added in 3-stage multiple regression analysis of Baron and Kenny. Social capital made a positive effect on organizational citizenship behavior. In factors of social capital, trust and network made a significant effect on organizational citizenship behavior, but norms didn't show a significant effect on organizational citizenship behavior. As the results of verifying mediator effects of job satisfaction in the relationship between social capital and organizational citizenship behavior, social capital made a direct effect on organizational citizenship behavior of workers and indirect effect on it through the job satisfaction.

• Journal of the Korea Convergence Society
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• v.12 no.10
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• pp.219-233
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• 2021

The purpose of this study was to examine the relationship between calling, value of work, psychological ownership, and organizational citizenship behavior for 586 teachers. As a result of the study, calling did not have a significant effect on psychological ownership and organizational citizenship behavior. And value of work had a significant positive effect on psychological ownership and organizational citizenship behavior, and psychological ownership had a positive effect on organizational citizenship behavior. So psychological ownership had a partial mediating effect on the relationship between value of work and organizational citizenship behavior. Therefore, organizational citizenship behavior is reinforced when a value of work value and psychological ownership increase.

• 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.

• 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.