• Journal of the Korean Society of Marine Environment & Safety
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• v.28 no.4
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• pp.587-593
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• 2022

This study was conducted with the aim of testing the relationship between authority-giving leadership recognized by maritime police officials with organizational citizenship behavior. There are various types of leadership. Marine police officials will be able to help solve more effective problems in practice by the authority granted due to the nature of their duties. Organizational citizenship behavior is informal, though. However, as a result, it is related to organizational development. Recently, as a study for organizational development, many studies on empowerment leadership and organizational citizenship behavior are being conducted. In this study, 168 marine police officials were surveyed. As a result of the study, the authority-granting leadership and organizational citizenship behavior of marine police officials are very important factors due to the dangers and unexpectedness of the duties of marine police officials. Policy suggestions were made for the development of the maritime police organization.

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.370-377
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• 2015

Organizational trust (OT) plays a substantial role to attain competitive advantages. It is an effective way to enhance organizational effectiveness. OT makes employees to have a positive emotion toward a firm, also it contributes employees to bring a spontaneous behavior. The purpose of this study is to investigate the relationships among OT, organizational commitment (OC), and organizational citizenship behavior (OCB) theoretically and empirically. A total of 228 cases in 15 Chinese companies are used for empirical analysis. The results show that OT has a positive effect on OC and OCB. It is suggested that OT is an important variable to improve emotional and continuance commitment. Also the results reveal that OCB is a meaningful dependent factor that is affected by OC.

• Management & Information Systems Review
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• v.33 no.5
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• pp.35-54
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• 2014

This study recognizes the limitation of previous literature regarding ethical leadership, organizational citizenship behavior, and workplace spirituality and develops the research model and hypothetical relationships. The purpose of this study is to investigate the effects of ethical leadership on organizational citizenship and workplace spirituality and test the mediation effect of workplace spirituality on the relationship between ethical leadership and organizational citizenship behavior. The suggested hypothetical relationships were tested with primary data from a sample 367 employees of social enterprises. The main findings of this study are as follows: First, it is found that transparency, contribution, integrity and which are composed factors of ethical leadership have positive influence on organizational citizenship behavior. Second, transparency, contribution, integrity and which are composed factors of ethical leadership have positive influence on workplace spirituality. Third, workplace spirituality have positive influence on organizational citizenship behavior. Fourth, workplace spirituality mediated the relationship of ethical leadership and organizational citizenship behavior. Thus, the hypothesis on the mediating role of workplace spirituality was supported. This study contributes to the understanding of organizational citizenship behavior research by developing an theoretical model, incorporating the role of ethical leadership and workplace spirituality. In conclusion, this study suggests that in the organization developing organizational citizenship behavior, ethical leadership of leader and improving workplace spirituality of employees need to be considered to adopt.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.3
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• pp.438-446
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• 2019

This study examined the effects of non - personality behavior of supervisors on the job exhaustion and organizational effectiveness of nurses. A survey in the form of a questionnaire was completed by 250 nurses working at three general hospitals located in Seoul and Gyeonggi from September 20 to October 31, 2014. The collected data were analyzed by frequency analysis, factor analysis, correlation, and linear regression analysis using the SPSS program. The results of the analysis were as follows. First, the effects of the non-personality behavior of supervisors on the job exhaustion of nurses were statistically significant. Second, the effects of non-personality behavior of supervisors on the organizational effectiveness of nurses were statistically significant in job satisfaction, organizational commitment, and organizational citizenship behavior. Third, the effects of job exhaustion on organizational effectiveness of nurses was statistically significant for job satisfaction, job exhaustion, and organizational citizenship behavior. Because the non-personality behavior of a supervisor can have a negative effect on the exhaustion of a nurse's job and the organizational effectiveness, there should be a wide range of human resources and effective task allocations in a hospital to reduce job burnout and increase job satisfaction. In addition, it is necessary for the boss to develop desirable leadership education, appropriate modeling, and reduce their negative influence in the workplace.

• Journal of Digital Convergence
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• v.12 no.6
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• pp.161-170
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• 2014

This study was conducted to see the effects of emotional labor as a job attitude on organizational citizenship behavior, and to verify the effects of adjusting empathy as an alleviating mechanism for such relationship in order to provide suggestions on finding ways to relieve hospital workers of emotional labor. Research was conducted on 347 nurses from medical institutions above hospital level in Chungcheongnamdo/bukdo and Daejeon-si. Summary of this research is as follows. First, deep acting of emotional labor was revealed to have a positive (+) effect on organizational citizenship behavior, and surface acting had a negative (-) effect. Second, empathy had a significant effect on organizational citizenship behavior and interaction between deep acting and empathy had a significant positive (+) effect on organizational citizenship behavior, but it was revealed that interaction between surface acting and empathy had no significant effect on organizational citizenship behavior.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.134-148
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• 2010

The purposes of this study is to understand the influence of the employees' emotional intelligence in the foodservice industry on organizational citizenship behavior and job performance and to empirically analyze whether organizational citizenship behavior plays a mediating role between both the relations of the employees' emotional intelligence and job performance. Based on total 421 samples obtained from an empirical research, this study reviews the reliability and fitness of the research model and verifies a total of 3 hypotheses using the Amos program. The SEM results show that others' emotion appraisal, emotion use, self-emotion appraisal and emotion regulation among employees' emotional intelligence have a significantly positive effect on organizational citizenship behavior. Also, employees' organizational citizenship behavior have a significantly positive effect on job performance. In addition, the effect of the employees' emotional intelligence in the foodservice industry upon job performance find to be partially mediated by the organizational citizenship behavior.

• Journal of Digital Convergence
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• v.16 no.11
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• pp.177-183
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• 2018

The purpose of this study is to examine the effects of compassion experienced by defectors on deep acting in organization and secondly to demonstrate the effect of deep acting through compassion on job performance. Third, the purpose of this study is to examine the effects of deep acting on organizational citizenship behavior. Fourth, we examine the mediating effect of deep acting in the relationship between compassion and job performance. Finally, we try to demonstrate the mediating effect of deep acting in the relationship between compassion and organizational citizenship behavior. As a result of this study, it was proved that compassion experienced by defectors has a positive effect on deep acting and that deep acting has a positive effect on job performance and organizational citizenship behavior. In addition, all hypotheses were supported by the findings of research on the mediating effect of deep acting in the relationship between compassion and job performance, and compassion and organizational citizenship behavior. Thus, this study implies that the defectors who need compassion in the organization improve their job performance and increase organizational citizenship behavior through deep acting.

• Journal of Digital Convergence
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• v.19 no.1
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• pp.151-165
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• 2021

The purpose of this research is to explore the impact of managers' leadership on organizational innovation behavior in Star-Rated hotels. 244 valid Chongqing hotels' questionnaires were obtained. Through SPSS 23.0, the model structure was verified between the four variables. The results as below. First, transformational, transactional leadership has a positive impact on organizational innovation behavior. Second, transformational, transactional leadership has a significant effect on empowerment. Third, empowerment has a positive impact on organizational innovation behavior. Lastly, empowerment plays a mediation effect between transformational, transactional leadership, and organizational innovation behavior. In conclusion, managers can contribute to organizational innovation behavior by improving the abilities of leadership.

• The Journal of Information Systems
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• v.32 no.4
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• pp.1-28
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• 2023

Purpose Recently, organizations have been allocating significant financial resources toward the implementation of new technologies and stringent information security (IS) policies in order to enhance IS. However, the potential for IS threats from internal sources within organizations remains high. This study proposes a mechanism whereby the organization's IS environment (organizational justice) enhances employees' perception of IS value congruence and encourages their voice behavior. Furthermore, this study validates that an individual's susceptibility to interpersonal influence can reinforce the relationship between the aforementioned factors and voice behavior. Design/methodology/approach We utilized AMOS 22.0 and Process 3.1 to validate the research model and hypotheses. The data was gathered from 435 employees employed in South Korean firms that implemented IS policies in their work. Structural equation modeling was employed to examine the relationship between organizational justice, value congruence, and voice behavior, and the interaction effect was confirmed by incorporating model 1 of Process 3.1 for the hypothesis pertaining to susceptibility to interpersonal influence. Findings The findings of this study indicate that organizational justice has a positive impact on voice behavior, which is further enhanced by value congruence. Furthermore, the influence of organizational justice and value congruence on voice behavior is moderated by susceptibility to information influence, while susceptibility to normative influence only moderates the effect of organizational justice. These results provide valuable insights for organizations in developing customized information systems strategies that effectively promote employees' voice behaviors.

• Journal of Korean Clinical Nursing Research
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• v.18 no.3
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• pp.413-423
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• 2012

Purpose: This study is to determine the patterns of relationship between organizational socialization (OS) and organizational citizenship behavior (OCB) among nurses working in a general hospital setting by examining whether organizational adaptation through OS leads to positive behavioral changes, which may be helpful to improve organizational performances. Methods: The data were collected from 494 nurses in five general hospitals using a structured questionnaire, and they were analyzed by conducting canonical correlation analysis using SPSS 12.0. Results: The analysis of the relationship patterns between OS and OCB revealed that two significant canonical correlations between the two groups of nurses with less than 5 years of working experience (LT) vs. more than 5 years of experience (MT), respectively. Thus, the complicated correlations between OS and OCB were identified. The variables that contributed to each canonical function most were 'politics', 'organizational goals and values' in the LT group, and 'organizational goals and values' and 'language' in the MT group. The notable point in the relation between OS and OCB in our study was negative contribution of 'sportsmanship' among the OCB variables in the MT group. This is thought to be the negative effect of OS. Conclusion: More effective workforce management could be achieved by adopting a differentiated approach according to work experience. To develop a better program to enhance OS, more careful attention to OCB of experienced nurses should be paid to minimize a negative effect on organization while rewarding individuals or departments for a positive organizational behavior.