• 경영과정보연구
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• 제32권4호
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• pp.27-51
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• 2013

본 연구는 윤리적 리더십이 중요해 짐에 따라 윤리적 리더십에 영향을 주는 윤리풍토와 윤리적 리더십에 따른 조직시민행동에 대한 연구이다. 이를 연구함으로써 조직시민행동에 미치는 영향인 이타주의, 양심적 행동, 스포츠맨십에 대해 영향을 미치는 요인을 찾아 조직시민행동을 촉진 할 수 있는 기초자료를 제공하고자 한다. 윤리적 풍토는 이기주의, 원칙주의, 공리주의로 구분하였고, 윤리적 리더십은 분배적 공정성, 절차적 공정성, 투명성, 공헌성, 정직성으로 구분하였고, 조직시민행동은 이타주의, 양심적 행동, 스포츠맨십으로 구분하였다. 연구결과 윤리풍토와 윤리적 리더십에 대한 영향관계를 살펴본 결과 공리주의는 분배적 공정성, 투명성 영향을 주었고, 원칙주의, 공리주의는 절차적 공정성, 공헌성, 정직성에 정(+)의 영향을 주는 것으로 나타났다. 또한, 윤리적 리더십과 조직시민행동에 대한 영향관계를 살펴본 결과 투명성은 이타주의와 양심적 행동에 영향을 미치는 것을 알 수 있는데, 투명성은 이타주의에 부(-)의 영향을, 양심적 행동에는 정(+)의 영향을 주었고, 정직성이 스포츠맨십에 대한 영향도 정(+)의 영향을 주는 것을 알 수 있다.

• 임상간호연구
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• 제18권3호
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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.

• 융합보안논문지
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• 제20권4호
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• pp.13-25
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• 2020

국가안보는 국민의 생명을 지키고 국토를 보호한다는 의미에서 국가의 가장 중요한 책무 증 하나이다. 특히 최근 한반도를 둘러싼 강대국의 정세는 국가안보를 심각하게 위협할 정도로 급변하고 있다. 이 상황을 극복하기 위해서는 국민들의 군에 대한 신뢰를 바탕으로 한 국가안보의식이 매우 중요한 시점이다. 이에 울산 지역에 소재한 대학생들을 대상으로 군에 대한 신뢰가 국가안보의식에 미치는 영향을 조사하였다. 분석 결과는 다음과 같다. 첫째, 군 신뢰 중 사회기여와 군사능력이 높게 평가된 반면 성실성과 조직문화특성은 상대적으로 낮게 평가 되었다. 둘째, 군 신뢰와 국가안보의식간에는 모두 유의적인 정적 상관관계가 있었으나 사회기여와 안보의식간의 상관관계는 상대적으로 낮았다. 셋째, 군 신뢰 중 성실성, 조직문화특성, 군사능력의 순으로 국가안보의식에 유의적인 정적 영향력이 있었으나 사회기여는 유의적인 영향력이 없었다.

• 경영정보학연구
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• 제18권3호
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• pp.111-135
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• 2016

오픈소스 소프트웨어는 그 자체의 혁신성으로 인해 차별화되며, 혁신성의 원천은 기술적인 문제를 공유하여 함께 해결하는 것에서 비롯된다. 본 연구에서는 오픈소스 개발자들의 자발적 참여와 협력이 지속적인 참여에 미치는 영향을 분석하였고, 이러한 상관관계를 조직시민행동이론과 사회적 자본이론을 결합하여 살펴보았다. 본 연구는 Bolino et al.(2002)의 조직시민행동과 사회적 자본의 연관성 연구, Wasko and Faraj(2005)의 사회적 자본과 지식기여의 연관성 연구를 토대로 연구모형 및 연구가설을 설정하였다. 오픈소스 개발자 152명을 대상으로 설문을 실시하고, 구조방정식을 통하여 가설을 검증하였다. 분석 결과, 조직시민행동의 충성, 사회적 참여, 변화주도적 참여가 사회적 자본을 축적하는 것으로 나타났고, 사회적 자본의 상호호혜성과 공유 비전은 지속적 지식기여 의도를 강화하는 것으로 나타났다. 그러나 사회적 참여와 공유 비전, 응집성과 지속적 지식기여 의도 간의 관계는 유의하지 않은 것으로 나타났다.

• 한국프랜차이즈경영연구
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• 제7권2호
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• pp.5-14
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• 2016

Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.

• 산업경영시스템학회지
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• 제36권2호
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• pp.63-73
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• 2013

Nowadays, the human resources of an organization are very important in order to survive in competitive business environment. This study investigates the influence of four decision-making styles in Myer-Briggs Type Indicator (MBTI) and working conditions on organizational effectiveness. Job satisfaction and immersion have been regarded as key conceptions of organizational effectiveness. The result of this study has shown that organizational effectiveness are influenced by personality types and working conditions. Based on the result, an enterprise must provide working conditions which are conducive and suitable for all decision-making styles. For ST-type, the composition of good relationship with superiors, clear organization's visions and goals and rewarding compensation on original idea contribution need to be provided. On the other hand, autonomic authority and job assistance in co-worker are more suitable for NT-type. Finally, in the case of SF-type, the organization must give job assistance in co-worker.

• 통상정보연구
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• 제13권4호
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• pp.411-433
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• 2011

본 논문은 설문조사 자료에 기초하여 제조기업의 환경관리활동 즉, 규범준수활동과 혁신지향활동이 환경대응능력의 창출과 성과의 제고에 미치는 영향에 관한 연구모형을 설정하고, 구조방정식 모델을 이용하여 실증분석을 수행하였다. 분석결과, 환경문제와 관련된 시장압력에 대응한 기업의 자발적인 혁신활동은 기업의 환경대응 능력의 창출과 성과제고에 정의 영향을 미쳤다. 그렇지만, 규제압력 즉, 법적 요건에 순응하기 위한 목적의 규범준수활동은 환경대응능력의 창출과 성과제고에 기여하지 못하는 것으로 나타났다. 게다가 혁신활동을 통해 창출된 환경대응능력은 기업성과제고를 위한 중요한 원천이 되는 것으로 나타났다. 이러한 연구결과를 바탕으로 그 시사점과 향후 연구방향에 대해 토의하였다.

• Asia pacific journal of information systems
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• 제16권3호
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• pp.29-47
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• 2006

Many companies have been implementing Enterprise resource planning (ERP) systems for their organizational transformation in order to survive and achieve strategic advantages in an increasing competitive business environment. Thus, it is meaningful to identify factors that affect ERP system operation positively. Organizational citizenship behaviors (OCB) are discretionary, extra-role behaviors of employees which go beyond the prescribed formal roles, and are known as to be the contribution factors for organization performance. The purpose of this study is to develop the measurements for the OCB constructs in ERP system context and empirically test the relationships between the OCB construct and ERP system success. The four constructs - altruism, conscientiousness and courtesy, civic virtue, and sportsmanship - and fifteen measurements on the OCB were developed based on previous studies (i.e. Organ 1988) and empirically verified by confirmatory factor analysis. The results of testing the relationships between the OCB and ERP system success show that the OCB have a significant direct impact on the information quality and intention of IT innovation while they have an indirect impact on work efficiency mediated by information quality. This study enhances the OCB model into information system arena and helps better understand the user behaviors of information systems.

• 산경연구논집
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• 제10권3호
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• pp.73-83
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• 2019

Purpose - This study is to clarify the structural relationship between the direct supervisor and organizational commitment and organizational citizenship behavior through mediation of the Leader-member exchange (LMX) in the hospital organization, and to confirm the mediating effect of the LMX. Through this study, we will provide basic data on the aspects of HR to enhance organizational immersion and organizational civic behavior in hospital organizations, and present suggestions on academic contribution and effective organizational operation measures. Research design, data, and methodology - This study is to investigate the relationship between authentic leadership and OC and OCB of the organization member, which is proposed to secure more active and high competitiveness in the recent changing medical environment, with multi-regression and B&K(1986) method. For this purpose, 653 employees of senior hospitals in Seoul and Kyeong-In area were surveyed using structured questionnaires. Each questionnaire was composed of 7-point scale, and each hypothesis was testified by multiple leaner regression and by BK method for testifying mediator effect. Result - As a result of the analysis, it was found that the male and non-medical staff had higher recognition level than the medical staff in the LMX, organizational commitment and organizational citizenship behavior. In the senior management or more than 5 years' experience group, organizational commitment and organizational citizenship behavior were recognized higher than the group of subordinate managers. Second, authentic leadership has a positive influence on LMX, organizational commitment and organizational citizenship behavior, and LMX has a significant positive impact on organizational commitment and organizational citizenship behavior. In addition, as a result of analyzing LMX mediating effect in the relationship of authentic leadership and organizational effectiveness by BK method, LMX had partial mediating effects between authentic leadership and organizational citizenship behavior, and between authentic leadership and organizational commitment. Conclusion - Results of the study confirmed that all the members of the hospital organization that were lacking served as positive factors for the relationships of authentic leadership and LMX, and authentic leadership and organizational effectiveness. It is expected that the hospital organization will be able to suggest such as the organizational approach to expect high organizational effectiveness centering on authentic leadership ability as psychological capital.

• 경영과정보연구
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• 제31권4호
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• pp.339-362
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• 2012

본 연구의 목적은 리더-구성원 교환관계가 조직몰입과 심리적 임파워먼트에 어떤 영향을 미치며, 또한 리더-구성원 교환관계와 조직몰입간의 관계에서 조직지원 인식이 조절효과를 갖는지를 규명하는 것이다. 이를 위해 수도권 및 강원지역의 기업체에 근무하는 305명의 직원들을 대상으로 분석한 결과 리더-구성원 교환관계는 심리적 임파워먼트와 조직몰입에 정(+)의 영향을 미치는 것으로 나타났다. 또한 심리적 임파워먼트는 조직몰입과 유의한 정(+)의 관계를 갖고 있지만 이들간의 관계에서 조직지원인식은 리더-구성원 교환관계는 조절효과는 없는 것으로 밝혀졌다. 본 연구의 분석결과 조직구성원은 리더와의 좋은 관계유지를 통해 임파워먼트 수준을 높이고 나아가 조직몰입도 증가하는 것으로 나타남에 따라 구성원의 임파워먼트를 증진시킬 수 있는 조직차원의 관심이 필요할 것으로 사료된다. 끝으로 분석결과를 바탕으로 본 연구의 한계 및 향후 연구방향을 제시하였다.