• The Journal of the Korea Contents Association
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• v.22 no.10
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• pp.599-614
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• 2022

The purpose of this study was to investigate the effect of organizational culture (group culture, development culture, rational culture, hierarchical culture) on job satisfaction based on the mediating effect of organizational trust on workers corporations. In particular, in the relationship between organizational culture and job satisfaction, the mediating effect of organizational trust was demonstrated, which varies by communication control variables. The results of the study of 8,615 workers in the manufacturing, financial, and non-financial industries in HCCP(Human Capital Corporate Panel) are as follows. First of all, the result of research showed that rational culture, group culture, development culture among organizational culture had a positive effect on job satisfaction. But, the hierarchical culture had a negative influence on job satisfaction. Second, rational culture, group culture, development culture among organization culture had a positive effect on organizational trust. But, hierarchical culture had a negative influence on organizational trust. Third, in the relationship between organizational culture and job satisfaction, the partial mediating effect of organizational trust was verified. In other words, although organizational culture directly affects job satisfaction, it indirectly affects job satisfaction through organizational trust. Fourth, it showed a significant moderating effect of communication between organization trust and job satisfaction. In other words, it was found that the group with high organizational trust in the relationship between organizational trust and job satisfaction had higher job satisfaction than the group without it. Finally, in the relationship between organizational culture and job satisfaction, the mediating effect of organizational trust was demonstrated, which varies by communication control variables. In other words, the indirect effect of organizational culture on job satisfaction through organizational trust is higher in the group with high communication capabilities. Through discussion and conclusion, the academic and practical implications, limitations, and research directions of this study were presented.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.29 no.2
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• pp.67-74
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• 2006

This paper is to test the mediating effect of superior trust on the relationship between organizational justice and service quality in service food industry. Based on 302 data gathered in western Kangwon area, analysis result showed that procedural, interactional, and distributive justice have affirmative relation with trust, and also trust has close relation with service quality. Therefore, trust appeared to have fully mediating effect on the relationship between organizational justice and service quality.

• Culinary science and hospitality research
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• v.15 no.3
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• pp.69-82
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• 2009

This study attempted to show the importance of trust in a leader by empirically analyzing the relationship between transformational and transactional leadership, organizational effectiveness and trust in a leader. Four hypotheses were formulated and a survey was conducted to examine employees working in hotels in order to verify the hypotheses. Based on the data, leadership, trust in a leader, its relation with organizational effectiveness, and the mediating role of trust in a leader of a hotel were analyzed. The results showed that trust affects the partial mediating or the perfect mediating between leadership and organizational effectiveness. It is hoped that the result of this study will contribute to the development of leadership in the hotel industries in the future.

• The Journal of the Korea Contents Association
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• v.8 no.12
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• pp.334-346
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• 2008

The study examined the relationship between servant leadership and organizational commitment and tested the mediating role of the organizational trust between the two variables. Measurement of servant leadership used intactly 23 items of a preceding research. Empirical analysis result can be summarized as follows. Firstly. the servant leadership has positive influence on organizational trust. Secondly. servant leadership has significant influence on affective commitment and normative commitment, but could not reach the significance level for continuance commitment. Lastly, this study was proved there was an partial mediating effect of organizational trust, between the servant leadership and affective commitment, normative commitment, but could not reach the significance level for continuance commitment. And if the organizational trust is higher, the extent of the servant leadership's influence on organizational commitment would be higher.

• The Journal of the Korea Contents Association
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• v.19 no.9
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• pp.485-500
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• 2019

In this study, we examined the effect of shared leadership on organizational trust, knowledge sharing, and innovative behavior. Also, it was verified that organizational trust and knowledge sharing play a mediating role in the relationship between shared leadership and innovative behavior. Data were collected from a survey of 348 manufacturing workers in Ulsan and Gyeongju. SPSS 22 was used for frequency analysis and exploratory factor analysis. AMOS 22 was used for confirmatory factor analysis to verify the validity of the variables and for covariance structure analysis to verify the research hypothesis. The results of this study are as follows. First, shared leadership has a significant positive effect on organizational trust, knowledge sharing, innovative behavior. Second, organizational trust has a significant positive effect on knowledge sharing and innovative behavior. Third, knowledge sharing has a significant positive effect on innovative behavior. Finally, organizational trust and knowledge sharing play a partial mediating role in the relationship between shared leadership and innovative behavior. The result of this study suggests that organizational trust and knowledge sharing should be strengthened through shared leadership in order to increase the innovative behavior of organization members.

• The Journal of the Korea Contents Association
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• v.10 no.5
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• pp.387-397
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• 2010

The purpose of this study tried to reveal how human capitals of deluxe hotels located in Seoul affects corporate trust and organizational citizenship behaviors. In addition, it tries to find out the mediating effect that the trust among coworkers have contributed to human capital and organizational citizenship behaviors. The result of this study shows that Human capital have a great effect on the trust among employees and organizational citizenship behaviors. And it has been outed that the trust between the company and employees is a mediating effect between human capital and organizational citizenship behaviors. The results of this research shows that for competitive advantage under the competitive environment of the hotel industry, in addition to human resource management and organizational management, the management system which emphasizes the importance of human capital and the trust among company members should be built.

• Korean Journal of Culture and Social Issue
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• v.11 no.spc
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• pp.57-67
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• 2005

This paper attempted to explore the plausible reasons why change activities to build up organizational trust might be often short-lived, even though it can become the most valuable social capital for an organization. Based upon a reference data collected from a large company in various methods, retrospective rationalization, difficulties embedded in the processes of realizing the five bases of organizational trust (such as openness, consistence, fairness, consideration, and pride), and top management's negative conviction were identified and discussed as fundamental reasons for the distrust in the usefulness of organizational trust. In addition, middle managers' overcautiousness about their superiors' feeling and organizational cynicism as contributing factors for the distrust in the form of vicious circle were discussed.

• Journal of Digital Convergence
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• v.18 no.6
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• pp.177-185
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• 2020

The purpose of this study is to analyze the mediation effect of organizational trust and intrinsic motivation in the relationship between emotional leadership and creativity, suggesting the importance of organizational creativity. Therefore, this study conducted a survey for employees who are working at Korean ICT firms, analyzed the relationship with 241 valid samples, and verified hypotheses using PLS-SEM. The results are as follows. First, emotional leadership had a positive effect on organizational trust. Second, organizational trust had a positive effect on the intrinsic motivation of employees. Third, intrinsic motivation had a positive impact on employees' creativity. Fourth, the organizational trust did not have a positive effect on the creativity of employees. By verifying the mediation effects of organizational trust and intrinsic motivation, this study analyzed the relationship between emotional leadership and creativity, expanding the existing studies of the leadership.

• Journal of Convergence for Information Technology
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• v.11 no.10
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• pp.115-130
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• 2021

This study is to study the overall structural relationship between work-life balance(WLB), superior trust, workplace happiness, and organizational commitment. The goal of this study is to study how WLB and superior trust affect workplace happiness, how workplace happiness affects organizational commitment, and the mediating effect of workplace happiness. Survey data were collected from incumbents working in large companies and SMEs, validity and reliability of research items were reviewed, and research hypotheses were tested using path analysis. As a result of testing the research hypothesis, WLB and superior trust have a positive (+) effect on workplace happiness, and workplace happiness has a positive (+) effect on organizational commitment. Also, job satisfaction plays a role as a partial parameter between WLB, superior trust, and organizational commitment. Based on the hypothesis test results, it was confirmed that the higher the level of WLB and superior trust, the higher the level of work satisfaction. Based on the research results, a plan was suggested for Korean corporate members to achieve workplace happiness and organizational commitment.

• Journal of Home Health Care Nursing
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• v.25 no.3
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• pp.215-223
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• 2018

Purpose: The purpose of this study was to investigate effects of nurse managers' conflict management styles on nurses' levels of leader trust and organizational commitment. Methods: For this study, a descriptive survey design was used. The participants were 165 nurses who had worked more than 1 year in a university hospital. Data were collected from September 1 to September 10, 2016, using a self-report questionnaire. The collected data were analyzed using descriptive statistics, t-tests, ANOVA, Scheffe's tests, Pearson's correlation coefficients, and multiple regression analysis. Results: Among the nurse managers' conflict management styles, the problem-solving style was positively correlated with both leader trust and organizational commitment. Concession-avoiding and control-leading styles were negatively correlated with both variables. Furthermore, the problem-solving style was found to have significant influence on both leader trust and organizational commitment. Conclusion: In order to more actively cope with conflict situations occurring in the nursing work environment, nursing managers need to exhibit more effective attitudes of conflict management. This study suggests that the problem-solving style is a desirable conflict management style in terms of increasing leader trust and organizational commitment.