• Title/Summary/Keyword: Positive Organization Behavior

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Effect of Organizational Citizenship Behavior on Unethical Pro-organization Behavior Focused on the Moderating Effect of Machiavellism (조직시민행동이 비윤리적 친조직행동에 미치는 영향: 마키아벨리즘의 조절효과)

  • Gi-Ryung Song;Kyoung-Seok Kim
    • Asia-Pacific Journal of Business
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    • v.14 no.4
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    • pp.205-216
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    • 2023
  • Purpose - The purpose of this study was to examine the effect of organizational citizenship behavior on unethical pro-organization behavior considering two sub-dimensions of organizational citizenship behavior such as citizenship behavior for individual and citizenship behavior for organization. In addition to this, this study was to identify of the moderating effect of machiavellism. Design/methodology/approach - This study collected 269 sample questionnaires from employees who are working for Korean companies. To examine the hypotheses, this study used hierarchical regression analysis. Findings - First, results showed that there is a significant positive effect of citizenship behavior for organization on unethical pro-organization behavior, but citizenship behavior for individual did not have any significant effect on unethical pro-organization behavior. Second, same with the previous results, machiavellism only had its significant moderating effect on the relationship between citizenship behavior for organization and unethical pro-organizational behavior, not on citizenship behavior for individual. The moderating effect strengthened the positive relationship. Research implications or Originality - Although organizational citizenship behavior and unethical pro-organization behavior are studied many times, but there is no research examining the relationship between these two concepts. these two concepts share the figure that these behaviors are pro-organizational. The only differences between the two is ethical or not. So, this study identified the relationship and moderating effect of machiavellism. In doing so, this study provided novel implications for the researchers of this filed.

A multi-level analysis of the individual and team-level effects on psychological capital (긍정심리자본에 영향을 미치는 개인수준과 팀 수준 요인에 관한 연구)

  • Hahn, Ju Hee;Lim, Kyu Hyuk
    • Knowledge Management Research
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    • v.13 no.5
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    • pp.91-111
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    • 2012
  • The purpose of this study is to investigate the effect of person-organization fit(PO fit) and person-job fit(PJ fit) on positive psychological capital at both team-level and individual-level. Present study intends to confirm the effectiveness through theoretical considerations and empirical analysis of positive organizational behaviors. This is expected to strengthen the basis of positive organizational behavior studies and provide the foundation to integrate positive organizational behavior to the actual organization. In order to test the hypotheses, the data were collected from multiple domestic organizations and composed 47 team-level and 244 individual-level data. For the analysis, hierarchical linear modelling(HLM) were conducted. The results of this study are as follows. PO fit and PJ fit had significant relationships with positive psychological capital at both team-level and individual-level. Also, in the relationship between the attitudes and behaviors of the members and positive psychological capital, the positive psychological capital was found to have significant effect on affective commitment and organizational citizen behaviors. The implications of this study according to the results as follows. Positive relationships of psychological capital with the antecedents and consequences variables, it is necessary for the management to magnify the strength of members in the actual operation at the organization level. Such the management of positive psychological capital can be suggested as a new approach method for achievement of the organization's goals and visions.

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공정성 지각이 레스토랑종업원의 조직몰입, 조직시민행동간의 영향관계

  • 안형기
    • Journal of Applied Tourism Food and Beverage Management and Research
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    • v.13 no.2
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    • pp.71-89
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    • 2002
  • To investigate effect of organization justice on organizational commitment, I surveyed the concept of organization justice, organizational commitment and organizational citizenship behavior and then I reviewed what formative factors of organization justice increased organizational commitment or what formative factors of organization justice and organizational commitment increased organizational citizenship behavior. The result of this study proved that organization justice and organizational commitment influenced organizational citizenship behavior a lot and the purpose of this study was carried out like following ; The formative factors of organization justice, that is, procedure fairness and distribution fairness come out by theoretical study influenced organization commitment and the formative factors of organization commitment, commitment about company and turnover influenced organizational citizenship behavior. In addition, the hypothesis that the higher the organization justice is, the higher the organizational commitment was positive. Therefore, in position control of restaurant employees, giving employees the motive of organization commitment as procedure fairness and distribution fairness control strictly enable employees to have citizenship about organization and enable employers to control employees effectively.

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공정성 지각이 레스토랑종업원의 조직몰입, 조직시민행동간의 영향관계

  • 안형기
    • Proceedings of the Korea Hospitality Industry Research Society Conference
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    • 2002.11a
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    • pp.31-46
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    • 2002
  • To investigate effect of organization justice on organizational commitment, I surveyed the concept of organization justice, organizational commitment and organizational citizenship behavior and then I reviewed what formative factors of organization justice increased organizational commitment or what formative factors of organization justice and organizational commitment increased organizational citizenship behavior. The result of this study proved that organization justice and organizational commitment influenced organizational citizenship behavior a lot and the purpose of this study was carried out like following; The formative factors of organization justice, that is, procedure fairness and distribution fairness come out by theoretical study influenced organization commitment and the formative factors of organization commitment, commitment about company and turnover influenced organizational citizenship behavior. In addition, the hypothesis that the higher the organization justice is, the higher the organizational commitment was positive. Therefore, in position control of restaurant employees, giving employees the motive of organization commitment as procedure fairness and distribution fairness control strictly enable employees to have citizenship about organization and enable employers to control employees effectively.

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Study on Ways of Overcoming Obstacles of University-Industry Collaboration in Terms of POB(Positive Organization Behavior) (산학협력의 장애요인 및 극복방안에 관한 연구: POB(Positive Organization Behavior) 관점에서)

  • Hong, Eun Young;Choi, Jong In
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.10 no.5
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    • pp.185-196
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    • 2015
  • In a study of the existing Collaboration, U-I Collaboration linkage(LINK) has a width of the various channels through continuous mutual cooperation by the path-dependency. U-I Collaboration linkage(LINK) through the various channels is more powerful, whereas this increase trade-related barriers. In other words, It has been discussed in many literatures about the U-I Collaboration linkage(LINK). However, relatively a study on the factor of the barrier about U-I Collaboration linkage(LINK) is a minority. Given the importance of policies to establish an association of industry-university cooperation and support system, the lack of research on the obstacles to U-I Collaboration linkage(LINK) will be a serious obstacle for designing effective policies. This paper examines the existing literature about the width of mutual cooperation and the barrier of U-I Collaboration, analyze to lower the barrier of U-I cooperation through POB(Positive Organization Behavior) of university administration. In conclusion, we would like to suggest the policy implications.

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Effect of Leadership Type on the Organizational Commitment and Organization Citizenship Behavior of Hotel Employees (호텔종사원의 리더십 유형이 조직몰입, 조직시민행동에 미치는 영향)

  • Ko, Ho-Seok;Lee, Jun-Yup
    • The Journal of the Korea Contents Association
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    • v.9 no.9
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    • pp.346-358
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    • 2009
  • The Purpose of this study was to find the effect of Hotel employees transformational leadership and transactional leadership on member's organizational commitment and organization citizenship behavior. Survey was carried out among employees at deluxe hotels located in Busan region. Spsswin 12.0 and Amos 5.0 statistical package were used for further analysis. The conclusions were as follows: Firstly, transformational leadership had directly positive effect on organizational commitment and organization citizenship behavior. Secondly, transactional leadership had directly positive effect on organizational commitment and negative effect on organization citizenship behavior. Thirdly, organizational commitment had directly positive effect on organization citizenship behavior. Finally, The practical implications of the findings and suggestions for future research were discussed.

A Study of the Airline Pilots' Perception on Organizational Citizenship Behaviors and Their Safety Culture (운송용 조종사의 조직시민행동 인식과 안전문화에 대한 연구)

  • Kim, Keun Soo;Kim, Kee Woong;Choi, Yeon Chul;Cho, Seong Soo
    • Journal of the Korean Society for Aviation and Aeronautics
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    • v.24 no.3
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    • pp.26-36
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    • 2016
  • The purpose of this paper is to analyze the relationship between the perception of organizational citizenship behavior and that of safety culture by airline pilots. Finding factors which composed of organizational citizenship behavior, this paper will prove the effects of those factors to the safety culture of an airline. Organizational citizenship behavior means the activities of members, based on their free will, to enhance organization's overall productivity and performance, which are, however, not officially and apparently approved by the organization. Safety culture is to contain the concept in the organization's protocol, procedure and policy affecting safety performance of the organization. According to the analysis, it was proven compliance of organizational citizenship behaviors has a positive effect on safety culture through job satisfaction. Moreover, altruism and individual initiative have a direct positive effect on safety behavior of pilots.

The Effect of Perceived Flexible Culture of adhocracy-clan on the Change Oriented OCB through Meditator of Positive Psychological Capital (혁신-관계의 유연문화 지각이 긍정심리자본의 매개로 변화지향 조직시민행동에 미치는 영향)

  • Han, Jin-Hwan
    • Journal of Digital Convergence
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    • v.18 no.6
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    • pp.133-141
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    • 2020
  • Currently, companies are focusing on how they make their members have change-oriented organizational citizen behavior in the era of fierce competition due to the 4th industrial revolution. Therefore, this study verified how the flexible culture of adhocracy-clan plays a role in positive psychological capital and change-oriented organizational citizen behavior. A survey was conducted for employees in companies located in Daejeon-si, Sejong-si, Chungcheongnam-do, and Chungcheongbuk-do, and 394 valid questionnaires were used for analysis. The concrete analysis results are obtained from the study as follows. First, among the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on change-oriented organizational citizenship behavior while relationship culture was found to not directly affect change-oriented organizational citizenship behavior. Second, the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on the positive psychological capital. Third, the positive psychological capital was found to have a significant effect on the change-oriented organizational citizenship behavior. Fourth, the positive psychological capital was found to play a mediating role in the relation between the recognition of flexible cultures of adhocracy-clan and the change-oriented organizational citizenship behavior. Therefore, it can be said to find out the fact that the change-oriented organizational citizen behavior can appear under the fierce competition as nowadays only when the organization should establish the organization culture of innovation-relation or the members are in the positive psychological state. We expect that the future study on the type of subculture and new organizational citizen behavior will be made in the manner of classifying the unit of organizational culture into a headquarter or team for measurement.

An Empirical Study on the Structural Relationship among Gender Discrimination, Organization Commitment and Organizational Citizenship Behavior in the Korean Shipping Firms

  • Shin Yong-John
    • 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.

Effects of LMX and Perceived Ethics with Leader on Job Burnout

  • Oh, Young-Sam;Choi, Beet-Na;Kim, An-Sik
    • Journal of Distribution Science
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    • v.14 no.8
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    • pp.59-66
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    • 2016
  • Purpose - This study has its purpose to identify the correlation between factors and moderating variables that can reduce job burnout by setting a positive relationship with a leader and ethicality of the leader as factors reducing job burnout and helping behavior as a moderating variable. Research design, data, and methodology - The research design would make theoretical perceived ethical leadership and LMX toward helping assistance, and job burnout using by structural equation method. Results - As a result, both positive behaviors and recognition on ethical leadership of a leader have been confirmed to influence on mitigation of job burnout. Especially, among the two factors, ethicality has shown to be more efficient to alleviate exhaust compared with positive behavior of a leader. Conclusions - Theoretical perceived ethical leadership and LMX toward a leader, helping assistance, and job burnout are statistically significant, however, the helping behavior of members is the factor increasing a job burnout. These results can be interpreted as the difficulties of relation setting with the members for the leader, and although loyalty and responsibility toward right leader may induce helping behavior, and positive behavior for organization can impact on the job burnout. It can be concluded that the ethicality of a leader is an essential factor for the development of organization.