• 아태비즈니스연구
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• 제14권4호
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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.

• 지식경영연구
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• 제13권5호
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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.

• 한국관광식음료학회지:관광식음료경영연구
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• 제13권2호
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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.

• 한국관광식음료학회:학술대회논문집
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• 한국관광식음료학회 2002년도 학술논문발표회
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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.

• 벤처창업연구
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• 제10권5호
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• pp.185-196
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• 2015

기존 산학협력의 연구에서, 산학협력의 연계(LINK)는 경로의존성에 의해 향후 지속적인 상호협력을 통해 다양한 채널의 폭을 가진다. 다양한 상호채널의 폭을 통해 산학협력의 연계(LINK)는 더욱 더 강력해지나, 반면 거래관련 장벽이 늘어나게 된다. 즉, 대학과 기업 간 링크(university-industry linkages) 관계를 다루는 문헌은 많이 검토되어져 왔지만, 상대적으로 이들 간에 존재하는 장벽과 그 장벽을 줄일 수 있는 요인에 대한 연구는 그리 많이 다뤄지고 있지 않다. 산학협력 정책의 중요성을 감안할 때, 산학협력의 장애물에 대한 연구의 부족은 효과적인 정책을 설계하는데 심각한 장애요인이 될 것이다. 본 논문은 산학협력의 상호채널의 폭과 산학협력의 장벽에 대해 기존의 문헌을 조사하고, 대학행정의 POB(Positive Organization Behavior)을 통해 산학협력의 장벽을 낮출 수 있는지를 분석해보고 이를 통해 정책점시사점을 제시해보고자 한다.

• 한국콘텐츠학회논문지
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• 제9권9호
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• pp.346-358
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• 2009

본 연구에서는 거래적 변혁적 리더십 유형과 조직몰입, 조직시민행동과의 관계를 살펴보고 조직몰입이 조직시민행동에 어떠한 영향을 미치는가를 분석하여 조직 시민행동을 증가시킬 수 있는 방안을 모색하는데 연구의 목적이 있다. 본 연구의 표본 추출은 부산지역에 소재하는 7개 특급호텔의 종사원을 대상으로 하여 각 호텔별 근무부서에 있어서 한 호텔 한 근무부서에 집중되지 않도록 할당표본추출 방법을 통해 이루어졌으며, 통계분석방법은 AMOS 5.0과 Spsswin 12.0 통계패키지를 이용하였다. 분석결과 첫째, 호텔종사원의 변혁적 리더십은 조직몰입과 조직시민행동에 긍정적인 영향을 미쳤다. 둘째, 거래적 리더십은 조직몰입에는 긍정적인 영향을 미쳤으나 조직시민행동에는 부정적인 영향을 미치는 것으로 나타났다. 셋째, 조직몰입은 조직시민행동에 긍정적인 영향을 미치는 것으로 나타났다. 마지막으로, 본 연구의 한계점과 향후 연구방향에 대해서 제시하였다.

• 한국항공운항학회지
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• 제24권3호
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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.

• 디지털융복합연구
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• 제18권6호
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• pp.133-141
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• 2020

현재 기업들은 4차 산업혁명으로 인하여 더욱 치열해진 경쟁 시대에, 어떻게 하면 구성원들의 변화지향 조직시민행동을 가지게 할 것인가에 주목하고 있다. 따라서 본 연구는 혁신-관계의 유연문화가 구성원들의 긍정심리자본과 변화지향 조직시민행동에 어떠한 역할을 하는지를 검증하였다. 대전시, 세종시, 충청남·북도 소재 기업의 종업원들을 대상으로 설문조사하여 394부 유효설문을 분석에 활용하였다. 연구에서 얻은 구체적인 분석결과는 다음과 같다. 첫째, 혁신-관계의 유연문화중 혁신문화는 변화지향 조직시민행동에 유의한 영향을 미치는 것으로 나타났으나, 관계문화는 변화지향 조직시민행동에 직접적인 영향을 미치지 않는 것으로 나타났다. 둘째, 혁신-관계의 유연문화가 긍정심리자본에 유의한 영향을 미치는 것으로 나타났다. 셋째, 긍정심리자본이 변화지향 조직시민행동에 유의한 영향을 미치는 것으로 나타났다. 넷째, 긍정심리자본은 혁신-관계의 유연문화의 지각과 변화지향 조직시민행동간의 관계에서 매개역할을 하는 것으로 나타났다. 따라서 조직에서 혁신-관계의 조직문화를 구축하고 또한 구성원들이 긍정적 심리상태가 되도록 하여야만 오늘날 같이 치열한 경쟁상황에서 변화지향의 조직시민행동이 나타날 수 있음을 규명하였다고 하겠다. 향후의 연구는 조직문화의 단위를 본부 또는 팀으로 세분화 되어 측정하여 하위문화(sub culture)유형과 이에 따른 새로운 조직시민행동의 연구가 이루어지기를 기대한다.

• 한국항해항만학회지
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• 제29권9호
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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.

• 유통과학연구
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• 제14권8호
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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.