• Journal of Digital Convergence
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• v.15 no.8
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• pp.115-126
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• 2017

Organizational trust is recognized as a factor that is directly linked to the organization's success in the sudden change represented by the 4th Industrial Revolution and uncertainties. This study selected trust and distrust as separate concepts and verified the structural relationship between organizational justice, psychological contract, trust, distrust, and turnover intention. Organizational justice was significant as a antecedents of distrust, whereas psychological contract was antecedents of trust, and distrust only had a significant effect on turnover intention. This result supports that trust and distrust are not one dimensions but two separate concepts. Also, organizational justice had no direct effect on turnover intention and only indirect effect through distrust was significant. This study has implications for both theoretical and practical aspects in terms of identifying the differential effects of trust and distrust.

• Knowledge Management Research
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• v.14 no.5
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• pp.101-120
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• 2013

The effective management of knowledge has become one of the critical success factors in current organizations. In spite of the extensive use of Knowledge Management System (KMS), useful information and knowledge resources are still transmitted through personal networks among people in organizations. Thus, social network theory which focuses on social relationships in organization can be a fruitful theoretical resource for enhancing Knowledge Management (KM) performances. In this study, we investigate the effects of intra-team network characteristics (i.e., group density and degree of centralization) and external boundary spanning activities on knowledge management performances of a team. We also acknowledge that all group members do not necessarily agree on the team goal and actively disseminate useful information and knowledge. Drawing on the political perspective on KM which emphasizes the role of trust among group members, we examine the mediating effects of team trust between internal/external network characteristics and KM performances. From the data of 220 teams in financial companies in Korea, we found that: (1) group density had positive effects on KM performances (i.e., knowledge creation, sharing, and use). (2) However, centralization was not significantly associated with KM performances. (3) Team trust was found to be an important factor mediating the relationship between intra-team network characteristics, boundary spanning activities, and KM performances. Based on these results, we discuss and suggest possible implications of the findings when designing and implementing KM practices.

• Journal of Convergence for Information Technology
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• v.8 no.1
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• pp.265-274
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• 2018

This paper examines the critical role of customers' perceived service justice in relationship hotel marketing and service. Three types of service justice, distributive justice, procedural justice, and interactional justice are proposed to affect both customer satisfaction and trust, and customer service satisfaction is likely to take effects on relationship quality variables, trust and commitment. Empirical results, based on data from 250 customers of two membership discount deluxe hotel in Seoul, showed satisfactory data-fitness to the proposed model and supported seven research hypotheses. Interactional justice was found to have significant relationship with both trust and customer satisfaction, while distributive justice had significant relationship with trust and procedural justice with customer satisfaction. Also, the customer satisfaction had strong relationship with core variables of relationship quality (trust and commitment) and the trust variable was found to be a powerful antecedent leading to customer's commitment to service organization.

• Journal of Distribution Science
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• v.12 no.3
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• pp.105-109
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• 2014

Purpose - Leadership style is an important factor in determining the attitude and behavior of employees and their satisfaction with an organization. Contributing the efficiency of an organization, Especially, servant leadership focusing on meeting employees' hopes and desires positively affect success of the organization and performance of employees. In the airline service industry it is necessary to conduct studies for an internal marketing on servant leadership that emphasizes the trust in the dignity of humans and spirit of service to subordinates as a factor affecting the job satisfaction. Research design, data, and methodology -Therefore, in this research, it is empirically analyzed that employees' perception of a supervisor's support plays mediating role in the relationship between employees' perception of servant leadership and perception of an organization's support using multiple and hierarchal regression analysis targeting 243 employees working in D Airline. Result - As a result, Employees' employees' perceived supervisor's support mediates the relationship between employees' perceived servant leadership of a supervisor and employees' perceived organizational support. Conclusions - This study suggests that the servant leadership of a supervisor perceived by employees constitutes an important preceding variable in enhancing the employees' perception on organizational support.

• Journal of the Korean Institute of Gas
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• v.28 no.2
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• pp.56-65
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• 2024

This study was conducted for the purpose of analyzing the impact of ESG activities of gas-related energy companies (organizations) striving for carbon neutrality on job performance through employees' organizational pride and organizational trust. The survey results of 345 gas-related public organizations and private companies were analyzed using Smart PLS 4.0, and the research model and hypothesis were established and verified. As a result of the verification, ESG activities related to environmental (E) activities did not affect organizational pride and organizational trust, but social (S) activities and governance (G) activities were found to have a significant impact on organizational pride and organizational trust. In addition, organizational pride and organizational trust were found to have an effect on job performance. In particular, it was confirmed that the higher the organizational pride of ESG organization members, the higher the impact of organizational trust on job performance. The study seek to suggest a development direction relation to ESG activities of gas-related energy companies (organizations).

• 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 Distribution Science
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• v.13 no.1
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• pp.35-46
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• 2015

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

• The Journal of Society for e-Business Studies
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• v.3 no.2
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• pp.1-15
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• 1998

A major effect of electronic commerce on the Internet is that it reduces transaction costs and creates an efficient market. Thus, an information strategy for developing of regional economy must be changed toward 21st century of electronic commerce era. In this paper, we present an information strategy for activating the electronic commerce of regional small and medium-sized business organizations. The paper stresses creation of a network organization comprising local government, regional business organizations, universities, research institutes, and citizens' coalitions as groups of organizational actors. Necessary conditions of a successful network organization in electronic commerce are to build the public key infrastructure for developing the trust of transactions among partners, and to create an information center to manage a web of partners. In the network organization, the information center must play critical roles as a creator of value and the certification authority in order to issue and manage participants' electronic certificates.

• Journal of Digital Convergence
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• v.15 no.11
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• pp.155-165
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• 2017

This study divides organizational citizenship behaviors into two dimensions, organizational and individual, in order to clarify the out-role behaviors of organizational members more specifically. In addition, we selected Empowering leadership as an input factor that can lead to organizational citizenship behavior and examined the mediating role of trust. To accomplish this purpose, the authors conducted a survey of employees in manufacturing companies in the Daegu-Gyeongbuk region and the hypothesis was verified through structural equations model. The results of the study are as follows. Empowering leadership has a significant positive impact on OCB-O and OCB-I. Also, Trust has been found to partial mediate effect the relationship between empowering leadership and OCB_O and OCB_I. The results of this study will be specific guidelines for inducing organizational citizenship behavior in organizations, and will further expand the scope of research into organizational citizenship behavior.

• Management & Information Systems Review
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• v.28 no.4
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• pp.131-154
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• 2009

In this study, an analysis has been conducted as to; (i) what factors affect organizational members trust in leader (ii) how does members trust in leader affect the variable of organizational performance in an organization. In order to attain the objective of this study, a model was established and also the hypothesis was verified on the basis of preceding studies. The findings of this study could be summarized as follows: 1. Servant leadership which is considered as preceding factors affecting trust in leader, were found to have a positive relation with trust in leader. 2. In connection with the role of trust, its mediator effect between its preceding factor and outcome variables was verified. As a result of the analysis, it was verified that servant leadership and trust in leader affected outcome variables not only directly but also indirectly through trust. 3. As a result of analyzing the effect that the trust in leader has on outcome variables, the trust in leader was found to have a positively significant effect on organizational citizenship behavior, organizational commitment and job satisfaction.