• 지식경영연구
• /
• 제14권2호
• /
• pp.89-116
• /
• 2013

The purpose of this research was to investigate relations among empowering leadership, knowledge sharing, intrinsic motivation and trust on supervisors. In addition, the purpose of this study was to investigate if trust on supervisors would mediate the effect of empowering leadership on outcome variables. A research model and hypotheses were developed to examine the theoretical research questions. To test the model proposed, survey data from 44 companies in various industries were collected by distributing 510 questionnaires to team member. The final set of data utilized to test hypotheses included 470 responses. The empirical results of the analysis are as follow. Empowering leadership was shown to influence followers' knowledge sharing. Meantime, empowering leadership was influencing intrinsic motivation and it was positively related to followers' trust on their supervisors. Finally, trust on supervisors partially mediated between empowering leadership and outcome variables. We found that empowering leadership was an important factor in a way that it closely related to variables of organizational competency, such as knowledge sharing, intrinsic motivation and trust in organization.

• 시큐리티연구
• /
• 제62호
• /
• pp.159-183
• /
• 2020

한국의 법정에서는 증거재판주의를 중시하고 있고, 증거수집과정과 절차의 정당성도 요구하고 있다. 따라서 이러한 업무를 수행하는 수사경찰이 자신이 속한 경찰조직에 애착을 느끼고, 조직의 목표에 대한 일체감을 느끼는 것을 의미하는 조직몰입의 수준을 높이는 것이 필요하다. 이러한 인식에 바탕을 두고 이 연구에서는 수사경찰의 조직공정성에 대한 인식이 조직몰입에 미치는 영향을 분석하였고, 조직공정성은 분배공정성, 절차공정성 그리고 상호작용공정성으로 구분하였다. 그리고 이 연구는 수사경찰의 조직공정성에 대한 인식이 조직몰입에 미치는 영향을 분석하는 데에 있어, 상사의 신뢰를 매개 변수로 투입하여 다중 회귀분석을 통하여 효과를 검증한 점에 특색이 있다. 기본적으로 이 연구는 대한민국의 수사경찰이 현장수사업무를 수행하는데 있어 상사의 신뢰가 중요하다는 가정 하에서 연구를 하게 되었다. 이 연구의 목적달성을 위해 2017년 5월부터 2019년 10월까지 총 3회에 걸쳐 경찰인재개발원에서 운영 중인 수사요원선발과정과 전국 수사경찰 직무교육 과정을 활용하여 설문조사를 실시하였으며 총 500부를 분석 자료로 활용하였다. 이 연구의 결과분석을 살펴보면, 첫째, 수사경찰공무원의 조직공정성이 종속변수인 조직몰입에 대해 통계적으로 유의미한 정적(+)효과가 있는 것으로 나타났다. 둘째, 조직공정성과 조직몰입의 관계에서 수사경찰공무원의 상사의 신뢰는 매개효과가 있는 것으로 나타났다.

• 간호행정학회지
• /
• 제20권1호
• /
• pp.59-68
• /
• 2014

Purpose: The purpose of this research was to delineate the effects of organizational injustice on negative behaviors of employees with the mediating effects of trust. Methods: A survey was conducted among 550 nurses in 11 departments of 3 hospitals located in the Pohang area. Data were analyzed using frequency, descriptive statistics. correlation coefficients, regression analysis. Results: Procedural injustice (${\beta}$=-.48, p<.001) had the greatest negative effect on organizational trust, followed by interactional injustice(${\beta}$=-.15, p<.001) and distributive injustice(${\beta}$=-.14, p<.001). For supervisor trust, both procedural (${\beta}$=-.11, p=.006) and interactional (${\beta}$=-.63, p<.001) injustice had a negative effect. While supervisor trust (${\beta}$=-.28, p<.001) had greater negative effects on organizational negative behaviors of nurses compared to organizational trust (${\beta}$=-.21, p<.001), supervisor trust (${\beta}$=-.29, p<.001) had negative effects on personal negative behaviors but organizational trust had no significant effect on personal negative behaviors. Conclusion: To reduce the negative organizational behaviors of nurses, an organizational effort is needed to reduce procedural injustice by introducing fair organizational management and to reduce interactional injustice through formal or informal communication channels between supervisors and nurses.

• 대한간호학회지
• /
• 제46권6호
• /
• pp.824-835
• /
• 2016

Purpose: The purpose of this study was to analyze the paths of influence that a hospital's ethical climate exerts on nurses' organizational commitment and organizational citizenship behavior, with supervisor trust as the mediating factor, and verify compatibility of the models in hospital nurses. Methods: The sample consisted of 374 nurses recruited from four hospitals in 3 cities in Korea. The measurements included the Ethical Climate Questionnaire, Supervisor Trust Questionnaire, Organizational Commitment Questionnaire and Organizational Citizenship Behavior Questionnaire. Ethical Climate Questionnaire consisted of 6 factors; benevolence, personal morality, company rules and procedures, laws and professional codes, self-interest and efficiency. Data were analysed using SPSS version 18.0 and AMOS version 18.0. Results: Supervisor trust was explained by benevolence and self-interest (29.8%). Organizational commitment was explained by benevolence, supervisor trust, personal morality, and rules and procedures (40.4%). Organizational citizenship behavior was explained by supervisor trust, laws and codes, and benevolence (21.8%). Conclusion: Findings indicate that managers need to develop a positive hospital ethical climate in order to improve nurses' trust in supervisors, organizational commitment and organizational citizenship behavior.

• 벤처창업연구
• /
• 제13권5호
• /
• pp.87-102
• /
• 2018

본 연구의 목적은 외식 프랜차이즈 가맹본부의 지원시스템이 가맹점 신뢰와 재무적성과 그리고 가맹사업자의 다점포 운영의도간의 영향관계를 규명하는데 있다. 연구 목적을 달성하기 위해 가맹사업 거래 공정화에 관한 법률 제9조를 참고하여 브랜드 가맹점 숫자가 100개 이하인 국내 중소형 외식 프랜차이즈 가맹사업자 111명을 대상으로 설문 결과를 수집하였으며, 가설 검증에는 구조방정식 모형 분석을 활용하였다. 연구 결과는 다음과 같다. 첫째, 가맹본부의 지원시스템 중 점포개발지원, 교육지원, 물류지원, 슈퍼바이저지원은 가맹점 신뢰에 유의미한 정(+)의 영향을 주는 것으로 나타났으나, 홍보지원은 유의미한 영향을 미치지 않은 것으로 나타났다. 둘째, 가맹본부 지원시스템 중 점포개발지원은 가맹점 재무적 성과에 유의미한 정(+)의 영향을 주는 것으로 나타났으나, 교육지원, 물류지원, 슈퍼바이저지원, 홍보지원은 유의미한 영향을 미치지 않은 것으로 나타났다. 셋째, 가맹점 신뢰는 재무적 성과와 다점포 운영의도에 유의미한 정(+)의 영향을 주는 것으로 나타났다. 넷째, 가맹점의 재무적성과는 다점포 운영의도에 유의미한 정(+)의 영향을 주는 것으로 나타났다. 마지막으로 신뢰와 다점포 운영의도 영향에서 재무적 성과의 매개 효과를 확인해 본 결과 간접적인 영향을 미치는 것으로 확인 되었다. 본 연구는 중소형 외식 프랜차이즈 지원시스템, 가맹점 신뢰, 재무적성과, 다점포 운영의도 간의 영향 관계를 확인 하였으며, 특히 국내 중소형 외식 프랜차이즈 가맹점의 성과와 가맹본부의 시스템의 질적 성장을 통해 동반성장 할 수 있는 영향관계를 확인하였다는데 의의가 있다고 판단된다.

• 경영과정보연구
• /
• 제38권3호
• /
• pp.21-34
• /
• 2019

서비스접점에서는 종업원의 고객 응대 태도가 무엇보다 중요하고 이를 위해서 종업원의 행동을 긍정적으로 동기부여 시키는 것은 관리자의 입장에서 아주 중요한 과제이다. 본 연구는 종업원의 친사회적 행동을 증대시킬 수 있는 요인으로 상사에 대한 신뢰와 상사의 감사표현을 제안하고 그 효과를 규명하고자 하였다. 위계적 회귀분석을 사용하였고 결과 및 시사점은 다음과 같다. 첫째, 상사에 대한 신뢰는 종업원의 열정 또는 열의를 향상시킬 수 있는 요인으로 나타났다. 둘째, 직무열정은 서비스 종업원의 친사회적 행동인 고객 지향적 행동과 조직시민행동에 유의한 정의 영향을 미치는 것으로 확인되었다. 마지막으로, 상사에 대한 신뢰와 직무열정 간의 관계에서 상사의 감사표현의 조절효과를 확인하였다. 서비스 연구에서 감사 또는 감사표현에 대한 연구는 많지 않고 진행된 연구들도 기업과 소비자 관계에 초점을 두고 있다. 감사를 표현하는 것은 자연스러운 경향일 수 있다. 본 연구는 조직문화의 일부분으로 감사를 도입할 필요가 있음을 제안하고자 한다.

• 한국식생활문화학회지
• /
• 제24권6호
• /
• pp.739-748
• /
• 2009

The aim of this study was to better understand the factors of the mentoring function in the foodservice industry that improve the organizational commitment of subordinates, and to asses the roles that trust towards supervisors play in the relationship between the mentoring and organizational commitment. A survey was of subordinates who were conducting the mentoring in foodservice companies (hotels, family restaurants) located in Seoul and Gyeonggi area was conducted from May 1 to May 30, 2008. The questionnaires were distributed to 400 employees in 50 restaurants and, 341 of them were received and a total of 320 were finally analyzed. The results were as follows. First, the effect of mentoring functions on the organizational commitment of subordinates indicated that the career developing function and psychosocial function had a significant positive effect on the emotional commitment and normative commitment (p<.01), and the career developing function, psychosocial function and role modeling function had a significant positive effect on the enduring commitment (p<.01). Second, the mediating roles of supervisory trust in the relationship between mentoring functions and organizational commitment of subordinates indicated that supervisory trust mediated the relationship between the career developing function of the mentoring functions, and enduring commitment and normative commitment in addition, it met the mediating requirements in terms of the relationship between the role modeling function, and the emotional commitment, enduring commitment and normative commitment. Consequently, the high career developing function, psychosocial function and role modeling function in mentoring raised the level of organizational commitment;thus, the mentoring system should used as on of the mentoring functions in the foodservice industry and mentoring functions should be also established.

• 유통과학연구
• /
• 제13권1호
• /
• pp.35-46
• /
• 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.

• 한국조리학회지
• /
• 제10권1호
• /
• pp.14-31
• /
• 2004

The purposes of this study are to find influential factors on relations between customer quality and service quality of hotel foods & beverages, to find out factors influencing on customers' intention to revisit, to understand suggestive points in the side of operation of hotel's foods & beverages, and to offer basal materials for establishing marketing for hotel operators. The study results were proved followings; in factors of customer quality, the higher factors of customers' manner·etiquette, the higher pleasantness, trust, kindness, among factors of service quality of hotel foods & beverages. The higher factor of customers' social status, the higher typicalness, pleasantness, trust, kindness, among factors of service quality of hotel foods & beverages. The higher customers' economic level, the higher pleasantness, trust, kindness. The higher customers' manner·etiquette, customers' social status, customers' economic level, at corners selling foods & beverages in hotels, the higher typicalness, pleasantness, trust, kindness, among factors of service quality of hotel foods & beverages, the higher customers' intention to revisit. Therefore, in order to improve services of corners selling foods & beverages in hotels, customer quality must improve, and marketing strategies proper for maintaining improved customer quality. As customers think much of hotel employees' service quality, kindness, and care, kind and skillful employees need be distributed in hotels. In order to elevate quality of employees working at corners selling foods & beverages in hotels, which is adequate for images of hotels, supervisors of companies or relevant departments must implement the reward system to encourage hotel employees to work at parts adequate for employees' individual ability as well as get feeling of accomplishment, in order for employees to keep liveliness and self-confidence.

• 한국유통학회지:유통연구
• /
• 제14권2호
• /
• pp.31-66
• /
• 2009

본 연구는 프랜차이즈 시스템에서의 가맹본부 관리자의 리더십이 가맹점의 가맹본부에 대한 신뢰와 몰입에 미치는 영향을 분석하고 있다. 본 연구는 가맹본부 관리자의 리더십 유형을 변혁적 리더십과 거래적 리더십으로 구분하고 이들 리더십 유형이 가맹점의 가맹본부에 대한 신뢰와 두 가지 형태의 조직몰입, 즉 감정적 몰입, 계산적 몰입에 미치는 영향을 검증하고 있다. 서울과 경인지역에 위치한 184개 가맹점사업자를 대상으로 실시한 서베이를 통해 수집된 자료를 구조방정모형을 활용해 분석한 결과, 변혁적 리더십과 계산적 리더십은 신뢰와 몰입에 상이한 영향을 미치는 것으로 나타났다. 변혁적 리더십은 신뢰와 감정적 몰입에 긍정적 영향을 미치지만, 계산적 몰입에는 영향을 미치지 않는 것으로 나타났다. 반면 거래적 리더십은 계산적 몰입에 긍정적인 영향을 미치지만, 신뢰나 감정적 몰입에는 영향을 미치지 않는 것으로 나타났다. 한편 신뢰는 감정적 몰입과 계산적 몰입에 모두 긍정적인 영향을 미치는 것으로 나타났다. 본 연구는 프랜차이즈시스템 내 가맹본부-가맹점 간의 관계의 질을 향상시키기 위해 가맹본부 관리자의 리더십, 특히 변혁적 리더십이 중요하다는 점을 확인하고 있다.