• Journal of Korea Port Economic Association
• /
• v.39 no.1
• /
• pp.65-100
• /
• 2023

This study examines the effects of organizational trust of the container terminal operators' employee on organizational citizenship behavior and the moderating effect of organizational support in the relationship between the two variables. In order to efficiently achieve the purpose of this study, an empirical analysis was conducted by distributing a literature review and a questionnaire, and the results of the study are as follows... First, the organizational trust of the container terminal operators' employee was found to have a significant positive (+) effect on organizational citizenship behavior, and trust in the company appeared to be more important than trust in the superior, indicating trust in the institutional aspect. This means that formation has more influence on organizational citizenship behavior... Second, it was confirmed that the organizational support of the container terminal operators' employee can lead to active participation in organizational citizenship behavior through the expansion of educational compensatory support. Third, among the organizational support of container terminal operators, emotional support and educational compensatory support were found to have a partial moderating effect on the relationship between organizational trust and organizational citizenship behavior." Emotional support has a moderating effect on caring and active participation behaviors in the relationship between trust in the company and organizational citizenship behaviors, and a moderating effect on caring, active participation, and non-complaining behaviors in the relationship between trust in superiors and organizational citizenship behaviors. It was analyzed that there is Compensatory educational support has a moderating effect on altruistic, caring, active participation, and non-complaining behavior in the relationship between trust in the company and organizational citizenship behavior. It was analyzed that there was a moderating effect on active participation and non-complaining behavior. These analysis results mean that members' trust in the company further increases through the container terminal operator's emotional support and educational reward support. As uncertainty grows, it is very important to increase the trust of organizational members in the organization. sense of belonging to the organization, Emotional support that can increase immersion, improvement of work environment, provision of educational opportunities, and education-compensatory support such as a fair compensation system will increase organizational trust and induce effective organizational citizenship behavior to realize sustainable growth of the organization.

• Journal of Navigation and Port Research
• /
• v.37 no.4
• /
• pp.429-438
• /
• 2013

This study set up research models and hypothesis in order to analyze those factors assuming that swift trust affects group cohesiveness, group cohesiveness affects organizational civil activities and organizational effectiveness (job satisfaction and organizational commitment) and at the same time plays as a medium for the swift trust, organizational civil activities and organizational effectiveness. Based upon these finding, variables in the ship unit are analyzed through surveys. This shows that the swift trust has statistically a meaningful and beneficial impact on group cohesiveness which has statistically a meaningful and beneficial impact on organizational civil activities and organization effectiveness. In terms of effects of crew members' the swift trust on organizational civil activities, organizational commitment, and job satisfaction, group cohesiveness has a partial medicated effect.. This paper has its significance in practically proving that the established swift trust of crew members increase group cohesiveness, the heightened group cohesiveness results in the changes of behaviors and attitudes of crew members in the seagoing vessel.

• Journal of Industrial Convergence
• /
• v.3 no.1
• /
• pp.79-100
• /
• 2005

Considering the above points, this study has been conducted to find out the effects brought by perceived organizational justice towards organizational citizenship behavior, with focus on multi-dimension and multi-class nature of trust. With this objective, I researched the following. First, which type gives larger effect to organizational citizenship behavior, the type of distributive justice (that is lower dimension of organizational justice) or that of procedural justice. Second, what effects are given to the 5 types of trust, by distributive justice and procedural justice. Also, what effects are given to organizational citizenship behavior by the 5 types of trust. Third, which type of justice gives larger effect to organizational citizenship behavior when trust is served as a medium. Fourth, which items should be dealt in priority to lead members of organization towards a desirable direction. The research for this purpose was conducted on the basis of comprehensive analysis of variable including. socio-population variable.

• The Korean Journal of Health Service Management
• /
• v.7 no.1
• /
• pp.35-44
• /
• 2013

The purpose of this study was to find out the factors forming perceived service convenience, and to investigate structural relationships among perceived service convenience, job satisfaction, trust, organizational commitment, and turnover intention in the healthcare service industries. The result analyzing on the hypothesis of this study was as follows. First, service convenience had positively influence job satisfaction, trust, and organizational commitment. Second, the job satisfaction had positively influence on the trust, and the trust had positively influence on the organizational commitment. Third, it was found that the variables of job satisfaction, the trust, and the organizational commitment negatively influenced on the turnover intention. Based on these results, theoretical implications for relevant researchers and managerial implications for healthcare service operation and internal marketing strategy were discussed.

• Journal of Venture Innovation
• /
• v.6 no.2
• /
• pp.83-99
• /
• 2023

The purpose of this study is to research the impact of the organizational culture of large construction companies on emotional commitment through organizational trust targeting the headquarters and field workers of domestics. Applied the significance sampling method, and the number of samples used in the final analysis was 201, and statistical analysis used the SPSS 20.0 program for the input data processing. As a result of the analysis, first, in the group of the sub-factors of organizational culture recognized by members of large construction companies, rational culture, development culture, and consensus culture had a significant positive (+) effect on emotional commitment, but hierarchical culture was not significant. Second, development culture, consensus culture, and hierarchical culture were found a significant positive (+) effect on organizational trust, but rational culture was not found to be significant. Third, organizational trust was found a significant positive (+) effect on emotional commitment. Fourth, organizational trust has been shown to mediate the relationship between organizational culture and emotional commitment. This suggests that organizational culture that aiming flexibility & change value rather than stability & control value for organizational members can have a positive effect on emotional commitment.

• Journal of the Korea Safety Management & Science
• /
• v.25 no.2
• /
• pp.175-185
• /
• 2023

Prior studies focusing on safety behavior have not given sufficient consideration to the potential impact exerted by different leadership styles. Of these various styles, my attention is specifically drawn to the influence of ethical leadership on safety behavior. In this paper, I delve into the influence of ethical leadership on safety behavior, shedding light on both the underlying mechanisms(mediators) and a significant contextual factor(moderator). I probe into the successive mediating roles of employees' trust in the organization and their commitment to it, within the context of the relationship between ethical leadership and safety behavior. Further, I posit that authentic leadership positively adjusts the connection between ethical leadership and organizational trust. My findings underscore that ethical leadership enhances employee safety behavior, facilitated by the chain mediation of trust in the organization and organizational commitment. Moreover, I discover that authentic leadership, as a positive moderator, magnifies the favorable impact of ethical leadership on organizational trust. This paper will also articulate the theoretical implications, practical applications, and limitations of the study.

• 한국체육학회지인문사회과학편
• /
• v.54 no.2
• /
• pp.253-267
• /
• 2015

This study investigated the effects of perceived organizational justice on innovation resistance among instructors in sport centers and examined the mediating effects of organizational trust on these relationships. Total 274 sport instructors participated in this study. The data were analyzed by structural equation modeling, and the results of this study were as follows: First, distributive justice had a negative effect on psychological resistance, while distributive justice had no significant effect on behavioral resistance. Second, procedural justice had a negative effect on psychological resistance and behavioral resistance. Third, both distributive justice and procedural justice had a positive effect on organizational trust. Fourth, organizational trust had a negative effect on psychological resistance and behavioral resistance. Fifth, organizational trust had a partial mediating effect on the relationship between distributive justice and psychological resistance and a full mediating effect on the relationship between distributive justice and behavioral resistance. Also, organizational trust had a partial mediating effect on the relationship between procedural justice and innovation resistance.

• The Journal of the Korea Contents Association
• /
• v.14 no.10
• /
• pp.247-254
• /
• 2014

The purse of this article is to analyze the effect of CSR(Corporate Social Responsibility) on organizational trust and job-esteem in the Hotel. Based on theoretical backgrounds, 3 hypotheses were derived and a regression model and AMOS was proposed. Analysis results are as follows: first, the higher degree of ethical responsibility and contributional responsibility have on active organizational trust positively. second, the relationship between CSR and job-esteem, only contributional responsibility affected intrinsic value and economic responsibility affected social reputation. third, the relationship between organizational trust and job-esteem, organizational trust had positive influence on intrinsic value and social reputation. In summary, the contributional responsibility among CSR was the key factors that affected employee's organizational trust and job-esteem directly or indirectly. We could lead employee's positive attitude as active charity and a portion of sale by returning to society. Therefore, Hotel should be improved employee's organizational trust with CSR consistantly and implemented policy that increase job-esteem as well.

• Journal of Digital Convergence
• /
• v.18 no.9
• /
• pp.135-144
• /
• 2020

This study aimed to discover the effects of CSR activities on manufacturing employees' organizational trust and job satisfaction. A proposed model based on previous research was empirically tested via structural equation modeling by AMOS using 374 valid samples collected from current employees of D-Heavy Industries & Construction in Chang Won. The results of the empirical analysis are summarized as follows. CSR activities had a partially direct impact on job satisfaction and organizational trust. It has been confirmed that organizational trust has a partial mediation effect(full mediation effect) in the process of CSR activities and job satisfaction. These findings indicate that there exist interrelationships among entrepreneurship, internal and external CSR activities, organizational trust, and job satisfaction. In particular, the importance of CSR activities were identified in terms of effective organizational management by confirming their impact on organizational trust of employees. In addition, organizational trust was verified as an antecedent factor to improve job satisfaction.

• Journal of Convergence for Information Technology
• /
• v.11 no.7
• /
• pp.223-231
• /
• 2021

The study analyzes the relationship between job stress, organizational trust, and the job change intentions of beauty industry workers. Three-hundred sixty-nine workers in the beauty industry with longer than three months of working experience were chosen as this study. The study used to perform frequency analysis, exploratory factor and reliability, correlation, confirmation, and structural equation model verification. The following results are as follows. First, job stress had a positive influence. Second, stress related to fairness had a negative effect on organizational trust. Third, organizational trust had a negative effects. In conclusion, organizational trust and stress related to fairness are the important variables. Furthermore, this study suggests that each organization needs to make an effort to increase organizational trust and to relieve stress related to fairness in order to reduce the job change intentions.