• 산업경영시스템학회지
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• 제35권1호
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• pp.132-139
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• 2012

The purpose of this study is to examine the effects of transformational leadership and organizational citizenship behavior. It also investigated the mediating effect of self leadership on the causal relationship between transformational leadership and organizational citizenship behavior. Research results, transformational leadership had a positive affected on the self leadership, The self leadership had a positive affected on organizational citizenship behavior. And transformational leadership did not make a significant impact on organizational citizenship behavior. Finally, the self leadership was a full mediator on the relationships between the transformational leadership and the organizational citizenship behavior. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

• 한국병원경영학회지
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• 제8권2호
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• pp.70-92
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• 2003

The main objective of this paper is to investigate the factors affecting organizational citizenship behavior of hospital employees, and based on the investigation, to suggest some implications for effective human resources management of hospitals. For this purpose, physical therapists were selected as the subject of the research. Using their individual characteristics, job characteristics, professionalism and group cohesiveness as the variables affecting organizational citizenship behavior, an empirical model was constructed and tested. A survey was conducted through structured and self-administered questionnaire for the physical therapists working at hospitals of Busan-Kyongnam area, and data from 240 therapists were utilized in the final analysis. Major results of the empirical analysis are as follows: First, perception on professionalism and the degree of organizational citizenship behavior were higher for male, older, relatively more-educated and higher-grade employees. It is necessary to develope some measures to educate and motivate the employees who are in lower state of professionalism and organizational citizenship behavior. Second, among the individual characteristics, need for growth was found to have significant, positive influence on professionalism and group cohesiveness, but no direct effect on organizational citizenship behavior. On the other hand, extroversion had direct, positive effect on organizational citizenship behavior, as well as on professionalism and group cohesiveness. This result suggests that personnel selection and personality education should be conducted carefully. Third, job characteristics appeared to have very large, positive effect on professionalism, but not directly on organizational citizenship behavior. Fourth, professionalism was found to have very large, positive influence on group cohesiveness and direct, positive effect on organizational citizenship behavior. This implies that enhancing professionalism of physical therapists can strengthen organizational citizenship behavior in hospitals, and hence top management should actively support the programs for job re-design, skill education and quality improvement to enhance professionalism of their employees. Fifth and last, as an intervening factor, group cohesiveness appeared to have the largest, direct, positive effect on organizational citizenship behavior. It is, therefore, important for top management to improve group cohesiveness by exploring ways toward greater harmony and solidarity among the members of physical therapy department.

• 한국콘텐츠학회논문지
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• 제8권6호
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• pp.195-203
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• 2008

최근 외국 선진호텔기업의 국내진출이 본격화되면서 국내 호텔기업들은 효율적인 경쟁체제 구축의 방안으로 구조조정을 필요한 하나의 수단으로 인식하고 있다. 이러한 구조조정은 반드시 인력감축을 동반하기 때문에 잔류종업원들은 구조조정과정에서 공정성을 지각하게 되며, 구조조정을 실시한 호텔기업에서 잔류한 종업원의 공정성에 대한 인식은 호텔기업의 경쟁력 강화에 결정적인 요소로 작용하게 된다. 따라서 본 연구는 호텔기업에서 구조조정 이후 살아남은 생존자를 대상으로 구조조정과정의 공정성 지각이 조직몰입과 조직시민행동에 미치는 영향정도를 살펴보는데 있다. 이러한 연구목적을 달성하기 위해 실증 분석을 실시한 결과, 호텔기업의 잔류종업원들은 구조조정과정에서 절차공정성 및 분배공정성을 높게 지각할수록 조직몰입과 조직시민행동은 높아지며, 조직몰입이 높을수록 조직시민행동에 정(+)의 영향을 미치는 것으로 검증되었다.

• The Journal of Asian Finance, Economics and Business
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• 제5권3호
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• pp.113-119
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• 2018

Higher Education Institutions (HEIs) are place contributing to the intellectual advancement of the nation, quality human resource, and to a number of socio-economic improvements for society and organizations. Despite facilitators and staffs are the bare-bone of HEIs, there is a scarcity of research, both conceptual and empirical, focusing on their organizational citizenship behaviors (OCB). To attempt to fill this gap, this article develops a conceptual model of OCB under influencing of organizational justice and job satisfaction. The prospective respondents were chosen randomly from HEIs (public and private). Individuals have been employed at least one year and above will be the unit of analysis in which the experimental test of the proposed model will be conducted. The results suggest that organizational citizenship behavior is one of the most important factor influence the organizational performance. Furthermore, the performance of HEIs does not affect only the national human resources, but also impact on national economy. In this context, a conceptual framework is proposed to study the determinants of organizational citizenship behavior in the form of organizational justice and job satisfaction. Additionally, the ultimate benefits of OCB through perceived organizational justice with job satisfaction as mediator is enlightened. Finally, the authors discuss the managerial implications of their research.

• 유통과학연구
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• 제12권9호
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• pp.15-23
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• 2014

Purpose - The purpose of this study is to investigate the effects of service marketing agents' psychological contract with the company on organizational commitment and organizational citizenship behavior. Research Design, Data, and Methodology - The antecedent variable of psychological contract, dependent variables of organizational commitment and citizenship behavior, and mediating variables of self-esteem, self-efficacy, and perceived organization support were used, based on precedent studies. Result - The psychological contract had a positive influence on self-esteem, self-efficacy, and organizational support. Moreover, self-efficacy and organizational support had an influence on commitment, while self-esteem, self-efficacy, and organizational support influenced organizational citizenship behavior. In addition, the results relating to mediated effects showed that only self-esteem had no mediated effect between contract and commitment. Conclusions - The call centers are asked to let the agents cognize an affirmative psychological contract. Further, the call centers are asked to produce an organizational atmosphere to let agents increase motivation factors. Finally, agents should develop them at personal levels to cognize organizational support affirmatively and to keep mutually beneficial contracts between call centers and agents.

• 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.

• 산경연구논집
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• 제10권3호
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• pp.73-83
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• 2019

Purpose - This study is to clarify the structural relationship between the direct supervisor and organizational commitment and organizational citizenship behavior through mediation of the Leader-member exchange (LMX) in the hospital organization, and to confirm the mediating effect of the LMX. Through this study, we will provide basic data on the aspects of HR to enhance organizational immersion and organizational civic behavior in hospital organizations, and present suggestions on academic contribution and effective organizational operation measures. Research design, data, and methodology - This study is to investigate the relationship between authentic leadership and OC and OCB of the organization member, which is proposed to secure more active and high competitiveness in the recent changing medical environment, with multi-regression and B&K(1986) method. For this purpose, 653 employees of senior hospitals in Seoul and Kyeong-In area were surveyed using structured questionnaires. Each questionnaire was composed of 7-point scale, and each hypothesis was testified by multiple leaner regression and by BK method for testifying mediator effect. Result - As a result of the analysis, it was found that the male and non-medical staff had higher recognition level than the medical staff in the LMX, organizational commitment and organizational citizenship behavior. In the senior management or more than 5 years' experience group, organizational commitment and organizational citizenship behavior were recognized higher than the group of subordinate managers. Second, authentic leadership has a positive influence on LMX, organizational commitment and organizational citizenship behavior, and LMX has a significant positive impact on organizational commitment and organizational citizenship behavior. In addition, as a result of analyzing LMX mediating effect in the relationship of authentic leadership and organizational effectiveness by BK method, LMX had partial mediating effects between authentic leadership and organizational citizenship behavior, and between authentic leadership and organizational commitment. Conclusion - Results of the study confirmed that all the members of the hospital organization that were lacking served as positive factors for the relationships of authentic leadership and LMX, and authentic leadership and organizational effectiveness. It is expected that the hospital organization will be able to suggest such as the organizational approach to expect high organizational effectiveness centering on authentic leadership ability as psychological capital.

• 한국컴퓨터정보학회논문지
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• 제20권12호
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• pp.163-168
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• 2015

Empirical studies of superior's ethical leadership on organizational effectiveness of organization member have been done in various fields. However, it is difficult to find the previous research on civil servant in public sector. Therefore, the purpose of this study is to analyse causal relationship of ethical leadership and organizational effectiveness and to suggest theoretical and political implication for enhancing the level of civil servant's organizational citizenship behavior. As the result of analysing the causal relationship of superior's ethical leadership and organizational citizenship behavior, the factor of organizational effectiveness as the public attitude, this study shows that normative behavior, communication, reinforcement, and right decision-making have significant effect on organizational citizenship behavior. Based on these results, this study suggested theoretical and political implication and the limitations of study.

• 디지털융복합연구
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• 제11권10호
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• pp.241-253
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• 2013

본 연구는 조직지원인식과 심리적 임파워먼트가 조직시민행동에 미치는 영향을 살펴보고자 하였다. 이를 위해서, 대구 경북지역의 제조업 기반의 종사자를 대상으로 설문조사를 실시하였다. 총 272부의 설문지를 사용하여, 다중 회귀 분석을 통한 가설 검증을 실시하였다. 연구 결과, 조직지원인식과 심리적 임파워먼트는 조직시민행동에 유의한 정의 영향을 미치고 있었다. 또한, 조직지원인식은 조직 시민 행동의 예의성에 유의미한 영향관계를 맺지 못하고 있는 것으로 나타다 기존의 연구와 차별화된 결과를 제시하였다. 따라서, 본 연구는 기존의 조직시민행동 연구에서 많이 다루어지지 않았던 설명 변수들을 실증 연구함으로써, 그 연구 결과를 통하여 이론적 실무적 함의를 제공하고 있다.

• 한국콘텐츠학회논문지
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• 제10권5호
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• pp.387-397
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• 2010

본 연구의 목적은 서울특별시에 소재한 특등급 호텔기업의 인적자본이 신뢰와 조직시민행동에 미치는 영향을 밝히고자 하였다. 또한 신뢰가 인적자본과 조직시민행동에 미치는 매개효과를 밝히고자 하였다. 연구의 결과 인적자본이 신뢰와 조직시민행동에 영향을 미치는 것으로 나타났다. 또한 신뢰가 인적자본과 조직시민행동에 매개효과가 있는 것으로 나타났다. 본 연구의 결과는 치열한 경쟁환경 하에 경쟁우위를 위해서 호텔산업의 인적자원관리와 조직관리 측면에 인적자본의 중요성, 신뢰의 중요성을 강조하는 관리시스템 구축의 필요성을 강조하는 결과라고 할 수 있다.