• 보건의료산업학회지
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• 제9권4호
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• pp.51-62
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• 2015

Objectives : Identify the factors that affect organizational citizenship behavior of hospital nurses, and to provide a basis for developing an effective nursing workforce management system. Methods : Participants of this study were 214 nurses serving at general hospitals located in B Metropolitan City. Data collection was performed from Oct.15th to 25th, 2014. The methods of analyzing data were ANOVA, Scheffe's-Test, Pearson's Correlation Coefficient Analysis and the Stepwise Multiple Regression Analysis according to the SPSS WIN 18.0 Program. Results : Emotional intelligence explained 42.1% of the subjects' organizational citizenship behaviors. This figure increased to 48.7, 51.3 and 52.3%, respectively when other three factors of job satisfaction, age and educational background were added on a one-by-one basis. Conclusions : Considering that emotional intelligence is a critical factor in organizational citizenship behaviors, general hospitals should develop and implement education and training programs that can raise their nurses' emotional intelligence and job satisfaction and, concomitantly, promote their organizational citizenship behaviors provided that feedbacks is provided later.

• 한국콘텐츠학회논문지
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• 제15권11호
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• pp.250-262
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• 2015

본 연구는 간호사의 간호업무수행과 이직의도의 관계에서 조직시민행동의 조절 및 매개효과를 파악하기 위해 수행되었다. 이를 위해 D지역 상급종합병원과 종합병원의 간호사 총 439명에게 자가보고식 설문을 실시하였으며, 자료분석은 PASW 18.0과 AMOS 18.0을 이용하였다. 조직시민행동의 조절효과를 검증하기 위해서는 위계적 회귀 (hierarchial regression analysis)를 실시하였고, 매개효과를 검증하기 위해서는 구조방정식 모델을 사용하였다. 연구결과, 조직시민행동은 간호업무수행과 이직의도와의 사이에서 매개효과가 나타났으나, 조절효과는 나타나지 않았다. 따라서 간호업무수행이 높은 임상 간호사의 이직률을 낮추기 위해서는 조직시민행동을 향상시키는 방안과 간호업무수행과 조직시민행동의 상호작용에 초점을 둔 연구가 필요하다.

• 한국콘텐츠학회논문지
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• 제8권8호
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• pp.223-234
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• 2008

본 연구의 목적은 외식산업을 중심으로 한 서비스산업 종사원의 인식된 사회적 교환관계와 조직시민행동 간의 영향관계를 파악하여 서비스산업의 인적자원관리의 효율성을 제고하는데 있으며, 이러한 연구목적을 달성하기 위하여 문헌적 연구와 구조모형분석을 이용한 실증적 연구를 함께 실시하였다. 본 연구에서 사회적 교환관계는 인식된 상사지원, 인식된 동료지원, 인식된 조직지원으로 구성하였고, 조직시민행동은 개인에 대한 조직시민행동과 조직에 대한 조직시민행동으로 구성하여 각 변수들 간의 영향관계를 파악하였으며, 이러한 분석결과를 바탕으로 서비스산업의 인적자원관리 방안을 제시하였다.

• 가정∙방문간호학회지
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• 제28권2호
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• pp.154-163
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• 2021

Purpose: This study aimed to verify the effects of nurses' COVID-19 related stress, hardiness, and organizational citizenship behavior on nursing intention in infectious disease hospitals. Methods: The participants were 182 nurses. The data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple stepwise regression analysis with the SPSS program. Results: The nursing intention of nurses differed significantly by age (p=.013), marital status (p=.002), clinical career (p=.018), job position (p=.005), and experience of education for infectious disease management (p=.016). A statistically significant positive correlation was observed between nursing intention and COVID-19 related stress(r=.18), and between nursing intention and organizational citizenship behavior(r=.43). COVID-19 related stress, and organizational citizenship behavior explained 21% of the nursing intention. Conclusion: Based on the above results, improve the nursing intention of infectious disease hospital nurses exposed to risk, and it is necessary to manage inadequate stress of infectious diseases and cultivate organizational citizenship behavior.

• 보건의료산업학회지
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• 제12권1호
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• pp.13-22
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• 2018

Objectives : This study examines the voluntary participation of the members of an organization who maintain cordial and friendly relationships with their colleagues, so that the human resources department within a hospital can be used efficiently. Methods : A total of 600 copies of the questionnaire were distributed, and 524 copies were returned (88%). Of these, 518 copies were used to verify statistic results using IBM SPSS and AMOS Ver. 22.0, including factor analysis, path analysis, mediating effects, and moderating effects. Results : The effect of organizational trust on organizational citizenship behavior has shown that OCBI (Interpersonal) is highly affected at large hospitals. However, the effect of organizational trust on OCBO (Organizational) is highly affected at small hospitals. Conclusions : The results of a gap analysis indicated that among the different aspects of organizational justice, distributive justice and interactional justice have a positive effect on organizational trust in small hospitals. The results also revealed that organizational trust and organizational citizenship behavior in small hospitals are more strongly affected than they are in large hospitals. As a result, job efficiency is improved in smaller hospitals.

• The Journal of Asian Finance, Economics and Business
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• 제7권2호
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• pp.229-236
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• 2020

Researchers generally argue that sexual harassment influence poor female employee organizational attitudes. However, these relationships have been not always observed. Depending on the organizational support theory, this study extended the content domain of sexual harassment research by examining the role of perceived organizational support, on these relationships. For this, this study used a survey method and multiple regression analyses with Korean 285 female employees. As results, first, the more unwanted sexual attention employees perceived, they were less likely to show their organizational citizenship behavior. Second, the more sexual coercion employees perceived, they were more likely to have their work-family conflict. Third, the negative relationship between unwanted sexual attention and their organizational citizenship behavior are stronger for employees low rather than high in perceived organizational support. Finally, the positive relationship between sexual coercion and work-family conflict are stronger for employees low rather than high in perceived organizational support. The findings suggest the adaptive function of perceived organizational support employees hold in organizational behavior. This is the first study to examine the interaction between perceived organizational support and sexual harassment of female workers with organizational citizenship behavior and work-family conflict. This study also provides guidance for administrative managerial practices.

• 시큐리티연구
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• 제57호
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• pp.205-230
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• 2018

본 연구는 민간경비 조직의 서번트 변혁적 리더십, 조직시민행동, 조직성과 간의 구조모형을 검증하고자 서울과 경기도에 소재하고 있는 민간경비업체에 근무 중인 경비원을 모집단으로 선정한 후 집락무선표집법(culster random sampling method)을 통하여 조사하였다. 조사기간은 2016년 9월1일부터 11월30일까지 350명을 대상으로 실시하였다. 이 연구는 SPSSWIN 21.0과 AMOS 21.0을 이용하여 연구의 목적에 따라 요인분석(EFA/CFA), 신뢰도분석, 수렴 및 판별타당도분석, 공변량 구조분석을 실시하였다. 이 연구를 통하여 얻은 결론은 다음과 같다. 첫째, 서번트 리더십은 조직시민행동에 통계적으로 .001수준에서 직접적으로 정의(+) 영향을(${\beta}=.406$) 미친다. 둘째, 변혁적 리더십은 조직시민행동에 통계적으로 .001수준에서 직접적으로 정의(+) 영향을(${\beta}=.373$) 미친다. 셋째, 조직시민행동은 조직성과에 통계적으로 .01수준에서 직접적으로 정의(+) 영향을(${\beta}=.615$) 미친다. 넷째, 서번트리더십은 조직성과에 통계적으로 영향을(${\beta}=.211$) 미치지 않는다. 다섯째, 변혁적 리더십은 조직성과에 통계적으로 영향을(${\beta}=.058$) 미치지 않는다. 여섯째, 조직시민행동은 서번트 리더십과 조직성과 간의 관계에서 통계적으로 .01수준에서 정의(+) 매개효과(${\beta}=.249$)가 있다. 일곱째, 조직시민행동은 변혁적 리더십과 조직성과 간의 관계에서 통계적으로 .01 수준에서 정의(+) 매개효과(${\beta}=.230$)가 있다.

• 산업융합연구
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• 제13권3호
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• pp.1-9
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• 2015

The purpose of the present is to investigate the relation of organizational cynicism to organizational justice and OCB(organizational citizenship behavior). Questionnaire data were collected from 265 employees. To test the hypotheses, structural equation model was employed. The model showed adequate fit to the data. Results showed that organizational justice(distributive justice and procedural justice) were negatively related to organizational cynicism. Also, results supported the hypothesized relationship between organizational cynicism and organizational citizenship behavior(OCBIs and OCBOs). And organizational justice indirectly influences OCB through organizational cynicism as expected. Implications are discussed and future research directions are outlined.

• 한국병원경영학회지
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• 제24권4호
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• pp.13-32
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• 2019

Purposes: This research is an empirical research to analyze the effect of self-leadership on the job satisfaction and organizational citizenship behavior and the mediating effect of psychological capital. Methods: This research investigates the effect of self-leadership and psychological capital on job satisfaction and organizational citizenship behavior of public health workers. The analysis was carried out to 4 local medical staffs in Chungcheongnam-do province, which distributed 330 copies and recovered 313 copies (94.8% recovery) and analyzed 304 copies (effective response rate 92.1%). Findings: First, causality was found in self-leadership and psychological capital. Second, it was found to have a significant effect on psychological capital and job satisfaction. Third, psychological capital was found to have a significant effect on organizational citizenship behavior. Fourth, psychological capital has a positive effect on both Self-leadership's behavior-oriented strategy, natural reward strategy, and strategic thinking pattern strategy. In the job satisfaction relationship, there was a partial mediating effect. Fifth, psychological capital has a positive effect on both self-leadership and organizational citizenship behavioral behavior-oriented strategy, natural reward strategy, and strategic thinking pattern strategy. The organizational citizenship behavioral relationship was found to have a partial mediating effect. Practical Implications: Taken together, the results indicate that the members of the four public health care organizations run by Chungcheongnam-do have a high weight on the natural reward strategy of achieving job satisfaction through the pleasures of doing their favorite activities or jobs.

• 경영과정보연구
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• 제33권5호
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• pp.35-54
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• 2014

본 연구의 목적은 경제적인 목적과 사회적인 목적을 동시에 추구하는 사회적 기업에서 최근 들어 기업에서 중요한 요소가 되고 있는 윤리적 행동에 관한 리더십인 윤리적 리더십이 조직의 자발적이고 직무외적인 행동인 조직시민행동에 어떠한 영향을 미치는지와 이러한 영향력에 구성원들의 정신과 관련된 개념인 일터영성의 매개효과를 검증하기 위한 것이다. 이러한 연구 목적을 위해 우리나라 사회적기업진흥원에 등록된 사회적 기업의 367명의 구성원을 대상으로 실증연구를 실시하였다. 연구결과, 첫째, 윤리적 리더십 하위차원인 투명성, 공헌성, 정직성이 모두 조직시민행동에 유의적인 정(+)의 영향을 미치고 있음을 검증하였다. 둘째, 일터영성에는 윤리적 리더십의 하위차원인 투명성, 공헌성, 정직성 모두 유의적인 정(+)의 영향을 미치고 있음을 검증하였다. 셋째, 일터영성은 조직시민행동에 유의적인 정(+)의 영향을 미치고 있었다. 넷째, 윤리적 리더십의 하위차원인 투명성, 공헌성, 정직성이 조직시민행동에 미치는 영향력에는 일터영성이 유의미한 매개효과를 가지는 것으로 나타났다. 본 연구는 윤리적 리더십이 일터영성을 매개로 조직시민행동에 영향을 주고 있는 새로운 모델을 제시하였다는 이론적 시사점과 조직에서 구성원들에게 조직에 바람직한 행동으로 자발적이고 직무외적인 행동인 조직시민행동을 할 수 있게 하기 위해서 윤리적 리더십과 일터영성이 중요하다는 시사점을 제공한다. 마지막으로 본 연구의 한계와 향후 연구방향을 제시하였다.