• The Journal of the Korea Contents Association
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• v.11 no.9
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• pp.302-314
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• 2011

In today's fast changing management environment, new role of leaders is being emphasized for survival of companies, and organizational achievement must be maximized by using servant leadership strategically. Data were collected from the sample of 435 employee employed service. All analysis were conducted using LISREL 8.30. The research studies how servant leadership influences organizational citizenship behavior through psychological empowerment. The result is as follows. First, it is found that, among the servant leadership's behavior characters, except for empathy and ethics, growth, vision and community building are found to be variables that increase psychological empowerment. Secondly, it is fund that psychological empowerment of organization's members has positive correlation on organizational citizenship behavior. Thirdly, it is found that among the servant leadership's behavior characters, except for empathy and ethics, growth, vision and community building are found to have meaningful positive influence over organized citizens' behavior through psychological empowerment. Likewise, the result means the servant leadership increases organizational citizenship behavior of the members through empowerment. For servant leadership to promote organizational citizenship behavior, it is suggested to emphasize empowerment. In other words, it is important to empower subordinates for servant leadership to make more useful and complete achievement in the organization.

• Journal of Korean Society for Quality Management
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• v.26 no.3
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• pp.108-129
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• 1998

Many empirical research surveys have su, pp.rted that Organizational Citizenship Behavior(OCB) is influenced by or closely related with leadership styles. The primary purpose is to test the moderating effects of structural factors (formalization, centralization) and personal factors(growth needs, sex, age, tenure, rank, occuption, school carrer) between 2 leadership styles and 2 OCB factors. For the analytical purpose of this article, Fisher's Z-transformation and SGC(split groups correlations) methods were introduced. Generally 2 leadership styles are found to influence on altruism and conscientiousness respectively. Out of 36 cases, only 2 cases were significant in moderating effects. Based on empirical results, there is no moderating effects in conscientiousness. But altruism is found to more closely related with employee-centered leadership in low centralized group than in high centralized group, and more closely related with job-centered leadership in low growth-needs group than in high growth-needs group.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.21 no.47
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• pp.11-23
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• 1998

Many empirical research surveys have supported that Organizational Citizenship Behavior (OCB) is influnced by or closely related with leadership styles. The first purpose of this study is to review the relationship between 2 leadership styles(employee-centered style, job-centered style) and 2 OCB factors(altruism, conscientiousness) as a criterion variable, and the second and primary purpose is to test the moderating effects of structural factors(formalization, centralization) and personal factors(growth needs, sex, age, tenure, rank, occupation, school career) between 2 leadership styles and 2 OCB factors. For the analytical purpose of this article, Fisher's Z-transformation and SGC(split groups correlations) methods were introduced. Generally 2 leadership styles are found to influence on altruism and conscientiousness respectively. Out of 36 cases, only 2 cases were significant in moderating effects. Based on empirical results, there is no moderating effects in conscientiousness. But altruism is found to more closely related with employee-centered leadership in low centralized group than on high centralized group, and more closely related with job-centered leadership in low growth-needs group than in high growth-needs group.

• Journal of Smart Tourism
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• v.2 no.3
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• pp.5-15
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• 2022

As the utilization of technology in the tourism field becomes familiar, it greatly impacts people's tourism activities. These changes could also affect the behavior of tourists during the pandemic. To investigate consumers' adaptation to the self-service technology (SST) environment during the coronavirus disease of 2019 (COVID-19) pandemic, we adopted a model of absorptive capacity as the main framework for empirical research. To track the social effects of COVID-19, consumers' behavioral intentions for four different points in time are collected. The analysis was conducted using latent growth and structural equation modeling. We set the organizational and environmental characteristics as the first step of the model, with assimilation and trust as a middle step. Intention to use a kiosk is placed at the final step as an exploit. Findings indicate that organizational characteristics and environmental characteristics positively influenced assimilation and trust, except for environmental characteristics. Consumers' assimilation in SST encourages immediate intention to use a kiosk. Consumers' trust in kiosks positively impacts both immediate and continuance intention to use a kiosk during COVID-19.

• The Korean Journal of Franchise Management
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• v.7 no.2
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• pp.5-14
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• 2016

Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.

• Asia pacific journal of information systems
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• v.5 no.1
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• pp.129-163
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• 1995

Past research linking information technology and organizational structure has been inconclusive and contradictory. The purpose of this study is to resolve some of this confusion by taking into consideration one theoretical issue and three methodological problems. The one theoretical issue is an assessment of the importance of environment as a key external variable constraining both organizational structure and the use of information technology. To date, there has been no systematic, empirical research on the conceptual linkage among all three of these variables. The three methodological issues concern measurement problems associated with (1) controlling for different levels of analysis, (2) establishing a clear operationalization of information technology, and (3) differentiating institutional and questionnaire approaches to data collection. The research results in four conclusions. First, data confirm the environment as a key external variable in the linkage between information technology and organizational structure. Second, three central dimensions of information technology are identified: Growth of Capacity, extensiveness of information technology use, and information technology sophistication. Third, in order to maximize the explanatory power of information technology on other organizational constructs, it is necessary to differentiate between the actual use of information technology as opposed to the mere presence of information technology. Fourth, carefully designed questionnaire measures reveal no significant differences from institutional measures in the assessment of key organizational constructs.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.5
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• pp.2054-2062
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• 2012

The performance of organizational culture effectiveness has been supported by several researchers. Since Peters & Waterman acclaimed that the excellent companies have their unique culture type, the effectiveness of organization culture have been practically supported. Organization culture is closely related to employees' satisfaction and commitment and contributed to the subjective performance and financial performance in terms of individual and organizational level. Organizational culture is a valuable resources and competitive advantage for the successful growth. Thefore, I have proposed some proposition regarding the type and strength of organization culture and the interaction effect of internal consistency which should be studied for more fundamental study of the effectiveness of organizational culture.

• Korean Journal of Social Welfare
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• v.49
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• pp.296-318
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• 2002

The purpose of this study is to empirically analyze whether or not, if a community social service center was affiliated with a governing body running other community social service centers, the center would have better organizational performance in comparing to an independently running center. Data was collected from a nationwide mailed and self-administered survey, which 237 centers out of 343 community social service centers responded. Even if, the response rate was 72%, 218 centers were finally analyzed due to the weakness of reliability and incompleteness. By the way, measurement of organizational performance as the dependent variable has been substituted of the results of nationwide organizational evaluation project as the secondary data. One of findings is that 68% of 218 responding centers appeared to be affiliated with a governing body which running more than three other centers, while 41% being affiliated with a body which running more than five other centers. However, a logistic regression analysis which using organizational performance as the dependent variable, has failed to verify the hypothesis that a center which affiliated with a governing body running other centers has better organizational performance when comparing to an independent center. The researcher assumes that a part of governing bodies has better performance and improves competitiveness while the other larger part of them pursues simple organizational growth. Thus, this situation made that the overall evaluation of being affiliated with a large governing body was not positive.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.9
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• pp.201-210
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• 2021

A bank's competitive advantage helps in enhancing its ability to maintain a competitive advantage in product consumption, expand the consumption market, and effectively use business factors to maximize economic growth. The research aims to investigate the impact of organizational culture on the sustainable competitive advantage of commercial banks in Vietnam. The study adopts a quantitative research method, through structural equation modeling analysis (SEM). A survey was conducted on 608 participants who are staff at commercial banks in Vietnam. Research results show that organizational culture has both a direct and indirect impact on sustainable competitive advantage through factors of social responsibility and knowledge sharing. Based on these findings, the study gives some recommendations to contribute to the creation, maintenance, and development of sustainable competitive advantages of commercial banks. The findings of this study have shown the importance and impact of organizational culture on many aspects of a bank's sustainable competitive advantage. These are meaningful contributions in both theory and practice to help banks gain more insight into human resources management. The study also raises an issue on the need to care about and develop an organizational culture to bring professionalism, initiative, and fairness in all activities of commercial banks.

• The Journal of Industrial Distribution & Business
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• v.14 no.12
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• pp.33-41
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• 2023

Purpose: This study's primary goal is to investigate and evaluate the critical contributions made by industrial-organizational psychologists to raising worker job satisfaction. The study aims to offer insights that can enhance workplace environments, improve organizational processes, and increase employees' general well-being by looking at the particular contributions made by this field. Research design, data and methodology: The study design, data collection strategies using the literature content analysis allow for a thorough analysis and synthesis of the body of knowledge about industrial-organizational psychologists' contributions to improving worker job satisfaction. This method entails a sequential procedure that includes formulating research questions and locating pertinent studies. Results: Numerous previous works have indicated that industrial-organizational psychologists are essential in determining how an organization is run and how satisfied its workforce is with their jobs. The four major roles (Job Design, Leadership, Workplace Culture, and Employee Development) that were found after a thorough analysis of the body of current literature are presented in this section. Conclusions: In sum, the roles found in this study provide organizations with a framework for creating work environments that prioritize the well-being and overall growth of the people who make up the organization while also helping them negotiate the complexity of the modern workplace.