• Journal of the Korea Society of Computer and Information
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• v.23 no.8
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• pp.107-114
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• 2018

This study was conducted for the purpose of examining the effects of team trust element of rugby players on self-determination motive and team performance. As for the study subjects, rugby players participated in the 97th national athletic meet in 2016 were selected. As for data collection, in the total of 221 copies of samples were collected through convenience sampling method and 182 copies were used for the final analysis. Using SPSS 18.0, the collected data were analyzed through frequency analysis, exploratory factor analysis, Cronbach's ${\alpha}$ test, correlation analysis and multiple regression analysis and the following conclusions have been obtained. First, as for the effects of rugby players' team trust element on self-determination motive, it was found that team trust influenced external moderation, internal moderation, integrated moderation and identification moderation, and teammate trust influenced internal moderation, integrated moderation and identification moderation. Second, as for the effects of rugby players' team trust element on team performance, it was found that team trust and teammate trust influenced team performance. Third, as for the effects of rugby players' self-determination motive on team performance, it was found that integrated moderation and internal moderation influenced team performance.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.4
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• pp.353-361
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• 2016

Purpose: The purpose of this study was to investigate the association between self-leadership, team trust, organizational commitment and identify the influencing factors on organizational commitment. Methods: The subjects in the study were 296 conveniently selected general nurses at 2 general hospitals in Chungbuk Province. The measurements included the self-leadership, organizational trust inventory (OTI), and organizational commitment. Results: The mean score for self-leadership was 3.40, the mean score for OTI was 3.61, and the mean score for organizational commitment was 3.07. There were significant correlations among self-leadership, team trust and organizational commitment. Self-leadership had significant correlation with team trust (r=.25, p<.001). Also, self-leadership (r=.34, p<.001) and team trust (r=.31, p<.001) showed significant correlation with organizational commitment. In stepwise multiple regression analysis, age, self-leadership and team trust were included in the factors affecting organizational commitment of clinical nurses. These variables explained 20% of organizational commitment. Conclusion: The results confirmed that nurses' self-leadership and team trust affects significant influences on organizational commitment. Accordingly, in order to enhance nurses' organizational commitment, it is necessary to build effective strategies to enhance self-leadership and team trust for nurses. Such strategies will be able to improve the goal achievement of nursing unit.

• Fashion & Textile Research Journal
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• v.11 no.3
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• pp.399-408
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• 2009

The purpose of this study is to analyze whether leadership of team leaders and trust of team members have an effect on job commitment and satisfaction in fashion companies. A survey was conducted from December 8 to 22 in 2008, among team members of fashion companies. The data was collected with 464 subjects, the statistical analysis methods were frequency analysis, factor analysis, reliability analysis and multiple regression analysis. The results of this study were as follows; first, contingent reward, intellectual stimulation and individualized consideration of leadership had an effect on all factors of trust. Charisma of leadership had an effect on calculus-based trust and identification-based trust, but management by exception had an effect on knowledge-based trust. Second, calculus-based trust and identification-based trust about team leaders had an effect on job commitment and satisfaction of team members. Third, charisma, contingent reward and intellectual stimulation of leadership had an effect on job commitment and satisfaction of team members.

• Journal of Digital Convergence
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• v.14 no.12
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• pp.303-311
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• 2016

This study was to identify the effects of shared leadership on team performance and team commitment of Team-Based Learning(TBL) in nursing students and verify the mediating effects of team trust on the relationships between shared leadership and team performance and team commitment. Data were collected via survey from 99 nursing students to participate in TBL for 6weeks, in June 2016. The major findings were as follows: Shared leadership had a significant correlation with team performance and team commitment and team trust. Shared leadership had a positive effect on team performance and team commitment. Team trust had a partial mediating effect in the relationship between shared leadership and team commitment. The results of study show that shared leadership of TBL is very important for high team performance and team commitment and shared leadership make effect on team commitment under the mediation of team trust. Therefore, it is necessary to increase shared leadership and team trust for high team effectiveness in TBL.

• International journal of advanced smart convergence
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• v.9 no.3
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• pp.153-160
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• 2020

This research aims to provide empirical basic data for the development of local communities through the establishment of efficient strategies for the formation of positive relations between the club and the region through the Creation of Shared Value (CSV) activities. We come up with the results of this study to show that CSV, social problem orientation, and core competency utilization affect the team trust of local community, and that CSV, long-term orientation, social problem orientation and core competency utilization affect community identification. The research should enhance the value of professional sports teams that promote their own path to self-sustaining as a single independent business area, and identify their trust through CSV activities for co-prosperity with their local communities, and thus their relationship with the community. Therefore, various strategies and efforts will ultimately increase the team trust and community identity of local residents in professional volleyball teams, while at the same time gaining positive effects on professional volleyball teams.

• The Journal of the Korea Contents Association
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• v.10 no.4
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• pp.274-281
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• 2010

The objective of the present study lied in providing empirical analysis over subjects of revenue officers targeted for suggesting effective managerial way for enhanced job productivity by using team commitment as a mediator in the correlation between trust and job productivity. As a result, it was identified that organizational trust, trust in superiors and trust to colleagues perceived by revenue officers have positive effects on team commitment, while the higher team commitment leads to higher job productivity, accordingly leading to better efficiency in carrying out tax-related administration and improving the level of satisfaction as for tax payers. It demonstrated that managers in tax-related organizations must create the foundation affordable for revenue officers to be widely exposed to participate in organization-related key decision-making processes in such a way that encourages and initiates them to have stronger loyalty and self-confidence based on common identity. Furthermore, much effort shall be continuously paid in designing personnel and organizational management policies in order for them to have faithfulness and adherence to their belonged organization.

• Knowledge Management Research
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• v.14 no.5
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• pp.101-120
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• 2013

The effective management of knowledge has become one of the critical success factors in current organizations. In spite of the extensive use of Knowledge Management System (KMS), useful information and knowledge resources are still transmitted through personal networks among people in organizations. Thus, social network theory which focuses on social relationships in organization can be a fruitful theoretical resource for enhancing Knowledge Management (KM) performances. In this study, we investigate the effects of intra-team network characteristics (i.e., group density and degree of centralization) and external boundary spanning activities on knowledge management performances of a team. We also acknowledge that all group members do not necessarily agree on the team goal and actively disseminate useful information and knowledge. Drawing on the political perspective on KM which emphasizes the role of trust among group members, we examine the mediating effects of team trust between internal/external network characteristics and KM performances. From the data of 220 teams in financial companies in Korea, we found that: (1) group density had positive effects on KM performances (i.e., knowledge creation, sharing, and use). (2) However, centralization was not significantly associated with KM performances. (3) Team trust was found to be an important factor mediating the relationship between intra-team network characteristics, boundary spanning activities, and KM performances. Based on these results, we discuss and suggest possible implications of the findings when designing and implementing KM practices.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.32 no.2
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• pp.112-119
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• 2009

Telecare, one of the e-healthcare services with lCT, is a promising technology which aims to monitor the state of patients and then provide the medical services appropriately in remote sites. Virtual telecare team based on the concept of virtual collaborative teams which consist of a patient, a doctor, and a telecare team, operates on a temporary basis in need. Reputation, which means the degree of a patient's belief to a doctor in consideration, is the most important factor to make the virtual telecare team trustable. In this paper, we propose the fuzzy reputation model of a virtual telecare team, which is a reputation-based trust model based on fuzzy set theory. An illustrative example is also given in order to show the applicability of the model to the concept of a virtual telecare team.

• Journal of Industrial Convergence
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• v.2 no.1
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• pp.139-158
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• 2004

The purpose of this study is to examine antecedents and outcomes of trust toward supervisor in organization. The model is developed by reviewing previous research providing various perspectives. Antecedents consisted of three trustworthy behaviors - ability, benevolence, integrity - and three transformational leader behaviors - performance management, motivation, team-orientation -, and job satisfaction and organizational commitment is used outcome variables of trust. Data was collected from 206 employees in 6 organizations in broadcasting industry, using self-report questionnaire. Study finding is as following. First, trust in model was composed by 2 type - affect-based trust and cognition-based trust -, not divided in empirical analysis. Second, regression analysis for trust carry out independently, jointly with trustworthy behaviors and leadership behaviors. In antecedents of trust trustworthy behaviors, ability and benevolence has positive effects to trust, integrity has negative relationship with trust. It was high correlation between trustworthy behavior and leadership behavior. Especially, it has highly correlate(correlation efficient 0.69) between ability and team-orientation that influences trust strongly. Third, trust was not significant relationship with individual variables such as age, period with supervisor. Only, it found significant gap in variables and found out different relationship between variables among organizations distinctly. Fourth, job satisfaction and organizational commitment was positive influenced by trust and found out strong relationship between trust and organizational commitment.

• Management & Information Systems Review
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• v.31 no.2
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• pp.199-230
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• 2012

This study introduced trust dimension as a mediating variable and analyzed in order to investigate the empirical mechanism on the process of leader's emotional intelligence which is a emotional factor to produce organizational effectiveness. Based on the empirical analysis, first of all, this study found whether the team leader's emotional intelligence gives an influence on the subordinate's trust in leader. Secondly, this study examined the multidimensionality of trust by selecting subordinate's cognition-based trust and affect-based trust on the team leader as mediating variables between team leaders's emotional intelligence and subordinate's affective commitment, organizational citizenship behavior. I found the theoretical implications based on this study; first, from the view on cognition-based and emotion-based trust, the integrated verification of the process of the trust in leader as a mediating role, second, verification of the relationship between leader's emotional intelligence and trust in leader which was not studied before, third, the methodological try to prevent from the common method bias problem through the evaluation of a team leader on a subordinate's organizational citizenship behavior. This study also suggested the ways to apply those theoretical implications to human resource management.