Antecedents of Organizational Citizenship Behavior: The Mediating Role of Leader-member Exchange

이웅희,김혜경,Lee, Ung Hee,Kim, Hye Kyoung The Society of Digital Policy and Management 2015 디지털융복합연구 Vol.13 No.1

본 연구는 조직시민행동의 선행요인을 찾고, 그리고 LMX(leader-member exchange)의 매개역할을 살펴보는 것이다. 선행연구 검토를 통해 본 연구는 조직시민행동과 LMX에 영향을 미치는 요인을 개인(분배, 절차 공정성), 그룹(변혁적 리더십, 팀 임파워먼트), 그리고 조직(조직구조의 복잡성)수준으로 분류하였다. 산업단지 공단에 근무하는 종업원들을 대상으로 설문조사를 실시하였고, 총 773부의 설문지가 실증분석에 사용되었다. 실증분석 결과, 절차적 공정성, 변혁적 리더십, 그리고 팀 임파워먼트가 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 또한 분배공정성, 절차공정성, 변혁적 리더십, 팀 임파워먼트, 조직구조의 복잡성은 LMX에 정(+)의 영향을 미치는 것으로 나타났다. 게다가 LMX는 5개의 독립변수(분배공정성, 절차공정성, 변혁적 리더십, 팀 임파워먼트, 조직구조의 복잡성)가 조직시민행동에 미치는 영향관계에서 매개역할을 하는 것으로 나타났다. 연구결과를 바탕으로 연구의 시사점과 한계점 등에 대해서도 논의하였다. The main purpose of this study was to find antecedents of organizational citizenship behavior(OCB) and to investigate the mediating role of leader-member exchange(LMX). This study categorized the factors that influence OCB and LMX into individual(distributive and procedural justice), group(transformational leadership and team empowerment), and organizational levels(complexity). A total of 773 cases were used in this study, which were collected in one of industrial complexes. The research participants were any employees who participated in their work by collaborating with their co-workers. This study found that procedural justice, transformational leadership, and team empowerment had positive influences on OCB, and distributive justice, procedural justice, transformational leadership, team empowerment, and complexity significantly influenced LMX. Moreover, LMX played a mediating role in the relationship between each of the five input variables and OCB.

윤리적 리더십이 종업원의 행동에 미치는 영향

이웅희(Lee Ung Hee),김혜경(Kim Hye kyoung) 한국산업경영학회 2015 경영연구 Vol.30 No.2

윤리적 리더십에 대한 관심 증가와 더불어 최근까지 다양한 연구들이 진행되어 왔고, 선행연구들은 윤리적 리더십이 종업원의 태도와 행동에 긍정적인 영향을 미친다고 밝히고 있다. 하지만, 어떻게 윤리적 리더십이 종업원의 행동이나 태도 변화에 영향을 미치는지를 설명한 연구들은 부족한 실정이었다. 따라서 본 연구는 어떤 매커니즘을 통해 윤리적 리더십이 종업원의 행동에 긍정적으로 영향을 미치는지를 살펴보고자 하였다. 이를 위해 본 연구는 7개의 연구가설을 설정하고, 경로분석을 통해 가설을 검증하였다. 실증분석 결과 윤리적 리더십은 심리적 소유감과 심리적 임파워먼트에 정(+)의 영향을 미치는 것으로 나타났으나, 업무몰입에는 직접적인 영향을 미치지 않는 것으로 나타났다. 심리적소유감과 심리적 임파워먼트는 업무몰입에 정(+)의 영향을 미치는 것으로 나타났다. 또한 심리적 소유감과 심리적 임파워먼트는 윤리적 리더십이 종업원의 업무몰입에 미치는 영향관계를 매개하는 것으로 나타났다. 이러한 연구결과를 통해서 윤리적 리더십은 종업원의 심리적 태도를 긍정적으로 변화시킴으로써 업무몰입도를 증가시킬 수 있음을 알 수 있었다. 이러한 연구결과를 바탕으로 실용적 시사점과 연구의 한계점 및 미래연구 방향 등을 제시하였다. The purpose of this study was to investigate the effect of ethical leadership on work engagement, psychological ownership, and psychological empowerment and to examine the mediating role of psychological ownership and empowerment in the relationship between ethical leadership and work engagement. A total of 204 cases were used in this study for empirical analysis. A simple linear regression analysis and mediation analysis were used along with basic descriptive analysis and inter-construct correlation analysis to test the suggested 7 hypotheses. The major findings were as follows: First, it was found that ethical leadership had a positive effect on psychological ownership and psychological empowerment. Second, it was found that psychological ownership and psychological empowerment had a positive effect on work engagement, and psychological empowerment had positive effect on psychological ownership. Third, it was also found that psychological ownership and empowerment mediated the relationship between ethical leadership and work engagement. Based on the findings, practical implications and suggestions for future studies were provided.

도장 공정에서의 스마트 제조시스템 구축

이웅희(Ung Hee Lee) 한국정보기술학회 2022 Proceedings of KIIT Conference Vol.2022 No.6

성과평가에 있어서의 공정성 지각요인에 관한 연구

이광희(Lee, Kwang-Hee),이웅희(Lee, Ung-Hee),위규태(Wi, Kyu-Tae) 대한경영학회 2001 大韓經營學會誌 Vol.29 No.-

공정성요인과 임금인상, 임금구조/관리 만족의 관계에 대한 연구

이광희(Lee, Kwang-Hee),위규태(Wi, Kyu-Tae),이웅희(Lee, Ung-Hee) 한국산업경영학회 2002 한국산업경영학회 발표논문집 Vol.2002 No.2

본 연구에서는 공정성 요인이 임금인상, 임금구조/관리 만족에 유의한 영향을 미치는가, 그리고 이들 임금만족 요인을 설명하는 데 있어서 분배공정성과 절차공정성이 서로 다른 예측적 역할을 하는가에 대하여 검증하고자 하였다. 이를 위해 1022명의 종업원들을 대상으로 설문조사를 실시하였다. 실증연구 결과, 절차공정성과 분배공정성이 임금만족의 두 차원을 설명하는데 있어서 유의한 고유의 변량을 설명하고 있음이 확인되었다. 또한 분배공정성과 절차공정성이 임금구조/관리만족에 미치는 영향에 있어서 분배공정성 보다 절차공정성이 더 큰 예측력을 가지고 있는 것으로 나타났다. 임금 인상만족도에 대해서는 예상과는 달리 절차공정성과 분배공정성의 예측력 차이가 나타나지 않았다. 본 연구의 한계점은 횡단면 자료에 의존하였다는 것과 이직의도, 조직헌신과 같은 결과변수와의 관계에 대해 연구가 이루어지지 않았다는 것이다. 향후 이러한 연구가 진행된다면 보다 의미 있는 결과를 얻을 수 있을 것이다. The purpose of the study is to find that relations between justice factors and pay raise, pay structure/administration satisfaction. For this purpose, we conducted a survey to examine the impact of distributive and procedural justice on the reactions of 1022 employees to decisions about pay satisfaction dimensions. The results of this study revealed two conclusion. First, correlation analysis revealed that among procedural justice, distributive justice and pay satisfaction dimensions( pay raise, pay structure & administration)have significant relationship. Third, Hierarchical regression analyses revealed that procedural justice, distributive justice each accounted for significant unique variance in pay satisfaction dimensions. The results of this study suggest that procedural justice accounted for more unique variance in pay structure & administration than did distributive justice, but distributive justice accounted for more unique variance in pay raise. However, this study does not include the relationship between the results of this study and organizational outcomes: turnover intention, organizational commitment etc. The future study should consider these limitations to improve model applicability in practice.

Managing workplace diversity and employees' turnover intention: The mediating role of perceived organizational support

김혜경,이웅희,Kim, Hye Kyoung,Lee, Ung Hee The Society of Digital Policy and Management 2014 디지털융복합연구 Vol.12 No.10

본 연구의 주요 목적은 조직 내 다양성 관리, 종업원의 이직 의도, 그리고 지각된 조직 후원과의 구조적 관계를 살펴보는 것이다. 또한 조직 내 다양성 관리와 이직 의도 간의 관계에서 지각된 조직 후원의 매개적 역할에 대해서도 살펴보는 것이다. 연구 목적을 달성하기 위해 선행연구 리뷰와 설문지법을 이용한 실증적 분석을 실시하였으며, 연구결과 조직 내 다양성 관리와 종업원의 이직 의도와는 부(-)의 영향관계가 존재하지 않았으나, 다양성 관리가 지각된 조직 후원에는 정(+)의 영향을 미치는 것으로 나타났다. 지각된 조직 후원은 종업원의 이직 의도에 부(-)의 영향을 미치는 것으로 나타났다. 또한 지각된 조직 후원은 조직 내 다양성 관리가 종업원의 이직 의도에 미치는 영향 관계에서 매개역할을 하는 것으로 나타났다. 이러한 연구결과를 바탕으로 종업원의 이직 의도를 줄이고 최종적으로 성과 향상을 위한 방안에 대해 논의하고 시사점을 제시하였다. The main purpose of the study was to examine the structural relationships among workplace diversity management, employees' turnover intention, and perceived organizational support in the Korean business context. The mediating effect of perceived organizational support on the relationship between workplace diversity management and turnover intention was also explored. The major findings are as follows: First, no direct relationship was found between workplace diversity management and employees' turnover intention. However, workplace diversity management positively impacted perceived organizational support. Third, perceived organizational support was found to be negatively related with employees' turnover intention. Finally, the results showed that perceived organizational support played a mediating role in the relationship between workplace diversity management and turnover intention.

정보기술산업의 R&D 문화와 직무몰입에 관한 연구

이선규,이웅희,전기상,한수덕,Lee, Sun-Kyu,Lee, Ung-Hee,Jeon, Ki-Sang,Han, Soo-Deok 한국산업경영시스템학회 2006 한국산업경영시스템학회지 Vol.29 No.3

This paper aims to examine the main factors of the organizational climate and analyze their effects on job involvement. To accomplish these purposes, the nam factors of the organizational climate such as diversity, autonomy, redundancy, connectivity and flexibility were found from the previous studies. The questionaries of 350 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 298 were obtained and 267 were analyzed through frequencies, correlation and multiple regression. The results of this study are as followings; First, we conducted exploratory factor analysis for five constructs(diversity, autonomy, redundancy, connectivity and flexibility) using oblique rotation method that did not assume independence among the factors and main factors of knowledge management were grouped together by five factors. Second, it is shown that four main factors of organizational climate have a positive influence on the job involvement(p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.

지식습득 의사결정의 영향요인에 관한 연구

이선규,이웅희,Lee, Sun-Kyu,Lee, Ung-Hee 한국디지털정책학회 2008 디지털융복합연구 Vol.6 No.1

Knowledge has been widely recognized as a critical resource for competitive advantage of the organization. However, little has been done in the literature regarding under what conditions that organizations should develop knowledge internally or acquire knowledge from outside. Therefore, the purpose of this study is to examine the effects of some key factors such as environment and organizational climate, on the organization's decision to knowledge sourcing. Our findings suggest that organizations are more likely to acquire knowledge from outside if the environment is complex, munificent and dynamic; if they possess higher levels of goal-oriented and autonomy.

직무 임베디드니스가 조직시민행동과 직무성과에 미치는 영향에 관한 연구

이선규,이웅희,Lee, Sun-Kyu,Lee, Ung-Hee 한국디지털정책학회 2008 디지털융복합연구 Vol.6 No.2

This paper aims to examine the main factors of the job embeddedness on organizational citizenship behavior and job performance. To accomplish these purposes, the main factors of the job embeddedness such as fit, linkage, and sacrifice were found from the previous studies. The questionaries of 250 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 220 were obtained and 204 were analyzed through frequencies, correlation and multiple regression. The results of this study are as follows; First, we conducted exploratory factor analysis for three constructs (fit, linkage, and sacrifice) using oblique rotation method that did not assume independence among the factors and main factors of job embeddedness were grouped together by three factors. Second, it is shown that three main factors of job embeddedness have a positive influence on the organizational citizenship behavior and job performance (p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.

리더십 유형과 직무태도간에의 관계에 관한 연구 : 조직지원 조절효과를 중심으로

이선규,이웅희,조재완,Lee, Sun-Kyu,Lee, Ung-Hee,Cho, Jae-Wan 한국디지털정책학회 2007 디지털융복합연구 Vol.5 No.1

This study aims to examine the relationship between job attitude and leadership style perceived by employees in a hospital. This study has two purposes; 1) to investigate the relationship between leadership styles and job attitudes[Organizational Commitment and Turnover Intention], 2) to verify the moderate effect of organizational support on the relationship between leadership style and job attitude. We examined the effect of critical leadership styles on the job attitude of employees in hospital organization. Hypotheses on four factors were tested for 7 hospitals. In order to test these hypotheses, survey questionnaires were sent to employees of hospital organization in Gyungbuk. As a result, the 185 available data were collected. Correlation analysis and regression had been performed and the results supported hypotheses. The results indicated that it was significant difference between each leadership style and job attitude. Also, organizational support was found to be positively moderated on job attitude.