Organizational Social Capital for Successful Management

노승룡(Seung-Yong Rho)(魯昇龍),황은진(Eun-Jin Hwang)(黃恩震) 한국국정관리학회 2013 현대사회와 행정 Vol.23 No.1

Successful management is a major goal of contemporary public organizations. Among key factors that contribute to organizational effectiveness, efficiency, and economy, none is more basic than human capital. A major goal of this study is to design an integrative model of organizational social capital for successful management. Specifically, the research is to discover and probe such behavioral determinants of organizational social capital as democratic leadership, participation in organizational process, Protestant work ethic, and individualistic/ collectivistic organizational culture as well as such consequences of organizational social capital as organizational collaboration and commitment. For the purpose of the study, a questionnaire survey is conducted. Three hundred and thirty valid instruments are collected from the Korean central government. Structural Equation Modeling is applied to collected data to figure out both behavioral determinants and consequences of organizational social capital. The results show that democratic leadership and Protestant work ethic are critical factors among four antecedents to improve organizational social capital. With regard to organizational collaboration as an endogenous variable, organizational social capital, democratic leadership, and Protestant work ethic are critical factors. Also, in terms of organizational commitment as an endogenous variable, organizational social capital and democratic leadership are influential factors. In sum, organizational social capital has a major role to improve organizational productivity and manage organizations successfully though increasing organizational collaboration and commitment.

전통시장 상인회의 조직특성이 사회적 자본과 상인회 조직성과에 미치는 영향

김민숙 ( Min Sook Kim ),신택수 ( Taeksoo Shin ) 한국지식경영학회 2016 지식경영연구 Vol.17 No.4

Korean traditional markets have been struggling of late as big-sized superstores and SSM(Super Supermarkets) are thriving in the market. They have therefore upgraded their facilities and undertaken management modernization actively to overcome the threat to traditional markets and ensure their competitiveness; however, the effect does not appear to be verifiable. The purpose of this study is to analyze the impact of the organizational characteristics of the traditional market merchant association on social capital and organizational performance. In other words, this paper investigates a merchant association`s organizational characteristics in terms of the modernization of business activities of the traditional markets and the influence on their social capital and organizational performance. This study analyzes the traditional market by evaluating the impact of these factors. This study consists of four hypotheses: The first hypothesis relates to the causal relationship between the characteristics of a merchant association and social capital. The second and third hypotheses, respectively, relate to the causal relationships between the social capital of a merchant association and the merchant`s satisfaction and that between the social capital of a merchant association and organizational commitment. The last hypothesis relates to the relationship between the organizational commitment of a merchant association and the merchant`s satisfaction. This study conducts a reliability and validity analysis of the above factors and analyzes the causal relationships between them by using the PLS(Partial Least Squares) path model as one of the structural equation models. The results of the empirical analysis are summarized as follows: First, the organizational characteristics of the traditional market merchant association have a significant influence on social capital. However, only two sub-hypotheses are not significant; these insignificant hypotheses relate to the relationship between a merchant`s entrepreneurship and structural capital and that between a merchant`s entrepreneurship and cognitive capital. Second, the social capital of a merchant association influences organizational commitment significantly. Third, the relationship between the social capital of a merchant association and the merchant`s satisfaction is mostly significant. However, one of the sub-hypotheses, that is, the relationship between relational capital and a merchant`s satisfaction is not exceptionally significant. Lastly, the organizational commitment of a merchant association affect the merchant`s satisfaction significantly. Through our extensive study, this paper found that a merchant association`s organizational characteristics of the traditional market significantly affect social capital, organizational commitment, and satisfaction through the mediation of social capital. Therefore, in order to activate the key traditional market, an understanding of organizational characteristics and social capital is primarily required. Systematic management and investment pertaining to these two factors will be the first consideration for revitalizing traditional markets.

공공조직의 사회적 자본이 조직성과에 미치는 영향 - 조직구조의 조절효과 중심으로 -

안성수 ( Ahn Sung-soo ),김석용 ( Kim Seog-yong ) 한국자치행정학회 2018 한국자치행정학보 Vol.32 No.3

This study examined the effect of social capital on organizational performance. The purpose of this study is to examine whether the characteristics of organizational structure (centralization and formalization) have a moderating effect on the relationship between social capital and organizational performance of public organizations. The results of the study were as follows. First, Although there is a difference in the intensity of influence of organizational social capital on organizational performance, there is a positive effect on organizational performance (service quality) of structural social capital, relational social capital, and cognitive social capital. Second, According to organizational structure characteristics was as follows, the adjustment effect of organizational social capital and organizational performance. In centralization of organizational structure, structural, relational, and cognitive social capital have no effect on organizational performance. On the other hand, formalization has a moderating effect on the relationship between structural social capital and organizational performance, but relational and cognitive social capital does not play a moderating role. These results suggest that the more the structural social capital is activated, the more smooth the communication and the better the organizational performance. The lower the degree of organizational structure is, the higher the structural social capital increases the organizational performance.

사회적 자본과 조직몰입이 비윤리적 친조직행동에 미치는 영향: 윤리적 리더십의 조절된 매개효과

이의연,이준혁,전정호 한국인적자원개발학회 2019 인적자원개발연구 Vol.22 No.4

Although there is a lot of research on social capital, there are few studies examining the double-sidedness of social capital. In order to examine social capital from various perspectives, it is necessary to examine both positive and negative functions of social capital. Present paper not only understood the positive results of the social capital investigated by the prior social capital researchers, but also focused on the negative aspects of the social capital. Although social capital can induce positive outcomes such as organizational citizenship behavior and job satisfaction, excessively high level of social capital could form closed group or instrumental tool and lead to group conformity. Based on this perspective, current study attempts to examine the negative aspects of social capital. Present study also aims to provide the negative mechanism of social capital and the strengthened understanding. The purpose of current study is as follows. First, this paper analyzed whether the level of social capital has a positive effect on the unethical pro-organizational behavior of the members. Second, We examined the mediating effect of organizational commitment in the influence of social capital on unethical pro-organizational behavior. Third, present paper investigated whether the effect of social capital on unethical pro-organizational behavior through organizational commitment depends on the level of ethical leadership. A total respondents of 565 questionnaires in 30 companies located in Seoul and metropolitan areas. were analyzed by SPSS 23.0, Amos 24.0, and Process Macro. The results of this paper are as follows. First, impact of social capital on unethical pro-organizational behavior is not significant. Second, social capital has a positive impact on unethical pro-organizational behavior through mediating role of organizational commitment (Affective, Normative). Third, although the influence of social capital on unethical pro-organizational behavior through organizational commitment is not significantly moderated by ethical leadership, it is true that the effect of social capital varies according to the level of ethical leadership. This results are meaningful to have different results from previous research related to existing social capital. In the mediating role of organizational commitment, the influence of social capital on unethical pro-organizational behavior is fully mediated by organizational commitment. Results implied that the social capital in the organization increases the emotional attachment and duty of the members, induces the group conformity that discriminates and rejects other groups, and causes the members to engage in unethical pro-organizational behavior in violation of social norms. In the Moderated Mediation role of ethical leadership, although the hypothesis that the effect of social capital through organizational commitment on unethical pro-organizational behavior would be Moderated Mediation by ethical leadership was rejected, the magnitude of effect has changed according to the level of ethical leadership. The results displayed the dysfunction of social capital and suggested the implications for mitigating the dysfunction of social capital through ethical leadership in addition to the existing research that the formation of social capital is important. Based on these findings, current paper suggests understanding and necessity of ethical leadership in order to facilitate interaction between supervisor and members for ethical management at the organization level. 본 연구는 사회적 자본의 긍정적인 효과를 제시한 대다수의 선행연구와는 다른 시각에서 사회적자본을 통해 형성된 구조적, 인지적, 관계적 자본이 오히려 조직과 구성원, 동료들 간의 폐쇄적 네트워크를 유발하여 부정적 영향을 미칠 수 있다는 주장에 주목하였다. 따라서 본 연구에서는 사회적 자본이 구성원들의 조직몰입(정서적·규범적)을 증가시키고 이를 통해 비윤리적 친-조직행동을간접적으로 증가시키는 부정적인 효과를 가질 수 있다는 가설을 설정하고 이를 검증하고자 하였다. 또한 리더가 가지고 있는 윤리적 리더십에 따라 사회적 자본이 조직몰입을 매개로 비윤리적 친-조직행동에 미치는 영향이 완화될 것으로 가정하고 윤리적 리더십의 조절된 매개역할을 하는지 검증하고자 하였다. 이상의 연구목적을 달성하기 위해 국내 기업 및 조직에 재직하고 있는 565명의 구성원에게 수집된 설문을 분석한 결과, 첫째, 사회적 자본은 비윤리적 친-조직행동에 유의미한 정(+)의 영향을 미치지 않았다. 둘째, 조직몰입은 비윤리적 친-조직행동에 유의미한 정(+)의 영향을미쳤다. 셋째, 조직몰입(정서적·규범적)은 사회적 자본과 비윤리적 친-조직행동의 관계를 매개하는 것으로 나타났다. 넷째, 사회적 자본과 비윤리적 친-조직행동의 관계에서 윤리적 리더십의 조절효과는 유의하지 않은 것으로 나타났다. 다섯째, 조직몰입(정서적·규범적)의 매개효과에 대한윤리적 리더십의 조절된 매개효과 역시 유의하지 않은 것으로 나타났다. 그러나 윤리적 리더십의조절된 매개효과에서 조건부 간접효과를 살펴본 결과, 중간 집단과 낮은 집단에서는 윤리적 리더십의 조절된 매개효과가 유의한 것으로 나타났으며, 그 효과는 윤리적 리더십이 중간인 집단에서 낮은 집단보다 사회적 자본이 조직몰입(정서적·규범적)을 통해 비윤리적 친-조직행동에 미치는 정(+)의 영향이 완화된 것으로 나타났다. 이와 같은 결과를 바탕으로 본 연구에서는 사회적 자본의양면성을 밝히고, 사회적 자본이 올바르게 기능하도록 부정적 효과를 줄일 수 있는 방안을 수립하는 등 인적자원관리 관점에서 유용한 이론적·실무적 시사점을 제공하고자 한다.

Organizational Social Capital for Successful Management

노승용,황은진 한국국정관리학회 2013 현대사회와 행정 Vol.23 No.1

Successful management is a major goal of contemporary public organizations. Among key factors that contribute to organizational effectiveness, efficiency, and economy, none is more basic than human capital. A major goal of this study is to design an integrative model of organizational social capital for successful management. Specifically, the research is to discover and probe such behavioral determinants of organizational social capital as democratic leadership, participation in organizational process, Protestant work ethic, and individualistic/ collectivistic organizational culture as well as such consequences of organizational social capital as organizational collaboration and commitment. For the purpose of the study, a questionnaire survey is conducted. Three hundred and thirty valid instruments are collected from the Korean central government. Structural Equation Modeling is applied to collected data to figure out both behavioral determinants and consequences of organizational social capital. The results show that democratic leadership and Protestant work ethic are critical factors among four antecedents to improve organizational social capital. With regard to organizational collaboration as an endogenous variable, organizational social capital, democratic leadership, and Protestant work ethic are critical factors. Also, in terms of organizational commitment as an endogenous variable, organizational social capital and democratic leadership are influential factors. In sum, organizational social capital has a major role to improve organizational productivity and manage organizations successfully though increasing organizational collaboration and commitment.

고몰입작업시스템을 통한 조직 양면성 향상 : 사회적 자본과 혁신지향적 조직문화의 역할

양재완(Jaewan Yang),조일현(Ilhyun Jo) 한국인사조직학회 2022 인사조직연구 Vol.30 No.2

최근의 경영환경 불확실성 속에서 조직은 목표를 달성하기 위해 보유자원을 전략적 관점에서 관리하고 개발하며, 지속적인 혁신을 추구하여야 한다. 이를 위해 조직은 기존사업 운영의 효율성을 극대화하는 활용(exploitation)과 새로운 사업 기회를 포착하는 탐색(exploration)을 동시에 추구할 수 있는 조직 양면성(organizational ambidexterity)의 확보를 통해 조직의 생존 가능성을 높이고 지속 가능한 경쟁우위를 효과적으로 창출할 수 있다. 조직 양면성에 관한 기존 연구는 주로 효과성 검증에 치중하고 있으며, 조직양면성의 원천이나 이를 확보하기 위한 과정적 측면에 관한 연구는 드문 실정이다. 본 연구는 기존 문헌에서 조직 양면성의 원천으로 제시되고 있는 고몰입작업시스템과 사회적 자본에 관한 문헌을 조직 양면성 확보의 관점에서 통합하고 연구모델을 수립하여, 조직양면성 확보에 관한 보다 깊은 이해와 통찰력 함양에 기여하고자 한다. 구체적으로 고몰입작업시스템, 사회적 자본, 혁신지향적 조직문화가 어떠한 프로세스와 조직의 맥락을 형성하며 조직 양면성 확보에 기여하는지를 알아보기 위해, 1) 고몰입작업시스템이 조직양면성에 미치는 영향과 2) 사회적 자본이 고몰입작업시스템과 조직 양면성의 사이에서 가지는 매개효과, 3) 조직의 혁신문화가 사회적 자본과 조직 양면성의 관계에 미치는 조절효과를 검증하였다. 한국직업능력개발원의 인적자본 기업패널자료(HCCP: Human Capital Corporate Panel)를 사용하여 427개의 기업을 대상으로 분석한 결과, 고몰입작업시스템은 조직 양면성의 향상에 직접적으로 기여할 뿐 아니라 사회적 자본을 통해 조직 양면성 향상에 기여하는 것으로 나타났다. 또한 조절효과 분석은 혁신지향적 조직문화가 사회적 자본과 조직 양면성의 긍정적 관계를 더욱 강화시키는 것으로 드러났다. 본 연구를 통하여 기업성장을 위한 전략적 방향을 설정하는데 있어 현실적인 시사점을 도출하고 분석결과에 관한 비판적인 시각과 추가분석을 통해 본 연구의 이론적, 실무적 의의를 한층 더 강화하였다. In the current uncertainbusiness environment, organizations must manage and develop their resources from a strategic point of view to achieve their goals and pursue continuous innovation. Firms can effectively pursue organizational ambidexterity, which is indispensable to create sustainable competitive advantages, by maintaining a balance between the exploitation of existing business operations and the exploration of new business opportunities. However, previous studies have focused on examining the impact of organizational ambidexterity on organizational performance, rather than on finding the sources of organizational ambidexterity or understanding the process and context necessary to acquire it. The aim of this study is to offer a better understanding of organizational ambidexterity by integrating the literature of high commitment work systems (HCWS) with the literature of organizational social capital and innovative organizational culture. Specifically, we tested 1) the direct effect of HCWS on organizational ambidexterity, 2) the mediating role of social capital between HCWS and organizational ambidexterity,and 3) the moderating role of innovative organizational culture on the relationship between organizational social capital and ambidexterity to understand how HCWS, organizational social capital, and innovative organizational culture work together toward an organization’s acquisition of organizational ambidexterity. Our tests with Human Capital Corporate Panel (HCCP) data (2015-2017) showed that HCWS enhanced organizational ambidexterity through organizational social capital. Moreover, innovative organizational culture strengthened the relationship between organizational social capital and ambidexterity. Theoretical and managerial implications are discussed.

학술세션 1 : 지식경영과 창조경제 ; 전통시장 상인회의 조직특성이 사회적 자본과 상인회 조직성과에 미치는 영향

김민숙,신택수 한국지식경영학회 2014 지식경영 학술심포지움 Vol.2014 No.1

Recently Korean traditional markets are struggling as big superstores and SSM are increasing in the market. Because of that, they have progressed their facilities and management modernization actively to overcome crisis of traditional markets and ensure the competitiveness of their markets, but the effect does not appear to be sure. The purpose of this study is to analyze the impact of organizational characteristics of the traditional market merchant association on social capital and the organizational performance. In other words, this thesis investigates merchant association`s organizational characteristics of the Modernization business activities of the traditional markets to have an influence on social capitals and organizational performance. This study analyzes the traditional market by evaluating the impact of the factors. The hypothesis of this study consists of four hypotheses as follows. First hypothesis is the causal relationship between characteristics of the organization merchant association and social capital. Second and third hypotheses are the causal relationship between social capital of merchant association and merchant`s satisfaction, and the relationship between social capital of merchant association and organizational commitment. Final hypothesis is the relationship between organizational commitment of merchant association and merchant`s satisfaction. This study performed a reliability and validity analysis of these factors of the hypothesis and analyzed the causal relationship between these factors by using PLS path model as one of structural equation models. The empirical analysis results are summarized as follows. Fist, organizational characteristics of the traditional market` merchant association mostly had significant influence on social capitals. However, only two sub-hypotheses were exceptionally not significant as follows. these insignificant hypotheses are the relationship between merchant`s entrepreneurship and structural capital, and the relationship between merchant`s entrepreneurship and cognitive capital Second, all the social capitals of merchant association significantly influenced organizational commitment. Third, the relationships between social capitals of merchant association and merchant`s satisfaction were mostly significant. However, one of the sub-hypotheses, that is, the relationship between relational capital and merchant`s satisfaction was exceptionally not significant. Finally, Organizational commitment of merchant association affected significantly merchant`s satisfaction. Through the study, this thesis found the facts that merchant association`s organizational characteristics of the traditional market significantly affects social capitals and organizational commitment and satisfaction through mediating social capitals. Therefore, in order to activate key traditional market an understanding of the Organizational characteristics and social capitals is, first of all, required. Systematic management and investment for the details of these two factors will be able to be the fist consideration for revitalizing traditional markets.

사회적 자본과 조직몰입의 관계에서 핵심가치 공유 활동의 매개효과분석

임선예 ( Sun Ye Lim ),박소연 ( So Youn Park ) 한국인력개발학회 2009 HRD연구 Vol.11 No.3

최근 기업에서는 조직 구성원들 간의 네트워크 및 신뢰관계에 의해서 형성되는 사회적 자본이 중시되고 있다. 개인의 인적자본 관점을 넘어서 협력과 유대관계를 통해 발생하는 시너지효과에 관심이 증폭되고 있는 가운데, 기업의 사회적 자본이 구성원들의 조직몰입에 어떠한 영향을 미치는지를 알아보았다. 또한 기업에서 지속적으로 실시하고 있는 핵심가치 공유활동이 사회적 자본과 조직몰입과의 관계에서 어떠한 매개작용을 하는가를 살펴보았다. 이를 위해 2009년 기준 핵심가치 공유 활동이 활발한 7개 대기업을 대상으로 총 203명의 설문자료를 획득하여 실증분석을 하였다. 그 결과, 관계적 차원의 사회적 자본은 구성원들의 조직몰입에 직접적으로 영향을 미치지는 않았지만 핵심가치공유 변인을 통해 간접적으로 영향을 미치는 완전매개효과가 나타났다. 또한 인지적 차원의 사회적 자본의 경우는 조직몰입에 직접적으로 영향을 미치기도 하지만 핵심가치공유를 매개로하여 간접적으로도 영향을 미치는 것으로 나타나 조직몰입과의 관계에서 핵심가치공유가 부분 매개작용을 하는 것으로 분석되었다. 이는 기업 구성원들 간의 유용한 정보를 교환하고 도움을 주고받으며 신뢰와 호혜성을 공유하는 관계맺음이 개개인이 조직에 몰입하는데 어떠한 매커니즘으로 영향을 미치고 있는지를 파악하였다는 점에서 실제 기업현장에 시사하는 바가 크다고 하겠다. The purpose of this study is to investigating the mediating effects of core value on the relationships between social capital and organizational commitment. The specific research questions regarding this purpose were as follows: First, how does social capital have an effect on the sharing and application of core value? Second, how does social capital have an effect on employee`s organizational commitment? Third, how does social capital have and effect on employee`s organizational commitment when the sharing and application of core value acts as an intermediary? A total number of 203 employees from 7 korean large firms responded to the questionnaire. The independent variables cover the three dimensions of social capital, namely the structural capital, the relational capital and the perceptual capital. Three-step mediated regression analysis were used to analysis the data. Findings show that except structural capital, relational and perceptual capital are positively associated with sharing and application of core value. Second, relational capital and perceptual capital have also significant impact on organizational commitment. Furthermore, the sharing and application of core value has a partial or full mediating effect on the relationships between relational and perceptual capital and organizational commitment. Specifically, the sharing and application of core value has a full mediating effect on the relationships between relational capital and organizational commitment. Also, the sharing and application of core value has a partial mediating effect on the relationships between perceptual capital and organizational commitment. Overall, the patterns suggests that relational and perceptual dimension of social capital direct or indirect effect on organizational commitment of employees, mediating through followers`s sharing and application of core value. Implications of research findings are discussed, and recommendation for future research and provided.

카지노 관리자의 진정성 리더십이 조직시민행동에 미치는 영향에 관한 연구 : 긍정심리자본의 매개효과와 조직지원인식의 조절효과를 중심으로

최은미 ( Choi Eun-mi ),진찬호 ( Jin Chan-ho ),송진영 ( Song Jin-young ) 한국관광산업학회 2020 Tourism Research Vol.45 No.4

본 연구는 카지노 관리자의 진정성 리더십과 조직시민행동의 관계에서 긍정심리자본의 매개효과와 조직지원인식의 조절효과를 살펴보고자 한다. 분석 결과 다음과 같은 연구결과가 얻을 수 있었다. 첫째, 진정성 리더십이 조직시민행동에 미치는 연구결과, 진정성 리더십은 조직시민행동에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 진정성 리더십이 긍정심리자본에 미치는 연구결과, 진정성 리더십은 긍정심리자본에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 긍정심리자본이 조직시민행동에 미치는 연구결과, 긍정심리자본은 조직시민행동에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 넷째, 진정성 리더십이 조직시민행동에 미치는 연구결과, 긍정심리자본에 의해 매개되는 것으로 확인되었다. 다섯째, 진정성 리더십과 조직시민행동의 관계에서 조직지원인식의 조절효과를 분석한 결과, 진정성 리더십이 조직시민행동의 하위요소 전체인 이타주의적 행동, 예의바른 행동, 정당한 행동, 양심적 행동, 참여적 행동에 미치는 영향은 조직지원인식으로 조절되는 것으로 나타났고, 이는 조직지원인식을 낮게 지각한 종업원보다 높게 지각한 종업원이 진정성 리더십을 느끼면 조직 내 직무수행과정에서도 긍정적인 결과가 나타날 것으로 해석 할 수 있었다. 여섯째, 긍정심리자본과 조직시민행동의 관계에서 조직지원인식의 조절효과를 분석한 결과, 긍정심리자본과 정당한 행동, 양심적 행동, 참여적 행동과의 관계는 조직지원인식에 의해 조절되었고, 긍정심리자본과 이타주의적 행동, 예의바른 행동과의 관계에서는 조직지원인식의 조절효과가 보이지 않았다. 따라서 카지노 관리자의 진정성 리더십과 조직시민행동의 관계에서 긍정심리자본의 매개효과와 조직지원인식의 조절효과를 연구한 결과 기업의 경영자는 경영철학을 구성원과 공유하며 지속적으로 소통하는 조직관리시스템에 기여함이며, 연구결과를 기초로 카지노 관리자의 진정성 리더십 인적자원관리의 활용방안을 제시하고자 하였다. The purpose of this study is to verify the mediating effect of positive psychological capital in the relationship between casino managers’ authentic leadership and organizational citizenship behavior and the moderating effect of perceived organizational support in the relationship between casino managers’ authentic leadership. First, as a result of investigating the effect of authentic leadership on organizational citizenship behavior it was verified that authentic leadership has a significantly positive (+) effect on organizational citizenship behavior. Second, as a result of examining the effect of authentic leadership on positive psychological capital it was verified that authentic leadership has a significantly positive (+) influence on positive psychological capital. Third, as a result of examining the influence of positive psychological capital on organizational citizenship behavior it was verified that positive psychological capital had a significantly positive (+) effect on organizational citizenship behavior. Fourth, positive psychological capital mediates the effect of authentic leadership on organizational citizenship behavior. Fifth, as a result of analysis on the moderating effect of perceived organizational support in the relationship between authentic leadership and organizational citizenship behavior, perceived organizational support moderates the effect of authentic leadership on the overall sub-factors of organizational citizenship behaviors, which are altruistic behavior, courteous behavior, just behavior, conscientious behavior and participatory behavior, which can be translated that employees with higher perceived organizational support, when feeling authentic leadership, in turn produce more positive results than those with lower perceived organizational support in the process of performing works in the organization. Sixth, as a result of analyzing the moderating effect of perceived organizational support in the relationship between positive psychological capital and organizational citizenship behavior, perceived organizational support moderates the relationship between positive psychological capital and just behavior, conscientious behavior and participatory behavior but it does not show moderating effect in the relationship between positive psychological capital and altruistic behavio r and courteous behavior. It carried out examination about the effect on organizational citizenship behavior and perceived organizational support caused by casino managers’ authentic leadership are recognized by casino employees that are considered to affect organizational citizenship behavior contributes to effective human resources management system to enhance. Organizational citizenship behavior based on the research result, suggested how to use the organization management system for casino employees regarding such casino managers’ authentic leadership in the future.

조직문화 유형이 직무 스트레스에 미치는 영향과긍정심리자본의 조절효과에 관한 연구

백윤주,임윤아,이재창 大田大學校 社會科學硏究所 2022 社會科學論文集 Vol.- No.-

This study, targeting 240 organizational members working in large companies, small and medium-sized enterprises, and public corporations inSeoul and Chung-Chung area was to analyze what effect Organizational Culture Types being organizational factors have on job stress of organizational members, and to analyze that positive psychological capital being individual factors works as moderating variable. The result of this study are as follows. First of all, organizational culture type had an effect on job stress of organizational members. Second, positive psychological capital had an positive effect on job stress of organizational members. Third, positive psychological capital did not moderate relationship betweenorganizational culture type and job stress. These results suggested that it is necessary to reform organizational culture on organizational level in order to enhance organizational performance and to lower job stress of organizational members and also it is necessary to develop and apply an education andtraining program in order to enhance positive psychological capital onindividual level.