중소기업의 조직공정성과 조직유효성 관계에 관한 연구

서제홍 한국무역연구원 2022 무역연구 Vol.18 No.3

Purpose This study examined relationships between organizational justice and organizational effectiveness and tested the effectiveness of moderating by personalism-collectivism. Design/Methodology/Approach Questionnaires were been gathered 450 from employees of five province area in Korea, and only 316 valid copies were used and statistically processed with the statistical program SPSS WIN 22.0 package. Findings The major empirical results are as follows: First, for distribution, the interaction of organizational justice had positive impact on emotional commitments. Second, the relation between organizational justice and job satisfaction showed that distributive justice, and precedent justice had positive impact on job satisfaction. Third, the effectiveness of moderating via individualism-collectivism between organizational justice and organizational effectiveness was tested by multiple regression. The results moderated the negative relationship between interactional justice and emotional commitment by individualism-collectivism. Research Implications The implications of the finding as well as the limitations of this study are now discussed. This study has limitations in the empirical analysis despite the strong suggestion of the organizational justice for increased productivity and sustainable management. In addition, the targets of the questionnaires were well varied.

근로관계 개시 전의 저작물의 저작권법상 지위

서제홍 한국저작권위원회 1996 계간 저작권 Vol.9 No.4

윤리적 리더십과 조직시민행동 간 직무만족의 매개효과 연구

서제홍 한국무역연구원 2020 무역연구 Vol.16 No.5

Purpose This study examined on relations between ethical leadership and organizational citizenship behavior, and tested effects of mediating by job satisfaction. Design/Methodology/Approach Questionnaires had been gathered 450 from employees of five province area in korea, and only 316 valid copies of them were used and statistically processed with the statistical program SPSSWIN 18.0 package. Findings The major empirical results are as follows: First, ethical leadership had positive impact on job satisfaction. Second, the relation between ethical leadership and organizational citizenship behavior showed that ethical leadership had positive impact on altruism, civic virtue, conscientiousness, and had native impact on courtesy of organizational citizenship behavior. Third, effectiveness of mediating by job satisfaction between ethical leadership and organizational citizenship behavior had tested by multiple regression. The results had mediated on altruism as a perfect mediator and on civic virtue, conscientiousness as a partial mediator. Research Implications The complete mediating effect by job satisfaction between ethical leadership and altruism suggests that only when job satisfaction is elevated, altruism that supports and collaborates with colleagues. This study has limitations in the following empirical analysis despite the strong suggestion of the ethical behavior for increased productivity and sustainable management of company. In addition, targets of questionnaires were not enough in regions, specific organization.

패러디의 저작권법적 성질

서제홍 한국저작권위원회 1997 계간 저작권 Vol.10 No.2

윤리적 리더십과 조직시민행동 간 개인주의 조절효과에 관한 연구

서제홍(Je-Hong Sur),이경선(Kyung-Sean Lee) 한국무역연구원 2013 무역연구 Vol.9 No.7

This study examined on relations between ethical leadership and organizational citizenship behavior, and tested effects of moderating by individualism Questionnaires had been gathered 245 respondents, but only 211 valid copies were analyzed. SPSSWIN 12.0 package were used to analyze the results. The major empirical results are as follows: First, Regression analysis by multiple relations between ethical leadership and organizational citizenship behavior showed that ethical leadership had impact on civic virtue, altruism, courtesy, conscientiousness of organizational citizenship behavior. Second, Effectiveness of moderating by individualism between ethical leadership and organizational citizenship behavior had tested by multiple regression through stepwise method The relations between ethical leadership and courtesy of organizational citizenship behavior had moderated by individualism But other relations between ethical leadership and organizational citizenship behavior did not moderated by individualism Implications of the finding as well as limitations of this study are discussed.

윤리적 리더십, 조직시민행동, 조직문화의 관계에 관한연구

서제홍(Sur, Je-Hong) 한국인적자원개발학회 2012 한국인적자원개발학회 학술연구발표회 발표논문집 Vol.2012 No.6

멘토링, 직무특성, 조직유효성에 관한 연구

서제홍(Je-Hong Sur),이경선(Kyuong-Sun Lee) 한국산업경제학회 2010 한국산업경제학회 정기학술발표대회 논문집 Vol.- No.추계

기독대학생의 리더십, 신뢰, 조직몰입에 관한 연구

이경선,서제홍 한국인적자원개발학회 2005 인적자원개발연구 Vol.7 No.1

This study examined the relations between transactional & transformational leaderships and organizational commitment and also tested the moderating effects of the members' trust in leaderships. Questionnaires had been gathered 479 respondents. All members are christian students of universities and colleges in Jeonbuk, Gyungbuk, Jeonnam, Gangwon provinces. The results of this testing, at first, had analysed by multiple regression analysis showed that charisma and intellectual stimulation of transformational leadership had positive impacts on affective commitment, and had impacts on continuous commitment significantly. Second, this study also showed that cognitional trust had impacts on affective and continuos commitments. Third moderating effects analysis had tested by multiple regression through stepwise method, was trust's moderating effects on relations between transactional and transformational leaderships and organizational commitments. The result showed that the relations between charisma and intellectual stimulation of transformational leadership, and management by exception and contingent rewards of transactional leadership and affective commitment moderated significantly by cognitional trust. 본 연구는 거래적 리더십과 변혁적 리더십이 구성원의 조직몰입에 대하여 갖는 영향을 분석하고, 이 과정에서 리더에 대한 구성원의 신뢰가 갖는 조절효과를 검증하였다. 이를 분석하기 위하여 대학 재학중인 전북, 강원, 대구, 광주의 4개 지역의기독대학생들을 표본으로 하여 설문조사를 실시하였다. 연구결과, 리더십이 구성원의 조직몰입에 미치는 영향은 기존 주장인 변혁적 리더십의 카리스마와 개별적 관심이 정서적 몰입과 유지적 몰입에 유의한 영향을 미치는 것과 달리, 카리스마와지적 자극이 정서적 몰입과 유지적 몰입에 유의한 영향을 나타내고 있음을 발견하였다. 또한 기존 연구에서도 리더에 대한 높은 신뢰관계가 조직구성원의 높은 수준의 조직몰입으로 나타난 것을 근거하여 기대하였던 조절효과는 리더십과 정서적몰입간의 관계에서만 인지적 신뢰가 부분적으로 조절효과를 나타내고 있었다.

멘토링, 직무특성, 조직유효성에 관한 연구

이경선,서제홍 한국산업경제학회 2011 산업경제연구 Vol.24 No.3

본 연구는 멘토링의 조직유효성을 검증하기 위하여 멘토링과 조직유효성과의 영향관계를 규명하고, 조직유효성의 증진을 위하여 양자 간 영향관계에 독립적으로 예견되어진 직무특성의 조절효과를 연구 분석하는데 그 목적을 두고 있다. 연구결과, 첫째, 멘토링은 조직유효성에 영향관계가 있었다. 멘토링은 조직몰입과 직무만족에는 정(+)의 영향관계, 이직의도에 대하여서는 부(-)의 영향관계가 있었다. 둘째, 멘토링과 조직유효성 간 직무특성의 조절효과를 연구 분석한 결과 조절효과는 거의 없었다. 다만 심리사회와 정서몰입 간 과업정체성에 의하여 약한 부(-)의 조절효과가 나타났다. 그리고 연구의 시사점과 향후 연구의 방향을 제시하였다. This study examined on relations between mentoring, job characteristics and organizational effectiveness, and tested effect of moderating by Job Characteristics. Questionnaires had been gathered 850 respondents, but only 795 valid copies were analyzed. SPSS WIN 12.0 package were used to analyze the results. The major empirical results are as follows: First, Regression analysis by multiple relations mentoring and organizational effectiveness showed that career development function, psychosocial function, role modelling function had impact on emotional commitment, sustain commitment, job satisfaction, turnover intentions. Second, Effectiveness of moderating by Job Characteristics and numbers of meeting between mentoring and organizational effectiveness had tested by multiple regression through stepwise method. the relations between psychosocial function and emotional commitment had moderated by task identity. But other relations between mentoring function and organizational effectiveness did not moderated by job characteristics. Implications of the finding as well as limitations of this study are discussed.

변혁적 리더십과 조직유효성 간 임파워먼트의 매개효과연구

이경선,서제홍 한국경영교육학회 2008 한국경영교육학회 학술발표대회논문집 Vol.2008 No.6