농촌지도직의 조직문화가 혁신행동에 미치는 영향에 관한 연구 : 조직신뢰의 매개효과를 중심으로

이승용 전북대학교 생명자원과학대학원 2025 국내석사

In recent years, agriculture and rural areas are facing various changes such as aging, continuous decline in the population of farmhouses, climate change, and digital agriculture transformation. Amid these changes, rural guidance officials are required to play a role as field-response and practical public officials based on solving local agricultural problems and linking and cooperating with farmers and private companies, from the existing technology distribution center. In particular, rural guidance officials working at agricultural technology centers in cities and counties face farmers directly in the field and perform the task of linking and controlling research and the private sector with agriculture. In line with the changing trends of the times, innovative behavior of rural guidance officials must be promoted, and empirical verification of environmental factors within the organization is necessary. The purpose of this study was to identify the perception of organizational culture for rural extension public officials working at the Agricultural Technology Center, analyze the impact of organizational culture on innovative behavior, and verify the mediating effect of organizational trust in this relationship. To this end, organizational culture is defined as shared values and beliefs within the organization, such as interactions between organizational members and reflection of decision-making, and in this study, organizational culture was classified into four types: relational culture, innovation culture, performance culture, and hierarchical culture. Innovative behavior was defined as behavior in which members voluntarily propose and implement new ideas to solve and improve problems within the organization, and was analyzed by dividing them into individual innovation behavior and organizational innovation behavior. Organizational trust was set as the emotional confidence and psychological safety that members of the organization to which they belong and internal members have. As for the survey method, a survey was conducted on rural guidance officials working at agricultural technology centers in 14 cities and counties in Jeonbuk Special Self-Governing Province, and a total of 155 valid responses were received and used for analysis. Exploratory factor analysis, reliability analysis, Pearson correlation analysis between variables, multiple regression analysis, and Sobel test were conducted in the order of analysis. As a result of the analysis, among the subcultures of organizational culture, relationship culture and innovation culture had a significant positive (+) effect on organizational trust, and organizational trust showed a significant positive (+) effect on both individual innovation behavior and organizational innovation behavior. In addition, it was found that relationship culture and innovation culture had an indirect effect on both individual innovation behavior and organizational innovation behavior through organizational trust. On the other hand, performance culture and hierarchical culture showed statistically insignificant or negative effects on the relationship between organizational trust and innovation behavior, suggesting that performance-oriented vertical organizational culture can hinder the innovative behavior of organizational members. These results indicate that in order to promote innovative behavior of rural extension officials working at the city and county agricultural technology centers, it is necessary to create an organizational culture environment for horizontal communication that can positively accept mutual respect, cooperation, trust, autonomy and creativity. It also means that it is very important to form and maintain organizational trust for this purpose. Professionalism is very important for the role of rural extension officials for the continuous development of agriculture and rural areas. New skills must be quickly acquired and used in the agricultural field. For this, a capacity-building program is needed, and support should be given to the introduction of new technologies and innovative actions using them within the organization to advance, and efforts should be made to establish an organizational culture. In particular, it is proposed that the Rural Development Administration, a central administrative agency, and the Provincial Agricultural Research and extension Services, which are affiliated with the provincial government, cooperate together to come up with institutional and cultural measures for organizational innovation.

The Influence of Green Organizational Climate and Leader's Pro-Environmental Green Behavior on Subordinates' Green Behavior : The Mediating Effect of Identification and Moderating Effect of Green Self-Efficacy

YUAN XIANGLING 가천대학교 글로벌캠퍼스 일반대학원 2024 국내박사

In recent years, with the concept of environmental protection and the prospect of sustainable development gradually gaining popularity, the realization of green environmental protection goals has become an important direction for enterprises in various countries in the way of economic development. For the double consideration of corporate social responsibility and environmental benefits, it is a general trend and urgent for subordinates to implement green behavior in the process of work. To this end, scholars in the field have also conducted a large number of relevant studies from different perspectives to explore how to effectively promote subordinates' green behavior practice. On the basis of social identity theory and social cognition theory, this study conducted a questionnaire survey on Chinese manufacturing enterprises to explore the influence mechanism of green organizational climate and leader's pro-environmental green behaviors on subordinates' green behaviors, and analyzed the mediating effect of organizational identification and leader identification during this period. And the moderating effect of green self-efficacy. At the same time, this study clarified the effect path of organizational environmental factors on subordinates' green behavior from the overall level of the organization and the level of internal affiliation, that is, green organizational climate and organizational identification, and leadership pro-environmental green behavior and leader identification, and highlighted the difference in the influence of green organizational climate and leader's pro-environmental green behavior through the comparison of the two. Then from the dual perspective of leaders and subordinates, focus on and gaze at the green behaviors implemented by subordinates. Therefore, this paper explores the influence of green organizational climate on organizational identification. The influence of green organizational climate on subordinates' green behavior. The influence of leader's pro-environmental green behavior on leader identification. The influence of leader's pro-environmental green behavior on subordinates' green behavior. The mediating effect of organizational identification between green organizational climate and subordinates' green behavior. The mediating effect of leader identification between leader's pro-environmental green behavior and subordinates' green behavior.The difference of the influence of green organizational climate and leader's pro-environmental green behavior on subordinates' green behavior. And the moderating effect of green self-efficacy on organizational identification and subordinates' green behavior. The moderating effect of green self-efficacy on leader identification and green behavior of subordinates. The results show that from the perspective of the organization as a whole, the stronger the green climate of the organization, the deeper the sense of identification of the organization, and the stronger the driving force for subordinates to practice green behaviors. In addition, the green climate of the organization will further promote the implementation of green behaviors by subordinates through their identification and perception of the organization. Based on the internal level of the organization, the pro-environmental green behaviors practiced by the leaders can construct the identification perception of the subordinates, and lead the subordinates to follow the example of the leaders, and then independently practice green behaviors. At the same time, the pro-environmental green behaviors implemented by the leaders will further drive the subordinates to practice green behaviors through the identification of the leaders. During this period, compared with the green organizational climate, the positive impact of leader's pro-environmental green behaviors on subordinates' green behaviors will be more obvious and intuitive. However, the green self-efficacy of subordinates does not have a moderating effect between organizational identification and green behavior, and between leader identification and green behavior. It can be seen that the degree to which subordinates practice green behaviors in the workplace does not depend on the strength of their green self-efficacy, but is affected by the overall climate of the organization and the pro-environmental green behaviors of their leaders. In particular, the role of leader's pro-environmental green behavior is more significant. Based on the above results, on the one hand, this study expands the research territory for related theories and concepts. On the other hand, it provides a reference idea for enterprises to create environmental results.

A Longitudinal Study on the Impact of Distributive Justice on Innovative Behavior : Examining the Sequential Mediation Influence of Organizational Identification and Voice Behavior and the Moderating Influence of Trust in Organization

ZHU LINGFENG 가천대학교 글로벌캠퍼스 일반대학원 2025 국내박사

Owing to their comparatively limited financial and technological capabilities, Chinese SMEs are often at a disadvantage in market competition and find it difficult to respond effectively to market shocks. The survival dilemma faced by these enterprises is becoming increasingly severe, especially within the framework of a multifaceted and evolving external landscape, and there is a greater need to find an effective path to break out of the predicament. In this process, the innovative behavior of staff members is gradually regarded as an important strategy to help SMEs win the competitive advantage. Innovative behavior refers to the creative thinking and action ability demonstrated by employees in their work practice, including proposing new ideas, developing new products, optimizing processes and solving complex problems. This behavior is not only the cornerstone of organizational innovation, but also a significant element in improving overall competitiveness. By enhancing the innovative capabilities of employees, SMEs can enhance their innovation performance, differentiate themselves in the marketplace, and thus strengthen their ability to survive. It is worth noting that the knowledge, resources and capabilities possessed by employees constitute the initial basis and fundamental framework for corporate innovation. Specifically, the accumulation of knowledge promotes the generation of ideas, the integration of resources contributes to the implementation of ideas, and the enhancement of capabilities provides the necessary support for the entire innovation process. By reasonably developing and utilizing the potential of employees, enterprises can not only form internal innovation momentum, but also find breakthroughs under the conditions of limited resources. However, innovative behavior does not arise out of thin air; it is usually driven and influenced by a variety of factors behind it. Prior studies have investigated the mechanisms underlying the generation of innovative behavior examined through multiple perspectives, this encompasses the role of leadership in guiding staff members actions, the moderating influence of employees' psychological state on their tendency to innovate, and how organizational support contributes to the development of innovation-oriented behavior. However, these studies have focused more on epiphenomenal motivational factors or psychological drives, and less in-depth exploration of more implicit but equally important influences. Therefore, this study focuses on the dimension of distributive justice, emphasizing its central role in motivating innovative behavior. When employees perceive distributive fairness, individuals are more inclined to experience a sense of respect and value, and thus willing to invest more in creative thinking and action. This research contributes to the enhancement of the theoretical framework regarding innovative behavior and provides new management perspectives and practice paths for SMEs and other organizations. Second, this study adopts a longitudinal research design and constructs a tandem mediation model in order to deeply explore the path influence of distributive justice on innovation-oriented behavior. The present research examines the interplay between identification and voice in relation to distributive justice and innovative behavior, the model is designed to elucidate the impact of distributive justice on the innovative behaviors exhibited by newly recruited employees in SMEs through these key variables and to explore the specific mechanisms by which this process changes over time. In addition, by introducing the influence of organizational trust as a moderating factor, this research contributes to the theoretical framework concerning perceived fairness in resource allocation and employee identification with the organization and provides multidimensional practical guidance for enterprises in stimulating employees' organizational identification. It reveals its important influence mechanism between perceived fairness in resource allocation and employee identification with the organization. It deepens organizational trust's understanding concerning the association between perceived fairness in resource allocation and employee identification with the organization, also expands the application scenarios belonging to organizational trust research, helping organizations achieve higher performance and sustainable development goals. In this study, two questionnaire surveys were conducted with the same group of respondents, a total of 245 valid questionnaires were gathered, all of which were utilized for the purpose of data analysis. The results reveal that distributive justice exerts a substantial favorable influence on organizational identification, voice and innovative. Organizational identification also showed beneficial impact on constructive voice and innovative, while the constructive voice behavior played a crucial function in fostering innovative behavior. Organizational identification and voice behavior jointly function as pivotal mediating mechanisms linking distributive justice to innovative behavior. Specifically, after perceiving distributive justice, new employees gradually increase their psychological impetus for participation in voice behavior, creating conditions for innovative behavior to occur by actively making constructive suggestions. Furthermore, the mediating influence of voice behavior diminishes over time, whereas the mediating effect of organizational identification progressively intensifies. As employees' perceptions of distributive justice develop and intensify, this perception is gradually transformed into a high degree of organizational identification, which further stimulates employees' innovative behavior at work. This study also reveals the dynamic path of distributive justice affecting innovative behavior: distributive justice → organizational identification → voice behavior → innovative behavior. This path model not only demonstrates the significant influence of distributive justice on innovative behavior, but also reflects the dynamic nature of this impact over time. In the context of SMEs research, this finding is particularly practically significant, providing managers with new theoretical support and operational framework for stimulating employees' innovative behavior in complex market environments. In addition, the research confirms that organizational trust moderates the association between distributive justice and organizational identification. The findings indicate that organizational trust can notably enhance the favorable association between distributive justice and organizational identification, which offers a novel theoretical framework for enhancing organizational identification, and at the same time brings practical guidance and practical implications for managerial approaches. This research lies in its ability to introduce the time dimension to demonstrate the devolving influence of distributive justice on innovative behavior is examined through a longitudinal research design. Unlike the instantaneous analysis of previous static studies, this study emphasizes that the occurrence and development of innovative behavior of new employees in SMEs is a gradual evolutionary process. This not only broadens the research perspective of innovative behavior, but also provides a reference path for enterprises on how to continuously stimulate employees' innovative behavior in application.

기초자치단체장의 디지털리더십이 조직민첩성에 미치는 효과 분석

김수동 경북대학교 대학원 2025 국내박사

This dissertation aims to analyze the impact of digital leadership among local government leaders on organizational agility, verify the mediating roles of innovative behavior and organizational learning, and identify the influencing factors. To explore the digital leadership of local government leaders and related factors, existing studies were reviewed, and hypotheses were formulated for empirical analysis. Based on this assumption, a survey was conducted among public officials in Daegu, and the hypotheses were verified through statistical analysis. The statistical analysis included factor analysis, reliability analysis, correlation analysis, regression analysis, and Model 8 using the PROCESS macro, resulting in the test of total of five hypotheses. First, there is a positive correlation between digital leadership and the organizational agility of local government leaders. In particular, a strong positive correlation exists between collaborative performance and interactive communication. It can be seen that as the digital leadership of local government leaders improves, so does their organizational agility. In addition, innovative behavior is positively associated with organizational agility; i.e., a stronger innovative behavior correlates with greater organizational agility. Notably, both innovation sophistication and innovation sharing are strongly positively related to innovative behavior. Further, organizational learning is positively linked to organizational agility, with knowledge utilization and information utilization exhibiting a very strong positive correlation. In the case of organizational agility, encompassing needs identification, change response, rapid strategy formation, quick response, inter-agency collaboration, and expectation fulfillment, quick response and needs identification demonstrate a strong positive correlation. In the analysis of gender difference, men and women were found to differ significantly. In addition, there is a statistically significant difference in organizational agility among individuals with less than 5 years of experience those with, 6-9 years of experience, and those with 20-25 years of experience, and those who have attended graduate school, as well as among those with a 7th-grade education, a 6th-grade education, and those with a 5th-grade education or higher. First, in Hypothesis 1, the results of the test examining the positive influence relationship between digital leadership (digital vision, flexibility, change innovation, face-to-face contact, interactive communication, data-based decision-making, collaboration, and emphasis) and organizational agility, such as needs identification, change response, rapid strategy, policy support, inter-agency collaboration, and expectation fulfillment among local government leaders, are as follows. It was confirmed that the digital leadership factor of the head of the basic local government has a significant positive effect on organizational agility. Second, in Hypothesis 2, the results of the empirical verification of the relationship between digital leadership, comprising digital vision, flexibility, change innovation, and face-to-face contact, and the innovative behavior of local government leaders are as follows: It is confirmed that the digital leadership factors of local government leaders have a significant positive effect on innovation behavior. Third, in Hypothesis 3, the results of the empirical testing of the hypothesis about the positive influence relationship between innovation behavior, specifically innovation search, innovation sharing, innovation emphasis, innovation elaboration, innovation resources, and innovation application, and organizational agility are as follows. It is confirmed that the factor of innovative behavior have a significant positive effect on organizational agility. Fourth, in Hypothesis 4, the thesis proposes that the innovative behavior mediates the relationship between digital leadership―digital vision, flexibility, change innovation, face-to-face contact, interactive communication, data-based decision-making, and collaboration―and the emphasis on organizational agility, including need identification, change response, quick strategy, quick response, inter-agency collaboration, and expectation fulfillment among local government leaders. As a result of this analysis, the indirect effect of the independent variable (digital leadership) on the dependent variable (organizational agility) through the mediating variable (innovation behavior) was statistically significant. The lower bound of the confidence interval and the upper bound of the confidence interval do not include zero, thereby confirming that the mediation effect is significant. Finally, in Hypothesis 5, this thesis analyzed the moderating effect of organizational learning on the relationship between the digital leadership of local government leaders, such as digital vision, flexibility, change innovation, and face-to-face contact, and organizational agility, including need identification, change response, quick strategy formation, rapid response, inter-agency collaboration, and expectation fulfillment. Furthermore, it discussed the mediating effect of innovation behavior. The hypothetical understanding of the analysis in this thesis indicates that the digital leadership of the head of the local government positively influences organizational agility directly. Moreover, it can have an even greater impact on organizational agility indirectly through the mediation of innovative behavior.

Effect of employees' personal needs on unethical pro-organizational behavior

이혜원 Graduate School, Yonsei University 2022 국내박사

This research conducts three investigations to confirm the influence of individual needs as individual motivational features on unethical behavior for the sake of organizations. Study 1 establishes the impact of an individual's need for power and achievement on unethical pro-organizational behavior. Using trait activation theory (Tett & Burnett, 2003), the moderating effect of an organization's market culture is also examined. A two-wave data analysis conducted on 199 Korean office workers indicated that power needs had a significant positive effect on unethical pro-organizational behavior, and that market culture had a significant interaction effect on both the need for power and achievement. Experiments were conducted in Studies 2A and 2B for the purpose of validating the influence of power needs on the unethical pro-organizational behavior observed in Study 1. Furthermore, why people with a strong need for power engage in unethical pro-organizational behavior was demonstrated using citizenship behavior motivation perspective (Bolino, 1999) and Vroom’s (1964) expectancy theory. In Study 2A, 364 Korean office workers participated, while 332 Korean employees took part in Study 2B. In both Studies 2A and 2B, individuals randomly assigned to the high-power-needs group had a significantly higher intention of unethical pro-organizational behavior than those assigned to the low-power-needs group. Study 2A found that the need for power leads one to expect an increase in status and influence on others through unethical pro-organizational behavior. However, future company benefits or an improvement in one's reputation is not expected as a result of the mediating role of unethical pro-organizational behavior. Through unethical pro-organizational behavior, power needs had a significant positive effect on expected status, expected influence, and expected reputation in Study 2B, but no significant indirect effect on expected company benefits. The theoretical and practical implications of the results, as well as future research directions, are addressed. 본 논문은 개인의 동기특성으로서 개인욕구가 조직을 위한 비윤리적 행동에 미치는 영향을 검증하기 위한 세 개의 연구로 진행하였다. 연구 1은 개인의 권력욕구와 성취욕구가 비윤리적 친조직 행동에 미치는 영향을 확인하고, 특성 활성화 이론(Tett & Burnett, 2003)에 근거해 조직의 시장문화가 미치는 조절효과를 검증했다. 대한민국 직장인 199명을 대상으로 두 차례에 걸쳐 수집한 자료를 분석한 결과 권력욕구가 비윤리적 친조직 행동에 미치는 정적 영향이 유의하였으며, 시장문화는 권력욕구와 성취욕구 각각과 모두 유의한 상호작용 효과를 가지는 것을 확인하였다. 연구 2A 와 연구 2B는 실험연구로 연구 1에서 확인된 개인욕구와 비윤리적 친조직 행동의 관계에 관한 기초적 근거를 바탕으로 권력욕구가 비윤리적 친조직 행동에 미치는 영향을 재 확인하고, 친조직적 동기 관점(Bolino, 1999) 및 기대이론(Vroom, 1964)을 바탕으로 권력욕구가 높은 사람이 비윤리적 친조직 행동을 하는 이유를 검증했다. 연구 2A에는 대한민국 직장인 364명이 참여했으며, 연구 2B의 참여자는 대한민국 직장인 332명이다. 연구 2A와 연구 2B에서 모두 고 권력욕구 집단에 배정된 사람이 저 권력욕구 집단에 배정된 사람에 비해 유의하게 비윤리적 친조직 행동의 의도를 높게 표현하였다. 매개효과의 검증 결과, 연구 2A에서는 권력욕구가 비윤리적 친조직 행동을 매개로 향후 자신의 지위 상승, 영향력 확대를 기대하는 반면, 회사이익의 증가와 본인의 평판 향상을 기대하지는 않는 것으로 나타났다. 연구 2B에서는 비윤리적 친조직 행동을 매개로 하여 권력욕구가 기대 지위, 기대 영향력, 기대 평판 모두에 유의한 정적 영향을 미친 반면, 기대 회사이익에는 유의한 간접효과가 확인되지 않았다. 본 연구결과에 대한 이론적, 실천적 함의점과 향후 연구방향이 논의되었다.

The study of narcissism, unethical pro–organizational behavior and organizational deviance : 나르시시즘이 비윤리적 친조직 행동 및 일탈 행동에 미치는 영향에 관한 연구

Munisa, Toirova 경북대학교 대학원 2019 국내석사

나르시시즘 분야의 연구는 자아도취적 개인이 윤리적으로 문제의 소지가 있는 행동에 관여되어 있음을 강조하였다. 그러나 기존의 연구는 이러한 행동이 조직의 복지를 보호하기 위해 행해지는 것인지, 개인의 이익을 보호하기 위한 목적으로 행해지는 것인지에 대해 다루지 않았다.본 연구의 목적은 나르시시즘과 비윤리적 친조직 행동과의 관계 그리고 나르시시즘과 조직이탈 사이의 관계를 조사하는 것이다. 또한 직위동기가 나르시시즘과 비윤리적 친조직 행동 사이의 관계를 매개하는지를 확인할 것이다.우즈베키스탄의 여러 기업에서 종사하는 직원 200명(여성117명, 남성 83명)이 조사에 참여하였다. 본 연구 결과에 따르면, 나르시시즘은 개인들로 하여금 비윤리적 친조직 행동과 조직 이탈을 하게 하였다. 또한 직위동기가 나르시시즘과 조직이탈 사이의 관계를 매개하였다.본 연구는 나르시시즘과 비윤리적 행동, 특히 비윤리적 친조직 행동 분야의 연구에 기여한 다. 본 연구는 이러한 나르시시즘의 경우에, 성격 특성이 비윤리적 친조직 행동에 관여하는 종업 원의 의지에 상당한 차이가 있다는 것을 설명할 수 있다는 것을 보여주었다. Research in the area of narcissism emphasized the narcissistic individuals engage in morally questionable behavior. However, the research did not cover the question of whether these acts are done to protect the welfare of organization or done with the purpose of protecting individuals benefit. The purpose of current research is to examine the relationship between narcissism and unethical pro-organizational behavior and narcissism and organizational deviance. Moreover, to test whether status striving will mediate the relationship between narcissism and unethical pro-organizational behavior. 200 employees (117 females, 83 males) from various companies in Uzbekistan participated in survey. According to the results of the research, narcissism leads individuals to engage in unethical pro-organizational behavior and organizational deviance. Moreover, status striving mediates the relationship between narcissism and organizational deviance. This study contributes to research in the field of narcissism and unethical behavior, especially unethical pro-organizational behavior. Research demonstrated that personality characteristics, in this case Narcissism, could explain significant variance in employee willingness to engage in unethical pro-organizational behavior. Narcissism, unethical pro-organizational behavior, organizational deviance, status striving.

(The) Impact of Authentic Leadership on Innovative Behavior : Focusing on the Mediating Effects of Organizational Justice, Psychological Safety and the Moderating Effects of Power Distance Orientation

정병창 경희대학교 대학원 2023 국내박사

Abstract The Impact of Authentic Leadership on Innovative Behavior: Focusing on the Mediating Effects of Organizational Justice, Psychological Safety and the Moderating Effects of Power Distance Orientation By Chung ByungChang Doctor of Philosophy in Business Administration Graduate School of Kyung Hee University Advised by Dr. Jeong JaeSeok This study investigated the relationship between authentic leadership and innovative behavior focusing on the mediating effects of Organizational Justice, Psychological Safety and the moderating effects of Power Distance Orientation. A research model was developed, and a hypothesis established for the relationship between each variable based on theoretical considerations. Subsequently, the operational definition of variables required for empirical analysis, development of measurement tools, and quantitative surveys were conducted. A total of 350 people from various industries of domestic companies in the Incheon, Gyeonggi and Seoul areas were surveyed, and data were collected and used from 295 people. The survey used a web-based questionnaire system, and the analysis sought to test the validity of the survey using SPSS 25.0 and AMOS 25.0, and the hypothesis using PROCESS Macro 3.0. The most commonly used statistical packages in the social sciences, SPSS 26.0, AMOS 26.0, and PROCESS Macro 3.0 were used to analyze the data. Combining the theoretical explanations and empirical research results, it was possible to judge the authentic leadership of leaders as a major variable that can predict the innovative behavior of members. In addition, it was verified that organizational justice and psychological safety, which are considered as dependent variables of authentic leadership and independent variables of innovative behavior, act as mediating roles between authentic leadership and innovative behavior. The significance of the study can be found in that the relationship between these variables has been verified by the manifestation mechanism of new innovative behaviors that have not been identified.

조직문화가 조직몰입과 조직시민행동에 미치는 영향

박광하 중앙대학교 대학원 2022 국내석사

Today, organizations and companies are focusing on organizational culture to promote sustainable growth by emphasizing communication within the organization and removing risk factors in advance. In particular, to increase the competitiveness and efficiency of public enterprises, human resource management policies are being introduced to operate mainly on capabilities using organizational culture as a means. Organizational culture has a direct and positive effect on the relationship with organizational citizenship behavior, which could affect the thinking and behavior of organizational members. Moreover, organizational culture has an indirect effect in that organizational citizenship behavior can be derived from it again. Therefore, organizational culture is one of the important antecedents of organizational citizenship behavior and is also a variable that affects the attitudes and behaviors of organizational members. Therefore, the purpose of the study was to confirm whether the direct and indirect influence relationship between organizational culture, organizational citizenship behavior, and organizational commitment in government appears similar to the results of previous studies. The study verified the mediating role of organizational commitment in the relationship between organizational culture and organizational commitment, and secondly, in the relationship between organizational commitment and organizational citizenship behavior. Thirdly, in the relationship between organizational culture and organizational citizenship behavior. The contactless survey was conducted among the members of government offices in Seoul and Gyeonggi Province. A total of 202 responses were used for the final analysis. When the research results were summarized, all hypotheses were partially accepted. According to the result of Hypothesis 1-1 (organizational culture will be related to Affective Commitment), market culture among sub-items of organizational culture had a significant negative (-) effect on affective commitment. Hypothesis 1-2 (Organizational culture will be related to the continuous commitment of organizational commitment) showed that community culture and hierarchy culture had a significantly positive (+) effect on continuousness commitment. Hypothesis 1-3 (Organizational culture will be related to normative commitment of organizational commitment. It confirmed that market culture had a significant negative (-) effect on normative commitment, and Hypothesis 1-4 of organizational culture (organizational culture will be related to organizational commitment) had a significantly positive (+) effect on the entire organizational commitment to community culture Affective commitment, among the items of organizational commitment, was found to have a statistically significant positive (+) effect on all items of organizational citizenship behavior, such as altruism (Hypothesis 2-1), conscientiousness (Hypothesis 2-2), sportsmanship (Hypothesis 2-3), courtesy (Hypothesis 2-4), citizenship (Hypothesis 2-5), and overall organizational citizenship behavior (Hypothesis 2-6). The verification results of Hypothesis 3(organizational commitment will have a mediating effect on the relationship between organizational culture and organizational citizenship behavior) about the mediating effect of organizational commitment are as follows. It was confirmed that the continuous commitment of organizational commitment had a statistically significant partial mediating effect on the relationship between the hierarchical culture of organizational culture and the altruism of organizational citizenship behavior. It was found that there was a full mediating effect in the relationship between conscientiousness, citizenship, and organizational citizenship behavior as a whole. In particular, the affective commitment of organizational commitment clearly showed an effect through the mediation of organizational commitment in the relationship between the hierarchy culture of organizational culture, the conscience of organizational citizenship behavior, and the entire organizational citizenship behavior. However, Hypothesis 3 was also partially adopted as a result due to variables that did not meet the statistical level. In this study, factors affecting the organizational commitment of public office workers at a statistically significant level were classified into personal and organizational levels, and comprehensively examined and analyzed. In particular, by identifying the role of organizational commitment as a parameter of organizational citizenship behavior, improvements and positive changes are needed in more diverse ways than now in managing the organization. The study is meaningful in that it attempted an approach to promote organizational citizenship behavior in a way that can contribute. The results derived from this study will establish a desirable organizational culture at the overall level considering rapidly changing environmental changes inside and outside companies and organizations and the acceptance of organizational members’ values. Also, it will provide academic and practical implications for improving organizational effectiveness by inducing organizational citizenship behavior. 오늘날 조직과 기업들은 조직 내부에서의 소통을 강조하고, 위험 요소를 사전에 제거함으로써 지속 가능한 성장을 도모하기 위해서 조직문화에 집중하고 있다. 특히, 공기업의 경쟁력과 효율성을 높이기 위해서 조직문화를 수단으로 삼아 능력 위주로 운영하기 위해 인적자원 관리정책이 도입되고 있다. 조직문화는 조직시민행동과의 관계에서 보면, 직접적이면서 동시에 긍정적인 영향을 미치기도 하는 것으로, 조직문화는 조직구성원의 사고와 행동에 영향을 줄 수 있다. 뿐만 아니라 조직문화는 다시 조직시민행동으로 발현될 수 있다는 점에서 간접적인 영향도 미친다. 따라서 조직문화는 조직시민행동의 중요한 선행요인의 하나가 되는 것이고, 조직구성원이 가지는 태도 및 행동에 영향을 주는 변수이기도 한 것이다. 이에 본 연구에서는 조직문화와 조직시민행동, 그리고 조직몰입 간에 형성되는 직·간접적 영향 관계가 관공서라는 조직에서도 선행연구들의 결과와 유사하게 나타나는지를 확인하는 것에 목적을 두었다. 연구는 크게 첫째, 조직문화와 조직몰입의 관계 둘째, 조직몰입과 조직시민행동의 관계 셋째, 조직문화와 조직시민행동의 관계에서 조직몰입의 매개역할에 관한 검증으로 진행되었고, 서울 및 경기 지역 소재 관공서에 종사하는 구성원을 대상으로 비대면 설문조사로 이루어졌다. 총 202개의 응답이 최종 분석에 사용되었고, 연구결과를 정리하면 모든 가설은 부분 채택 되었다. 가설 1-1(조직문화는 조직몰입의 정서적몰입과 관계가 있을 것이다.)의 결과를 보면, 조직문화의 하위항목 중 시장문화는 정서적몰입에 유의미한 부(-)의 영향을 미쳤고, 가설1-2(조직문화는 조직몰입의 지속적몰입과 관계가 있을 것이다.)는 공동체문화와 위계문화가 지속적몰입에 유의미한 정(+)의 영향을 미쳤다. 가설1-3(조직문화는 조직몰입의 규범적몰입과 관계가 있을 것이다.)은 시장문화가 규범적몰입에 유의미한 부(-)의 영향을 미쳤고, 조직문화의 마지막 가설1-4(조직문화는 조직몰입과 관계가 있을 것이다.)는 공동체 문화에서 조직몰입 전체에 유의미한 정(+)의 영향을 미치는 것으로 확인 되었다. 조직몰입의 항목 중 정서적몰입은 조직시민행동의 항목인 이타주의(가설2-1), 양심성(가설2-2), 스포츠맨십(가설2-3), 예의(가설2-4), 시민의식(가설2-5) 그리고 조직시민행동 전체(가설2-6)모두에서 통계적으로 유의미한 정(+)의 영향을 미치는 것으로 확인 되었다. 조직몰입의 매개효과에 대한 가설 3(조직문화와 조직시민행동과의 관계에서 조직몰입은 매개효과를 가질 것이다)의 검증 결과는 다음과 같다. 조직몰입의 지속적몰입은 조직문화의 위계문화와 조직시민행동의 이타주의와의 관계에 통계적으로 유의한 부분매개효과가 있는 것으로 확인되었고, 조직몰입의 정서적몰입은 조직문화의 위계문화와 조직시민행동의 양심성, 시민의식, 그리고 조직시민행동 전체의 관계에서 완전매개효과가 있는 것으로 나타났다. 특히, 조직몰입의 정서적몰입은 조직문화의 위계문화와 조직시민행동의 양심성, 조직시민행동 전체와의 관계에서 조직몰입의 매개를 통한 효과가 확실하게 있음을 나타내었다. 단, 통계적인 수준을 충족하지 못한 변수들 때문에 가설3도 결과적으로는 부분 채택 되었다. 본 연구에서는 관공서 근무자들의 조직몰입에 통계적으로 유의한 수준에서 영향을 미치는 요인들을 개인적 차원과 조직적 차원으로 구분하여 총체적으로 살펴보고, 분석하였다. 특히, 조직시민행동에 미치는 매개변수로서의 조직몰입의 역할을 규명함으로써 조직을 관리함에 있어 지금보다 다양한 방식으로의 개선 및 긍정적 변화가 필요하고, 이를 통해 조직에 대한 구성원들의 조직몰입도를 높여 조직에 기여할 수 있는 방향으로 조직시민행동을 증진시키기 위한 접근을 시도했다는 점에서 연구 의의가 있다고 하겠다. 본 연구로부터 도출된 결과는 오늘날 급변하고 있는 기업 및 조직 내외부의 환경적 변화와 조직구성원의 가치 수용을 고려한 총체적 수준에서 바람직한 조직문화를 정착시키고, 조직시민행동을 유도하여 조직효과성을 향상시키기 위한 학문적이고, 실무적인 시사점을 제공하게 될 것이다.

조직공정성이 종업원의 조직시민행위에 미치는 영향에 대한 연구 : 조직몰입의 매개효과를 중심으로

WANG LEI 경희대학교 대학원 2023 국내석사

최근 몇 년 동안, 조직의 발전에서 사람의 역할은 끊임없이 대두되고 있다. 사람과 관련된 조직의 공평성, 조직시민행위 등은 오늘날 학자들이 연구하는 뜨거운 문제 중 하나가 되었다. 현재 조직과 조직 간의 경쟁은 주로 인재의 경쟁이라고 할 수 있다. 기업이 건강하고 지속적인 발전을 이루기 위해서는 공정하게 건설된 조직이어야 하며, 인재를 보유하고, 약속을 잘 지키고, 직원들이 많은 역할과 맡지 않은 역할까지도 할 수 있도록 장려해야 한다. 기업은 직원들이 일반적인 업무에서 하는 행동이 조직에 유리할 때에만 치열한 경쟁 환경에서 기업의 발전에 적합한 전략을 빨리 찾을 수 있다. 조직의 공정성과 시민행위 사이의 관계에 대한 연구는 모두 큰 가치가 있으며, 조직의 발전에 중요한 의의가 있다. 본 논문의 연구 대상은 기업의 직원으로, 연구에 조직몰입이라는 중개 변수를 도입하고, SPSS 분석 방법을 사용하여 둘 사이의 관계를 논증한다. 본 연구는 모두 다섯 부분으로 구성되어 있다. 제1장은 서론으로, 이 장에는 논문의 배경과 목적, 연구 내용 및 연구 방법이 포함되어 있다. 제2장은 주로 이전의 연구를 정리하여 본 논문의 연구의 기초를 다지다. 제3장은 모델을 구축하고 가설을 제시하고 분석을 진행한다. 그리고 답이 같거나 불완전한 설문지 답변을 제외한 유효 데이터를 보존하고, SPSS 21 를 이용하여 분석한다. 제5장은 본 연구를 총결하여 이전 연구 결과와 다른 점을 도출하고, 이러한 차이의 원인을 분석하고, 조직공정성, 조직몰입 및 조직시민행동에 영향을 미치는 주요 요인이 무엇인지 분석해 목표 대책을 제시한다. 그리고 조직이 직원들에게 더 많은 조직시민행위를 지원할 수 있도록 한다. 마지막으로, 앞으로 이 과제에 대해 심도 있는 연구를 할 수 있도록 본 연구의 한계를 파악한다. 본 연구에서 존재하는 부족을 이끌어 낸다. 본 연구는 분석을 거쳐 다음과 같은 결론을 얻어냈다. (1) 조직공정성은 조직시민행위에 긍정적인 영향을 미친다. 조직의 문화, 업무 분위기가 비교적 좋으면 직원들에게 공정하고 차별받지 않는 느낌을 줄 수 있다. 따라서 직원들은 조직에서 더 적극적이고, 자진해서 자신의 업무 책임 범위 밖의 일을 하고, 더 많은 조직 시민 행위를 보여줄 수 있다. (2) 조직몰입의 각 차원과 조직시민행위 사이에는 긍정적인 관계가 있다. 그동안의 연구에서 조직공정성과 조직몰입이 조직시민행위에 어느 정도 영향을 미친다는 사실이 밝혀졌다. 하지만 조직공정성이 조직시민행위에 미치는 영향은 조직몰입이 조직시민행위에 미치는 영향보다 더 컸다. 따라서 조직공정성은 직원의 업무 태도에 영향을 미치는 핵심 요소라고 할 수 있다. (3) 조직공정성과 조직몰입은 또한 긍정적인 관계이다. 조직의 문화가 직원들을 공정하게 만든다면 직원들은 조직에 더 많은 신뢰를 갖고 의지하게 될 것이다. 이에 따라 직원들의 조직에 대한 자발적 몰입도 높아질 것이다. (4) 조직공정성은 조직몰입을 매개하여 종업원의 조직시민행위에 정(+)의 영향을 미친다. 이전 연구에서 조직공정성은 조직시민행위에 직접적인 영향을 미치는 것으로 밝혀졌지만, 본 연구에서 조직몰입이라는 중개 변수를 가입한 결과 조직공정성이 조직시민행위에 미치는 영향이 증가한 것으로 밝혀졌다. In recent years, the role of people in organizational development has been increasingly prominent, and organizational justice and organizational citizenship behavior related to people have become one of the hot issues studied by scholars today. At present, the competition between organizations is mainly the competition of talents. If an enterprise wants to achieve healthy and sustainable development, it must promote the fair construction of the organization, reserve talents, improve the commitment of the organization, and encourage employees to take more actions within and outside the role. Only when the behavior of employees in their daily work is beneficial to the organization can enterprises quickly find a strategy suitable for their own development in the fierce competitive environment. The research on the relationship between organizational justice and civic behavior is very valuable and of great significance to the development of organizations. The research object of this paper is the employees of enterprises, and the intermediary variable of organizational engagement is introduced in the research, and the relationship between them is demonstrated by SPSS analysis method. This study consists of five parts. The first chapter is introduction, which includes the background, purpose, research contents and research methods. The second chapter mainly sorts out the previous research and lays the foundation for the research of this paper. The third chapter constructs the model, puts forward the hypothesis and analyzes it. Firstly, the invalid questionnaires with the same or incomplete answers are eliminated, and valid data are kept, and SPSS21 is used for analysis. The fifth chapter summarizes this research, draws the differences from previous research results, analyzes the reasons for this difference, analyzes the main factors affecting organizational justice, organizational input, and organizational citizenship behavior, and puts forward the target countermeasures to provide more organizational citizenship behavior support for employees. Finally, in order to look forward to the in-depth study of this topic in the future, it leads to the shortcomings in this study. After analysis, this study draws the following conclusions. (1) Organizational justice has a positive impact on organizational citizenship behavior. If the organization's culture and working atmosphere are good, and employees can give people a sense of fairness and non-discrimination, then employees can do things outside their job responsibilities more actively and actively in the organization, showing more organizational citizenship behavior. (2) There is a positive relationship between organizational immersion and organizational citizenship behavior. It is found that organizational justice and organizational input have certain influence on organizational citizenship behavior, but organizational justice has greater influence on organizational citizenship behavior than organizational input. Therefore, it is said that organizational justice is the key factor affecting employees' work attitude. (3) Organizational justice and organizational input also have a positive relationship. If the organization's culture makes employees fair, employees will have more trust and dependence on the organization, so their investment in the organization will also increase. (4) organize fair and open organizational investment, which affects employees' organizational citizenship behavior. Previous studies have found that organizational justice has a direct impact on organizational citizenship behavior, but in this study, organizational input is added as an intermediary variable, and the results show that the impact of organizational justice on organizational citizenship behavior has increased.

중국 국유기업에 리더-구성원 교환관계(LMX)가 조직시민행동에 미치는 영향 : 임파워먼트의 매개효과를 중심으로

장임원 전북대학교 일반대학원 2017 국내석사

With the process of reform and opening-up, China's economy is developing rapidly. Some great changes have taken place in Chinese industrial structure. Meanwhile, the market competition also became fiercer. In order to adapt to the rapidly changing marketing environment, some organizations began to constantly explore a new leadership. In addition, under the current marketing environment not only merely in-role, extra-role which beyond the job (Organizational Citizenship Behavior) from employees is also the necessity for organizations' survive. In other words, organizational citizenship behavior is vital to the growth and survival of an organization. Researchers with this view point have been involved with verifying the various leadership styles which influence the Organizational Citizenship Behavior. Intended purposes of this study are to analyze the effect of Leader-member Exchange Leadership on the Organizational Citizenship Behavior and to demonstrate whether the Empowerment mediates the relationship between Leader-member Exchange Leadership and Organizational Citizenship Behavior. To verify whether the hypothesis of this study is correct or not, 250 questionnaires were written and distributed to people. There are 230 questionnaire replies, but 201 of them are available for analysis. The results of the study are as follows: First, Leader-member Exchange Leadership has a positive impact on the Empowerment effect. Second, Leader-member Exchange Leadership has a positive impact on Organizational Behavior for Individual. Third, Leader-member Exchange Leadership has a positive impact on Organizational Behavior for Organization. Fourth, the Empowerment effect supports a mediating role in the relationship of Leader-member Exchange Leadership and Organizational Behavior for Individual. These findings show that it is necessary to introduce the theoretical and practical implications of Leader-member Exchange Leadership, Organizational Behavior for Individual, Organizational Behavior for Organization, and Empowerment to adapt the current marketing environment as well as promote organizations’ development. In addition, be a basis proposal for future research. 중국의 경제는 대외 교류로 인해 수많은 서구 문화와 다양한 기업을 수용하고, 발전시켰다. 이러한 급속도로 발전하고 있는 경제 환경을 적응하기 위하여 독특한 유가사상과 강력한 응집력을 가지고 있는 중국 국유기업은 다양한 리더십을 추구해야 한다. 또한 오늘날은 글로벌 경쟁시대이며, 경제의 세계화, 전문화, 정보화 등이 급속하게 발전하고 있다. 이러한 환경 속에서 기업이 목표를 달성하고 생존하기 위해서는 구성원들의 공식적인 역할 내 행동에만 의존하면 불가능하다. 따라서 조직구성원들의 자발적인 역할 외 행동, 즉 조직시민행동이 요구되고 있다. 조직시민행동 이론이 발표된 시점부터 현재까지 조직시민행동에 관한 선행요인을 밝히려는 연구들은 많이 이루어져 왔다. 그 중 리더-구성원 교환관계 리더십이 조직시민행동에 유효한 영향을 미친다고 보고되어 왔다. 본 연구는 리더-구성원 교환관계가 중국 국유기업 구성원들의 조직시민행동에 미치는 영향을 분석하고자 하며, 리더-구성원 교환관계와 조직시민행동 간의 관계에서 임파워먼트의 매개역할이 있는지를 규명하고자 한다. 본 연구의 가설을 검증하기 위하여 총 250부의 설문지를 직접 배포하였다. 그 중 230부의 설문지를 회수되었고 성실한 응답을 보인 201부를 통계분석에 사용하였다. 본 연구의 분석 결과를 요약하면 다음과 같다. 첫째, 리더-구성원 교환관계는 임파워먼트에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 리더-구성원 교환관계는 개인지향 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 리더-구성원 교환관계는 조직지향 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 넷째, 임파워먼트는 리더-구성원 교환관계와 개인지향 조직시민행동 간에 부분매개 역할을 하는 것으로 나타났다. 이러한 결과를 바탕으로 본 연구에서는 리더-구성원 교환관계, 구성원들의 조직시민행동과 임파워먼트의 관계를 규명하여 기업이 구성원들을 효과적으로 관리하기 위한 시사점을 얻고자 한다.