Analyzing the Effects of Public Employees’ Perceived Organizational Support on their Public Service Attitude in U.S. Federal Agencies

정진우,이지한 한국정책분석평가학회 2014 政策分析評價學會報 Vol.24 No.4

Perceived organizational support theory suggests that employees’ positive perception of their organization is positively related to their work attitudes. While the recent literature acknowledges the importance of organizational role on public service motivation(PSM), little is known about how public employees’ perception of organizational support affects their PSM. This study aims to examine how an employee’s perception of organizational support(POS) affects his/her public service attitude in the U.S. federal agencies. Specifically, this study focuses on a dimension of the adaptation and socialization mechanism on PSM between opposing views on the emergence of PSM: organizational factors (i.e., perceived organizational support) that affect employees’ public service attitude in the U.S. federal agencies. Using the 2012 Federal Employee View Point Survey (FEVS) data, this study finds that federal employees’ public service attitude is strongly associated with their perceived organizational support.

연구논문 : 헤어미용실 종사자의 셀프리더십과 조직몰입 관계에서 조직후원인식의 매개효과 분석

오혜광 ( Oh Hye Kwang ),윤천성 ( Youn Chun Sung ) 한국미용학회 2015 한국미용학회지 Vol.21 No.1

This study attempted to investigate the effects of self-leadership on organizational commitment and to determine if the Perceived Organizational Support (POS) mediates the relationship between the two variables through empirical analysis. For this, a questionnaire survey was conducted on a total of 152 employees of the ‘A’ beauty salon chain in Seoul, Incheon and Gyeonggi. The survey resultsfound that the employees’ self-leadership had a positive effect on organizational commitment and POS with statistical significance, and the POS also had a positive effect on organizational commitment. In addition, the empirical analysis found that self-leadership and POS are important variables for the effects of organizational commitment, and the POS plays a mediaself-leadershipting role between selfleadership and organizational commitment. The study results revealed the following: Even though it is important to support employees to freely display their motivation to enhance beauty salon workers’ organizational commitment, the organization should take interest in itsemployees’ welfare and give active support to them to further improve the POS. It would appear that if turnover rates or turnover intention can be lowered through the improvement of organizational commitment, the costs for the supply, demand and maintenance of skilled employees could be reduced, which would in turn generate more revenue. Lastly, limitations and future work are discussed.

Analyzing the Effects of Public Employees’ Perceived Organizational Support on their Public Service Attitude in U.S. Federal Agencies

Jin woo Jeong,Ji Han Lee 한국정책분석평가학회 2014 政策分析評價學會報 Vol.24 No.4

Perceived organizational support theory suggests that employees’ positive perception of their organization is positively related to their work attitudes. While the recent literature acknowledges the importance of organizational role on public service motivation(PSM), little is known about how public employees’ perception of organizational support affects their PSM. This study aims to examine how an employee’s perception of organizational support(POS) affects his/her public service attitude in the U.S. federal agencies. Specifically, this study focuses on a dimension of the adaptation and socialization mechanism on PSM between opposing views on the emergence of PSM: organizational factors (i.e., perceived organizational support) that affect employees’ public service attitude in the U.S. federal agencies. Using the 2012 Federal Employee View Point Survey (FEVS) data, this study finds that federal employees’ public service attitude is strongly associated with their perceived organizational support.

연구논문 : 개인혁신행동의 선행요인과 POS의 매개효과에 관한 연구

이도형 ( Do Hyung Lee ),이승희 ( Seung Hee Lee ) 한국인적자원관리학회 2012 인적자원관리연구 Vol.19 No.2

조직이 경쟁에서 살아남고 성장하기 위해서는 구성원의 혁신행동이 필수적이다. 이러한 조직구성원의 혁신행동은 조직의 혁신으로 이어지게 되어 결과적으로 조직이 성장하고 발전하게 될 것이다. 하지만, 혁신에 대한 연구는 기업이나 공공기관 등 조직을 대상으로 한 연구가 대부분인 반면에 개인의 혁신행동에 관한 연구는 아직까지 많이 부족한 편이다. 조직의 혁신을 이루기 위한 선행요건이 구성원들의 혁신행동이기 때문에 조직이 혁신적이 되기 위해서는 구성원들의 혁신행동을 이끌어낼 수 있는 선행요인에 대한 연구가 매우 중요하다. 이에 본 연구에서는 개인 고유의 특성변수인 창의성과 조직 구성원으로서의 특성변수로서 리더-구성원 교환관계(LMX: Leader-Member Exchange), 조직지원인식(POS: Perceived Organizational Support)이 개인의 혁신행동에 미치는 영향을 실증 분석하였다. 또한 이들 사이의 관계에서 조직지원인식의 매개변수로서의 역할을 측정하였다. 실증분석 결과 LMX는 개인혁신행동에 직접적인 영향을 미치지 못하였지만. POS를 통한 간접효과가 검증되었다. 즉, POS는 LMX와 개인혁신행동사이에서 완전매개역할을 하는 것으로 밝혀졌다. 개인의 창의성은 POS와 개인혁신행동에 통계적으로 유의한 영향을 미치는 것으로 나타났으며. POS는 그들의 관계에서 부분매개역할을 하며, POS 또한 개인의 혁신행동의 선행요인으로 나타났다. 결론적으로 LMX, 개인의 창의성, POS는 개인혁신행동을 유발할 수 있는 요인이며, 이들의 관계에서 결국 개인의 혁신행동으로 이어지기 위한 매개체로써의 역할을 POS가 수행하고 있다는 점을 시사해 주고 있다. All organizations need the innovation of members composing an organization. The innovation of members of an organization can be said to be an basic item leading the innovation of organizations(Scott & Bruce, 1994; Kanter, 1988). However, most research on innovation targeted companies or organizations and research on innovativiveness behavior of individuals is not actively conducted yet. This study identified how independent variables such as LMX (leader-member exchange) and creativity affect POS(perceived organizational support) and individual innovativeness behavior. This research also analyzed the mediating effect of POS the relationship between them. The findings of this study showed that LMX did not affect individual innovate behavior. However it turned out that LMX have a positive influence on POS (Perceived Organizational Support), It have significant positive impact on individual innovate behavior through POS. Next, it turned out that creativity have a positive influence on POS. Also, it have significant positive impact on individual innovate behavior.

조직후원인식 (POS) 의 선행연구 고찰

김동산,정종태,DongSan Kim,JongTae Jeong 대한리더십학회 2013 리더십연구 Vol.4 No.2

본 연구는 조직후원인식 (POS) 에 대한 선행요인 , 결과요인 , LMX 와의 관계 , 한계점을 고찰하여 향후 POS 의 연구방향 제시하고 이론적 , 실무적 시사점을 제시하고자 한다 . 연구결과를 요약하면 POS 를 향상시키기 위하여 수단적 측면 ( 예 : 금전적 제도 ) 뿐만 아니라 정서적 측면 ( 예 : 리더십 ) 이 결과적으로 조직 유효성을 증대시키는 중요한 역할을 한다 . 특히 , 본 연구에서는 Rhoades & Eisenberger(2002) 의 메타 분석 (meta-analysis) 결과와 국내외에서 연구되었던 조직후원인식에 대한 선행연구들 을 고찰하였다 . 이들 연구에 대한 분석을 기초로 하여 POS 가 선행변수 , 매개변수 ,결과변수로 연구된 경우를 분석하여 향후 조직후원인식의 새로운 연구주제와 방향 ,그리고 연구의 한계점을 제시하였다 . 기존의 연구결과에 의하면 , 자율 , 승진기회 , 역할 갈등 등 개인들의 직무 및 작업 환경에 대한 경험 혹은 인식들이 조직후원인식의 중요한 선행 변수들로서 제시 되었다 . 절차적 공정성 , 상사와의 좋은 관계 , 동료의 지지 , 고용안정 , 참여 등도 POS 에 영향을 미치는 것으로 나타났다 . 또한 LMX 와 POS 는 상사에 대한 호의적인 행동측면과 긍정적인 상관관계를 나타내고 있으며 , 특히 리더십이론과 POS 간의 선 행연구가 매우 미흡하며 POS 의 측정도구의 타당성에 대한 추가적인 연구노력이 필요하다 . 마지막으로 POS를 개인 ( 상사 ) 차원 , 시스템차원 , 조직문화 차원의 3 가지 관점에서 향후 연구자들이 구분하여 연구할 필요성이 있다 . The purpose of this study is to suggest possible directions for the future POS research and theoretical and practical implications. In order to improve POS, not only financial systems but also emotional aspects(eg, leadership) play important roles in increasing organizational effectiveness. This study examines the result of Rhoades & Eisenberger(2002)'s meta-analysis and proceeding studies on Perceived Organizational Support researched in korea and other countries. It also discusses Perceived Organizational Support's research topics and directions for the future investigation by analyzing how POS has been studies as independent variable, intervening variable, and dependent variable. According to previous researches, the experiences or recognition of work environment, autonomy, promotion opportunities, and role conflict have been presented as major independent variables of POS. Furthermore, fairness in procedure, good relationship with the boss, support of coworker, safety of employment, participation were also some of the major variables. Moreover, through the analysis of proceeding studies with LMX, POS shows the relationship with agreeable behavior towards the boss LMX and POS's effect on work satisfaction should be noted. In addition, POS has a high correlation with the motivation and performance of clerks and more research is needed.

The Impact of Value Inclination of SME Members on Organizational Citizenship Behavior: Focusing on the Role of Job Satisfaction and Perceived Organizational Support

Hee-Sung KIM,In-Gi HONG,Hoe-Chang YANG 한국유통과학회 2019 The Journal of Industrial Distribution & Business( Vol.10 No.7

Purpose – The purpose of this paper is to find out a range of cues that trigger employees to willingly make efforts for corporate development in small and medium enterprises. This was determined by assessing the effects of employees' value inclination on their job satisfaction and organizational citizenship behavior as well as how they perceived their organizational support. Research design, data, and methodology – A total of 126 valid questionnaire sheets collected from SME employees were analyzed with SPSS 24.0 and AMOS 24.0 involving simple regression analysis, multiple regression analysis, hierarchical moderated regression analysis and 3-step mediated regression analysis. Results – The analyses highlighted employees’ personal value inclination had positive effects on their job satisfaction, which in turn enhanced their organizational citizenship behavior. Meanwhile, individualist and collectivist inclination exerted greater effects on job satisfaction and organizational citizenship behavior, respectively. The study also revealed that perceived organizational support moderated the relationship between job satisfaction and organizational citizenship behavior. Conclusion – Hence, CEOs in SMEs should avert any dichotomous analysis of their employees’ value inclination, respect their personal value inclinations and also apply factors that could raise their job satisfaction. Likewise, it was shown that SME employees need to make personal efforts for organizational development.

조직지원 및 상사지원에 대한 인식이 비서의 직무태도에 미치는 영향에 관한 연구

김지현(Kim, Ji-Hyun),최애경(Choi, Ae-Kyung) 한국비서학회 2014 비서·사무경영연구 Vol.23 No.1

조직시민행동, 상사지원인식, 조직지원인식, 정서적 몰입은 조직의 성과 및 구성원의 태도에 영향을 주는 중요한 요소이다. 특히 비서학에서는 조직원들의 상사와 조직에 대한 인식에 관한 연구들이 다수 이루어져 왔으나 정서적 몰입에 대한 연구는 거의 행해지지 않았다. 따라서 이 연구의 목적은 조직과 상사의 지원에 대한 인식이 비서의 직무태도(조직시민행동, 이직의도)에 미치는 영향에 관하여 알아보고, 이 변수들 사이의 관계에 정서적 몰입의 매개효과를 분석하는데 그 목적이 있다. 현직 비서 162명의 응답을 바탕으로 다중회귀분석, 단순회귀분석, 3단계 매개회귀분석기법을 사용하여 가설을 검증하였다. 연구결과, 비서의 조직지원인식은 조직시민행동에 유의미한 영향을 주지만, 상사지원인식은 조직시민행동에 유의미한 영향을 주지 않는 것으로 나타났다. 조직지원인식은 이직의도에 유의미한 영향을 주지 않고, 상사지원인식은 이직의도에 유의미한 영향을 주는 것으로 나타났다. 지원인식(조직지원인식, 상사지원인식)은 정서적 몰입에 유의미한 영향을 주었고, 정서적 몰입도 조직시민행동, 이직의도에 유의미한 영향을 주는 것으로 나타났다. 또한 정서적 몰입은 지원인식(조직지원인식, 상사지원인식)과 조직시민행동, 이직의도와의 관계에서 매개 역할을 하는 것으로 나타났다. 즉 정서적 몰입은 지원인식에 영향을 받으며, 조직시민행동, 이직의도에 영향을 준다는 점과, 지원인식과 조직시민행동, 이직의도 와의 관계에서 정서적 몰입이 매개 역할을 하는 것으로 나타났다. 본 연구를 통해 조직지원인식과 상사지원인식은 표면적으로 인식하기 어렵고 구성원들이 조직과 외부에 표현하기 어려운 점이 있어 이에 대한 조직과 상사의 정서적인 공감 및 지원의 필요성을 밝혀내었다는 데에 의의가 있다. The purpose of this study was to examine the relationship between perceptions of organizational and supervisor supports and job attitudes (Organizational Citizenship Behavior and turnover intention), followed by analysis of the effects of Affective Commitment on the above relationship. To verify the hypotheses, 162 responses were analyzed by using multiple regression analysis, simple regression analysis and three-level mediation regression analysis. In the results, POS (Perceived Organizational Support) of a secretary was shown to significantly affect OCB (Organizational Citizenship Behavior) whereas PSS(Perceived Supervisor Support) did not. POS did not have a meaningful impact on turnover intention while PSS did. Further, perceived support (POS, PSS) significantly affected AC (Affective Commitment) whereas AC had a meaningful effect on both job OCB as well as turnover intention. In addition, AC was shown to play a mediating role in the relationship between perceived support (POS, PSS) and OCB as well as turnover intention. The results of this study first elucidated the necessity of emotional sympathy and supports from both organization and supervisor. Second, the study investigated the relationship between perceived supports and job attitude and these are influenced by AC, and perceived supports. In conclusion, AC and job attitudes are mutually connected.

리더-구성원 교환관계가 조직 구성원의 혁신행동을 유발하는 메커니즘과 조직 내 지식공유 풍토

박수빈(Soobin Park),김선왕(Sunwang Kim) 연세대학교 경영연구소 2021 연세경영연구 Vol.58 No.3

본 연구에서는 리더-구성원 교환관계(LMX)가 혁신행동에 미치는 영향을 유기통합이론을 통해 설명하였으며, 이러한 관계 속에서 조직지원인식(POS)과 지식공유 풍토의 역할을 검증하고자 하였다. 또한, 사회교환이론을 바탕으로 LMX가 POS에 미치는 영향을 분석하였으며, 구성주의이론을 바탕으로 POS가 혁신행동에 미치는 영향을 검증하여 POS가 LMX와 혁신행동 간의 관계에서 메커니즘으로써의 역할을 확인하고자 하였다. 나아가 구성주의이론을 바탕으로 LMX가 POS를 통해 혁신행동에 영향을 미치는 일련의 과정에 대한 지식공유 풍토의 조절된 매개효과 역시 확인하고자 하였다. 국내 10개 기업에 종사하는 임직원 714명을 대상으로 설문조사를 실시하였으며, 이를 바탕으로 가설에 대한 검증을 실시하였다. 실증분석 결과, LMX는 혁신행동에 정(+)의 영향을 미치는 것으로 나타났다. 또한, POS가 LMX와 혁신행동 간의 관계를 긍정적으로 매개하는 것을 확인할 수 있었다. 연구 결과를 통해, 조직 구성원들은 LMX를 바탕으로 조직으로부터 받고 있는 지원으로 인식을 확장하며, 이는 조직 구성원의 혁신행동을 유발함을 확인하였다. 또한, 지식공유 풍토는 POS가 혁신행동에 미치는 정(+)의 영향을 강화하는 것으로 나타났다. 이는 지식공유 풍토를 통해 조직 구성원들은 다양한 지식을 얻을 수 있으며, 이를 통해 혁신행동이 증진될 수 있음을 의미한다. 반면, 지식공유 풍토는 LMX가 POS를 통해 혁신행동에 미치는 간접효과를 강화하지 못하는 것으로 나타났다. 이러한 분석 결과를 바탕으로 LMX, POS, 혁신행동, 지식공유 풍토에 대한 학문적, 실무적 시사점을 제시하였으며, 본 연구의 한계와 추가적인 연구 방향에 대해서 논의하였다. This study examined relationship between leader-member exchange(LMX) and innovative behavior through organic integration theory and the role of perceived organizational support(POS) and knowledge sharing climate embedded in this relationship. In addition, this study investigated the effect of LMX on POS based on social exchange theory and the effect of POS on innovation behavior based on constructivism theory in order to examine the mediating effect of POS. Furthermore, based on the constructivism theory, this study investigated the moderated mediating effects of knowledge-sharing climate on mechanism in which LMX affect innovation behavior through POS. A survey was collected from 714 employees in 10 companies to verify our hypothesis. The result showed that LMX had a positive effect on innovation behavior. Furthermore, POS positively mediated the relationship between LMX and innovation behavior. Research showed that based on LMX organizational members extended their perceptions to organization support which they received from organizations, which in turn triggers innovation behavior for organizational members. In addition, the knowledge-sharing climate reinforced the positive impact of POS on innovation behavior. This implied that organizational members can gain diverse knowledges and this promotes innovative behavior. However, knowledge-sharing climate did not reinforce indirect effect on innovation behavior through POS. Based on analysis, we presented academic and practical implications for LMX, POS, innovation behavior, and knowledge-sharing climate, and discussed the limitations of this study and further research directions.

The Impact of Value Inclination of SME Members on Organizational Citizenship Behavior: Mediating Effect of Job Satisfaction and Moderating Effect of Perceived Organizational Support

Hee-Sung KIM,In-Gi HONG,Hoe-Chang YANG 한국유통과학회 2018 KODISA ICBE (International Conference on Business Vol.2018 No.-

The purpose of this paper is to find out a range of cues that trigger employees to willingly make efforts for corporate development in small and medium enterprises by determining the effects of employees value inclination on their job satisfaction and organizational citizenship behavior as well as how they perceive their organizational support. A total of 126 valid questionnaire sheets collected from SME employees were analyzed with SPSS 24.0 and AMOS 24.0 involving simple regression analysis, multiple regression analysis, hierarchical moderated regression analysis and 3-step mediated regression analysis. The analyses highlighted employees’ personal value inclination had positive effects on their job satisfaction, which in turn enhanced their organizational citizenship behavior. Meanwhile, individualist and collectivist inclination exerted greater effects on job satisfaction and organizational citizenship behavior, respectively, whilst the perceived organizational support moderated the relationship between job satisfaction and organizational citizenship behavior. Hence, CEOs in SMEs should avert any dichotomous analysis of their employees’ value inclination, respect their personal value inclination and apply factors that could raise their job satisfaction. Likewise, SME employees need to make personal efforts for organizational development.

자기효능감과 임파워먼트가 간호사의 조직후원인식과 조직시민행동에 미치는 영향

김명숙,박영배 대한간호학회 간호행정학회 2008 간호행정학회지 Vol.14 No.3

Purpose: The purpose of this study was to identify the effects of self-efficacy and empowerment on perceived organizational support and organizational citizenship behavior of nurses. Method: The subjects of this study were 327 nurses who were working at seven hospitals. The data were collected by structured questionnaire from Feb. 12 to Mar. 5 of 2006. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression on SPSS/PC 12.0 program. Results: The mean score of self-efficacy was 3.75, empowerment was 3.68, perceived organizational support(POS) was 2.87, and organizational citizenship behavior(OCB) was 3.64. The POS had statistically significant differences according to position(F=3.207, p=.013). The self-efficacy and empowerment were positively correlated with POS and OCB. The self-efficacy(7.0%), meaning(8.5%), competency(12.4%), self-determination(1.9%), and impact(4.8%) explained 34.6% of the variance for POS. The self-efficacy(17.1%), meaning(1.0%), competency(2.8%), self-determination(3.2%), and impact(13.2%) explained 37.3% of the variance for OCB. Conclusion: The findings showed that self-efficacy and empowerment were important factors for enhancing POS and OCB in nursing organization. Therefore, the nurse manager must establish the strategies to improve the self-efficacy and empowerment of the nurses in order to promote the POS and OCB.