http://chineseinput.net/에서 pinyin(병음)방식으로 중국어를 변환할 수 있습니다.
변환된 중국어를 복사하여 사용하시면 됩니다.
- 中文 을 입력하시려면 zhongwen을 입력하시고 space를누르시면됩니다.
- 北京 을 입력하시려면 beijing을 입력하시고 space를 누르시면 됩니다.
RISS 인기검색어
- 검색키워드
- 저자 : 신이현 ( Yi Hyun Shin ) (검색결과 3 건)
- 무료
- 기관 내 무료
- 유료
-
조직구성원의 불공정성 지각이 직무관련 행동에 미치는 영향
신이현(Shin, Yi Hyun),박경규(Park, Kyung Kyu) 한국서비스경영학회 2012 서비스경영학회지 Vol.13 No.2
As organization members perceive that they are treated unfairly from their organizations or managers, they will manifest dissatisfaction. For this reasons, this study will examine the perceived unfairness of employee influences on organizational commitment and career commitment, and identify job attitude variables have an effect on organizational citizenship behaviors and counter-productive work behaviors. Also, when employees perceived of unfairness, it continues to the effects of organizational citizenship behaviors and counter-productive work behaviors. In this process, this study will determine mediating roles of attitude variables, organizational commitment and career commitment. This study conducted multiple regression analysis toward 239 employees in domestic corporations. The result is as follows. First, when members of organizations perceived that they were treated unfairness, this study shows that the attitudes toward organizational commitment and career commitment were negative effects. Second, organizational members who have positive attitudes to the organization such as organizational commitment and career commitment showed organizational citizenship behaviors, more positive behaviors to organization spontaneously even thought there is no direct rewards to do so, and displayed to abstain from harmful behaviors toward the organization, Third, organizational members who perceived an unfairness of the organizations showed some behaviors. In this process, this study assured that organizational commitment, an attitude variable, played a mediating variable. Fourth, unlike organizational commitment, career organization played a mediating variable between perceive of unfairness and organizational citizenship behaviors, but it didn`t function as a mediating variable between perceive of unfairness and counter-productive work behaviors.
-
최규현(Choi, Kyu Hyun),신이현(Shin, Yi Hyun),박셩규(Park, Kyung Kyu) 한국서비스경영학회 2013 서비스경영학회지 Vol.14 No.3
The central role of innovation in the long-term survival of organizations provokes continuing interests among organizational-behavior researchers and practitioners alike. The primary purpose of this study is to examine the effect of emotional intelligence and cognitive flexibility on innovation behaviors, especially focusing on the mediating role of job engagement. This research was undertaken using data from 282 employees in 14 Korean organizations. The results can be summarized as follows. (1) both emotional intelligence and cognitive flexibility had positive effect on innovation behaviors. (2) job engagement consisted of vigor, dedication, absorption, and professional self-efficacy had partially mediating effect between emotional intelligence and innovation behaviors. (3) job engagement had partially mediating effect between cognitive flexibility and innovation behaviors. This research makes a contribution theoretically towards understanding of antecedents related to innovation behavior based on individual cognitive and motivational perspective. Also this study provides implications practically on how to approach employees`` emotional intelligence and cognitive flexibility to improve their innovation behaviors. Finally limitations of this research and the directions for future study were discussed.
-
박경규 ( Kyung Kyu Park ),신이현 ( Yi Hyun Shin ),최항석 ( Hang Sok Choi ) 한독경상학회 2012 經商論叢 Vol.30 No.4
점차 증가하는 글로벌 경쟁과 급격한 기술변화는 조직들이 생존하기 위해 극복해야할 도전이다. 점차 도전의 강도가 심화됨에 따라 조직연구자들은 끊임없이 변화하는 환경 하에서 조직이 경쟁력을 유지하기 위한 혁신행동의 필수불가결한 역할을 강조하고 있다. 기존의 연구를 살펴보면 혁신행동이 인구통계학적, 생물학적 특성들에 의해 영향을 받을 것이라고 가정을 하고 있다. 이에 본 연구에서는 이러한 특성 중 최근 주목을 받고 있는 요인인 인지적 유연성이 혁신행동에 미치는 영향을 검증하고자 하였으며, 상황적 요인 중 내적 동기부여 관점에서 시간압박이 혁신행동에 미치는 영향을 검증하고자 하였다. 또한 기존의 연구들이 혁신행동이 조직의 장기적인 생존에 영향을 미칠 것이라고 주장을 하였지만, 실제 혁신행동으로 인해 발생할 수 있는 종업원 개인의 비용에 대한 연구는 상대적으로 이루어지지 않았다. 이에 본 연구에서는 혁신행동과 팀 갈등과의 관계에 대한 가설을 수립하여 검증하였으며 또한 조직구성원의 혁신행동과 팀 갈등 간의 관계에 있어 직무열의가 조절변수로 작용하는 지를 분석하였다. 본 연구는 서울과 경기지역에 소재한 15개 기업의 구성원을 대상으로 총 300부의 설문지를 회수하여, 분석에 사용하였다. 본 연구의 결과는 다음과 같다. 시간압박과 인지적 유연성은 혁신행동에 긍정적인 영향을 미치는 것으로 나타났으며, 조직구성원의 혁신행동이 팀 갈등을 유발하는 것으로 나타났다. 그러나 직무열의는 혁신행동과팀 갈등의 관계에 조절변수로서의 역할을 하지 못하는 것으로 나타났다. Increasing global competition and rapidly changing technologies are the challenges organizations must address in order to survive. As these challenges continue to intensify, organization researchers highlight the integral role of innovative behavior on for organizations to remain competitive in an environment where the only constant is change. A large body of literature has examined the possibility that innovative behavior is affected by a variety of individual difference characteristics (e.g., demographic and biographic variables). Our investigation focuses on those characteristics that have received the most research attention-namely, individual`s cognitive flexibility. Next, we analyze contextual characteristics that have received attention in the literature, and explain how each characteristic might affect innovative behavior based on the intrinsic motivation perspective described earlier. The characteristic we examine here is time pressure. Although innovative behaviour is widely claimed to contribute to long term organizational effectiveness, the price that an individual worker may have to pay for taking an innovative approach has generally not been examined. Therefore, we hypothesizes that a worker`s innovative behavior influence on the team conflict positively and that work engagement moderates the relationship between innovative behavior and team conflict. In support of previous findings, the results based on the sample of 300 employees from fifteen firms in Seoul and Kyunggi province showed that time pressure increased the innovative behavior at workplace meaningfully (β = .130, p < .05) and cognitive flexibility increased the innovative behavior meaningfully(β = .399, p < .01). The innovative behavior increased team conflict significant (β = .190, p < .01). However the moderating effect of work engagement on the relationship between innovative behavior and team conflict is not demonstrated.
연관 검색어 추천
이 검색어로 많이 본 자료
활용도 높은 자료
