윤리적 리더십과 조직시민행동 간의 관계에서 조직동일시의 매개효과 연구

곽종국,김학수 공주대학교 KNU 기업경영연구소 2022 기업경영리뷰 Vol.13 No.4

In recent years, regular restructuring, ability and performance-based personnel systems, and individualistic culture are spreading in companies. Accordingly, the loyalty of organizational members is decreasing and acting as an obstacle to organizational development. In order to solve this problem, the organization is in a situation that the identity of the organization members and the identification of the organization are emphasized again. If so, it is necessary to look at the factors that improve organizational identification, and we paid attention to the leadership of our bosses related to ethics in that ESG is in the spotlight as a corporate effort for sustainable growth. In addition, in order to find the answer to whether organizational identification will be effective, we paid attention to individual-oriented organizational citizenship behavior and organizational citizenship behavior that can confirm the effectiveness and efficiency of the organization. In addition, in that organizational identity is in the spotlight as a cognitive process factor that connects the relationship between independent and dependent variables, the mediating effect of organizational identity is verified in the relationship between ethical leadership, individual-oriented organizational citizenship behavior. The results of the analysis of 667 organizational members are as follows. First, it was found that ethical leader- ship had a significant positive effect on organizational identification. Second, it was found that organizational identification had a significant positive effect on individual-oriented organizational citizenship behavior and organization-oriented organizational citizenship behavior. Third, organizational identification was found to have a significant mediating effect in the relationship between ethical leadership, individual-oriented organi- zational citizenship behavior, and organizational-oriented organizational citizenship behavior. In particular, it was confirmed that ethical leadership not only directly affects individual-oriented organizational citizenship behavior and organization-oriented organizational citizenship behavior, but also indirectly affects individual- oriented(organization-oriented) organizational citizenship behavior through organizational identification. Based on these results, the implications of ethical leadership and organizational identification on individual-oriented or- ganizational citizenship behavior and organization-oriented organizational citizenship behavior were presented. 최근 기업에서는 상시 구조조정, 능력 및 성과주의 인사제도, 개인주의 문화 등이 확산되고 있다. 이에 조직구성원의 충성심은 낮아지고 있으면서 조직 발전의 장애요인으로 작용하고 있다. 이러한 문제점을 해소하고자 조직은 조직구성원의 정체성과 조직 정체성의 동일시를 다시금 강조하는 상황에 놓이게 되었다. 그렇다면 조직동일시를 향상시키는 요인을 살펴볼 필요가 있는데 지속가능한 성장을 위한 기업의 노력으로서 ESG가 각광을 받고 있다는 측면에서 상사의 윤리적 리더십에 관심을 두었다. 또한 조직동일시가 과연 효과가 있을까에 대한 답을 찾기 위하여 조직의 효과성, 효율성을 확인할 수 있는 개인지향적 조직시민행동, 조직지향적 조직시민행동에 관심을 두었다. 그리고 조직동일시가 인지적 평가 개념을 포함한 프로세스 요인으로 각광을 받고 있다는 측면에서 윤리적리더십과 개인지향적 조직시민행동, 조직지향적 조직시민행동 간의 관계에서 매개역할을 검증하고자 한다. 조직구성원 667명을 대상으로 분석한 결과는 다음과 같다. 첫째, 윤리적 리더십은 조직동일시에 유의하게 정적인 영향을 미치는 것으로 나타났다. 둘째, 조직동일시는 개인지향적 조직시민행동, 조직지향적 조직시민행동에유의하게 정적인 영향을 미치는 것으로 나타났다. 셋째, 윤리적 리더십과 개인지향적 조직시민행동, 조직지향적조직시민행동 간의 관계에서 조직동일시는 유의한 매개효과가 있는 것으로 나타났다. 특히 윤리적 리더십은 개인지향적 조직시민행동, 조직지향적 조직시민행동에 직접적으로 정적인 영향을 미칠 뿐만 아니라 윤리적 리더십은조직동일시를 거쳐 개인지향적 조직시민행동, 조직지향적 조직시민행동에 간접적으로 정적인 영향을 주는 것으로 확인되었다. 이러한 결과를 토대로 윤리적 리더십, 조직동일시가 개인지향적 조직시민행동, 조직지향적 조직시민행동에 미치는 시사점을 제시하였다.

호텔종사원이 지각하는 노동유연성이 조직시민행동에 미치는 영향: 조직냉소주의 매개효과

박지홍 한국관광산업학회 2019 Tourism Research Vol.44 No.1

This study aims to find out the relationships between tourist hotel employee’s labor flexibility and organizational citizenship behavior. To achieve such research purposes this study set up research models and research hypothesis based on preceding research results about hotel employee’s labor flexibility, organizational cynicism, organizational citizenship behavior for individual and organizational citizenship behavior for organization. To achieve such research purposes this study set up research models and research hypothesis based on preceding research results about tourist hotel employee’s labor flexibility, organizational cynicism, organizational citizenship behavior and prepared for surveys related to those issues. The following study results were revealed: external numerical flexibility was related positively to organizational citizenship behavior for individual. Internal numerical flexibility was related positively to organizational citizenship behavior for individual. Internal numerical flexibility was related positively to organizational citizenship behavior for organization. Organizational cynicism had a partially mediating effect on internal numerical flexibility and organizational citizenship behavior for individual. Organizational cynicism had a partially mediating effect on internal numerical flexibility and organizational citizenship behavior for organization. Organizational cynicism did not have a mediating effect on functional flexibility and organizational citizenship behavior for individual. Organizational cynicism did not have a mediating effect on external numerical flexibility and organizational citizenship behavior for individual. Organizational cynicism did not have a mediating effect on wage flexibility and organizational citizenship behavior for individual. Organizational cynicism did not have a mediating effect on functional flexibility and organizational citizenship behavior for organization. Organizational cynicism did not have a mediating effect on external numerical flexibility and organizational citizenship behavior for organization. Organizational cynicism did not have a mediating effect on wage flexibility and organizational citizenship behavior for organization. Organizational Based on the result, the study offers hotel personnel management strategic implications for hotel industry. 본 연구는 노동유연성이 종사원의 조직시민행동에 미치는 영향을 파악하는데 있으며, 노동유연성이 조직냉소주의에 미치는 영향을 파악하여 호텔기업에 대한 종사원들의 좌절, 불신 및 체념 등을 상쇄시키는데 있으며, 나아가 결과 및 시사점을 토대로 호텔기업 종사원들의 조직시민행동을 높이고 조직냉소주의를 해소할 수 있도록 실질적 제안을 하는 것이다. 또한 기존 연구가 노동시장 유연성과 조직시민행동 간 연구가 제한적이므로, 본 연구에서는 이들 변수 간의 관계를 관광호텔 종사원을 대상으로 노동유연성을 세분화하여 연구하였다. 실증적 결과를 요약하면 외부수량적 유연성은 개인에 대한 조직시민행동에 정(+)의 영향을 미쳤으며, 내부 수량적 유연성은 개인에 대한 조직시민행동에 정(+)의 영향을 미쳤다. 또한 내부 수량적 유연성은 조직에 대한 조직시민행동에 정(+)의 영향을 미쳤다. 조직냉소주의는 내부 수량적 유연성과 개인에 대한 조직시민행동 간 매개효과가 있었으며, 내부 수량적 유연성과 조직에 대한 조직시민행동 간에도 매개효과가 있었다. 그러나 조직냉소주의는 기능적 유연성과 개인에 대한 조직시민행동 간, 외부 수량적 유연성과 개인에 대한 조직시민행동 간, 임금유연성과 개인에 대한 조직시민행동 간, 기능적 유연성과 조직에 대한 조직시민행동 간, 외부 수량적 유연성과 조직시민행동 간, 임금유연성과 조직에 대한 조직시민행동 간에는 매개효과가 없었다. 본 연구는 노동유연성을 부정적으로 지각하더라도 조직냉소주의의 매개효과로 이용하여 호텔 종사원들의 조직시민행동을 높이는 전략적 시사점을 제공하고, 호텔기업에서 호텔인사관리시 호텔종사원들 간 이타심 및 호텔에 대한 신뢰성을 높임으로써 호텔 생산성 제고 및 경영성과를 높일 수 있음을 시사한다.

조직시민행동이 소진과 조직몰입에 미치는 영향

김영완(Young Wan Kim),김동주(Dong Ju Kim) 한국경영학회 2012 經營學硏究 Vol.41 No.4

Recently, many studies were conducted to prove the negative influence of organizational citizenship behavior. Studies even exist indicating a conceptual reasoning that organizational citizenship behavior and reduction have a linear-not nonlinear-relationship. This study focuses on proving the previous studies to confirm the relationship between organizational citizenship behavior and reduction among civilian, public community and the military personnel. It also proves the influence of organizational citizenship behavior on organizational commitment. Also, the study compares the impact of organizational citizenship behavior between civil and public organizations through an analysis on subordinate sample of group level. The analysis result of this study is as follows. First, on the analysis on the entire sample, organizational citizenship behavior and emotional deplete showed a nonlinear relationship of a U-curve. Especially, on the analysis with business organizations, not only the relationship between organizational citizenship behavior and emotional deplete, but also the relationship between organizational citizenship behavior and depersonalization showed a non-linear relationship of a U-curve. This means in a lower rank of organizational citizenship behavior, it decreases on reduction of wealth; while after a certain increase rank of organizational citizenship behavior, it increases the reduction of wealth. Nextly, on the study on the impact of organizational citizenship behavior on organizational commitment, the negative impact due to emotional deplete of excessive organizational citizenship behavior is occurring mainly among business organizations, but negative impact by depersonalization is shown both among business and public organizations. In other words, excessive level of organizational citizenship behavior, through depersonalization, can give a negative impact on organizational commitment. The study holds meaning for that it proves following points. First of all, it is desirable for an organization to suggest organizational citizenship behavior for the development of the group, but excess level of organizational citizenship behavior can give negative influence on organizational commitment. Hence, efforts to increase organizational citizenship behavior is not always desirable, and organizational citizenship behavior should be managed considering the type of the group(civil, public), and the character of the organization. Secondly, compared to the existing studies which have given results based on limited sample containing single type (either civil or public) of origination, this study holds a very import meaning sice it was based on comprehensive sample including both types of organizations.

감정노동과 조직시민행동간 조직지원의 조절효과

한진환 한국인적자원관리학회 2012 인적자원관리연구 Vol.19 No.2

This study was conducted to see the effects of emotional labor as a job attitude on organizational citizenship behavior, and to verify the effects of adjusting organizational support as an alleviating mechanism for such relationship in order to provide suggestions on finding ways to relieve hospital workers of emotional labor. Research was conducted on 354 nurses from medical institutions above hospital level in Chungcheongnamdo/bukdo and Daejeon-si. Summary of this research is as follows. First, deep acting of emotional labor was revealed to have a positive (+) effect on organizational citizenship behavior, and surface acting had a negative (-) effect. Second, organizational support was found to have a positive (+) effect on organizational citizenship behavior. Third, organizational support had a significant effect on organizational citizenship behavior and interaction between deep acting and organizational support had a significant positive (+) effect on organizational citizenship behavior, but it was revealed that interaction between surface acting and organizational support had no significant effect on organizational citizenship behavior. From the existing argument that deep acting, a positive emotional state, has a direct impact on organizational citizenship behavior, a behavioral variable, this study has confirmed that increasing perception of organizational support leads to organizational citizenship behavior, which is a positive behavior. However, it was revealed that organizational support had no effect on the relationship between surface acting and organizational citizenship behavior. This is due to the fact that emotional exhaustion through surface acting prevents organizational citizenship behavior, even if perception of organizational support is given afterwards. Therefore, further study is required to search for adjustment variables that will reduce negative result of surface acting. 본 연구는 감정노동이 직무태도로서 조직시민행동에 미치는 영향을 파악하고, 이러한 관계를 완화시켜 줄 수 있는 기제로써 조직지원의 조절효과를 검증하여 병원종사자의 감정노동을 완화하는 방안을 모색하는데 일정한 시사점을 제공하고자 하였다. 자료의 수집은 충청남ㆍ북도, 대전시에 위치한 병원급 이상의 의료기관의 간호사 354명을 대상으로 조사하였다. 본 연구의 결과를 요약하면 다음과 같다. 첫째, 감정노동의 내면행위가 조직시민행동에 정(+)의 영향을 미치며, 표면행위는 조직시민행동에 부(-)의 영향을 미치는 것으로 나타났다. 둘째, 조직지원이 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 조직지원이 조직시민행동에 유의한 영향을 미치며, 내면행위와 조직지원의 상호작용항이 조직시민행동에 유의한 정(+)의 영향을 미치는 것으로 나타났으나, 표면행위와 조직지원의 상호작용항이 조직시민행동에 유의한 영향을 미치지 않는 것으로 나타났다. 본 연구는 긍정적 감정상태인 내면행위가 직접적으로 행동 변수인 조직시민행동에 영향을 준다는 기존의 주장에서 조직지원에 대한 인식을 높게 할수록 이후 조직시민행동이라는 긍정적 행동으로 연결되어 나타나게 된다는 점을 확인하였다는 점이다. 그러나 표면행위와 조직시민행동의 관계에서 조직지원의 조절효과가 없다는 점이다. 표면행위를 통한 감정소진이 유발되어 이후 조직지원에 대한 인식을 한다 하더라도 조직시민행동이 이루어지지 않는 것이다. 따라서 향후 연구에서는 표면행위에 대한 부정적 결과를 줄일 수 있는 조절 변인을 찾는 연구가 필요할 것이라 생각된다.

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.

중소기업 구성원의 긍정심리자본, 직무소진, 조직시민행동의 영향관계

최성용,하규수 한국벤처창업학회 2020 벤처창업연구 Vol.15 No.3

This study is an empirical study analyzing the effects of positive psychological capital on job burnout. In addition, positive psychological capital played a role in organizational citizenship behavior, and tried to verify the role of organizational citizenship behavior as a black box, or parameter, between job burnout. And then, the sub-factors of organizational citizenship behavior were divided into two: individual-oriented organizational citizenship behavior and organization-oriented organizational citizenship behavior. To this end, a questionnaire survey was conducted for members of small and medium-sized enterprises to compare and analyze the relationship between variables. Positive psychological capital is increasing interest in that it can reduce the job burnout of members and embrace the propensity of young generations represented by millennials because it can improve the effectiveness by developing positive mental states and strengths of the organization. There is a need for research as a keyword. As a result of this study, first, it was found that positive psychological capital of SME(small and medium-sized enterprises) members had a positive effect on organizational citizenship behavior. Second, positive psychological capital was found to have a significant negative effect on job burnout. Third, it was a verification of how positive psychological capital and organizational citizenship behavior affect job burnout. In the relationship between positive psychological capital and job burnout, organization-oriented organizational citizenship behavior was found to play a mediating role. However, it was found that individual-oriented organizational citizenship behaviors among the organizational citizenship behaviors are not valid. In this study, positive psychological capital and job burnout, which have been mainly studied in service workers' emotional workers(crew, nurses, counselors, etc.), nursery teachers, and social workers, were applied to SME members by using the parameters of organizational citizenship behavior. You can put that implication on things. The positive psychological capital and organizational citizenship behavior can be further enhanced through SME members' love for the company, improvement of consideration among employees and resulting organizational commitment and work performance. It could also provide momentum for sustainable management for small and medium-sized enterprises that are relatively short of capital and resources.

감정조절전략과 조직시민행동의 관계에 대한 심리적 주인의식의 조절효과

공혜원(Kong Hyewon),전병준(Jeon Byungjun),김효선(Kim Hyosun) 한국인사관리학회 2015 조직과 인사관리연구 Vol.39 No.3

감정조절전략이 조직에 긍정적 결과를 야기하는데 있어 중요한 역할을 할 수 있다는 것이 많은 선행 연구들을 통해 밝혀지고 있다. 그럼에도 불구하고 기존 선행 연구들은 서로 일치하지 않는 결과를 제시하고 있다. 예를 들어 감정조절전략과 조직시민행동의 관계에 대해 살펴본 기존선행 연구의 경우, 일부 연구자들은 표면행위는 조직시민행동을 증가시키는 반면, 내면행위는 조직시민행동을 감소시킨다고 주장한다. 반면 다른 연구자들은 내면행위는 조직시민행동을 증가시키지만, 표면행위는 조직시민행동과 관련이 없다고 밝히고 있다. 이러한 일치하지 않는 기존 연구결과들은 이들 관계에 있어 조절변수가 존재할 수 있음을 암시해 준다. 이에 본 연구에서는 감정조절전략과 조직시민행동의 관계에 대해 조절적 역할을 할 수 있는 변수로 심리적 주인의식을 제안하였고, 감정조절전략과 조직시민행동 관계에 대한 심리적 주인의식의 조절효과를 규명해 보고자 하였다. 감정조절전략과 조직시민행동의 관계에 대한 심리적 주인의식의 조절효과를 검증한 결과, 내면행위와 조직시민행동, 표면행위와 조직시민행동의 관계를 모두 조절하는 것으로 나타나 조절효과는 모두 유의한 것으로 확인되었다. 흥미로운 것은 이들 패턴에 대해 살펴본 결과, 심리적 주인의식이 높은 집단에서는 내면행위를 할수록 조직시민행동이 증가하고, 표면행위를 할수록 조직시민 행동을 감소시키는 반면, 심리적 주인의식이 낮은 집단에서는 표면행위를 할수록 조직시민행동이 증가하는 것으로 확인되었다. 정리하자면, 일반적으로 내면행위는 조직시민행동을 증가시키지만, 표면행위는 조직시민행동과 관련이 없다. 그러나 심리적 주인의식이 높은 집단에 한해서는 내면행위는 조직시민행동을 높이지만, 표면행위는 조직시민행동을 감소시켰다. 이러한 연구 결과는 기존의 감정조절전략과 조직시민행동의 관계가 일치하지 않는 연구결과에 대해 심리적 주인의식을 적용하여 설명이 가능하다는 것을 보여준다. 이러한 연구 결과에 대한 논의 및 시사점은 논의에 제시하였다. The purpose of this study is to examine the main effect of emotional regulation and psychological ownership on employee’s organizational citizenship behavior. Also we verified the moderating effect of psychological ownership on the relationship between emotional regulation and psychological ownership. To empirically test these relationships, data were collected from 470 respondents who were working in service encounter and interact with customers. A SEM (structural equation model) was used for the test of hypotheses. Findings are as follows. First, it turned out that deep acting increases organizational citizenship behavior whereas surface acting had no effect on the organizational citizenship behavior. Also, it was confirmed that psychological ownership increases organizational citizenship behavior. Second, analysis showed that the moderating effect of psychological ownership in the relationship between emotional regulation (surface acting, deep acting) and organizational citizenship behavior is significant in both the cases of surface acting and deep acting. The employees with an overall high level of psychological ownership display a higher level of organizational citizenship behavior than an employee with a low level of psychological ownership in the cases of both surface acting and deep acting. However, moderating effects of psychological ownership on organizational citizenship behavior showed different pattern for surface acting and deep acting. In the case of high level of psychological ownership, deep acting increased organizational citizenship behavior, and surface acting decreased organizational citizenship behavior. In the case of low level of psychological ownership, however, deep acting had minimal effect on organizational citizenship behavior and surface acting actually increased organizational citizenship behavior. In conclusion, this paper confirmed that the research findings of previous studies on emotional labor and organizational citizenship behavior are not applicable to all emotional laborers, but are limited to those with a high level of psychological ownership. A discussion on the results of the analysis, as well as managerial implications and limitations will be presented in the discussion that follows.

항공사 객실 승무원의 조직신뢰와 조직시민행동과 역할 내 행동과의 관계에서 보상만족의 조절효과

정희용 한국외식산업학회 2023 한국외식산업학회지 Vol.19 No.1

Organizational trust is an important factor for the maintenance and growth of the organization at a time of the competitive structure of the aviation industry and the global economic crisis. In this study, the relationship between organizational trust, organizational citizenship behavior, in-role behavior and compensation satisfaction was derived based on the results of previous studies that organizational trust has a positive effect on job performance, risk-taking behavior, productive activity, and work ability(Colquitt, Scott, & LePine, 2007). The results of this study that the organizational trust of airline cabin crew will have a positive (+) effect on organizational citizenship behavior and in-role behavior are as follows. First, organizational trust, organizational citizenship behavior and in-role behavior all had a significant positive (+) effect. Second, the moderating effect of compensation satisfaction was verified in the relationship between organizational trust and organizational citizenship behavior and in-role behavior. As a result of the study, airlines need to develop job satisfaction and members' abilities to provide an opportunity to increase their sense of achievement, and to minimize employment and job anxiety to possess excellent human resources and induce voluntary organizational behavior of members. If that systematic and fair compensation is made through material compensation such as bonuses and vacations, and emotional compensation such as emotional stability and environmental improvement, it can be improve members' organizational trust to achieve an airline's long-term competitive advantage.

간호사의 조직시민행동에 미치는 영향요인

박준희,윤은경,한상숙 한국간호과학회 2009 Journal of Korean Academy of Nursing Vol.39 No.4

Purpose: This study was conducted to identify the factors that influence nurses’ organizational citizenship behavior. Methods: A cross-sectional design was used, with a convenience sample of 547 nurses from four university hospitals in Seoul and Gyeonggi province. The data were collected through a questionnaire survey done from September 22 to October 10, 2008. The tools used for this study were scales on organizational citizenship behavior (14 items), self-leadership (14 items), empowerment (10 items), organizational commitment (7 items), job satisfaction (8 items) and transformational transactional leadership (14 items). Cronbach’s alpha and factor analysis were examined to test reliability and construct validity of the scale. The data collected were processed using SPSS Window 15.0 Program for actual numbers and percentages, differences in the dependent variable according to general characteristics, and means, standard deviations, correlation coefficients and multiple regression analysis. Results: The factors influencing nurses’ organizational citizenship behavior were identified as self-leadership (β=.247), empowerment (β=.233), job satisfaction (β=.209), organizational commitment (β= .158), and transactional leadership (β=.142). Five factors explained 42.0% of nurses’ organizational citizenship behavior. Conclusion: The results of this study can be used to develop further management strategies for enhancement of nurses’ organizational citizenship behavior. Purpose: This study was conducted to identify the factors that influence nurses’ organizational citizenship behavior. Methods: A cross-sectional design was used, with a convenience sample of 547 nurses from four university hospitals in Seoul and Gyeonggi province. The data were collected through a questionnaire survey done from September 22 to October 10, 2008. The tools used for this study were scales on organizational citizenship behavior (14 items), self-leadership (14 items), empowerment (10 items), organizational commitment (7 items), job satisfaction (8 items) and transformational transactional leadership (14 items). Cronbach’s alpha and factor analysis were examined to test reliability and construct validity of the scale. The data collected were processed using SPSS Window 15.0 Program for actual numbers and percentages, differences in the dependent variable according to general characteristics, and means, standard deviations, correlation coefficients and multiple regression analysis. Results: The factors influencing nurses’ organizational citizenship behavior were identified as self-leadership (β=.247), empowerment (β=.233), job satisfaction (β=.209), organizational commitment (β= .158), and transactional leadership (β=.142). Five factors explained 42.0% of nurses’ organizational citizenship behavior. Conclusion: The results of this study can be used to develop further management strategies for enhancement of nurses’ organizational citizenship behavior.

윤리적 리더십이 조직시민행동에 미치는 영향 - 마음챙김의 매개효과와 도덕적 강도의 조절효과 -

안장수,정원호 한국인적자원관리학회 2019 인적자원관리연구 Vol.26 No.4

급변하는 조직환경 속에서 조직의 효과성을 극대화하는데 기여할 수 있는 리더의 특성과 행동은 조직연구에서 오랜 관심사였다. 오늘날 조직연구에서 리더십에 대한 논의는 다양한 양상으로 나타나고 있는데, 특히, 21세기 들어서면서 조직의 규모나 성격을 막론하고 리더의 윤리성에 대한 관심이 점차 확산되고 있다. 이는 리더의 윤리성이 조직의 성패에 지대한 영향을 미친다는 공감대가 확산되어 가기 때문인 것으로 보인다. 본 연구는 상사의 윤리적 리더십이 구성원의 조직시민행동에 미치는 영향을 사회학습이론을 기반으로 살펴보고자 하였다. 또한 윤리적 리더십이 구성원의 조직시민행동에 미치는 영향력 과정에서 마음챙김의 매개효과를 검증하고자 하였으며, 나아가 윤리적 리더십이 마음챙김을 매개로 조직시민행동에 미치는 영향력 과정에서 구성원의 도덕적 강도의 조절효과를 검증하였다. 공군 장병을 대상으로 자료를 수집하여 연구가설을 분석한 결과 상사의 윤리적 리더십은 조직구성원의 조직시민행동에 정(+)적인 영향을 미치며 이러한 영향력 관계를 마음챙김이 매개함이 확인되었다. 이는 리더가 윤리적 리더십을 발휘하면 조직구성원들은 조직시민행동을 할 가능성이 높아짐을 의미한다. 또한, 윤리적 리더십을 발휘하는 리더는 조직구성원들로 하여금 항상 주의를 기울이고 직무환경에 대해서 깨어있음을 느끼게 하고, 조직구성원들의 마음챙김이 높아지면 조직을 위한 자발적 행동인 조직시민행동을 더 많이 하게 됨을 의미한다. 한편 윤리적 리더십이 마음챙김에 미치는 영향에서 도덕적 강도의 조절효과를 확인하였는데, 윤리적 리더십이 마음챙김에 미치는 영향은 도덕적 강도가 높을 때 더 강하게 나타났다. 또한, 윤리적 리더십이 마음챙김을 매개로 조직시민행동에 미치는 간접효과도 도덕적 강도에 의해서 정(+)적으로 조절됨이 확인되었다. 즉, 윤리적 리더십이 조직시민행동에 미치는 간접효과는 도덕적 강도가 높을 때 더 강하게 나타났다. 본 연구의 결과는 상사의 윤리적 리더십이 구성원의 조직시민행동에 미치는 영향을 사회학습이론 관점에서 논의하고 이를 실증적으로 규명하였다는 점에서 이론적 시사점을 가진다. 보다 중요하게도 그러한 영향력이 어떠한 과정으로 이루어졌는지를 마음챙김과 도덕적 강도를 활용하여 검증하였다는 점에서 이론적 시사점을 가진다. 또한, 조직의 관점에서 구성원의 조직시민행동을 촉진하기 위해서는 관리자로 하여금 윤리적 리더십을 발휘하게 하는 방안을 마련할 필요성을 제기하였다는 점에서 실무적 시사점을 가진다. In spite of the increasing studies on the ethical leadership in organizations, there are many questions to be explored. In particular, scholars have suggested that studies should examine the influential process of ethical leadership on followers' attitudes and behaviors. In this study, we examined the effects of ethical leadership on organizational citizenship behaviors of organizational members. In doing so, we introduced mindfulness of followers as a potential mediator. Moreover, we suggested that the effects of ethical leadership on organizational citizenship behaviors of followers through their mindfulness would be moderated by moral intensity. Based on previous studies on ethical leadership, organizational citizenship behavior, mindfulness, and moral intensity, and social learning theory and social exchange theory, this study discussed the relationships among above-mentioned constructs and empirically examined aforementioned relationships. Data was collected from Korean Air Force. The results show that ethical leadership is positively related to organizational citizenship behavior of organizational members. That is, followers working with leaders who exert high ethical behaviors are more likely to show organizational citizenship behaviors. The relationships between ethical leadership and followers' organizational citizenship behaviors is mediated by mindfulness of organizational members. Ethical leadership enhances the level of mindfulness of organizational members and then, enhanced level of mindfulness is positively related to organizational citizenship behaviors. Also, the relationships between ethical leadership and mindfulness is moderated by moral intensity of organizational members, such that the effects of ethical leaderships on mindfulness is stronger for those with higher moral intensity than those with lower moral intensity. Finally, the indirect effects of ethical leadership on organizational citizenship behavior via mindfulness is also moderated by moral intensity, such that the indirect effects of ethical leadership is stronger for those with higher moral intensity. The findings of this study expand the extant understanding of influential process of ethical leadership on organizational members' attitudes and behaviors.