Earticle

이 연구는 메타분석을 활용하여 현재 다양한 영역에서 실시되고 있는 수용전념치료 프로그램의 효과에 대해 종합적으로 평가하였다. 메타분석은 통계적인 방법을 활용하여 개입의 크기와 방향을 제시한다. 이를 통해 개 입에 대한 종합적 분석이 가능하다. 논문의 선정기준을 통해 총 43편의 연구물을 분석 대상으로 선정하였다. 선정된 33편의 연구물에서 183개의 효과크기를 종합하여 전체효과크기, 하위집단별 효과크기, 메타회귀분석 결과를 제시하 였다. 그 결과 수용전념치료 프로그램의 전체 효과크기는 0.704로 나타났다. 이는 중간 이상의 효과크기를 의미한다. 수용전념치료의 효과 영역에 따라 효과크기를 비교한 결과, 정의적 영역, 인지적 영역, 행동적 영역 순으로 효과크기 를 나타냈다. 참가자의 특성에 따른 효과크기를 비교한 결과 첫째, 성별에 따른 분석결과, 혼성 집단, 여성 집단, 남성 집단 순으로 효과크기를 나타냈다. 둘째 연령에 따른 분석 결과 일반성인, 대학생(대학원생), 청소년 순이었다. 이러한 연구 결과를 바탕으로 후속연구와 향후 프로그램 운영에 대한 시사점을 논의하였다.

The purpose of this study was using a meta-analysis to estimate effect size ACT intervention program. Using a statistical method, meta-analysis has advantages that prove intervention’s amount and direction. Meta-analysis facilitates comprehensive analysis. Through the data collection, 43studies were selected and 183 effect size were calculated as analysis objects. Using a 183 effect size, the overall effect size, Effect Size of categorical Factor, meta-regression result were suggested. The overall effect size of ACT program was 0.704. In the effect area of ACT, the affective domain had the largest effect size. Next were the cognitive domain, the behavioral domain. Analysis on gender of participant, mixed group had the largest effect size. Next were the female grouop, male group. Analysis on age of participant, adult group had the largest effect size. Next were the undergraduate grouop, adolescent group. Based on the findings, implications for future study were discussed.

Burnout is a severe psychological and physical syndrome that occurs in response to prolonged stress at work. It brings enormous costs to both organizations and individuals because it negatively impacts employees' job attitudes and leads to undesirable behaviors. The purpose of this study was to examine the negative effects of job burnout on the organizational commitment and organizational citizenship behavior of social worker. Organizational citizenship behaviors are efforts by employees above and beyond what is expected. For the research, burnout was consisted of emotional exhaustion(EE), depersonalization(PA) and diminished personal accomplishment(DP) by Maslach and Jackson's MBI. This study analyzed 342 social workers in private social welfare organizations by survey. The results of this study were summarized as follows: Social Workers had negative correlation to burnout on the organizational commitment and organizational citizenship behavior. Especially, EE, PA and DP had a negative effect on the organizational commitment; PA and DP had a negative effect on the organizational citizenship behavior. This study finally discussed theoretical implications for future study and practical implications for burnout strategies on the results.

The purpose of this study was to provide a more comprehensive model which integrates a social exchange construct (i.e., organizational commitment) as a mediator to test the relationship between organizational justice and employees' bebaviors such as intent to leaving and custormer-oriented behavior. Based on the data collected from ten Chinese full-service restaurants, this study analyzed the proposed hypotheses through model comparison by using structural equation modeling (SEM) technique with AMOS 7.0. The results indicated that (1)distributive justice had negative influence on employees' turnover intention and positive influence on employees' customer oriented behavior and these influences were fully mediated by employees' affective commitment to their organizations; (2)procedural justice had negative influence on employees' turnover intention and positive influence on customer oriented behavior and these influences were only partially mediated by employees' affective commitment to their organizations. Managerial implications and future research directions were proposed at the last part of this study.

While much has been studied about the positive and negative effects of discretionary remote work as an alternative work arrangement, little has been written about in the context of mandated remote work. The COVID-19 pandemic forced many organizations to impose remote work as a new mode of working arrangements. This abrupt change yielded positive and negative physical, social, and psychological outcomes. Drawing from the job demand and resource model and self-determination theory, this study examines the effects of professional isolation on organizational citizenship behavior, proposing the sequential mediation of psychological empowerment and affective organizational commitment as intrinsic motivators. An online survey was conducted. A total of 162 full-time remote workers (56 male (34.6%), 106 female (65.4%)) in Korea were analyzed. This study revealed that psychological empowerment and affective commitment fully mediate the relationship between professional isolation and organizational citizenship behavior. Contrary to expectation, however, the relationship between professional isolation and organization was found to be nonsignificant. Implications for practice, theory, and future research are discussed.

최근 중국의 건축업은 급속히 발전하고 있으며 구성원들의 종합적인 자질과 창의력에 대한 요구가 높 아지고 있다. 그러나 현재 중국 건축업 종업원의 자질이 전반적으로 낮고 혁신능력과 효율이 높지 않다. 또 건축업 직원들은 근로시간이 길고 업무강도가 높아서 이직률도 꾸준히 증가하고 있다. 구성원의 조직 몰입과 혁신 행동을 향상시키기 위해서 적절한 리더십을 어떻게 선택할 것은 건축업 인력 관리 업무의 핵심이 되고 있다. 이 연구의 목적은 사회교환이론, 사회 정체성 이론, COR 이론과 사회인지 이론 기반으로 중국 건축분 야에서 팀장의 진성리더십이 팀원의 조직몰입, 혁신 행동에 어떤 영향을 미치는지를 탐구한다. 진성리더 십에서 조직동일시를 통해 조직몰입, 혁신 행동에 대한 영향을 연구한다. 진성리더십과 조직 몰입, 혁신 행 동의 관계에서 긍정심리자본의 조절 효과를 중심으로 연구한다. 이 연구의 데이터는 설문조사 형태로 중국 주요 도시의 건축업에서 393 부 팀원과 62 부 팀장의 설문조사 결과 수집했고 SPSS 26.0과 Mplus 8.0 분 석 방법을 사용하였다. 분석 결과에 따르면 진성리더십은 조직 몰입과 혁신 행동에 긍정적인 영향을 미치 고 진성리더십은 조직 동일시에 유의한 정(+)의 영향을 미친다. 조직 동일시는 진성리더십과 조직몰입, 혁 신 행동 사이의 관계에서 부분적인 매개 역할을 한다는 것을 보여준다. 긍정심리자본은 진성리더십과 조직 몰입간의 관계 그리고 진성리더십과 혁신 행동의 관계를 조절하며, 긍정심리자본 수준이 높아질수록 진성 리더십이 조직 몰입과 혁신 행동에 미치는 영향력은 증가하였다. 연구결과에 근거하여 본 연구의 이론과 실무적 시사점을 제시하였다. 첫째, 본 연구는 건축업 직원을 대상으로 진성리더십의 효과에 대한 다수준접 근으로 실증적 분석을 더함으로 기준의 진성리더십에 대한 연구의 범위를 확장했다. 둘째, 중국 배경에서 진성리더십이 조직몰입에 대한 연구를 보완했다. 셋째, 진성리더십과 혁신행동 사이에서 조직 동일시의 매 개효과를 검증함으로써 관한 기존의 연구를 확대하는 데 있어 시사점을 제공했다. 넷째, 중국 배경에서 긍 정심리자본의 조절효과를 입증하고 기존연구의 확장을 기하였다는 데 의의가 있다. 그리고 본 연구는 인적 자원 관리에 대한 제안도 제시하였다. 마지막으로, 본 연구의 한계와 향후 연구의 방향을 논의하였다.

In recent years, China’s construction industry has been developing rapidly, so the requirements for the comprehensive quality and innovation ability of employees have become higher and higher. However, at present, the quality of employees in China’s construction enterprises is generally low, and the innovative vitality and efficiency of employees are not high. Moreover, the long working hours and high intensity of the construction industry have led to a rising trend of employee turnover year by year. Therefore, how to choose the right leadership style, enhance employees’ organizational commitment and innovative behavior has become the core of human resource management work in construction companies. Based on the social exchange theory, COR theory, and social identity theory, this study aims to investigate the impact of authentic leadership on organizational commitment and innovative behaviors through organizational identification in China’s construction industry. And positive psychological capital was added as a moderating variable. Total of 393 employees and 62 teams from construction enterprises were used as survey samples, and multi-level data analysis using SPSS 26.0 and Mplus 8.0 was employed. The results showed that authentic leadership was positively related with organizational commitment and innovative behavior while authentic leadership enhanced organizational commitment and innovative behavior through organizational identification. Moderating effects of positive psychological capital was also found. This study discusses the theoretical and practical implications of these results. First, This study extends the study of the outcome variables of authentic leadership in the construction company by studying organizational commitment and innovative behavior of employees from the organizational level across levels. Second, This study uses authentic leadership in the Chinese context as an entry point for research to complement research on the impact of authentic leadership styles on employees’ organizational commitment. Third, this study expanded the mediating role of organizational identification between authentic leadership and innovation behavior. Fourth, this paper identified the moderating role of psychological capital between authentic leadership and organizational commitment and innovative behavior in the Chinese context, and the findings complement related research on psychological capital. Also, this paper puts forward the recommendations for human resource management. And considers the limitations and possible future research directions.

In order to investigate the effects of body image, commitment, and atti-tude on behavior after purchase of the Pilates consumers, this study sampled adults who were participating in the exercise at a Pilates cen-ter. By using the convenience sampling method, the data of 253 persons were analyzed. In relation to the appearance orientation and physical satisfaction, which are subfactors of the body image of a Pilates con-sumer, commitment and appearance evaluation have significant effects on attitudes, such as additional effort and satisfaction. Trust, appear-ance evaluation, and body satisfaction have significant effects on rec-ommendation, appearance orientation, and appearance evaluation of postpurchase behavior. Body satisfaction has a significant effect on the duration of the exercise after purchase. Commitment of Pilates con-sumers has a significant effect on attitudes, such as additional effort and satisfaction, while trust and commitment have significant effects on the recommendation to others after purchase and the duration of the exercise. Therefore, a program based on the basic principles of Pi-lates that can increase the interest and demand of the customers, and a systematic exercising method for improving the health of the custom-ers are deemed necessary. These will help customers in having a posi-tive attitude by creating a positive body image and increasing their en-gagement. In addition, these can convey positive images about Pilates and encourage customers to spend time on working out regularly by fulfilling their value and increasing their quality of life.

The purpose of the study was to empirically investigate the impacts of empowering leadership on organizational citizenship behavior and the mediating role of psychological empowerment in the relationship between empowering leadership and organizational behavior in Chinese employees. Moreover, this study demonstrates the moderating role of affective commitment between psychological empowerment and organizational citizenship behavior. The results show that: first, empowering leadership was found to have a significant relationship with organizational citizenship behavior; second, there is a positive relationship between empowering leadership and psychological empowerment. Third, as predicted, psychological empowerment was positively related to OCB, Fourth, the mediating role of psychological empowerment was identified in the relationship between empowering leadership and organizational behavior. The moderating role of affective commitment between psychological empowerment and organizational citizenship behavior is significant. Finally some practical recommendations to develop the leadership competencies for Chinese managers were suggested.

One of the most important factors to maintain and improve competitiveness is to encourage voice behavior of an organization’s members. Leaders have an responsibility to create an atmosphere for members to express their own views freely, and to encourage members to improving the organization’s function. To fully understand the influence process of authentic leadership on members voice behavior, we argue that the affective commitment should be considered. We posit that authentic leadership positively influence affective identification, supportive voice behavior, challenging voice behavior, and affective commitment moderate the effect of relationship identification on voice behavior. Data from 367 respondents supported most of our hypotheses. Targeting the general workers in Beijing, China, we examine a mediated model of authentic leadership, voice behavior, and relational identification, with affective commitment as a moderator. We conducted an empirical analysis using the collected data and concluded based on the results of the study. First, our results confirmed that authentic leadership have a positive influence on both supportive voice behavior and challenging voice behavior. Second, relational identification partially mediated the interaction between authentic leadership and voice behavior. No significant indirect effect was found between authentic leadership and supportive voice behavior. Our results also showed that affective commitment has as a moderating role in the relationship of affective identification and member voice behavior. Members with high affective commitment showed more supportive voice behaviors than those with low affective commitment. This study advances prior research on the relationship of authentic leadership and voice behavior by demonstrating how the affective commitment level of individuals has different effects on their voice behavior. Finally, we presented the implications of this research and recommendations for future research.

Purpose: The purpose of this study was to identify the relationships between emotional intelligence, organizational citizenship behavior, organizational commitment and organizational performance of clinical nurses in Korea. Methods: The participants were 453 nurses, working in three general hospitals in Seoul, and data were collected from December 15, 2012 to February 2, 2013. Data were analyzed using PASW (SPSS ver. 20.0) and SPSS/WIN 19.0 (SPSS INC, Chicago, IL, USA), and AMOS ver. 20.0. Results: The results were as follows: organizational performance is positively influenced by emotional intelligence. Organizational citizenship behavior is positively influenced by emotional intelligence, organizational commitment is positively influenced by organizational citizenship behavior, and organizational performance is positively influenced by organizational commitment. Conclusion: The results of this study demonstrate and help in understanding the relationship between the research concepts and the direction of nursing organizations. We recommend that various educational programs should be developed to improve clinical nurses' emotional intelligence.

수용 전념 치료 프로그램이 폭식장애 경향이 있는 대학생의 폭식행동, 경험회피 및 심리적 안녕감에 미치는 효과를 알아보았다. J지역 내 대학생을 250명 남녀 학생들에게 폭식척도(BES), 수용행동질문지(AAQ-16), 심리적 안녕감 척도(PWBS)를 실시하였다. 이를 토대로 폭식장애 경향이있는 대학생 14명을 참가자로 선정하여 치료 집단에 7명, 통제집단에 7명씩 무선 할당하였다. 수용 전념 치료 프로그램은 주 2회씩 총 8회기에 걸쳐 진행되었다. 프로그램 종료 후 사후 조사가실시되었고 8주 후 추적 조사가 이루어졌다. 그 결과, 수용 전념 치료 프로그램에 참여한 집단이통제집단보다 폭식행동과 경험회피가 유의하게 더 감소되었고, 심리적 안녕감은 유의하게 더 증가되었다. 마지막으로, 본 연구의 의의와 제한점 및 추후 연구에 대한 제언이 논의되었다.

The purpose of this study is to explore the effects of Acceptance?Commitment Therapy(ACT) on binge eating behavior, experiential avoidance, and psychological well?being of college students prone to binge eating disorders. Two hundred and fifty college students in Chonbuk province completed a Binge Eating Scale(BES), a Acceptance & Action Questionnaire-16 (AAQ-16), and a Psychological Well-Being Scale(PWBS). Fourteen patients selected by those scales were randomly assigned, seven of them to the ACT group and seven to the control group. The ACT program was administered for eight sessions. All participants completed BES, AAQ-16, and PWBS at pre-test, post-test, and at eight week follow-up periods. The results of this study were as follows: Binge eating behavior and experiential avoidance of the therapy group decreased more than for the control group. Psychological well-being of the therapy group increased more than for the control group. Finally, the implications and the limitations of this study, and the suggestions for future study were also discussed.

조직신뢰는 기업의 경쟁력 결정에 중요 요인으로 작용하며, 특히 기업구성원의 조직에 대한 신뢰는 조직 유효성을 높이는 직접적인 수단이 된다. 조직신뢰의 형성은 구성원에게 조직에 대한 긍정적인 감정을 부여하며 자발적인 행동을 유도하여 기업의 성과를 제고시킨다. 본 연구는 이론적 실증적 차원에서 조직신뢰를 통해 조직몰입과 조직시민행동을 높일 수 있는 방안을 모색하였다. 본 연구는 중국 내 15개 기업 228개의 사례를 대상으로 자료를 수집하였다. 실증분석 결과 조직신뢰는 조직몰입과 조직시민행동에 정(+)의 영향을 미친다는 사실이 확인되었다. 중국 기업구성원들의 조직신뢰는 정서적 지속적 몰입 제고에 중요 요건이 되며, 조직시민행동은 조직몰입에 영향을 받는 주요한 결과변수임이 확인되었다.

Organizational trust (OT) plays a substantial role to attain competitive advantages. It is an effective way to enhance organizational effectiveness. OT makes employees to have a positive emotion toward a firm, also it contributes employees to bring a spontaneous behavior. The purpose of this study is to investigate the relationships among OT, organizational commitment (OC), and organizational citizenship behavior (OCB) theoretically and empirically. A total of 228 cases in 15 Chinese companies are used for empirical analysis. The results show that OT has a positive effect on OC and OCB. It is suggested that OT is an important variable to improve emotional and continuance commitment. Also the results reveal that OCB is a meaningful dependent factor that is affected by OC.

본 연구에서는 사회 비교 관점을 적용하여 리더-구성원 교환관계(leader-member exchange)를 상대적으로 측정하고, 이러한 상대적 LMX(LMX social comparison, 이하 LMXSC)가 개인의 조직몰입 및 일탈행동에 어떠한 영향을 미치는지 알아보고자 하였다. 또한 이들 간의 관계에서 지각된 상사 지위가 조절효과를 갖는지 검증해 보았다. 연구를 위하여 국내 기업에 재직 중인 306명의 직장인을 대상으로 온·오프라인 설문조사를 자기보고식으로 실시하였다. 연구결과, 상사와 부하 교환관계의 상대적 질(LMXSC)이 조직몰입에 정적인 영향을 미치는 것으로 나타났고, 지각된 상사 지위가 LMXSC와 조직몰입에 미치는 영향을 강화시키는 것으로 밝혀졌다. 그러나 일탈행동에 대한 가설은 유의하지 않았다. 본 연구의 결과는 조직 연구에 있어서 LMX의 상대적 질의 중요성을 발견하였고 이를 측정하는 방식에 있어서 사회 비교적 맥락을 반영한 측정 방식의 정교화를 시도했다는 데 의의가 있다. 마지막으로 본 연구의 한계점을 지적하고 향후 연구를 위한 가능성을 제언하였다.

The purpose of this present study was to investigate the influence of LMXSC(Leader-Member exchange social comparison) on organizational commitment and deviant behavior in workplace. It was also tested whether perceived leader status moderates the relationship between LMXSC and organizational commitment and deviant behavior. Data were collected from 306 employees who were working in various organizations. The results showed that (a) LMXSC was positively related to the organizational commitment, (b) perceived leader status moderated the relationship between LMXSC and organizational commitment. The relationship between LMXSC and deviant behavior was, however, not significant. Moderating effect of perceived leader status on relationship between LMXSC and deviant behavior was not significant, either. Based on these results, implications of these findings, limitations and future study directions were discussed.

수용 전념 치료(ACT)프로그램이 문제 음주 대학생의 문제 음주 행동, 알코올 기대 및 지각된 스트레스에 미치는 효과를 알아보았다. 전북지역 소재 대학교 473명의 대학생에게 알코올 사용 장애 척도 - 한국판(AUDIT-K), 문제음주 선별 검사(PDST), 알코올 기대 척도(AES), 지각된 스트레스 척도(PSS)를 실시하였다. 이를 토대로 문제 음주 대학생 14명을 참가자로 선정하여 치료 집단에 7명, 통제집단에 7명씩 무선 할당하였다. 수용 전념 치료(ACT) 프로그램은 주 2회씩 총 8회기에 걸쳐 진행되었다. 프로그램 종료 후 사후 조사가 실시되었고 4주 후 추적 조사가 이루어졌다. 그 결과, 수용 전념 치료(ACT) 프로그램에 참여한 집단이 통제집단보다 알코올 사용, 문제음주 행동 및 긍정적 기대가 유의하게 감소되었고, 추적 조사까지 그 효과가 유지되었다. 지각된 스트레스는 참여한 집단이 통제 집단 보다 유의한 수준은 아니었지만 감소를 보였고, 추적 조사에서는 유의한 차이를 보였다. 마지막으로, 본 연구의 의의는 4주간의 짧은 기간이었으나 치료 효과를 볼 수 있었으며, 문제 음주 대학생들을 선발하여 이들을 대상으로 ACT 실시하였으며, 사회 인지적 측면에도 초점을 두었으며, 치료 집단과 통제 집단의 알코올 사용 시기에서 차이 볼 수 있었고. 본 프로그램에서 탈락자가 없었다는 점이다. 또한 본 연구에서의 제한 점은 일반화의 어려움, 연구자와 집단 프로그램 진행자가 동일하다는 점, 비교집단이 없다는 점, 음주 시작 시기가 한정 되어있다는 점이다, 추후 연구에서는 이러한 제한점을 보완하여 연구하는 것이 좋을 것으로 생각되어진다.

The purpose of this study is to explore the effects of Acceptance and Commitment Therapy(ACT) on problem drinking behavior, alcohol expectancy, and perceived stress of the college students with problem drinking. Four hundred seventy three college students with problem drinking who lived in Chonbuk province completed the Korean Version of Alcohol Use Disorders Identification Test(AUDIT-K), Problem Drinking Screening Test(PDST), Alcohol Expectancy Scale(AES), and Perceived Stress Scale(PSS). Fourteen patients who selected by those scales were randomly assigned to 7 in the ACT group and 7 in the control group. ACT program was administered for 8 sessions. All participants completed Korean Version of Alcohol Use Disorders Identification Test(AUDIT-K), Problem Drinking Screening Test(PDST), Alcohol Expectancy Scale(AES), and Perceived Stress Scale(PSS) at pre-test, post-test, and at 8 weeks follow-up periods. The results of this study were as follows: Problem Drinking Behavior, Alcohol Expectancy, and Perceived Stress of therapy group was decreased more than those of the control group. Finally, the implications and the limitations of this study, and the suggestions for future study were also discussed.

본 연구에서는 수용전념치료(ACT)프로그램이 학교부적응 청소년의 분노, 문제행동 및 자아존중감에 미치는 효과를 알아보았다. 전북지역 소재 대안학교 120명의 청소년에게 한국판 상태-특성 분노 표현 척도(STAXI-K), 자아존중감 척도를 실시하였고, 대안 학교 교사들을 대상으로 문제행동 척도(K-CBCL)를 실시하였다. 이를 토대로 학교부적응 학생 22명을 참가자로 선정하여 치료 집단에 11명, 통제집단에 11명씩 무선 할당하였다. 수용전념치료(ACT) 프로그램은 주 2회씩 총 10회기에 걸쳐 진행되었다. 프로그램 종료 후 사후 검사가 실시되었고 10주 후 추적 검사가 이루어졌다. 그 결과, 치료프로그램에 참여한 집단이 통제집단보다 분노, 문제행동이 감소되었고, 자아존중감은 향상되었으며, 그 수준은 추적 검사까지 그 효과가 유지되었다. 마지막으로, 본 연구의 의의와 제한점 및 추후 연구에 대한 제언이 논의되었다.

The purpose of this study is to explore the effects of Acceptance and Commitment Therapy (ACT) on anger, problematic behavior, and self-esteem of adolescents in school maladjustment. A total of 120 adolescent students in an alternative school who lived in Chonbuk province completed the State-Trait Anger Expression Inventory-Korean Version (STAXI-K), Self-Esteem Scale while The Korean-Child Behavior Checklist (K-CBCL) was completed by alternative school teachers. Twenty-two adolescents selected by those scales were randomly assigned to include 11 adolescents in the ACT group and 11 in the control group. The ACT program was administered for 10 sessions. All participants completed State-Trait Anger Expression Inventory-Korean Version (STAXI-K), Korean-Child Behavior Checklist (K-CBCL), and Self-Esteem Scale at pre-test, post-test, and at 10-week follow-up. The results of this study were as follows: anger, problematic behavior of the therapy group showed a greater decrease, compared with those of the control group; self-esteem showed an increase in the therapy group. Finally, the implications and limitations of this study, as well as suggestions for future study were also discussed.

Purpose: The purpose of this study was to investigate the effect of Knowledge Sharing on Innovative Behavior and Organizational Commitment in Clinical Nurses. Method: Data were collected from 305 nurses who had worked for over 2 years in 1 national university hospital using questionnaire and collected data was analyzed by the SPSS for Windows 12.0 program. Result: 1) The relationship of between Knowledge Sharing, Innovative Behavior and Organizational Commitment showed statistically significant positive correlation(r=.584, p=.000, r=.494, p=.000). 2) Knowledge Sharing appeared into a most important predictor in Innovative Behavior of Nurses, and then was working field, position in order(p=.000). All of these variables explained 39.3% of Innovative Behavior. 3) Knowledge Sharing appeared into a most important predictor in Organizational Commitment of Nurses, and then was duration of working, working field in order(p=.000). All of these variables explained 35.1% of Organizational Commitment. Conclusion: To increase Innovative Behavior and Organizational Commitment of Nurses, we will have to activate Knowledge Sharing.

본 연구의 목적은 도서관 사서의 조직 헌신성과 조직시민행동이 조직효과에 미치는 영향을 분석하는데 있다. 이를 위해 도서관 사서의 헌신성, 조직시민행동, 조직효과가 사서의 연령, 사서경력, 그리고 고용형태에 따라 어떠한 차이가 있는지를 고찰하였으며, 세 변인 간의 상관관계 및 사서의 헌신성과 조직시민행동이 조직효과에 미치는 영향을 분석하였다. 연구결과와 논의를 토대로 얻어진 결론은 다음과 같다. 첫째, 도서관 사서의 연령에 따른 조직시민 행동의 수준은 다른 집단보다 50세 이상이 더 높고, 조직효과의 수준은 29세 이하 집단이 높게 나타났다. 사서경력에 따른 조직시민행동은 15년 이상이 다른 집단보다 높은 수준이며, 조직효과는 1년 미만이 5~15년 미만보다, 15년 이상 집단이 5~15년 미만보다 높다. 고용형태에 따른 조직효과는 정규직보다 계약직 직원이 더 높다. 둘째, 변인들 간의 가장 높은 정적 상관은 유지적 헌신과 헌신성 전체, 비불평적 행동과 조직시민행동 전체, 양심적 행동과 조직시민 행동, 적극적 행동과 비불평적 행동의 순으로 높다. 셋째, 조직효과에 영향을 미치는 요인은 조직헌신성에서는 정서적 헌신이고, 조직시민행동에서는 적극적 참여행동이다. 조직효과에 대해 조직헌신성은 5.6%의 설명력을, 조직시민행동은 13.4%의 설명력을 가지고 있다. 조직효과에 영향을 미치는 주요 변인 중의 하나인 조직헌신성 수준을 높이기 위해서 조직의 리더는 정서적 헌신에 해당되는 소속감, 애착심, 가족적 친밀감을 형성하는데 노력해야 할 것이다. 조직시민행동 수준을 향상시키기 위해 사서들의 개인적 성장과 발전에 특별한 관심과 배려가 필요하며, 부서의 각종 행사에 적극적으로 참여할 수 있는 환경을 마련하는데 노력을 기울여야 할 것이다.

This study aims to explore the effect of a librarian's organizational commitment and Organization Citizenship Behavior (OCB) on organizational effectiveness in libraries. The following conclusions were drawn from the research procedures and data analysis. First, the librarian's organizational commitment make no difference by age level. The librarian's organizational commitment makes no difference by career. The librarian's organizational commitment and organization citizenship behavior make no difference by employment status. Second, the highest correlation is maintain commitment factor and all of the commitment. The second high correlation is sportsmanship behavior factor and all of the organization citizenship behavior. The third high correlation is conscientiousness behavior factor and all of the organization citizenship behavior. Third, the organizational effectiveness is affected 13.4% by a librarian's organization citizenship behavior, 5.6% by librarian's organizational commitment.

Purpose: This study was done to provide data that would contribute to effective task performance in clinical nursing and development of nursing professional by understanding job stress, job satisfaction and organizational commitment according to Life Organization (LIFO) behavior types of novice nurses. Methods: This study was a cross-sectional survey and the participants were 313 novice nurses who worked in one university hospital located in the city of Gwangju. Data were collected through the structured questionnaires that included general characteristics, job stress, job satisfaction, and organizational commitment scales. Collected data were analyzed using descriptive statistics, and ANOVA with SPSS/WIN 19.0. Results: Regarding job stress according to LIFO behavior types of novice nurses, there were statistically significant differences between the favorable situation and the unfavorable situation. There were also statistically significant differences regarding the organizational commitment according to LIFO behavior types. Conclusion: The results indicate a difference in behavior patterns of novice nurses that suggest a need for education in order to reduce stress from the job and enhance organizational commitment by developing each nurse's preferred pattern and compensating for unfavorable patterns, as well. There also needs to be nursing resources that take into consideration behavior patterns of novice nurses.

Purpose: This study aims to secure basic data required to enhance the organizational efficiency as increasing the organizational citizenship behavior of nurses through identifying the influence of leader-member exchange and organizational commitment en organizational citizenship behaviors in nursing organization. Method: The subjects of this study were 352 nurses. Data was collected using structured questionnaires for 15 days from 10 to 24 April 2003. Result: According to the analysis on the influence of leader-member exchange, organizational commitment and general characteristics on organizational citizenship behaviors, the organizational commitment, leader-member exchange and tenure of office had significant influences, as 23.0%, 30.2% and 31.3%, respectively. Conclusion: It is required to increase the organizational commitment and to enhance leader-member exchanges for the purpose of inducing the organizational citizenship behaviors. Furthermore, it is also necessary to develop the strategies through development of medical environment and clinical carrier experiences for self-development of member based en long-term tenure of nursing organization

본 연구의 목적은 주거환경과 같은 물리적 환경이 범죄행동에 미치는 영향을 알아보기 위한 것이다. 이를 위해 2개의 실험이 진행되었다. 실험 1에서는 자신이 현재 거주하고 있는 지역에 대해 지각한 범죄 허용도를 측정하고, 딜레마 상황을 제시하여 범죄 행동에 대한 판단을 하게 하였다. 그 결과 주거환경에서 지각되는 범죄 허용도가 클수록 상황에 대한 판단을 할 때 범죄를 더 수용하는 것으로 나타났다. 실험 2에서는 각기 다른 2종류의 주거환경과 관련된 사진 자극을 각 집단에서 제시하고, 자신이 사진 속 지역에 살고 있다고 가정하도록 하였다. 그리고 난 후 범죄행위를 자신이 저지를 경우 어느 정도 적절하다고 생각하는지를 판단하도록 하였다. 그 결과, 잘 정리된 주거 환경 조건에 비해 무질서하고 좋지 않은 주거환경 조건의 피험자들이 자신의 범죄행위가 더 적절한 행동이었다고 판단하였다. 또한, 여자들에 비해 남자들이 이 같은 범죄행위가 더 적절하다고 평가하는 것으로 나타났다. 마지막으로 본 연구의 의의와 제한점이 논의되었다.

The purpose of this study is to examine the influences of physical environment features such as residential setting on the commitment of criminal behavior. In experimental 1, subjects evaluated the perceived criminal allowance within their actual residences and were asked to judge a criminal behavior in a given dilemma situation. The result shows that their judgments positive correlation with the criminal allowance. In experimental 2, residential environment was primed using 4 photographs each condition(well organized / badly organized environment). Subjects were asked to imagine that they lived in the areas in the photos. They decided to what extend the offenses can be allowed to live in the area surrounded with well organized environment, judged that their criminal behavior could be more accepted than those who in the area surrounded with disordered and badly organized one. And males tended to accept their crime more than females. The limitations of the study and suggestions for the further research were discussed.

본 연구는 건강증진 캠프 프로그램 참여자의 심리적 특성이 건강행동 및 프로그램 몰입과 어떤 관계가 있는지 탐색하는 것을 목적으로 하였다. 이 연구는 건강증진 캠프 프로그램 참여자 289명(남성 88명, 여성 201명)을 대상으로 하였으며, 그들의 연령 평균은 60.65세(SD=15.07)였다. 본 연구에 포함된 심리적 특성은 계획된 행동이론 변인들, 5요인 성격 특성, 감사 성향, 낙관적 편향, 현재 편향, 정서적 스트레스 특성, 대처 방식이었다. 분석 결과, 건강증진 캠프 프로그램 참여자의 평소 건강행동 실천에는 건강행동에 대한 태도, 지각된 행동통제력, 감사 성향 및 적극적 망각이 결정적인 변인이었으며, 프로그램 몰입에는 건강행동 의도, 감사 성향, 적극적 망각 및 특성분노가 결정적인 변인이었다. 이런 결과는 건강증진 프로그램을 구성하거나 효율적으로 운영하고, 추후 연구를 계획하는데 유용한 정보를 제공한다.

The aim of This study was to explore how psychological characteristics of participants in the health promotion camp training program were related to health behavior and program commitment. Subjects were 289 participants (88 males and 201 females) in the health promotion camp training program with an average of ages of 60.65 (SD=15.07) years. Psychological characteristics included in this study were variables from Theory of Planned Behavior, Big-5 personality, gratitude, optimistic bias, present bias, emotional stress traits, and coping. Results revealed that attitude toward health behavior, perceived behavioral control, gratitude, and active forgetting were determinants for practicing health behavior, whereas intention of health behavior, gratitude, active forgetting, and anger trait were determinants for program commitment. These findings suggest useful information for organizing or efficiently managing health promotion programs or planning further researches.