Earticle

The purpose of this study is to find the relationship between superior's leadership type and organizational support on job satisfaction in large scale korean restaurant. First we must identify the four constructs of superior's leadership style; respectful, rude, transactional, transformational leadership. The survey was conducted for 34 days from July 1, 2020. The survey participants were employees of large Korean restaurants operating in the Seoul metropolitan area, who were below the position of department head. A total of 317 valid samples were used for data analysis. The results of this study produced three significant results. First, respectful and transformational leadership all had a positive effect on job satisfaction. However, rude leadership had a negative impact on job satisfaction. However, transactional leadership did not have an impact on job satisfaction. Second, rude, respectful, and transformational leadership types had a moderation effect on job satisfaction. Third, research groups were divided into high scoring group and low scoring group on the difference in its organizational support recognition. Respectful, transformational, and transactional leadership types all had a significant effect on job satisfaction in high scoring groups. Only respectful and transformational leadership types had a significant effect on low scoring groups. However, transactional leadership style did not have a significant effect on job satisfaction regardless of its organizational support recognition. In conclusion of the study, superior's leadership style and organizational support recognition does have a moderation effect on job satisfaction.

본 연구의 목적은 COVID-19발생 상황에서 감염관리 조직문화인식, 감염관리에 대한 피로도와 자원 의 지원 및 인간중심돌봄실천에 관한 상관관계를 알기 위함이다. SPSS WIN 23.0 program을 이용하 여 자료분석을 실시하였고, 변수간의 상관관계는 Pearson’s correlation coefficients, 대상자의 인간중심 돌봄실천에 미치는 영향은 회귀분석(multiple regression analysis)을 이용하였다. 본 연구의 결과는 중소병원 간호사의 인간중심돌봄실천에 미치는 영향요인은 자원의 지원과 감염관리 피로도였으며, 이들 변수의 설명력은 28.7%로 인간중심돌봄실천을 위해서는 조직과 간호사 개인의 협력이 필요함 을 확인할 수 있었다. 추후, 돌봄 장소 및 상황과 관계없이 인간중심돌봄 역량강화를 위해서는 시뮬 레이션 교육 방안도 모색할 필요가 있을 것으로 생각된다.

This study examined the correlation between the recognition of infection control organizational culture, fatigue of infection control, support of resources, and human-centered care practice under the COVID-19 outbreak situation. All statistical analyses were conducted using the SPSS WIN 23.0 program. Pearson’s correlation analysis was used to calculate the correlation coefficients between variables. Factors influencing the human-centered care practice were evaluated using multiple regression analysis. The results showed that the support of resources and the fatigue of infection control affected the human-centered care practice of nurses working in small and medium-sized hospitals. They explained 28.7% of the variance, and the results suggested that cooperation between the organization and nurses was needed for human-centered care practice. Moreover, an opportunity for simulation training will be needed to enhance the competence of human-centered care regardless of the caregiving place and situation.

본 연구는 사회복지전담공무원을 대상으로 조직공정성이 조직몰입에 어떤 영향을 미치는지 검증하고자 하였으 며, 조직지원인식은 어떤 매개효과를 가지는지 살펴보고자 하였다. 사회복지전담공무원은 업무 과중, 열악한 근무 환경 등이 문제가 되고 있어 조직에 보다 적응하고, 몰입할 수 있는 요인을 조직적인 측면에서 접근해 무엇인지 살펴보고자 하였다. 연구 대상과 방법으로는 경기북부지역의 P시와 U시의 사회복지직 공무원 172명을 대상으로 설문조사를 실시 해, 중다회귀분석 방법을 활용하여 분석하였다. 연구 결과 사회복지전담공무원의 조직공정성은 조직몰입에 긍정적인 영 향을 미치고 있었으며, 조직지원인식은 부분매개효과가 있는 것으로 나타났다. 이러한 연구 결과를 바탕으로 사회복지 전담공무원의 조직 적응과 몰입을 위한 행정적·정책적 시사점을 제시하였다.

The purpose of this study was to verify how organizational fairness affects organizational commitment to social welfare officials, and to examine the mediating effect of organizational support. Social welfare officials have tried to find out what factors can be more adapted to the organization and immersed in the organizational aspect, as overwork and poor working conditions are becoming a problem. As the subject and method of the study, a questionnaire survey was conducted on 172 social welfare officials in P and U cities in northern Gyeonggi Province, and analyzed using multiple regression analysis. As a result of the study, organizational fairness of social welfare officials had a positive effect on organizational commitment, and organizational support had a partial mediating effect. Based on the results of this study, administrative and policy implications for the organizational adaptation and commitment of public officials in charge of social welfare were presented.

최근 기업에서는 지속적 경쟁우위를 확보하기 위해 조직 구성원들 간의 네트워크와 신뢰에 의해서 형성되는 사회적 자본을 중시하고 있다. 사회적 자본은 조직 내 다차원적인 요인들과의 상호작용을 통해 구성원들의적응과 몰입을 유도하고, 의사소통 및 참여의 통로로서 협력적 행동을 유발하여 조직성과를 높이는데 기여한다. 본 연구는 조직 내 형성되어 있는 사회적 자본과 조직지원인식이 이직의도에 미치는 영향을 분석하였으며나아가 사회적 자본과 이직의도와의 관계에서 조직지원인식의 조절효과를 살펴보았다. 이를 위해 부산·경남소재 중소 제조업체를 중심으로 설문을 실시하고 위계적 회귀분석을 사용하여 실증 분석하였다. 실증 분석결과, 첫째, 사회적 자본의 구조적 차원과 관계적 차원이 이직의도에 부(-)의 영향을 미치는 것으로 나타났다. 특히 관계적 차원이 이직의도에 큰 영향을 미치는 것으로 나타나 조직 내 구성원들 간의 상호작용을 통한 신뢰형성이 중요함을 알 수 있다. 둘째, 조직지원인식이 이직의도에 부(-)의 영향을 미치는 것으로나타났다. 이는 구성원 개개인들에게 조직차원의 관심과 전폭적 지원이 필요함을 알 수 있다. 셋째, 조직지원인식이 사회적 자본과 이직의도 사이의 관계를 조절하는 것으로 나타났다. 조직지원인식이 높을수록 사회적 자본의 관계적 차원만이 이직의도에 미치는 부(-)의 영향이 더욱 낮게 나타나는 것으로 확인되었다. 이러한 분석결과를 근거로 본 연구의 이론적·실무적 시사점과 향후연구 과제에 대하여 논의하였다.

Companies are recently emphasizing social capital that is formed by the network and trust among organization members to secure continuous competitive edge. Social capital induces the members' adaptation and immersion through the interactions with multidimensional factors within an organization, and contributes to increasing an organization's performance by causing cooperative behaviors as a passage of communications and participation. This study analyzed the influence of social capital and organizational support recognition formed in an organization on the turnover intention, and examined the moderating effect of organizational support recognition in the relationship between social capital and turnover intention. To achieve the purpose, this research conducted a survey on small and medium sized manufacturing companies in Busan and Gyeongnam and performed an empirical analysis using hierarchical regression analysis. According to the empirical analysis, the structural and relational dimensions of social capital had a negative (-) influence on the turnover intention. Especially, the relational dimension had a huge influence on the turnover intention, showing that it is important to form trust among an organization's members through their interactions. Second, organizational support recognition also had a negative (-) influence on the turnover intention, demonstrating that attention and complete support at an organizational dimension were needed for individual members. Third, organizational support recognition appeared to mediate the relationship between social capital and the turnover intention. The higher the organizational support recognition was, the lower the negative (-) influence of the relational dimension of social capital on the turnover intention was. Based on these results, this paper discussed the theoretical and practical implications of this research as well as future assignments.

The purpose of this work is to investigate how the perception of organizational justice that employees working at the first class hotel have affects their organizational support recognition and customers orientation. The results of this work are presented as follows: First, it was found that of organizational justice factors, distribution justice, procedure justice and interaction justice positively affected organizational support recognition. It means that as the rewards given to employees as a result of job performance, the procedures and rules used for reward distribution, and the treatment provided by higher supervisors in the course of setting and performing the procedures become more justice, the organizational support recognition increases higher. Secondly, it was found that the higher the organizational support recognition was, the higher the customer orientation was. It means that when the level of organizational support is recognized to be high, employees' customer orientation increases. Thirdly, it was found that of organizational justice factors, procedure justice and Interactional Justice positively affected customer orientation. Accordingly, it is important to operate reward system in a way of maintaining organizational justice. The study subjects of this work were employees working at the first class hotel located in Seoul. Therefore, this work has limitations in generalizing its results in the area of all food service businesses. Therefore, in the future, it is necessary to secure more food service businesses and more regions as samples.

본 연구는 경찰공무원의 조직지원인식이 조직시민행동에 미치는 영향과 셀프리더십이 두 변인 간 매개효과를가지는가에 대한 유효성을 살펴보고자 한다. 연구 분석에 포함된 연구대상은 경찰청과 전국소재의 경찰청, 경찰서, 지구대에 근무하는 경찰공무원 232명이었고, 이들의 조직지원인식, 조직시민행동, 셀프리더십의 상관관계를 분석하였다. 모든 자료는 SPSS 22.0 프로그램을 사용하여 분석하였고, Pearson의 상관관계 분석으로 연구변인 간의 상관성을 확인하였다. 셀프리더십의 매개효과를 실증하기 위해서 위계적 회귀분석을 실시하였으며, 조직지원인식의 하위변인인 정서적지원과 수단적 지원이 셀프리더십의 하위 변인을 매개하여 조직시민행동의 하위변인에 유의미한 영향을 주는지실증하고자 SPSS Process macro를 활용하여 부트스트랩 검증으로 실증하였다. 연구 분석 결과 첫째, 조직지원인식이조직시민행동에 유의미한 영향을 미치는 것으로 실증되었다. 조직지원인식의 정서적 지원은 정당한 행동에, 수단적지원은 참여적 행동에 직접 영향을 미치는 것으로 실증되었다. 둘째, 조직지원인식은 셀프리더십에 정(+)의 영향을주는 것으로 나타났고, 조직지원인식과 셀프리더십의 하위요인 간에서 유의미한 영향을 미치는 것을 확인하였다. 셋째, 조직지원인식과 조직시민행동 사이에서 셀프리더십의 매개 역할의 효과에서는 조직지원인식이 조직시민행동에직접효과가 있는 것으로 나타났으며, 조직지원인식과 조직시민행동 간에 셀프리더십은 부분 매개 역할을 하는 것으로실증되었다. 본 연구결과를 기반으로 시사점을 논의하였다.

The purpose of this study is to examine the effect of police officers' recognition of organizational support for organizational citizenship behaviors and whether self-leadership has a mediating effect between the two variables. The subjects included in this study were 232 police officers working at National Police Agency, Police stations, and District Units. Through this study the correlation between their recognition of organizational support, organizational citizenship behaviors, and self-leadership was analyzed. All data were analyzed using the SPSS 22.0 program, and the correlation between research variables was confirmed by Pearson's correlation analysis method. To demonstrate the mediating effect of self-leadership, a hierarchical regression analysis was conducted. Additionally, to prove that emotional support, instrumental support, and the sub-variables of the recognition of organizational support have a significant influence on sub-variables of organizational citizenship behaviors by mediating the sub-variables of self-leadership, the bootstrap was verified using the SPSS Process macro. As a result of research analysis, first, it was demonstrated that the recognition of organizational supports had a significant effect on organizational citizenship behaviors. Also, it was demonstrated that the emotional support of the recognition of organizational support directly affected the legitimate behaviors, and the instrumental support directly affected the participatory behaviors. Second, it was found that the recognition of organizational support had a positive (+) effect on self-leadership, and it was confirmed that there was a significant correlation between organizational support recognition and the sub-factors of self-leadership. Third, concerning the effect of the mediating role of self-leadership between the recognition of organizational support and organizational citizenship behaviors, it was found that the recognition of organizational support had a direct effect on organizational citizenship behaviors and self-leadership had a partial mediating role between the recognition organizational support and organizational citizenship behaviors. In this regard, other implications were discussed based on the results of this study.

본 연구는 노인요양시설에 근무하는 복지서비스 종사자들의 임파워먼트, 직무만족, 조직몰입, 고객지향성 간의 구조적 관계를 종합적으로 고찰한 초기연구이며, 특히 조직만족, 임파워먼트가 고객지향성에 영향을 미치는 구조적 관계 내에서 지각된 조직지원 인식이 어떤 조절적 효과를 보이는지 알아보고자 하였다. 또한 본 연구를 통하여 요양서비스 종사자의 고객지향성에게 영향을 미치는 동인들을 실증적으로 제시하는 것을 물론 종사자들의 고객지향성을 극대화시키는데 있어서 종사자들이 지각하는 조직지원 인식의 중요성을 확인하고 이에 대한 시사점을 시설 운영자에게 제공하는데 있다. 연구 결과, 임파워먼트는 고객욕구에 적절히 대응할 수 있게 해 줄 뿐만 아니라 적극적으로 자기계발과 역량증대를 도모하며 직무만족과 조직몰입에 긍정적인 영향을 미치는 것으로 나타났다. 또한 임파워먼트와 직무만족은 고객지향성에 유의한 영향을 미치는 것으로 나타났다. 그러나 조직몰입은 고객지향성에 유의한 영향을 주지 못하는 것으로 나타났다. 또한 지각된 조직지원 인식은 직무만족과 고객지향성, 임파워먼트와 고객지향성 간에 조절적 효과가 있는 것으로 나타났다.

This study was designed to explore the causal relationships among empowerment, job satisfaction, organizational commitment, and customer orientation with the moderating variables of cognitive organizational support on employees working at residential care facilities for aged. The purpose of this research are to empirically offer main factor to affect customer satisfaction, to ensure importance of cognitive organizational support as moderating variables in enlarging customer orientation of employees, and finally to offer implications to managers of facilities. As a result of this research, empowerment of them are useful in coping with customers needs, moreover it also promotes self-development and has effect on job satisfaction and organizational commitment. However organizational commitment didn't have effects on customer orientation. Also, cognitive organizational support has moderating effect among job satisfaction, empowerment and customer orientation. However, this study has some limitation in relation to specific survey region and overlooking the difference of causal relationships according to job diversity.

본 연구는 이타적인 동기를 갖고 공동체의 이익을 우선시하는 공공봉사동기가 군 간부들의 조직몰입과 조직시민행동에 어떠한 영향을 미치는지, 아울러 공공봉사동기가 조직몰입과 조직시민행동에 영향을 미치는 과정에서 상사지원의 인식이 조절효과를 갖는지를 살펴보았다. 이를 위해 공공봉사동기의 하위차원인 공공봉사호감도, 공익몰입, 자기희생의 독립변수들이 조직 몰입과 조직시민행동에 미치는 영향을 검정하기 위해 군 간부 709명을 대상으로 실증조사를 실시하였다. 분석 결과, ‘공공봉사호감도’와 ‘자기희생’ 요인들은 조직몰입과 조직시민행동에 긍정적인 영향을 미쳤으나, ‘공익몰입’은 조직시민행동에만 유의미한 영향을 미쳤다. 상사지원 인식의 조절효과 검정은 장기복무자 집단과 단기근무자 집단을 구분하여 실시하였다. 장기복무자 집단에서는 상사지원 인식의 조절효과가 나타났다. 즉 공공봉사동기가 높으면서 상사지원 인식의 수준이 높은 간부가 조직에 좀 더 충성하는 것으로 나타났다. 그러나 단기근무자 집단의 경우는 상사지원 인식의 조절효과는 통계적으로 유의미하지 않았다.

The current study attempts to investigate how public service motivation (PSM) affects organizational commitment and organizational citizenship behavior. In that process, the moderating effect of recognition of supervisors’ support is examined as well. The dimensions of PSM, including attraction to public service (APS), commitment to public interest (CPI), and self sacrifice (SS) were included as independent variables that affect organizational commitment and organizational citizenship behavior. The empirical results using a survey data of 709 non-commissioned officers indicate that, APS and SS positively affect organizational commitment and organizational citizenship behavior. CPI showed significant relationship with organizational citizenship behavior. For recognition of supervisor’s support, moderating effect was found for long-term non-commissioned officer group while the moderating effect was not validated for short-term officer group.