ScholarWorks@Gachon: JIN, XIU

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JIN, XIU (김수)

Business Administration (Departmnet of Business Management)

Research Area: 조직행동, 리더십, 조직변화/혁신

Tel 031-750-5231
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moderated mediation model:9||Moderated Mediation Model:6||Job Engagement:3||Moderated mediation model:3||조절된 매개모형:3||지식공유:3||혁신행동:3||직무열의:3||Innovative behavior:3||organizational sustainability:3||innovation performance:2||innovative culture:2||창의성:2||책임형 리더십:2||조절된 매개효과:2||promotion focus:2||exploitative leadership:2||Job Anxiety:2||psychological safety:2||organizational identification:2||radical innovation:2||심리적 안정성:2||knowledge sharing:2||심리적 임파워먼트:2||leader ethical behavior:2||organizational system:2||Innovative Behavior:1||Innovative Work Behavior:1||Interactional Justice:1||Involuntary overtime:1||Job Crafting:1||Job Insecurity:1||Job Stress:1||Job Uncertainty:1||Job engagement:1||Job stress:1||Key words: Paradoxical Leadership:1||Knowledge Hiding:1||Knowledge Sharing:1||Knowledge sharing:1||Leader's Machiavellianism:1||Machiavellian Leadership:1||Mediating Effect:1||Meeting Type:1||Moderating Effect:1||Moral Disengagement:1||Online Meeting Climate:1||Online Meeting Satisfaction:1||Organizational climate:1||Organizational ethical climate:1||Organizational sustainability:1||Paradoxical leadership:1||Participative leadership:1||Perceived Abusive Supervision:1||Perceived organizational learning culture:1||Psychological Empowerment:1||Psychological Safety:1||Psychological WellBeing:1||Psychological empowerment:1||Psychological safety:1||Relationship Conflict:1||Resourcebased Enterprise.:1||Responsible Leadership:1||SMEs:1||Selfefficacy:1||Selfregulated Learning:1||Serial Multiple Mediating Model:1||Serial Multiple Mediation Model:1||Serial multiple mediation model:1||Sustainability of enterprise:1||Task Conflict:1||Transformational leadership:1||Turnover Intention.:1||Voice Behavior:1||Work Incivility:1||Workplace Bullying:1||Workplace Deviance:1||artificial intelligence adoption intensity:1||artificial intelligence management:1||business innovation:1||conscientiousness:1||corporate sustainability performance:1||counterproductive work behavior:1||creativity:1||digital capability:1||ethical leadership:1||fear of negative evaluation:1||green innovation:1||highperformance work system:1||innovative behavior:1||innovative performance:1||intrinsic motivation:1||job performance:1||knowledge hiding:1||leader identification:1||leader's incivility:1||leader's otheroriented perfectionism:1||management systems:1||moderated mediation effect:1||negative emotion:1||organizational change:1||organizational ethical climate:1||organizational intelligence:1||organizational political behavior:1||organizational system analysis:1||partial least squares structural equation modeling:1||perceived abusive supervision:1||performance:1||person–organization fit:1||person–organization value congruence:1||positive working atmosphere:1||psychological contract violation:1||psychological distress:1||quantum leadership:1||relational identification theory:1||reporting behavior:1||resilience:1||responsible leadership:1||selfefficacy:1||shared leadership:1||small and mediumsized enterprises:1||social exchange theory:1||supervisor's ethical behavior:1||sustainable competitive advantage:1||sustainable development:1||tacit knowledge sharing:1||visionary leadership:1||voice behavior:1||whistleblowing behavior:1||withdrawal behavior:1||work engagement:1||workplace deviance:1||workplace incivility:1||　Innovative Performance:1||고발행위:1||과업 갈등:1||관계 갈등:1||긍정적 업무 분위기:1||녹색 혁신 성과:1||매개‧조절 효과:1||무례행동:1||발언행동:1||변혁적 리더십:1||본 연구는 구성원 침묵에 대한 연구의 범위를 확장할 뿐만 아니라 구성원침묵 억제를 위한 연구의 이론적 근거를 제공함으로써 중소기업 조직의 괴롭힘 방지를위한 실질적인 의의를 제시하였다:1||분위기 격차:1||상사의 윤리행위:1||상호작용 공정성:1||심리적 계약위반:1||심리적 웰빙:1||암묵적 지식공유:1||윤리적 분위기:1||이직의도:1||인공지능:1||인지적 신뢰:1||자원 중심 기업:1||정고갈 간의 관계를 완화시키는 역할을 하기 때문에 용서 풍토의 중요성이 검증되었다. 마지막으로:1||조절된 매개 모형:1||조직동일시:1||조직윤리적 분위기:1||주제어 : 역설적 리더십:1||중국 중소기업:1||중국중소기업:1||중소기업:1||지각된 조직학습문화:1||지기효능감:1||지식은폐:1||직렬다중 매개 모형:1||직렬다중 매개모형:1||직렬다중매개효과:1||직무 불안감:1||직무 스트레스:1||직무불안감:1||직무불안정성:1||직무불확실성:1||차등적 질서 분위기:1||참여적 리더십:1||친환경 행동:1||패러독스 리더십:1||혁신성과:1||Artificial Intelligence:1||혁신행위:1||Chaxu Climate:1||Chaxu climate:1||Chinese SME members.:1||Chinese SMEs:1||Chinese SMEs.:1||Chinese medical staff:1||CognitionBased Trust:1||Creative shared values:1||Creativity:1||Desire for control in Machiavellian leadership:1||Developing Measurement:1||Digital technology:1||Digital transformation:1||Digitalization:1||Emotional Exhaustion:1||Emotional exhaustion:1||Employee Silence:1||Enterprise image:1||Environmental involvement:1||Ethical Climate:1||Forgiveness Climate:1||Green Behavior:1||Green Innovation Performance:1||Industry 4.0 for SMEs:1||Innovation atmosphere:1||

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