Considering that extant studies on safety behavior have paid insufficient attention to the impact of corporate social responsibility(CSR) on employee’s safety behavior. This paper delves into the influence of CSR on safety behavior and its intermediating mechanism such as mediator and moderator. To be specific, the current paper examines the mediating effect of employee’s psychological safety in the CSR-safety behavior link, also investigating the moderating effect of ethical leadership in the relationship between CSR and psychological safety. As expected in the hypotheses, the results showed that that CSR has a positive (+) influence on psychological safety, which has a positive (+) impact on safety behavior. Also, employee’s psychological safety mediated the association between CSR and safety behavior. Lastly, ethical leadership moderated the CSR-psychological safety link.

The purpose of the present study was to generate a list of business ethics components according to business area for small and medium-sized fashion companies. Based on the literature review, 21 components of business ethics components were identified within five business areas. Ten CEOs(Chief Executive Officers) each participated in an in-depth interview, sharing ethical and unethical cases from their own businesses. Constant comparative analysis was used to generate important business ethics components from those cases. In results, important business ethics components for each business area are: 1) using human-friendly materials, strengthening sustainable technologies, using vegan materials, concerning safe process, and reducing waste in the material production and sourcing area, 2) enhancing an efficiency in design, developing recycle/reuse designs, avoiding to copy designs, and using messages for public interest in the product design area, 3) concerning fair-trade, reducing harmful substance, saving energy, and using ethical supply channels in the distribution and logistics area, 4) acquiring certifications, promoting consumer protection, avoiding exaggerative/false advertisements, and promoting social contributions in the management and marketing area, and 5) promoting workers’ rights, complying with the law, and investing on employee educations in the labor management area. All of the ethical and unethical cases of the ten companies have involved aspects of the 21 components, thereby enhancing understandings on how each issue is being seriously considered and/or handled in the small and medium-sized fashion companies. Study findings may provide a basis for development of a research model for quantitative studies and/or educational programs related to business ethics in the fashion industry.

본 연구는 금전욕과 직무성과 및 조직몰입 간의 관계에 있어 기업 윤리가치의 조절효과를 분석하기 위해 광주 및 전남 지역의 27개 기업 318명의 종업원을 대상으로 실증조사를 실시하였다. 분석결과를 요 약하면 첫째, 금전욕은 직무성과 및 조직몰입에 유의한 정의 영향을 주는 것으로 나타났다. 둘째, 기업 윤리가치는 조직몰입에 유의한 정의 영향을 주는 반면, 직무성과에는 유의한 영향을 주지 않는 것으로 나타났다. 셋째, 기업 윤리가치는 금전욕과 조직몰입 간의 관계에 유의적이진 않지만 한계적으로 부의 방 향으로 조절하고 있는데 금전욕이 조직몰입에 미치는 영향은 기업 윤리가치가 낮은 경우에 더 큰 폭으로 나타났다. 가설과는 달리 기업윤리가치는 금전욕과 직무성과 간의 관계에 대해서는 유의미한 영향을 주 지 못하는 것으로 나타났다. 마지막으로 본 연구의 시사점, 한계점과 향후 연구방향에 대해 논의하였다.

오늘날의 기업경영에서 윤리경영의 실천은 기업의 사회적 정당성을 획득하는 기반이 되기 때문에 기업의 역할이나 활동은 사회로부터 수용되어야만 기업이 생존하고 발전할 수 있는 기반이 마련될 수 있다. 본 연구는 조직구성원의 윤리경영에 대한 인식수준이 윤리경영 활성화의 전제가 되고 있는 조직구성원의 내부고발 의지에, 그리고 고객의 윤리경영 실천에 대한 지각수준이 윤리경영실천의 주요개념이라 할 수있는 기업이미지에 미치는 영향을 살펴보고, 조직구성원의 내부고발 의

The purpose of this study was to measure employee ‘awareness’ and ‘practice’ of business ethics in the foodservice industry, and to determine possible correlations between these two variables. Self administrated questionnaires were completed by 1003 employees and data were analysed to ascertain frequency, factor, reliability, correlation and canonical correlation. Two factors were obtained from factor analysis of business ethics(BE) awareness; “Organizational awareness”, and “Individual awareness”. Similarly, two factors were also obtained for business ethics practice; “Systematic practice”, and “Compensatory practice”. Canonical correlation analysis produced two significant functions. For canonical function 1, it was found that organizational awareness of BE was positively correlated with systematic practice. For canonical function 2, it was found that individual awareness of BE was negatively correlated with the compensatory practices of BE. The findings of this study demonstrate that higher organizational awareness of business ethics in the foodservice industry led to higher systematic practices of BE, while higher individual awareness of BE led to lower compensatory practices of BE. In conclusion, higher organizational awareness of BE places a higher priority on building an external system from an institutional perspective, while higher employees awareness of BE leads to higher expectation from the company, resulting in relatively low compensatory practices.

The purpose of this study was to determine the empirical cause-effect relationships among business ethical values and person-organization fit, job satisfaction, turnover intent, and organizational performance within family restaurants and feeding facilities. Self-administered questionnaires were completed by 459 restaurant employees. The SPSS and Amos programs were then applied to the data to perform frequency, factor, reliability, correlation and SEM analyses. The primary results are as follows. First, business ethical values had a significant positive effect on person-organization fit. Second, person-organization fit had a significant positive effect on job satisfaction, and a significant negative effect on turnover intent. Third, job satisfaction had a significant positive effect, and turnover intent had a significant negative effect, on organizational performance. Finally, upon verifying the possible direct and indirect effects of business ethical values within family restaurants and feeding facilities, it was determined that the ethical values had significant direct and indirect effects on person-organization fit, job satisfaction, turnover intent, and organizational performance. These findings have various implications. For example, an improved in-house ethical working environment leads to greaterperson-organization fit, and having employees that feel there is better in-house ethical reliability leads to greater consistency between personal and organizational values, resulting in higher job satisfaction and ultimately organizational performance.

Corporation had been made by important action rule of business ethics that observes legal standard that is prescribed in each class of administration activity. But it does not keep ethicality of corporation action that conforms law. Law can not include all parts of business ethics because it is forcing essential class for public order preservation and public welfare in right. Moreover, partial corporations are doing to justify unethical action of other evasion of taxes, consultation, manufacturing etc. with legal basis meaning abusing legal standard. For these reason, Insistence that is in point of legal standard and ethical standard is not different each other that is in equal viewpoint is brought.

본 연구는 사회경제적 실체로서의 기업의 본질에 대한 이해를 바탕으로 오늘날의 각 국가경제에 밑거름이 되는 다국적기업의 최고경영자가 갖는 윤리적 가치관이 기업의 경제적 및 사회적 성과에 미치는 영향을 살펴보고자 하였다. 본 연구결과, 다국적기업 최고경영자의 윤리적 가치관의 하위요인인 물질주의는 경제적 성과에, 이윤동기와 종교지향성은 사회적 성과에 긍정적인 영향을 미치는 것으로 나타났다. 본 연구는 윤리경영을 다국적기업 최고경영자의 관점에서 접근한 탐색적 연구로서 그 의의가 있다고 할 수 있다.