open access
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open access
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ISSN : 1229-0696
This study investigated the relationship between Traffic Locus of Control(T-LOC) and Reckless Driving Behavior, by using correlation analysis and a hierarchical regression for the data gathered through 294 adults. First, this study examined correlation analysis between T-LOC and Driving Behavior Determinants(DBD). As a result, “Self” and “Other drivers” factors of T-LOC were positively correlated with ‘Interpersonal Anger’ factor, “Vehicle/Environment” factor was positively correlated with ‘Avoiding Problems’ factor, and external “Fate” was positively correlated with ‘Avoiding Problems’, ‘Benefit/Stimulus Seeking’, ‘Interpersonal Anger’ and ‘Aggression’. Whereas, there was positively correlated between all T-LOC and ‘Interpersonal Anger’. The result to examine influence of T-LOC on Reckless Driving Behavior was showed that T-LOC had significant amount of explained variance on Speed Driving and Wild Driving of Reckless Driving Behavior. And this showed that Fate effected on all Reckless Driving Behavior. That is, drivers who think that an accident caused by a ‘fate’ which can’t be observed, unlike their actions, other drivers, vehicles and driving environments tend to drive more dangerously.
The purpose of this study is to verify the mediating effects of team trust that becomes pronounced as the empowering leadership of store managers influences the cooperative behavior of contact employees as well as the moderating effects of team cynism in the relationship between the empowering leadership of store managers and team trust. To this end, we conducted a survey of 150 store managers and 400 contact employees working in stores located inside department stores, and analyzed data collected from 114 store managers and 340 contact employees, except unreliable responses. As a result of a hierarchical regression analysis to confirm mediating effects, it was found that team trust had a partially mediating effect on the relationship between the empowering leadership of store managers and the cooperative behavior of contact employees. The empowering leadership of store managers had a directly effect on the cooperative behavior of contact employees, as well as the empowering leadership of store managers had a indirectly effect on the cooperative behavior of contact employees through the team trust. Also found were the negative moderating effect of team cynicism in the relationship between the empowering leadership of store managers and team trust. Based on the research findings, this study discussed its academic significance, practical implications, limitations and future research tasks.
This study developed Risk Sensitivity Improvement program for Driver. A driver 62 people were developing a training program which can improve risk sensitivity factors was verified its effectiveness. By separating the driver from the control group and the experimental group populations was performed education program training a session, when compared to the risk sensitivity level before and 2 weeks after training showed significant improvements in risk sensitivity. The degree of risk sensitivity is improved risk sensitivity(Risk Sensitivity: RS) measure item were verified by. Risk sensitivity measure item was measured part of the risk perception and emotional anxiety. Control group and experimental group risk sensitivity level prior to performing risk sensitivity enhancement training program showed the same level. Repeated measures ANOVA and paired sample results to verify the effectiveness of using the t-test, the experimental group performed improving the risk sensitivity of a single session education program showed significant improvement in risk-sensitive than the control group. The risk-sensitive development programs through improved education could verify that it can be an effective training program that can make a difference in risk driving behavior of the driver.
The purpose of this study was to investigate the relationship among peer's impression management, employee's impression management motive, and employee's organizational behavior(task performance and voice behavior). Also, this study examined the mediating role of employee's impression management motive in the relationship between peer's impression management and employee's organizational behavior and the moderating role of internal locus of control in the relationship between peer's impression management and impression management motive. Data were gathered from 251 employees from a number of companies by survey research method. The result of this study showed that peer's impression management influences on employee's impression management motive, and employee's impression management motive influences on both task performance and voice behavior. Employee's impression management motive fully mediated the relationship between peer's impression management and employee's organizational behavior(task performance and voice behavior), and internal locus of control moderated the relationship between peer's impression management and employee's impression management motive. That is, the positive relationship between peer's impression management and employee's impression management motive was stronger when employee's level of internal locus of control was high. Based on the results, the implications of this study and the directions for future research tasks were discussed with limitations.