목차

1. Introduction 1
1.1. Overview 1
1.2. Overall Scope of the Thesis 4

2. Study 1: The effect of low-code/no-code platform features on organizational citizenship behavior of citizen developers: a mixed-methods approach 7
2.1. Introduction of Study 1 7
2.2. Literature Review and Theoretical Background 9
2.2.1. Behavioral Engagement 9
2.2.2. Organizational Citizenship Behavior 10
2.2.3. Mixed-Methods Approach 11
2.2.4. Citizen Developers and the Use of Low-code/No-Code Platforms in Korea 14
2.2.5. Social Exchange Theory 15
2.3. Research Model and Hypotheses Development 16
2.3.1. Research Model of Study 1 16
2.3.2. Hypotheses Development 17
2.3.2.1. Platform Interactivity and Behavioral Engagement 17
2.3.2.2. Platform Scalability and Behavioral Engagement 18
2.3.2.3. Platform Functional Suitability and Behavioral Engagement 19
2.3.2.4. Behavioral Engagement Organizational Citizenship Behavior 20
2.3.2.5. Mediation Role of Behavioral Engagement 20
2.3.2.6. Moderation Role of Platform Control 22
2.4. Research Methodology 23
2.4.1. Research Design 23
2.4.2. Data Collection and Analysis Method 23
2.4.3. Questionnaire Composition 24
2.5. Research Results 25
2.5.1. Sample Characteristics 25
2.5.2. Measurement Model Assessment 28
2.5.2.1. Convergent Validity 28
2.5.2.2. Discriminant Validity 28
2.5.2.3. Common Method Bias 28
2.5.3. Structural Model Assessment 30
2.5.3.1. Direct Relations 31
2.5.3.2. Specific Indirect Relations 32
2.5.3.3. Moderating Effects 33
2.6. Expert Citizen Developer Interviews 34
2.7. Discussion and Conclusion 36
2.7.1. Discussion 36
2.7.2. Implications 39
2.7.2.1. Theoretical Implications 39
2.7.2.2. Practical Implications 40
2.7.3. Limitations and Suggestions for Future Research 41
2.7.4. Conclusion 42

3. Study 2: High involvement human resources management practices and organizational citizenship behavior: the role of affective commitment and self-efficacy 43
3.1. Introduction of Study 2 43
3.2. Literature Review and Theoretical Background 45
3.2.1. High Involvement Human Resource Management Practices 45
3.2.2. Affective Commitment 46
3.2.3. Quantitative Research (Survey) Approach 47
3.2.4. Social Exchange Theory 49
3.3. Research Model and Hypotheses Development 50
3.3.1. Research Model of Study 2 50
3.3.2. Hypotheses Development 51
3.3.2.1. Empowerment and Affective Commitment 51
3.3.2.2. Competence Development and Affective Commitment 52
3.3.2.3. Information Sharing and Affective Commitment 53
3.3.2.4. Fair Rewards and Affective Commitment 54
3.3.2.5. Recognition and Affective Commitment 55
3.3.2.6. Affective Commitment and Organizational Citizenship Behavior 56
3.3.2.7. Mediation Role of Affective Commitment 57
3.3.2.8. Moderation Role of Self-efficacy 58
3.4. Research Methodology 60
3.4.1. Data Collection and Analysis Method 60
3.4.2. Questionnaire Composition 61
3.5. Research Results 62
3.5.1. Sample characteristics 62
3.5.2. Measurement Model Assessment 64
3.5.2.1. Convergent Validity 64
3.5.2.2. Discriminant Validity 65
3.5.2.3. Common Method Bias 65
3.5.3. Structural Model Assessment 66
3.5.3.1. Direct Relations 68
3.5.3.2. Specific Indirect Relations 69
3.5.3.3. Moderating Effects 70
3.6. Discussion and Conclusion 72
3.6.1. Discussion 72
3.6.2. Implications 77
3.6.2.1. Theoretical Implications 77
3.6.2.2. Practical Implications 79
3.6.3. Limitations and Suggestions for Future Research 80
3.6.4. Conclusion 81
References 82
Appendix 110