• Proceedings of KHEA Conference
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• 2006.04a
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• pp.91-91
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• 2006

• Proceedings of KHEA Conference
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• 2005.10a
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• pp.162-162
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• 2005

• Proceedings of the KHMA Conference
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• 2010.05a
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• pp.317-317
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• 2010

• Journal of Family Resource Management and Policy Review
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• v.11 no.1
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• pp.21-36
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• 2007

The main purpose of the current research was to induce the importance of manners through the relationship between the level of transformational leadership in the family and the degree of job satisfaction in workers. It also examined positive variants that can enhance the degree of job satisfaction. The data from 250 questionnaires were used for the final analysis. The main results of the present study are as follows: First, the level of transformational leadership in the family tended to be relatively low, although it was good at the intellectual stimulus leadership among the sub-dimension of the "Family Multifactor Leadership Questionnaire." Moreover, communication, status, and education level turned out to be most influential background variables. Secondly, the score for job satisfaction that is recognized by the workers appeared to be less than average. It seemed that relative comparison in the level of life, communication and education level were the most influential variables. Indeed, the result of stepwise regression analysis showed that transformational leadership made a comparatively high contribution to job satisfaction. Therefore, it is important to keep in mind that a worker's leadership development is a main source of maintaining job satisfaction.

• Journal of the Korean Home Economics Association
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• v.44 no.8
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• pp.33-45
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• 2006

The main purpose of the current research was to examine the married women's "Family Multifactor Leadership Questionnaire I" which is a new strategy for developing the strength of family. The survey was conducted with three hundred married women who have a child or children attending elementary school, based upon relationship. The main results of the present study are as following. First, the level of the married women's "Family Multifactor Leadership Questionnaire I" tended to be relatively high and they were good at charismatic leadership among sub-dimension of "Family Multifactor Leadership Questionnaire I". Moreover, internal and external controllability and social support turned out to be most influential background variables. Second, the score for the strengths of family that is recognized by the married women appeared to be more than average. It seemed that internal and external controllability, social support, and monthly gross family income were the most influential variables. Indeed, the result of stepwise regression analysis showed that transformational leadership made a comparatively high contribution to the married women's strength of family. Therefore, it is important to keep in mind that married women's leadership development is a main source of maintaining healthy family.

• Journal of Family Resource Management and Policy Review
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• v.15 no.4
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• pp.149-167
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• 2011

The purpose of this study was is to investigate the relationship between transformational leadership in families and psychological well-being and career decision-making self-efficacy. The samples were randomly selected from high school students studying liberal arts in Seoul. 400 survey questionnaires were distributed March 11 through 18, 2010. Among them, 386 completed surveys were utilized as the data for the statistic analyses. SPSS were applied. The main results of the study are as follows. First, adolescent children of mothers with leadership have higher psychological well-being than those from families of mothers without leadership. This has been determined as a result of reviewing the psychological well-being of adolescent children according to their mothers' transformational leadership in the family. Second, the adolescent group with mothers who show transformational leadership in managing the home have higher career decision-making self-efficacy than the group without such mothers. This was determined as a result of reviewing adolescent children's career decision-making self-efficacy according to mother's transformational leadership level in the family. Third, career decision-making self-efficacy according to adolescents' psychological well-being show positive relations by group. That is, adolescents living table lives are more positive about their future. Lastly, when comparing the relative contribution of the mother's transformational leadership in the family and psychological well-being on career decision-making self-efficacy, it has gained more credibility as stage ads. Based on the results, when mothers nurture children with a affection-based autonomy, children gain higher psychological well-being, which leads to firm beliefs about constructive futures. Therefore, for successful and systematic career development, CEO mothers' transformational leadership should serve as its foundation.

• The Journal of Small Business Innovation
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• v.20 no.4
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• pp.11-21
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• 2018

The extant entrepreneurship research has emphasized the development of businesses by recognizing and exploiting new opportunities rather than the development of people in organizations. To remedy this issue, scholars recently suggested the concept of humane entrepreneurship where the traditional view on entrepreneurship is enhanced by the human-centered logic. However, more scholarly work is needed to develop the concept of humane entrepreneurship as a new perspective of the entrepreneurship research domain. In this article, we attempt to enhance the research on humane entrepreneurship by suggesting its theoretical foundations and identifying the underlying dimensions of humane entrepreneurship with empirical data. This study suggests the five disciplines in management studies as theoretical foundations of humane entrepreneurship: strategic entrepreneurship, stakeholder theory, transformational leadership, motivation theory, and humanistic management. Also, we developed the measurement of humane entrepreneurship and tested its reliability and validity by collecting data from 19 countries. The results showed that the concept of humane entrepreneurship is composed of two dimensions, humane and enterprise cycles. Finally, this study provides further research agenda in the domain of humane entrepreneurship research.