• The Journal of the Korea Contents Association
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• v.20 no.4
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• pp.427-440
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• 2020

This study is a study on the cooking department where chefs who belong to the desired job of elementary and middle school students work together with the recognition increase through the media. The cooking department, which has a vertical structure at work, can be said to have an absolute influence of the chef. However, the cooking department needs to change according to the times. The purpose of this study was to examine how chef's shared leadership affects the chef's emotional commitment, continuous commitment, job satisfaction, and job performance. Therefore, a questionnaire was distributed to the employees currently working in the cooking department of a five-star hotel in Seoul, and a sample of 319 copies was prepared. In statistical analysis, the items were refined through exploratory factor analysis, confirmatory factor analysis, reliability analysis, and correlation analysis, and the hypotheses were verified through structural model analysis.As a result, Chef's shared leadership influences the emotional commitment of cooks, job satisfaction and job performance. In particular, emotional commitment and continuous commitment did not affect cooks' job satisfaction and job performance. In conclusion, to improve the performance of the organization, the hotel culinary department must establish a culture of sharing and communication. This suggests that establishing goals and visions will lead to job satisfaction and performance not only for individual cooks but also for the entire department. Therefore, it is expected to contribute to the efficient human resource management for the cooks in the hotel cooking department.

• Korean Architects
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• no.1 s.429
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• pp.51-63
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• 2005

을유년 새해가 밝았다. 우리 협회도 올해로써 불혹의 나이에 접어들었다. 인생으로 치면 황금기를 맞은 것이다. 그러나 회장의 불신임, 감사의 사퇴 등 얼룩진 여파가 지금도 계속되고 있는가 하면 원칙이나 냉철한 손익분석도 없이 지엽적인 것 때문에 중앙제와 연합제가 소용돌이치고 있는 현실이다. 40년간 20여분의 회장이 재임하였다. 굳이 이들의 개인별 평가를 하지 않더라도 협회의 성장과 쇠락, 단결과 분열 등은 회장의 철학과 리더십에 기인한다는 것은 보편적 사실이다. 이제 한 달 후면 새로운 회장을 선임하게 되고 대행체제의 막을 내린다. 다시는 이러한 일이 없도록 하기 위하여, 좀 더 나은 내일의 협회를 위하여 우리 협회의 이상적인 회장상을 그려보는 특집을 마련하였다. 지면상 많은 분의 글을 싣지는 못하였으나 우리 협회를 관심 있게 지켜보는 외부 인사를 포함하여 서울과 지방 등 다양한 의견을 듣고자 하였다. 입후보 예정자들은 이들의 바람과 스스로를 비견하여 진퇴를 명확히 해야 할 것이고, 회원들은 인터넷을 통한 협회 회원 토론방에 활발한 자기 의견을 개진해 줄 것을 당부한다. 그리하여 대의원들은 지역, 학교, 친불친을 떠나 회원들이 원하는 회장에 가장 가까운 후보자에게 투표해야 할 것이다. 이번 특집이 좀 더 나은 협회의 내일을 여는데 조금이라도 기여하기를 바란다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.1 no.1
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• pp.53-70
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• 2006

This study aims to provide policy suggestions on how to implement the process of empowerment, by investigating the conditions that hinder the process and the attitude of the KBS employees. For the cross-sectional study, this thesis examined the domestic and international references, conducted a survey of KBS employees, personal interviews and made direct observations. Approximately 1,200 copies of the questionnaire were distributed and 474 were completed and returned. The analysis used SPSS 12.0 software to process the data collected from 460 respondents. The survey findings showed a decrease of 24.2%p in the number of responses expressing negative views of the team structure and a decrease of 1.29%p in the number of positive responses. The findings indicated a positive transformation illustrating employees' improved understanding and approval of the team structure. However, KBS must address the issue on an ongoing basis. It has been proven that the employee empowerment increases the productivity of the individual and the group. In order to boost the level of empowerment, the management must exercise new, innovative leadership and build trust between the managers and the employees first. Additional workload as a result of shirking at work places was prevalent throughout all divisions and ranks, according to the survey data. This outcome leads to the conclusion that the workload is not evenly distributed or shared. And the data also showed the employees do not trust the assessment and rewards system. More attention and consideration must be paid to the team size and job allocation in order to address this matter; the present assessment and rewards system need to be complemented. The type of leadership varies depending on the characteristics of the organization's structure and employees' disposition. KBS must develop and reform its own management, leadership style to suit the characteristics of individual teams. Finally, for a soft-landing of KBS team structure, in-house training and education are necessary.

• Journal of Digital Convergence
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• v.14 no.9
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• pp.9-18
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• 2016

ICT is still lacking relevant studies and efforts even though it needs to be accompanied by character education. Against this backdrop, this study has developed and operated an education program that combines ICT with character education and conducted surveys on its accomplishments. The research findings are as follows. The analysis of theme-based correlations has revealed that individual's character has not significantly affected character for others and global character and that building character for others have made a significant impact on establishing global character with a high level of correlations. Therefore, I have found that a program involving a group of people together such as team-based task has a positive effect on fostering problem-solving talents with global leadership. It is hard to obtain tangible results in character education in a short period of time but I would like to contribute to laying the foundation for cultivating and fostering talents equipped with global leadership while respecting oneself and caring for others in everyday life through these classes. There is a study on convergence of character education and different subjects, left behind of this study.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.3
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• pp.75-88
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• 2014

The purpose of this research is to provide the indication on policy for the SME that are going through the Growing Pains by analyzing the cause of the Growing Pains and the effect that it causes to the company performance. By measured the extent of the growing pains in entrepreneurial companies, 8 of the 20 companies surveyed companies indicate that some very significant problems exist within the organization and the other 12 companies indicate some organizational problems require attention. As a result of correlation between company performance and Growing Pains that analyzed by using CAGR(Compound Annual Growth Rate), we have arrived at the conclusion that they are oppositely related. We have conducted the regression coefficient in order to analyze the factors that are affecting the Growing Pains and we have discovered that Leadership and work performance capability of CEO, Company's structure capability and Company's cultural strength have a meaningful relation out of 7 Factors that were used for regression coefficient. Only, CEO's work performance is analyzed to worsen the Growing Pains that, for enterprises at the certain growing stage it is needed to establish an administrative system instead of relying on CEO. Also CEO's strong leadership play which relate to administrative capacity, forming reasonable organizational structure, customer oriented mind and Company's culture that are developed with sense of responsibility reduce Growing Pains according to a research.

• Journal of Labour Economics
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• v.37 no.2
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• pp.79-103
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• 2014

Previous studies show that tall people have better labor market outcomes, but controlling for their abilities reduces the size of height effects. This implies that a failure to properly control for one's ability could overestimate the OLS estimate. This paper contributes to the literature by being the first to control for individual fixed effects (FE) and to examine height effects on the probability of one's attaining a leadership position. The data used are panel data of a cohort obtained during the cohort's middle and high school years. In OLS estimation, this paper finds positive height effects for boys. However, when controlling for individual fixed effects, the estimate is not statistically significant. For girls, the height effects are found on neither OLS nor FE model.

• The Korean Journal of Applied Statistics
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• v.23 no.3
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• pp.559-571
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• 2010

The Demand-Control model has been one of the most popular theoretical models to explain job stress. This study extends the Demand-Control model to the team level and examines the relationship between job demand and job stress to tests the moderating effect of the `team relationship climate' on the relationship between job demand and job stress. Data were collected from 34 teams across 19 organizations and analyzed using HLM. The results showed that job demand was significantly related to job stress. Based on the team level analysis, the team relationship climate was found to moderate the relationship between job demand and job stress. In addition, the consideration behavior by the leader was significantly correlated with the team relationship climate. Finally the theoretical and practical implications and limitations of this study were discussed.

• The Journal of the Korea Contents Association
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• v.10 no.10
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• pp.274-285
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• 2010

In the United States, a marked emphasis on personal achievement has been among enduring values characterizing American culture from the beginning of the republic. Particularly, Americans have attached great value to the spirit of self-reliance in striving for personal achievement. However, there have been few empirical studies focusing on the effects of Americans' self-reliant spirit on American electoral politics. Through a field experimentation focusing on the voters of Portage County in Ohio, this study examined the effects of Americans' self-reliant spirit on the evaluations of presidential candidates' personal traits, which constitute the candidates' character. The results of this study demonstrated that American voters evaluated those presidential candidates who were described as self-reliant significantly more favorably than the presidential candidates who were not so described, for 8 out of the 11 personal traits. The findings provide meaningful evidence for ascertaining the potential and legitimacy of the influences of the spirit of self-reliance, in the American society including electoral politics.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.15 no.3
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• pp.191-199
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• 2015

The purposes of this study are to examine the predictability of variables related to SNS intention to use in collaborative learning and provide some new implications. Based on Technology Readiness and Acceptance Model (TRAM), we hypothesized that optimism, innovativeness, discomfort, insecurity as personal disposition variables, subjective norm as a social variable, and perceived usefulness and perceived ease of use as cognitive variables would predict SNS intention to use. For this study, 274 'Share Leadership' students in E university completed surveys and it was analyzed by multiple regression analysis. The results of this study showed as follows. First, optimism, innovativeness, discomfort, and subjective norm predicted perceived ease of use. Second, optimism, insecurity, subjective norm and perceived ease of use predicted perceived usefulness. Third, subjective norm, perceived ease of use and perceived usefulness predicted SNS intention to use. From this, it is revealed that positive technology readiness predict much more than negative technology readiness do and the role of teacher and peers is very important.

• Asia Marketing Journal
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• v.6 no.3
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• pp.1-26
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• 2004

The purpose of this study is to conduct a theoretical and empirical study to identify the appropriate organizational culture for the activation of CRM. The contents of this study are consisted of two parts: First, using the organizational learning theory originated in the organizational behavior area this study proposed which culture related factors are indispensable for the activation of CRM. Second, the propositions in the first part were confirmed by analyzing the survey data from the CRM practitioners in Korean companies. Conclusively the results show the follows: First, for the activation of CRM not only the individual learning(including team learning) but also the enterprise-wide sharing of the information is the crucial element. Second, for the activation of the individual learning, the enterprise-wide participation, the active experimental trials based on the empowerment, and the facilitative leadership of top management must be encouraged. Third, for the activation of the information sharing the active communication among the departments and the possession of organizational memory must be realized.