• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.5
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• pp.245-259
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• 2020

The development of technology and the advent of a non-face-to-face society are expected to have a direct impact on job problems. In line with this phenomenon, the government and education and training institutions are coping with job problems through the start-up support policy while at the same time inducing the creation of innovative companies. In particular, youth start-up support can be expected not only to compensate for market failures, but also to promote high-growth start-ups. Based on this background of research, this study examined the competency of young entrepreneurs to start their own businesses, their entrepreneurial self-efficacy, and their impact on success and satisfaction of start-ups. Based on the theoretical research, the research theory and research model were derived by setting entrepreneurial self-efficacy as a mediating variable after reviewing the relation between the main elements of start-up competency of young start-up entrepreneurs and start-up performance. The Youth Entrepreneurship Competency was divided into four categories: Entrepreneurial Competencies, Technical Competencies, Management Competencies, and Creative Competencies, and the hypothesis was that each had a significant impact on the start-up performance through the mediating effect of entrepreneurial self-efficacy. A survey was conducted on young entrepreneurs in their 20s and 30s in Korea for empirical research, and the analysis results were as follows. First of all, the competency of young entrepreneurs to start their own businesses affects the success of start-ups and the satisfaction of start-ups. There are differences in the competencies, and both technical and management competencies can be seen through the entrepreneurial self-efficacy to enhance the success of start-ups and the satisfaction of start-ups. Entrepreneurial competency was fully mediated to start-up success and partially mediated to start-up satisfaction. In the case of creative competency, there were only direct effects on successful start-ups, and the satisfaction of start-ups showed partial mediating effects. Thus, seven of the eight detailed hypotheses were supported and one was rejected. Based on the above findings, the implications were presented.

• Asia-pacific Journal of Multimedia Services Convergent with Art, Humanities, and Sociology
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• v.8 no.8
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• pp.1-9
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• 2018

Emotional Intelligence is the ability to recognize, facilitate, understand and control and utilize one's and other's emotions and has been researched extensively in last 20 years. Of the four domains of emotional intelligence, Emotional Regulation, the ability for one to manage and modify one's emotional reactions in order to achieve goal-directed outcomes, with its influence on authentic leadership and change oriented organizational citizenship behavior was researched by surveying 300 nurses at large metropolitan hospitals in B city in South Korea. Previous research demonstrated in relationship based and long term oriented cultures, such as Korea, Japan and Chinese cultures, ability to regulate emotions is critical component in successful social dynamics yet research the topic is minimal in Korea. Authentic leadership is a leader displaying sincerity and authentic behavior and through such, trust is gained in followers and collaboration is formed. Change oriented organizational citizenship behavior is a proactive behavior where the individual performs behaviors not included in his job functions voluntarily. The results indicate the three out of four sub domains of authentic leadership influenced positively to change oriented organizational citizenship behavior with the exception of balanced information processing. Moreover, Emotional Regulation partially mediated between authentic leadership and change oriented organizational citizenship behavior. Such results validated previous studies that indicated authentic leadership as possible antecedents of individual proactive behaviors and by examining authentic leadership and change oriented organizational citizenship behavior with emotional regulation as a mediator proved possibility as another potential antecedent of change oriented organizational citizenship behavior in hospital setting.

• Asia Marketing Journal
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• v.13 no.3
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• pp.183-208
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• 2011

After more than 25 years of accumulated research evidence, there is little doubt that leadership behavior is related to a wide variety of positive individual and organizational outcomes. Indeed, leadership behavior has been empirically linked to increased employee satisfaction, organizational commitment, extra effort, turnover intention, organizational citizenship behavior, and overall employee performance. However, it is important to point out that although leadership behavior has been linked to a number of positive organizational outcomes, research regarding the antecedents of such behavior is limited. Especially there is little research dealing with the antecedents of inter-organizational leadership behavior. Supply chain leadership can be defined as the activities undertaken by the supply chain leader to influence the management programs and strategies of supply chain members. Supply chain performance is influenced by leadership of supply chain leader. Although research on supply chain leadership can be broadly categorized, many researchers have been preoccupied with analyzing supply chain leadership by the power-influence approach measuring such as control, power, and power bases. Also they have not examined the relationship between leadership and financial performance. This study has started to overcome those research gaps. The purpose of this study is to investigate the effect of relational behaviors on supply chain leadership, and the effect of such leadership behavior on financial performance of supply chain followers. In addition, this study also try to find out moderating variable existing in the relationship. To be concrete, First, this study develops a model of the antecedents of four conceptually distinct forms of relational behaviors such as training, fair reward, offering vision, and inter-organizational communication, and tests the hypothesized differential effects of relational behavior forms on supply chain leadership. Second, this study tests the effect of supply chain leadership on financial performance. Third, this study investigates the extent to which this leadership-performance relationship is moderated by leader ethicality. The reason why this study deals with convenience store supply chain is that there is very strong inter-dependence between a franchisor and its suppliers. Their strong inter-dependence makes their relationship as the relationship between a superior and subordinates and creates an atmosphere that leadership occur without difficulty. For the purpose of empirical testing, 217 respondents of suppliers of convenience store supply chain in Korea were surveyed and the analysis utilizing partial least square model indicated that training, fair reward, inter-organizational communication had positive effects on supply chain leadership, and such leadership had positive effect on financial performance of followers. On the other hand, offering vision had no effect on supply chain leadership. In addition, leader ethicality had moderating effect on the relationship between supply chain leadership and financial performance.