• The Journal of the Korea Contents Association
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• v.7 no.12
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• pp.131-138
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• 2007

This research attempts to carry an empirical study on women leaders' gender-related leadership styles and relationship between job satisfaction and organizational commitment. For these purpose, this study built two hypotheses based on literature review and tested them using the survey method of 1,172 female workers in sales departments of the K company. The results of this study show that both the androgynous gender role and the masculine gender role are superior to the feminine gender role in employees' job satisfaction and organizational commitment level. But there isn't significant level difference in job satisfaction and organizational commitment between androgynous gender role and the masculine gender role.

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.374-386
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• 2011

This study investigated the impact of leader's coaching on job satisfaction and job involvement. In particular, this study examined employees' self-efficacy as a mediator in the relationship between leader's coaching and job satisfaction and job involvement. On the basis of theoretical linkages between the constructs, a conceptual model and hypotheses were established. Empirical data were collected by using a set of questionnaires. This survey was administered to employees working in 20 firms. 269 samples were used for the analysis. This study conducted a exploratory factor analysis and confirmatory factor analysis for the validity test, structural equation modeling(SEM) was employed to test the hypothesized relationships in the conceptual model. This study shows that the proposed model is reasonably fit to the actual data. From these analyses, the following results were obtained. First, leader's coaching is positively related to employees' self-efficacy. Second, leader's coaching is positively related to job satisfaction and job involvement. Third, employees' self-efficacy has partially mediated effects on the relationship between leader's coaching and job satisfaction and job involvement.

• Journal of the Korea Society of Computer and Information
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• v.18 no.2
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• pp.69-76
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• 2013

Reader-to-reader interference in RFID system is occurred due to the use of limited number of frequencies, and this is the main cause of read rate reduction in the passive RFID tags. Therefore, in order to maximize the read rate under the circumstances of limited frequency resources, it is necessary to minimize the frequency interference among RFID readers. This paper presents a hybrid FDM/TDM constraint satisfaction problem models for frequency interference minimization problems of the RFID readers, and assigns optimal channels to each readers using conventional backtracking search algorithms. A depth first search based on backtracking are accomplished to find solutions of constraint satisfaction problems. At this moment, a variable ordering algorithm is very important to find a solution quickly. Variable ordering algorithms applied in the experiment are known as efficient in the graph coloring. To justify the performance of the proposed constraint satisfaction problem model, optimal channels for each readers in the passive UHF RFID system are allocated by using computer simulation satisfying various interference constraints.

• Proceedings of the KAIS Fall Conference
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• 2010.11b
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• pp.725-728
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• 2010

변혁적 리더십이 비전제시, 동기부여 등으로 부하 직원의 심리상태에 영향을 주고 변화를 유도한다는 점에서, 조직구성원의 긍정심리자본에 유의한 영향을 미친다는 연구결과(Lyttle, 2007; 이동섭 최용득, 2009)가 최근 발표된 바 있다. 또한 리더의 유머사용이 직원에게 긍정적인 마음과 동기를 심어줌으로써 긍정심리자본형성에 중요요인이라는 연구결과(Lyttle, 2007)처럼, 인재중시의 측면에서 재미있고 훌륭한 일터의 구현을 제공 및 기여하는 리더의 유머 경영에 대한 관심은 지속적으로 높아지고 있는 추세이다(Avolio, Howell, & Sosik, 1999). 본 연구는 리더의 변혁적 리더십과 유머사용이 긍정심리자본을 매개변수로 하여 부하의 혁신성향, 직무 만족, 조직시민행동에 유의한 영향을 미치는지에 대하여 국내중소제조업을 대상으로 검증하고 최종적으로 대안모형을 탐색하였다. 근로자 272명을 대상으로 실증 분석한 결과, 모든 가설에서 유의한 결과가 나타났으며 또한 변혁적 리더십은 직무만족과 조직시민행동에 직접적으로 정(+)의 효과가 있는 것으로 나타났다. 이러한 연구결과는 국내 중소기업의 경우 리더가 리더십 발현과 유머사용으로 부하 직원의 동기를 부여하고 긴장을 완화시켜주는 등 긍정적이고 낙관적인 심리형성에 기여함으로써 혁신성향, 직무만족, 조직시민행동에 영향을 준다는 것을 보여준다.

• The Korean Nurse
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• v.36 no.1
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• pp.55-58
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• 1997

• The Journal of the Korea Contents Association
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• v.9 no.5
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• pp.257-264
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• 2009

This study gropes for the way to seek a desirable leader increase the efficiency of the mail service in the post service administration. That is to say, this study presents an appropriate leadership for the enhancement of the post service administration by investigating the relationship of the leadership to the organizational commitment and job satisfaction in the post service organization. Consequently, for the mail business organization, the selling leadership and the participating leadership show strong positive (+) interrelationship with the organizational commitment, but weak positive (+) interrelationship with job satisfaction. On the other hand, the telling leadership and the delegating leadership show weak negative (-) interrelationship with the former. Here, we can learn that the selling leadership and participating leadership are more effective on the mail business organization.

• Proceedings of the Korea Inteligent Information System Society Conference
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• 2007.05a
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• pp.239-245
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• 2007

차세대 유비쿼터스 환경에서 중요한 기술적, 산업적 위치를 차지하는 RFID 네트워크에는 다수의 RFID 리더(Reader)와 수많은 RFID 태그(Tag)들이 통신을 하면서 존재하게 된다. 이러한 RFID 네트워크에서 리더와 태그간의 원활한 통신을 위해서는 주파수 충돌이 발생하지 않아야 한다. 주파수 충돌 현상은 리더와 다수의 태그들 간의 태그 충돌(Tag Collision)과 리더간 주파수 간섭으로 인한 리더간 충돌(Reader Collision)로 나뉘어 질 수 있다. 따라서 리더간 충돌 현상을 피하기 위해서는 근접한 리더들 간에 서로 다른 타임슬롯(Timeslot)을 사용하여 태그와 통신을 시도하여야 한다. 본 연구에서는 RFID 네트워크에서 다수의 리더간 충돌을 최소화하며 안전한 태그 인식을 할 수 있도록 타임 슬롯 할당 문제를 CSP(Constraint Satisfaction Problem)로 접근한다. 그리고 CSP를 풀기 위해 리더간 충돌 문제가 가지고 있는 제약조건을 찾아내고 해를 찾기 위한 목적함수를 모델링 한다.

• The Journal of the Korea Contents Association
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• v.20 no.10
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• pp.593-614
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• 2020

The purpose of this study is to find out how positive feedback affects job satisfaction and empirically validate, in the process, the mediation effect of intrinsic motivation and the moderating effect of LMX. For this study, data was gathered on 345 out of total 396 members of domestic organizations in various industries, on whom we conducted a survey, and we reviewed the validity of our survey by means of confirmatory factor analysis, performed based on SPSS 25.0 AMOS 25.0, and confirmed correlations, and mediating and moderating roles existing among variables using Process Macro 3.0. As a result, it was verified that organizational members' positive feedback positively affects their intrinsic motivation and job satisfaction. In this study, it is validated that organizational member's intrinsic motivation has a positive influence on job satisfaction and positive mediation effect exists between them. Also, LMX has a positive moderating role for positive feedback and intrinsic motivation, and organizational member's intrinsic motivation revealed that it has a LMX-moderated positive mediation effect on positive feedback and job satisfaction. The implications of these findings are first, positive feedback, an issue these days in corporate organizations, produces intrinsic motivation of organization members and raises their job satisfaction. Furthermore, organizational members' intrinsic motivation is triggered by their leader's positive feedback when they are more in a good relationship. Lastly, given that job satisfaction of organizational members matters for organizational performance and human resource development, we can get a practical implication that we should nurture the capabilities of a leader through various education methods as we must provide an adequate positive feedback as one of the multiple ways that help improving the job satisfaction of organizational members.

• The Journal of the Korea Contents Association
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• v.12 no.5
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• pp.346-356
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• 2012

The purpose of this study is to examine the effect of opinion leader behavior on E-learning satisfaction on the mediating role of social intelligence. For the study, opinion leader behavior were defined two groups such as information mediated behavior, influence behavior and e-learning satisfaction were defined two groups such as contents satisfaction, operation satisfaction. On the basis of theoretical linkages between the constructs, a conceptual model and hypotheses were established. Data were collected from 153 graduated students by structured questionnaires. Collected data were analyzed by PLS(Partial Least Square) statistics program and findings are as follows. Empirical results indicate that opinion leader behavior has a positive impact on opinion leader's social intelligence, social intelligence has a positive impact on E-learning satisfaction. Opinion leader's social intelligence has partially mediated effect on the relationship between opinion leader behavior and E-learning satisfaction.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.3
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• pp.165-182
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• 2022

This study focused on whether employees' perceived leader's creativity has a significant effect on employees' job satisfaction and innovative behavior. In addition, this study analyzed the mediating effect of positive psychological capital and creative self-efficacy in the relationship between perceived leader creativity and employee satisfaction with the job or innovation behavior, and analyzed the moderated mediating effect of team cohesion. This study conducted confirmatory factor analysis and path analysis for each factor using the measurement tool verification method using the SmartPLS 3.0 structural equation model, and empirically analyzed the research model. As a result, it was found that the creativity of employees' perceived leaders did not directly significantly affect employees' job satisfaction and innovation behavior. However, it was found that positive psychological capital significantly mediated the relationship between perceived leader creativity and job satisfaction or innovative behavior. In addition, positive psychological capital and creative self-efficacy have a complete double-mediation relationship between the employees' perceived leader's creativity and employees' innovative behavior. However, positive psychological capital and creative self-efficacy don't have a double-mediation relationship between the employee's perceived leader's creativity and employees' job satisfaction. Finally, Team cohesion was found to moderate the relationship between perceived leader creativity, positive psychological capital (or creative self-efficacy). However, the research model that the moderated mediating effect of team cohesion on the relationship between leader's creativity, the mediating variables(positive psychological capital and creative self-efficacy), and job satisfaction (or innovative behavior) was significant only for groups with high team cohesiveness. This study examined the needs of the times for the importance of creativity of perceived leaders and analyzed the relationship between factors influencing job satisfaction and innovation behavior of organizational members. The study is meaningful in that it suggested a plan to establish a specific organizational strategy to enhance positive psychological capital and creative self-efficacy.