• Journal of the Korea Society of Computer and Information
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• v.28 no.7
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• pp.165-177
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• 2023

In this paper analyzed the impact of innovation of CEOs of small and medium-sized companies, which are rapidly shifting to a digital economy, on corporate performance and how data literacy performs mediating functions. It was confirmed that innovation has a positive effect on corporate performance and that data literacy partially mediates the relationship between innovation and corporate performance. Transformational leadership shows a moderating effect in the relationship between innovation and corporate performance, and transactional leadership showed no moderating effect. Laissez-faire leadership has a moderating effect in the relationship between innovation and data literacy. These results show that innovation is an effective means of improving the organization's management performance, and are expected to awaken the importance of laissez-faire leadership and contribute to the establishment of management strategies.

• Journal of the Korean Data and Information Science Society
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• v.20 no.6
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• pp.1029-1048
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• 2009

The purpose of this study is to diagnose the level of perception of domestic construction companies about the US & Korea FTA completed in 2007. According to the survey results, the more innovative the construction company is and the stronger ownership the construction company has, the more actively preparing for FTA. Altogether, our construction companies have well recognised the inevitable impacts on the domestic construction industry. On the other hand, most of them are more or less negative about whether or not the FTA gives us a good chance to switch from domestic companies into global companies.

• Culinary science and hospitality research
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• v.18 no.2
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• pp.64-81
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• 2012

The purpose of this study is to analyze impact on organizational commitment and job satisfaction of deluxe hotel employees according to their perceptions of supervisor's transformational leadership styles. It also were verified moderating effects based on career and gender in terms of causal relationship. Based on 301 reserved samples for empirical study, reliability and suitability were reviewed, and total 5 hypotheses were verified by structural equation models. The results were shown that charisma and motivation has significant effect on organizational commitment, which was influenced significantly on job satisfaction. Through these findings, among supervisor's transformational leaderships perceiving by employees, charisma and motivation were shown to give encourage employees to have them a positive attitude toward organizational commitment. Based on the analysis of the moderating effects of career and gender, the effects of transformational leadership on organizational commitment and job satisfaction is as follows. Moderating effects based on career do exist, while moderating effects based on gender do not exist.

• Korean Architects
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• s.503
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• pp.60-63
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• 2011

최동규 서인건축 대표는 1947년 충북 청주 생으로, 한양대학교 졸업(1971)했다. 그는 포섭과 기록의 리더십으로 30년이 넘는 건축인생을 성공적으로 지켜왔다. 갓 30세의 나이에 소망교회의 설계로 스타덤에 올라선 이래 한순간도 교회건축전문가로서의 우월적 지위를 내려놓은 바 없는 성실함이 그의 존재감을 달리 보게 하는 요인이 된다. 자기경영 능력에 관한 타의추종을 불허하는 최동규 식 건축인생론을 들여다보자.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.12
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• pp.5550-5557
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• 2011

These days, the hospital management are paying more and more attention to the issue about the increasing employee's turnover ratio in hospital. Such issues are very important because the high turnover ratio reduce the productivity and morale of remaining workers, and means the unavoidable drainage of the accumulated know-how and technology of the hospital to the outsides. The result of such a negative development means the loss of competitive advantage compare to other hospitals. The purpose of this paper is to investigate how the management's leadership style influence on the job-satisfaction for the employees and the employee's turnover intension. At this time we will refer the effect of the hospital brand image as moderator. The result of this study could present the guide line to the hospital managers about the desirable leadership style to enhance the employee's productivity and also to reduce the turnover intention ratio.

• Knowledge Management Research
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• v.9 no.3
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• pp.1-19
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• 2008

This study explored the influence of two types of conflict(task and relationship conflict) on group creativity and tested this model with a sample of 58 teams. Relationship conflict negatively influenced group creativity but, task conflict did not show the effects on group creativity. Specifically we found the moderating effects of supportive leadership and communication. Supportive leadership style moderated positively both task conflict and relationship conflict on group creativity. But controlling leadership styled moderated negatively relationship conflict and group creativity. Finally the relationship between task conflict and group creativity was moderated by communication. Overall, we suggest conflict is one of the important group process to boost group creativity and supportive leadership and communication are the important moderators to manage conflict successfully and effectively.

• Korea Trade Review
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• v.44 no.3
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• pp.203-226
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• 2019

This study incorporates the structural relationships between leadership styles (LS), affect climate (AC), and organizational performance (OP) in Korean export manufacturing companies with three or more overseas subsidiaries. A theoretical model is suggested with the following empirical results. First, the positive effect of engaging leadership (EL) on organizational citizenship behavior (OCB), as well as of engaging leadership, involving leadership (IL), and goal-oriented leadership (GL) on team performance (TP), proved to be significant. Second, both engaging leadership and goal-oriented leadership have significant positive effects on optimism, while involving leadership has significant negative effects on pessimism. Third, only optimism has a positive (+) effect on OCB and TP. The mediating effects were proved to be significant in two paths: one in EL->optimism->OCB and the other in EL->optimism->TP. Finally, in responding to rapid changes in the external environment of exporting companies, the engaging leadership is a key source of organizational performance by forming a favorable affect climate. Therefore, top management should recognize the role of team leaders and strengthen their leadership training. In addition, it was confirmed that leaders with emotional intelligence that can respond to the affects of members play a more important role in forming an optimistic climate in Korea export manufacturing enterprises with foreign subsidiaries.

• The Journal of the Korea Contents Association
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• v.19 no.11
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• pp.325-336
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• 2019

The purpose of this study is to analyze the structural relationship between internal capabilities and job satisfaction using the 7S model and propose measures to improve management performance through internal factors. For this study, seven research hypotheses were set up, and the survey conducted among members of all professions working in general hospitals in small and medium-sized cities in the provinces. From September 20 to October 20, 2016, 385 people were surveyed, and 327 pieces of data (84.9%) used for the study. Multiple regression analyses were performed to verify the effects of internal capabilities on job satisfaction. The analysis results showed that the explanatory power of the research model was suitable by showing 69.1%, and among the 7S factors, the leadership style (β=.392^**), the organizational structure (β=.129^*), the membership (β=.232^**), and the management technique (β=.204^*) showed a positive influence on job satisfaction. That has been confirmed to affect job satisfaction as the standardized factor values increase. Relationships between strategies, systems, and shared values on job satisfaction could not be identified. Significantly observed in the relationship between some internal capacity factors and job satisfaction is that internal capacity can be used as an alternative to an organization's performance improvement measures. Internal capacity can be affected by various environmental variables, such as establishment classification, size, and location. Further implications will also be provided for measuring future internal satisfaction levels separately from internal and external factors.

• Health Policy and Management
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• v.16 no.3
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• pp.1-18
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• 2006

The organizational effectiveness of hospital in various environmental fluctuations is a large and complex problem. Hospital CEO leadership characteristics may be a critical determinant of employees' job satisfaction and turnover intention. Several empirical studies on transformational leadership found that transformational leadership behaviors were positively related to workers' job satisfaction and turnover intention. Very little research related to this subject has been done in health care settings in Korea. The author explores the relationship between hospital CEO leadership style and its effect on job satisfaction and turnover intention among the all staffs of general hospital. The relationship of hospital CEO leadership style to employees' job satisfaction was investigated using the Bass's leadership paradigm of transformational and transactional leadership. The Multifactor Leadership Questionnaire(MLQ) and the index of job satisfaction and turnover intention were completed by 493 hospital employees(doctors, nurses, hospital administrators, technicians, and assistants). The findings show a similar trend to the previous studies. Hospital CEO leadership behaviors and employee outcomes were significantly correlated. Correlations showed a significant positive relationship between those hospital CEO exhibiting a transformational leadership style and the job satisfaction of their staffs. The results of multiple regression analysis indicate that the effect of charisma in transformational leadership behaviors is more higher than other variables. Transformational leadership style may be a more effective strategy and have a greater effect on staff outcomes, attitudes and behaviors. The findings of this study reveal implications for efficient hospital management and the importance of understanding relationship between hospital CEO's leadership style and subordinate behaviors in the context of CEO's desirable role and function for hospital strategy planning and future direction.

• Korean journal of food and cookery science
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• v.22 no.3 s.93
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• pp.259-269
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• 2006

The purposes of this study were to measure the correlation between leadership style and job satisfaction in family restaurants, and to compare the effectiveness of two different styles of leadership: transformational and transactional. The questionnaire used in this study was designed to measure all variables in the research model, and was made two kinds for employees and for managers. It was distributed to 550 employees and 12 managers in 16 stores of 4 family restaurants, from September 10 to October 7, 2004. A total of 303 usable employees' questionnaires were received, giving a 55.0% response rate, and all of managers responded. Statistical data analysis was completed using SPSS Win(11.0) for the following analyses: descriptive, reliability, factor, ANOVA, correlation and cluster. The results were as follows. First, the most influential leader was the senior staff in most of the hierarchies that were studied. Second, transformational leadership had a positive correlation with job satisfaction for family restaurant employees, while transactional leadership had a negative correlation. Third, using cluster analysis, four leadership groups were identified: transformational(44%), transactional(29%), a combination of both styles(4%), and unidentifiable style(23%). Fourth the transformational leadership group produced e highest rates job satisfaction for family restaurant employees. The transactional leadership group produced the lowest job satisfaction. According to the results, the most reasonable leadership style in family restaurants is transformational leadership.