• The Journal of the Korea Contents Association
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• v.18 no.11
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• pp.594-610
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• 2018

In this study, we examined the impact of empowering leadership on leader-member exchange(LMX), leader trust, and in-role behavior. The role of LMX and leader trust in the relationship between empowering leadership and in-role behavior was verified. We surveyed 289 small and medium enterprises in Yangsan, Ulsan and Gyeongju city. SPSS 18.0 was used for overall descriptive statistics and exploratory factor analysis. AMOS 18.0 was used to conduct confirmatory factor analysis to confirm the validity of the research variables and to conduct a covariance structure analysis to verify the research hypothesis. The result of this study were as follows. First, empowering leadership has a significant effect on LMX, leader trust. Second, empowering leadership did not have a significant effect on in-role behavior. Third, LMX has a significant effect on leader trust and in-role behavior. Fourth, leader trust has a significant influence onin-role behavior. Finally, LMX and leader trust play a mediating role in the relationship between empowering leadership and in-role behavior. Based on the results of this study, it is suggested that the LMX and leader trust should be strengthened through the leader's empowering leadership in order to enhance the employee's in-role behavior.

• The Journal of the Korea Contents Association
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• v.18 no.7
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• pp.95-102
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• 2018

The purpose of current research is to develop insight regarding the relationship between trust in leader and followers' goal orientation. In this study relationships among trust in leader, self-efficacy, and goal orientation are explored. Hypotheses about how the trust in leader affect self-efficacy and goal orientation are developed. The sample consists of 389 workers in a firm who are chosen through the judgement sampling method. Findings are reported from the empirical research that partially support the hypothesized relationships among trust in leader, self-efficacy, and goal orientation. Trust in leader have a significant impact on goal orientation, and it is moderated by self-efficacy. The results suggest that leaders need to make an effort for trust building to have positive goal orientations. The findings of this study have theoretical and managerial implications for leadership, trust, and goal orientation research.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.12
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• pp.8210-8221
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• 2015

The goal of this study is to examine the effects of a leader's behavioral integrity on subordinates' intention to leave with the mediating roles of their cognitive and affective trust in their leader. After collecting data from 357 employees in a variety of organizations, we tested hypotheses with structural equation modeling(SEM). This study shows that there are statistically significant relationships among a leader's behavioral integrity, subordinates' cognitive/affective trust and intention to leave. A leader's behavioral integrity with the fully mediating roles of subordinates' cognitive and affective trust affects on their intention to leave negatively. Limitations in this study and suggestions for the future study are discussed.

• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.400-412
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• 2015

This paper investigates the relationships among transformational leadership, organizational trust, and creativity in ICT(information & communication technology) company. Also the study investigates the moderator effect of leader's emotional intelligence and the mediator effect of organizational trust in the relationships between transformational leadership and creativity. The multiple regression analysis was employed to test the hypotheses. Using survey data collected from 241 R&D department and support personnel in ICT company. The main finding of this study was as follows: First, a transformational leadership had a positive effect on employee creativity. Second, organizational trust had a positive impact on employee creativity. Third, transformational leadership had a positive effect on organizational trust. Fourth, organizational trust turned out not to mediate the relationship between transformational leadership and employee creativity. Fifth, the positive relationships between transformational leadership and employee creativity were stronger when leader's emotional intelligence was high rather than low. In particular, this review concludes with implications for future research, limitations of this study, and practical application.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.5
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• pp.1881-1890
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• 2010

Many studies have noted that entrepreneurs' traits and performance of venture firm. But there have little the study on entrpreneur's leadership of venture firm. The purpose of the study is to look at the relationships among entrepreneur's transactional leadership(Charisma, individualized consideration, intellectual stimulation), leader's trust, organizational commitment, organizational cynicism, and mindfulness. For this study, 172 employees in 48 firms completed the questionnaires and SPSS was employed. The findings are: First, charisma, individualized consideration, and intellectual stimulation increases leader's trust. Second, leader's trust has negative effect on organizational cynicism. Third, leader's trust increases organizational commitment. Finally, in terms of interaction effects, charisma and individualized consideration is interacted with mindfulness. But intellectual stimulation is not interacted with mindfulness.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.6
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• pp.123-130
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• 2016

This study examined the effects of Leader-member exchange (LMX) on psychological empowerment and job performance, the mediating role of psychological empowerment in the relationship between LMX and job performance, and the moderating role of supervisory trust in the positive relationship between LMX and psychological empowerment. Data were collected from 290 employees in Korean Banks. Results of this study indicated that LMX was positively related to psychological empowerment and job performance, and that psychological empowerment was positively related to job performance. Results also indicated that psychological empowerment partially mediated the relationship between LMX and job performance. Especially, supervisory trust moderated the positive relationship between LMX and psychological empowerment such that the relationship was stronger when supervisory trust was high than it was low. Finally, theoretical and practical implications of the results were discussed.

• Knowledge Management Research
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• v.9 no.4
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• pp.127-142
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• 2008

최근 조직 내 정보시스템이 제공하는 지식과 정보에 대한 공유와 교환이 더 이상 성공적이라고 판단되지 않음에 따라 그 대안으로써 가상공동체(Virtual Community)가 주목받고 있다. 그러나, 가상공동체에서 살아있는 지식과 정보의 공유를 위해서는 공동체 안의 구성원인 리더와 구성원(팔로워) 들의 상호작용을 통한 몰입이 매우 중요하다는 인식이 확산되었다. 그러나, 이러한 몰입에 영향을 주는 리더-구성원 간의 영향관계는 충분히 연구된 바 없다. 이에 본 연구는 가상공동체에서 리더의 리더십 스타일과 팔로워의 특성 그리고 이들 간의 동기와 신뢰가 가상공동체의 몰입에 미치는 인과관계에 대해 분석하고자 하였다. '지각된 리더의 배려'로 측정된 '서번트 리더십'과 '지각된 리더의 조직지향'을 통해 측정된 '변혁적 리더십'이 구성원의 팔로워십과 동기, 리더와 조직에 대한 신뢰에 어떠한 영향을 미치는지 460명의 가상공동체 구성원을 통해 실증적으로 분석하였다. 분석결과 서번트 리더십과 구성원의 팔로워십 특성이 구성원의 몰입에 있어서 중요한 역할을 수행함을 알 수 있었다.

• The Journal of the Korea Contents Association
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• v.8 no.11
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• pp.306-322
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• 2008

The purpose of this study is to inquire into the effect of characteristics of public enterprise CEOs' leadership (transforming leadership and transactional leadership) on the leader trust and organizational effectiveness of organizational members. A survey was made on 1,124 persons being in the service of 14 marketable and quasimarketable public enterprises. The results of this study were as follows. First, it showed that the individualized consideration had an effect on the confidence level of leader. Second, it showed that the transforming and transactional leaderships had an effect on the organizational effectiveness, which the hypothesis was adopted. Third, it showed that calculable, intellectual and identical factors had a positive effect on the job satisfaction and organizational commitment, but the organizational commitment of calculable variable was rejected in the confidence level. In general, the effect of transforming and transactional leaderships as public enterprise CEOs' leadership characteristics on the organizational effectiveness by mutual confidence level of calculable, intellectual and identical standards showed that the organizational commitment was rejected in the base of identification. And other factors were adopted as a positive mechanism, which they were a mechanism suitable to public enterprise CEOs' leadership characteristics.

• Proceedings of the Korea Information Processing Society Conference
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• 2021.11a
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• pp.247-250
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• 2021

최근 스캠 코인에 의한 피해 사례가 증가함에 따라 대부분의 가상자산 거래소가 상장된 가상자산에 대해 자체적 신뢰도 평가를 수행하고 있으나, 관련 법·제도적 체계의 부재로 인해 여전히 위험이 존재한다. 스캠 코인 여부를 판단하는 기존 서비스는 불명확한 스캠 코인 판별 기준으로 인해 충분히 신뢰하기 어려우며, 지도 학습에 필요한 라벨링 된 데이터셋이 충분하지 않아 관련 연구 또한 한계를 가진다. 본 논문은 클러스터링을 통해 스캠 코인 여부를 판단하는 것을 목표로 한다. 스캠 코인과 정상적인 가상자산을 구분하는 과정에서 유의미한 데이터를 수집하여 클러스터링을 수행하고, 스캠 코인 여부가 라벨링 된 테스트셋을 구성하여 클러스터링 결과를 평가한다. 이를 통해 본 논문이 제시하는 이더리움 기반 토큰에 대한 클러스터링 결과를 기반으로 추후 통일된 스캠 코인 판단 기준을 세울 수 있음을 제안한다.

• Proceedings of the Korea Contents Association Conference
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• 2010.05a
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• pp.197-199
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• 2010

본 연구는 경호경비원의 갈등관리가 리더신뢰, 이직의사에 미치는 영향을 규명하며, 나아가 이들 변수간의 직 간접적 관계를 규명하는데 있다. 이 연구는 2009년 서울 소재 민간경비 회사에 재직하고 있는 민간경비원을 선정한 후 5개소를 대상으로 50명씩 총 250부를 배부하여 유의표집법을 이용하여 표본을 추출한 후 최종 분석에 사용된 사례수는 총 210명이다. 결론은 다음과 같다. 첫째, 통합타협을 추구하고 은해를 베풀수록 리더에 대한 신뢰는 높아진다. 둘째, 은혜를 베풀수록 이직의사는 낮아진다. 셋째, 기대에 대한 신뢰가 높아질수록 이직의사는 낮아진다.