• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.4
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• pp.217-230
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• 2020

In a view of rapidly changing business environment, the success and competing power of organizations depend on committed, highly motivated and satisfied human resources. Empowerment is mainly concerned with establishing and building trust between management and employees, and motivating their participation. Also, behavioral integrity emphasizing on the characteristics of effective leaders has shown as direct action that strengthens positive consequences in organizations. However, research regarding behavioral integrity is very limited. Based on the Self-determination Theory, this paper investigates the effect of empowering leadership on employee's job satisfaction and work engagement. Multi-group analysis based on behavioral integrity is also analyzed. An online survey was conducted and 298 employees' data were collected. Using structural equation modeling, results suggest as follows. First, empowering leadership had a positive effect on individual's job satisfaction mediated by their work engagement. Second, the result of the multi-group analysis showed that the effect of empowering leadership on work engagement is stronger in the group with high behavioral integrity. Contrary to the prediction, the result doesn't support the moderating effect on job satisfaction. These findings contribute to our understanding of empowering leadership process. Based on the results, several theoretical and managerial implications are discussed.

• Management & Information Systems Review
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• v.34 no.3
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• pp.273-302
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• 2015

This empirical study analyzed the influence of transformational leadership on knowledge management activities and organizational commitment, and examined the mediating effect of knowledge management in the relationship between transformational leadership and organizational commitment. A survey was employed as the research method. The survey targeted 635 participants working in the service, manufacturing, and IT industries. The results were used to compare and analyze the relationships among industry-specific variables. Transformational leadership is defined as the tendency to strive for change and innovation despite the achievement of objectives, develop the potential capabilities and strengths that each member of the organization possesses, amplify their self-esteem and passion, and lead them to surpass their expected objectives by stimulating positive strengths. Such type of leadership has been perceived as a precedent that enhances organizational effectiveness. In summary, this study has yielded the following results: First, the transformational leadership exhibited by organizational leaders was found to have a significant positive impact on knowledge management activities as well as organizational commitment. Second, knowledge management activities were found to have a significant positive influence on organizational commitment. Third, the transformational leadership exhibited by organizational leaders was found to have a partial mediating effect on the mediating role of knowledge management activities in the relationship with organizational commitment. Fourth, analyzing industry-wise, the influence of transformational leadership on knowledge management activities was the most significant in the service industry, which was also the case for the influence of knowledge management activities on organizational commitment. The influence of leaders' transformational leadership on organizational commitment was the most significant in the information technology industry. Finally, based on the aforementioned research results, suggestions were made regarding the meaning of the influence of transformational leadership on knowledge management activities and organizational commitment and the differences by industry thereof, while also suggesting the limitations of this work.

• Journal of Digital Convergence
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• v.13 no.12
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• pp.125-134
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• 2015

Business organizations need to introduce trans-oriented response way and efficient management skill to survive in these days of severe struggle for existence. The new management models now ask organizations for building a new employee-employer relationship. As the economic recession continues and consumption shrinks around the world, many companies are in trouble. Companies will fall behind in the market unless they respond to this seamless and fast-changing business environment and market in a structured fashion. Therefore, the importance of leadership is growing bigger and bigger. This study reviewed prior literatures dealing with the servant leadership and surveyed workers in the service industry. Resultingly, it was found that servant leadership had positive effects on organizational commitment and organizational citizenship behavior, and that the superior's trust affected the effect of servant leadership on organizational commitment.

• The Safety technology
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• no.98
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• pp.72-73
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• 2006

인기 운운하면 조금은 얄팍한 처세로 생각하기 쉬우나, 따지고 보면 부하로부터 인기가 있는 상사라야 발전과 장래가 기약된다. 예전에야 윗사람에게 잘 보이면 그런대로 출세가 가능했을지 모르지만 요즘 '신세대'에서는 그렇지 않다. 즉, 윗사람 못지않게 부하에게도 인정받는 상사가 되어야 한다는 이야기다. 더욱이 요즈음 젊은 직장인들은 직장의 상사를 단순한 기능적 서열로만 인식하는 경향이 있으므로 부하에게 '버르장머리'를 말하기 이전에 상사 자신이 예절에 관한 솔선수범이 있어야 진정한 리더십의 발휘가 가능하게 된다. 자신의 행동과 견주어서 고칠 것이 있다면 주저 없이 고쳐야 하며 아직‘상사’의 지위에 오르지 못한 직장인이라면 나중에 자신이 상사가 되었을 때 비례를 범하지 않도록 익혀두자.

• Journal of Convergence for Information Technology
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• v.11 no.12
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• pp.70-79
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• 2021

The purpose of this study is as follows: First, this study investigates the effect of the supervisor's coaching leadership on the employee's protean career attitude. Second, we examine the effect of a protean career attitude on career satisfaction. Finally, we examine the mediating effect of protean career attitude on the relationship between supervisor's coaching leadership and career satisfaction. As a result of analyzing the data of 329 employees from pharmaceutical companies, the positive influence of coaching leadership on the protean career attitude was significant. The positive effect of the protean career attitude on career satisfaction was significant. The mediating effect of the protean career attitude on the relationship between coaching leadership and career satisfaction was significant. The findings of this study provide an understanding regarding the concept of career development, which has recently changed from an organization-centered to an individual-centered perspective. Also, this study has theoretical and practical implications for the field of human resource development in that it suggests the type of leadership as an antecedent of protean career attitudes.

• Culinary science and hospitality research
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• v.16 no.1
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• pp.61-77
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• 2010

Hotel practitioners are searching for leadership typology to maximize employees' capabilities and consistency in their attitude. Also, they are increasingly interested in their employees' traits which constitute and influence their job attitude. This study sought to investigate the impact of servant leadership mediated through self-leadership on employees' job attitude. Focused on hotel restaurant employees, representing 15 hotels in Seoul Metropolitan Area, a survey was conducted and 272 respondents out of 297 were empirically analyzed. The collected data was analyzed with the SPSS 12.0 for Windows and AMOS software program. Structural equation modeling was conducted to test the hypotheses. The results suggested that servant leadership has a significant impact on self-leadership. Furthermore, self-leadership was found to have a significant impact on job satisfaction. However, direct influence of self-leadership on organizational commitment was not found. Finally, servant leadership was found to have a direct impact on job satisfaction. On the other hand, servant leadership positively influences on organizational commitment when mediated through self-leadership. In addition, this study provides practical implications for hotel restaurant professionals in linking servant leadership mediated through self-leadership to job attitude.

• KSCI Review
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• v.1 no.2
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• pp.47-72
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• 1995

지금까지 나타난 많은 리더십 이론이 주로 기독교 문화권인 서구에서 연구된 것을 문화권이 다른 우리나라에 적용하고자 하는 것이 기존의 연구 경향이었다. 오랫동안 전통이 되어 온 우리 특유의 조직 문화 중에서 특히 관료적이고 권위주의적인 조직 문화에 새로운 변화가 일어나고 있는 과도기적인 현시점에서 최근에 나타난 리더십 이론인 B.M.Bass의 변형적 리더십 이론을 모델로 하여 우리 기업에 적절한 리더십 유형을 찾는 것이 일차적 목적이며 여기서 찾아낸 리더십 유형 별로 조직원의 상사 만족도에 미치는 영향을 알아보는 것이 이 연구의 목적이었다. 따라서 이 논문에서 제시한 리더십 유형을 보면 변혁적 리더십 유형에 속하는 것으로 지원적 배려, 카리스마, 과업 동기 자극으로 3분류하였으며 거래적 리더십 유형에 속하는 것으로 상황적 보상, 예외 관리, 소극적 관리로 3분류하여 모두 6유형을제시하고 신뢰성과 타당성을 확인하였다. 실증 연구 결과를 보면 우리나라는 거래적 리더십유형인 상황적보상, 예외 관리, 소극적 관리가 모두 조직원의 상사 만족도에 영향을 미치는것으로 나타나 Bass의 주장과는 다소 상이하다. 그러나 변혁적 리더십 유형인 카리스마, 지원적 배려, 과업 동기 자극에서는 카리스마만이 조직원의 상사 만족도에 영향을 미치고 지원적 배려는 영향력의 정도가 미약하며 과업 동기 자극은 거의 영향을 미치지 못하는 것으로 나타났다. 따라서 리더의 부하 통솔 및 지도 방향에서 아직도 우리나라에서는 거래적 요소가 짙다는 것을 알 수 있었다. 비록 당분간은 리더가 거래적 리더십을 많이 사용하겠지만 기업의 역사가 길어지고 종업원의 교육 훈련의 기회가 많아지면 변혁적 리더십으로 전환되리라 생각된다.가 단층원주상피세포와 단층입방상피가 부위에 따라 다르게 분포하고 있으며, 상피세포 및 결합조직에는 두터운 근육층이 있어 음경의강한 운동성이 감지 되었다. 제주도 내의 서귀포 부근에서는 현재 천연기념물로 지정되어 있는 서귀포층내에서 많은 화석들이 산출되고 있다. 이 시대는 빙하기와 간빙기가 교호하던 시대로서, 분석 결과에 의하면 서귀포층이 쌓일 당시에 우리 나라는 빙하기의 영향을 받았던 것으로 생각된다.is)은 근섬유가 산재된 두꺼운 벽을 가졌으며 상음경보다 굵은 원통형이었다. 내강은 많은 돌출부에 의해 복잡하게 나뉘어 있으며 상피세포는 원주 세포로 이루어져 있었고 섬모는 관찰되지 않았다. 내강 내의 분비물과 세포의 형태로 보아 내강상피세포는 분비기능을 가진 것으로 사료된다.술적 문제가 적절히 해결되는 경우 비활성 가스 제너레이터는 민수용으로는 대형 빌딩, 산림, 유조선 등의 화재에 매우 적절히 사용되어 질 수 있을 뿐 아니라 군사적으로도 군사작전 중 및 공군 기지의 화재 그리고 지하벙커에 설치되어 있는 고급 첨단 군사 장비 등의 화재 뿐 아니라 대간첩작전 등에 효과적으로 활용될 수 있을 것으로 판단된다.가 작으며, 본 연소관에 충전된 RDX/AP계 추진제의 경우 추진제의 습기투과에 의한 추진제 물성 변화는 미미한 것으로 나타났다.의 향상으로, 음성개선에 효과적이라고 사료되었으며, 이 방법이 편측 성대마비 환자의 효과적인 음성개선의 치료방법의 하나로 응용될 수 있으리라 생각된다..7%), 혈액투석, 식도부분절제술 및 위루술·위회장문합술을 시행한 경우가 각 1례(2.9%)씩이었다. 13) 심각한 합병증은 9례(26.5%)에서 보였는데 그중 식도협착증이 6례(17.6%), 급성신부전증 1례(2.

• Journal of Digital Convergence
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• v.15 no.1
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• pp.171-179
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• 2017

This study analyzes the influence of the four components of authentic leadership on employees' OCB and job performance to suggest the implications behind the developing of authentic leadership. A survey was conducted on employees of various business areas in Korea, and 448 responses were used in statistical analysis. The results are as follow: First, self-awareness has not shown significantly effective on organizational citizenship behavior and job performance. Second, internalized moral perspective has shown significantly effective toward organizational citizenship behavior and job performance. Third, relational transparency has shown significantly effective for organizational citizenship behavior, but not effective for job performance. Forth, balanced processing of information has not shown significantly effective on organizational citizenship behavior and job performance. This paper makes significant contribution by considering the supervisor's relational transparency and internalized moral perspective, because these authentic leadership dimensions improve employees' OCB and job performance.

• Journal of Digital Convergence
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• v.13 no.1
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• pp.215-226
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• 2015

Business organizations intend to survival in the global market with a dramatically changing environment, an efficiency management process is obviously needed. The traditional management ways can not follow the steps of the new world. In another word, leaders now have to focus on building a new employee-employer relationship. Globally, as the economic recession continues and consumption shrinks, companies face a lot of difficulties. Companies will, eventually, fall behind in the market unless they respond to this constantly changing business environment and market, systematically. Accordingly, the importance of leadership can be said to be highest ever. This study inquired into the preceding research on servant leadership and carried out an empirical analysis with the workers in the service industry. As a result of the analysis, it was found that servant leadership had positive impacts on organizational commitment and organizational citizenship behavior, and that the boss's trust affected the impact of servant leadership on organizational commitment.

• Culinary science and hospitality research
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• v.19 no.3
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• pp.194-208
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• 2013

This study presented a theoretical research system about the impact of boss' transformational leadership that is recognized by super luxury hotel chefs on their job satisfaction and performance, and on the basis of this theoretical background, the model was derived and the hypothesis was confirmed by empirical research. A frequency analysis was conducted to determine the general characteristics of the 245 samples collected in this study, an exploratory factor analysis for the verification of the validity of boss' transformational leadership, employees' job satisfaction and job performance, and 'Cronbach's a' was used for the verification of reliability. In addition, a canonical correlation analysis was used to determine the relationship between transformational leadership, job satisfaction and job performance, and the influencing relations of variables were verified by running a multiple regression analysis through SPSS ver 18.0 statistical package in order to verify this research model and hypothesis. The results of this study can be summarized as follows: First, it was shown that the transformational leadership charisma (p<0.01) and only the individual concern (p<0.1) had a positive influence on job satisfaction. Second, as a result of understanding the impact of the transformational leadership on the job performance through a regression coefficient, it was shown that only boss' intellectual stimulation had an impact on the chef's job performance (p<0.005). Through the results of an empirical analysis that boss' transformational leadership had a correlation and a significant impact on job satisfaction and job performance, the effort of providing the systematic support and motivational aspects of supporting environment will be needed.