• 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.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.12
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• pp.8424-8436
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• 2015

This research recognizes the importance of the study on leadership for the management of enterprises. Among the financial institutes, the employees at the banks were targeted in this study to empirically analyze the effects of superiors' leadership (transformational leadership, transactional leadership, and servant leadership) on the subordinates' self-leadership and organizational effectiveness (organizational commitment and organizational citizenship behavior). In particular, this study analyzed the influencing relationship between the superior's leadership style and the subordinates' self-leadership, to identify the leadership style most suitable for enhancing the subordinates' self-leadership and to further determine if it can lead to the enhancement of organizational commitment and organizational citizenship behavior. The employees at approximately 50 branches of domestic large corporate banks located in Seoul and Gyeonggi area were targeted, and the survey was conducted in the form of self-response questionnaire. The statistical analysis was conducted on a total of 338 valid data by using structural equation modeling analysis. The result of the analysis was as follows. The transformational and servant leadership of the superior had a positive effect on the self-leadership of the subordinate, and transactional leadership did not show a significant effect. Furthermore, self-leadership was shown to have a positive effect on organizational commitment and organizational citizenship behavior.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.5
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• pp.216-224
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• 2018

The purpose of this study was to measure the depressive symptoms and to determine their relationship with job stress content and social support of manufacturing male workers. A total of 428 male workers were surveyed from July 1 to August 31, 2017 using self-administered questionnaires. For the results, the rate of the depression group was 25.1%. In terms of the CES-D scores by job stress contents, CES-D scores were higher in the high job demand group than in the low group and higher in the low job control group than in the high group. In terms of CES-D scores by social support, CES-D scores were higher in the low supervisor support and coworker support group than in the high group. CES-D scores showed a significant positive correlation with job demand but a negative correlation with job control, supervisor support, and coworker support. In terms of hierarchical multiple regression analysis, higher job demand was associated with lower job control, and lower support of supervisors and coworkers gave high depression scores. Explanatory power for depression score significantly increased by 18.4% according to job demand and added job controls. Explanatory power increased by 14.1% with the support of supervisors and coworkers. The above results suggest that the level of depressive symptoms is highly correlated with job demand, job control, and support of supervisors and coworkers.

• Journal of Korea Water Resources Association
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• v.44 no.10
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• pp.831-841
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• 2011

In this study, with the assumption that the geographical characteristics of the river basin have selfsimilarity, fractal dimensions are used to quantify the complexity of the terrain. For this, Area exponent and hurst exponent was applied to estimate the fractal dimension by using spatial analysis. The result shows that the value of area exponent and hurst exponent calculated by the fractal dimension are 2.008~2.074 and 2.132~2.268 respectively. Also the $R^2$ of area exponent and hurst exponent are 94.9% and 87.1% respectively too. It shows that the $R^2$ is relatively high. After analyzing the spatial self-similarity parameter, it is shown that traditional urban area's moderate slope geographical characteristic closed to 2D fractal in Ara water way. In addition, the relation between fractal dimension and geographical elements are identified. With these results, fractal dimension is the representative value of basin characteristics.

• Journal of Global Scholars of Marketing Science
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• v.11
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• pp.21-41
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• 2003

This study verified how the salesperson's efforts have an effect upon the result and the self-effect, the competitive mind, the role accuracy, supervisory trust in the important factors that effect the salesperson's efforts. After making up a questionary centering around the large distribution company and analyzing 218 copies, the result are as follows; First, salesperson's working hard has an affirmative effect upon the performance in the salesperson's efforts. Second, the self-effect, the competitive mind, supervisory trust have an affirmative effect in the working hard, and self-effect, supervisory trust have an affirmative effect in the working hard. But the role accuracy has a negative effect. Third, the self-effect, the competitive mind, the role accuracy, and the supervisory trust in the salesperson's performance are ineffectual. But, in the general effect, the self-effect has an affirmative effect and the role accuracy has a negative effect. The individuality and the supervisory trust don't have an effect upon the performance but the effect can rise through the salesperson's efforts, Therefore company should give salespersons the chance they can work hard, and would provide them the concrete aim rather than say to work hard only.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.10
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• pp.332-340
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• 2019

This descriptive research study was undertaken to identify the degree of learning motivation, transfer climate, learning self-efficacy, and transfer motivation, and to correlate the variables, in nursing students receiving simulation-based education. The subjects of this study were 4th grade nursing students who completed a simulation course at a nursing university; data collected using the self-report questionnaire were analyzed using the SPSS 21.0 program. Our results indicate high values of learning motivation, transfer climate (including the lower variables supervisor's support, peer's support, and transfer opportunity), learning self-efficacy, and transfer motivation. Learning motivation, learning self-efficacy, and transfer motivation significantly differed with respect to social motivation for entering school (Z=6.04, p=0.049; Z=6.92, p=0.031; Z=9.16, p=0.010, respectively) and major satisfaction (Z=8.55, p=0.036; Z=12.55, p=0.006; Z=13.47, p=0.004, respectively). All these variables were positively correlated, especially transfer motivation with learning motivation, supervisor's support, peer's support, transfer opportunity, and learning self-efficacy. Taken together, the results of this study indicate a need to develop an effective simulation-based education program to encourage transfer motivation, as well as follow-up studies that verify the causal relationship between transfer motivation and related variables.

• Korean Journal of Social Welfare
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• v.57 no.3
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• pp.389-413
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• 2005

The OCB(organizational citizenship behavior), spontaneous extra-role behavior of social workers, plays very important role in the provision of qualitative service for the clients and the organizational performance of social welfare agencies. Starting from the importance of OCB for the effective organizational management, this study focuses on the effects of antecedents such as organizational justice(procedural and distributional) and trust in supervisor on the OCB. This study collected data from 360 social workers and 59 their supervisors working in the community welfare centers, paired the self-reported data and the supervisor-rated data, and analyzed the data through the SEM (Structural Equation Modeling) method. The findings of the study show that organizational justice(procedural and distributional) has no direct effect on the OCB, but indirect effect on the OCB through the mediator of trust in supervisor, and that procedural justice has more effect than distributional justice. This study suggests that the management of spontaneous behavior of social workers is not a separated fragmentary phenomenon but should be understood and managed comprehensively in the continuation of the perception of organizational members for the organizational management, the resulting affectivity toward their supervisor, and their behavior in the organizational life.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.8
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• pp.5314-5324
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• 2015

The present study was intended to measure the relationship between job stress and job satisfaction among nurses working for a general hospitals. The self-administered questionnaires were given to 312 nurses during the period from February 25 to March 16, 2013. As a results, the level of job satisfaction of subjects was significantly lower in high group than low group in job demand, but it was significantly lower in low group than high group in job control, supervisor support and coworker support. In correlations, job satisfaction were found to be in a negative correlation with job demand, whereas in positive correlation with job control, supervisor and coworker support. In logistic analysis, the odds ratio of job satisfaction on job demand were significantly increased in the high group than in low group, but job control supervisor and coworker support were significantly decreased in the high group than in low group. In hierarchial multiple regression analysis, the affecting factors to the job satisfaction was selected variables such as educational background, work station, subject satisfaction of work, career choice motives, turnover experience, job stress contents(job demand, job control, supervisor support and coworker support). especially, job stress contents was significantly increased of explanatory power of job satisfaction. It suggested that the level of job satisfaction got more power by addition of job stress contents.

• 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.

• The Journal of the Korea Contents Association
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• v.18 no.9
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• pp.260-272
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• 2018

The purpose of this study was to examine the causal relationship among coaching leadership, self-efficacy, job engagement, innovative behavior and to specify the mediating effects on the relationship between coaching leadership and innovative behavior. Participants were 240 nurses with survey. SPSS 18.0 and AMOS 18.0 were used to analyze the collected data. The result of this study were as follows. First, coaching leadership had a significant effect on self-efficacy, job engagement. Second, coaching leadership had not a significant effect on innovative behavior. Third, self-efficacy had a significant effect on job engagement, innovative behavior. Fourth, job engagement had a significant effect on innovative behavior. Fifth, self-efficacy and job engagement had a mediating effect on the relationship between coaching leadership and innovative behavior. Based on these results, we discussed the rule of self-efficacy and job engagement in the relationship between coaching leadership and innovative behavior. The implication of this study was that in order to induce the active employee's innovative behavior is to improve the employee's self-efficacy and job engagement through the supervisor's coaching leadership.