• Journal of Digital Convergence
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• v.12 no.8
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• pp.85-99
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• 2014

The empowering leadership as perceived by the members of the organization have an influence on the psychological attitudes of them toward their jobs, and again these psychological attitudes might affect their Organizational culture type. Thus, this study tried to mediating effects of Organizational Culture on the relationships between Empowering-Leadership and Creativity and Job attitude. The results of this study are as followings; First, Empowering-leadership is positively related to Creativity, Organizational commitment and Job satisfaction. except leading by example & participative decision-making in organizational commitment of Job attitude. Second, the mediating effects of Organizational culture had a significant effects on part of relationships in each variable. Results indicated that managing Organizational culture is contributed to the member's attitude and organization performance so that the supervisor should make efforts to develop managing skill in their Organizational culture to fit their nature.

• Information Systems Review
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• v.11 no.1
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• pp.1-17
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• 2009

Since 'virtual teams' are not bounded by geographical dimensions, culture becomes an important determinant of their success. Though cultural diversity provides unique opportunities to build up new ideas, it can also create problems in the midst of individual interactions and eventually result in poor performance. With little research on this topic, this study examines the relationship between culture and virtual teams' performance. An experiment was conducted followed by the survey based on subjects' perceptions on the experiment. The results show that cultural diversity has significant impact on virtual teams' performance through confusion and conflict in virtual teams. This study empirically proves the fact that conflict is one of the most critical antecedents of a virtual team's performance with high R-square values in both experimental and control groups. In addition, this research introduces and empirically tests a new construct, 'confusion' which turns out to be also important in the virtual team's performance research, and the relationships among confusion, conflict and the virtual team's performance. Next, the findings confirm the importance of studying virtual teams' performance research from the cultural perspective.

• The Journal of the Korea Contents Association
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• v.16 no.3
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• pp.617-629
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• 2016

The purpose of this study was to evaluate effects of the confirmed of boss and the organizational effectiveness. For this, The mediating effect of psychological empowerment was verified. on the Influence of Organizational Effectiveness. the confirmed of boss (+)effected of the organizational effectivenes and verified the parameter part of psychological empowerment. Also The confirmed of boss (+)effected of a Junior staff's the job satisfaction and the organizational commitment. This results suggest that for maximization the organizational effectiveness need the confirmed of boss and the delegation of authority. The delegation of authority from boss provide autonomy and creativeity to Junior staffs. This ways suggest that make them the job satisfaction and the organizational commitment.

• Journal of Digital Convergence
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• v.12 no.3
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• pp.105-115
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• 2014

This paper aims to examine the mediating effects of psychological capital on the relationships between learning organization and innovative behavior. 310 sheets of questionnaires were gathered from the organizational members of the companies in 5 cities, including Seoul and Pohang and analysed using structural equation modelling technique. The results show followings: First, the human factor of learning organization has a significant influence to the innovative behavior and the psychological capital. Second, structural factor of learning organization has a significant influence to the psychological capital but does not have a significant influence to the innovative behavior. Third, the mediating effect of psychological capital has a significant partial effect between human factor of learning organization and innovative behavior, and full effect between structural factor of learning organization and innovative behavior. The results of this study implies that some guideline could be used in promoting learning organization and making implementing strategy.

• Journal of Korea Port Economic Association
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• v.30 no.1
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• pp.97-118
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• 2014

Recent accidents of customer information leakage increase the necessity of information security for organization and the importance of information security team for it. To strengthen information security, organizations make information security policy and ask the members to comply with it. In this regard, maritime organization also needs to structure information security policy and examine its ability and behavior. The purpose of this study is to analyze the effects of compliance with information security policy on the ability and behavior of workers in shipping and port organization. The results of investigation show that information security education and norm affect compliance with information security of the workers. On the contrary, the punishment of information security is insignificant. It is shown that the degree of compliance with information security significantly affects its ability and behavior of the workers in shipping and port organization.

• Journal of the Korea Convergence Society
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• v.10 no.7
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• pp.183-189
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• 2019

The change to the horizontal structure of the modern corporate management environment requires joint efforts and cooperation to share responsibility and purpose and to increase positive mutual influence in order to achieve the corporate goal beyond the individual capacity of the organizational members. In order to achieve the purpose of the organization, the organizational structure in which various members share information and aim at collective leadership is more effective than the structure concentrated on one individual (leader). This study was to examine the effectiveness of shared leadership, and to investigate the causal relationship and effect of shared leadership, organizational trust, and job performance. As a result of the analysis, shared leadership had a positive effect on organizational trust, and organizational trust had a positive effect on job performance. This means that high trust in organization has a positive effect on performance.This study is meaningful in that it examines the difference between shared leadership and existing leadership types that have not been studied yet.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.171-182
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• 2020

This study was intended to analyze the effects of Entrepreneurship on manufacturing(G-automobile) employees' Organizational Culture and Job satisfaction. A proposed model based on previous research was empirically tested via SPSS 25.0 using 349 valid samples collected from current employees of G-automobile Enterprises in Chang Won. The results of the empirical analysis are summarized as follows. First, Entrepreneurship(Innovativeness, Proactiveness, Risk-taking) had direct effects on Job satisfaction. Second, Entrepreneurship(Innovative, Enterprising, Risk-sensitive) had direct effects on Organizational Culture. Third, as a result of analyzing the effect of Organizational Culture on Job satisfaction, it was found that Organizational Culture(Development Culture, Rational Culture) had a significant positive(+) effect on Job satisfaction. The results of this empirical analysis are considered to be related to the rigid organizational culture of automobile manufacturing companies with many male-oriented field workers. In the future, research involving other automobile manufacturers is expected to be needed.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.64-78
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• 2010

This study aimed to investigate the effect of charismatic leadership and transactional leadership on organizational commitment among cuisine employees in hotel. It also examined the moderating effect of job satisfaction between leadership and organizational commitment. The findings might delineate very meaningful suggestions and implications to enhance organizational commitment for cuisine employees. The result showed that both of leadership styles had significantly positive effects on employees' organizational commitment. In particular, charismatic leadership had more powerful effect than transactional leadership did on organizational commitment. In addition, job satisfaction showed moderating effects between charismatic leadership and organizational commitment. This study concluded with discussion and implications for hotel managers and future research directions.

• 한국벤처창업학회:학술대회논문집
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• 2016.04a
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• pp.224-227
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• 2016

이 연구의 목적은 우리나라 대기업 구성원의 사내기업가정신이 조직 몰입에 미치는 영향을 살펴보는데 있다. 이 목적을 달성하기 위하여 업종별 대표기업 3사의 구성원들을 대상으로 설문조사를 실시하며, 이를 토대로 상관관계 존재여부에 대한 분석 작업을 하고자 한다. 최근 IT 대기업 중심으로 스타트업의 혁신문화를 회사 내부로 유입시키려는 노력들이 급속히 증가하는 상황에서, 사내 기업가정신이 기업내부 구성원의 조직몰입에 미치는 영향을 실증적으로 분석하는 것은 시의 적절한 연구라고 판단한다. 조직몰입에 대한 연구는 최근 심리학뿐만 아니라, 경영학적 범위에서도 급속하게 확대되고 있다. 기업의 지속성장을 위한 전제조건은 조직구성원의 조직몰입을 통해 지속적인 경쟁우위를 확보할 수 있는 제품 및 서비스를 경쟁력을 제고시키는 것이다. 이를 위해 기업은 기존에 검증된 조직몰입의 선행변수에 대한 과감하고 지속적인 관리와 함께 새로운 선행변수에 대한 발굴을 시도하고 있다. 확인된 시장과 기업의 현실적 니즈에 근거하여, 본 연구는 사내기업가정신과 조직몰입간의 관계에 집중하였다. 이러한 연구목적을 달성하기 위하여 본 연구는 선행연구를 기초로 실증연구를 실시하였다. 문헌적인 연구는 선행연구를 개관하여 기업가정신의 각 구성요소와 조직 및 직무몰입에 관련된 국내외 발표된 논문과 저서들을 통하여 이론적인 배경을 검토하고 최근의 연구동향을 살펴보았다. 문헌연구로는 사내기업가정신과 조직몰입의 개념을 정리하고 구성요인을 고찰하였다. 실증연구는 삼성전자, SK텔레콤, 포스코의 현재 재직중인 구성원을 대상으로 설문을 진행할 예정이다. 설문결과에 대한 통계적 검증을 통해 각각의 구성요소의 유의성과 상관관계를 파악하고자 한다.

• Fire Science and Engineering
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• v.29 no.6
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• pp.129-138
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• 2015

This study investigates the influence of transformational and transactional leadership styles of commanders in fire service organizations on organizational commitment and job satisfaction. A survey was conducted with the staffs of four fire stations in Gyeonggi Province. The results show that the charismatic characteristics of transformational leadership and the management by exception of transactional leadership positively influence both organizational commitment and job satisfaction. This indicates that the fire officers can be devoted to their organizations and be satisfied with their jobs when their supervisors give directions with charisma and vision and when they delegate authority to the fire officers except in particular situations.