• The Journal of the Korea Contents Association
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• v.16 no.4
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• pp.23-35
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• 2016

This study investigates the effects of authentic leadership and organizational supports on the organizational citizens behavior of public welfare facility employee. Structural equation model with four latent variables were constructed to test the hypothetical relationships between variables. Out of 230 people from welfare facilities in Yong-in City were sampled and 216 were answered the questionnaire. Results suggests that authentic leadership and organizational support perceptions were shown to have a positive(+) significant effects on the job engagement and organizational citizenship behavior. Authentic leadership and perceived organizational support are effected as a direct positive effect on job engagement, and the influence of perceived organizational support was recognized as greater fact than the authentic leadership. Variable 'job engagement' took a intermediating role between two independent variables and organizational citizenship behavior. Based on the hypothesis test results we might conclude that welfare facility employee whose task require emotional engagement need to be supported by systematic plan of material resources.

• The Journal of the Korea Contents Association
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• v.22 no.2
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• pp.559-577
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• 2022

The purpose of this study was to analyze the influence of Big 5 Personality Traits(Extroversion, Agreeableness, Conscientiousness, Openness to experience, Neuroticism) on the organizational commitment of employees and also to investigate the moderating effect of leadership. To summarize the research results, First, Extroversion, Agreeableness, Conscientiousness, Openness of Big 5 Personality Traits had a positive effect on organizational commitment. Second, transactional, transformational and servant leadership had a moderating effect on the relationship between conscientiousness and organizational commitment. And transactional and transformational leadership had a moderating effect on the relationship between openness and organizational commitment. In Pharmaceutical and Medical Device Companies, it was confirmed that personality traits of employees are important factors that affect organizational commitment and organizational leadership interacts with the personality of employees and affects organizational commitment. This study is meaningful in that it attempted to analyze the moderating effect through quantitative design using the scale for the role of personality factors and leadership individually.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.6 no.3
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• pp.61-84
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• 2011

This study tested the relationship between servant leadership and intrinsic motivation. And, the mediating role of intrinsic motivation between servant leadership and individual performance was also investigated. Based on related theory and literature review, 4 hypotheses were developed and tested. Questionnaires were distributed to 280 employees of 3 service enterprises. Among returned questionnaires, 214 samples were used for empirical study. According to results, listening behavior of supervisor had significant positive effects on intrinsic motivation of subordinate. But, sympathy behavior and service behavior of supervisor had no significant effects on intrinsic motivation of subordinate. Also, intrinsic motivation of subordinate had significant positive effects on job satisfaction and organization commitment. Finally, the results suggest that intrinsic motivation mediate the relationship between servant leadership and individual performance. The mediating role of intrinsic motivation between servant leadership and individual performance was partly or fully supported. Implications and directions for future research are discussed in conclusion.

• Journal of Digital Convergence
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• v.17 no.6
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• pp.105-112
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• 2019

In addition to the recent business field, the importance of leadership in universities is becoming an increasingly important issue. Purpose of our study is to recommend the significance of authentic leadership by analyzing the effect of leader 's authentic leadership on follower' s project work climate and project performance. As a result of the previous studies that authentic leadership among university students as a quasi-social worker mitigates the role of leader and the tension between the members in the team, this study tries to examine the moderation effect of work climate on the relationship between the follower's authentic leadership and project performance. Therefore, a survey was conducted for students enrolled in some universities. A total of 175 questionnaires were used for the structural equation using STATA 14.0. The results of this study is summarized in three points. Our finding is as follow. The authentic leadership of the leader has a positive influence on the follower' s authentic leadership while the followers' authentic leadership had a positive effect on the project performance.

• Journal of Digital Convergence
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• v.14 no.2
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• pp.83-98
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• 2016

This study attempted to test not only the influence of transformational leadership(TFL) on employees' unethical pro-organizational behavior(UPB), but also the mediating effect of organizational identification(OID) between TFL and employees' UPB. This study employed two research methods: literature review and empirical testing of the developed hypotheses. Data were collected through online questionnaire instruments from 229 employees working at companies in Korea. To test the hypotheses, structural equation modeling was employed. The model is shown as adequately fitting to the data. The results showed that there was not a positive and statistically significant relationship between TFL and employees' UPB, and OID played as a mediator in the relationship between TFL and employees' UPB. These findings provide a meaningful implication that the positive impact of TFL is linked to employees' UPB through OID.

• Korean Business Review
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• v.22 no.2
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• pp.111-137
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• 2009

The purpose of this study is to examine the moderating effect of emotional intelligence in the relationship between transformational leadership and organizational citizenship behavior. To achieve this research purpose, theoretical and empirical studies related to transformational leadership, organizational citizenship behavior, and emotional intelligence were carried out simultaneously. A field survey was undertaken through questionnaire sampling a population of public organization in Chungchungnamdo. The established hypotheses related to transformational leadership, organizational citizenship behavior, and emotional intelligence were verified by the hierarchical regression analysis using SPSS. The result of this research are as followers : First, hypothesis1 proposed that emotional intelligence will be moderate the effect of charisma on organizational citizenship behavior. The hierarchical regression analysis revealed that moderation term was insignificant. The interaction term for charisma and emotional intelligence had a insignificant and positive relationship with organizational citizenship behavior. Therefore, hypothesis1 was not supported by the data. Second. hypothesis2 stated that emotional intelligence will be moderate the effects of inspirational motivation on organizational citizenship behavior. Hypothesis2 The result of the hierarchical regression analysis show a insignificant interaction between inspirational motivation and emotional intelligence on organizational citizenship behavior. Therefore, hypothesis2 was not supported by the data. Third, hypothesis3 stated that emotional intelligence will moderate the effect of intellectual stimulation on organizational citizenship behavior. The result of the hierarchical regression analysis show a significant interaction between intellectual stimulation and emotional intelligence on organizational citizenship behavior. Therefore, hypothesis3 was supported by the data. Fourth, hypothesis4 proposed that emotional intelligence will moderate effect of individualized consideration on organizational citizenship behavior. The hierarchical regression analysis revealed that the interaction term for individualized consideration and emotional intelligence had a significant and positive relationship with organizational citizenship behavior. Therefore, hypothesis4 was supported by the data. This study revealed that emotional intelligence moderate the relationship between intellectual stimulation, individualized consideration, and organizational citizenship behavior. It concludes that organizational citizenship behavior varies with coalignment of transformational leadership and emotional intelligence.

• The Journal of the Korea Contents Association
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• v.18 no.3
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• pp.279-285
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• 2018

Recently, having many studies have reported that positive psychology in the workplace have a positive relation with performance, organizations have been trying to develop and main the positive psychology and emotion. The companies have started to support the systematic health promotion program which was considered the individual domains. Also, the company has emphasized the importance of leaders' health promotion behavior. Therefore, we have conducted the empirical analysis for the relationship between leaders' health promotion behavior perceived team performance. Additionally we have analyzed the moderating effect of team climate between leaders' health promotion behavior and perceived team performance. For this analysis, we have collected the 253 data from business people of IT manufacturing firm and did hierarchical regression analysis. As a result, wellness leadership showed the positive relations on perceived team performance. Team climate for the health promotion moderated between wellness leadership and perceived team performance. Finally. we have proposed the academic and practical implications in terms of business.

• Journal of Cadastre & Land InformatiX
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• v.44 no.2
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• pp.45-58
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• 2014

The purpose of this study is to find out the influence on Organizational Performance of Autonomy in Cadastral Employees. The survey was conducted around the branch Korea Cadastral Survey Corporation. Using SPSS 20.0 and Amos 19.0, Structural Equating model was verified. The results of the analysis and the proposal is as follows. First, autonomy not directly but indirectly affected job satisfaction and organizational commitment. This had a positive impact on job satisfaction and organizational commitment, autonomy existing research. But it was not the organization's performance by increasing the autonomy to higher study. Perhaps it is analyzed the results of the public sector. Second, the relationship between autonomy and organizational performance in leadership had a mediating effect. And increase organizational performance factors, leadership has a very important meaning. Public good is not guaranteed autonomy. Therefore, it is possible to compensate through leadership. Third, cadastral field manager leadership competencies, it is necessary to develop a training program to enhance the organizational commitment and job satisfaction.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.3
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• pp.77-87
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• 2022

Previous literatures have provided growing evidence regarding the impact of leadership in enhancing follower creativity. Despite these ample evidences, a noticeable omission in this body of study is entrepreneurial leadership. The present study extends leadership·creativity research by developing a mediation-moderation model and investigating the key roles that innovation climate and psychological empowerment may play in the mechanism between entrepreneurial leadership and followers' individual creativity. Using a data of 161 SME's members, the results show that: (a) followers' psychological empowerment positively mediates the relationship between entrepreneurial leadership and individual creativity; (b) the impact of entrepreneurial leadership on followers' psychological empowerment through innovation climate is high (in other words, innovation climate positively moderates the relationship between entrepreneurial leadership and followers' psychological empowerment). This study gain more comprehensive insight of individual creativity and leader's entrepreneurial leadership, to foster more creative venture organizations. The findings of this study make several important implications to present venture·leadership·creativity knowledge. Future studies should examine a broad range of mediating or moderating processes through which context for innovation effects positively on individual creativity. Therefore, additional study is needed to test if the results of this research can be generalized across industry·firm types.

• The Korean Journal of Food And Nutrition
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• v.24 no.4
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• pp.732-739
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• 2011

The purpose of the study was to identify the relationship transformational leadership, job satisfaction, and organizational commitment of nutrition teacher(dietitian) in school foodservice organization. A total of 209 employees in school foodservice operation were surveyed using a self-administrated questionnaire. The data were analyzed using SPSS Windows(Ver. 18.0) for descriptive analysis and reliability analysis, correlation analysis, and regression. the respondents were 89.0% female, 90.4% under high school, and 90.4% under contract employment. The transformational leadership factors - Charisma ($p$ <0.001), intellectual stimulation, and individual consideration - had positive effects on job satisfaction and organizational commitment. In conclusion, transformational leadership(Charisma) of dietitian directly contributed to job satisfaction and organizational commitment in school foodservice employees.