• 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.20 no.2
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• pp.155-161
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• 2022

Until now, many leadership styles have focused only on behavioral characteristics or skills. However, genuine leadership focuses on the essence of leadership. This study intends to analyze the effects of genuine leadership, the main body leading the corporate organization, on the organization's influence in order to achieve the organizational mission. In order to examine the relationship between genuine leadership, job satisfaction, and organizational commitment after deriving a research model as a method of research, we conducted a regression analysis after frequency analysis, validity, and reliability analysis to examine the effect of genuine leadership on organizational commitment and job satisfaction. looked at the As a result of the analysis, it was found that leadership had a positive effect on organizational commitment and job satisfaction.

• Journal of Digital Convergence
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• v.12 no.5
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• pp.181-190
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• 2014

Authentic leadership emphasizes not only increases of production and profits but also establishment of morals and authentic in organizational management. In modern management theories, traditional so-called pseudo-leadership, which focuses on maximizing financial profits, are gradually diminishing as the importance of authentic leadership are widely accepted in various organizations. However, a few researches have focused on organizational outcome produced by authentic leadership. In this research, the relationship between authentic leadership and organizational commitment is examined in an endeavor to present the direction of leadership-related researches. Results include: first, the reliabilities of survey tools for authentic leadership, job commitment and organizational commitment were excellent using Cronbach's alpha; second, relationships between authentic leadership, job commitment and organizational commitment indicated positive correlations showing statistical significance in job commitment and organizational commitment; and finally, the relationship between job commitment and organizational commitment were positive by regression analysis.

• Journal of Digital Convergence
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• v.17 no.5
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• pp.191-205
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• 2019

This study investigated the relationship of authentic leadership(AL) with positive psychological capital(PPC) and teamwork competence(TC) and the mediation effect of PPC to facilitate theoretical and practical development of AL. For the empirical analysis, data were collected from the sample of 172 nurses working at general hospitals. Collected data were analyzed with factor analysis, correlation analysis, multiple regression analysis, mediated regression analysis using SPSS 21.0 to test the hypotheses. Results showed that the AL was positively related to the PPC as well as TC and the PPC was positively related to the TC. And further, the PPC is found as playing as a partial mediator on the relationship between the AL and the TC. These results provided the positive influence of authentic leadership on work team. Based on these results, practical implications were discussed for effectiveness of nurse organizations. Lastly, limitations were indicated and some possible directions for authentic leadership and its relationship to work team were suggested for future studies.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.319-336
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• 2016

This study is aimed at suggesting the implications about the importance of authentic leadership through the analysis of what influence of supervisor's authentic leadership has on job performance for employees. Especially, this study investigates whether employee's organizational commitment, organizational citizenship behavior mediates the relationship between authentic leadership and job performance. Survey was carried out among employees in a variety of organizations. Total 440 sheets of sample have been derived and analysed by SPSS/WIN 24.0 and Stata 14.0. The result revealed that supervisor's authentic leadership was positively related to organizational commitment, organizational citizenship behavior, and job performance for employees. Further, organizational commitment, organizational citizenship behavior mediated the effects of authentic leadership on employee's job performance. The salient point was that in order to improve employee's job performance is to improve the employee's voluntary participation and cooperation behavior through the supervisor's authentic leadership.

• Journal of Digital Convergence
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• v.15 no.10
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• pp.161-171
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• 2017

In recent years, the authenticity of leaders has become an important issue in leadership research. It is because the sincerity of the leader exerts a great influence on the behavior, attitude and performance of members of the organization. This study examines the effect of authentic leadership on organizational commitment, organizational citizenship behavior and job performance, and empirically analyzes whether the effect varies depending on public organizations and private organizations. The survey administered through a questionnaire was conducted for members of public corporations and private companies in Korea. Of the collected questionnaires, 444 were used in the analysis. Empirical results were verified by factor analysis and regression analysis using SPSS/WIN 23.0 and STATA 14.0. Results show that leadership had a positive effect on organizational commitment, organizational citizenship behavior, and job performance and the effect was significant in both public and private organizations.

• 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.16 no.10
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• pp.206-225
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• 2016

This study analyzes the effect of authentic leadership on organizational climate, organizational citizenship behavior, and job performance to suggest the implications behind the growing importance of authentic leadership. In particular, this study substantiates existing arguments that organizational climate moderates the tension between leaders and employees by investigating the mediating effects of organizational climate on the relationship between authentic leadership and job performance. A survey was conducted on employees of various business areas in Korea, and 444 responses were used in statistical analysis which was performed using SPSS/WIN 24.0 and STATA 14.0 statistics package and verified using structural equations. The analysis results showed that 1) authentic leadership has positive effects on organizational climate, organizational citizenship behavior, job performance; 2) organizational climate has positive effects on organizational citizenship behavior and job performance; 3) organizational citizenship behavior has a positive effect on job performance; and 4) organizational climate performs a mediating role in the relationships among authentic leadership, organizational citizenship behavior, and job performance. By including organization climate's mediating effect as a factor in the research on authentic leadership, this study presents a new perspective for future studies on leadership.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.159-170
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• 2020

With increasing international labour in Korea, the perspective of foreign workers' maintenance and changes of origin while living and working overseas provides a new angle for leadership research. For the purpose to investigate the effect of leadership on the group of foreign workers, this study targeted Filipino workers in U and G city and explored whether authentic leadership predicts foreign workers' work engagement and retainment through the potential intervening effect of interpersonal trust. The empirical study utilized SPSS, and results proved that authentic leadership has no significant relationship to foreign Filipino workers' work engagement directly, but authentic leadership showed a negative effect on Filipino workers' turnover intention. The full mediation effect of interpersonal trust proves the value and importance of establishing trust relationships in retaining foreign workers.

• 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.