• 임상간호연구
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• 제25권3호
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• pp.314-322
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• 2019

Purpose: The purpose of this study were to identify the influential factors of bullying of intensive care nurses and to suggest a final structural model based on identified relationships between nursing organizational culture, authentic leadership, self-esteem, and bullying in the workplace. Methods: Data were collected from 221 nurses at intensive care units in eight general hospitals using structured questionnaires and analyzed by structural equation modeling. Results: In this study, the average of bullying in the workplace was 1.34±0.40, nursing organizational culture was 3.31±0.47, self-esteem was 2.79±0.44, and authentic leadership was 3.61±0.60. The factors affecting nursing organizational culture were authentic leadership (β=.54, p<.001) and self-esteem (β=.24, p=.002) that had direct positive effects on the nursing organizational culture. The nursing organizational culture had also a direct effect on reducing workplace bullying (β=-.45, p<.001). Authentic leadership (β=-.24, p=.004) and self-esteem (β=-.11, p=.004) had indirect effects on workplace bullying, which was mediated by the nursing organizational culture. Conclusion: To understand and reduce workplace bullying, evaluating a nursing organizational culture should be preceded. Based on the finding of this study, an intervention for increasing authentic leadership and self-esteem of nurses can positively help to create the nursing organizational culture and then reduce workplace bullying.

• 임상간호연구
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• 제25권1호
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• pp.34-42
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• 2019

Purpose: The purpose of this study was to examine the relationships of authentic leadership and nursing organizational culture to the intention of hospital nurses to stay in their current position. Methods: The participants of this study were 503 nurses in 8 hospitals. We collected data using questionnaires for assessing authentic leadership, nursing organization culture and intention to stay. For data analysis, t-test, ANOVA, Cronbach's ${\alpha}$, Pearson's correlation coefficient, Tukey test, Multiple regression were performed using SAS ver.9.4 (SAS Institute Inc., Cary, NC, USA). Results: Authentic leadership (${\beta}=.12$, p=.008) and relation-oriented culture (${\beta}=.13$, p=.009) affected the intention of the hospital nurses to stay. These variables accounted for 29% of the variance in the intention to stay among hospital nurses. Conclusion: The finding of this study shows that the authentic leadership and nursing organizational culture especially relation-focused can influence nurses' intention to stay in their current position. For retaining nurses, it is suggested to use an authentic leadership training program for nursing leaders and to make efforts to establish a relation-focused culture in the hospital.

• 보건의료산업학회지
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• 제11권4호
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• pp.1-15
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• 2017

Objectives : This study aimed to investigate the mediating effect of psychological empowerment on the relationship of middle managers' authentic leadership with the staff's organizational commitment and job satisfaction at the Local Medical Center. Methods : The data were collected from 273 staff from the four Local Medical Centers in Chungnam Province using self-administered questionnaires. The data were analyzed using t-test, ANOVA, and hierarchical multiple regression with the SPSS 23.0 program. Mediation analysis was performed according to the Sobel test. Results : Middle managers' authentic leadership had a significant positive effect on the job satisfaction and psychological empowerment of staff. Additionally, psychological empowerment showed mediating effects in the relationships among authentic leadership and organizational commitment and job satisfaction. Conclusions : To promote staff's organizational commitment and job satisfaction, it is necessary to build effective strategies to develop middle managers' authentic leadership and to promote empowering programs for the staff.

• 한국보육지원학회지
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• 제18권3호
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• pp.1-18
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• 2022

Objective: The purpose of this study was to analyze the structural relationship between the authentic leadership of the director, social support, and teacher efficacy perceived by early childhood teachers. Methods: The participants of the study were 433 teachers working at kindergartens and daycare centers in Seoul and Gyeonggi Province. The data collected through the survey were analyzed by applying a structural equation model. Results: As a result of the study, it was found that the authentic leadership of the director perceived by early childhood teachers had a positive (+) effect on the early childhood teachers' social support and teacher efficacy, respectively, and social support had a positive (+) effect on teacher efficacy of the early childhood teachers. The results showed that social support had a positive mediating effect in the relationship between the director's authentic leadership and teacher efficacy perceived by early childhood teachers. Conclusion/Implications: The results suggest that it is necessary to establish a social support system through the exercise of the director's authentic leadership in order to improve the teacher efficacy of early childhood teachers.

• 디지털산업정보학회논문지
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• 제19권1호
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• pp.43-55
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• 2023

The purpose of this study is to examine the effects of authentic leadership on employee job satisfaction as well as the mediating role of motivation in the relationship between these two variables. Prior literature on authentic leadership have repeatedly argued that authentic leadership is not simply the ethically "right" thing to do, but also can effectively boost firm performance by increasing employees' job satisfaction and motivation. This study investigates whether the proposition is supported by empirical evidence in the context of Korean companies. Survey data were collected from 230 employees from several companies in South Korea. The results show that authentic leadership has a positive effect on employees' job satisfaction. As to the effects of authentic leadership and work motivation, authentic leadership turns out to have a positive effect on both extrinsic and intrinsic work motivation. The study also confirmed partial mediating effect of job satisfaction in the relationship between authentic leadership and job satisfaction.

• 한국철학논집
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• 제23호
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• pp.99-128
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• 2008

본 연구는 한국에 적합한 리더십 이론을 구성하기 위한 작업의 일환으로 역사적 인물의 사례를 분석하여 그들의 리더십 핵심가치를 제시하였다. 이는 우리가 그리고 바라는 리더의 모습을 발견하고 우리의 정체성을 확인하고자 하는 것이다. 우리 역사속의 인물은 일정한 범주로 구분한 결과 유형별로 그들을 묶어낼 수 있었으며 그들의 대표적 특성을 찾아낼 수 있었다. 실사(實事), 결사(決死), 풍류(風流), 창안(創案), 개신(開新)이 그것인데 그 중에서 본 연구는 결사의 선배들을 통해 리더의 모습과 가치를 구성하였다. 결사(決死),란 '옳은 일을 위하여 목숨을 다하여 싸운' 특성을 말하며, 12명의 인물을 선정하였는데 계백 강감찬 을지문덕 최영 정몽주 성삼문 이순신 곽재우 최익현 안중근 윤봉길 이준이 그들이다. 그리고 이들의 핵심가치와 역량, 그리고 그들의 구체적 사례를 개인영역, 관계영역, 조직영역, 사회영역으로 나누어 분석한 결과 공통된 요소를 발견할 수 있었다. 결사의 선배들은 이상과 목표를 제시하고 앞장서서 몸으로 행동하는 유형이다. 그들의 목표는 명확했고 의지는 확고했다. 2장의 개인영역의 핵심가치는 지청청(志靑靑)이다. 즉 뜻을 세우고 당당하고 꿋꿋하게 이를 지켜낸다는 의미이다. 옳은 일이라면 꿋꿋하게 혼자서라도 푸른 빛을 드러낼 수 있는 의지를 보여준다. 분명한 자기확신과 신념이 바로 개인영역의 핵심가치이다. 3장의 사람과 사람사이의 관계맺음에서 보여준 핵심가치는 수신결의(守信結義), 즉 의리를 지킴으로 해서 신뢰를 형성하고 이를 지켜내는 것이다. 믿음은 인간이 타인에게 보여줄 수 있는 최고의 애정이다. 따라서 상호간의 신뢰가 형성되기 위해서는 참된 마음과 인간애가 바탕이 되어야 하며[촌성함정(寸誠含情)], 인정(人情)에 치우치지 않는 엄격함과 분명한 자세로 원칙과 기준을 명확히 해야 한다[정우직행(淨友直行)]. 원칙을 중시한다는 것은 이중규범이 없어야 한다는 것이며, 스스로에게 더욱 엄격하면서 타인에게는 포용을 베풀 수 있는 것이다[박기후인(薄己厚人)]. 4장의 조직영역의 핵심가치는 단심합력(丹心合力)이다. 이를 위해서는 공동체의식과 조직에 대한 헌신과 책임의식, 그리고 솔선수범의 자세가 요구된다. 결국 조직을 이끌어가는 가장 큰 힘은 팀웍이며 이순신이 갑옷을 벗어던지고 앞장서는 행동으로 부하들을 독려했듯이 리더의 태도가 가장 큰 영향력을 끼치는 것이다. 5장에서 결사의 사회영역에 대한 가치지향은 명확하다. 그들은 대의를 위하여 죽음을 선택하는 召命을 완수하였다. 이들은 모두 부정에서 긍정을 찾는 신념속에서 소임을 다하며, 의리에 바탕을 둔 주체적 모습을 보여주었다. 리더는 단지 효율적으로 일을 처리하는 사람이 아니라 올바른 일을 하는 사람이어야 한다. 목표달성을 위하여 수단과 방법을 가리지 않는 사람이 아니라 올바른 가치관에 따라 움직이는 사람이어야 한다. 인격과 도덕적 행위가 바탕이 되지 않는다면 그 리더십은 효과적으로 수행될 수 없다. 따라서 도덕적 책임성과 주체적이며 개방적인 자세로 시대적 소명을 실천해가는 자가 진정한 리더이며 자기확신과 신뢰를 기초로 한 리더십이 그 해답이 될 수 있을 것이다.

• 유통과학연구
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• 제14권1호
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• pp.75-84
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• 2016

Purpose - In accordance with the recent changes in the management environment, leaders are required to have an ability of drawing and inducing potential of each worker. Coaching, as one of the strategies of human resources development, is drawing people's attention. This study aims to inquire about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Firstly, this study intends to illustrate what kind of influences the leader's coaching behavior can give on organizational citizenship behavior and turnover intention of workers. Secondly, it plans to verify the mediating effect of authentic leadership in the relationship between leader's coaching behavior and organizational citizenship behavior and turnover intention of workers. Thirdly, it aims to prove the moderating effect of emotional intelligence in the relationship among leader's coaching behavior, organizational citizenship behavior and turnover intention of workers. Research design, data and methodology - In order to figure out how the leader's coaching behavior influences attitude of workers, authentic leadership is considered as mediating effect. As for a moderating effect, we have determined emotional intelligence which attracts attention in the recent studies on organizational behavior, so as to investigate the correlation among variables. As for study sample, it was targeted to 236 organizational members of distribution corporations whose leader's coaching behavior is required. For reaching the purpose of study, SPSS 20 was applied for the analysis. Results - The research findings can be summarized as follows: Firstly, leader's coaching behavior gives significant positive influences on organizational citizenship behavior. Moreover, leader's coaching behavior gives negative influences on turnover intention of organizational members. Secondly, the mediating effect of authentic leadership was proved in the relationship between leader's coaching behavior and attitude of workers. Based on the analysis, it turned out that authentic leadership doesn't give a mediating effect in the bilateral relationship. Lastly, the moderating effect of emotional intelligence was proved in terms of how the leader's coaching behavior influences the attitude of workers. The research result shows that the emotional intelligence influences towards the negative direction, in the correlation between coaching behavior and organizational citizenship behavior On the other hand, in the relationship with turnover intention, It was significant effect. Conclusions - Based on the research findings, we have intended to inquired about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Furthermore, in the operational level, the following implications can be given: the importance of coaching activation in the operational level was confirmed, through inquiring into the influence of leader's coaching behavior on workers. Moreover, the importance of emotional intelligence, which has been steadily raised, was also confirmed. It is necessary for future study to carry out additional research on various factors of coaching which can influence the effectiveness of coaching, for instance, coaching process, coach's competency, characteristics of coaching customers, relationship with coaching customers and coaching system.

• 한국프랜차이즈경영연구
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• 제8권4호
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• pp.21-32
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• 2017

Purpose - In hotel business, how to build the relationship between leader and employees is very important, because it affects on the customer satisfaction. Thus, this research examines the effect of authentic leadership on job performance in the context of hotel industry and identifies mediating roles of organizational engagement, job satisfaction, and creativity in the relationship between authentic leadership and job performance. This study suggests the guidelines for how hotel companies should improve employee productivity and build a desirable organizational culture by presenting employee attitudes and behavioral models that explain the relationship between leaders and employees. Research design, data, and methodology - This study examines the structural relationship between authentic leadership, organizational engagement, job satisfaction, creativity, and job performance from the employee's perspective. Authentic leadership divide into four sub-dimensions such as self-awareness, balanced process of informations, internalized moral perspective, and relational transparency. In order to test the purposes of this study, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 114 franchise hotel employees and were analyzed using SPSS 21.0 and Smart PLS 3.0. program. Result - The results of this study are as follows. First, authentic leadership have significant impacts on organizational engagement and creativity, but does not have impact on job satisfaction directly. Second, organizational engagement have significant impacts on job satisfaction and job performance, but does not have impact on creativity directly. Third, job satisfaction has significant impact on creativity, but does not have impact on job performance. Fourth, creativity has significant impact on job performance. Conclusions - The findings of this study indicate that hotel leaders should properly implement the authentic leadership and consider how to build a corporate culture to improve an organizational and employee productivity through authentic leadership. Due to the nature of the hotel industry, which relies heavily on human resources, hotel companies must manage their employees with authenticity in order to increase organizational engagement, job satisfaction, and creativity that affect hotel and employee productivity. If hotel employees perceive their leader's authentic leadership, they show more organizational engagement that increases creativity and leads to job performance. Finally, hotel employees can propose creative ideas only if they will be satisfied with their jobs. Therefore, the leader should develop non-monetary or monetary reward system for the employees and, make an efforts to foster creativity of the employees.

• 예술경영연구
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• 제50호
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• pp.147-175
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• 2019

젠트리피케이션은 본래 도시의 낙후된 지역이 중산층 이상의 주거지 또는 상업 지구로 변화하는 과정을 의미한다. 도시재생에 대한 관심의 일부로 예술경영계에서 주목받고 있는 이 개념은 그러나 일반적으로 많은 예술가들의 터전을 빼앗는다는 부정적 의미를 지니며 위협으로 인식되고 있다. 본 논문에서는 이러한 젠트리피케이션의 위협을 줄이고 지역공동체에 대한 깊은 이해와 소명의식을 바탕으로 새로운 기회를 창출하는 데에 있어 예술기업가정신을 주목한다. 문헌연구를 통하여 예술기업가를 둘러싼 산업 구조적 특징을 경제, 조직, 개인 영역으로 분류하고, 젠트리피케이션의 위협적 요소에 대응하는 예술기업가의 7가지 요소를 도출한 후 이를 분석틀로 삼아 이미 젠트리피케이션이 상당히 진행된 서울 문래창작촌의 문화기업인 문래문화살롱을 운영하고 있는 한 예술기업가의 사례를 심층적으로 연구하였다. 단계별로 예술기업가의 소명의식, 적정규모 추구, 진정성 추구, 지역연계 강화, 투명한 리더십, 새로운 예술가/관객 개발의지, 브리콜라주의 7가지 요소가 젠트리피케이션의 위협을 줄이거나 오히려 기회로 만들어낼 수 있다는 가능성을 볼 수 있었다. 또한 젠트리피케이션의 진행 단계에 따라 장르별 예술가의 역할이 다를 수 있음을 발견하였으며, 장르별 예술가들 간의 갈등을 극복하고 커뮤니티와의 상생으로 도시의 가치를 높이도록 하는 예술기업가정신의 역할을 확인하였다.

• 한국가정과교육학회지
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• 제18권1호
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• pp.77-93
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• 2006

본 연구는 가정교과의 내용요소에 대한 교육수요자들의 시각의 변화가 일어나고 있는 현 시점에서 교육수요자가 추구하는 요구에 부응하면서 미래사회에서 인간이 살아가는데 진정으로 배워야 할 내용이 무엇인가를 원론적 차원에서 고찰하여 가정교과의 내용혁신을 시도하고자 하는 목적으로 수행된 연구이다. 현재 가정교과 교육과정의 비판적 검토를 시도한 결과 급속한 사회변화에 따른 다원화된 가족의 구성과 가족문화를 담아내지 못하고 있으며 사회 환경 변화에 따른 능동적 교과내용 도입이 지체되고 있었는데 그 원인은 가정학의 학문적 정체성에대한 문제와 교육내용의 전문성과 통합적 접근의 문제, 가정학의 학문적 보수성 그리고 교사재교육의 비실효성과 행정 정책가의 리더십 부족 등이었다. 가정교과의 내용혁신을 위한 사회적 합의로서 가정교과의 목표 및 내용체계는 가족과 소비자를 중심축으로 하여 구성되어야 할 것이다. 가족부분에서는 다양한 가족의 구성 체계와 다원적 문화를 포용하는 열린 가족의 개념을 포함하고 자녀양육이나 가사노동에 있어 양성 평등적이어야 한다. 성인지적 관점에서 개인의 사회진출부분과 가정생활기능의 사회화에서 일어날 수 있는 조정역할과 의사결정부분에 대한 가치교육, 선택과 의사결정 커뮤니케이션 그리고 자신들이 살고 있는 지역 생활공동체의 참여, 복지기관에의 자원봉사와 같은 내용에 더 중점을 두어 이러한 주제를 비판 과학적 철학에 바탕을 두고 접근하여야 할 것이다. 이와 함께 지구환경자원의 보존을 위한 지속가능 소비와 이의 실천등과 같은 사회재건 중심 교육과정 관점이 도입된 내용이어야 할 것이다. 기존의 가정교과의 영역별 전문분야별 접근보다는 통합적 접근을 지향하여야 할 것이다.