• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.14 no.2
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• pp.135-149
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• 2019

Today, a growing number of companies are in trouble because leaders are lack of authentic leadership. Small and midium sized companies have the same issue. To correct the issue, there must be a real change in the relationship between managers and employees of the company as well as outside the company. In 21st century, authentic leadership is required. However, the research about determinants of change supportive behavior is not sufficient. Therefore, the purpose of this study is how manager's transformational leadership and authentic leadership affects change supportive behavior of employees in small and midium sized companies. The study also has to prove the role of positive psychological capital as a parameter. Data were collected from 424 employees working for small and midium sized companies in metropolitan area around Seoul and Gyeonggi. The data were analyzed using statistical package SPSS ver.21.0 and AMOS ver.18.0. Based on the research, First, the transformational leadership does not affect the change supportive behavior. However, authentic leadership affects the change supportive behavior. Also, positive psychological capital playes a role as parameter when transformational and authentic leadership, that are independent variable, affect change supportive behavior. On the other hand, the research shows that authentic leadership has more influence than transformational leadership on positive psychological capital. Transformational leadership without genuine attitude cannot affect change support behavior of employees in small and medium sized companies. Therefore, to affect change supportive behavior of employee, authentic leadership with genuine mind is required. After discussing the conclusions and implications of this study. the direction of the study for the follow - up study was suggested.

• Journal of the Korea Convergence Society
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• v.10 no.9
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• pp.283-289
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• 2019

This study intends to examine how authentic leadership affects psychological well-being and job performance among flight attendants. To test hypotheses, this study performed survey to flight attendants of big airlines in Korea for about two months from October 1 to December 5, 2018. 200 copies of the questionnaire was distributed, and 180 were collected. Among them, 21 copies where many questions were unanswered or not very seriously answered were discarded. So, 159 copies in total were used for analysis. Statistical analysis was done with SPSS 22.0 and AMOS 21.0. The results are as follows. First, balanced information processing, self-awareness, self-awareness have significant effect on psychological well-being, while relational transparency have not. Second, psychological well-being have significant effect on job performance. Consequently, all the hypotheses in this study except for hypothesis 1-3 were adopted.

• 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.

• Journal of Korean Library and Information Science Society
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• v.49 no.3
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• pp.361-382
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• 2018

The purpose of this study is to investigate the effect of shared leadership, authenticity leadership, and self - leadership on the recognition of organizational effectiveness of university librarians, which is an alternative concept of existing leadership. The purpose of this study is to examine whether leadership styles have more influence on recognition of organizational effectiveness, and whether there is a moderating effect of emotional intelligence on the relationship between leadership and organizational effectiveness. A total of 140 questionnaires were collected from 275 librarians of 55 university librarians working in the university libraries nationwide. The effect of alternative leadership, which is an independent variable, on organizational effectiveness was partially derived, and self - leadership had the greatest effect on job satisfaction, and control effect of emotional intelligence The results of this study are as follows. Although this study does not claim new concepts and facts in the field of leadership and organizational validity, it can be said that it contributes to introducing the theoretical relation to new concepts of alternative leadership which has not been relatively studied in the field of linguistic informatics.

• The Journal of the Convergence on Culture Technology
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• v.10 no.1
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• pp.61-69
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• 2024

This Paper is Empirical Analysis of the Relationship between Authentic Leadership and Organizational Citizenship Behavior. It's important for enhancing corporate performance to facilitate positive interactions between leaders and members, and to cultivate a positive psychology for achieving common goals. Members with high positive psychological capital have confidence in performing their tasks, expect successful outcomes, and when problems arise, they adjust their course and persevere. This complex state of adjusting or transcending one's psychology is referred to as positive psychological capital (Luthans & Youssef, 2007). Recognizing this, the study identifies positive psychological capital as a crucial factor in enhancing corporate performance and competitiveness, and chooses it as a mediator in the research.

• 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 the Korea Convergence Society
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• v.11 no.2
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• pp.231-240
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• 2020

In this study, the case of OO corporation was based on to examine the business performance and method of OO corporation and the competitive advantage and success factors were considered. For the progress of this study, references and advanced researches related to entrepreneurship, authentic leadership, and organizational effectiveness, which were suggested as the core competence of non-profit organizations, were examined and textual information was secured through the homepage of the targeted organization and news articles. Lastly, data needed for the research was collected through an interview with the Chief Executive Officer (CEO) of the organization. Through the process and analysis, the following findings were identified. First, the entrepreneurship of the CEO can apply as a core competence for the operation of the non-profit organization. Second, the proposition was derived that the roles of the CEO and leadership can apply as a key competence in the operation of the non-profit organization. This study implies that the many theories and strategies which were only targeted on companies can also be applied for the research of non-profit organizations. Moreover, concerning modern corporate management, strategic approach of non-profit organization characteristics like a sense of mission, fairness, and ethics can promote the creation of sustainable competitive advantage.

• The Journal of the Korea Contents Association
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• v.20 no.6
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• pp.705-716
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• 2020

The aim of this article is to examine the relationships between authentic leadership and job satisfaction and to test the moderating effects of co-workers undermining on that relationship. Data were collected from 24th companies in Korea. The sample included 490 employees chosen randomly. Moderated hierarchical regression was used to examine the moderating role of co-workers undermining on the authentic leadership and job satisfaction relationship. The results show that authentic leadership is positively and significantly correlated with job satisfaction. In addition, the results of the hierarchical multiple regression analyses support the moderating effects of perceived employee co-workers undermining with regard to the relationship between authentic leadership and job satisfaction. This study contributes to suggesting the role of co-worker's undermining as a key moderator of their relationship. The theoretical as well as practical implications of the results were discussed with the suggestion for future research.

• Journal of Ethics
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• no.97
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• pp.279-306
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• 2014

This study presents the leadership model that is to build of ethical and cultural leadership. This model is to operat the functions of a systemof leadership that based on the universal principles of life, that is performed bybalance and harmonized judgment of the ideal ethical oughtfulness and cultural values, and practise ethically through relationship, process, and skill of leadership. And this model turn out to lead a real impact and then overcome conflict, problem solving, motivation. To check the validity of leadership, this study analysis the case study of leadership of King Sejong. His leadership is based at heaven that on the basis of the universal principles of life. The ideal ethical oughtfulness is to cares for people and the value of the cultural is to cherish the people's will. His leadership is to be balance and harmonized judgment of the ideal ethical oughtfulness and the cultural values by practice of virtues through relationship, process, and skill of leadership. Leadership relationship is a equal role relationship that are the children of the sky, thus to be coexistence and harmonyin close collaboration. Leadership process is a process of transvaluation to ensure the validity of the values by rational discussion and persuasion. Leadership skills led to active obedience through leading by example and love of learning. King Sejong' leadership is the leadership that ethical and cultural leadership become well-implemented.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.28 no.1
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• pp.253-270
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• 2017

In the knowledge society, alternative leadership induces voluntary participation by motivating the members through horizontal, emotional approach and responsibility. There is little theoretical discussion about theoretical research on alternative leadership and its applicability in university libraries. In this study, we will discuss the theoretical review of alternative leadership, the change of knowledge management paradigm in university library, the role of manager and librarian, and alternative leadership application. Through this, I would like to suggest the development direction for strengthening the leadership of the librarians who will lead the university library.