• The Journal of the Korea Contents Association
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• v.15 no.6
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• pp.463-476
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• 2015

Until now most of the leadership studies have been focused to managers having in formal authority. However, in the recent business environment, team member should also demonstrate his leadership. Hence, the purpose of this study has been focused to the team member's leadership and their leadership effectiveness. In this study, we verified how the degree of master sergeant's support can control to moderate the intensity of the team member's leadership behavior. The analysis results were as follows: we have found that team member's issue leadership can effect on positive(+) way on the audience's acceptance to the leader as well as team performance. But the moderating effects of master sergeant's support on the team member's issue leadership and leader acceptance was not significant in terms of statistical point of view. It has also shown even the negative(-) effects of master sergeants's support on the team member's issue leadership and leader acceptance as well as team performance. Through this study, we can understand that the master sergeant's support may impeding the team member's independent leadership.

• Journal of Engineering Education Research
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• v.16 no.1
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• pp.75-83
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• 2013

In engineering education, team projects play an important role to increase students' capability of solving problems and teamworking. Student achieves a success experience, which in turn provides self-efficacy, through successfully performed project. This paper deals with an analysis of team performance variation in accordance with the team member formation. Team members are categorized into three different charater types based on the three triads of Enneagram. The analysis result shows that the team performance varies with the member formation pattern.

• Knowledge Management Research
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• v.22 no.4
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• pp.261-282
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• 2021

As the MZ generation, who values work-life balance, became a member of the organization, leader-oriented leadership centered on goal achievement and company profit made it difficult to achieve good results in the organization in the mid-to long-term. The company must strengthen the leadership that can be helpful for the self-leadership where the members of the organization move on their own and the organizational culture that enhances the employees' job satisfaction and organizational commitment. Therefore, this study analyzed the effect of the team leader's servant leadership on the team member's self-leadership and organizational effectiveness. In addition, it was studied whether the executive officer's emotional leadership interacted with the team leader's servant leadership and had a moderating effect on the team member's self-leadership. Also, the difference in path coefficient between the MZ generation and the non-MZ generation was verified. To this end, the research model was statistically verified using the PLS (Partial Least Square) structural equation. A survey was collected from 357 team members among office workers online. As a result of the analysis, the team leader's servant leadership had a significant effect on organizational effectiveness and team member's self-leadership. Also, in the relationship between the team leader's servant leadership and the team member's self-leadership, the emotional leadership of the executive officer had a positive (+) moderating effect. The MZ generation differed from the non-MZ generation in the path where the team leader's servant leadership positively affected the self-leadership of the team member and the path where the team leader's self-leadership had a mediating effect between the team leader's servant leadership and organizational effectiveness. The results of this study will suggest various theoretical and practical implications so that executive officers, team leaders, and team members within the company can develop leadership that increases organizational effectiveness in their respective positions.

• Journal of Digital Convergence
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• v.13 no.2
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• pp.315-324
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• 2015

We investigated the student's satisfaction in team activities. The 64 engineering college freshmen were grouped into 13 teams, and a set of questionnaire was given and analyzed. The results showed that the overall team satisfaction positively affects the team performance. However, the team satisfaction is more correlated with the team member's participation and the relationship. The team satisfaction tends to increase when having an environment where the team members regard each other, which they felt more important than the outcome. The particular role of team members was not directly related to the team satisfaction, and the students prefer having self-control in team formation. By using the study results, we may support students to have a positive experience of team learning especially in convergence educational environment.

• Journal of Digital Convergence
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• v.16 no.1
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• pp.317-325
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• 2018

A satisfactory ending of the project is crucial for the students to achieve success experience. In this study, we analyze the teams' dismantling before the project deadline. We propose a team dissolution model based on the assumption that the disharmony caused by the members' personality traits is the main reason for the team break up. The Dark Triad and the Communion are introduced to build the model. We simulated the proposed model using an agent-based simulation and analyzed the results. We found that the ratio of owning DT impacts the maximum allowable size of the team and the team's rate of dissolution, but the team has been able to reduce the team's dissolution rate by increasing the team's harmony. We expect that we efficiently used the developed model with the agent-based simulation for the studies related to the dismantling of teams.

• Journal of Advanced Navigation Technology
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• v.16 no.6
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• pp.1052-1064
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• 2012

In this study for the purpose of providing the basic data for airline cabin service improvement and efficient crew management. The relationship on team effectiveness and team performance according to the quality of airline cabin crew team LMX(Leader-Member Exchange) and TMX(Team-Member Exchange) was verified. The findings from the analysis shows the closer team leader and team members have quality exchange relationship the more the cabin crews will team commitment and team satisfaction. The conclusion is drawn that increased team effectiveness(satisfaction and commitment) enhances team performance as well. Therefore, based on the results of the study on airline cabin crew team operation system, the team leader and team members should come up with specific scheme to establish quality exchange relationship and to maintain the relationship.

• Journal of the Korean Society of Clothing and Textiles
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• v.34 no.10
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• pp.1687-1700
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• 2010

This study analyzes the effects of leadership by team leaders on team empowerment and the effects of team empowerment on the performance of team members in fashion companies. A survey was conducted from May 1 to June 30 in 2010. The data were collected from team members in fashion companies in the Seoul metropolitan area and 670 respondents were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, and multiple regression analysis. As a result, the leadership of the team leaders was classified by the contingent reward, individualized consideration, intellectual stimulation, charisma, and exceptional management. Team empowerment was classified by the team potency, team autonomy, team impact, and team meaning. The performance of team members were classified by the job accomplishment, job satisfaction, and job commitment. The intellectual stimulation and charisma leadership influenced team empowerment in fashion companies; in addition, the team potency, team impact, and team meaning influenced the performance of team members in fashion companies.

• JOURNAL OF ELECTRICAL WORLD
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• s.412
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• pp.54-61
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• 2011

R&D 분야정부경영평가 5년 연속 1위. 한전 전력연구원의 최근 성과이다. 이 같은 공인평가는 KEPRI의 위상을 여실히 증명하고 있다. 고품질의 전력공급을 위한 창의적인 전력기술 개발과 현장 중심의 기술지원을 수행하고 있는 전력연구원은 지난 1961년 한국전력 전기시험소로 출범한 이후 1993년 대덕연구단지 입주, 1995년 7월 전력연구원으로 대대적인 개편을 단행하면서 우리 전력산업 연구개발에 커다란 획을 긋는 다양한 실적들을 쏟아내고 있다. 산하에 4개 연구소(녹색성장연구소, 원자력발전연구소, 수화력발전연구소, 송배전연구소)와 2개 센터(엔지니어링센터, S/W센터), 2실(연구전략실, 연구지원실) 2팀(NRC-DC추진팀, 품질혁신팀)으로 조직되어 있는 전력연구원의 비전은 역시 최상위의 글로벌 연구원 등극이며, 전력기술의 새 지평을 열어 이를 실현하겠다는 각오다. 저탄소 녹색성장을 위한 신재생에너지, 전력IT, CCS, 스마트그리드 등 친환경 연구개발에 주력하면서 한전의 글로벌 엔지니어링 Company 달성의 주역임을 선언한 KEPRI의 열정적인 행보가 전력산업계의 주목을 새롭게 끌고 있다. 전력산업의 미래기술 확보와 성장 동력을 창출해 내고 있는 전력연구원의 핵심 조직과 중점 수행사업 등을 3회에 걸쳐 소개한다.

• JOURNAL OF ELECTRICAL WORLD
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• s.411
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• pp.52-58
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• 2011

R&D분야 정부경영평가 5년 연속 1위. 한전 전력연구원의 최근 성과이다. 이 같은 공인평가는 KEPRI의 위상을 여실히 증명하고 있다. 고품질의 전력공급을 위한 창의적인 전력기술 개발과 현장 중심의 기술지원을 수행하고 있는 전력연구원은 지난 1961년 한국전력 전기시험소로 출범한 이후 1993년 대덕연구단지 입주, 1995년 7월 전력연구원으로 대대적인 개편을 단행하면서 우리 전력산업 연구개발에 커다란 획을 긋는 다양한 실적들을 쏟아내고 있다. 산하에 4개 연구소(녹색성장연구소, 원자력발전연구소, 수화력발전연구소, 송배전연구소) 와 2개 센터(엔지니어링센터, S/W센터), 2실(연구전략실, 연구지원실) 2팀(NRC-DC추진팀, 품질혁신팀)으로 조직되어 있는 전력연구원의 비전은 역시 최상위의 글로벌 연구원 등극이며, 전력기술의 새 지평을 열어 이를 실현하겠다는 각오다. 저탄소 녹색성장을 위한 신재생에너지, 전력IT, CCS, 스마트그리드 등 친환경 연구개발에 주력하면서 한전의 글로벌 엔지니어링 Company 달성의 주역임을 선언한 KEPRI의 열정적인 행보가 전력산업계의 주목을 새롭게 끌고 있다. 전력산업의 미래기술 확보와 성장동력을 창출해 내고 있는 전력연구원의 핵심 조직과 중점 수행사업 등을 3회에 걸쳐 소개한다.

• 한국항공운항학회:학술대회논문집
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• 2016.05a
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• pp.68-72
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• 2016

본 연구는 외국인 승무원의 팀 배속이 한국승무원과의 팀웍, 팀만족, 직무성과에 미치는 영향을 밝힘으로써 효율적인 외국인 승무원 관리방안을 모색하고 나아가 한국인 및 외국인 객실승무원의 단합된 팀웍으로 최상의 고객서비스를 제공하는 데 그 목적이 있다. 본 연구는 문헌연구와 실증연구를 바탕으로 진행하였으며 외국인 승무원의 팀 배속이 한국승무원과의 팀웍, 팀만족도, 직무성과에 미치는 영향 관계를 규명하였다. 설문은 K항공사 객실승무원을 대상으로 496부를 설문 조사하였으며 자료를 수집하고 분석한 결과, 외국인 승무원의 팀 배속이 한국승무원과의 팀웍, 팀만족, 직무성과에 긍정적인 영향을 미치는 것으로 나타났다.