• Journal of Digital Convergence
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• v.13 no.7
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• pp.117-124
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• 2015

Recently the concept of authenticity has made an issue on the study of transformational leadership. Without authenticity of leader the effect of leadership nullifies the effectiveness of leadership for the followers. This study examines convergently the effect of transformational leadership on trust, organizational devotion, and team performance with the moderating effect of authenticity focusing 232 hotel team members in Busan using structural equation model. The results are as follows: First, transformational leadership has shown significantly effective toward trust and organizational devotion. Second, trust toward team leader has shown significantly effective toward team performance, while devotion has not shown dignificantly effective. Third, authenticity has shown significantly effective for moderating effect between leadership and trust, but not effective between leadership and devotion. This paper make significant contribution by testing the concept of authenticity.

• Journal of Industrial Convergence
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• v.19 no.1
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• pp.33-41
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• 2021

The purpose of this study is to verify the structural relationship between the dean's distributed leadership, the professor's organizational commitment, job satisfaction, and organizational effectiveness perceived by Chinese university professors, and the mediating effect of organizational commitment and job satisfaction. For the experiment, a survey was conducted on 383 professors at three universities in Hebei, China. The results of this study are as follows. First, Deans' distributed leadership had a positive effect on organizational effectiveness, organizational commitment, and job satisfaction of professors. Second, Dean's distributed leadership showed a significant direct effects on organizational effectiveness. Third, organizational commitment and job satisfaction has a mediating effect in the relationship between distributed leadership and organizational effectiveness. Therefore, in order to increase the organizational effectiveness of Chinese universities, it is necessary to activate deans' distributed leadership and to improve the organizational commitment and job satisfaction of professors.

• 한국사회정책
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• v.20 no.2
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• pp.9-34
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• 2013

This study explores the moderating effects of economic stress in the relationship between organizational devotion and emotional self-sufficiency of the self-sufficient program participants. 698 persons who lived in Taegu participated in this study. Multiple regression analysis was adopted. Results indicate that higher level of organizational devotion is positively related to the higher self-sufficiency. In addition, economic stress moderated the effect of organizational devotion on emotional self-sufficiency. Practical implications of this study are two folds; One is that in order to increase emotional self-sufficiency, sense of community should be put into consideration; The other is that approach for decreasing economic stress should be included in the program for self-sufficiency. Overall, this study lays a groundwork for the self-sufficiency of the participants in the self-sufficient program.

• KOREAN POULTRY JOURNAL
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• v.49 no.4
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• pp.116-118
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• 2017

이 코너는 그 동안 양계산업을 위해 헌신해 온 양계인(관련인)들을 만나 최근의 근황을 들어보고 과거의 추억(업적)을 되새겨 보는 자리를 만들고자 마련하였다. 이번호는 전 본회 전무(본지 편집장), 양돈협회 전무, 한국축산시설환경협회 회장 등 축산발전을 위해 헌신해 온 노영한(79세) 회장을 만나 인터뷰를 진행하였다.

• Journal of Digital Convergence
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• v.16 no.3
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• pp.345-351
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• 2018

We study convergent influence on job burnout(MBI-GS: Maslach Bunout Inventory-General Survey) and its association with Organizational Commitment Questionnaire(OCQ), Type A Behavior Pattern(TABP) and depression(CES-D: Center for Epidemiologic Studies Depression scale) among Hospital Administrative Staff(HAS). The survey was administered to 201 staff from 9 general hospitals located in J area from Jul. 3rd, 2017 to Jul. 29th, 2017. The structured self-administered questionaries were used. MBI-GS was positively correlated with TABP and CES-D, and it was negatively correlated with OCQ. With the analysis of covariance structure, CES-D was more influential on MBI-GS than OCQ and TABP. The study found the higher TABP and CES-D, and the lower OCQ tend to increase MBI-GS. The results indicate that the efforts, to decrease TABP and CES-D, and to increase OCQ, are required to decrease the MBI-GS of HAS. The results are expected to be useful for organization personnel management to decrease the MBI-GS of HAS. In the following study, the analysis about additional factors of influence on MBI-GS will be needed.

• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.10-22
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• 2019

The objective of this study is to analyze the relationships among manager' positive leadership, organizational member's organizational commitment and job performance. The questionnaire was performed for organizational members 387 in Seoul and metropolitan area. The collected data was analyzed by structural equation model and Sobel test. As a result of analysis, positive leadership factors such as positive climate, positive relationships, positive communication and positive meaning showed a statistically significant positive effects on the organizational member's organizational commitment. The organizational member's organizational commitment also showed a statistically significant positive effects on the job performance in company. The positive leadership factors such as positive climate, positive relationships, positive communication and positive meaning showed a no statistically significant effects on the organizational member's organizational commitment. But, they showed a statistically significant effects on job performance in indirect manner with the mediating effect of the organizational commitment. It is worthwhile that in this study, the effect of positive leadership of manage on the organizational member's organizational commitment and job performance was verified, and then, it is meaningful to present the role and importance of manager' positive leadership.

• Journal of Convergence for Information Technology
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• v.12 no.4
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• pp.199-204
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• 2022

This study analyzed mediating effect of job satisfaction between directors' leadership and workers' organizational commitment in senior clubs. A survey of 288 workers in Chungcheong and Daejeon was conducted. The statistical analysis methods were frequency, correlation, confirmatory factor analysis, and bootstrap. The analysis result was that directors' leadership had positive effect on workers' organizational commitment and mediating effect of job satisfaction was verified. For improving directors' leadership, it is necessary to develop various leadership education and training programs, to induce voluntary participation in the programs, and to include the participation of leadership program in facility evaluation. To advance workers' job satisfaction, we need various exchange programs with colleagues and peer groups, mentoring and rest service to manage emotional labor, and professional job education and supervision.

• Journal of Digital Convergence
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• v.20 no.1
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• pp.343-347
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• 2022

This research tested the relationship between professionalism perception and organizational commitment of social workers in welfare centers for disabled persons. And this analyzed the the mediating effect of job satisfaction. We surveyed 239 social workers in 14 centers of C Province and D City. The analysis result is that social workers' professionalism perception influenced the organizational commitment and the job satisfaction mediated between the variables. According to this study result, we can suggest some plans to improve social workers' organizational commitment. For improving social workers' professionalism perception, it is important to carry out strengthening of professional remuneration education, recruitment scores for calling as a professional, and reasonable operation reflecting their opinions. To promote social workers' job satisfaction, we need to actively provide counseling to social workers who experience emotional labor, to offer appropriate supervision and job training, and to develop and disseminate programs to improve the leadership of the facility's chiefs.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.6
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• pp.441-452
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• 2021

This work verifies the effect of Job Crafting on organizational commitment through innovative actions, and analyzes the regulatory effect, by setting up knowledge sharing among members as factors that promote Job Crafting and Innovative Action. Depending on the level of knowledge sharing, the indirect effects of Job Crafting from organizational commitment of the members through innovative actions are expected to vary, and the controlled mediated effects are analyzed. Totally, 463 individuals were surveyed, including start-ups, small and medium-sized enterprises, public institutions, and large enterprise workers. The hypothesis was subsequently verified through analysis by applying SPSS 18.0 and SPSS Process Macro. Our results reveal that Job Crafting has a positive impact on the innovation behavior of the members. Secondly, a higher level of knowledge sharing had a greater positive outcome in the member's innovation behavior. Third, all innovative actions positively impacted the organizational commitment of the members. The fourth notable point was that innovation behavior imparted only a moderate impact on the association between Job Crafting and Organizational Commitment. Finally, it was determined that there was no significance in the controlled mediated effect of knowledge sharing on the indirect effects of Job Crafting affecting organizational commitment through innovative actions. Based on the data verifying the hypothesis, we present here the theoretical and practical implications of this study.

• 프린팅코리아
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• v.10 no.8
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• pp.118-119
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• 2011

돈보스코는 이탈리아 출신의 로마 가톨릭 신부였다. 살레시오 수도회를 창설하고 평생을 어린이와 청소년 교육에 헌신하였다. 1929년 교황 비오 11세가 복자로 시복하였고, 1934년 4월 1일에 비오 11세에 의해 성인으로 선포되었다. 청소년들을 위해서 헌신한 그의 생애는 이탈리아 영화<돈 보스코>로 만들어지기도 할 정도로 많은 사람들의 존경을 받고 있다.