• The Journal of Industrial Distribution & Business
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• v.15 no.4
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• pp.19-26
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• 2024

Purpose: The present research encircled on a systematic view of leadership in sports, an area that can be used to boost the skilling of employees. Four specific managerial development tools have been formulated during this research based on relevant materials studied in the previous section. Research design, data and methodology: This research used the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) standards to systematically search for, screen, and synthesize relevant past research on using sports leadership principles for team member development. Results: The findings in this research offer four staff leadership development program ideas that are unique and beneficial for firms looking to foster the development of strong leaders. By deploying sport-based principles and methodology, these approaches can solve the limitations of conventional leadership development programs. This will demonstrate how each plan can help HR managers develop the appropriate strategies for their companies. Conclusions: In sum, this research suggests that by incorporating time-honored principles of sports leadership, these models will provide HR managers with an excellent arsenal of tools for developing a generation of leaders endowed with the skills, mindset, and resilience required to ensure the organization's prosperity under the most adverse conditions.

• Journal of Distribution Science
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• v.22 no.5
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• pp.131-138
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• 2024

Purpose: This study aims to fill the existing gap in the existing literature by investigating the mediating effect of psychological empowerment between leadership and motivation for workers at retail stores, and to extend the previous research to determine the preferences of the researchers and practitioners in leadership and employee motivation in retail through a systematic approach. Research design, data and methodology: This study used a systematic approach to the mediation effect of psychological empowerment on the relationship between leadership and employee motivation in retail stores. To ensure completeness, systematization, and transparency, the preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) approach was applied. Results: The research findings (Total Four Mediating Roles) suggest that psychological empowerment may mediate between leadership and employee motivation. These mediation roles (Empowering Leadership Styles, Organizational Culture and Psychological Empowerment, Customer Psychological Empowerment, and High-Performance Work Systems (HPWS) and Psychological Empowerment) will help practitioners comprehend how these empowerment and motivation leadership styles are interconnected in the retail industry. Conclusions: The research results indicate that psychological empowerment is essential for employee motivation in the retail sector. Through this knowledge, retail store managers can implement strategies designed to empower employees and create a motivated workforce, bolstering organizational effectiveness.

• Korean Institute of Interior Design Journal
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• v.18 no.6
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• pp.28-35
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• 2009

The purpose of this study is to analyze the state-of-the-art housing cases with passive cooling technologies and to explore the feasibilities for their applications in domestic housing design. Nineteen Leadership in Energy and Environmental Design housing cases from 2002 to 2007 were selected and analyzed their used passive cooling technologies. Besides traditional passive cooling technologies such as site planning according to the sun direction, the use of thermal mass, insulation, shading, below-ground spaces and ventilation, the relatively new technology trends were detected as followings; the use of high performance envelope, operable windows, and geo-thermal energy as the cooling source of heat pumps, increased areas of photovoltaic cells, and the education of the owner and tenants about the adopted passive cooling technologies in a building. Especially, the education may have not been focused in the domestic design despite of its effectiveness on the appropriate operations of passive cooling technologies. The results of this study show their positive adaptations would be beneficial to domestic housing design to reduce energy costs and have cooler housing environments in summer.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.2
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• pp.311-322
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• 2006

Purpose: The objective of this literature review study was to identify patterns and trends of studies on leadership among nurse managers in nursing organization and suggest the direction of future researches. Methods: Research Studies on the leadership were selected from thesis and related journals, which had been conducted from 1975 to 2006.5. Search Terminologies were used "leadership". The Total number of the collected studies were 69. Results: The number of studies on leadership has been increased rapidly since 1990's. In research design, Quantitative studies were 68 except for a Qualitative study. Correlation research were 45(65.2%) among quantitative studies. Conceptual frameworks, research questions and hypotheses were involved 31.9%, 98.6%, 31.9%. In subject, General nurse is 46.4%, Head nurse and General nurse was 23.2% and Head nurse is 2.9%. All the studies used questionnaire in data collection method. Measurement tools were used 50% for Bass' MLQ(MLQ-5X). For the statistical analysis, Correlation, ANOVA, t-test were used for 20.3%, 17.4%, 10.5% respectively. The number of leadership related variables were work-related, organization-related, personal recognition or attitude, empowerment, personality. The sub-variables were used for 31 Job satisfaction. Further studies were suggested the develop of leadership program, measurement for the effect of leadership, repeated studies on leadership, the development of measurement about leadership. Conclusion: These results will be used to provide the basic data for developing leadership theory on nursing organization.

• International Journal of Costume and Fashion
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• v.14 no.1
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• pp.1-15
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• 2014

Fashion leadership is divided into visual influence, linguistic influence, and dual leadership. We refer to people exercising such influential power as fashion innovators, fashion opinion leaders, and fashion double leaders, respectively. Scholars and marketers have raised continuous questions on this issue: who are these fashion leaders and what characteristics do they have? In this study, social network analysis is applied to grasp the existence of three types of fashion leaders in college clubs, examine their positions in fashion process networks and investigate their individual and social characteristics. For this study, three college clubs were recruited through convenience sampling and surveyed online. Peer nomination questions for structuring fashion process networks and self-evaluation questions for measuring personal characteristics are included. Two fashion networks, an opinion leadership network and an innovativeness network, embrace four to six leaders and illustrate similar structure patterns in the three groups, which indicates that dual leaders enjoyed the lion's share in college clubs. The number of fashion innovators tends to be fewer compared to that of fashion opinion leaders, and we infer that peer relationship appears to intervene with fashion opinion leadership. Other personal characteristics supporting results from previous studies are also confirmed in this study.

• Journal of the Korean Society of Costume
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• v.66 no.8
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• pp.138-156
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• 2016

This study analyzed the effects of CEO's authentic leadership on job satisfaction and organizational performance in a fashion company, and the differences in the CEO's authentic leadership, job satisfaction and organizational performance by the size of the companies. The study analyzed responses collected from questionnaires filled out by 440 employees of fashion companies. The results of this study were as follows; First, the transparency, future orientation, self-awareness, balanced process, and ethicality of CEO's authentic leadership positively influenced the wages or system satisfaction. The CEO's transparency, future orientation, self-awareness, and ethicality positively influenced job satisfaction. Also, the CEO's transparency, future orientation, self-awareness positively influenced the working condition or environmental satisfaction. Second, the wages or system satisfaction and working condition or environmental satisfaction of employees positively influenced the management performance of fashion companies. And the wages or system satisfaction, job satisfaction and working condition or environmental satisfaction of employees positively influenced the new product performance and job performance. Third, the CEO's authentic leadership of fashion companies positively influenced the management performance, and the CEO's transparency and future orientation positively influenced the new product performance. In addition, the CEO's self-awareness, balanced process and ethicality influenced the job performance. Fourth, there were significant differences in the CEO's authentic leadership, job satisfaction, management performance and new product performance by fashion companies' size. The results of this study will be useful in successful business strategy and improving the performance of fashion companies.

• Journal of the Korean Institute of Educational Facilities
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• v.20 no.2
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• pp.25-32
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• 2013

The purpose of this study is to analyze the state-of-the-art solar energy system design cases among LEED(Leadership in Energy and Environmental Design) certified school projects and to explore the feasibilities for their applications in domestic school design. Investigating the sold wattages in some kinds of buildings, the wattages per an educational facility is the second-largest after that per an industrial facility. That shows that our attention should be actively directed to the utilization of New and Renewable Energy in school facilities. Therefore photovoltaics systems, lighting systems and solarthermal facilities of solar energy systems were analyzed in the LEED cases. Findings demonstrate that applications of solar energy systems in K-12 educational facilities have been executed more than those in higher educational facilities. However, K-12 educational facilities and higher educational facilities by private funds are not categorized as Green Buildings by Support for Making Green Buildings Act. That fact is needed to be amended. Besides that, design developments are needed for building integrated photovoltaics systems and solarthermal facilities in domestic educational facilities.

• East Asian Journal of Business Economics (EAJBE)
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• v.8 no.2
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• pp.15-27
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• 2020

Purpose - The purpose of this study is to analyze the relationship between the self-leadership of flight attendant and organizational effectiveness, the self-leadership of flight attendant and customer orientation, and the organizational effectiveness and customer orientation. Research design, data and methodology - To examine these research models, samples were collected from 318 flight attendants during Nov to Dec, 2019. Research Model established hypothesis 1 and hypothesis 2 that the three elements of self-leadership will affect organizational effectiveness and customer orientation. It also established hypothesis 3 that organizational effectiveness will affect customer orientation Results - The analysis on the effect of self-leadership have positive effect both on job satisfaction and organizational immersion. As a result of the relationship between organizational effectiveness and customer orientation, job satisfaction and organizational immersion have positive effect on both voluntary customer orientation and business customer orientation. Conclusions - Self-leadership affected positively on job satisfaction, organizational immersion and business customer orientation. the company have to provide flight attendant with incentives when they achieve good results. Also, company have to expand flight attendant's authority in their work environment. Organizational effectiveness affected positively on customer orientation so company have to give flight attendants with consistent seminars about company's vision and goal.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.5
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• pp.540-552
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• 2016

Purpose: This study was conducted to develop a nursing leadership program outcome evaluation system, required for accreditation of nursing education. Methods: A methodological design was used. To ensure the theoretical validity of the evaluation system, learning objectives for nursing education programs and job descriptions for nurses in Korea were verified by analyzing the relationships in the five attributes of the nursing leadership concept. The nursing leadership program outcome evaluation system was developed based on the Kim & Park's developmental model (2008). Results: The nursing leadership program outcome evaluation system was established, including implementation level, education curriculum, level of performance, evaluation method, rubrics, and Close-the-Loop. Conclusion: The developed evaluation system can be actively used in nursing education, and contribute to enhancing the leadership competencies of nursing students and graduate nurses.

• Journal of East-West Nursing Research
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• v.26 no.1
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• pp.71-79
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• 2020

Purpose: The purpose of this study was to examine the effect of head nurses' authentic leadership to nurses' organizational politics perception and organizational silence. Methods: A descriptive research design was used with a convenience sample of 201 nurses. Data were collected from Aug 7 to Sep 13, 2018 using self-reported questionnaires. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The mean scores of authentic leadership of the head nurses perceived by nurses and nurses' organizational politics perception and organizational silence were 3.44 out of 5, 2.57 out of 5 and 2.62 out of 5, respectively. Nurses' organizational silence was negatively correlated with authentic leadership of the head nurse and positively correlated with nurses' organizational politics perception. Factors influencing on nurses' organizational silence were organizational politics perception, clinical career, authentic leadership of the head nurses and work life satisfaction which explained 38% of the variance. Conclusion: Based on the finding of this study, it is necessary to develop education and intervention programs in order to improve unreasonable and unfair job environment, enhance head nurses' authentic leadership, manage nurses' careers appropriately and raise the level of their work life satisfaction.