• Journal of Technology Innovation
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• v.14 no.1
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• pp.255-276
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• 2006

This study aims to investigate hypotheses for the effects of leaders' individualized consideration leadership behaviors(Bass, 1985) and employee's organizational commitment. It is proposed that individualized consideration leadership behaviors will positively effect on employee's organizational commitment. And to understand the importance of followers' characteristics in recent leadership studies, it is also proposed that the follower's need for achievement(N-Arch) moderates in the relationship of individualized consideration leadership behaviors and organizational commitment. After descriptive survey, research model setup, and field survey, this empirical study investigated the above mentioned hypotheses thru SPSS for Windows 12.0. It involved linear regression analysis to reveal the significant main effect of the individualized consideration leadership behaviors. It also revealed moderating regression analysis to reveal the significant moderating effects of need for achievement between the independent variables(individualized consideration leadership behaviors) and dependent variable(the organizational commitment). Results revealed that leaders' individualized consideration leadership behaviors positively affected to its employee's organizational commitment(Hypothesis 1). And positive moderating effect of N-Arch was strongly supported between leader's individualized consideration leadership behaviors and follower's organizational commitment (Hypothesis 2).

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.5
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• pp.1881-1890
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• 2010

Many studies have noted that entrepreneurs' traits and performance of venture firm. But there have little the study on entrpreneur's leadership of venture firm. The purpose of the study is to look at the relationships among entrepreneur's transactional leadership(Charisma, individualized consideration, intellectual stimulation), leader's trust, organizational commitment, organizational cynicism, and mindfulness. For this study, 172 employees in 48 firms completed the questionnaires and SPSS was employed. The findings are: First, charisma, individualized consideration, and intellectual stimulation increases leader's trust. Second, leader's trust has negative effect on organizational cynicism. Third, leader's trust increases organizational commitment. Finally, in terms of interaction effects, charisma and individualized consideration is interacted with mindfulness. But intellectual stimulation is not interacted with mindfulness.

• International Journal of Advanced Culture Technology
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• v.8 no.2
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• pp.76-84
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• 2020

In general, members of an organization want their own growth and development. As these members grow or develop, they feel satisfied and fulfilled in the process. Growth or development can motivate members to become more involved in their jobs. Therefore, these concepts are very important for organizations as well as individual members. Various elements of the organization affect the growth of its members. Leaders influence members to achieve organizational goals. Leaders can therefore be an important variable influencing the growth of members. Specific leadership informally develops the potential to identify and satisfy members' personal needs and to achieve higher performance. These leader behaviors motivate members and drive their growth. Thus, this leadership will have a significant impact on the growth of members. In addition, in this relationship, if members have perceived organizational support, they can further improve their expectations for growth. Therefore, support from leaders and organizations will have a positive impact on employee growth. This study highlights the importance of the growth of members of the organization. It demonstrates the moderating effects of leader's individualized consideration and perceived organizational support necessary elements for member growth. Through this process, the purpose and significance of the study are to identify the variables that affect the personal growth of members and explain how they can grow.

• Journal of Community Nutrition
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• v.7 no.4
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• pp.207-214
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• 2005

The purpose of this study is to identify the transformational or transactional leadership styles of Korean dietitians. The study was completed with Korean dietitians (n = 268, $67\%$ response) using mail survey. The leadership styles were divided into transformational (including charisma, intellectual stimulation, individualized consideration) and transactional (contingent reward, management by exception) leadership found in the several literature. Overall, the score of Korean dietitians' transactional leadership was higher than that of the transformational leadership (p < .05). Among three sub-dimensions of the transformational leadership styles, the score of 'individualized consideration' was higher than 'charisma' and 'intellectual stimulation'. Between two sub-dimensions of the transactional leadership styles, Korean dietitians used more 'management-by-exception' than 'contingent reward'. ANOVA results suggested that the transformational leadership was more likely to be used by the younger dietitians, while the transactional leadership was more likely to be used by the older dietitians (p < .05). Data showed that dietitians having 3-6 year dietetic experience used more transformational leadership than other experienced dietitians (p < .05). It was also found that the Korean dietitians' leadership styles were influenced by the type of dietetic practice area. Data showed that 'charisma', 'intellectual stimulation', 'individualized consideration' and 'contingent reward' were more likely to be used by Korean dietitians from school than by dietitians from health. care and industry (p < .05). This study will be useful for dietitians to guide the application of appropriate leadership style in order to increase employees' job satisfaction as well as organizational performance. (J Community Nutrition 7(4) : $207\∼214$, 2005)

• Journal of the Korean Society of Clothing and Textiles
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• v.34 no.1
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• pp.102-111
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• 2010

This study examines how CEO leadership influences employee trust, job satisfaction, and commitment in fashion companies. A survey was conducted from June 17 to July 15 in 2009. The data were collected from fashion company employees in the Seoul metro area and 360 respondents were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, and multiple regression analysis. The results of this study are the transactional leadership of CEOs in fashion companies classified by contingent reward leadership and management through exceptional leadership. The transformational leadership of CEOs in fashion companies is classified by charismatic leadership and individualized consideration leadership. Second, CEO's contingent reward leadership, charismatic leadership, and individualized consideration leadership influence employee trust in the CEO. Third, the employee trust in the CEO has an effect on job satisfaction and commitment in fashion companies.

• Asia-Pacific Journal of Business
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• v.6 no.2
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• pp.63-79
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• 2015

The purpose of this study is to examine the effects of transformational leadership on job satisfaction and to examine the effects of transactional leadership on job satisfaction. This study tried to verify the facial feedback hypothesis in causal relations of charisma, intellectual stimulation, individualized consideration, contingent reward, management by exception, job satisfaction. The self-administerd survey was undertaken against 380 respondents who soldier working in Daegu. A total of 375 responses were collected. Excluding missing data, 337 usable data were used for analysis. Results of this study are as follows. First, it is found that charisma factor is positively impact on job satisfaction. Second, it is found that individualized consideration factor is positively impact on job satisfaction. Third, it is found that contingent reward factor is positively impact on job satisfaction. Fourth, it is found that management by exception is positively impact on job satisfaction. The theoretical implication and practical implication for the army and government are discussed. The limitations are also mentioned.

• Korean Business Review
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• v.22 no.2
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• pp.111-137
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• 2009

The purpose of this study is to examine the moderating effect of emotional intelligence in the relationship between transformational leadership and organizational citizenship behavior. To achieve this research purpose, theoretical and empirical studies related to transformational leadership, organizational citizenship behavior, and emotional intelligence were carried out simultaneously. A field survey was undertaken through questionnaire sampling a population of public organization in Chungchungnamdo. The established hypotheses related to transformational leadership, organizational citizenship behavior, and emotional intelligence were verified by the hierarchical regression analysis using SPSS. The result of this research are as followers : First, hypothesis1 proposed that emotional intelligence will be moderate the effect of charisma on organizational citizenship behavior. The hierarchical regression analysis revealed that moderation term was insignificant. The interaction term for charisma and emotional intelligence had a insignificant and positive relationship with organizational citizenship behavior. Therefore, hypothesis1 was not supported by the data. Second. hypothesis2 stated that emotional intelligence will be moderate the effects of inspirational motivation on organizational citizenship behavior. Hypothesis2 The result of the hierarchical regression analysis show a insignificant interaction between inspirational motivation and emotional intelligence on organizational citizenship behavior. Therefore, hypothesis2 was not supported by the data. Third, hypothesis3 stated that emotional intelligence will moderate the effect of intellectual stimulation on organizational citizenship behavior. The result of the hierarchical regression analysis show a significant interaction between intellectual stimulation and emotional intelligence on organizational citizenship behavior. Therefore, hypothesis3 was supported by the data. Fourth, hypothesis4 proposed that emotional intelligence will moderate effect of individualized consideration on organizational citizenship behavior. The hierarchical regression analysis revealed that the interaction term for individualized consideration and emotional intelligence had a significant and positive relationship with organizational citizenship behavior. Therefore, hypothesis4 was supported by the data. This study revealed that emotional intelligence moderate the relationship between intellectual stimulation, individualized consideration, and organizational citizenship behavior. It concludes that organizational citizenship behavior varies with coalignment of transformational leadership and emotional intelligence.

• Health Policy and Management
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• v.20 no.3
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• pp.73-103
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• 2010

This study aims to explore how the transformational leadership (consisting of three factors"charisma, individualized consideration, and intellectual stimulation) and the organizational culture (typified by developmental, rational, consensual, and hierarchical culture) are related to the organizational effectiveness (consisting of job satisfaction, organizational commitment, and intention to leave a job) of dental clinics. We found the following empirical results through a survey of 378 persons who work in dental clinics. Firstly, the respondents acknowledged charismatic leadership as the typical type of leadership ; as for organizational culture, a culture of consensus is recognized as the representative type. Secondly, transformational leadership has different effects according to the type of organizational culture: a positive influence in developmental and rational cultures, but a negative influence in consensual and hierarchical cultures. Thirdly, developmental culture has proven to be the most suitable for increasing job satisfaction and organizational commitment. The developmental, rational, and consensual cultures have all contributed to reducing intention to leave among clinic staff, whereas in the hierarchical culture, intention has been elevated. Fourthly, transformational leadership has a positive effect on the job satisfaction and organizational commitment; the intent to leave has been lessened under individualized consideration and charismatic leadership, but has been increased under leadership of intellectual stimulation. Fifthly, it is consideration and charisma that help to increase organizational effectiveness. These influences will become more effective through a developmental culture. Based on the above empirical results, we propose practical measures to improve the organizational effectiveness of clinics, in particular dental clinics. In order to build developmental culture, the doctor (manager) should produce an atmosphere in the clinic in which staff members are able to create and jointly own ideas and then promote awareness of staff participation. Additionally, in order to bring leadership of charisma and consideration into full play, the doctor should shape a relationship of mutual trust mainly by recognizing and praising the work of clinic staff. Finally, the doctor needs to acknowledge that organizational effectiveness can be significantly improved by increasing the transparency of the business.

• Journal of Distribution Science
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• v.16 no.9
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• pp.13-23
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• 2018

Purpose - This research is to give managerial implication about difference or/and similarity to Korea, China and Japan employee management. To do that this research focus on relationship analysis among transformational leadership, job satisfaction and turnover intention of Korea, China and Japan employees. Research design, data, and methodology - This research focuses on relationship analysis among transformational leadership, job satisfaction and turnover intention of Korea, China and Japan employees. The research includes mediating role of job satisfaction and moderating effect of nationality. Transformational leadership is comprising with idealized influence, inspirational motivation, intellectual stimulation and individualized consideration. Results - It shows intellectual stimulation and individualized consideration increase job satisfaction. Idealized influence decreased turnover intention. This study analyzed job satisfaction as mediator between transformational leadership and turnover intentions. However idealized influence which gives only direct influence to turnover intention. And nationality shows significant moderating effect on relationships. Conclusions - This paper provide implication to decrease turnover intention of Korea, China and Japan employees. In general managers should consider job satisfaction and transformational leadership. However in detail there is no antecedent shared in all three countries which means cautious approach is needed in managing three countries.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.11
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• pp.5104-5113
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• 2012

To study the influence of leadership types on achievement goal orientation of high school athletes, Multifactor Leadership Questionnaire (MLQ) and Task and Ego Orientation in Sport Questionnaire (TEOSQ) were used to two-hundred-ninety athletes in Physical Education High Schools. The data from the survey were analyzed by SPSS 19.0 and the results of the analysis were as in the following. First, there were meaningful differences in the leadership factors according to the demographic characteristics. Male athletes tended to be more conscious of the individualized consideration(transformation leadership), contingent reward, management by exception(transactional leadership) of the leadership factors. Second, there were differences in athletes' achievement goal orientation. Comparing to the female athletes, male athletes gave more importance on the task goal orientation. Third, there were differences in the leader's leadership types on the athlete's achievement goal orientation. The athletes with self goal orientation and the individualized consideration (transformational leadership) of leadership types showed statistically meaningful differences. The athletes with high self goal orientation had a negative relationship to the individualized consideration and a positive relationship to the intellectual stimulation. The athletes with task goal orientation showed differences in the transactional leadership as well as in the contingent reward.