• 품질경영학회지
• /
• 제50권4호
• /
• pp.777-792
• /
• 2022

Purpose: This paper investigates the effects of leader feedback on employee creative problem-solving behavior. It also explores the relevant conditions that maximize the above relationship from the psychological trait and task nature perspectives. Specifically we examine how employee feedback acceptance and task complexity moderate the relationship between leader's feedback behavior on follower creative problem-solving behavior. Finally the three-way interaction among leader's feedback behavior, employee feedback acceptance and task complexity is analyzed for the best conditions to maximize the positive effect of leader's feedback on creative problem solving behavior. Methods: This paper used a cross-sectional design with questionnaires administered to 411 employees working in Korean manufacturing and service firms. It applied a hierarchical regression analysis to test the hypothesized relationships including three-way interaction effect among leader's feedback behavior, follower feedback acceptance and task complexity on follower creative problem-solving behavior. Results: The empirical results of the paper indicated that the leader feedback behavior had enhanced employee creative problem-solving behavior. It was also found that follower feedback acceptance and task complexity positively moderated the relationship between leader's feedback and follower problem solving behavior. In addition, the test of three-way interaction effects also revealed that the higher the levels of both employee feedback acceptance and task complexity, the greater the positive effect of leader feedback behavior on employee creative problem solving behavior. Conclusion: This paper contributes to the leadership and creativity literatures by identifying the role of leader's behavior enhancing employee creative problem-solving behavior and the specific conditions strengthening the positive effect of leader feedback behavior on employee creative problem-solving behavior.

• 유통과학연구
• /
• 제14권8호
• /
• pp.59-66
• /
• 2016

Purpose - This study has its purpose to identify the correlation between factors and moderating variables that can reduce job burnout by setting a positive relationship with a leader and ethicality of the leader as factors reducing job burnout and helping behavior as a moderating variable. Research design, data, and methodology - The research design would make theoretical perceived ethical leadership and LMX toward helping assistance, and job burnout using by structural equation method. Results - As a result, both positive behaviors and recognition on ethical leadership of a leader have been confirmed to influence on mitigation of job burnout. Especially, among the two factors, ethicality has shown to be more efficient to alleviate exhaust compared with positive behavior of a leader. Conclusions - Theoretical perceived ethical leadership and LMX toward a leader, helping assistance, and job burnout are statistically significant, however, the helping behavior of members is the factor increasing a job burnout. These results can be interpreted as the difficulties of relation setting with the members for the leader, and although loyalty and responsibility toward right leader may induce helping behavior, and positive behavior for organization can impact on the job burnout. It can be concluded that the ethicality of a leader is an essential factor for the development of organization.

• Applied Biological Chemistry
• /
• 제38권3호
• /
• pp.224-231
• /
• 1995

형질전환 식물체에서 외래 단백질의 발현을 높이기 위하여, 외래 단백질 유전자를 TMV RNA 또는 Gy2 5'-untranslated leader 부위와 재조합시킨 plasmid들을 제조하였다. pGA643에서 유래된 이들 plasmid에는 cauliflower mosaic virus의 35S promoter와 Gy2 terminator를 포함하고 있고, 외래 유전자로는 옥수수의 10kDa zein (10kZ) 유전자를 사용하였다. Gy2 또는 TMV RNA의 leader 부위는 promoter 부위와 단백질 coding sequence 사이에 삽입하였다. Agrobacterium을 매개로 하는 leaf disc 형질전환법을 이용하여 재조합 단백질들을 담배에 도입하였다. Leader를 포함하지 않은 도입 유전자의 전사 효율이 leader를 포함하는 도입 유전자들 보다 높았지만, leader를 포함한 mRNA들이 보다 효율적으로 전사되었다. 이는 5'-untranslated sequence의 길이와 AUG codon 주위의 context에 의한 영향보다는 이들 leader sequence의 특이적 염기서열에 의한 영향이 큼을 의미한다. 이러한 결과는 형질전환된 담배에서 외래 유전자의 전이효율을 조절하는 데 있어서 Gy2와 TMV의 leader sequence들이 enhancer로서 역할을 하고 있음을 의미한다.

• 한국콘텐츠학회논문지
• /
• 제14권7호
• /
• pp.242-252
• /
• 2014

본 연구는 리더의 나이에 따라 집단 의사 결정이 어떻게 달라지는지 알아보고자 하였다. 연구 결과, 나이 많은 리더가 나이 적은 리더에 비해 토론 중 발언 비율이 높았으며, 나이 많은 리더가 속한 집단의 결정 정확률이 더 높았다. 또한 리더의 나이가 많은 경우, 집단 구성원들은 리더의 집단 대표성과 발휘된 리더십을 더 높게 인식하고 있었다. 한편, 리더의 나이가 집단 의사 결정에 끼치는 영향은 리더 선출법에 따라 달라졌다. 리더의 나이가 적은 경우에는 체계적인 방법으로 선출된 리더 집단의 토론의 질이 높게 나타난 반면, 리더의 나이가 많은 경우에는 무작위로 선출된 리더 집단의 토론의 질이 높게 나타났다. 이와 같은 결과는 리더가 소유한 권력 기반의 차이에서 비롯된 것이라 추론할 수 있다.

• 유통과학연구
• /
• 제18권7호
• /
• pp.27-36
• /
• 2020

Purpose: The study examines how emotional leadership affects employee attitude towards work engagement. Leader legitimacy perception is chosen as the mediating variable to understand the effect of emotional leadership on employee work engagement. Research design, data and methodology: The research model is based on theory and empirical research findings in order to examine the mediating effect of leader legitimacy perception on the relationship between the manager's emotional leadership and employee work engagement. For this purpose, a survey was conducted among 188 employees of domestic retail distributors. Confirmatory factor analysis (CFA) and survey data confirmed the construct, and the hypothesis was tested by using structural equation modeling (SEM). Results: a) Emotional leadership has positive influence on leader legitimacy; b) Leader legitimacy is positively related to work engagement; c) Leader legitimacy mediates a positive relationship between emotional leadership and work engagement. However, there is no direct effect on work engagement (of employees) from emotional leadership standpoint. Conclusion: Based on the empirical results, implications and future research directions are discussed.

• 한국전자거래학회지
• /
• 제4권1호
• /
• pp.117-143
• /
• 1999

As information technology becomes an increasingly intrinsic part of business operations and it's use has grown more widespread and ingrained, the demand for study on the CIO's leadership increases.. This study was accomplished to analyze the effect that CIO's transformational and transactional leadership have on leadership performance in pursuit of the ideal leadership required of CIO. The study results reveal the followings. First, CIO's transformational. transactional, and laissez faire leadership is statistically related with leadership performance. Especially, the transformational leadership was more correlated with leadership performance than transactional leadership. Second, leadership performance both of transformational leader and transactional leader was higher than than of laissez faire leader. But leadership performance between transformational leadership and transactional leadership was not statistically significant. Third, many CIOs turn out to possess both transformational and transactional leader's trait, and therefore, the subjects were categorized into the three groups such as: purely transformational leaders, purely transactional leaders, and transformational-transactional leaders. The result shows that leadership performance was high in order of transformational-transactional leader, purely transformational leader, and purely transactional leader. It reveals that leaders possessing both transformational and transactional leadership were more acceptable than the others to the subordinates.

• 반도체디스플레이기술학회지
• /
• 제17권3호
• /
• pp.1-9
• /
• 2018

The drone has the restrictions on the controls, the battery and the surrounding environment in performing missions such as fire extinguishing. This restriction can improve the limitations that leave the leader can be monitored. The existing method of constructing the leader based on the GPS is highly dependent on the signal and is vulnerable to hardware defects. In this paper, we solve these problems with dynamic leaders decision. Drones can use their leader drones rather than remote controls. Information about the drones changes depending on the surrounding environment by replacing the leader with a dead battery or electing leader by the drones themselves without human intervention. This suggests that the leader monitors the community through a framework for continuing the drones collaboration and that the community can collaborate to overcome the limitations and continue the mission. The analysis of the proposed system through simulation experiments confirm that it has a better task performance. By using this system, it is possible to continue the mission and solve problems that are vulnerable to hardware defects.

• 디지털융복합연구
• /
• 제13권9호
• /
• pp.149-159
• /
• 2015

본 연구는 융 복합 시대의 리더 감독 유형이 조직구성원의 창의성과 직무몰입에 어떠한 영향을 미치는가를 밝히고자 하는데 그 목적이 있다. 또한, 이들 변수간의 관계에서 리더-구성원 교환 관계가 어떠한 조절역할을 하는가를 동시에 밝히고자 한다. 이러한 목적을 달성하기 위해, 리더 감독 유형의 주요 요인들을 선행연구를 통해서 도출하였다. 분석결과는 다음과 같다. 첫째, 리더 감독 유형의 지원적 리더와, 통제적 리더는 조직구성원의 창의성에 각각 다른 영향을 미치는 것으로 나타났다. 둘째, 조직 구성원의 직무 몰입에도 같은 결과로 나타났다. 셋째, 리더-구성원 교환관계의 조절효과는 리더 감독 유형의 두가지 모두 창의성과의 관계를 조절하는 것으로 나타났다. 넷째, 리더 감독 유형의 통제적 리더와 직무몰입의 관계에서 리더-구성원 교환관계가 조절효과를 가지는 것으로 나타났다. 이러한 연구 결과는 이론적 실무적으로 기여하는 바가 클 것으로 사료된다.

• 한국콘텐츠학회논문지
• /
• 제18권11호
• /
• pp.594-610
• /
• 2018

본 연구에서는 임파워링 리더십이 리더-구성원 교환관계(LMX: Leader-Member Exchange), 리더신뢰, 역할 내 행동에 미치는 영향을 살펴보고, 임파워링 리더십과 역할 내 행동의 관계에 있어서 LMX와 리더신뢰의 매개역할을 검증하였다. 양산, 울산, 경주의 중소기업 종사자를 대상으로 설문조사를 하였으며 289명을 대상으로 자료를 수집하였다. 전반적인 기술통계분석과 탐색적 요인분석을 위해 SPSS 18.0을 사용하였다. AMOS 18.0을 사용하여 연구변수의 타당성을 파악하기 위한 확인적 요인분석과 연구가설을 검증하고자 공분산 구조분석을 실시하였다. 연구결과 첫째, 임파워링 리더십은 LMX, 리더신뢰에 유의한 영향을 미치는 것으로 나타났다. 둘째, 임파워링 리더십은 역할 내 행동에 유의한 영향을 미치지 않는 것으로 나타났다. 셋째, LMX은 리더신뢰와 역할 내 행동에 유의한 영향을 미치는 것으로 나타났다. 넷째, 리더신뢰는 역할 내 행동에 유의한 영향을 미치는 것으로 나타났다. 마지막으로 임파워링 리더십과 역할 내 행동 간의 관계에서 LMX와 리더신뢰가 매개역할을 하는 것으로 나타났다. 본 연구 결과에 근거하여 조직구성원의 역할 내 행동을 높이기 위해서 리더의 임파워링 리더십을 통한 LMX과 리더신뢰를 강화시켜야 함을 시사하고 있다.

• Biotechnology and Bioprocess Engineering:BBE
• /
• 제6권4호
• /
• pp.306-308
• /
• 2001

A recombinant human growth hormone(hGH) was expressed as a secretory product in the yeast Saccharomyuces cerevisiae. There different leader sequences derived from the mating fac-tor $\alpha$1(MF$\alpha$1) inulinase and invertase were used to direct the secretion of hGH into the extracel-lular medium. Among three leader sequences tested, the inulinase leader sequence was found to be the most efficient in the secretory expression of hGH. In contrast, no hGH was detected in the ex-tracellular medium with the invertase leader sequence. After 48 h shake-flask culture, the yields of hGH secreted into th emedium by the invertase. MF$\alpha$1 inulinase and invertase leader sequences were approximately 0, 0.3 and 0.9 mg/L, respectively. The secretion efficiencies were also found to be 0, 3.8 and 13% for the invertase , MG$\alpha$1 and inulinase leader sequences, respectively.