• Journal of Korean Academy of Nursing Administration
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• v.9 no.2
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• pp.159-170
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• 2003

Purpose : This study is to confirm the relation of the value orientation of the nursing unit manager and the job satisfaction and organizational commitment of the nursing unit nurse. Method : We used the systematic questionnaires as a study tool. The contents were composed of 46 questions in total such as 4 questions of general feature, 23 value-oriented questions, 10 job satisfaction questions, and 9 organizational commitment questions. The period of data collection was from August to September 2000. Result : 1) The value of flexibility was 3.82 points (${\pm}.3788$), which is above average. The values of equalitarianism was 3.37 points (${\pm}.4422$), which is above average. 2) The leadership pattern according to the value orientation perceived by the head nurses in 6 clusters has been divided into 3 patterns of change-oriented leader, task-oriented and stability-oriented leader. 3) The nurses who worked with the change-oriented leader showed higher values of job satisfaction (F=5.941, p=O.003), and affective commitment (F=5.793, p=O.003) than those who worked with the stability-oriented leader. Conclusion : As revealed in this study, we think that we have to consider that the change-oriented leader can produce higher performance of an organization than the stability-oriented leader, and write the basic data for the educational courses of leadership development or workshops etc. in order for the nursing unit managers to play their roles for the effective ward-unit management.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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• pp.97-107
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• 2004

Purpose: This study aims to secure basic data required to enhance the organizational efficiency as increasing the organizational citizenship behavior of nurses through identifying the influence of leader-member exchange and organizational commitment en organizational citizenship behaviors in nursing organization. Method: The subjects of this study were 352 nurses. Data was collected using structured questionnaires for 15 days from 10 to 24 April 2003. Result: According to the analysis on the influence of leader-member exchange, organizational commitment and general characteristics on organizational citizenship behaviors, the organizational commitment, leader-member exchange and tenure of office had significant influences, as 23.0%, 30.2% and 31.3%, respectively. Conclusion: It is required to increase the organizational commitment and to enhance leader-member exchanges for the purpose of inducing the organizational citizenship behaviors. Furthermore, it is also necessary to develop the strategies through development of medical environment and clinical carrier experiences for self-development of member based en long-term tenure of nursing organization

• Journal of the Korean Society for Aeronautical & Space Sciences
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• v.36 no.9
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• pp.859-866
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• 2008

A guidance scheme for controlling the relative geometry of multiple flight vehicle formation flying is proposed. Each flight vehicle in the formation takes the roles of leader and follower simultaneously except for the formation leader. In this scheme, the flight commands for a leader are shared by all the followers and this leaders to a synchronized flight of all flight vehicles comprising the formation. Lyapunov stability theorem is used to obtain the guidance law. High fidelity nonlinear simulation results are presented to show the effectiveness of the proposed guidance law using a reconnaissance and surveillance mission example.

• Knowledge Management Research
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• v.18 no.4
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• pp.1-29
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• 2017

This study sets out to verify the moderated mediation of followers' identification with the leader on the indirect effect of authentic leadership on organizational cynicism via psychological contract breach. A total of 279 responses from employees at companies with more than 500 employees and of diverse industries were used for analysis. Our findings showed that authentic leadership (X) had a negative indirect effect on organizational cynicism (Y) via psychological contract breach (M), and that this indirect effect was negatively moderated by identification with the leader, thereby identifying its role as a moderating mediator. Further verification revealed that the indirect effect ($X{\rightarrow}M{\rightarrow}Y$) was conditional upon the value of the moderating variable, where identification with the leader had a significant effect in the 25%, 50%, 75%, 90% levels, but not in the 10% level. The findings of this research empirically verified that greater exertion of authentic leadership lowers psychological contract breach among organization members and, consequently, organizational cynicism. In particular, this effect was stronger when the organization member identified him/herself more strongly with the leader. Our findings extend the body of knowledge on the relationship between authentic leadership and organizational cynicism and expands the possibilities for future research.

• Research in Community and Public Health Nursing
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• v.25 no.2
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• pp.119-127
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• 2014

Purpose: This study was done to identify the relationships among diabetic health leader attitude, diabetic knowledge, and health conservation in highly educated elders. Methods: The participants were 119 elders aged 65 or more who were attending the senior welfare centers in D and K City and had at least a high school degree. Data were collected from June 10 to July 7 in 2013. Data analysis included one-way ANOVA, independent t-test, Pearson's correlation, and stepwise multiple regression, done with the SPSS/WIN 19.0 program. Results: A positive correlation was found among diabetic health leader attitude, diabetic knowledge, and health conservation. Health conservation explained 26% (${\beta}$=.31) and diabetic knowledge explained 2% (${\beta}$=.18) of the variance in diabetic health leader attitude. Conclusion: The results indicate that to increase diabetic health leader attitude among highly educated elders, health leader programs are needed for increasing their diabetic knowledge and health conservation.

• Journal of the Korean Institute of Electrical and Electronic Material Engineers
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• v.13 no.1
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• pp.85-93
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• 2000

In this paper, the predischarge propagation processes of SF\ulcorner gas stressed by impulse voltages under nonuniform electric field perturbed by a needle protrusion are described. The statistical and formative time-lags and the time interval between leader pulses were investigated on the basis of the predischarge current measured in the gas pressure range of 0.1~0.5 MPa. The predischarge current is closely related to the waveform, amplitude and polarity of applied votages, the gas pressure and the gap geometry. Both the positive and negative predischarge processes in nonuniform electric field develop in a regime of stepwise leader propagation leading to electrical breakdown. The mean of the time interval between leader pulses gives about a factor of 10 higher for the negative than for the positive leader current puls-es. According as the gas pressure increases, the statistical time-lag was almost unchangeable, but the formative time-lag was gradually decreased.

• Management Science and Financial Engineering
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• v.11 no.3
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• pp.95-107
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• 2005

As online shopping malls have emerged as a substantial shopping channel, they have used various sales promotion strategies to acquire new customers. Most of these strategies have been applied by offline malls for years. One, loss-leader pricing, is a type of promotional pricing in which stores sell well known products below their marginal cost, in order to attract customers and induce them to purchase more goods through impulse buying. This strategy is based on the expectation that customers will factor transaction costs into their purchasing decisions. However, its application to online malls fails to recognize that transaction costs are lower online, and that customers will behave differently as a result. Our study predicts that loss-leader pricing will not work online because online malls entail lower searching and moving costs than offline malls The study examines the effectiveness of loss-leader pricing with empirical data from a survey as well as log data from a Korean online shopping mall. The results show that while loss-leader pricing does attract customers to online shopping malls, it encourages cherry-picking rather than impulse purchases of regular-price goods.

• Journal of Industrial Convergence
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• v.5 no.2
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• pp.77-97
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• 2007

The 420 employees as subject for emprical analysis were selected in Banwol & Sihwa Industrial Complex in Ansan area. This study shows the followings; 1. In the group where the task is unstructured and the subordinate's ability is high, the achievement - oriented and participative leader behavior have positive impact on the subordinate's expectancy. 2. In the group where the task is unstructured and the subordinate's ability is low, the directive leader behavior has no significant impact on the subordinate's expectancy. 3. In the group where the task is structured and the subordinate's ability is high, the supportive leader behavior has positive impact on the subordinate's expectancy. 4. In the group where the task is structured and the subordinate's ability is low, only supportive leader behavior has positive impact on the subordinate's expectancy, and the directive leader behavior has on significant impact. Finally this study indicates the implication for future theoretical and empirical delelopment.

• Journal of fish pathology
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• v.34 no.1
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• pp.17-22
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• 2021

Eukaryotic translation is initiated by either cap-dependent or cap-independent way, and the cap-independent translation can be initiated by the internal ribosomal entry site (IRES). In this study, to know whether the 5'UTR leader sequence of marine birnavirus (MABV) segment A and segment B can act as IRES, bicistronic vectors harboring a CMV promoter-driven red fluorescent gene (mCherry) and poliovirus IRES- or MABV's leader sequence-driven green fluorescent gene (eGFP) were constructed, then, transfected into a mammalian cell line (BHK-21 cells) and a fish cell line (CHSE-214 cells). The results showed that the poliovirus IRES worked well in BHK-21 cells, but did not work in CHSE-214 cells. In the evaluation of MABV's leader sequences, the reporter eGFP gene under the 5'UTR leader sequence of MABV's segment A was well-translated in CHSE-214 cells, indicating 5'UTR of MABV's segment A initiates translation in the cap-independent way and can be used as a fish-specific IRES system. However, the 5'UTR leader sequence of MABV's segment B did not initiate translation in CHSE-214 cells. As the precise mechanism of birnavirid IRES-mediated translation is not known, more elaborate investigations are needed to uncover why the leader sequence of segment B could not initiate translation in the present study. In addition, further studies on the host species range of MABV's segment A IRES and on the screening of other fish-specific IRESs are needed.

• Journal of Distribution Science
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• v.19 no.7
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• pp.41-50
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• 2021

Purpose: This study aims to analyze the effect of nepotism on work engagement. In addition, this study aims to analyze the mediating effect of leader legitimacy in the relationship between nepotism and work engagement in the distribution industry. Research design, data and methodology: 236 survey data were collected and analyzed using SPSS 22 and AMOS 22. For the assessment of the goodness of fit of the models, indexes such as TLI, CFI, RMSEA were used. For hypotheses testing, we used SEM method and bootstrapping. Results: The results of this study are as follows. First, the relationship between nepotism and the employee's work engagement was not significant. Second, it was revealed that nepotism negatively affects the leader's legitimacy. Third, it was found that a leader's legitimacy had a positive effect on the employees' work engagement. Fourth, leader legitimacy was found to mediate the relationship between nepotism and employees' work engagement. Conclusion: We found that the effect of nepotism can be changed depending on contingent factors. This study contributed to the accumulation of nepotism theory by demonstrating the process in which nepotism, which has been insufficient so far, affects outcome variables. Based on the empirical results of this study, theoretical and practical implications, limitations, and future research directions were discussed.