• Journal of Contemporary Eastern Asia
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• 제19권2호
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• pp.216-233
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• 2020

Over the last 70 years, South Korea has gone through countless provocations from North Korea. Provocation is something that must be delicately calculated before the actual action, since it can be extended to a serious conflict. Among the possible factors, this paper focuses on the leader's characteristic, because 1) under North Korean dictatorship, the leader's thoughts are critical influence to policies and 2) personal characteristic, especially if it is the dictator's, hardly changes even when the external circumstances change. The purpose of this paper is in analyzing the correlations between North Korean leader's characteristics and provocation pattern. First, three generations of Kim Il-sung, Kim Jong-il, and Kim Jong-un's personal characteristics will be described. Next, particular provocation features in respective leader's period will follow. Lastly, how each leader's characteristic and concerns were reflected on the provocations will be analyzed.

• 간호행정학회지
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• 제4권1호
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• pp.5-17
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• 1998

The Purpose of this study is to find out differences among the leader's traits on the hierarchy of Nurse managers in Nurse system of the hospital. In this study 152 managers over head nurse working in 6 University hospitals and 5 general hospitals were selected and the questionary paper answered by them was collected from 1st to 30th in September in 1997. The measuring instrument used in this study is the one integrated and classified by Stogdill (1981), which nurse professor and 2 students of the master's course translated and modified with myself. And its validity was verified through making a test on 130 nurses. The measuring instrument used in this study is made up of 4 items about physical characteristics, 3 items about social background, 4 items about intelligence and ability, 17 items about personaity, 6 items about task-related characteristics, 9 items about social characteristics and 8 items about general background in the triats of leader. And this instrument is made to be marked using five point Likert type. It's reliability is Cronbach's Alpha =.93. The data for study were analyzed through SPSS/PC+ The result of this study are as follows: 1. The order in importantly perceptible degree of the leader's traits showed like these: the intelligence and ability (M=4.683), the task-related characteristics (M=4.605), the personality (M=4.39), the social characteristics (M=4.327), the social back-ground (M=4.056), the physical characteristics (M=3.601). 2. The order in degree to percept the importance of 44 detailed items of the leader's traits showed like these: the judgement and decisiveness (M=4.967), the sense of responsibility (M=4.904), the activity and energy (M=4.796), the self-confidence (M=4.776), the creativity (M=4.748), the intelligence (M=4.743), the responsibility in the pursuit of objectives (M=4.743), the enthusiasm (M=4.717), the objectivity (M=4.704), the moral sense and ethical conduct (M=4.704), the ability to enlist cooperation (M=4.694), the strength of conviction (M =4.678), the enterprise (M=4.691), the administrative ability (M=4.678) and the cooperativeness (M=4.638) 3. As the result of analyzing the leader's trait differences on the hierarchy of nurse managers in six factors of the leader's traits, the social background showed the meaningful differences(F=4.983, P=0.008). 4. As the result of analyzing the leader's traits defferences made from the upper first to 15th rank among the detailed items of the leader's trait factors on the heirarchy of nurse managers, the meaningful defferences appeared in the following items: the objectivity(F=3.413, P=0.033), the creativity (F=3.550, P=0.031), the sense of responsibility(F=3.345, P=0.049), and the administrative ability (F=3.363, P=0.037). 5. As the result of analyzing the leader's trait factors in general background, only the social background of 6 leader's trait factors showed the meaningful differences according to the working place (F=4.057, P=0.008). The study shows that we should consider the above leader's trait factors in selecting nurse managers and that we should develop the educational program for hierarchy of nurse managers urgently.

• 문화기술의 융합
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• 제6권2호
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• pp.271-280
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• 2020

본 연구는 글로벌 기업의 집단형 문화와 합리형 문화 간의 관계에서 여성리더 특성의 매개효과를 검증하고자 하는 것이 연구목적이다. 본 연구를 통하여 촉진자, 선도자, 생산자, 지시자 리더십 간의 관계에서 여성리더의 직위와 경력이 매개효과로 미치는 영향을 분석하고자 하였다. 개념적 연구모형은 집단형 문화, 여성리더 특성, 합리형 문화의 3개 요인으로 설계되었다. 글로벌기업을 대상으로 리더십 유형과 조직문화와 관련된 500개의 조사대상표본에 기초해서 구조방정식모형을 사용하여 집단형 문화와 합리형 문화 간의 관계에서 여성리더 특성의 매개효과를 분석한 결과 다음과 같은 연구결과를 얻었다. 첫째, 촉진자 리더십은 여성리더의 직위와 경력에 긍정적인 영향을 미쳤다. 둘째, 선도자 리더십은 여성리더의 경력에 긍정적인 영향을 미친 반면에, 여성리더의 직위에 직접적인 영향을 미치지 않았다. 셋째, 여성 리더의 직위와 경력은 생산자 리더십에 직접적인 영향을 미치지 않았다. 넷째, 여성 리더의 직위와 경력은 지시자 리더십에 긍정적인 영향을 미쳤다. 다섯째, 촉진자 리더십은 생산자 리더십에 긍정적인 영향을 미쳤고, 선도자 리더십은 지시자 리더십에 긍정적인 영향을 미쳤다. 여성리더 특성의 매개효과를 통제한 상태에서 본 연구의 결과는 집단형 문화가 합리형 문화에 미치는 영향을 실증연구를 통해서 검증함으로서 학술적 기여도를 높였으며, 또한 정책적, 혹은 실무적 시사점을 제시한 연구이다. 본 연구는 리더십 유형과 조직문화 연구 분야에서 여성리더의 직위와 경력 변수를 사용하여 매개효과를 검증하였다는 점에서 의미 있는 연구이다.

• 한국초등과학교육학회지:초등과학교육
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• 제29권3호
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• pp.364-377
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• 2010

The purpose of this study was to analyze the within-group verbal interaction according to leader's personality in Thinking Science activities. For this study, 2 homogeneous small groups by cognitive level selected from one class of sixth grader. Each group was comprised of four students. Leaders of two groups selected from the results of NEO personality assessment and teacher's observation. One who got high scores in extraversion and agreeableness is named a sociable leader, the other who got low scores in extraversion and agreeableness is named a taciturn leader. Verbal interactions during small group activities were audio/video taped and students' interactions were classified into on-task and off-task. On-task included cognitive aspect and affective aspect. Interactions of cognitive aspect were divided into low and high level, also interactions of affective aspect were divided into positive and negative interaction. The results of this study showed that the verbal interactions in the sociable leader group were more activated than those in the taciturn leader group. Also, interaction level of the sociable leader group in cognitive aspect was higher than those of the taciturn leader group. In affective aspect, interaction pattern of the sociable leader group was similar to those of the taciturn leader group. The characteristics of leader's interaction are as follow. The rates of cognitive aspect in the sociable and the taciturn leaders' interactions were much higher than those of affective aspect. This tendency was especially remarkable in the taciturn leader's interactions. However, interaction level of the sociable leader in cognitive aspect was higher than those of the taciturn leader. In affective aspect, positive interaction rate of the sociable leader and the taciturn leader were higher than negative interaction rate.

• 한국지역사회생활과학회지
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• 제15권4호
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• pp.45-60
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• 2004

The purpose of this study was to set related variables for leadership measurement in the leader of a community organization as an effort to Community development constantly. Therefore, in this study, first, various theories on leadership were reviewed. Second, approaches and variable relationships were reviewed by leadership theory study. Third, leadership measurement variables were set based on Bass's Transformational theory, one of new trend theory, to measure the leadership of the community organization leader. As a follow up, clear and scientific analysis, through empirical analysis, based on the variables set in this study will be made to measure leadership of a community organization after creating investigation tools based on the variables set in this study A literature study was mainly used. 'Human Behavior' by Dr Han-geom Lee, 'Leadership Theory' by Eung-seop Shin, many other related books, articles of the Human Relation Organization Association, and theses and Bass's writings. Major findings of this study, through the literature study, were as follows. As conventional leadership theories, characteristics theory, behavior theory and situational leadership theory were proposed. First, characteristics theory searches the characteristics of an effective leader. It proposes that effective leaders and ineffective leaders have different characteristics, respectively. Therefore, it proposes to study the leader's characteristics. However, there is not a flexed definition for leader's characteristics. Scholars make different definition on leader's characteristics, and they are very subjective. Thus it cannot be a valid theory. Second, behavior theory describes how the leader behaves to his fellows. It studies leader's behavior focusing on what type and what combination is the most effective in all situations. However, it has weakness in that it focuses on a leader's behavior only, and ignores the situational features. Third, situational theory describes the relationship between leadership type and situation. It suggests that there is not a single leadership style that can suit all situations. It emphasizes the relationship between leadership type and situation. Although situational theory considers more variables than characteristics theory or behavior theory, it also sees situations as static and flxed. Although Fiedler's theory tried to comply with situations, he did not analyze interactions between a leader and his fellows.

• 농촌지도와개발
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• 제23권1호
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• pp.89-99
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• 2016

The purpose of this study is to examine the relative variables between lifelong education practice and lifelong education leader's characteristics in village that personal characteristics, educational participation, network characteristics and empowerment characteristics. The results of this are as follows: Firstly, the village lifelong education leaders of women, low ages, high educational background, longer living and much leadership experiences in village have been practicing the lifelong education in village. Secondly, the village lifelong education leaders who have participated much more the programs have been practicing the lifelong education in village. Thirdly, the empowerments for the village lifelong education leader are understand the residents in village, operation and management technology of program, positive attitude and voluntary thoughts.

• 한국의류산업학회지
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• 제10권2호
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• pp.155-163
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• 2008

The college students selected by random sampling were classified into several groups by their cosmetic impulse buying pattern and the internal characteristics that cause them. Their shopping orientation, life styles, makeup self-confidence, makeup interest and self-image were the subjects of comparative analysis. The results of this research can be summarized as follows.; fashion leader was classified fashion dual leader, fashion opinion leader, fashion innovator and fashion follower. The fashion dual leader and fashion innovator were more impulse buying orientated. The fashion dual leader and fashion innovator were highly evaluated in intellectual self faithfulness and life decoration preference style. The fashion dual leader and fashion innovator attached great importance to leisure pursuit and name brand preferring shopping. They showed the tendencies to the makeup self-confidence and makeup interest. But the fashion follower showed quite different tendencies. The fashion dual leader and fashion innovator perceived themselves as varied life style. These internal characteristics were supposed to contribute to their impulse buying.

• 산업융합연구
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• 제1권1호
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• pp.1-24
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• 2003

The 583 employees as subject for empirical analysis were selected by cluster sampling method 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 positive 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 no significant impact. 5. The subordinate's need for growth has a strong moderating effect in the relationship between leader behavior and job satisfaction. Finally this study indicates the implication for future theoretical and empirical development.

• 유통과학연구
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• 제14권1호
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• pp.75-84
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• 2016

Purpose - In accordance with the recent changes in the management environment, leaders are required to have an ability of drawing and inducing potential of each worker. Coaching, as one of the strategies of human resources development, is drawing people's attention. This study aims to inquire about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Firstly, this study intends to illustrate what kind of influences the leader's coaching behavior can give on organizational citizenship behavior and turnover intention of workers. Secondly, it plans to verify the mediating effect of authentic leadership in the relationship between leader's coaching behavior and organizational citizenship behavior and turnover intention of workers. Thirdly, it aims to prove the moderating effect of emotional intelligence in the relationship among leader's coaching behavior, organizational citizenship behavior and turnover intention of workers. Research design, data and methodology - In order to figure out how the leader's coaching behavior influences attitude of workers, authentic leadership is considered as mediating effect. As for a moderating effect, we have determined emotional intelligence which attracts attention in the recent studies on organizational behavior, so as to investigate the correlation among variables. As for study sample, it was targeted to 236 organizational members of distribution corporations whose leader's coaching behavior is required. For reaching the purpose of study, SPSS 20 was applied for the analysis. Results - The research findings can be summarized as follows: Firstly, leader's coaching behavior gives significant positive influences on organizational citizenship behavior. Moreover, leader's coaching behavior gives negative influences on turnover intention of organizational members. Secondly, the mediating effect of authentic leadership was proved in the relationship between leader's coaching behavior and attitude of workers. Based on the analysis, it turned out that authentic leadership doesn't give a mediating effect in the bilateral relationship. Lastly, the moderating effect of emotional intelligence was proved in terms of how the leader's coaching behavior influences the attitude of workers. The research result shows that the emotional intelligence influences towards the negative direction, in the correlation between coaching behavior and organizational citizenship behavior On the other hand, in the relationship with turnover intention, It was significant effect. Conclusions - Based on the research findings, we have intended to inquired about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Furthermore, in the operational level, the following implications can be given: the importance of coaching activation in the operational level was confirmed, through inquiring into the influence of leader's coaching behavior on workers. Moreover, the importance of emotional intelligence, which has been steadily raised, was also confirmed. It is necessary for future study to carry out additional research on various factors of coaching which can influence the effectiveness of coaching, for instance, coaching process, coach's competency, characteristics of coaching customers, relationship with coaching customers and coaching system.

• 대한전기학회논문지:전기물성ㆍ응용부문C
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• 제52권1호
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• pp.35-41
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• 2003

In this paper statistics on the radiation field waveforms produced by stepped leaders just prior to lightning return strokes were described. As a parameter of stepped leader pulse characteristics, the time interval between the final leader pulse and return stroke peak, the pause time between stepped leaders, the ratio of the final leader peak to the return stroke peak and the stepped leader pulse width at half maximum were examined. The average time intervals between the final leader pulse and return stroke peak were about 16.2 and 14.8$mutextrm{s}$ for the positive and negative polarities, respectively. When the stepped leader approaches closely to ground, the time interval between leader steps was decreased and the mean value was about 17$mutextrm{s}$, and the present results were in reasonable agreement with the data observed in Florida and Japan. The large fraction of the ratios of the final stepped leader pulse to the lightning return stroke peak were distributed over the range from 5 to 35% and in average the ratio of the final leader pulse to the return stroke peak was 17.4$\pm$11.9% for the positive and 18.5$\pm$9.4% for the negative electric field waveforms. In addition, the mean pulse widths at half maximum of the stepped leaders are 1.4Us with a standard deviation of 0.9 for the positive Polarity and 2.2us with a standard deviation of 1.2 for the negative polarity, respectively.