• The Research Journal of the Costume Culture
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• v.13 no.1
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• pp.121-132
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• 2005

The purposes of this study were to examine fashion jewelry consumers' purchasing behavior, and to compare store retailing consumers and non-store retailing consumers. Subjects were 614 women in age from 20 to 55 years old in Seoul for this study. For data analysis, descriptive statistics, factor analysis, 2-test, and t-test were used. As the results, 52.9% of respondents had purchased fashion jewelry products via store retailing such as department store, road shop, discount store, while 47.1% of respondents had purchased them through non-store retailing such as internet shopping mall, TV home shopping, and catalog shopping. It revealed that conspicuous consumption had 2 factors: public-self consciousness and luxury product preference. Fashion leader consisted of 3 factors: fashion innovation, fashion interest, and fashion opinion leader. Brand royalty encompassed brand recognition, brand preference, and brand trust. Generally, store retailing consumers had more conspicuous consumption, higher fashion leadership, and stronger brand royalty than non-store retailing consumers. Based on these results, marketing strategies would be suggested for fashion jewelry markets.

• The Korean Journal of Applied Statistics
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• v.22 no.3
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• pp.463-477
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• 2009

This study was intended to examine the mediating roles of trust in CEO and supervisor on the relationships between organizational justice and employee behaviors. Data were collected from 4,055 employees across 18 different companies in Korea. Employees were asked to answer on a self-reported questionnaire. The two dimensions of organizational justice (i.e. procedural justice and distributive justice) were used. Employee behaviors were measured using counter-productive behavior and organizational citizenship behavior. Data were analyzed using a structural equation model. The hypothesized fully mediated model better fitted the data. Relative to distributive justice, procedural justice was more strongly related to both trust in CEO and trust in supervisor. But there were no significant differences in the degree of relationships between the two dimensions of trust and the two types of employee behaviors. These results showed that procedural justice is more important in enhancing trust in leader.

• Journal of Construction Engineering and Project Management
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• v.6 no.4
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• pp.15-23
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• 2016

The construction industry suffers from declining productivity and lack of trust between stakeholders and among the public. Increasing technical, regulatory, environmental and ethical challenges face the sector and necessitate a new type of leader. Authentic leadership is a relatively new construct that focuses on a leader demonstrating self-awareness, relational transparency, an internalized ethical and moral perspective and balanced processing. This study uses the Authentic Leadership Questionnaire to measure construction superintendent's levels of authentic leadership and compares them to effectiveness ratings. There is a correlation between higher authentic leadership scores and effectiveness and this study concludes that authentic leaders are more effective superintendents.

• Journal of Convergence for Information Technology
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• v.9 no.11
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• pp.141-148
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• 2019

The purpose of this study is to investigate the relationship between golf leader trust, exercise flow and psychological happiness for golf practice users. This study surveyed 256 golfers. The data were used to examine the causal relationship between variables using SPSS 18.0 and AMOS 18.0. Main findings were as follows: First trust of Instructors had a positive effect on exercise flow. Second, exercise flow had a positive effect on psychological happiness. Third, trust of Instructors had a positive effect on psychological happiness. Fourth, exercise flow mediated the relationship between golf participant trust of Instructors and psychological happiness. If golf participants have higher confidence in their leaders and more commitment to exercise, the quality of life will be higher.

• Journal of the Korea Convergence Society
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• v.10 no.7
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• pp.183-189
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• 2019

The change to the horizontal structure of the modern corporate management environment requires joint efforts and cooperation to share responsibility and purpose and to increase positive mutual influence in order to achieve the corporate goal beyond the individual capacity of the organizational members. In order to achieve the purpose of the organization, the organizational structure in which various members share information and aim at collective leadership is more effective than the structure concentrated on one individual (leader). This study was to examine the effectiveness of shared leadership, and to investigate the causal relationship and effect of shared leadership, organizational trust, and job performance. As a result of the analysis, shared leadership had a positive effect on organizational trust, and organizational trust had a positive effect on job performance. This means that high trust in organization has a positive effect on performance.This study is meaningful in that it examines the difference between shared leadership and existing leadership types that have not been studied yet.

• Asia-Pacific Journal of Business
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• v.10 no.3
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• pp.95-112
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• 2019

It is important for the Startup team to enhance their employee's work & life balance in recent ages. this study is to research the effect of work & life balance on organizational pride, job satisfaction and performance. Also, we explore how the organizational climate which compose with autonomy, leader's support and trust affects work & life balance. This study analyzed the path effect with PLS method using data from 151 Startup teams. The results of analysis are as follows. First, it was confirmed that supervisor's support, trust of team climate positively influence work & life balance but autonomy is not confirmed to have the relationship with work & life balance. Second, work & life balance have a positive effect on organizational pride and job satisfaction. In addition, this study shows that organizational pride and job satisfaction have the relationship between work & life balance and team performance. Also, Startup team managing the work & life balance will get better performance and retain the competition.

• Journal of Global Scholars of Marketing Science
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• v.16 no.3
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• pp.107-123
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• 2006

This study suggest a model to find out relationships among the servant leadership as a preceding factor, the trust in higher officers as mediating factors, and leader satisfaction, additional efforts as a resulting factor. Then, empirical study testify the relationship among these factors. This study confined the subjects of empirical analysis to the employees in super-deluxe hotels located in Seoul, Gyeongju, Busan, and Daegu areas. In order to clarify the utility of this study, This study took only hotel employees as the subject of measurement because only hotel organization is able to reveal sensitively the behavioral response between the leader and the members of organization. The preceding study has systematized a basic theory on the servant leadership, and provided factor structure in regard to the servant leadership, but this study has searched the factor structure of the servant leadership with the hotel employees as the subjects of study. Also, from the side of the personnel manager of hotel business, this study can be a criterion for clarifying a leadership program. Especially, in order to cultivate their servant leadership, it is necessary to testify morality and pride as sub-behavioral characteristics of new employees. Also to change the mid-managers' leadership for the effective achievement of the object of organization, this study can be utilized for the development of servant leadership.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.14 no.12
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• pp.4849-4865
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• 2020

The traditional roles of leaders are to influence members and motivate them to achieve shared goals in organizations. However, leaders such as top managers and chief executive officers, in practice, do not always directly meet or influence other company members. In fact, they tend to have the greatest impact on their members through formal speeches, company procedures, and the like. As such, official speech is directly related to the motivation of company employees. In an official speech, not only the contents of the speech, but also the voice characteristics of the speaker have an important influence on listeners, as the different vocal characteristics of a person can have different effects on the listener. Therefore, according to the voice characteristics of a leader, the cognition of the members may change, and, the degree to which the members are influenced and motivated will be different. This study identifies how members may perceive a speech differently according to the different voice characteristics of leaders in formal speeches. Further, different perceptions about voices will influence members' cognition of the leader, for example, in how trustworthy they appear. The study analyzed recorded speeches of leaders, and extracted features of their speaking style through digital speech signal analysis. Then, parameters were extracted and analyzed by the time domain, frequency domain, and spectrogram domain methods. We also analyzed the parameters for use in Natural Language Processing. We investigated which leader's voice characteristics had more influence on members or were more effective on them. A person's voice characteristics can be changed. Therefore, leaders who seek to influence members in formal speeches should have effective voice characteristics to motivate followers.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.10
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• pp.3707-3720
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• 2010

This research is about evaluate how leadership is influence the organizational effectiveness through the process. Process is set sub factors of transformational leadership as independent variable, set sub factors of organizational effectiveness as dependent variable, and set trust as relationship between members of organization for leader in relationship between most important person at organization(work place) and work, also, set self efficacy as relationship between members of organization and work to find out how these two elements are working. As result of research, all of sub factors of independent variables are effect on trust, then trust is positive effect on organizational effectiveness. However, all of the sub factors of transformational leadership didn't give meaningful effect on self efficacy. However, trust is effect on self efficacy, and as a result, self efficacy is positive effect on every sub factors of organizational effectiveness.

• Journal of Distribution Science
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• v.14 no.4
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• pp.39-46
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• 2016

Purpose - Recently, as Korean culture and economy develops, Seoul has become a world-famed city. In Seoul, many special grade hotels have been constructed in order to accommodate many tourists from China, Japan and many other Asian countries. And the hotels entered into competition among themselves. Thus many changes are accelerated due to their mutual competition and manpower problems. In this situation, the role of higher officers above all is thought to be very important in order to enhance the management result and to make preparations for the kernel ability of the organization. Research design, data and methodology - This study was intended to verify how the leadership of the higher officers based on trust affects the job satisfaction of employees of the organization. In order to achieve the purpose of this study, some study models and hypotheses have been established through theoretical examinations. The subjects of this study were centered on the constituents of C-Hotel, M-Hotel, and D-Hotel. 200 questionaries were distributed and 190 questionaries were collected and thus the collection ratio was 91 percent. 8 questionaries which were regarded to be insincere or hard to analyzed were excluded. Finally, 182 questionaries were used for analyzing the factors and trust. For the purpose of the verification of hypotheses, structural equation was used. In order to verify the mediating effect of trust between the relationship of emotional leadership and job satisfaction, 'Three-step Mediated Regression Analysis by Baron & Kenny(1986) was utilized. The four hypotheses for this study are as follows: First, emotional leadership will have a meaningful influence on trust in the affirmative. Second, trust will have a meaningful influence on job satisfaction in the affirmative. Third, trust will play a mediating role in the relationship of emotional leadership and job satisfaction. Result - First, the emotional leadership and trust was found to effect a positive effect. Second, the trust and job satisfaction was found on a positive effect on job satisfaction. Third, the emotional leadership and job satisfaction was found to positive effect on job satisfaction. Fourth, the trust in the relationship between emotional leadership and job satisfaction was found that the partial mediating effect. Especially, in the case of the business of hospitality, human services as well as material resources become its keynote, and we can safely say that the degree of dependence toward human resources is very high. Accordingly, the leaders should display their leadership on the basis of abundant emotional and intellectual faculties so that they can grasp, understand and admit the diverse views of value and emotion of the organization constituents and that they can form emotional leadership. On the basis of the analysis results of the verification of hypotheses, some suggestions and uppermost limit of this study have been presented for further study.