• Journal of Korean Society for Quality Management
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• v.50 no.4
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• pp.777-792
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• 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.

• The Korean Journal of Franchise Management
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• v.7 no.1
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• pp.13-20
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• 2016

Purpose - In the past, the chain hotel chefs only serve food to their customers. However recently, the hotel chefs play a pivotal role in hotel including considering various customer preferences, safety and nutrition of food, and increasing profits through effective human resource management and inventory control. With the change of the chain hotel chef's' roles, pygmalion leadership, one of new leadership styles, focuses on the effect that leader's positive expectation let subordinates have motivation and more engage in work. This study investigates the effect of chain hotel chef's pygmalion leadership on leader trust and organizational trust. Research design, data, and methodology - This study was to investigate the structural relationships among chain hotel restaurant chefs' pygmalion leadership, hotel restaurant cooks' leader trust, organizational trust, and teamwork, and how leader trust and organizational trust play mediating roles in the relationship between pygmalion leadership and teamwork. In this model, pygmalion leadership includes 4 dimensions: Climate, Feedback, Input, and Output. Data were collected using self-administered questionnaire survey on cooks of Deluxe hotel restaurants located in Seoul and Gyonggi-Do. The samples for data analyses were 243 excepting unusable responses. Result - The findings can be summarized as follows: First, climate and feedback had a positive effect on leader trust, respectively. Second, feedback and output had a statistically positive effect on organizational trust, respectively. Third, leader trust had positive effects on organizational trust and teamwork. Fourth, organizational trust had a significant effect on teamwork. Conclusions - As a chain hotel chef treats his/her staffs sincerely, they will be more engaged in work by establishing trust in their leader. Ultimately, it leads to higher sales profit and customer satisfaction. In addition, a hotel can encourage chefs and other staffs to treat each other as if the student-instructor relations, not just commanding staffs. Then, cooks build up their trust to their leader and organization for its sustained growth and development, and the internal bond in organization including teamwork is strengthened. Therefore, to strengthen teamwork and organizational trust, there should be active communication, knowledge sharing, goal sharing, and cooperation between chefs and cooks.

• International Journal of Aeronautical and Space Sciences
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• v.9 no.1
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• pp.31-41
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• 2008

This paper deals with the energy saving problem of the follower aircraft in the loose leader-follower formation geometry in which the lateral separation between formation members is more than a wingspan of the leader aircraft. This formation geometry offers no drag benefit, but has a strategic advantage. In the case of loose formation flight, the follower aircraft usually consumes more energy than the leader aircraft because the follower aircraft should use more thrust to maintain given formation geometry, especially during the turning phase from the outside of the leader"s flight path or join-up phase. A formation control scheme based on the energy maneuverability is proposed in this paper. To design the proposed control law, the velocity command is designed using feedback linearization for the horizontal formation geometry and then coverts it to the altitude command using the energy equation. Numerical simulation is performed to verify the effectiveness of the proposed controller.

• Journal of Korean Society of Rural Planning
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• v.12 no.1 s.30
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• pp.59-66
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• 2006

The purposes of this study were to identify leadership competences of rural leaders and to analyze leadership competency of leaders. The study carried out by questionnaire and focus group interview on expert panels. To analyze leadership competency, the data was collected from 273 rural leaders by stratified random sampling. SPSSWIN/ver10 program was used for analyzing data with t-test and IPA method. The study suggests twenty low types of leadership competences which were information, vision, decision making, motivation communication, education residents, managing residents, loaming, flexibility, problem solving, presentation program management, customer orientation service knowledge, making relationship, creative idea, business understanding, brand development, conflict resolution negotiation, assessment, business management, coaching and feed back. Whereas leaders with middle school educational career required developing program management, maintaining achievement and benchmarking, leaders with high school were morel likely to develope self-learning, to benchmark their knowhow and brand development competency. Whereas leader with less low years experiences as leader have been considered as developing coaching/feedback brand development and program development, leaders with more five years as leader should consider developing benchmarking, resident education, and brand development. The study suggests that the extension agents on public should develop leadership program according to the competency differences of leaders.

• The Journal of the Korea Contents Association
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• v.20 no.10
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• pp.593-614
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• 2020

The purpose of this study is to find out how positive feedback affects job satisfaction and empirically validate, in the process, the mediation effect of intrinsic motivation and the moderating effect of LMX. For this study, data was gathered on 345 out of total 396 members of domestic organizations in various industries, on whom we conducted a survey, and we reviewed the validity of our survey by means of confirmatory factor analysis, performed based on SPSS 25.0 AMOS 25.0, and confirmed correlations, and mediating and moderating roles existing among variables using Process Macro 3.0. As a result, it was verified that organizational members' positive feedback positively affects their intrinsic motivation and job satisfaction. In this study, it is validated that organizational member's intrinsic motivation has a positive influence on job satisfaction and positive mediation effect exists between them. Also, LMX has a positive moderating role for positive feedback and intrinsic motivation, and organizational member's intrinsic motivation revealed that it has a LMX-moderated positive mediation effect on positive feedback and job satisfaction. The implications of these findings are first, positive feedback, an issue these days in corporate organizations, produces intrinsic motivation of organization members and raises their job satisfaction. Furthermore, organizational members' intrinsic motivation is triggered by their leader's positive feedback when they are more in a good relationship. Lastly, given that job satisfaction of organizational members matters for organizational performance and human resource development, we can get a practical implication that we should nurture the capabilities of a leader through various education methods as we must provide an adequate positive feedback as one of the multiple ways that help improving the job satisfaction of organizational members.

• Proceedings of the Korean Information Science Society Conference
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• 2001.10c
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• pp.313-315
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• 2001

멀티캐스트 서비스는 한 단말이 수신 그를 내의 여러 단말들에게 같은 내용의 데이터 패킷을 전송하는 방법이다. 본 논문에서는 단일 채널 다중 접속 무선 LAN(Wireless LAN)의 작은 셀 환경을 기반으로 효율적 인 멀티캐스트 서비스에 대한 방안을 제안한다. 이 시스템에서 이동 단말들이 동시에 하나 이상의 패킷을 전송하는 경우 패킷 충돌(collision)이 발생하여 수신단말은 정확하게 패킷을 수신할 수 업다. 그러므로 하나의 단말만이 전송을 해야 한다. 이와 같은 문제점 때문에 신뢰성 있는 멀티캐스트 서 비스를 위해서는 단일 채널 다중 접속 방법을 그리고 무선 링크의 높은 에러율을 극복하기 위해서는 재전송 기법(ARQ)을 고려해야 한다. 제안하는 MLBP(modified Leader-Based Protocol)는 멀티캐스트 그룹 내에서 리더(leader)를 선정하고 이 리더가 송신단말에게 피드백 정보를 대표로 전송하는 역할을 수행한다. 신뢰성 확보를 위해서는 에러가 있는 패킷을 리더 외의 단말들이 수신 했을 경우에 재전송을 유도하기 위해 리더는 긍정응답(ACK) 패킷을 전송하지 않고 침묵한다. 리더 외의 단말이 에러가 있는 패킷을 수신했을 경우 각 단말들은 지체 없이 부정 응답(NAK)을 전송하여 이를 수신하는 단말에서 패킷 충돌을 유발시키고 재전송을 유도한다. 기존의 지연응답(delayed feedback) 방법과 확률적 방법을 사용한 기법들을 분석하여 측정 한 성능을 비교한 결과 제안하는 mLBP이 다른 두 기 법보다 우수한 성능을 나타냄을 보인다.

• Current Optics and Photonics
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• v.5 no.4
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• pp.384-390
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• 2021

This paper presents a wide-range tunable wavelength-locking technology based on optoelectronic oscillation (OEO) loops for optical fiber sensors and microwave photonics applications, explains the theoretical fundamentals of the design, and demonstrates a method for locking the relative wavelength differences between a leader semiconductor laser and its follower lasers. The input of the OEO loop in the proposed scheme (the relative wavelength difference) determines the radio-frequency (RF) signal frequency of the oscillation output, which is quantized into an injection current signal for feedback to control the wavelength drift of follower lasers so that they follow the wavelength change of the leader laser. The results from a 10-hour continuous experiment in a field environment show that the wavelength-locking accuracy reached ±0.38 GHz with an Allan deviation of 6.1 pm over 2 hours, and the wavelength jitter between the leader and follower lasers was suppressed within 0.01 nm, even though the test equipment was not isolated from vibrations and the temperature was not controlled. Moreover, the tunable range of wavelength locking was maintained from 10 to 17 nm for nonideal electrical devices with limited bandwidth.

• Korean Journal of Child Studies
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• v.25 no.5
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• pp.73-94
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• 2004

The study examined the effects of an intervention program for improving mother-child interaction behaviors of mothers with developmentally delayed young children. The program consisted of three main activities, lectures for good parenting, video-feedback of mother-child interactions, and consultation for problem behaviors of children. The subjects were 4 mothers of 5-6 years old children with developmental delays who were referred to a social competence program of a child counseling center. The mothers were identified to have problematic mother-child interaction behaviors through clinical interviews. The program ran for 16 sessions, one parent group leader implemented each session for 90-120 minutes once a week. The videotaped data of mother-child interactions for 10 minutes every 4 sessions were estimated by Maternal Behavior Rating Scale(MBRS) and qualitatively analyzed by transcription of communications between mothers and their children. It concluded that the intervention program enhanced mother-child interaction behaviors.

• Journal of the Korean Society for Aeronautical & Space Sciences
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• v.36 no.10
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• pp.988-995
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• 2008

A consensus-based feedback linearization method is proposed to maintain a specified time-varying geometric configuration for formation flying of multiple autonomous vehicles. In this approach, there exists no explicit leader in the team, and the proposed control strategy requires only the local neighbor-to-neighbor information between vehicles. The information flow topology between the vehicles is defined by Graph Laplacian matrix, and the formation flying can be achieved by the proposed feedback linearization with consensus algorithm. The stability analysis of the proposed controller is also performed via eigenvalue analysis for the closed-looop system. Numerical simulation is performed for rotary-wing type micro aerial vehicles to validate the performance of the proposed controller.

• Journal of the Korean Society of Clothing and Textiles
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• v.31 no.9_10
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• pp.1384-1395
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• 2007

The purpose of this study was to investigate the factors of hairdo attitude and hairdo involvement, the differences in the hairdo involvement by hairdo attitude. The questionnaires were given to female residents in Seoul and Kyung-gi do during September to October 2006. 406 questionnaires were used for data analysis. The collected data were analyzed using SPSS 12.0 software such as factor analysis, Cronbach's alpha, ANOVA test and Duncan test. The results of this study were as follows: 1. The hairdo attitude factors were found to be 'leader's fashion conformity', 'distinct individuality', 'constancy', and 'consciousness of others' The hairdo involvement factors were found to be 'interests in hairdo', 'fashionableness', 'symbolic representation', 'risk awareness', and 'coordination of hairdo'. 2. As for the hairdo attitude, two groups were identified as the highly-oriented group and the lowly-oriented group. There were significant differences in all hairdo involvement factors depending on two groups. Highly-oriented groups of 'leader's fashion conformity' considered more about interests in hairdo, fashionableness, symbolic representation, and coordination of hairdo, except for risk awareness, signalling that the more people respond to leader's fashion, the higher they are involved with hairdo. Highly-oriented group of 'constancy' showed significant differences in fashionableness and risk awareness. Lower level of fashionableness but higher level of risk awareness than the lowly-oriented group. Highly-oriented group of 'consciousness of others' displayed high performance in all factors, implying that the more people respond to feedback and evaluation of others, the higher they are involved with hairdo.