• International Journal of Contents
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• v.8 no.1
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• pp.95-99
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• 2012

Interior design companies in Seoul, Korea, senior level designers-designers shared leadership model has not been implemented by the design management. The whole interior design companies are worked each by a leadership team consisting of senior level designers, contractors and designers, being accountable for company, workers, and budgets. The results for workers' opinion in leadership positions were evaluated. All 154 leading workers of all professional teams were anonymously interviewed with a questionnaire containing 45 items regarding their satisfaction with this new shared leadership model. The response rate was 96.2%. After all, the leading workers were satisfied with the shared leadership model both in their own designing practice and in general. Non-design workers were comprehensively more in favor of quite a few aspects of shared leadership than senior level designers, but even the latter reported to be generally satisfied. However, both professional teams estimated leading positions to be only modestly attractive. The consequences yield some evidence that the transform from traditional leadership models to the senior level designers -designers shared leadership model may have advantages in the management of interior design companies. Furthermore, there is a need for greater clarity about precisely what we mean by shared leadership and also a deeper exploration of potential challenges arising from shared leadership models if we are to try to come to terms with their practice.

• Journal of Engineering Education Research
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• v.15 no.5
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• pp.125-130
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• 2012

This study proposes content and instruction of leadership education based on the results of evaluation and analysis of leadership skill of present levels of students who registered for 'leadership development and training' course which is liberal arts elective course of the 'Accreditation Board of Engineering Education in Korea' and provides best practices to develop leadership skill and to attain academic achievement 2, 4, 6, 7 of 12 academic achievement required by KEC2005. To accomplish a purpose of the study, I divide leadership skill into technical skill, human skill and conceptual skill that suggested by Katz and then measure students' leadership skill. The contents of leadership education to develop and enforce three leadership skills are as follows. First, for developing technical skill, there is a need for systematic education of basic working experience relevant to a major field of study. Second, for developing human skill, there is a need for education of leadership, motivation, conflict management, communication, group dynamics and presentation etc. Third, for developing conceptual skill, there is a need for education of founding vision, business strategy and creative idea etc.

• Journal of the Korean Society of Clothing and Textiles
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• v.21 no.3
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• pp.487-501
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• 1997

Prepurchase decision making process was investigated for the female high school students grouped by fashion leadership. Differences in the fashion leadership were also investigated among the groups determined by demographic characteristics. Data were obtained from 600 female students attending at 4 different high schools in Seoul by self-administered questionnaires, and 430 were used for the data analysis. Respondents were divided into 5 groups by fashion leadership: innovators(6.3%), early adopters(29.8%) , early majority(43.7%) , late majority(16.9%) , laggards(3.3%) , The groups with higher monthly allowances and monthly clothing expenditures showed higher fashion leadership. At the problem recognition stage, students with higher fashion leadership felt buying needs more often than those with lower fashion leadership. At the information search stage, students with higher fashion leadership tended to use higher number of information sources and mass media, visited stores more often, spent more time and collected new information more often, and tended to show higher satisfaction levels with searched information than students with lower fashion leadership. Leaders tended to search information at bonded goods stores and small shops in the area, and laggards prefered to visit small stores in the market. At the alternative evaluation stage, students with higher fashion leadership reported to use higher number of evaluative criteria and consider brand name, acknowledgment of others, becomingness with wardrobe as important criteria for evaluating apparel products; those with lower fashion leadership thought utility, comfort, size, sewing quality an6 fit as key criteria.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.23 no.1
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• pp.85-95
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• 2015

A responsibility of superior management in an airline has become enormous due to rapid increase of airline's organization and its network. Even though a leadership of superior management is believed to be an important factor, it is almost impossible for management to be responsible for all the areas of an airline organization. This is why leadership should be go down to working level people. Self-leadership means that working level people possess leadership, delegated by their superior persons, and improve their work environment with the leadership as well as related right and responsibility. This paper has tried to find out the components of self-leadership perceived by foreign cabin crews and analyzed the impact of self leadership into airline's organizational effectiveness. Based on empirical research results, this paper would suggest administrative and operational implications of managing foreign cabin crews in K-airline. It was found out foreign cabin crews perceive that self reward and self evaluation have a positive impact on self observation factor. The self observation factor has a significant effect on self goal. The self goal is analyzed as a major factor which results in organizational effectiveness.

• Journal of the Korea Convergence Society
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• v.10 no.12
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• pp.353-360
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• 2019

This study analyzed the effect that an organization's leadership and work environment exerts on social worker's practice performance. The survey for data collection was conducted from July 4th 2019 to July 30th, 2019 among employees of social welfare facilities located in Gyeonggi province. We analyzed the data from 205 participants who had agreed on the purpose of the study. The data analysis showed that the factors for social worker's practice performance were found to be marital status, leadership (transformational leadership, transactional leadership) and work environment. On the other hand, work environment (fairness of job evaluation) was found to have a mediating effect in the relationship between leadership and practice performance. Based on the results, this study discussed the need for adequate leadership to be practiced by taking the maturity of the organization members into consideration so that social worker's professional competence in practice performance can improve. As for work environment, it is imperative to increase the fairness in job evaluation.

• Journal of Advanced Navigation Technology
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• v.23 no.1
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• pp.20-35
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• 2019

In this article, we verified to influence on the performance through performance management system and public enterprise management evaluation implementation degree by the airport policy and leadership. Data collected from 533 employees of Incheon International Airport Corporation and Korea Airports Corporation. Sample extracted with a simple random sampling. Data analysis adopted structural equation modeling. The results of this research found that airport policy and leadership are the key variables influencing airport performance. This research verified a significant mediation effect on the public enterprise management evaluation implementation degree. Thus, this research assert that positive proposals for airport policy and insightful leadership must be taken. This paper explores new view in the public enterprise management evaluation research and offers practical help to researchers and practitioners in providing a direction for airport performance.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.9
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• pp.351-361
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• 2019

The purpose of this study was to investigate the effect of a peer evaluation method on the core fundamental nursing skills competency, learning attitude, critical thinking and self-leadership of graduating nursing students. A survey using a questionnaire was administered to 326 nursing students. The data was analyzed using SAS(ver. 9.8) and AMOS(ver.20.0) The results of peer evaluation showed that the fundamental nursing skills competency was 3.77(${\pm}.62$), the learning attitude was 3.17(${\pm}.47$), critical thinking was 3.44(${\pm}.41$) and self-leadership was 3.60(${\pm}.49$). Core fundamental nursing skills competency showed statistical differences based on gender, major satisfaction, practice satisfaction, pre-learning and satisfaction with the peer evaluation. Core fundamental nursing skills competency was positively correlated with learning attitude(r=.295, p<.001), critical thinking was positively correlated with core fundamental nursing skills competency(r=.384, p<.001) and learning attitude(r=.623, p<.001), and finally, self-leadership was positively correlated with core fundamental nursing skills competency(r=.353, p<.001), learning attitude(r=.529, p<.001) and critical thinking(r=.690, p<.001). The factors affecting fundamental nursing skills competency were critical thinking and self-leadership. Core fundamental practical education programs to improve learning attitude, critical thinking and self-leadership need to be developed to increase core fundamental nursing skills.

• The Journal of the Korea Contents Association
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• v.22 no.6
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• pp.701-711
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• 2022

This study tried to examine the relationship between superior leadership and emotional support from co-workers on task performance through performance evaluation fairness and self-efficacy in order to find factors that affect the task performance of a company in an uncertain market environment. For this purpose, 500 copies of questionnaire data were collected from corporate employees, and the research hypothesis was verified using Smart PLS 3.0. As a result of the study, superior leadership and emotional support from co-workers showed a positive (+) effect individually on the fairness of employee performance evaluation, Performance evaluation fairness showed a positive (+) effect on self-efficacy. Through this study, it was found that the fairness and self-efficacy of the performance evaluation accepted by employees affects work performance, providing a theoretical foundation for subsequent researchers. Practical implications are suggested to inspire employees to take on a challenge by managing them properly. In future research, based on the results of this study, various studies are needed on the factors that an organization must have for task performance.

• Management & Information Systems Review
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• v.29 no.4
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• pp.187-205
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• 2010

Empirical study comparing the leadership styles of women an men is a popular on management in organization. Consistent with study comparing women and men on many organizational behavior, I have identified that leadership style from survey. The this study examined follower's perception of the women and men the leadership in organization. More specifically, I examined how male and female follower evaluated the leadership style and effectiveness of women and man, how these evaluations were affected by the degree of stereotypes of the followers toward gender roles, finally the variables affecting the evaluation of the leadership effectiveness. Total 158 follower's participated in this survey to explore these research questions. The results that female evaluator were evaluated higher in the transformational leadership than male evaluator, while the evaluation for man leader was higher than the woman leader in terms of the transactional and task-oriented leadership style. Also, another analysis the gender difference of the organizational member revealed that woman leader better than man was higher leader relational and transformational leadership. However, both male and female followers who were no gender-difference in decision making work, interpersonal work, relation coordination work, consulting work.

• Journal of the Korea Safety Management & Science
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• v.26 no.2
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• pp.33-42
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• 2024

Executive safety leadership is essential to prevent accidents in the workplace. However, will safety be secured by emphasizing only executive safety leadership to workers? In this study, the impact of executive safety leadership on the workplace hazard level was analyzed by adding the supervisor's safety role as a mediating variable. This paper shows that executive safety leadership has no direct effect on workplace hazard levels. However, executive safety leadership was found to have a significant impact on the supervisor safety role, and the supervisor safety role was found to lower the hazard levels in the workplace. In summary, executive safety leadership was found to reduce the hazard levels in the workplace through the full mediating effect of the supervisor safety role. Based on these research results, this study seeks to present the following recommendations to the government and management: The government should ensure that a workplace safety and health system is established by strengthening the effects of other mediating factors, such as strengthening the role of supervisors who are actually responsible for workplace safety and health. Executives must grant supervisors actual authority and responsibility to properly perform their safety roles and establish personnel and performance evaluation systems.