• International journal of advanced smart convergence
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• v.9 no.2
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• pp.212-223
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• 2020

We study to confirm the relationship between leadership trust and job satisfaction on the leadership style of managers recognized by ICT organization members. To this end, the research hypothesis established by using SPSS23.0 for the survey results of 230 ICT organization members was analyzed as follows. First, the hypothesis 1 person leadership type (individual consideration: H1-1, intellectual stimulation: H1-2, charisma: H1-3, conditional compensation: H1-4, exceptional reward: H1-5) had a significant effect on leader trust. The results were obtained. Second, the hypothesis 2 manager's leadership type (individual consideration: H21-1, intellectual stimulation: H2-2, charisma: H2-3, conditional compensation: 2-4, expected compensation: H2-5) is based on job satisfaction. As a result of verifying the impact relationship, all showed significant effect on job satisfaction. Third, it acted as a positive factor in the job satisfaction of the leader of the hypothesis 3-member organizational member. It was confirmed that the job satisfaction of organizational members started based on the trust of actual leaders. Fourth, the role of leadership trust was partially confirmed between leadership type and job satisfaction. Through this study, in order to improve job satisfaction of ICT organizational members, the importance of exerting competency on the leadership type of managers and trusting the leaders on the characteristics consistent with ICT organizational characteristics was emphasized.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.809-816
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• 2020

This study tests and analyzes the influence of empowering leadership on employee creativity which is mediated by psychological empowerment. Researchers conduct survey method on state-owned bank employees (ABC Bank) in Pacitan, East Java, Indonesia. Purposive sampling is selected with Likert scale as measurement. The population of this study is 166 respondents, who are permanent employees of the ABC Bank. The data analysis technique used is SPSS 24. The results of this study find that: (1) there is an influence of empowering leadership on psychological empowerment, (2) there is an influence of empowering leadership on individual creativity, (3) there is an influence of psychological empowerment on individual creativity, and (4) the influence of empowering leadership on individual creativity is mediated by psychological empowerment. This study ignores other types of leadership. Further study is needed to examine other types of leadership besides empowering leadership. The level of analysis of this study is individual, so further study could examine empowering leadership conceptualized at the group level because followers will be influenced not only by the dyadic relationship with the leader, but also by the dynamics of the members of the empowered group. This study provides theoretical enrichment from the aspect of empowering leadership, especially at the individual level. Leaders can increase employee creativity by empowering them to do their jobs. Additionally, by creating a work environment that ensures employees feel empowered psychologically.

• The Journal of the Korea Contents Association
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• v.10 no.9
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• pp.327-337
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• 2010

The purpose of this study was to investigate the effects of the in-home visitation care facility directors' transformational and transactional leadership on organizational effectiveness and the moderating role of organizational trust between leadership types and organizational effectiveness. In this study, job satisfaction and turnover intention were used as organizational effectiveness variables. For this study, structured questionnaires were used and data were collected from 290 caregivers from 50 in-home visitation care facilities in Seoul. Collected data were analyzed using hierarchical regression technique. Results showed that directors' transformational leadership had a positive effect on caregivers' job satisfaction and a negative effect on their turnover intention, whereas directors' transactional leadership had no effect on caregivers' job satisfaction, and turnover intention and that caregivers' organizational trust moderated between directors' transformational leadership and caregivers' job satisfaction.

• Culinary science and hospitality research
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• v.13 no.4
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• pp.92-106
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• 2007

The most important factor in hotel business is the management system of human resources, and focuses on the role of a manager who successfully achieves the business objective. This study is based on a survey conducted on staff members from five-star hotels in Seoul and Gyeonggi Province. It aims to look into the influence of leadership and confidence on a Department Chief in terms of overall business achievement. As a result of the verified analysis of this study is as follows: First, the influence of the Department Chief's leadership on confidence(Estimate=1.083, C.R.=12.977) was the highest. Second, the influence of the Department Chief's leadership on business achievement(Estimate=0.651, C.R.=5.864) was relevantly high. Third, the influence of confidence of the Department Chief on business achievement(Estimate=0.217, C.R.=2.054) was relevantly low, but still beneficial. As a result of this study concludes that in order to enhance business achievement, both leadership and confidence of the Department Chief were crucial. Especially, the Department Chief's leadership had an effect on the level of staff members' satisfaction, devotion and intention to change one's occupation in the form of having trust on the Department Chief. Such a result indicates that the Department Chief's leadership plays an active role in elevating the staff members' satisfaction on their job. An elevated satisfaction level will further enhance trust, business performance, devotion to company, cohesion, and productivity.

• Management & Information Systems Review
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• v.30 no.4
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• pp.1-22
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• 2011

The role of call center as public organizations introduce call center in has become very important in public services. Especially the leadership of the middle management at the call center in public organizations has become very essential in accordance with the increase of role of teamleader or managers. For this reason, in this research we want to know not only the impact relation teamleader's leadership have on the quality of services and job satisfaction as call center counsellors feel but also the impact relation the quality of callcenter counsellor's services at callcenter have on job satisfaction, and the mediating effect of services quality is examined in the relationship between leadership and job satisfaction Analyses showed that teamleader's leadership have influence on callcenter counsellors' job satisfaction and the quality of services and the quality of employees' services have a positive influence on job satisfaction, the mediating effect of services quality is certified in the relationship between leadership and job satisfaction. Therefore, to encourage the teamleaders' leadership at callcenter, the empowerment and an appropriate compensation need to be provided. Also to improve the quality of employee's services teamleaders ought to run the reinforcing cooperation program or various incentive program and job education need to be encourage and aligned.

• Journal of Distribution Science
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• v.19 no.9
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• pp.65-77
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• 2021

Purpose: Distributed leadership (DL) is a comprehensive and analytical way to understand how leadership manifests itself among people and in the context of a complex organization. With technological advances and seemingly ever-changing pressures on the environment, it is important for education leaders to represent their practice. This study aims to discuss the significance of DL and its role in education. Research design, data and methodology: The present researcher used Qualitative Content Analysis (QCA) because it is credible, transferable, dependable, and confirmable proving its trustworthiness. To begin with, QCA entails a sufficient representation of the social realities being studied, credibility. Results: The investigation of this study indicates that the documents are in the proper functioning of schools to highlight the potential impact of collaborative practices, many of which require sharing school fees. DL can be meant as "influence relationships," discussions in groups, government, and non-leaders, about how teachers influence each other, and teamwork was easy. Conclusions: This study suggests that management can significantly impact organizational changes in management practices to distribute or skip something planned. DL is not a panacea, plan, or formula. Rather, it is a way to get under the skin of local leadership and restore the potential for change in the organization.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.5
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• pp.553-561
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• 2016

Purpose: This study was conducted to identify the mediating effect of affective commitment on the relationship between ethical leadership and job satisfaction. Methods: Participants were 216 nurses drawn from three general hospitals in C city. Data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: The findings from multiple regression were as follows. First, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on affective commitment. Second, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on job satisfaction. Finally, when ethical leadership factors and affective commitment were entered into the regression model at the same time, ethical leadership factors showed no significant effects on job satisfaction, however, affective commitment showed a significant effect and so affective commitment had a mediating effect between ethical leadership and job satisfaction. Conclusion: Results of this study indicate that affective commitment with an effect on the relationship between ethical leadership and job satisfaction plays a full mediating role. Thus, developing ethical leadership training programs for head nurses would likely increase the affective commitment and job satisfaction of staff nurses.

• Journal of National Security and Military Science
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• s.4
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• pp.157-209
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• 2006

The kinds of traits and behaviors studied most frequently in the early leadership research included physical characteristics, personalities, abilities, skills, behaviors and so forth. Researchers who studied leadership emphasized the important role of cultural, counter-insurgent, stability operational and clinical leadership traits and behaviors to perform the special mission of Overseas Forces The purpose of this study was to examine effective leadership traits, behaviors and skills for special mission of ROK Overseas Forces and to find out the differences on leadership traits, skills and behaviors among officers, noncommissioned officers(NCO) and enlisted men of the army. In order to achieve this purpose, a number of literature reviews and survey researches were conducted. The data for the analysis were collected through the questionnaire which consisted of 94leadership traits, skills and behaviors items Subjects were composed of 43 officers, 144 NCOs and 109 enlisted men Although the ranking order of leadership traits, skills and behaviors items among the groups for each analysis did not show much difference, the results of one-way analysis of variance revealed that a few items had a significant statistical difference among the groups. Implications of comparative results were also discussed in this study. In conclusion, this study would be useful basis for further improvement on effective leadership traits, skills and behaviors of ROK Overseas Forces, and some further researches were recommended.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.11
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• pp.169-178
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• 2021

Motivating employee work engagement, which has emerged as one of the most significant drivers of high performance and achievement in today's dynamic environment, has become essential in gaining a sustainable competitive advantage. As widely known, leadership is a primary factor affecting work engagement. This is also directly related to a specific style of leadership exercised. Leadership styles affect the work engagement levels of the employees. The distracting nature of leadership type can have adverse impacts on individuals' behaviors. To provide a comprehensive understanding of the phenomenon, this article draws on social interaction theory and social exchange theory to investigate the potential effects of inclusive leadership on work engagement within the workplace, and the mediating role of psychological safety on the relationship between inclusive leadership and the work engagement. Here, psychological safety is needed by employees to avoid and manage negative feelings. SPSS and AMOS software was applied to survey data obtained from (n = 373) employees. Results revealed that inclusive leadership is a strong predictor for work engagement, and psychological safety partially mediates the link between inclusive leadership and work engagement. Implications for theory and practice alongside limitations are discussed.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.2
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• pp.261-272
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• 2022

The purpose of this paper is to investigate the influence of ethical leadership in determining the organizations' individual-type ethical climate (self-interest, friendship, and personal morality ethical climate) in reducing employee turnover intention. It seeks to identify the role of individual-type climate in mediating the association between ethical leadership and employee turnover intention. Moreover, the moderation effect of emotional exhaustion among employees on the relationship between ethical leadership and turnover intention has been researched to establish the ethical degree of leadership. Using a sample of 260 questionnaires from employees working full-time in the banking sector, the results were analyzed in PLS-SEM. The results of the social exchange theory indicated that ethical leadership is vital in shaping the workplace's individual-type ethical climate and reducing employees' turnover intention. The findings demonstrate that the relationship between ethical leadership and turnover intention is mediated by an individual-type ethical climate, which means that employees in a positive ethical climate do not wish to leave immediately. Furthermore, emotional exhaustion was found to moderate the association between ethical leadership and employees' turnover intention under high emotional exhaustion, where low ethical leadership is experienced, reporting higher levels of turnover intention.