• 한국컴퓨터정보학회논문지
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• 제29권4호
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• pp.105-114
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• 2024

본 연구에서는 부적응적 완벽주의, 셀프리더십, 사회적 지지가 간호대학생의 임상실습 스트레스에 미치는 영향을 파악하고자 한다. C지역에 소재한 4개의 간호대학에 재학 중인 3, 4학년 간호대학생 150명을 대상으로, 2022년 11월 3일부터 30일까지 완벽주의 척도(APS-R), 셀프리더십 척도(SLQ-R), 사회적 지지 척도(SSS), 임상실습 스트레스 척도(CPSS-R)를 사용하여 자료수집을 하였다. 연구결과, 대상자의 임상실습 스트레스는 부적응적 완벽주의(r=.51, p<.001)와 정적인 상관관계가, 셀프리더십(r=-.11, p<.001)과 사회적 지지(r=-.44, p<.001)와 부적인 상관관계가 있었다. 간호대학생의 임상실습 스트레스에 미치는 영향 요인은 부적응적 완벽주의(β=.45, p<.001), 사회적 지지(β= -.27, p<.001), 전공만족도(β=-.21, p=.002), 타 지역 임상실습 횟수(β=-.19, p=.003) 순으로 높게 나타났고, 이들 요인의 설명력은 43%였다(F=28.63, p<.001). 이상의 연구결과는 부적응적 완벽주의가 높을수록, 사회적 지지가 낮을수록 임상실습 스트레스가 높아질 수 있음을 시사한다. 따라서 향후 간호대학생을 대상으로 임상실습 스트레스를 낮출 수 있는 프로그램 개발 시 이러한 심리적 특성 요인들에 대한 적극적 고려가 중요하다고 본다.

• 한국산학기술학회논문지
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• 제20권7호
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• pp.467-473
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• 2019

본 연구의 목적은 중학교 교사의 분산적 리더십이 교사효능감과 교직헌신도에 어느 정도 영향을 미치는지 알아보고, 전체적인 영향력의 크기를 알아보는데 있다. 이를 위해 J지역 중학교 교사 460명을 대상으로 빈도와 백분율을 산출하였으며, t/F 검증을 하고, 일원변량분석과 Duncan 사후검증을 실시하였다. 또한 상관의 정도를 알아보기 위해 Pearson의 적률상관분석과 회귀분석을 실시하였다. 첫째, 분산적 리더십에 대한 중학교 교사들의 배경변인에 따라 인식 수준은 여교사, 평교사, 21년 이상 교사, 사립학교 교사가 높은 것으로 나타났다. 둘째, 분산적 리더십과 교사효능감 및 교직헌신도 간에 상관관계는 통계적으로 정적인 상관관계가 있는 것으로 나타났는데, 교사효능감이 교직헌신도보다 높은 정적인 상관을 보였다. 셋째, 분산적 리더십이 교사효능감 및 교직헌신도 전체의 영향력은 통계적으로 유의미하게 나타났다(41%). 결론은 분산적 리더십의 하위요소가 교사효능감과 교직헌신도와의 하위요소에 유의미한 정적인 상관관계가 있다. 분산적 리더십의 하위요소가 교사효능감의 자기조절효능감과 자신감 요소, 교직헌신도의 교육애 요소를 긍정적으로 설명하고 있다. 분산적 리더십의 하위요소가 교사효능감과 교직헌신도에 미치는 설명력은 학교상황이 27%, 학교장의 리더십이 28%, 교사의 리더십이 28%, 교사의 상호작용이 28%로 나타났다. 추후 교사들의 능력을 학교에서 다양하게 수행할 수 있는 교육환경개선을 위한 교육정책수립이 필요하다.

• 대한간호학회지
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• 제17권1호
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• pp.44-51
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• 1987

The purpose of this study is to identify the leadership and subordination of hospital nurses: to determine the leadership and subordination by nurses' characteristics, which are age, educational background, career, and position of nurses. 279 staff nurses, 13 charge nurses, 32 head nurses and 16 nurse supervisors were participated in this study during the period from Dec. 5 to Dec. 20, 1986. Subjects were instructed to rate at one of five points likert type scale on the 26 items of leadership and subordination. The reliability of the items (Cronbach's α) were 0.63∼0.84. Among the total 26 items, 8 items on authority, 4 items on human relation, 9 items on committment of position and 5items on committment of job were summed to cummulative scores in each category. As a result of data analysis nurses who perceive positive on authority are 68.6% and positive on human relation are 67.9%. The perception of authority is different by age, Career and position of nurses. (P<0.05). And nurses who perceive positive on committment of position are 84.7% and positive on committment of job are 62.1%. The perception of committment for position is different by age, career and position of nurses (P <0.05), and committment of job is different by age and position. (P<0.05).

• The Journal of Asian Finance, Economics and Business
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• 제8권7호
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• pp.613-623
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• 2021

This study aims to identify the effect of blue ocean leadership style on strategic decision making and it also aims to examine the mediating role of organizational politic and moderating role of emotional intelligence in the Government Link Companies (GLCs) in Malaysia. In order to achieve the objective of the study, a research framework had been developed to establish a relationship among the variables of the study based on resource-based view theory. Questionnaire method was used to collect the data form middle to top level employees in GLCs. All the items in the study's variables were assessed using the 5-point Likert scale. A stratified random sampling technique was used to identify the sample for this study. Data was derived from 135 middle to top level employees, which were involved in decision making process. The data was analyzed using the SPSS and the SmartPLS 3.0 software. This supplemented the theory surrounding blue ocean leadership styles and strategic decision making. The study also identified several avenues for further research by using different research methods and examining the impact of strategic decision making in different contexts.

• The Journal of Asian Finance, Economics and Business
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• 제9권2호
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• pp.409-418
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• 2022

Over the past decades, Bangladesh has fought poverty via labor-intensive industry and inclusive financing. The techniques assist underprivileged women in achieving self-sufficiency and encourage them to pursue independent endeavors. However, the majority of female entrepreneurs focused on four key company types: parlor, boutique, clothes, and fashion, all of which have limited access to financing. It was feared that their shortage of finance was hindering the growth of their company. The study's goal is to assess the effects of financial availability and knowledge on women's entrepreneurship development in Bangladesh via the lens of transformational leadership practices. A sample of 580 SMEs was considered for data collection with a structured questionnaire: a five-point Likert scale for getting responses from SMEs. The model coefficients with structural equation modeling revealed that financial accessibility plays a positive and statistically significant role in women's entrepreneurship development. Moreover, knowledge level established positive interlinkage with women's entrepreneurship development. Transformational leadership, which plays a mediating role in leadership practices, has been linked to the development of women's entrepreneurship indirectly and positively. As a result, support for knowledge creation and external financing must evolve and be made available to ensure women's sustainable development through entrepreneurial activities.

• 4차산업연구
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• 제2권2호
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• pp.47-60
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• 2022

Purpose - The purpose of this study is to investigate the role of Teamwork on Engagement among employees of private primary and secondary schools in Plateau State, Nigeria using the dimensions of Teamwork, which are Communication, Leadership, Team Structure, Situation Monitoring, and Mutual Support on Employee Engagement. Research design, data, and methodology - To analyze the relationship among the variables, the study adopted the descriptive and explanatory research design, and a cross-sectional survey method using a survey questionnaire containing 29 items, with a 5-point Likert scale. The samples of 274 employees (both academic and non-academic) were selected using a simple random probability sampling technique. Multiple Regression was used to analyze data with the aid of the statistical package for social sciences (SPSS version 23.0). Result - This shows that Communication, Leadership, and Situation Monitoring have a positive and significant relationship on Employee Engagement, while Team Structure and Mutual Support show a negative direction but still maintained a significant relationship. Conclusion - The management of private primary and secondary schools should pay attention to Communication, Leadership, Team Structure, Situation Monitoring, and Mutual Support among their employees to promote Employee Engagement in the workplace. It also recommends that future studies should be carried out in other sectors.

• 한국콘텐츠학회논문지
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• 제9권2호
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• pp.381-390
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• 2009

본 연구는 호텔기업에서의 상사의 리더십이 종사원의 신뢰 및 집단응집력에 어떤 영향을 미치는가를 나타내었다. 첫째, 호텔종사원의 리더십은 신뢰 및 집단응집력에 모두 통계적으로 유의한 상관관계를 가지고 있었다. 그들의 잠재능력 및 창의력을 최대한으로 발휘하게 하기 위해서는 조직 내에서 리더십에 대한 관심을 증대시킬 필요가 있다. 둘째, 신뢰는 집단응집력에 매우 긍정적인 영향을 미치는 것으로 나타났다. 집단응집력은 어느 조직에서나 마찬가지로 서비스 조직에도 많은 긍정적 결과를 가져오기 때문에 호텔종사원들은 이런 결과에 관심을 가져야 할 것이다. 따라서 호텔종사원은 이에 걸 맞는 인식과 교육제도 등을 파악하여 앞으로 적용 시킬 수 있어야 할 것이다.

• 한국콘텐츠학회논문지
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• 제17권3호
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• pp.115-128
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• 2017

본 연구의 목적은 분산적 리더십이 유치원 교사의 교직헌신에 미치는 영향을 확인하는 것이다. 먼저 유치원 교사들이 인식하는 분산적 리더십과 교직헌신 수준을 확인한 후, 분산적 리더십의 하위 변인들이 교사의 교직헌신에 어떤 영향을 미치는지 실증적으로 규명하였다. 연구 대상은 전라남도 지역의 유치원 교사들로 2016년 7월 12일부터 26일까지 온라인과 우편으로 설문조사를 진행하여 최종 143명의 자료를 수집하였다. 유치원 교사들의 배경 변인에 따른 분산적 리더십 및 교직헌신의 인식 차이는 차이검정을 통해 확인하였고, 분산적 리더십과 유치원 교사의 교직헌신과의 관계는 상관관계분석, 그리고 분산적 리더십이 교사의 교직헌신에 미치는 영향은 다중회귀분석을 통해 확인하였다. 분석 결과, 첫째, 유치원에서 분산적 리더십에 대한 교사의 인식은 교직경력과 학력에 따라 유의한 차이가 있었고, 교직헌신은 교직경력과 학력, 유치원 규모에 따라 유의한 차이가 확인되었다. 둘째, 유치원에서 분산적 리더십 하위요인과 교사들의 교직헌신 하위요인은 모두 정적인 상관관계가 있었다. 셋째, 분산적 리더십 하위요인 중 유치원 상황과 교사 리더십이 교직헌신에 정적인 영향을 미치는 것으로 나타났다. 결국 유치원에서 분산적 리더십이 교직헌신에 긍정적인 영향을 미치는 것은 원장의 리더십 보다는 교사 자신이 리더라는 생각과 책임과 영향력, 권한 등을 충분히 인식할 때라는 것을 알 수 있다. 따라서 유치원 교사들이 더 많은 리더십을 발휘하도록 원장의 각종 책임과 권한을 적절히 위임할 필요가 있다.

• 유통과학연구
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• 제10권12호
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• pp.35-43
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• 2012

Purpose - This study analyzes the effects of types of leadership on the employees of Italian restaurants, its efficacy, and organizational citizenship behavior, utilizing a causal assessment model. In this study, independent variables such as the type of leadership perceived in the manager or chef by an Italian restaurant's employees, and its efficacy were parameters, and the organizational citizenship behavior and organizational effectiveness were the variables representing the results in the hypothesis. The study aimed to draw implications by verifying the leadership via efficacy and the impact on organizational citizenship behavior of Italian restaurants. Research design, data, methodology - For the purpose of this analysis, specific questionnaire items were configured according to the theory and efficacy of the study. From a questionnaire used in organizational citizenship behavior comprising 22 questions, six were modified to suit the research purpose of this study. The configured questionnaire comprised 5 parts and 40 items. A Likert (Likert) 5-point scale was utilized to measure responses to the questionnaire items from the employees of an Italian restaurant in Seoul who participated in the survey. For data collection, 400 questionnaires were distributed, and 344 collected. Factor analysis and reliability verification were conducted using SPSS18.0 and AMOS18.0. A covariance structure analysis was conducted to test the research hypotheses. Results - Based on the results of the analyses, the summary and suggested implications of the research are as follows: The covariance structure analysis used to analyze the kind of effect transformational and transactional leadership styles in Italian restaurant employees had on self-efficacy, group-efficacy, and organizational citizenship behavior, indicated that among the characteristics of transformational leadership (such as, idealized influence, inspirational motivation, individual consideration, and intellectual stimulation), idealized influence and individual consideration had a positive influence on self-efficacy. Idealized influence, individual consideration, conditional reward, and management by exception also positively influenced self-efficacy and altruistic and conscientious behavior (organizational citizenship behavior). Conclusions - Results suggest that with regard to self-efficacy and group efficacy, managers in different departments and chefs should provide team members with a vision for the future, increase their confidence in their abilities, and build their trust in the organization. By evaluating employee performance and experiences, management can demonstrate leadership and encourage organizational citizenship behavior through enjoyable, voluntary participation. Transformational and transactional leadership is effective in group processes that include social-exchange relationships, self-efficacy and group efficacy, and organizational citizenship behavior. However, as this research study utilizes only self-reported data, it has several limitations, such as a vulnerability of errors caused by the various experiment types. A significant limitation of this study is the lack of potential for the duplication of results. The covariance structure analysis, however, provides complementation to limit the impact of errors from self-reporting studies. A future study can extend this research by utilizing different data collection methods.

• 산경연구논집
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• 제10권3호
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• pp.73-83
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• 2019

Purpose - This study is to clarify the structural relationship between the direct supervisor and organizational commitment and organizational citizenship behavior through mediation of the Leader-member exchange (LMX) in the hospital organization, and to confirm the mediating effect of the LMX. Through this study, we will provide basic data on the aspects of HR to enhance organizational immersion and organizational civic behavior in hospital organizations, and present suggestions on academic contribution and effective organizational operation measures. Research design, data, and methodology - This study is to investigate the relationship between authentic leadership and OC and OCB of the organization member, which is proposed to secure more active and high competitiveness in the recent changing medical environment, with multi-regression and B&K(1986) method. For this purpose, 653 employees of senior hospitals in Seoul and Kyeong-In area were surveyed using structured questionnaires. Each questionnaire was composed of 7-point scale, and each hypothesis was testified by multiple leaner regression and by BK method for testifying mediator effect. Result - As a result of the analysis, it was found that the male and non-medical staff had higher recognition level than the medical staff in the LMX, organizational commitment and organizational citizenship behavior. In the senior management or more than 5 years' experience group, organizational commitment and organizational citizenship behavior were recognized higher than the group of subordinate managers. Second, authentic leadership has a positive influence on LMX, organizational commitment and organizational citizenship behavior, and LMX has a significant positive impact on organizational commitment and organizational citizenship behavior. In addition, as a result of analyzing LMX mediating effect in the relationship of authentic leadership and organizational effectiveness by BK method, LMX had partial mediating effects between authentic leadership and organizational citizenship behavior, and between authentic leadership and organizational commitment. Conclusion - Results of the study confirmed that all the members of the hospital organization that were lacking served as positive factors for the relationships of authentic leadership and LMX, and authentic leadership and organizational effectiveness. It is expected that the hospital organization will be able to suggest such as the organizational approach to expect high organizational effectiveness centering on authentic leadership ability as psychological capital.