• Journal of Korea Society of Digital Industry and Information Management
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• v.10 no.4
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• pp.251-264
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• 2014

This study aims to suggest proper types of leadership that can enhance organizational commitment by examining differences in recognition of department head leadership style. This research is to find out what kind of leadership type is the most efficient to make member committed to their organization among transactional leadership and transformational leadership. To following consequences are gained through this analysis. First, as to the types of department head leadership, the average of transformational leadership was higher than that of transactional leadership. Second, the result of this research indicates the positive impact of transformational leadership affect organizational commitment without continuance commitment at IT departments. But, at non-IT departments, all organizational commitment is affected by transformational leadership. Third, transactional leadership affects affective commitment at IT departments. But, transactional leadership may not affect affective commitment at non-IT departments. Finally, transactional leadership may not affects normative commitment at IT departments, but at non-IT departments.

• The Journal of the Korea Contents Association
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• v.15 no.4
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• pp.431-442
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• 2015

The purpose of this study is to examine the mediating effects of job satisfaction of human service employees on emotional leadership-turnover intention relationship. Additionally, this study examines chief executive's employment type differences on results of the structural relationship. To examine them, employees from 56 local healthy family support centers in Seoul and Gyeonggi-do were surveyed and 295 of them were finally analyzed. The methodology adopted in this study is the structural equation modeling and multi-group analysis. The results of this study are as follows. Firstly, emotional leadership of supervisor has a significant influence on the job satisfaction. Secondly, it was found that emotional leadership and job satisfaction have a significantly negative effect on turnover intention. Thirdly, job satisfaction works as a mediator between the emotional leadership and turnover intention. Finally, it was confirmed that emotional leadership is a signifiant factor for job satisfaction, and that the paths vary with job satisfaction according to employment type of chief executives. Based on the above findings, theoretical and practical implications are discussed.

• Journal of Community Nutrition
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• v.7 no.4
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• pp.207-214
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• 2005

The purpose of this study is to identify the transformational or transactional leadership styles of Korean dietitians. The study was completed with Korean dietitians (n = 268, $67\%$ response) using mail survey. The leadership styles were divided into transformational (including charisma, intellectual stimulation, individualized consideration) and transactional (contingent reward, management by exception) leadership found in the several literature. Overall, the score of Korean dietitians' transactional leadership was higher than that of the transformational leadership (p < .05). Among three sub-dimensions of the transformational leadership styles, the score of 'individualized consideration' was higher than 'charisma' and 'intellectual stimulation'. Between two sub-dimensions of the transactional leadership styles, Korean dietitians used more 'management-by-exception' than 'contingent reward'. ANOVA results suggested that the transformational leadership was more likely to be used by the younger dietitians, while the transactional leadership was more likely to be used by the older dietitians (p < .05). Data showed that dietitians having 3-6 year dietetic experience used more transformational leadership than other experienced dietitians (p < .05). It was also found that the Korean dietitians' leadership styles were influenced by the type of dietetic practice area. Data showed that 'charisma', 'intellectual stimulation', 'individualized consideration' and 'contingent reward' were more likely to be used by Korean dietitians from school than by dietitians from health. care and industry (p < .05). This study will be useful for dietitians to guide the application of appropriate leadership style in order to increase employees' job satisfaction as well as organizational performance. (J Community Nutrition 7(4) : $207\∼214$, 2005)

• Korean Security Journal
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• no.8
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• pp.257-280
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• 2004

This study has purpose on revealing with corroborative evidence how police manager's leadership type effects on working attitude of policeman. This study is composed of the introduction in the first chapter, theological consideration of leadership and working attitude in the second chapter, research plan and analysis in the third chapter and finally the conclusion in the fourth chapter. For the political suggestion, the program's operated by police organization can be altered its efficiency by organizing groups applying what kind of leadership to how it wed. Considering to its characteristic of police organization, the leadership is not only important factor effecting on outcome of organization but also core activity achieving the goal of organization to police manager.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.4
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• pp.1999-2011
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• 2014

This research is objective that we investigate the effects of transformational leadership type of the head of pre-school institution on its operation and management. In order to test, we selected the subject of 200 teachers at 50 preschools in Seoul city randomly and we measured leadership type of the head and the level of its operation and management to 174 pre-school teachers. Based on the collected questionnaire, simple correlation and multiple regression analyses were conducted to produce the following results: First, analyzed result, participants were higher recognition that the relationship between the institution head's transformational leadership and its operation and management, and between the two variable were significant static positive correlation. Second, we analyzed the difference between type of transformational leadership to the institution head's perceived by its teachers individuals variables. As a results, we found that the academic ability(a college to university graduation) was significant the ethical leadership and teachers gives a positive evaluation on the head's transformational leadership regardless of the teacher's background variables. Third, we analyzed the transformational leadership affect institution on its operation and management. its results, the transformational leadership was significant on its operation and management. In particular, it were affect according to the order, political leadership, educational leadership, cultural leadership. Our finding contribute that pre-school institution have to change consistently, and were asked higher quality by enhancing competition, politics and its operation and management. in order to it is important that there is transformational leadership of the head.

• Journal of Global Scholars of Marketing Science
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• v.15 no.2
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• pp.27-48
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• 2005

This study analyzed the structural elements of transformational leadership on hotel employees job satisfaction and organizational identification, and inquired into how moderating variables such as demographical characteristics and the features of hotels affect transformational leadership. The ultimate purpose of this study was to provide managerial implications to hotel business operators and hotel employees. The main results of this study are as follows; According to the result of factor analysis on transformational leadership and hotel employees job satisfaction, 18 variables were derived as two factors 'obliging leadership' & 'vision leadership' factor in the area of transformational leadership, and 31 variables were derived as four factors 'welfare and work environment', 'ability display and job stability', 'colleague relationship and job performance' and 'company policy' factor. Second, stepwise regression analysis on whether the type of transformational leadership at hotels has a significant effect on employees job satisfaction & organizational identification, 'vision leadership' and job satisfaction and the both 'vision leadership' & 'obliging leadership' among the types of transformational leadership appeared to have a significant effect on hotel employees organizational identification. Third, One-Way ANOVA and t-test in order to examine significant difference in the type of transformational leadership according to demographical characteristics and general characteristics, statistically significant difference was found according to income level, the current position, work experience, the type of hotel operation and the experience of job change.

• Journal of Agricultural Extension & Community Development
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• v.21 no.1
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• pp.177-217
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• 2014

The purpose of this study is to examine the relation between Program Satisfaction and the leadership types of who participating in the program of village lifelong education leader. The detail goals of this study are to (1) understand the concepts about the training program of village lifelong education leader. (2) study the theory related to the leadership of village lifelong education leader. (3) examine the relation between program satisfaction and leadership types by personal characteristics. The results of this study are as follows: First, there is the significant difference between the transactional leadership and the exceptive management leadership which is the transactional leadership's sub-type in age. Second, there is the significant difference between the exceptive management leadership which transactional leadership's sub-type and charisma leadership that is transformational leadership's sub-type by participated in or not the lifelong education program before. Third, the average value of the transformational leadership is more higher than the transactional leader's average value. Fourth. the ranking of the transformational leaders' activities are as follows; (1) individual relationship (2) spiritual motivation (3) intelligence stimulus (4) charisma. Fifth, the ranking of the transactional leader's activities are as follows; (1) reward to achievement (2) exceptional management.

• Management & Information Systems Review
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• v.32 no.1
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• pp.153-171
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• 2013

The subjects of following research were 663 medical practitioners working at hospitals or bigger sized medical facilities in Pusan. Among the entire research subjects, it was shown that medical practitioners are notably and positively affected when their supervisors' type of leadership was either servant leadership or transformational leadership. The types of leaderships of supervisors that are recognized by medical practitioners were transformational leadership, transactional leadership, servant leadership. The effect of supervisors' leadership according to different type of role are as following. Under the circumstance of no personal and controlled variables, the each group of different medical occupants showed notable positive effects. Nurses corresponded to transformational leaderships, while admission and discharge corresponded to servant leadership. At the same time, medical technicians were most effected by both servant and transformational leadership.

• Korea Journal of Hospital Management
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• v.21 no.2
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• pp.50-62
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• 2016

The study was conducted to compare organizational innovation depending on the leadership type of middle managers in general hospital. Moreover, the study was also to prove whether employees'readiness causes any differences to the link between leadership and organizational innovation. The result is based on 769 sheets of survey paper answered by administrations and nurses working at general hospitals or the same level of hospitals located in the metropolitan area. The methods of analysis used are as follows: reliability analysis, frequency analysis, t-test, ANOVA, multiple regression analysis, and hierarchical regression analysis. Main results of the study can be summarized as below. First, by analyzing the influence of task-behavior leadership on organizational innovation, R squre on knowledge management which is organizational innovation factor was 12.5%, R squre on creativity was 9.1%, and R squre on innovation behavior was 10.3%. Regression model appeared to be statistically significant as well. Both task-behavior and relationship-behavior leadership have influence on organizational innovation and it is learned that relationship-behavior leadership has a bigger influence on all the organizational innovation factors. Second, moderating effect of the employee's readiness is examined in terms of the link between leadership and organizational innovation. As a result, the member's readiness had positive influence when it comes to the link between leadership and organizational innovation. Also, after verifying moderating effect of readiness (ability/willingness), this study shows that ability readiness has positive influence on the link between task-behavior(or relationship-behavior) leadership and creativity, and innovation behavior while willingness readiness positively influences the link between task-behavior(or relationship-behavior) leadership and creativity & innovation behavior. To summarize results of the study, this study shows that the members who possess high readiness also have high organizational innovation, which promises their positive role in a group.

• Journal of Korean Clinical Nursing Research
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• v.24 no.3
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• pp.336-346
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• 2018

Purpose: This study was conducted to identify nurses'critical thinking disposition, self-leadership and clinical competency in small to medium sized hospitals less than 300beds. Methods: Data were collected using the questionnaire from 227 nurses in Incheon city and Gyeonggi province from March to April, 2017. The data were analyzed using t-test, ANOVA and $Scheff{\acute{e}}^{\prime}s$ test to identify differences in critical thinking disposition, self-leadership and clinical competency. Pearson correlation coefficients were used to identify the correlation among the study variables, and multiple regression was used to identify factors contributing to clinical competency. Results: There were significant differences in critical thinking disposition according to age, marital status, clinical career, career in currently working department and education about leadership. Significant differences in self-leadership were identified according to marital status, work position, working department, work type, education about leadership, and turnover intention. Clinical competency was significantly different depending on age, education, monthly income, work position, career in currently working department, work type, education about critical thinking disposition and education about leadership. Clinical competency was positively correlated critical thinking disposition and self-leadership. Critical thinking deposition, monthly income and self-leadership explained 30.1% of clinical competency of nurses working in small to medium sized hospitals. Conclusion: The results of this study suggest that we need to improve nurses'critical thinking disposition, self-leadership, and the clinical competency.