• Journal of the Korea Society of Computer and Information
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• v.22 no.11
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• pp.151-160
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• 2017

IIn this paper, I investigate the effect of special education teachers' self-leadership on job-satisfaction. The data was collected from 141 special education teachers to analyze the correlations between self-leadership, job and life satisfaction. In addition, another purpose is to analyze how self-leadership influence on job satisfaction (human relationship, assigned tasks) and life satisfaction. The results are shown as follows. First, self-expectation and goal setting, self-expectation and human relationship, human relationship and assigned tasks have meaningful correlation. Second, self-expectation and self-rewarding are sub-factors of self-leadership that have great influence on human relationship which is a subordinate factor of job satisfaction and assigned tasks. Third, self-expectation and self-rewarding are factors of self-leadership that have a great influence on life satisfaction. Finally, it shows that self-leadership has an effect on life satisfaction through assigned task, which is a factor of job satisfaction. However, through human relationship, self-leadership does not have a meaningful effect on life satisfaction. This study is significant by finding sub-factors which influence special education teacher's self leadership, job satisfaction and life satisfaction by using Bootstrap method.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.9
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• pp.482-491
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• 2018

This study intended to identify different level of teacher-efficacy, perception of principals' leadership and peer collaboration as it pertains to a teachers' job stress and job satisfaction in Elementary school. Samples include 1,031 teachers in elementary school from Korean Children & Youth Panel Survey(KCYPS) and data were analyzed using Latent Class Analysis(LCA) to identify different patterns of teacher-efficacy and perception of principals' leadership and peer collaboration. Multivariate analysis of variance were employed to identify the influence of predictors for classification of teachers' job stress and job satisfaction among latent classes. The study found three latent classes at risk class, middle-level adaptive class, and adaptive class and results showed that each distinctive class can be identified by some of predictors. Teachers at adaptive class showed higher teacher-efficacy and positive perception of principals' leadership and peer collaboration than teachers at risk and middle-level adaptive class. Also, teachers at adaptive class showed lower job stress and higher job satisfaction than teachers at two other classes. The study suggests that help teachers based on personal profile are effective rather teacher-efficacy and perception of principals' leadership and peer collaboration.

• Korean Journal of Childcare and Education
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• v.6 no.3
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• pp.153-174
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• 2010

The purpose of this research was to investigate the effects of servant leadership, teacher development stage and organizational effectiveness. Subjects in this study were 259 teachers working at kindergartens and child care centers in Seoul and the Capital area of Korea. Servant Leadership Questionnaire(Kim, 2004), Teacher Development Stage Questionnaire(Lee, 2007), Organizational Commitment Questionnaire(Kim, 1998), Job Satisfaction Questionnaire(Kim, 2007), Teacher Job Satisfaction Questionnaire(Noh, 2001), and Job Performance Questionnaire(Kim, 1983) were used. Descriptive statistics, T-tests, Pearson's correlation, and hierarchical regression analysis were performed. Results showed that servant leadership, teacher development stage and organizational effectiveness were highly correlated with one another. Variables of servant leadership and teacher development were significant predictors of organizational effectiveness. Conclusions suggest that organizational effectiveness was multiply determined.

• Korean Journal of Childcare and Education
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• v.8 no.6
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• pp.275-300
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• 2012

This study is to investigate the meaning of pre-service educare teachers' leadership experience about program development. The participants were 41 juniors in college, majoring in Child Welfare. They attended an 'infant & young childhood educare program development and evaluation' class for 15 weeks. During the given period they made documents from reflective journals and 5 participants among them were interviewed individually. Analyzing the documents sheds light on the meaning of the pre-service educare teahcers' experience. The results are as follows. First, pre-service educare teachers got a deeper understanding and attachment about communities. Second, they did a critical analysis about well-known home and abroad educare programs. Third, they had a opportunity of reflection about their education philosophy and competences. Forth, they experienced diverse leadership that is needed from educare teacher. The results showed the implications and suggestions about pre-service teacher education for educare teacher's curriculum leadership development.

• Journal of the Korean Society of Clothing and Textiles
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• v.10 no.2
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• pp.51-57
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• 1986

This study was attempted to investigate the relationship between fashion leadership and self-confidence. Self-confidence was measured with Kim's Personality Scale, and fashion leadership was assessed with Hirschman and Adcock's questionnaire. These questionnaires were administered to 412 unmarried women in Taegu. For statistical analysis, the Pearson's Product-moment correlation coefficients, F-test, and Scheffe test were used. The results were as follows: 1. There was highly significant relationship between fashion opinion leadership and fashion innovativeness. 2. There was significant positive relationship between fashion leadership and self-confide-rice. 3. There was significant difference in self-confidence between innovative communicators and non-innovative communicators.

• The Journal of the Korea Contents Association
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• v.17 no.3
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• pp.115-128
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• 2017

The purpose of this study is to examine the influence of the distributed leadership upon kindergarten teachers' commitment of teachers. As a result of the analysis, first, the teachers' recognition on the distributed leadership at a kindergarten was confirmed to have a significant difference depending on the teaching career and the academic background. And the commitment of teachers perceived by the kindergarten teachers was identified to have a statistically significant difference according to the teaching career, academic background, and scale. Second, the kindergarten situation and the teacher leadership among sub-factors of the distributed leadership were indicated to have a positive effect on the commitment of teachers. Especially, the teacher leadership was confirmed to have a positive impact on the whole of professional consciousness, educational love, and passion, which are sub-factors in the commitment of teachers. What the distributed leadership has a positive influence upon the commitment of teachers at a kindergarten can be known to be ultimately the time when a teacher oneself fully recognizes responsibility, influence, and authority with thinking that a teacher oneself is a leader, rather than a director's leadership. Accordingly, a director's many responsibilities and authorities need to be properly entrusted so that the kindergarten teachers can display much more leadership.

• Korean Educational Research Journal
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• v.40 no.3
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• pp.85-108
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• 2019

This study examined the relationship between homeroom teachers' transformational leadership, high school students' satisfaction in school life, and learning motivation. The researchers selected boys and girls' general high school as the target population and gathered survey data. The number of participants was 606; these were students from first and second grades. Questionnaires on teachers' transformational leadership, students' learning motivation, and satisfaction in school life were measured. T-tests showed the following: As a result of the analysis of the difference of transformational leadership, the average of the teachers with careers spanning over 15 years was statistically significantly higher than those whose career spanned over less than 5 years. The group which perceived the transformational leadership of the homeroom teacher as high showed higher motivation scores than the group with lower perception. The means were statistically significant in all the sub-variables. In school - life satisfaction, the average of the former group which perceived the transformative leadership of the homeroom teacher as high was significantly higher than that of the other group.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.1
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• pp.248-258
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• 2019

The purpose of this study is to examine the relationship between self-leadership of teachers who conduct free-selection activities in kindergartens. In addition, we analyze the mediating effect of teacher self-efficacy. This study was conducted using data gathered through a survey conducted on 325 kindergarten teachers in Seoul and Gyeonggi-do areas from September 17 to 28, 2018. To analyze the data, the author used SPSS Statistics 22.0 and AMOS 20.0 programs to conduct reliability analysis, confirmatory factor analysis, correlation analysis, and structural equation modeling. The result of the verification of the hypothesis showed that self-leadership of kindergarten teachers who engaged in free-selection activities positively influenced self-efficacy. Self-leadership of teachers who employed free-selection activities had a positive effect on the expertise of teachers as well. Also, self-efficacy of kindergarten teachers positively affected expertise of these teachers. In addition, the self-leadership of kindergarten teachers mediated self-efficacy, so that the indirect effect on teacher expertise was statistically significant. Also, the direct effect of self-leadership on expertise of teachers was significant, which showed that the self-efficacy of the kindergarten teachers indirectly mediated the relationship between self-leadership and expertise of the teachers. This study showed that to enhance expertise of kindergarten teachers, this requires enhancing self-leadership of teachers. Also, in order to enhance the level of self-efficacy of teachers, necessary knowledge and skills that can enhance self-efficacy of these teachers in their working environment should be provided. In addition, someone who can play the role of active facilitator or helper is needed in order to enhance expertise of these teachers.

• Korean Journal of Human Ecology
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• v.20 no.4
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• pp.789-800
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• 2011

This study examined the relationships among principals' transformational leadership, collective efficacy and efficacy of teachers based on the survey data from 196 teachers working in day care centers in the Incheon and Gyeonggi-do areas. These valuables were all measured by teachers. The collected data were analyzed by Simple Regression and Hierarchical Multiple Regression. The main results of this study were as follows. First, principals' transformational leadership had positive effects on collective efficacy and efficacy of teachers. Second, collective efficacy of teachers had a positive influence on efficacy of teachers. Finally, the effects of principals' leadership on efficacy of teachers was totally mediated by collective efficacy of teachers. Most importantly, the collective efficacy of teachers totally mediated the positive relation between principals' leadership and the individual efficacy of teachers.

• Korean Journal of Child Education & Care
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• v.18 no.2
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• pp.183-202
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• 2018

The purpose of this study was to examine structural relationships among directors' coaching leadership, organizational culture, early childhood teachers' empowerment, teacher-efficacy and job satisfaction. The data were collected from 575 early childhood teachers and analyzed with Pearson's correlation and structural equation modelling analysis. The results were as follows: first, directors' coaching leadership was found to have a direct effect on early childhood teachers' job satisfaction and an indirect effect through organizational culture, teachers'empowerment and teacher-efficacy. Second, organizational culture was found to have a direct effect on early childhood teachers' job satisfaction and an indirect effect through teacher-efficacy. Third, early childhood teachers' empowerment was found to have a direct effect on job satisfaction and an indirect effect through teacher-efficacy. Fourth, teachers' teacher efficacy was found to have a direct effect on job satisfaction. Additionally, directors'coaching leadership was found to be the most important variable predicting early childhood teachers' job satisfaction. These results suggest that improving directors'coaching readership, organizational culture, teachers' empowerment, teacher-efficacy could help facilitate early childhood teachers'job satisfaction.