• The Korean Journal of Franchise Management
• /
• v.6 no.1
• /
• pp.42-68
• /
• 2015

As franchise industry has grown, the role of a supervisor who is a contact point between franchisor and franchisees has become more vital to success of the business. This research, focusing on his/her specific role, explores communication type, leadership type, and followership type of the supervisor in relations with the organization, franchisor, and franchisees, respectively. Furthermore, we compared performance of franchises by the three types above through the franchise contract management leverage (FCML) which reflects business performance both qualitatively and quantitatively. According to the analysis on supervisors of a franchise business, 'Ganiyeok', the majority of supervisors' communication type were either supportive style or directive style. For the leadership type, team-type and impoverished-type leaders were the majority, while effective or passive followership appeared highest in followership type. In addition, supportive supervisors in communication style, team-type supervisors in leadership style, and effective supervisors in followership had highest FCML, while reflective and directive styles, impoverished style, and passive style had lowest FCML. Primary goal of a franchise business is stable profit generation. This study not only examined what characteristics supervisors need and which style is insufficient, but also proposed tailored solutions for each style. Thus, we confirmed that debates on franchise can be approached in perspective of both communication and business, and we further suggest diverse approaches on future franchise business.

• Health Policy and Management
• /
• v.20 no.3
• /
• pp.73-103
• /
• 2010

This study aims to explore how the transformational leadership (consisting of three factors"charisma, individualized consideration, and intellectual stimulation) and the organizational culture (typified by developmental, rational, consensual, and hierarchical culture) are related to the organizational effectiveness (consisting of job satisfaction, organizational commitment, and intention to leave a job) of dental clinics. We found the following empirical results through a survey of 378 persons who work in dental clinics. Firstly, the respondents acknowledged charismatic leadership as the typical type of leadership ; as for organizational culture, a culture of consensus is recognized as the representative type. Secondly, transformational leadership has different effects according to the type of organizational culture: a positive influence in developmental and rational cultures, but a negative influence in consensual and hierarchical cultures. Thirdly, developmental culture has proven to be the most suitable for increasing job satisfaction and organizational commitment. The developmental, rational, and consensual cultures have all contributed to reducing intention to leave among clinic staff, whereas in the hierarchical culture, intention has been elevated. Fourthly, transformational leadership has a positive effect on the job satisfaction and organizational commitment; the intent to leave has been lessened under individualized consideration and charismatic leadership, but has been increased under leadership of intellectual stimulation. Fifthly, it is consideration and charisma that help to increase organizational effectiveness. These influences will become more effective through a developmental culture. Based on the above empirical results, we propose practical measures to improve the organizational effectiveness of clinics, in particular dental clinics. In order to build developmental culture, the doctor (manager) should produce an atmosphere in the clinic in which staff members are able to create and jointly own ideas and then promote awareness of staff participation. Additionally, in order to bring leadership of charisma and consideration into full play, the doctor should shape a relationship of mutual trust mainly by recognizing and praising the work of clinic staff. Finally, the doctor needs to acknowledge that organizational effectiveness can be significantly improved by increasing the transparency of the business.

• Korean Journal of Childcare and Education
• /
• v.11 no.1
• /
• pp.83-100
• /
• 2015

The purpose of this study is to find out the effects of directors' leadership style and the type of decision-making on improving child care teachers' job satisfaction which is essential to operate high-quality nursing. The survey method was used for 184 child care teachers who work for child care centers. The collected data were analyzed using one-way analysis of variance and posteriori test to find out the differences in teachers' job satisfaction according to their recognition of directors' leadership and decision-making. The result showed that differences exist in child care teachers' job satisfaction according to the leadership and decision-making of directors as recognized by the teachers. The score of child care teachers' self-development, work, welfare & social stability related to job satisfaction hit the highest when directors' leadership type was efficiency-centered. Similarly, participatory decision-making type, which is the most ideal type, scored the highest in all sub-components of job satisfaction in the case of directors' type of decision-making. This implies that the directors who prefer positive leadership and democratic participatory decision-making type increase teachers' job satisfaction which will positively affect the child care centers' qualitative development.

• Journal of Digital Convergence
• /
• v.19 no.6
• /
• pp.163-174
• /
• 2021

This paper investigated the role of CEO leadership in the relationship between Korean small firm's competitive strategy and performance. This study conducted an empirical analysis by collecting data through a questionnaire survey targeting small firms in Korea. The main findings of this study are as follows. First, it was found that the competitive strategies of small firms all had a positive effect on the performance, and it was found that a strategic consistency rather than the type of strategy was positive for firm performance. Second, it was found that the type of leadership of the CEO should also be changed according to the type of strategy. Specifically, it was found that transformational leadership was more appropriate for differentiation strategies, and transactional leadership was more appropriate for cost advantage strategies. This study clarified that the pursuit of a strategic consistency is more important than the type of strategy in the competitive strategy, and that the CEO needs to pursue an appropriate leadership style according to the competitive strategy.

• Knowledge Management Research
• /
• v.23 no.3
• /
• pp.111-128
• /
• 2022

The purpose of this study is to identify the difference in happiness of workers depending on the perceived leadership types in a big company in Korea. The research objectives were 1) to identify the managers' leadership types which their workers perceive in a big corporate organization, and 2) to analyze the difference in a degree of workers' happiness according to the types of manager's leadership. To this end, a latent profile analysis was conducted. The research results are as follows. There were four types of leadership: 1) the Elite type which shows perfect ability in each area of self-management, task management, people management, and organization management, 2) the Competent type which has excellent self-management skills, good levels of task management and organizational management skills, but relatively poor people management skills, 3) the Self-centered type with the average levels of self-management, task management and organization management but with the poor level of people management skills, and lastly 4) the Passive type with the average level of self-management, somewhat low levels of task management and organization management skills and the poor level of people management skills. In addition, there was a statistically significant difference in the degree of happiness of workers according to the manager's leadership type. This study is meaningful in that it presented the leadership types of managers in a big company through the latent profile analysis and provided its implications on the workers' happiness.

• Journal of Korean Library and Information Science Society
• /
• v.33 no.4
• /
• pp.125-147
• /
• 2002

The purpose of this study was to find out how the leadership of superiors at the university library - transformational and transactional leadership - could affect the job satisfaction of subordinates. For this purpose, verification was performed with the subject of 155 librarians working at 11 university libraries in Busan. The following are the results of this study. 1) There was positive correlation between the leadership type of superiors and the job satisfaction of subordinates. Transformational leadership turned out to have higher correlation with job satisfaction than transactional leadership. 2) Intellectual stimulation·inspiration affects promotion practices and supervision style. 3) When analyzing the controlling effect of individual characteristics, only gender and marital status are used as a controlling variables between transformational leadership and job satisfaction.

• The Journal of Korean Academic Society of Nursing Education
• /
• v.22 no.4
• /
• pp.441-451
• /
• 2016

Purpose: This study aimed to examine the effects of personality characteristics and decision making type on the self-leadership of nursing students. Methods: The participants were 336 nursing students using a self-report questionnaire. Data were analyzed using a t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficients, and stepwise multiple regression. Results: There were significant positive correlations between self-leadership and extraversion (r=.50, p<.001), agreeableness (r=.22, p<.001), conscientiousness (r=.60, p<.001), openness to experience (r=.36, p<.001), and rational style (r=.47, p<.001). However the correlation between self-leadership and dependent style was significantly negative (r=-.11, p=.044). Conscientiousness (${\beta}$=.60, p<.001), extraversion (${\beta}$=.28, p<.001), and rational style (${\beta}$=.21, p<.001), openness to experience (${\beta}$=.18, p<.001), and degree of leadership level (${\beta}$=.10, p=.020) were identified as factors affecting self-leadership. The explanation power of this regression model was 50.0% and it was statistically significant (F=67.52, p<.001). Conclusion: The results of this study indicated that effective self-leadership programs should be developed by including conscientiousness, extraversion, openness to experience, and rational decision making.

• Korean Journal of Childcare and Education
• /
• v.8 no.5
• /
• pp.111-127
• /
• 2012

The purpose of this study was to investigate the effects of directors' leadership and teachers' self leadership on teachers' efficacy. The participants were 217 teachers in private day care centers. LBDQ (Halpin, 1967), RSLQ (Houghton & Neck, 2002), and a teachers' efficacy questionnaire (Kim & Lee) were used. The data collected were analyzed by SPSS 18.0. The results of this study were as follows: First, teachers cognized that directors' leadership was very high. Second, directors' leadership was clustered by 4 types: human oriented, task oriented, leader and deficient type. And, teachers' efficacy was clustered by 4 types: leader, restricted, compensated and task oriented type. Third, directors' task oriented leadership, human oriented leadership, and teachers' self leadership (self punishment, self-goal setting, self observation and self esteem) affected teachers' efficacy. And directors' human oriented leadership and teachers' self leadership (self punishment and self-goal setting) affected teachers' personal efficacy.

• The Korean Journal of Community Living Science
• /
• v.15 no.4
• /
• pp.45-60
• /
• 2004

The purpose of this study was to set related variables for leadership measurement in the leader of a community organization as an effort to Community development constantly. Therefore, in this study, first, various theories on leadership were reviewed. Second, approaches and variable relationships were reviewed by leadership theory study. Third, leadership measurement variables were set based on Bass's Transformational theory, one of new trend theory, to measure the leadership of the community organization leader. As a follow up, clear and scientific analysis, through empirical analysis, based on the variables set in this study will be made to measure leadership of a community organization after creating investigation tools based on the variables set in this study A literature study was mainly used. 'Human Behavior' by Dr Han-geom Lee, 'Leadership Theory' by Eung-seop Shin, many other related books, articles of the Human Relation Organization Association, and theses and Bass's writings. Major findings of this study, through the literature study, were as follows. As conventional leadership theories, characteristics theory, behavior theory and situational leadership theory were proposed. First, characteristics theory searches the characteristics of an effective leader. It proposes that effective leaders and ineffective leaders have different characteristics, respectively. Therefore, it proposes to study the leader's characteristics. However, there is not a flexed definition for leader's characteristics. Scholars make different definition on leader's characteristics, and they are very subjective. Thus it cannot be a valid theory. Second, behavior theory describes how the leader behaves to his fellows. It studies leader's behavior focusing on what type and what combination is the most effective in all situations. However, it has weakness in that it focuses on a leader's behavior only, and ignores the situational features. Third, situational theory describes the relationship between leadership type and situation. It suggests that there is not a single leadership style that can suit all situations. It emphasizes the relationship between leadership type and situation. Although situational theory considers more variables than characteristics theory or behavior theory, it also sees situations as static and flxed. Although Fiedler's theory tried to comply with situations, he did not analyze interactions between a leader and his fellows.

• International Journal of Advanced Culture Technology
• /
• v.9 no.3
• /
• pp.202-211
• /
• 2021

Teachers play a key role in influencing students' school lives, but many researchers have tried to improve school satisfaction in various aspects. And counselors are a special type of Chinese university teachers, and not only have the characteristics of university teachers, but also have daily administrative management functions related to students' school life. In this paper, we demonstrated the effect of college counselors' ethical leadership and authentic leadership on school satisfaction among Chinese university students. In addition, it also verified the mediating effect of organizational identification in this process. As a result of empirical analysis, ethical leadership have both positive effect on organizational identification and school satisfaction. Similarly, authentic leadership also have positive impact on organizational identity and school satisfaction. In addition, organizational Identification has a positive effect on school satisfaction. Furthermore, organizational identification has also been proven to mediate the relationship between both two types of leadership and school satisfaction. Finally, we found that authentic leadership was more influential than ethical leadership in increasing school satisfaction levels.