• Journal of Family Resource Management and Policy Review
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• v.16 no.2
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• pp.19-39
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• 2012

Many students who attend university are worried about their future employment and academic achievement. Self-leadership is the ability to deal wisely with employment matters and to recognize the employment strategies of students who display self-leadership qualities. For this purpose, 320 questionnaires were distributed to students attending universities in Seoul. The 304 collected questionnaires were used as data for the final analysis. First, the university students' average self-leadership rate was 3.73, and their average employment rate was 3.24. In terms of self-leadership by subordinate domains, the most common strategy was to introduce "natural compensation activities", and the least common strategy was to focus on "inner compensation". For the employment strategy, "academic credit" was the best managed, and "active behavior" was the least well managed. Second, in terms of the differences in self-leadership due to social demographic variables, the self-leadership levels showed significant differences, according to their credits in general. Furthermore, they showed significant differences depending on gender and the leadership experience among the subordinate variables. Moreover, the university students' employment strategies showed significant differences according to gender, leadership experience and leadership education. Third, in terms of the difference between self-leadership and employment strategies due to psychological variables, self-efficacy and university-life satisfaction levels made significant differences in terms of self-leadership. Fourth, the group with high self-leadership levels also had highly developed employment strategies, compared to the group with low self-leadership levels. Fifth, after analyzing the social demographic variables, the psychological variables and the influence of self-leadership, it appears that the explanation level increased at each step. This study demonstrates that experiencing many opportunities that promote self-leadership during university causes students to worry about their future careers and prohibits them from developing into independent, responsible adults who can accomplish their goals.

• 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.

• East Asian Journal of Business Economics (EAJBE)
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• v.11 no.1
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• pp.53-71
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• 2023

Purpose - This study aims to find clues necessary for the direction of leadership development suitable for the current situation by exploring the direction in which leadership has been studied from the perspective of domestic researchers, along with the arrangement of leadership theories studied in various ways. Research design, data, and methodology - A total of 7,425 papers were obtained due to the search, and 5,810 papers with English abstracts were used for analysis. For analysis, word frequency analysis, word clouding, and co-occurrence were confirmed using Python 3.7. In addition, after classifying topics related to research trends through BERTopic and LDA, trends were identified through dynamic topic modeling and OLS regression analysis. Result - As a result of the BERTopic, 14 topics such as 'Leadership management and performance' and 'Sports leadership' were derived. As a result of conducting LDA on 1,976 outliers, five topics were derived. As a result of trend analysis on topics by year, it was confirmed that five topics, such as 'military police leadership' received relative attention. Conclusion - Through the results of this study, a study on the reinterpretation of past leadership studies, a study on LMX with an expanded perspective, and a study on integrated leadership sub-factors of modern leadership theory were proposed.

• The Journal of the Korea Contents Association
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• v.16 no.8
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• pp.268-277
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• 2016

The purpose of this study was to investigate the structural relationships among self-leadership, self-management, and self-confidence of golf players. In order to accomplish the purpose of this study, 447 of them were sampled through the convenience sampling. The instruments for data collection were Self-Leadership Questionnaire, Self-Management Scale1, and Sport Confidence Questionnaire. Collected data were put to exploratory factor analysis and correlation analysis, using the SPSS 18.0 program and to confirmatory factor analysis and structural equation model(SEM), using the AMOS 18.0 program. The results were as follows : First, self-leadership had positive effects on self-management, Second self-leadership had positive effects on sport confidence, Third, self-management had positive effects on sport confidence, Forth, the unstandardized path coefficient among self-leadership, self-management and sport confidence in the men was no different from that in the women.

• The Journal of the Korea Contents Association
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• v.13 no.5
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• pp.170-182
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• 2013

The purpose of this study is to examine the influence of the leadership style of a CEO of a public performing arts theater to the quality management and business performance, with a focus on the differences by the leadership styles. For this purpose, a survey was conducted with the CEO of 165 public performing arts theaters in country, from whom 98 valid replies were collected for analysis and further validation of hypothesis of this study. The validation revealed that, first, the task oriented and change oriented leadership provided positive influences to the quality management activities, while relations oriented leadership failed to do so. Secondly, the quality management activities by the CEOs of the public performing arts theaters had positive correlations with the financial performance and market performance, which are part of the business performance indices of a performance art center. Thirdly, while the task oriented and change oriented leadership styles did have influences over the business performance; it was revealed that the quality management activities wielded only indirect influence toward such elements. The relations oriented leadership style appeared to fail to influence with significance. Such results as above show that only the task oriented and change oriented leadership style of a CEO in a public performing arts theater had positive influences over the business performance, with an implication that the CEOs of such facilities shall keep this in mind and exercise such leadership styles. In addition, another implication of this study was that it is also important to give efforts to the quality management activities, which turned out to influence the business performance significantly. The implication of this study is that the study was conducted with direct participation by the CEOs themselves of public performing arts theaters in country and an examination was made to see the differences by leadership styles.

• Journal of the Korean Home Economics Association
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• v.44 no.3 s.217
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• pp.51-59
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• 2006

The purpose of this study is to determine the relevant variables of parent-leadership that influence family strength based on the transformational leadership and transactional leadership proposed by Bernard M. Bass and to investigate the primary impact of leadership on the subordinate's job satisfaction and job involvement to his/her supervisor. Therefore, this study will provide implications for the family through a diagnosis of the effect by leadership. The results of this research are as follows : 1) How is the relationship of parent-leadership and family strength? A positive correlation was found between transformational leadership scores and family strength. A negative correlation was found between nontransactional leadership scores and family strength. 2) How had transformational leadership and transactional leadership affected on the family strength? Transformational leadership had the strongest effect on family strength. How had the 7 sub- factors of transformational/transactional leadership affected family strength? Idealized influence and contingent reward had strong effect on family strength but management by except had a negative effect on family strength.

• Knowledge Management Research
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• v.9 no.3
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• pp.1-19
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• 2008

This study explored the influence of two types of conflict(task and relationship conflict) on group creativity and tested this model with a sample of 58 teams. Relationship conflict negatively influenced group creativity but, task conflict did not show the effects on group creativity. Specifically we found the moderating effects of supportive leadership and communication. Supportive leadership style moderated positively both task conflict and relationship conflict on group creativity. But controlling leadership styled moderated negatively relationship conflict and group creativity. Finally the relationship between task conflict and group creativity was moderated by communication. Overall, we suggest conflict is one of the important group process to boost group creativity and supportive leadership and communication are the important moderators to manage conflict successfully and effectively.

• Knowledge Management Research
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• v.17 no.1
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• pp.91-111
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• 2016

This study empirically investigated the relationships between servant leadership and key variables (knowledge sharing and individual creativity), and the mediating effect of affective commitment with the survey of 213 Korean employees. Based on the sample of 213 employees, the empirical results are as followings; (1) Servant leadership is positively related to affective commitment, knowledge sharing, and creativity. (2) Affective commitment partially mediates the relationship between servant leadership and knowledge sharing. (3) Affective commitment partially mediates the relationship between servant leadership and creativity. In conclusion, this study confirmed that the servant leader and members with the affective commitment may be best qualified for knowledge sharing and creative performance. When employees recognize that their managers follow the characteristics of servant leadership, then the employees are more likely to absorb in their task, which increases creative performance and knowledge accumulation. Based on the results, this study suggests an ample implication for leaders in any organization to boost their relationships with followers and to enhance their knowledge sharing and creative idea for the growth of organization.

• The Korean Journal of Health Service Management
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• v.10 no.1
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• pp.53-66
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• 2016

Objectives : The aim of this study was to identify the effects of nursing performance and innovative behavior on the self-leadership of geriatric hospital nurses. Methods : The participants in this study were 206 nurses working in geriatric hospitals in Busan, Ulsan and Yangsan City. Data were collected from October to November, 2015. A structured questionnaire was used for the data collection, and the data were analyzed with the SPSS/WIN program. Results : Nursing performance and innovative behavior positively correlated with self-leadership. The most significant predictors of self-leadership were nursing performance and innovative behavior. Conclusions : These findings suggest that nursing performance and innovative behavior were linked to self-leadership. The results of this study can be used to help develop self-leadership programs.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.42 no.3
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• pp.70-79
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• 2019

Domestic SMEs play a key role in production and employment, accounting for 98.9% of total enterprises, 74.4% of employment, 50.8% of production, and 49.0% of value added (as of 2016). However, they are faced with difficulties of survival because of continuous decrease in profitability, shortage of funds and manpower, insufficient accumulation of technology, minimum wage increase, and 52-hour workweek. In order for SMEs to continue to develop in such a difficult environment, we must constantly innovate our organization by making full use of our knowledge, information, experience and ability. To do this, CEO (management) leadership is very important to ensure that the best people are focused on the organizational innovation and management performance without moving the company. In this study, we wanted to establish empirically how the newly emerging compassionate rationalism leadership of SMEs business managers affected the innovation activities and management performance of companies. Research has shown that management's compassionate rationalism leadership has a positive and significant causal relationship with the innovation activities and management performance of the enterprise. Therefore, SMEs managers need to learn the bottom eight strategic factors of compassionate rationalism leadership and use them strategically to make efforts to create positive emotions for the organization so that members can be immersed in innovative activities and management performance creation.