• Knowledge Management Research
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• v.6 no.2
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• pp.47-68
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• 2005

The Purpose of this study is to identify relationships between knowledge management performances and such Influence factors of knowledge Management as information technology, knowledge management process, culture & people, strategy & Leadership in Small and Medium-sized Enterprises. In order to test hypotheses, we collected data from 498 SME's employees, then analysed them by SPSSWIN. This results showed as follows; 1. All Influence factors of knowledge Management( information technology, knowledge management process, culture & people, strategy & Leadership) are to advance individual task effectiveness and organization effectiveness significantly. 2. Such Influence factors of knowledge Management as information technology, knowledge management process, culture & people are to improve business efficiency between the company. But strategy & leadership factor is not significant. 3. Influence factors of knowledge Management are different between knowledge performace factors such ac individual task effectiveness, organization effectiveness, and business efficiency between company.

• Journal of Wellbeing Management and Applied Psychology
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• v.7 no.4
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• pp.65-73
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• 2024

In modern management, leadership has become an essential strategy rather than a choice, and interest in coaching leadership is increasing. Additionally, companies face inevitable tasks such as sustainable management and ESG management, which are crucial aspects of corporate social responsibility. This is a global phenomenon, and social value management activities play a significant role in evaluating the worth of modern companies. ESG management is assessed as a decisive indicator for investors' decision-making based on various global guidelines. ESG is an important issue not only for large corporations but also for small and medium-sized enterprises (SMEs). The government is actively expanding infrastructure and providing support to enable SMEs to lead ESG management among domestic companies. However, research on the ESG management of SMEs is still insufficient, and existing ESG studies have primarily focused on financial indicators. Therefore, the necessity for empirical studies involving various variables is emphasized. This study analyzed the impact of coaching leadership on organizational innovation behavior and performance in SMEs, mediated by ESG management. According to the analysis, coaching leadership positively influences organizational innovation behavior and performance by promoting ESG management in SMEs. The findings indicate that coaching leadership has a positive impact on organizational innovation behavior and performance, while persuasion and participation of internal members are essential for success. Moreover, this study provides practical and policy implications, offering specific strategies for SMEs to effectively implement ESG management and ensure sustainability, thereby supporting long-term growth.

• Journal of the Korea Safety Management & Science
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• v.25 no.2
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• pp.59-69
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• 2023

Previous works on safety behavior have paid less attention to the influence of several leadership styles on safety behavior. Among the various leadership styles, I focus on the effect of coaching leadership on safety behavior. To be specific, this paper investigates the impact of coaching leadership on safety behavior and its underlying mechanisms (mediator) as well as contextual factor (moderator). This research examines the sequential mediating effect of perceived organizational support and organizational identification in the association between coaching leadership and safety behavior. Also, work overload will negatively moderate the coaching leadership-perceived organizational support link. My results showed coaching leadership increases employee safety behavior through the sequential mediation of perceived organizational support and organizational identification. In addition, work overload functions as a negative moderator which diminishes the positive effect of coaching leadership on perceived organizational support.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.23 no.1
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• pp.85-95
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• 2015

A responsibility of superior management in an airline has become enormous due to rapid increase of airline's organization and its network. Even though a leadership of superior management is believed to be an important factor, it is almost impossible for management to be responsible for all the areas of an airline organization. This is why leadership should be go down to working level people. Self-leadership means that working level people possess leadership, delegated by their superior persons, and improve their work environment with the leadership as well as related right and responsibility. This paper has tried to find out the components of self-leadership perceived by foreign cabin crews and analyzed the impact of self leadership into airline's organizational effectiveness. Based on empirical research results, this paper would suggest administrative and operational implications of managing foreign cabin crews in K-airline. It was found out foreign cabin crews perceive that self reward and self evaluation have a positive impact on self observation factor. The self observation factor has a significant effect on self goal. The self goal is analyzed as a major factor which results in organizational effectiveness.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.2
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• pp.261-272
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• 2022

The purpose of this paper is to investigate the influence of ethical leadership in determining the organizations' individual-type ethical climate (self-interest, friendship, and personal morality ethical climate) in reducing employee turnover intention. It seeks to identify the role of individual-type climate in mediating the association between ethical leadership and employee turnover intention. Moreover, the moderation effect of emotional exhaustion among employees on the relationship between ethical leadership and turnover intention has been researched to establish the ethical degree of leadership. Using a sample of 260 questionnaires from employees working full-time in the banking sector, the results were analyzed in PLS-SEM. The results of the social exchange theory indicated that ethical leadership is vital in shaping the workplace's individual-type ethical climate and reducing employees' turnover intention. The findings demonstrate that the relationship between ethical leadership and turnover intention is mediated by an individual-type ethical climate, which means that employees in a positive ethical climate do not wish to leave immediately. Furthermore, emotional exhaustion was found to moderate the association between ethical leadership and employees' turnover intention under high emotional exhaustion, where low ethical leadership is experienced, reporting higher levels of turnover intention.

• Journal of Information Technology Applications and Management
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• v.19 no.1
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• pp.47-59
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• 2012

A number of organizations have had big interests in studies concerning leadership and in academic areas, in not only management but also psychology. Until now, leadership has been accentuated by managers or team leaders especially. Recently, however, the concept of self-leadership directing one's own activities through self-control or self-management is being focused on in practices and in academia. This study is to investigate the influence between self-leadership strategies and learning performance in IT classes mediated by attitude of attendance focused on the social science students in two universities (Korea (121 samples) and India (106 samples)). And this research tried to compare difference between two university students. Research results can give us direction of task-taking attitudes in firms or learning attitudes in teaching organizations and implications to human resource managers who are in charge of improving learning performance or productivity.

• Journal of Information Technology Applications and Management
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• v.17 no.3
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• pp.57-69
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• 2010

Many organizations have had deep interests in studies concerning leadership and in academic areas, in not only management but also psychology. Until now, leadership has been accentuated by managers or team leaders especially. Recently, however, the concept of self-leadership directing one's own activities through self-control or self-management is being focused on practices and in academia. This study is to investigate the influence between self-leadership strategies and learning performance in IT classes mediated by attitude of attendance focused on the social science students in a university. Research results can give us direction of task-taking attitudes in firms or learning attitudes in teaching organizations and implications to human resource managers who are in charge of improving learning performance or productivity.

• Culinary science and hospitality research
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• v.14 no.4
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• pp.415-426
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• 2008

In order to cope with the severe business environment and possess the competitive advantage in the food service industry, the effect of organization culture and leadership on competitive advantage in food service companies was investigated. The friendly culture was regarded as important in relation between corporate culture and leadership. And the tendency to participate was shown to be highly correlated to leadership. Leadership and competitive advantage were influenced by the tendency to participate, differentiation and competence. The corporate culture and competitive advantage were affected by the friendly culture, differentiation and competence. Especially, the organization culture was more important than leadership. Therefore, it is necessary to execute the tendency to participate, differentiate products, service and management, and attract customers. And the maintenance of competitive power is required to develop a new product, evaluate customer satisfaction, and improve decision making, problem solving and crisis management.

• Management & Information Systems Review
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• v.11
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• pp.111-135
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• 2002

Since companies are increasingly aware of the importance of upstream and downstream organizations to their performance, companies' leaders would also like to influence operations with supply chain partners. This paper aims to study the SCM performance and the influencing factors, that is Buyer's leadership and Vendor's relationship-orientation. Also, I try to examine the mediating effect of relationship-orientation between leadership and SCM performance. The results of this study can be summarized as follow; (1) The charismatic trait and individual consideration in transformational leadership factors, and contingent reward in transactional leadership factors positively effected to the relational-orientation. But intellectual stimulation and management-by-exception did not effected to relational-orientation. (2) Only contingent reward in transactional leadership factors was significantly related to the SCM performance. (3) Relational-orientation mediated between SCM leadership and SCM performance.

• Journal of the Korean Society of Safety
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• v.33 no.6
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• pp.115-122
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• 2018

This study examined the effect of safety leadership coaching program on managers' safety management and workers' safety behaviors in construction site. Three or four managers and about one hundred workers at each site participated in this study. Safety leadership coaching program consisted of safety leadership education, goal setting, self-monitoring and feedback on workers' safety behavior, reward for three safety management behaviors; (1) safety observations of workers safety behavior and (2) providing positive feedback on safe behavior (3) providing corrective feedback on risk behavior and daily safety education for workers. Dependent variables were the percentage of safe behaviors of workers and frequency of managers' safety management behaviors. A nonconcurrent AB multiple baseline design across settings was adopted. After baseline(A), safety leadership coaching program (B) was introduced to each site. The results showed that safety leadership coaching program was effective to increase managers' and workers' safety behaviors. These results suggest that safety leadership coaching program developed in this study would be an alternative treatment technique to improve construction safety management. In addition, the implications, limitations of this study, and future studies are discussed.