• International Journal of Advanced Culture Technology
• /
• 제8권2호
• /
• pp.48-57
• /
• 2020

This study aims to examine the impact of Korean paternalistic leadership under a hierarchical structure on employee voice and also to compare the differences in leaders' behaviors-authoritarian, benevolent, and moral, and the effects on employee voice between governmental organizations and Quasi-government organizations. The sample of governmental organizations includes 195 employees under job control from at least middle-range or higher managers at local governments and local police agencies in Daegu and Busan metropolitan. The other sample also includes 189 employees reporting directly to managers with job control in public enterprises and government-funded Korean institutes in the same cities. This study employs t-test and regression analysis to test presumed hypotheses. As the results of the analysis, there is a significant difference in authoritarian leadership between governmental organizations and Quasi-government organizations, but both benevolent and moral leadership are not. Benevolent and moral leadership are positively related to employee voice, but authoritarian leadership is not. Based on the analytical results, this research suggests the theoretical implications and the limitations on the applicability of paternalistic leadership into the Korean cultural context for an expanded understanding of leadership theory and practical implications for managers in terms of improvement of employee voice.

• 한국철학논집
• /
• 제36호
• /
• pp.43-74
• /
• 2013

본 논문의 목적은 18세기 호학(湖學)의 종장이었던 남당 한원진의 김창협 지각론에 대한 비판을 구체적으로 분석해 보는 것이다. 당시 호락논쟁에서 지각과 관련된 논쟁을 주도했던 인물은 김창협이었고, 따라서 당시의 지각 담론은 대체로 그에 대한 찬반 논의로 전개되는 양상이었다. 낙학(洛學)와 대립한 한원진에게 농암설을 성공적으로 반박하는 것은 호학(湖學)의 학파적 입장을 정립함에 있어 주요한 사안이었다. 쟁점은 주로 지각의 연원에 관한 문제, 혹은 지(智)와 지각(知覺)의 관계에 관한 문제였다. 김창협은 지(智)와 지각(知覺)가 본질상 별개의 범주에 속하며 양자 간에 체용(體用)의 관계가 성립하지 않는다고 본다. 그는 지(智)와 지각(知覺)의 관계를 실현되어야 할 '도(道)'와 그것을 실현해야 할 '기(器)'의 관계, 또는 객체(所)와 주체(能)의 관계로만 보는 입장을 정식화한다. 나아가 김창협은 심(心)의 지각활동이 본성과 직결된 것이 아니며 그로부터 비롯되는 것도 아니라고 주장하여 심(心)의 독자성을 강조한다. 한원진은 그러한 김창협의 구도가 성(性)과 심(心)을 분리하며 궁극적으로 본성이 아니라 마음을 본체로 삼는 오류에 빠질 수 있음을 경계한다. 그는 심(心)의 지각활동이 본성이라는 절대적 근거가 없이 이루어진다면, 결국 지각은 자의적으로 대상과 관계맺는 맹목적인 인지활동에 지나지 않게 된다고 본다. 만약 본성에 근거하지 않더라도 지각이 도덕적 성격을 띠게 된다고 가정할 경우, 이는 본성이 아니라 마음 자체에 도덕의 근거가 내재한다는 얘기가 되므로 결국 본체를 성(性)과 심(心) 둘로 나누는 셈이 되고 만다. 한원진에 따르면 인간의 지각이란 도덕본성에 근거하여 이루어지는 활동이어야 한다. 그렇게 볼 때 김창협이 도덕실현의 주체로서 지각의 역할을 강조하는 입장이라면, 한원진의 경우 도덕실현을 가능케 하는 본원으로서 지(智)의 위상을 중시하는 입장에 선다.

• 간호행정학회지
• /
• 제4권1호
• /
• pp.5-17
• /
• 1998

The Purpose of this study is to find out differences among the leader's traits on the hierarchy of Nurse managers in Nurse system of the hospital. In this study 152 managers over head nurse working in 6 University hospitals and 5 general hospitals were selected and the questionary paper answered by them was collected from 1st to 30th in September in 1997. The measuring instrument used in this study is the one integrated and classified by Stogdill (1981), which nurse professor and 2 students of the master's course translated and modified with myself. And its validity was verified through making a test on 130 nurses. The measuring instrument used in this study is made up of 4 items about physical characteristics, 3 items about social background, 4 items about intelligence and ability, 17 items about personaity, 6 items about task-related characteristics, 9 items about social characteristics and 8 items about general background in the triats of leader. And this instrument is made to be marked using five point Likert type. It's reliability is Cronbach's Alpha =.93. The data for study were analyzed through SPSS/PC+ The result of this study are as follows: 1. The order in importantly perceptible degree of the leader's traits showed like these: the intelligence and ability (M=4.683), the task-related characteristics (M=4.605), the personality (M=4.39), the social characteristics (M=4.327), the social back-ground (M=4.056), the physical characteristics (M=3.601). 2. The order in degree to percept the importance of 44 detailed items of the leader's traits showed like these: the judgement and decisiveness (M=4.967), the sense of responsibility (M=4.904), the activity and energy (M=4.796), the self-confidence (M=4.776), the creativity (M=4.748), the intelligence (M=4.743), the responsibility in the pursuit of objectives (M=4.743), the enthusiasm (M=4.717), the objectivity (M=4.704), the moral sense and ethical conduct (M=4.704), the ability to enlist cooperation (M=4.694), the strength of conviction (M =4.678), the enterprise (M=4.691), the administrative ability (M=4.678) and the cooperativeness (M=4.638) 3. As the result of analyzing the leader's trait differences on the hierarchy of nurse managers in six factors of the leader's traits, the social background showed the meaningful differences(F=4.983, P=0.008). 4. As the result of analyzing the leader's traits defferences made from the upper first to 15th rank among the detailed items of the leader's trait factors on the heirarchy of nurse managers, the meaningful defferences appeared in the following items: the objectivity(F=3.413, P=0.033), the creativity (F=3.550, P=0.031), the sense of responsibility(F=3.345, P=0.049), and the administrative ability (F=3.363, P=0.037). 5. As the result of analyzing the leader's trait factors in general background, only the social background of 6 leader's trait factors showed the meaningful differences according to the working place (F=4.057, P=0.008). The study shows that we should consider the above leader's trait factors in selecting nurse managers and that we should develop the educational program for hierarchy of nurse managers urgently.

• 한국문헌정보학회지
• /
• 제26권
• /
• pp.35-51
• /
• 1994

This article presents the role of children's librarian in the age of information. Preparing the 21st century, there should have been to identify the humanities of health, independent, creative, and moral fact with educating children in future Korea. Children's library should service all the children to improve the information skill and technology, to creat a whole person with high order intellectual thinking skill for the consumer, the voter and the leader of the next generation. It has been identified that the children's librarian should playas a mediator of literacy and culture of children, a creating counselor of personality, a negotiator of recoginating all knowledge, and a leader of the information skill or communication skill in the children education at the 21st century.

• Journal of Construction Engineering and Project Management
• /
• 제6권4호
• /
• pp.15-23
• /
• 2016

The construction industry suffers from declining productivity and lack of trust between stakeholders and among the public. Increasing technical, regulatory, environmental and ethical challenges face the sector and necessitate a new type of leader. Authentic leadership is a relatively new construct that focuses on a leader demonstrating self-awareness, relational transparency, an internalized ethical and moral perspective and balanced processing. This study uses the Authentic Leadership Questionnaire to measure construction superintendent's levels of authentic leadership and compares them to effectiveness ratings. There is a correlation between higher authentic leadership scores and effectiveness and this study concludes that authentic leaders are more effective superintendents.

• Strategy21
• /
• 통권42호
• /
• pp.293-317
• /
• 2017

A series of immoral conducts are repeatedly occurring by some commanders and high-ranking officers in the ROK navy. They are seriously compromising not only harmony and solidarity of the organization, but also pride and morale of members of the service. They seem to be results of the fragile ethical background of the service as well as of failures in military education and training on ethics. This paper sees backgrounds of weak ethical foundations of the navy as follows: the enduring legacies of cultural factors, such as the toxic military culture of the Japanese colonization, dark side of mariners' traditions, the sea-aversive Confucian culture, and unique characteristics in any small organization or society, etc... This paper also suggests the current ethnic systems of the navy are primarily based on responsive measures against misdeeds, rather than fundamental prescriptions for immoral behaviors, in the absence of ethical instrument for warriors. The paper also emphasizes the importance of developing character-based leadership, founded on, above all, respects for human integrity and strong sense of honor. Moreover, the importance of accountability in charging the command, as advocated by the US navy, is also stressed in order to establish a more robust ethic ground within the navy. Based on these analyses, the author proposes that in order to become a stronger and healthier fighting force, the navy needs to make continuous command efforts and organizational innovations to improve ethic principle and moral standard of the service, to strengthen ethics of naval leaders by a robust system of ethical education and training programs, and ultimately to solidify a navy culture in which moral passions and energies are spreading over.

• 동양고전연구
• /
• 제34호
• /
• pp.7-38
• /
• 2009

"대학(大學)"에서는 오늘날 사회에서 필요로 하는 수신적(修身的)[도덕적(道德的)] 리더쉽에 대해 논의하고 있다. 대학에서는 먼저 강령(綱領)의 지취(指趣)로써 도덕적 지도자가 갖추어야 할 인성(人性)으로 두 가지를 들고 있는데, 그것은 첫째, 본성을 완성하고 자수(自修)를 완성한 사람이어야 한다. 두 번째는 사회의 구성원들이 각자의 위치에서 각자 맡은바 일을 하면서 정명(正名)을 이룰 수 있도록 하는 사회적 권위체이어야 한다는 것이다. 또한 "대학(大學)"의 수신적 지도자론에서는 단계와 연계 윤리가 있다. 그것은 수신으로부터 평천하의 단계적 발전이 있고, 또한 제가를 수신하듯이 하는 수신제가의 연계 윤리, 치국을 제가하듯이 하는 제가치국의 연계 윤리 등이 성립한다. 둘째로, 지어지선(止於至善)의 원칙이 있다. 그것은 명명덕(明明德)과 친민(親民)을 최고의 선에까지 이르게 하는 것이다. 다음으로 "대학(大學)"에서 말하는 도덕적 지도자가 이러한 인성을 갖추기 위해서 구체적으로 수행해야 할 두 가지의 학문강목(學問綱目)이 있는데, 그것은 크게 명덕지방(明德之方)과 친민지방(親民之方)의 두 단계의 공부라 볼 수 있다. 명덕지방(明德之方)에는 격물(格物), 치지(致知), 성의(誠意), 정심(正心)의 수기(修己)의 전제조건이 있는데, 격물치지(格物致知)란 도덕적 지식을 극에 이르게 하는 것이고, 성의정심(誠意正心)이란 자겸과 위선거악의 공부가 말할 수 있다. 명덕지방에는 또한 수신의 결과라 볼 수 있는 화민성속(化民成俗)의 평천하(平天下)가 있다. 화민(化民)은 사회 구성원 간의 화합과 평등, 정의의 실현을 말하고, 성속(成俗)은 혈구(?矩)의 도(道)로써 백성을 사랑할 것, 민심을 얻을 것, 덕(德)을 갖출 것, 충신을 실천하는 선인(善人)이 될 것, 생재(生財)의 도(道)를 이룰 것, 인(仁)을 실천할 것 등의 내용이 있다. 다음으로 다른 하나의 학문강목(學問綱目)은 친민지방(親民之方)이다. 친민지방은 수신의 공효로 나타나는 것으로, 여기에는 효제자(孝弟慈)의 수신제가(修身齊家) 연계 윤리와 충경치(忠敬治)의 제가치국(齊家治國)의 연계 윤리가 그 주된 내용이다.

• 유통과학연구
• /
• 제12권6호
• /
• pp.41-48
• /
• 2014

Purpose - This study aims to investigate a solution to reduce the negative reactions arising from the performance of duties or the job distress of workers in the service industry, because human resource statistics regarding workers in the service sector have been unreported, while concerns regarding exposure to emotional exertion and poor working conditions have been continuously increasing. Research design, data, and methodology - This study specifically focused on workers in highway service areas. It differs from previous studies because it involves the perspective of the person-organization fit and regards workers' cognition of leaders through the psychological distance toward the leader and the contact frequency between workers and leaders within the framework of the leader-individual fit. Moreover, this study highlights the role of the self-leadership of workers as an important factor that becomes manifested in the individual-level fit to the organization. Hence, this study investigates whether the positive role of the above factors, in turn, could reduce job distress. Workers from highway service areas in Gyeonggi-do province provided data; 141 valid questionnaires are collected. SPSS 19.0 and AMOS 19.0 were used to test the reliability and validity of constructs. Simple regression, multiple regression, and 3 step mediation tests were used to test the hypotheses after the correlation tests. Results - Results indicated that leader-member contact frequency and psychological distance have negative effects on job distress but positive effects on self-leadership. A mediation test revealed that self-leadership, in the relationships between contact frequency and job distress and between psychological distance and job distress, resulted in partial mediation and full mediation, respectively. Conclusions - The result can be understood through two different possible explanations. First, service area workers generally possess a positive perspective toward their leaders. This can be interpreted to mean that increased contact frequency and psychological distance would be considered as supports from the leader, rather than intrusive controls or management schemes. Therefore, the management in highway service areas should invest efforts in increasing contact frequency as well as maximizing psychological similarities by adopting the viewpoints of workers in terms of moral and ethical management, to reduce the workers' job distress. The results relating to self-leadership also indicate that increased contact frequency must be accompanied by intentions for the effective promotion of workers' self-leadership. It also signifies the necessity of a strategic approach by leaders to induce workers to perceive "in-group"ness as suggested both by the similarity-attraction theory and by the social identity theory. In addition, the results of the mediation test of self-leadership indicate that because workers' self-leadership activates upon increased contact frequency by the leader, it should not be a means of control and should not be utilized only from the perspective of management. It is also suggested that strategies such as transfer of authority could have a positive effect in promoting the expansion of self-influence from workers.

• 안보군사학연구
• /
• 통권4호
• /
• pp.45-82
• /
• 2006

This paper seeks to search for wisdoms that may be applied to modern leadership through Tasan Jeong Yakyong's ideology, ShilHak, from the Chosun Dynasty. The present period is referred as the period of transformation and innovation or the period of knowledge information The leadership appropriate for the current period is thus called revolutionary leadership. This leadership accomplishes its goals by influencing the constituent's values, ethics, behavioral norms, and visions based on the leader's moral values, knowledge, and information. Thus, the essence of this paper is in acquiring wisdoms of leadership by company revolutionary leadership with Tasan's life. Tasan pursued change and innovation in a time where Chosun was in a state of decay by following the flow of world powers towards the concept of studying truth based upon facts such as changing the system of thought, reforming legislation, and developing technology. Moreover, he gave courage and hope to the people by demonstrating such leadership in practice. In addition, despite false accusations and spending 18 years in exile, he showed revolutionary life as an active intellectual by leaving 542 volumes of writing through his 'value innovation' that he "pursue things only for the people and the state." Consequently, the paper first deals with what kind of leadership is required for a leader in the position of a general and examines the kind of leadership capacity demanded. Subsequently, Tasan 's revolutionary life and hints of leadership messages in MokMinSimSuh are examined. Thus, this paper is centered upon the leadership of generals regarding how MokMinShimSuh may be applicable to modern leadership.

• 디지털융복합연구
• /
• 제20권5호
• /
• pp.139-148
• /
• 2022

조직성과는 상사의 행동과 직결되기 때문에 다양한 리더십의 중요성은 지속적으로 강조되어 왔다. 리더십의 유형과 역할은 다양하지만 중국 조직은 사회적 책임을 지속적으로 강화하고 조직의 지속적인 발전과 성과 향상을 위해 윤리적 요소를 요구하고 있다. 이러한 현상을 바탕으로 본 연구는 중국 조직 내에서 조직 구성원들 상호작용과 상사의 초점을 맞추고 있다. 성과 측면에서는 오늘 혁신이 요구되는 상황을 바탕으로 구성원들의 혁신행동에 초점을 맞췄다. 나아가 윤리적 리더십이 구성원 혁신행동에 미치는 영향, 구성원 상사의 신뢰에 대한 다중 직렬매개 효과를 검증했다. 본 연구는 중국 중소기업 종사자 330명을 대상으로 설문을 진행하였고 지금까지 중국 중소기업에서 상호작용 공정성이 조직 구성원들의 창의성에 대한 영향력을 검증하였다. 더 나아가 창의성을 향상시키는 변수를 탐색함과 동시에 창의성을 향상시키는 방안을 모색하는데 초점을 둔다.