• Management & Information Systems Review
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• v.33 no.2
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• pp.81-100
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• 2014

Studies on Appreciative Leadership have recently started in Korea as well. A leader in Appreciative Leadership is defined as a person who can effectively handle a mixture of various styles of leadership and suggest advice and future directions (Withney and Trosten-Bloom, 2010). Also, Appreciative Leadership can be explained as one way of appreciative leadership behavior which enables constructive accomplishment of mutually creative tasks for future through growth based on individuals' strengths, as well as a shared value system with organizational goals for all (Withney and Trosten-Bloom, 2010). Appreciative Leadership leads members of an organization toward positive inquiries and open discussions so that they become fully engaged in the organization while Appreciative Leader motivates and inspires his/her members and enables them to feel that they are of value to the organization. Study results show that Inspiration among sub factors of Appreciative Leadership has a positive impact on employees' engagement in the organization and their tasks while Inquiry positively influences in employees' organizational engagement.

• The Journal of the Korea Contents Association
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• v.18 no.4
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• pp.223-233
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• 2018

This study examined the factors influencing the suicide prevention gatekeeper participation of 299 grassroots organizational leaders in Gangwon province. For this purpose, participation of activities of suicide prevention gatekeeper was classified into performance intention and intervention level. Performed hierarchical multiple regression analysis by setting participation motives which showed a significant correlation with participation of suicide prevention gatekeeper as independent variables. As a result of the analysis, participation motives affecting performance intention were a sense of mission as a leader, benefits or rewards for activities, the meaning and purpose of suicide prevention, government policy. And participation motives affecting intervention level were invitation of public officials, the meaning and purpose of suicide prevention. Based on the results of this study, suggested implications for the participation of suicide prevention activities in community grassroots organizations and suggestions for future activation.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.235-245
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• 2022

This study confirmed the effects of leaders' behavioral integrity on organizational members' voice behavior. It verified whether trust in leaders mediates behavioral integrity and voice behavior and ascertained the moderating effect of members' psychological safety on trust in leaders and members' voice behavior through leaders' behavioral integrity. It targeted organizational members in the service industry, including insurance, securities, banks, consulting, and credit card companies, with a questionnaire survey carried out with 424 response copies. The study results confirmed a significant and positive effect of leaders' behavioral integrity on trust in leaders and voice behaviors. Second, trust in leaders was found to mediate between leaders' behavioral integrity and members' voice behavior. Third, members' psychological safety had a moderating effect on trust in leaders and members' voice behavior. When psychological safety was higher than average, there was a moderated mediating effect of psychological safety in the behavioral integrity on voice behavior with trust mediation in leaders. Therefore, this study has significance in that it was determined that trust in leaders and the psychological safety of the members are essential for leaders' behavioral integrity to enhance members' voice behavior.

• Fire Science and Engineering
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• v.27 no.6
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• pp.104-114
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• 2013

This study is intended to figure out the effects of supervisors' transformational leadership on organizational culture and innovation in the fire fighting organization. To achieve this, a survey was carried out to fire officers from the National Emergency Management Agency and Seoul Metropolitan Fire & Disaster Headquarters. The results are as follows. First, the effect of supervisors' transformational leadership on organizational culture showed that supervisors' transformational leadership had an effect on group culture, norm culture and rational culture by sub-factors of organizational culture in the fire fighting organization. Second, the effect of organizational culture on organizational innovation showed that group culture and rational culture had an effect on organizational innovation. Third, the effect of supervisors' transformational leadership on organizational innovation showed that supervisors' transformational leadership had an effect on organizational innovation. As for findings stated above, supervisors' transformational leadership had positive effects on organizational culture and innovation in the fire fighting organization. Consequently, supervisors' energetic and change-seeking leader-ship for junior staffs with existing organization-and new generation-oriented new thinking system can contribute to rational culture and development-oriented innovation based on norms in the group.

• The Journal of Korean Institute for Practical Engineering Education
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• v.3 no.2
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• pp.147-157
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• 2011

This study was conducted to investigate haw coaching leadership affects organizational members' career planning and attitudes; organizational commitment, job satisfaction and turnover intention. For this purpose, this study used as its subjects at the major companies and subsidiary companies in Korea. The independent variable coaching leadership composed of the 5 factors; guidance, facilitation, inspiration, listening and questioning. The result of the study, coaching leadership was shown to have a significant effect on career planning, organizational commitment, job satisfaction and turnover intention. The case of coaching leadership is being more, the level of career planning, organizational commitment and job satisfaction are increased and the level of turnover intention are decreased. The findings of this study are particularly important because they contribute the evidence that support the effects of coaching leadership development program in the company.

• Journal of Digital Convergence
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• v.18 no.11
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• pp.377-386
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• 2020

This study aims to examine the effect of coaching leadership on reality shock and organizational commitment of new nurses in general hospitals. Data were analyzed through the SPSS/WIN 21.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and Standard Multiple Regression. Regression analysis proved relevance of the organizational commitment model (F=6.17, p<.001), and coaching leadership had 39.2% explanatory power on reality shock. The results of the study showed that coaching leadership lowers reality shock and boosts organizational commitment of new nurses. This study provides necessary background knowledge of human and material resource management to alleviate the reality shock and help vocational adaptation to reduce turnover rates of new nurses. Hence, with such results, this study aims to provide basic information on future coaching leadership research and coaching leader defense program developments.

• Culinary science and hospitality research
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• v.20 no.4
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• pp.239-252
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• 2014

This study aimed to identify the influence of a nutrition teacher's servant leadership on cooks' empowerment and organizational commitment in school organization. For this purpose, this study selected 288 cooks working in elementary, middle and high schools located in Daegu city, and conducted a survey toward them. The collected data were analyzed with the frequency analysis, the reliability verification, the correlation test, and the multi-regression analysis. As the results testing the hypotheses, the following 3 hypotheses were chosen as valid ones. First hypothesis: A nutrition teacher's servant leadership will positively(+) influence on cooks' empowerment. Second hypothesis: A nutrition teacher's servant leadership will positively(+) influence on cooks' organizational commitment. Third hypothesis: A cook's servant empowerment will positively(+) influence on his/her organizational commitment. Therefore, nutrition teachers should exercise their servant leadership so that cooks can be responsible for the quality of school meals and perform their work on the basis of autonomy and creativity. In order to perform the role of a servant leader, nutrition teachers will need to continually get various educational, training programs for enhancing their servant leadership.

• 재활복지
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• v.20 no.1
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• pp.151-170
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• 2016

The purpose of the research is to suggest the method to maximize management achievement of the sheltered workshops with analyzing the factors of organizational competencies which affect the business performance. The study was proceeded after suggesting the research model based on discussion on the business performance of Malcolm Baldrige (1987) model which assessed as the most optimized one for evaluation of the business performance of enterprise. First, the organizational competence of the sheltered workshop impact on commercial performance and noncommercial performance meaningfully. The commercial performance affects marketing competence, administrative competence, financial competence in order of mention, and noncommercial performance affects workshop cultural competence, financial competence, leader competence, human resources competence in order of mention. Second, the organizational competence of the sheltered workshop affects comprehensive business performance including commercial and noncommercial, in order of marketing competence, workshop cultural competence, financial competence, and human resource competence.

• Journal of Venture Innovation
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• v.5 no.4
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• pp.117-133
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• 2022

Telecommuting is rapidly spreading because of the prevalence of Covid-19 but the research on the psychological characteristics of telecommuters and their attitudes(organizational commitment, job satisfaction, etc.) in the workplace is not abundant. We would like to verify whether the number of telecommuting affects social alienation and whether LMX moderates this relationship. Further, the alienation affects, in turn, job satisfaction and organizational commitment. A survey of 317 male and female workers aged 18 or older who are currently experiencing telework was conducted. The results are as follows. Firstlty, we confirmed that the number of telecommuting has a significant impact on social alienation and that LMX moderates this relationship. Secondly, we found that social alienation affects organizational commitment and that job satisfaction showed a mediating effect between social alienation and organizational commitment. Implications and limitations are discussed.

• Journal of Distribution Science
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• v.9 no.4
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• pp.63-73
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• 2011

The relationship between buyers and sellers is changing into a long-term relationship. A number of distribution channel researchers have determined that the behavior of distribution channel members can be characterized by relational exchanges. The members of relational distribution channels may be perceived as strategic partners; however, even within these arrangements, member asymmetries may exist, which can create unequal distributions of power and dependence. Thus, as all distribution channel members may not be equal in power, it is possible that a less-dependent channel leader may emerge. Therefore, leadership in distribution channels is a very important variable. Distribution channel leadership can be defined as the activities undertaken by the distribution channel leader to influence the marketing programs and strategies of channel members. A distribution channel's performance is influenced by the leadership style of the channel leader. Although research on channel leadership styles can be broadly categorized, many researchers have dealt with analyzing distribution channel leadership by using the power-influence approach, which includes looking at variables, such as power, power base, and influence strategies. Moreover, they have examined the direct relationship between leadership styles and performance. Many distribution channel scholars have attempted to justify the application of leadership styles identified in alternative leadership theories to the inter-organizational context of distribution channels. They have made suggestions regarding how great the usefulness of leadership style as a strategy is to secure the compliance of distribution channel members and have conceptually and empirically linked it to channel-related phenomena, such as manifest conflict, cooperation, channel efficiency, and effectiveness. However, as few empirical studies have examined the antecedents and consequences of leadership styles, research on leadership style can be considered nascent. Thus, it is required to investigate the antecedents and consequences of the leadership style of a distribution channel leader. This study aims to empirically identify whether there are influences of the antecedents of leadership on two different leadership styles, and to reveal whether these leadership styles induce any consequences. The research subjects were 220 franchisees. Research findings are as follows: First, the results show a positive effect of technological capability on transformational relationships. However, it does not have a significant effect on transactional leadership. Second, innovation-oriented organizational culture has negatively influenced both leaderships. However, task-oriented organizational culture positively and significantly influenced both forms of leadership. Third, the ethics of leaders has influenced both leadership styles positively and significantly. Fourth, regarding consequences, transformational leadership strengthens financial performances, whereas it weakens relational citizenship behaviors. However, transactional leadership positively influences relational citizenship behavior whilst negatively affecting financial performance.