• 한국치위생학회지
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• 제23권6호
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• pp.441-449
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• 2023

Objectives: This study was conducted to analyze the factors influencing the positive psychological capital, growth mindset, and self-leadership of dental hygienists in the Seoul and Gyeonggi regions with regard to their retention intention. The findings would serve as basic data for improving the retention intention. Methods: The methods espoused for analysis comprised independent sample t-test and ANOVA for group comparisons, Pearson's correlation analysis for examining the correlation between variables, and multiple regression analysis for identifying factors affecting retention intention. Results: Positive psychological capital was higher among those under the age of 27 and employed in dental clinics. Growth mindset was higher among those with less than three years of work experience and those working in clinics. Self-leadership was higher among those aged 28-31, and retention intention was higher among those under the age of 27 and with less than three years of work experience (p<0.05). A correlation was observed between positive psychological capital and self-leadership (r=0.760), self-leadership and retention intention (r=0.514), positive psychological capital and retention intention (r=0.505), positive psychological capital and growth mindset (r=0.337), and growth mindset and self-leadership (r=0.245) (p<0.001). Factors influencing the intention to stay at work were self-leadership (β=0.309) and positive psychological capital (β=0.242) (p<0.05). Conclusions: In order to improve dental hygienists' retention intention, it is necessary to devise strategies for improving positive psychological capital and self-leadership.

• International Journal of Advanced Culture Technology
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• 제12권1호
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• pp.60-74
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• 2024

Due to the relative lack of concerns and research on organizational career development in startups, we study aimed to reveal the impact of shared leadership in startups on organizational career development through organizational commitment. The research method was an online survey targeting 200 startup members from April 11 to April 28, 2023, and a total of 195 copies were used in the final analysis. As a result of the study, first, among the shared leadership of startups, development and mentoring were found to have a positive impact on emotional commitment. Second, among the shared leadership of startups, planning and organizing, support and empathy were found to have a positive impact on continuous commitment. Third, planning and organizing, support and empathy had a positive impact on normative commitment. Third, among startups' shared leadership, planning and organizing, support and empthy had a positive impact on normative commitment. Fourth, emotional and continuous commitment were found to have a positive impact on improving career goals in organizational career growth. Fifth, emotional and continuous and normative commitment were each found to have a positive influence on the development of professional abilities in organizational career development. Lastly, emotional, continuous and normative commitment were all found to have a positive influence on the speed of promotion in organizational career growth. As a result, it is expected that the results of this study will be able to suggest shared leadership policy directions and goals for startups.

• 품질경영학회지
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• 제50권1호
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• pp.91-104
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• 2022

Purpose: The purpose of this study is to analyze the effects of supervisor's coaching leadership on positive psychological capital and organizational commitment of organizational members in order to investigate the effect of supervisor's coaching leadership on organizational effectiveness in modern organizations. Methods: In this study, a survey was conducted on members of the organization in the company, and the hypothesis was verified using statistical analysis methods. Results: The results of this study are as follows. First, it was found that promotion and guide as coaching leadership of supervisors had a positive effect on positive psychological capital. Second, it was found that the supervisor's guide had a positive effect on the employee's organizational commitment. Third, it was found that positive psychological capital had a positive effect on organizational commitment. Finally, it was found that the guide had a significant effect on organizational commitment through positive psychological capital. Conclusion: This study suggested that it is necessary to enhance organizational effectiveness by effectively demonstrating the coaching leadership of superiors at the organizational level.

• International journal of advanced smart convergence
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• 제13권1호
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• pp.152-161
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• 2024

The purpose of this study sought to determine the impact of shared leadership perceived by organizational members on team effectiveness and team learning behavior. For this purpose, the results of the empirical analysis of 206 organizational members are as follows. First, shared leadership was analyzed to improve team effectiveness. Second, shared leadership had a positive effect on team learning behavior. Third, team learning behavior was statistically significantly analyzed for team effectiveness. This study confirmed the importance of shared leadership, which has a positive impact on team effectiveness and team learning behavior. This may require building a new culture that can demonstrate the inherent leadership of organizational members in the influence relationship between shared leadership, team effectiveness, and team learning behavior. In other words, in order to systematically demonstrate and implement shared leadership, the execution ability of executives, managers, and working-level managers is important. To this end, it is necessary to build an organizational culture that matches the characteristics of the organization and develop and continuously implement human resource development systems and programs that can implement this.

• 융합경영연구
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• 제6권2호
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• pp.21-29
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• 2018

Purpose - This study aimed to check the influence of job characteristics of members of small and medium businesses on authentic leadership awareness of superiors and organizational citizenship behavior, and if the MPS between awareness of authentic leadership and organizational citizenship behavior mediated. This study aimed to find the influence of job characteristics of SMEs members on leadership awareness and organizational citizenship behavior, and the role of motivating Potential Score. Research Design, Data, and Methodology - Total of 150 valid questionnaires were collected. Frequency analysis, descriptive statistical analysis, correlation analysis, simple & multiple regression analysis, and 3-step mediated regression analysis were conducted. Results - The sub-factors of job characteristics all had positive influence on authentic leadership except skill variety and positive awareness on authentic leadership enhances organizational citizenship behavior of members. Also, MPS partially mediates awareness of authentic leadership and organizational citizenship behavior. Conclusion - Providing skill variety such as expanding jobs to members of SMEs does not have influence of positive leadership awareness of leaders and partial mediation of MPS means that job characteristics along with positive leadership awareness on superiors enhance organizational citizenship behavior and contributes in developing the organization.

• 한국항공운항학회지
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• 제27권3호
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• pp.54-69
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• 2019

Transformational and authentic leadership are known to create positive effects on follower's various outcomes, like job satisfaction and organizational commitment. We're mostly interested in testing positive effects of transformational and authentic leadership of cabin team leaders in airline industry, because their leadership tends to have strong and immediate impact on cabin crew's quality of customer services. We figured that cabin team leader's transformational and authentic leadership had positive effects on crew member's job satisfaction and organizational commitment. And, these positive relationships were at least partially mediated through crew member's self-efficacy and LMX. Based on these positive results, we discussed several theoretical and practical implications for developing effective leadership across cabin team leaders in airline services industry.

• 보건의료산업학회지
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• 제14권2호
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• pp.29-40
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• 2020

Objectives: To investigate the effect of authentic leadership and servant leadership on job engagement among hospital employees, focusing on the mediating effect of job crafting and moderated mediating effect of positive psychological capital. Methods : Data were collected from 329 employees working at hospitals through a self-administered questionnaire-based survey. Results : Job crafting had a direct positive effect on job engagement and a mediating effect between the servant leadership and job engagement. Self-efficacy among positive psychological capital had a moderating effect on the relationship between job crafting and job engagement and a moderated mediating effect on the relationship among servant leadership, job crafting, and job engagement. Conclusions : Results imply that manager's authentic leadership and servant leadership is required to instill enthusiasm among hospital employees regarding their job crafting and job engagement. Additionally, development of self-efficacy among employees would lead to the improvement of job engagement.

• 한국조리학회지
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• 제23권3호
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• pp.186-195
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• 2017

The purpose of this research was to find the effect of leadership on organizational identification and organizational commitment in casino industry. Prepared questionnaires were distributed to 340 sample employees working in a domestic casino and then a total of 316 questionnaire were used for data analysis. This study was processed by carrying out internal consistency method, exploratory factor analysis besides frequency analysis, multiple regression analysis by using SPSS Win 19.0. The results of research are as follows: 1) transformational leadership had a positive effect on organizational identification. 2) Transformational leadership had a positive effect on affective commitment. 3) Transformational leadership and transactional leadership had a positive effect on continuance commitment. Therefore, this study suggests that transformational leadership is an important factor to raise the employees' organizational identification and affective commitment.

• 무역학회지
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• 제44권3호
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• pp.203-226
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• 2019

This study incorporates the structural relationships between leadership styles (LS), affect climate (AC), and organizational performance (OP) in Korean export manufacturing companies with three or more overseas subsidiaries. A theoretical model is suggested with the following empirical results. First, the positive effect of engaging leadership (EL) on organizational citizenship behavior (OCB), as well as of engaging leadership, involving leadership (IL), and goal-oriented leadership (GL) on team performance (TP), proved to be significant. Second, both engaging leadership and goal-oriented leadership have significant positive effects on optimism, while involving leadership has significant negative effects on pessimism. Third, only optimism has a positive (+) effect on OCB and TP. The mediating effects were proved to be significant in two paths: one in EL->optimism->OCB and the other in EL->optimism->TP. Finally, in responding to rapid changes in the external environment of exporting companies, the engaging leadership is a key source of organizational performance by forming a favorable affect climate. Therefore, top management should recognize the role of team leaders and strengthen their leadership training. In addition, it was confirmed that leaders with emotional intelligence that can respond to the affects of members play a more important role in forming an optimistic climate in Korea export manufacturing enterprises with foreign subsidiaries.

• The Journal of Asian Finance, Economics and Business
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• 제8권2호
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• pp.1111-1124
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• 2021

This research aims to investigate The Role of Calling and Membership as Mediation on the Influence of Spiritual Leadership against Organizational Commitment and its Effect on the Performance of Lembaga Perkreditan Desa (LPD). This study has outlined organizational commitment as a construct thought to be theoretically strategic to empower organizations through calling and membership. The research was conducted upon LPDs in Bali. Inferential analysis techniques have been used to test the empirical model and the hypotheses proposed in this study. The analysis technique used is the structural equation model (SEM) based on variance or component, called Partial Least Square (PLS). The significant findings of this research are, first, spiritual leadership has a positive and significant effect on calling; second, calling has a positive and significant impact on organizational commitment; and third, calling has a positive and significant effect on organizational performance. Several studies have been conducted to estimate the mediating role of calling in explaining the relationship of spiritual leadership with organizational commitment. The results of the study by Bodla and Ali (2012) and Bodla et al. (2013) state that spiritual leadership, which consists of vision and altruistic love, has a positive and significant influence on organizational commitment. Likewise, spiritual leadership has a positive and significant effect on calling.