• Journal of Korean society of Dental Hygiene
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• v.16 no.6
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• pp.1079-1092
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• 2016

Objectives: The purpose of the study is to investigate the effect of self-leadership on organizational effectiveness and job performance in the dental hygienist. Methods: A self-reported questionnaire was completed by 281 dental hygienists in Seoul, Incheon, and Gyeonggido from March 1 to 31, 2016. The questionnaire consisted of general characteristics of the subjects, self-leadership, job satisfaction, organizational commitment, job performance. Data were analyzed by t-test, one-way ANOVA, multiple regression analysis using the SPSS 18.0 program. Results: The average of self-leadership was 3.62, self-reward had highest score of 3.84, followed by rehearsal 3.73, self-expectation 3.72, self-goal setting 3.51, constructive thinking 3.48, and self-criticism 3.45. The average of organizational commitment was 3.11, and that of job satisfaction was 3.11 and the average of job performance was 3.70. Among the sub-factors of self-leadership, self-expectation, self-goal setting, constructive thinking showed a positive correlation with organizational commitment and job satisfaction. All sub-factors except for self-criticism showed a positive correlation with job performance. Among the sub-factors of self-leadership, self-expectation (${\beta}=0.350$), constructive thinking (${\beta}=0.124$), self-reward (${\beta}=0.106$), rehearsal (${\beta}=0.102$) showed a significant effect together with job satisfaction (${\beta}=0.187$) on job performance. Also, age, education level, clinical career, the average monthly salary showed a significant effect on job performance. Conclusions: The self-leadership and job satisfaction of in the dental hygienist had influence on job performance. To improve the job performance of dental hygienists, it is necessary to apply self-leadership development program focusing on the strengthening of self-expectation and constructive thinking.

• Journal of Digital Convergence
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• v.10 no.6
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• pp.23-31
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• 2012

The Entrepreneurship education are contributes to creation of new business or national economy. The increasing of job-loss recovery, youth unemployment and 1 person creative company entrepreneurship follows the increasing to Entrepreneurship failure. We identify entrepreneurship education factors which motivate individuals' self-leadership and entrepreneurship. Research results suggests that understanding level and creativity level of entrepreneurship education significant effects on the reward self-leadership. And reward self-leadership positive significant effects on the entrepreneurship.

• Journal of Digital Convergence
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• v.9 no.3
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• pp.117-131
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• 2011

This study aims to examine the impact of Self-leadership(behavior- focused strategies, natural reward and constructive thought pattern to Technology Innovation. Hypotheses were tested by surveying 306 employees at Gumi Industrial Complex. The findings are as follows : First, two factors of Self-leadership had a significant positive effect on the product innovation except constructive thought pattern strategies. Second, two factors of Self-leadership had a significant positive effect on the process innovation except constructive thought pattern strategies.

• Journal of Korean society of Dental Hygiene
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• v.15 no.5
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• pp.849-856
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• 2015

Objectives: The purpose of the study is to investigate the influence of social characteristics and self leadership on stress coping method in the dental hygiene students. Methods: A self-reported questionnaire was completed by 436 dental hygiene students in J area from November 10 to December 10, 2013. The questionnaire consisted ofsocial characteristics of the subjects, self leadership, and stress coping method. The reliability was evaluated by Cronbach alpha. Data were analyzed by frequency, one-way ANOVA, multiple regression analysis using the SPSS 12.0 statistical package program. The self leadership was developed by Mans and adapted and modified by Kim and Park. The leadership included 18 questions of self expectation, rehearsal, goal setting, self reward, self criticism, and constructive area. The stress coping method was developed by Folkman and Lazarus, and adapted and modified by Park. The stress coping method included 24 questions of problem focused coping, seeking social support, emotion focused coping, and wishful thinking. Results: The best stress coping method was wishful thinking and the score was 2.81. The priority order of stress coping method included social support, problem focused coping, and emotion focused coping. The self-expectation, goal setting, self-criticism proved to be highly relevant factors. The explanation power of stress coping method was 29.1 percent. The self expectation, rehearsal, self reward, and self criticism were passive coping methods and the explanation power was 15.4 percent. Conclusions: The self leadership is the most important factor to fulfill the interpersonal relationship abilities, major satisfaction, and satisfaction with clinical practice. The self leadership leads to stress coping ability.

• Journal of Korean society of Dental Hygiene
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• v.11 no.3
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• pp.395-404
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• 2011

Objectives : This study was to investigate the level of organizational culture and self-leadership on organizational effectiveness and the significant factors influencing organizational effectiveness in oral health professional. Methods : Data were obtained from a cross-sectional survey of 297 oral health professional(mean age=$29.95{\pm}8.10$). Participants in the study were recruited when they attended the dental health form in Gwangju. Organizational culture was classified into four factors: relation-oriented, innovation-oriented, hierarchy-oriented, task-oriented culture. Self-readership consisted of five factors: rehearsal/self-observation, self-goal establishment, self-esteem, self-criticism, self-reward. Organizational effectiveness included organizational commitment and job satisfaction. The data was analysed using t-test, one-way ANOVA, Pearson correlation and multiple regression. Results : The dominant organizational culture was rank-oriented culture. The mean score of self-readership score was 3.51 out of a maximum 5 points. Organizational commitment was positively correlated with age, relation-oriented culture, self-goal establishment, self-reward explained 41.9% and job satisfaction was positively correlated with relation-oriented culture and self-esteem explained 48.6%. Conclusions : Based on the findings, the organizational culture and self-readership was correlated with organizational effectiveness. These results suggest that further development should be continued to develop the effective self-readership and organizational culture to improve the organizational effectiveness of oral healthcare professional.

• Journal of Digital Convergence
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• v.20 no.1
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• pp.55-69
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• 2022

The purpose of this study is to verify whether there is a mediating effect of self-efficacy in the relationship between self-leadership and organizational commitment, self-leadership and job satisfaction. Specifically, hypotheses were established and a research model was established that behavior-focused strategies, natural reward strategies, and constructive thought pattern strategies have a significant positive (+) effect on organizational commitment, self-efficacy among these variables. In order to analyze this, 239 copies of survey data were collected from general domestic companies and analyzed through SPSS 25.0. The mediating analysis was conducted in the manner proposed by Baron & Kenny(1986). As a result, among the sub-factors of self-leadership, behavior-focused strategies and natural reward strategies had a significant positive (+) effect on organizational commitment, but constructive thought pattern strategies had no causal relationship with organizational commitment. In addition, in the relationship between these variables, self-efficacy showed a partial mediating effect. On the other hand, in the relationship between self-leadership and job satisfaction, only the natural reward strategies among the sub-factors of self-leadership showed a significant positive (+) effect, and behavior-focused strategies and constructive thought pattern strategies showed no causal relationship. Among these variables, self-efficacy was found to show partial mediation. Details and implications of the analysis results were dealt with in the conclusions and discussions of the study.

• Culinary science and hospitality research
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• v.23 no.2
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• pp.146-158
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• 2017

This study conducted a survey to investigate career decision-making self-efficacy, and career preparation behavior related to self-leadership among students major in culinary area. Frequency analysis, factor analysis, reliability analysis and multiple regression analysis were employed using SPSS 16.0 Version statistical package program, and various results were discovered. First, all the subfactors of self-leadership factors (behavior focused, natural reward, and constructive thought strategy) had a positive effect on career decision-making self-efficacy factors (occupational information, goal setting, career planning, problem solving, self-appraisal). Second, all the factors of self-leadership factors (behavior focused, natural reward and constructive thought strategy) had a positive effect on career preparation (information search activity, goal achievement activity). As a result, the study confirmed that strengthening of self-leadership for culinary major college/university students is important predictor for development with career decision-making self-efficacy and career preparation behavior.

• Convergence Security Journal
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• v.17 no.2
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• pp.109-118
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• 2017

The study examines whether there is support for undergraduate students of Department of NCOs leadership needs and self-perceived any casualty, the purpose being placed to identify the cause-and effect relationship between student's behavior and these self-appointed leadership needs parameters. To study this end, the men and women college students Military major in Busan district using the convenience of the student sample extraction to extract the 362 students. Setting the model to achieve the object of the study, and then through a structural equation model (SEM) were studies a causal relationship among variables. Result on the basis of the research study model verification method as described above what is derived from this study were as follows. First, self-leadership is confirmed in the career planning of clarity on the impact of career beliefs centered strategies(+) target-oriented strategy(+), and independent self-reliance, check-centered strategies(+), constructive thinking strategies(+), ERA=centric strategy(+), in the natural course flexibility, compensation strategies(+), constructive thinking strategies(+) improve professional skills appeared to affect the check-centered strategies(+), ERA-centered strategies(+). Second, self-leadership is general satisfaction at the impact of major satisfaction natural reward strategies(+), the curriculum meets the natural reward strategies(+) target-oriented strategy(+) recognition satisfy the natural reward strategies(+) target-oriented strategy(+) appeared to affect this. Third, career beliefs Major General satisfaction in the impact on satisfaction Career Planning Clarity(+), an independent self-reliance(+), career flexibility(+)improve professional skills(+), the curriculum satisfies independent self-reliance(+), career flexibility(+) improve professional skills(+), the self-satisfied recognized independent trust(+), career flexibility(+), career planning clarity(+) it appeared to influence this.

• Knowledge Management Research
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• v.5 no.1
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• pp.83-99
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• 2004

This research aims to verify individual and organizational factors that will affect knowledge sharing, especially in research & development organizations with a premise that knowledge sharing is one of the most important factors of successful knowledge management. Many factors which are supposed to affect knowledge sharing arc empirically investigated in this research : individual factors ((1)self esteem (2)expected contribution), organizational factors ((3)top management's will, (4)accessibility of knowledge management system (5)validity of evaluation & reward knowledge sharing, (6)trust, (7)open communication). As a result, it is found that 'expected contribution' among individual factors and 'open communication' and 'validity of evaluation & reward' among organizational factors are highly correlated with knowledge sharing. These findings suggest that enhancement of perceived expected contribution among employees and building cultures of open communication and effective evaluation & reward system for knowledge sharing will contribute to activation of knowledge sharing in the research and development organizations.

• Health Policy and Management
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• v.12 no.3
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• pp.77-98
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• 2002

The purpose of this study is to empirically investigate the determinants of occupational commitment of hospital nurses. For this study, a causal model of occupational commitment of hospital nurses was constructed based on the exchange theory. The sample of this study consisted of 329 nurses from S general hospitals located in Seoul and south-eastern area of Korea. Data were collected with self-administered questionnaires and analyzed using hierarchical multiple regression. It was found that four task reward variables(variety, significance, workload and resource inadequacy), one social reward variable(supervisory support) and two organizational reward variables(promotional chances and pay) had significant net effect on hospital nurses' occupational commitment. The implications of these findings were discussed and the suggestions for future research wert advanced.