• Journal of Korean Academy of Nursing Administration
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• v.22 no.2
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• pp.148-157
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• 2016

Purpose: This study was designed to assess the level of super-leadership and self-leadership, identify correlations among variables and identify the factors influencing organizational commitment of clinical nurses. Methods: Participants were 217 nurses working in four hospitals located in Seoul and Gyeonggi Province. Data were analyzed using descriptive statistics, independent t-test, one way ANOVA, Scheffe. test, Pearson Correlation, and Multiple Regression. Results: The most influential factor for organizational commitment was super-leadership (${\beta}=.28$, p<.001), followed by education ${\beta}=.16$, p=.007), the number of unit nurses (${\beta}=.18$, p=.003), self-leadership (${\beta}=.17$, p=.008), and the number of patients being under 10 (${\beta}=.12$, p=.046). These factors accounted for 23% of the variance in organizational commitment (F=13.46, p<.001). Conclusion: The results of this study suggest a need for strategies to improve organizational commitment of nurses by enhancing nurse' self-leadership through nursing managers' super-leadership.

• International Journal of Advanced Culture Technology
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• v.11 no.2
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• pp.142-151
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• 2023

The purpose of this study is to verify the research model and identify the causal relationship among leader's super leadership, self-leadership, psychological empowerment, sport commitment and performance perceived by Taekwondo athletes. The subjects of the study were middle and high school Taekwondo athletes registered in the Korea Taekwondo Association in 2020 and 2021, and data from 454 people were used as final effective samples through convenience sampling. The collected data used the SPSS 23.0 version and the Amos 21.0 version to verify the hypothesis. As a result, the following conclusions were obtained. First, we discovered that the leader's super leadership had a positive impact on the athlete's self-leadership, psychological empowerment, and sport commitment. Second, we found that the athlete's self-leadership had a positive effect on psychological empowerment, sport commitment, and performance. Third, we found that athlete's psychological empowerment had a positive effect on sport commitment and performance. Fourth, we found that the athlete's sport commitment had a negative effect on performance. Therefore, this study has reminded us about importance of psychological empowerment and sport commitment for explaining the relationship between leadership type and performance perceived by Taekwondo athletes, and might contribute to the theoretical discussion of variables related to athletes' performance.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.12 no.4
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• pp.175-189
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• 2017

Science and technologies develop rapidly and in conditions where it is difficult to predict both domestically and abroad, the rapidly changing business environment demands innovation. To strengthen the businesses' competitive edge, the key challenge is not to control but rather grant autonomy, allowing it to anticipate the future and actively deal with. This will allow to train and manage talented people with competence and abilities, which all links to the concept of the Super Leadership. Currently, our society is in the change due to the Fourth Industrial Revolution wave and paradigm related with high-tech industry, hence is in desperate need for creativeness and speed management. It is a time where risk and challenges coexist and is not a standardized environment. Businesses must make efforts in managing human resources and allow them to have leaderships compatible with the current era, giving them opportunities to face challenges. The necessity for Super Leadership is emphasized especially in the industry-orientated era, where new revolutionary technologies are emerging and existing technologies are being advanced and maximized, to cultivate the potentials of the members and secure competitive superiority for the best management and creation. Therefore, in this research, the empirical analysis of the relationship between Super Leadership of small and medium enterprises and the business outcome was conducted. Research outcome states that, in order to create a sustainable business outcome, enterprises need to invest more in developing leaderships and in accordance with it, promote talent. In order to survive and sustain growth in the period of endless competition like today, it is concluded that it is imperative to establish a powerful Super Leadership that will endeavor to engage and maximize the competence of members of the organization.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.25 no.2
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• pp.48-62
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• 2017

The purpose of this study was to analyze the influence of self-leadership of Korean aircraft mechanics on organizational effectiveness and to investigate whether safety culture has mediating effect. The theory of leadership, which has emerged since the 1940s, has been an important and key research issue in the social sciences for the last decade and has evolved as a brand-new theory through the theory of characteristics, the theory of behavior, and the theory of situation. The new leadership theory has been extended to charismatic leadership, transformative leadership, empowerment leadership, super leadership, and self-leadership of organizational members as a new flow leadership. On the other hand, there was a precedent study on the relationship between leadership and safety culture, and this study started with interest in the relationship between self-leadership, safety culture and organizational effectiveness. As a result, safety culture has been proved to play an moderating variable in the relationship between self-leadership of Korean aircraft mechanics and organizational effectiveness. Especially, among the sub-factors of the self-leadership, self-goal setting, self-reward, and natural reward have been shown to affect organizational effectiveness in combination with the sub-factors of the safety culture, learning culture and flexible culture.

• Journal of Venture Innovation
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• v.1 no.1
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• pp.145-164
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• 2018

The purposes of this study was to investigate job related attitudes of emotional labors working at call centers in Korea. The attitudinal variables were burnout, psychological capital and turnover intention with job characteristics as the independent variables. In addition, leadership behaviors of the superiors, self leadership behavior in particular, was incorporated to see if it has any bearing on these relationship as moderating variable. Data has been collected from 543 respondents for this study using questionnaire method. The survey for the actual analysis of the research was done and analyzed with the employees who work for contact centers in Seoul, Busan, and Gwangju, Korea. The survey was done for 24 days from November, 2016 through December, 2016. * The following study results were revealed: First, the job characteristics does not have direct positive effect on turnover intentions. Second, the job characteristics were related positively to job burnout. Third, the job burnout does mediate the relationship between job characteristics and turnover intentions. Lastly, results of research on the moderating effect of self leadership in relationships between emotional labor, job burnout, psychological capital and turnover intention show that super leadership has only a limited regulatory effect between job characteristics and turnover intention.

• Journal of Global Scholars of Marketing Science
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• v.16 no.3
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• pp.107-123
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• 2006

This study suggest a model to find out relationships among the servant leadership as a preceding factor, the trust in higher officers as mediating factors, and leader satisfaction, additional efforts as a resulting factor. Then, empirical study testify the relationship among these factors. This study confined the subjects of empirical analysis to the employees in super-deluxe hotels located in Seoul, Gyeongju, Busan, and Daegu areas. In order to clarify the utility of this study, This study took only hotel employees as the subject of measurement because only hotel organization is able to reveal sensitively the behavioral response between the leader and the members of organization. The preceding study has systematized a basic theory on the servant leadership, and provided factor structure in regard to the servant leadership, but this study has searched the factor structure of the servant leadership with the hotel employees as the subjects of study. Also, from the side of the personnel manager of hotel business, this study can be a criterion for clarifying a leadership program. Especially, in order to cultivate their servant leadership, it is necessary to testify morality and pride as sub-behavioral characteristics of new employees. Also to change the mid-managers' leadership for the effective achievement of the object of organization, this study can be utilized for the development of servant leadership.

• 한국정보디스플레이학회:학술대회논문집
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• 2005.07a
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• pp.15-20
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• 2005

We have achieved 180-degree angle of view performance using Super-PVA (S-PVA) technology first time in TFT-LCD industry. 82" full high definition ($1920{\times}1080$) TFT- LCD panel, the world's largest TFT-LCD, have been developed. In addition to the size breakthrough, this product achieves 600nits brightness, over 1200:1 contrast ratio, viewing angle free, 92% color gamut, and 8ms response time. Several key enabling technologies were developed to achieve these specifications, including two transistor direct driven independently controlled S-PVA subpixels, non even area ratio sub-pixels for optimal offaxis gamma, gate overlap driving for larger driving margin, new CCFL technology for higher color gamut, and advanced fabrication techniques including the use of Samsung's new $7^{th}$ generation line.

• Culinary science and hospitality research
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• v.19 no.3
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• pp.194-208
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• 2013

This study presented a theoretical research system about the impact of boss' transformational leadership that is recognized by super luxury hotel chefs on their job satisfaction and performance, and on the basis of this theoretical background, the model was derived and the hypothesis was confirmed by empirical research. A frequency analysis was conducted to determine the general characteristics of the 245 samples collected in this study, an exploratory factor analysis for the verification of the validity of boss' transformational leadership, employees' job satisfaction and job performance, and 'Cronbach's a' was used for the verification of reliability. In addition, a canonical correlation analysis was used to determine the relationship between transformational leadership, job satisfaction and job performance, and the influencing relations of variables were verified by running a multiple regression analysis through SPSS ver 18.0 statistical package in order to verify this research model and hypothesis. The results of this study can be summarized as follows: First, it was shown that the transformational leadership charisma (p<0.01) and only the individual concern (p<0.1) had a positive influence on job satisfaction. Second, as a result of understanding the impact of the transformational leadership on the job performance through a regression coefficient, it was shown that only boss' intellectual stimulation had an impact on the chef's job performance (p<0.005). Through the results of an empirical analysis that boss' transformational leadership had a correlation and a significant impact on job satisfaction and job performance, the effort of providing the systematic support and motivational aspects of supporting environment will be needed.

• Culinary science and hospitality research
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• v.16 no.4
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• pp.94-110
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• 2010

The purpose of this study is to how certain types of leadership of food and beverage employees in the super deluxe hotels in Seoul significantly affect self-efficacy, organizational efficacy and organizational effectiveness. The model was tested using SPSS 12.0 and AMOS 5.0 on a sample of 222 respondents with 74% of a usable response nate. The result of ANCOVA indicates idealized influence, individualized consideration and intellectual stimulation, which are the characteristics of transformational leaders, significantly and positively influence the organizational-efficacy, job satisfaction and organizational commitment Individualized consideration and intellectual stimulation significantly influence self-efficacy. Self-efficacy significantly influence. Organizational efficacy, and it also indirectly influence organizational commitment through job satisfaction. Organizational efficacy bas a significant relationship with organizational commitment through job satisfaction while it doesn't have a direct effect on organizational commitment.

• Korean Security Journal
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• no.7
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• pp.95-124
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• 2004

It can be said that 'the September 11th Terrorist Attacks' in 2001 were not only the indiscriminate attacks on innocent people but also the whole - political, economical and military - attacks on human life. Also, 'the September 11th Terrorist Attacks' can be regarded as the significant events in the history of world, which were on the peak of the super-terrorism or new-terrorism that had emerged from the 1980s. However, if one would have analysed the developments of terrorism from the 1970s, they could have been foreknown without difficulty. The finding from this study can be summarized as the followings, First, in spite that the USA responsive system against terrorism had been assessed as perfect before 'the September 11th Terrorist Attacks', the fragilities were found in the aspects of the response on the new-terrorism or super-terrorism. The previous responsive system before 'the September 11th Terrorist Attacks' had the following defects as the followings: (1) it was impossible to establish the integrated strategy, because the organizations related to the response against terrorism had not integrated; (2) there were some weakness to collect and diffuse the informations related to terrorism; (3) the security system for the domestic airline service in USA and the responsive system of air defense against terrors on aircraft were very fragile. For these reasons, USA government established the 'Department of Homeland Security' of which the President is the head so that the many organizations related to terrorism were integrated into a single management system. And, it legislated a new act to protect security from terrors, which legalized of the wiretapping in spite of the risk of encroachment upon personal rights, increased the jail terms upon terrorists, froze the bank related to terrorist organization, and could censor e-mails. Second, it seem that Korean responsive system against terrors more fragile than that of USA. One of the reasons is that people have some perception that Korea is a safe zone from terrors, because there were little attacks from international terrorists in Korea. This can be found from the fact that the legal arrangement against terrorism is only the President's instruction No. 47. Under this responsive system against terrorism dependent on only the President's instruction, it is expected that there would be a poor response against terrors due to the lack of unified and integrated responsive agency as like the case of USA before 'the September 11th Terrorist Attacks'. And, where there is no legal countermeasure, it is impossible to expect the binding force on the outside of administrative agencies and the performances to prevent and hinder the terrorist actions can not but be limited. That is to say, the current responsive system can not counteract effectively against the new-terrorism and super-terrorism. Third, although there were some changes in Korean government's policies against terrorism. there still are problems. One of the most important problems is that the new responsive system against terrorism in Korea, different from that of USA, is not a permanent agency but a meeting body that is organized by a commission. This commission is controled by the Prime Minister and the substantial tasks are under the National Intelligence Service. Under this configuration, there can be the lack of strong leadership and control. Additionally, because there is no statute to response against terrorism, it is impossible to prevent and counteract effectively against terrorism. The above summarized suggests that, because the contemporary super-terrorism or new-terrorism makes numerous casualties of unspecified persons and enormous nationwide damages, the thorough prevention against terrorism is the most important challenge, and that the full range of legal and institutional arrangements for the ex post counteraction should be established. In order to do so, it is necessary for the government to make legal and institutional arrangements such as the permanent agency for protection from terrorism in which the related departments cooperates with together and the development of efficient anti-terror programs, and to show its willingness and ability that it can counteract upon any type of domestic and foreign terrorism so that obtain the active supports and confidence from citizens.