Journal of Korean Academy of Nursing Administration
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v.13
no.2
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pp.208-218
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2007
Purpose: This study aimed to identify the relationships of superior's leadership to supervisory trust and organizational commitment of nurses. Method: Subjects were 386 nurses in 8 general hospitals at G city and Seoul. Data were collected with self-administered questionnaires and analyzed using SAS 8.12 by applying ttest, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Results: Superior's transformational leadership was $3.54{\pm}0.53$ and transactional leadership was $3.40{\pm}0.36$. Supervisory trust was $3.14{\pm}0.46$ and organizational commitment was $3.18{\pm}0.53$. Superior's transformational leadership was positively correlated with transactional leadership, supervisory trust and organizational commitment with each others. The level of supervisory trust and organizational commitment were different significantly by age, educational status, clinical career, position and superior's leadership level. Major factor that affect to supervisory trust and organizational commitment of nurses was transformational leadership, which had an explanation of 45.9% and 29.8%. Conclusions: The more nurses perceived the superior's transformational leadership, the higher nurses perceived supervisory trust and organizational commitment. Therefore, these variables generally screened and other factors should be analyzed. And if specified nursing intervention program which increase superior's transformational leadership will be developed, it may contribute to strengthen the effectiveness of nursing.
Journal of the Korean Society for Aviation and Aeronautics
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v.23
no.1
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pp.85-95
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2015
A responsibility of superior management in an airline has become enormous due to rapid increase of airline's organization and its network. Even though a leadership of superior management is believed to be an important factor, it is almost impossible for management to be responsible for all the areas of an airline organization. This is why leadership should be go down to working level people. Self-leadership means that working level people possess leadership, delegated by their superior persons, and improve their work environment with the leadership as well as related right and responsibility. This paper has tried to find out the components of self-leadership perceived by foreign cabin crews and analyzed the impact of self leadership into airline's organizational effectiveness. Based on empirical research results, this paper would suggest administrative and operational implications of managing foreign cabin crews in K-airline. It was found out foreign cabin crews perceive that self reward and self evaluation have a positive impact on self observation factor. The self observation factor has a significant effect on self goal. The self goal is analyzed as a major factor which results in organizational effectiveness.
The purpose of this study is to verify the effect of the civil servant superior's coaching leadership on the innovation behavior and cooperative behavior of organizational members of public institutions. And it examines the mediating roles of subordinates' cognitive flexibility and belief of the colleague's potential growth in the relationship between coaching leadership and subordinates' innovative and cooperative behaviors. As a result of the study, first, it was confirmed that the coaching leadership of civil servant superior had a significant positive effect on the innovative and cooperative behaviors of subordinates. Second, it was verified that the superior's coaching leadership had a positive effect on the cognitive flexibility of subordinates and the belief of the colleague's potential growth. Third, it was confirmed that cognitive flexibility mediates between the superior's coaching leadership and innovative behavior. Fourth, it was not significant that the belief of the colleague's growth potential mediates between the superior's coaching leadership and cooperative behavior.
The Journal of Economics, Marketing and Management
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v.9
no.4
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pp.19-30
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2021
Purpose: This study aimed to examine how a superior employee's ethical leadership affects members' innovative behaviors, mainly on organization-based self-esteem. It also aimed to verify the mediating effect of organization-based self-esteem in the process that ethical leadership affects members' innovative behavior in distribution-related organizations. Research design, data and methodology: After collecting materials from companies' executives and staff members in distribution-related organizations located in Seoul, South Korea, a research hypothesis was analyzed. Results: A superior employee's ethical leadership affects a positive (+) effect on innovative behaviors of the organization's members and the study confirmed that the relation of this effect was mediated by organization-based self-esteem. It means that the possibility that an organization's members will do innovative behaviors will be increased if a leader conducts ethical leadership. It also means that a leader with ethical leadership enables an organization's members to pay attention all the time and be awake for their work environment. Conclusions: The result of this study discusses how ethical leadership affects innovative behaviors of an organization's members from the perspective of organization-based self-esteem and has a theoretical implication that it has empirically examined it. More importantly, it has a theoretical implication because it verified how this effect was made using organization-based selfesteem and flexible human resource management.
Until now most of the leadership studies have been focused to managers having in formal authority. However, in the recent business environment, team member should also demonstrate his leadership. Hence, the purpose of this study has been focused to the team member's leadership and their leadership effectiveness. In this study, we verified how the degree of master sergeant's support can control to moderate the intensity of the team member's leadership behavior. The analysis results were as follows: we have found that team member's issue leadership can effect on positive(+) way on the audience's acceptance to the leader as well as team performance. But the moderating effects of master sergeant's support on the team member's issue leadership and leader acceptance was not significant in terms of statistical point of view. It has also shown even the negative(-) effects of master sergeants's support on the team member's issue leadership and leader acceptance as well as team performance. Through this study, we can understand that the master sergeant's support may impeding the team member's independent leadership.
The aim of this paper is to improve employee job satisfaction through the influence of superiors' leadership related to trust and job satisfaction of hotel employees who strive to provide better service for guest. We analyzed the correlation between superior's leadership and the trust and job satisfaction of the employees. The result of this analysis indicates that the influence of the superiors' leadership on the trust and job satisfaction of employees favourable, and worthy of individual consideration and conditional compensation. Job satisfaction for employees has a direct correlation with each situation and reward of state of affairs. Further, the influence on job satisfaction is shown as statistically significant in relation to the senior's trust.
Journal of the Korean BIBLIA Society for library and Information Science
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v.8
no.1
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pp.179-196
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1997
The purpose of this study Is to verify relationship between leadership styles ( consideration leadership and Initiating structure leadership) and Job satisfaction In university libraries. The conclusions in this study are summarized as follows: 1. Correlations between leadership styles and job satisfaction are positive. Consideration leadership is higher correlation than initiating structure leadership. 2. Leadership styles have affected on Job satis-faction (promotion, task, salary, superior, fellow) differently. Consideration leadership is higher influenced than initiating structure leadership except satisfaction of task. 3. It is no difference that leadership styles have affected on job satisfaction by a characteristic(sex, school career, librarian's license) of person. As consideration leadership is higher correlation and influence than initiating structure leadership, leader should have done consideration leadership and then library's staffs can get job satisfaction in order to achieve job satisfaction, leader had better show consideration leadership regardless of sex. school career and librarian's license. leadership styles have influenced Job satisfaction differently. It shows indirectly that library's staffs are not discriminated by sex, school career and librarian's license.
Journal of the Korea Society of Computer and Information
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v.20
no.12
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pp.163-168
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2015
Empirical studies of superior's ethical leadership on organizational effectiveness of organization member have been done in various fields. However, it is difficult to find the previous research on civil servant in public sector. Therefore, the purpose of this study is to analyse causal relationship of ethical leadership and organizational effectiveness and to suggest theoretical and political implication for enhancing the level of civil servant's organizational citizenship behavior. As the result of analysing the causal relationship of superior's ethical leadership and organizational citizenship behavior, the factor of organizational effectiveness as the public attitude, this study shows that normative behavior, communication, reinforcement, and right decision-making have significant effect on organizational citizenship behavior. Based on these results, this study suggested theoretical and political implication and the limitations of study.
This investigated 205 dental personnel in Daegu and Gyeongsangbuk-do to find out the effects of Dental Hygienist(Nurse's Aide)'s coaching leadership on job satisfaction, motivational self-concept and quality of life. the entire average of coaching leadership was 2.67 On 5 point scale, development coaching 2.61, relationship coaching 2.61. "my boss fully provides me with training opportunities for my development' had the lowest 2.50. As for coaching leadership according to general characteristics, had the highest average those aged of 20-25years old, work experience of 1-5years, single, salary less than 20 million, female immediate superior, immediate superior aged 20-30years old, position of immediate superior is team head, senior dental hygienists(p<.05). The three criteria had positive correlation with coaching leadership(p<.05). Therefore, Right coaching leadership increases job satisfaction, improves motivational self-concept for increasing individual development, raises quality of life.
This study adapted OSL (Optimum Stimulation Level) to induce the customer's behavior, especially customer's fashion behavior. The purpose of the fashion advertisement was to accelerate the purchasing desire for the clothes by catching the customer's attention. OSL is one of the methods. OSL can satisfy customers' desires using the new stimulation that reveals a customer's individual characters. In general, women are more concern about fashion and sensitive to the clothes of new fashion than men. But nowadays, many of the men are also concern about their appearance and fashion. The differences between men and women in fashion behavior and in each factor, of OSL, especially a relationship between OSL factor and fashion behavior are researched in this study. Such differences analyzed to find the sources that can satisfy their various desires. This study was expected to provide good information to plan advertising strategy in unpredictable market situation. The subjects for this study were 308 male and female university students. Mehrabian and Russell (1974),s ASTS(Arousal Seeking Tendency Scale) was adapted to measure the OSL, and twenty questions regarding fashion leadership and clothing importance released by Kwon, Shin, Lee, are adapted to measure the fashion behavior. An ANOVA was used as statistical analyzing method to find out the difference between men and women in fashion behavior. The relationship between fashion behavior and difference between men and women in OSL factors were measured by MANOVA. Conclusions were as follows; 1. In consciousness degree of fashion leadership and clothing importance in the fashion behavior, women were higher than men. 2. There was a difference between men and women in OSL's each factors in "unusual stimuli" and "sensuality", but there is no significant statistical difference in factors of "change", "risk", "new environment". Therefore women are higher than men in the stimulation level of "unusual stimuli" and" sensuality". 3. Low element of OSL relating to fashion behavior is from "change" and "unusual stimuli". 4. For the relationship between OSL and fashion behavior, fashion leadership and clothing importance were recognized better in the group of higher level of "change" and "unusual stimuli" irrespective of sex. In the case of "change" which is one of OSL factors, High OSL groups were higher than low OSL groups in the consciousness level of the fashion leadership and clothing importance. In men's case, High OSL-Change groups were higher than Low OSL-Change groups in the fashion leadership, but there was no difference between two groups in the consciousness of the clothing importance. In the case of "Unusual Stimuli", High OSL groups were superior to Low OSL groups in the fashion leadership, but there was no significant difference between two groups in the clothing importance. In women's case, High OSL-Change groups were superior to Low OSL-Change groups. In the case of "Unusual Stimuli", High OSL groups were superior to Low OSL groups in the fashion leadership, but there was no difference between two groups in the clothing importance.
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