• Proceedings of the Korea Water Resources Association Conference
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• 1995.05a
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• pp.384-389
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• 1995

• The Journal of the Korea Contents Association
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• v.15 no.1
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• pp.437-450
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• 2015

This study was conducted to test mediating effects of emotional commitment between downward benevolence and team satisfaction & team innovative behavior. The data was collected from 125 teams out of 47 organizations that are located in Seoul and KyongGi in order to achieve research purpose. The results are as follows. First, downward benevolence was positively associated with team satisfaction and team innovative behavior. Second, emotional commitment was fully mediated with the relationships between downward benevolence and team satisfaction, and team innovative behavior respectively. The implications of current studies are follows. First, downward benevolence is one of the significant variables to improve team satisfaction and innovative behavior. Such results contribute to expanding research area of downward benevolence which accounts for Korean leadership style and Korean culture.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.242-255
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• 2016

The purpose of this study was to examine how collectivism in a football team context influences on team performance. Specifically, we investigated the mediating role of energetic relation in the process that collectivism generates team performance. This study focused on the K League teams, the highest professional football competition in South Korea and how collectivism affects team performance as well as the role of energetic relations in mediating between collectivism and team performance. The data were collected from 280 players registered in 10 K League teams and 24 of them were excluded due to incomplete questionnaires. Therefore, 240 questionnaires were finally used for the data analysis. The data were processed with SPSS WIN 21.0 and Lisrel 9. Frequency Analysis, Exploratory Factor Analysis, Reliability Analysis, Correlation Analysis, Regression Analysis, Confirmatory Factor Analysis and Structural Equation Model were used. The following results were obtained: first, collectivism had a positive effect on team performance. Second, energetic relation had a positive effect on team performance. Third, energetic relation fully mediated the relationship between collectivism and team performance.

• The Journal of the Korea Contents Association
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• v.15 no.6
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• pp.463-476
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• 2015

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 Journal of the Korea Contents Association
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• v.13 no.7
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• pp.181-189
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• 2013

The purpose of this study was to empirically analyze the effects of tax inspection team administrator's conflict management style on team members' fairness perception and job satisfaction. The results showed that tax inspectors had a significant positive effect on the distributive and procedural fairness in proportion to the harmonious and cooperative conflict management styles by tax inspection team administrator and competitive conflict management style had a significant negative effect on it. In addition, it was shown that the distributive and procedural fairness recognized by tax inspectors have a sign. It was confirmed that the tax inspection team administrator's conflict management had an impact on the job satisfaction recognized by team members in tax inspection team and their fairness perception and team administrator's conflict management style became an important factor in the team's organizational performance.

• Journal of Korea Entertainment Industry Association
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• v.14 no.7
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• pp.447-456
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• 2020

The purpose of this study is to examine the effects of team efficacy and perceived loafing on learning outcome in team-based project learning. For this purpose, questionnaire survey was conducted to 58 students who enrolled the adolescent welfare class in 2019 at H University. A hierarchical regression analysis was conducted for the effects of team efficacy and perceived loafing on learning outcomes and the interaction effect between two variables. Main results of this study were as follows. Team efficacy had a positive effect on learning outcomes. Second, perceived loafing did not have a statistically significant effect on learning outcomes. Third, the interaction effect of perceived loafing and team efficacy on learning outcomes was significant. In particular, the negative effect of perceived loafing on learning outcomes was reduced by team efficacy. Based on the research results, a plan to increase the learning outcome of team-based project learning was discussed.

• International Journal of Contents
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• v.10 no.3
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• pp.64-72
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• 2014

This study explored the elements that affect team achievements in virtual environments. In this study, consideration was given to the role of group dynamics in facilitating productive interaction. We aspired to reveal the mechanisms of group dynamics and examined how group dynamics affected team achievements in virtual environments. The empirical study was performed with undergraduate students enrolled in an e-learning course. In collaboration with other majors, students executed team projects and managed project issues in forums or chat rooms. The results of the empirical study indicated that leadership, creative friction, and group cohesion (components of group dynamics) had positive relationships with team achievements. The findings confirmed that addressing creative conflict is a method to improve team performance and that leadership is a key factor in project teams.

• The Journal of the Korea Contents Association
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• v.21 no.1
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• pp.243-257
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• 2021

The purpose of this study was to verify the mediating effects of shared leadership between team leader's facilitation competency and team effectiveness. To achieve the purpose, this study conducted a survey of 377 members in the team-operated organization. The collected data were analyzed by using SPSS 26.0. The results were as follows; Firstly, communication and creating of participation climate as a subcomponent of team leader's facilitation competency had a significantly positive effect(+) on team effectiveness(team performance, team commitment). Also the task and systematization had a significantly positive influence(+) on team commitment. Secondly, not only communication and creating of participation climate of team leader's facilitation competency but also task and systematization had a significantly positive effect(+) on the shared leadership. Thirdly, the shared leadership had a significantly positive effect(+) on team effectiveness(team performance, team commitment). Lastly, the shared leadership in the relationship between team leaders' facilitation competency and team effectiveness was confirmed to have a partially mediated effect. This study is meaningful in that it theoretically expanded the facilitation research by finding the relationship between team leaders' facilitation competency and other variables as well as suggested practical implications by presenting directions for the roles and competencies of leader and member required by the modern organization.

• Journal of Contemporary Eastern Asia
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• v.16 no.1
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• pp.22-45
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• 2017

The successful management of software (SW) projects is a continuous concern to managers, which is attributed to the contradictory demands that most projects are facing; meeting user requirements within time and budget limit while flexibly dealing risks during the progress of the projects. The present study asserts project performance and risk mitigation are not tradeoff but to be achieved simultaneously, which is called SW project ambidexterity. Drawing on the literature on organizational behavior, hypotheses are developed speculating the relation among project performance, risk mitigation, team collective improvisation, team behavioral integration, and team diversity. Using empirical data collected from 102 SW project teams of 507 team members in South Korea, empirical analysis indicates team collective improvisation is a significant antecedent to SW project ambidexterity, playing a pivotal role to balance the contradictory demands. Furthermore, team behavioral integration positively influences the degree of team collective improvisation, and the magnitude of the relation is partially contingent on the team members' age and major diversity. The present study advances theory by providing a context specific explanation about the SW project ambidexterity and its precedents.

• The Journal of Korean Academic Society of Nursing Education
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• v.18 no.3
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• pp.486-498
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• 2012

Purpose: The purpose of the study was to understand and describe the team manager's experience in relation to the team system in the hospital organization. Methods: In-depth individual interviews for collection of data were conducted from October to November 2011. Participants were chosen purposely among team managers who had worked as team managers under the team manager system in Seoul for more than three years. Content of all interviews was recorded and transcribed according to information collected by interviewers. Data were analyzed using Colaizzi's analysis. Results: Six categories were derived from the analysis: 1) Strengthening of team manager's authority; 2) Sharing of multifaceted leadership role; 3) Demonstrating people-oriented leadership; 4) Complete interpersonal relationship and communication; 5) Self-empowering with web-like plans and practices; and 6) Going through rigorous commitment for team performance. Conclusion: Results of the study demonstrate various positive factors in association with the team system in spite of the short period of time since its introduction in the hospital organization; however, some negative aspects of the team system need to be reevaluated.