• 인터넷정보학회논문지
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• 제18권5호
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• pp.103-112
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• 2017

Work engagement and job burnout are crucial problems in Korea, particularly in the business environment, and they also indicate people's motivation. Online-based teams in e-business also have these issues. Especially the role of the leader in this new type of teams is more crucial for members' motivation, behavior, and performance. Contingency leadership theories posit that different situations need different traits or behaviors of a leader. For an online-based team, which is internet-based team in e-business, a leader should use specific communication strategies to enhance a team's performance and members' motivation. In an online-based team and an offline-based team, the ways in which leaders motivate members will be different. This paper suggests particular communicative strategies for leaders of online situations. Online-based team members communicate using mobile phones or IT tools, and leaders mayinfluences members in virtual meetings. Moreover, online-based leadership needs to be more entrepreneurial and risk encouraging, and less conservative than offline-based leadership. In addition, online-based leadership should be energetic, decisive, adaptable, and inspiring, and furtherutilize communication tools such as being more gregarious/talkative, assertiveness, linguistic diversity and affect. This paper explains the roles of communicative elements such as coordination, expression, direction-giving/uncertainty reduction, empathy, meaning-making, satisfaction, and competence to decrease job burnout and to increase work engagement. The purpose of this study is to suggest communication strategies' differentiated influences on work engagement and job burnout in an online-based team.

• 한국콘텐츠학회논문지
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• 제16권9호
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• pp.308-328
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• 2016

본 연구는 국내 기업의 근무자를 대상으로 팀 수준에서 공유리더십의 효과성을 연구하는데 있어 지금까지 국내에 별로 소개 된 바 없는 팀 변수인 팀긍정심리자본과 팀직무열의와의 관계를 규명하는데 목적이 있다. 이를 위하여 공유리더십이 팀직무열의에 미치는 영향, 공유리더십과 팀직무열의간의 관계에서 팀긍정심리자본(Team PsyCap)의 매개효과 그리고 공유리더십과 팀긍정심리자본과의 관계에서 직무특성의 조절 효과를 검증하였다. 국내 16개 기업 100개 팀의 구성원 421명을 대상으로 연구를 실시하였고, 수집된 자료의 분석과 통계처리를 위하여 SPSS23.0을 사용하였다. 연구 결과, 높은 공유리더십 수준은 팀의 직무열의에 유의한 영향을 미치는 것으로 밝혀졌고 이 과정에서 팀의 긍정심리자본이 매개 역할을 하는 것으로 검증되었다. 이러한 결과는 공유리더십이 팀긍정심리자본을 촉진하고 팀직무열의에 긍정적인 영향을 미치는 주요 변인임을 입증하는 것이다. 그러나 공유리더십과 팀 긍정심리자본에 대한 직무특성의 조절효과는 지지되지 않았다. 마지막으로, 본 연구 결과가 주는 이론적 및 실무적 함의를 논하였으며, 마지막으로 연구의 한계 및 향후 연구방향을 제시하였다.

• 한국프랜차이즈경영연구
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• 제12권3호
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• pp.35-46
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• 2021

Purpose: The hotel industry needs a leader who can actively demonstrate leadership to respond to and accept changes in the organization in a highly competitive and fast-changing environment. Therefore, the role of leaders who instill clear vision and goals of the organization in their members, listen to their opinions, and empathize is paramount. Leaders should encourage successful organizational activities based on active participation by employees and create the best environment for working with a sense of mission and responsibility. This study aims to identify the relationship between empathy leadership and job engagement as a result variable of team cohesion in the hotel culinary department and conduct empirical studies on the role of empathy leadership and job engagement. Research design, data, and methodology: The data were collected from employees who work in culinary department at a five-star franchise hotel located in the Seoul metropolitan area. Because it is difficult to conduct a survey through face-to-face contact with employees due to the COVID-19 pandemic, the online survey was conducted from February 1 to February 28, 2020. A total of 330 questionnaires through online were distributed and 268 employees completed the survey, yielding a response rate of 81%. Of the 268 returned responses, 27 responses were not usable due to missing information. Thus, a total of 241 responses were used for analysis. Results: The study results are as follows. First, it has been shown that the empathy leadership of culinary department in hotel companies has a significant positive impact on the job engagement. Second, it has been shown that job engagement has a significant positive effect on members' team cohesiveness. Third, empathy leadership of hotel companies' culinary department has a significant positive impact on members' team cohesiveness. Fourth, job engagement has a significant positive (+) mediating effect in the relationship between empathy leadership and team cohesiveness in culinary department. Conclusion: This study supports the theory that an emotional and empathic leader's behavior or ability can change the effectiveness or atmosphere of a rapidly changing hotel culinary team organization by presenting a research model on the effect of empathic leadership on job engagement and team cohesiveness. And hotel chefs should be more aware of the importance of empathic leadership and make them a human resource of the organization through formal and informal communication with culinary employees.

• 디지털융복합연구
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• 제14권3호
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• pp.95-103
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• 2016

최근 팀 구성원들은 팀 프로젝트 수행 시 모바일 메신저 서비스(MMS: Mobile Messenger Service)를 자주 활용한다. 팀 구성원들은 MMS 활용을 통해 언제 어디서나 자유롭게 아이디어나 의사를 표현할 수 있다. 하지만, 팀 프로젝트에서 MMS 활용은 오프라인 회의보다 빨리 프로젝트를 수행하도록 압박을 받고, 능력 범위 밖의 역할을 할당 받기도 한다. 즉, 팀 구성원들은 MMS 활용으로 인해 업무에 대한 압박감이나 스트레스가 증가할 수 있으며, 이러한 과부하는 팀 간 갈등을 야기할 수 있다. 본 연구에서는 MMS 활용으로 인한 업무 과부하가 팀 성과에 미치는 영향을 살펴보고자 한다. 팀 성과에 영향을 미치는 요인으로 팀 몰입과 팀 신뢰를 고려하였으며, 팀 갈등은 팀 몰입과 팀 신뢰를 저해한다고 예상하였다. 팀 프로젝트가 많은 135명의 대학생을 바탕으로 연구 모형을 분석하였으며, PLS를 활용하였다. 연구 분석 결과 업무 과부하는 팀 갈등을 야기하는 주요 요인으로 밝혀졌다. 즉 MMS 활용으로 인한 업무 과부하가 발생하다보면 팀 간 갈등이 야기될 수 있고, 이는 팀 구성원 간 신뢰를 저하시켜 결국 팀 성과가 떨어지는 결과를 초래하게 된다. 마지막으로 본 연구 논문에서는 팀 프로젝트를 향상시킬 수 있는 MMS의 올바른 사용 방법에 대한 시사점을 제공해주었다.

• The Journal of Asian Finance, Economics and Business
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• 제8권2호
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• pp.1147-1156
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• 2021

This study aims to examine the role of resilience in academic engagement and also to evaluate the theoretical model of the relationships between resilience and engagement. A survey of faculty members in 20 study programs from 12 universities in Jakarta was conducted, Where 247 questionnaires were returned from the 495 distributed. Furthermore, 240 valid data were available for evaluation in order to test the model, and a confirmatory Structural Equation Modelling was conducted, using AMOS 20. Criteria of goodness-fit demonstrated the relatively adequate model, and the coefficient of structural path describes the potential of the links. Three out of four paths available significantly showed the role of developmental persistency and positive emotions on work engagement. The participants of the study include only constituted academics of private universities in Indonesia. Thus there is a need for better care in interpreting the level of resilience and engagement, as engagement may vary when used in a different context. The study suggests interventions for practitioners, not only for academia in the higher education context but also for other professionals in managing engagement at the individual or team level. Therefore, combining resilience and engagement programs may contribute to an enhancement in the productivity of employees.

• 한국프랜차이즈경영연구
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• 제12권3호
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• pp.7-19
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• 2021

Purpose: The hotel industry needs a leader who can actively demonstrate leadership to respond to and accept changes in the organization in a highly competitive and fast-changing environment. Therefore, the role of leaders who instill clear vision and goals of the organization in their members, listen to their opinions, and empathize is paramount. Leaders should encourage successful organizational activities based on active participation by employees and create the best environment for working with a sense of mission and responsibility. This study aims to identify the relationship between empathy leadership and job engagement as a result variable of team cohesion in the hotel culinary department and conduct empirical studies on the role of empathy leadership and job engagement. Research design, data, and methodology: The data were collected from employees who work in culinary department at a five-star franchise hotel located in the Seoul metropolitan area. Because it is difficult to conduct a survey through face-to-face contact with employees due to the COVID-19 pandemic, the online survey was conducted from February 1 to February 28, 2020. A total of 330 questionnaires through online were distributed and 268 employees completed the survey, yielding a response rate of 81%. Of the 268 returned responses, 27 responses were not usable due to missing information. Thus, a total of 241 responses were used for analysis. Results: The study results are as follows. First, it has been shown that the empathy leadership of culinary department in hotel companies has a significant positive impact on the job engagement. Second, it has been shown that job engagement has a significant positive effect on members' team cohesiveness. Third, empathy leadership of hotel companies' culinary department has a significant positive impact on members' team cohesiveness. Fourth, job engagement has a significant positive (+) mediating effect in the relationship between empathy leadership and team cohesiveness in culinary department. Conclusion: This study supports the theory that an emotional and empathic leader's behavior or ability can change the effectiveness or atmosphere of a rapidly changing hotel culinary team organization by presenting a research model on the effect of empathic leadership on job engagement and team cohesiveness. And hotel chefs should be more aware of the importance of empathic leadership and make them a human resource of the organization through formal and informal communication with culinary employees.

• Child Health Nursing Research
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• 제26권2호
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• pp.201-211
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• 2020

Purpose: The goal of this study was to construct a structural equation model of job engagement in pediatric nurses based on Tims and Bakker's job crafting model. Methods: In total, 203 pediatric nurses participated in this study, which was conducted to analyze the relationships among the concepts of job demands, job resources, person-job fit, job crafting and job engagement. Data were collected from July 24 to August 30, 2017, and analyzed using SPSS 20.0 and AMOS 21.0. Results: The hypothetical model appeared to fit the data. Six of the nine hypotheses selected for the hypothetical model were statistically significant. The job engagement model showed significant direct effects for job crafting, person-job fit and job resources, which collectively explained 61.5% of the variation in pediatric nurses' job engagement. Conclusion: Based on the findings of this study, a strategy will be needed to improve job resources and person-job fit in order to promote job engagement among pediatric nurses. Job crafting was affected by the factors of job resources and person-job fit, which should be addressed in job crafting promotion programs.

• 한국직업건강간호학회지
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• 제29권4호
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• pp.262-272
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• 2020

Purpose: This study aims to investigate the degree of job demand, job resources, burnout, and the organizational commitment of administrative nurses based on the job demands-resources model. Further, it seeks to confirm the influencing factors affecting nurses' burnout and organizational commitment. Methods: The participants were 188 administrative nurses working at hospitals (one tertiary hospital and six general hospitals) located in D City. The collected data were analyzed with IBM SPSS Statistics 23.0 using frequency, percentage, mean, standard deviation, t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The influential factors of burnout were role conflict (β=.50), job demand (β=.18), job position (β=-.17, team leaders and above), and social support (β=-.15). The regression model had an explanatory power of 59%. The influential factors of organizational commitment were appropriate rewards (β=.59), job position (β=.15, team leader or above), working department (β=.14, referral center and health screening administration department), and social support (β=.18). The regression model had an explanatory power of 59.5%. Conclusion: The results support the job demands-resources model, and interventions should be developed to decrease job demand and provide sufficient job resources.

• Journal of Information Technology Applications and Management
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• 제23권2호
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• pp.113-141
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• 2016

This study identifies and validates the factors that affect sales performance of salespersons in the business software industry. In the study, in order to measure the dependent variable (performance of the salesperson) more comprehensively, multiple items are utilized and both outcome and behavior indicators are used. Independent variables are identified based on the classification of Verbeke et al. [(2011] including sales related knowledge, degree of adaptiveness, role ambiguity, and work engagement. Results of the hypotheses testing show that 'sales related knowledge' and 'work engagement' are statistically significant factors, but 'degree of adaptiveness' and 'role ambiguity' are not. This study has a few limitations and future research direction to overcome the limitation is suggested : use of both perceptions of the salesperson and objective measures in measuring the related variables; study including cognitive ability; analyses of the factors across various types of software companies; and analyses of the factors on the team level.

• 국제학술발표논문집
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• The 6th International Conference on Construction Engineering and Project Management
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• pp.583-587
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• 2015

Scenario-based learning (SBL) has been used in a variety of training situations across different disciplines. Despite its seemly widespread use in construction management discipline, very few attempts have been made to explore its effectiveness and the respective students' learning experience. Using a survey research design, this study aims to investigate students' perceptions on SBL approach in construction management courses. The specific objectives are: (i) to identify the characteristics of a favourable SBL environment, and (ii) to explore the students' learning experience and effectiveness of the SBL approach. The results show that the four characteristics of a favourable SBL environment are: effective team formulation, constant engagement with lecturer, working in a group, and incorporation of motivational incentive for participation. The students really appreciated the opportunities to apply concepts learnt in the lectures in their SBL group work. Also, they perceived that the SBL approach is effective in developing their reflective and critical thinking skills, analytic and problem-solving skills and their ability to work as a team. These findings should facilitate more critical approaches to similar form of teaching methods.