• 대한방사선기술학회지:방사선기술과학
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• 제42권3호
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• pp.231-238
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• 2019

Medical institutions are abundant in human resources and have a unique structure with diverse professions and various organizational cultures coexist. This organizational culture influences organizational effectiveness and influences the effectiveness of the organization as a factor of leadership and organizational culture. Leadership is an important factor in linking employee behavior to organizational commitment to achieve job satisfaction. The purpose of this study was to analyze the effect of organizational effectiveness on organizational culture, leadership perception, and job stress in a special organization called radiologist. As a result, organizational culture and transformational leadership showed high correlation with 0.627. Among the organizational effectiveness variables, organizational commitment showed the highest influence with transformational leadership(${\beta}=0.284$, p<0.001), and job satisfaction was also the highest with transformational leadership (${\beta}=0.440$, p<0.001). The results showed that the expectation of transformational leadership affects organizational commitment and job satisfaction. In order to expect a positive change in the effectiveness of the organization, the radiologist culture requires an organizational culture that can fully demonstrate autonomy and creativity, and transformational leadership is required for this.

• 한국문헌정보학회지
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• 제44권2호
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• pp.139-156
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• 2010

본 연구는 대학도서관 리더의 변혁적 리더십이 사서들의 임파워먼트와 조직유효성에 미치는 영향력을 실증 분석하기 위해 수행되었다. 연구 결과 변혁적 리더십은 임파워먼트와 조직유효성에 영향을 미치는 것으로 나타났으며, 임파워먼트는 조직유효성에 영향을 미치는 것으로 나타났다. 또한 변혁적 리더십이 조직유효성에 직접 영향을 미칠 때보다 임파워먼트를 매개로 하였을 때 더 큰 영향을 주고 있는 것으로 나타났다. 따라서 대학도서관의 리더는 사서들의 개인적 성장을 위해서 그들의 욕구를 파악하고 관심과 격려 및 적절한 임무부여 등의 개별적 배려를 통해 조직유효성을 향상시킬 수 있도록 하는 것으로 나타났다.

• 간호행정학회지
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• 제7권2호
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• pp.223-235
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• 2001

The Purpose of this study was to identify the relationship between leadership style of nurse managers and related variables and to provide the basic data for developing strategies of transformational, transactional leadership study. The subjects were 300 nurses and 10 head nurses were working at the 2 general hospitals in seoul. The data were collected from July 6 to July 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. The results of this study were as follows : 1. The score of the nurse managers' transformational leadership perceived by surbodinates' were higher than that of the nurse managers' transactional leadership. Among 5 subdimensions of the leadership styles perceived by surbodinates', the scores of 'charisma' and 'intellectual stimulation' were highest and 'management by exception' were lowest. 2. 'charisma' 'intellectual stimulation', 'individual consideration' and 'contingent reward' were positively related to all of variables except 'turnover intention'. 'Management by exception' was negatively related to all of variables and was positively related to 'turnover intention'. 3. As a result of regression analysis, leadership styles effect on 'leadership effectiveness', 'turnover intention', 'job satisfaction', 'empowerment', 'organizational commitment', 'autonomy', 'job involvement' in turn. The determinants of 'job satisfaction', 'autonomy', 'leadership effectiveness' were 'charisma' of transformational leadership and the determinants of 'organizational commitment', 'job involvement', 'empowerment' were 'intellectual stimulation' of transformational leadership.

• 한국조리학회지
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• 제23권5호
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• pp.187-198
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• 2017

The purpose of the study was to investigate the relationships among leadership, organizational commitment and management performance of restaurant workers from the Busan Haeundae area. Normally, each leadership type(transactional leadership, transformational leadership, servant leadership) effected organizational commitment and management result. For the field test and verification, 200 staffs of the Haeundae restaurant participated in the survey from April 1st to May 30th, 2017. The research result was summarized as follows. First, all leadership types(transformational leadership, transformational leadership, servant leadership) of Haeundae restaurant staffs had a positive impact on affective involvement. Second, transformational leadership and transactional leadership of restaurant staffs had a positive influence on continuous commitment. Lastly, continuous commitment of restaurant staffs in Haeundae affected management result. In conclusion, precedent study explained only hotel investigation.

• The Journal of Asian Finance, Economics and Business
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• 제6권4호
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• pp.201-212
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• 2019

The study aims to identify the role of transformational leadership toward work performance through intrinsic motivation in pharmaceutical field by a survey of 220 pharmacists in Vietnam. The pharmaceutical industry in Vietnam is experiencing rapid growth, accompanied by the need for a change in leadership for managers. The transformational leadership creates a proactive, positive attitude, passion, interest or an increase in intrinsic motivation of employees, thereby affecting work performance. This study performed reliable verification by Cronbach's Alpha coefficient, then the factors are analyzed by EFA before conducting multivariate regression analysis. The results showed that the transformational leadership style includes such factors as: idealized influence (attributed and behavior), inspirational motivation, intellectual stimulation, individualized consideration have a positive impact on intrinsic motivation and thereby positively affecting work performance. It confirms that employees will have a higher intrinsic motivation level when working under transformational leadership from their leaders. It makes employees work more efficiently. According to the research results, the pharmacist has an intrinsic motivation to work hard on tasks that contribute to the group overall goal of. That requires managers to have a task assignment strategy to connect the goals of the members together as well as of the members to the group.

• 디지털산업정보학회논문지
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• 제11권2호
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• pp.167-179
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• 2015

Recently the small and medium sized companies are more difficult to find people than large companies. So it is natural that having a great interest in leadership and its effects in organizations. This study examines how transformational leaders influence on empowerment, self-efficacy and job satisfaction in IT company. Investigating the effect between transformational leadership and job satisfaction in IT company may also be a tip of an understanding of how to manage employee turnover. Samples of 387 employees in IT companies were analyzed by structural equation modeling using Lisrel 8.7 and it showed acceptable data-fit of proposed model and supported all of research hypotheses. The empirical results indicated that transformational leadership significantly influences empowerment, self-efficacy and job satisfaction and also it confirmed that empowerment and self-efficacy are effective mediators linking job satisfaction. That is the findings reveal that transformational leaders boost employee's job satisfaction indirectly.

• Journal of Sport and Applied Science
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• 제5권2호
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• pp.9-15
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• 2021

Purpose: Prior literature posits that leadership of coach influences athletes' performance via delegate interactions. The purpose of this study is to investigate the effect of the type of instructor on the exercise stress of university athletes and to provide instructors with informative coaching methods especially for their leadership. Research design, data, and methodology: In order to achieve the purpose of the research, Seoul and Gyeonggi Province Materials University athletes were selected as a sample, 360 college athletes participated in the survey and data were screened and finally 314 were analyzed. The collected data were analyzed via descriptive analysis and multiple regressions. To examine the validity and reliability of the survey items, factor analysis and Cronbach's α were computed. Results: Coaches' leadership types are found to influence university athletes' exercise stress significantly. In specific, transformational leadership negatively influences teaching Complaints. Transformational leadership also negatively influences time constraints. However, transformational and transactional leadership do not have any effect on career concerns. transformational and transactional leadership also do not influence functional instability of college athletes. Conclusions: Overall, leadership types of coach partially influence exercise stress of athletes. These findings posit that transformational leadership contribute in developing reliable relationship between athletes and instructors. Further implications were discussed.

• 간호행정학회지
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• 제13권2호
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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.

• 보건행정학회지
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• 제19권2호
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• pp.111-126
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• 2009

The purposes of this study were (1) to describe the effects of transformational leadership and transactional leadership on the hospital member's organizational commitment and turnover intention, (2) to provide with fundamental data in enhancing organizational effectiveness. For this purpose, the types of leadership, organizational commitment and turnover intention were evaluated among hospital members. A survey was conducted with 827 respondents working in a general hospital in Sungnam-shi. For the data analysis SPSS 10.0 was utilized. To verify the reliability and validity of variables, Chronbach's ${\alpha}$ and confirmatory factor analysis were processed. After descriptive analysis, regression analysis was conducted. In these progresses all the statistical significant levels were set at ${\alpha}$= 0.05. Results of the study can be summarized as follows. First, the types of leadership had differences in the level of organizational commitment and turnover intention of the hospital members and then transformational leadership had a more influence than did transactional leadership. Second, there were significant correlations for organizational commitment and turnover intention with overall characteristics of leadership(p<.05). Third, the factor influencing hospital member's organizational commitment and turnover intention were transformational leadership(p<.001). Total explanatory powers($R^2$) were 20.2% (organizational commitment) and 12.1%(turnover intention). Multiple regression analysis demonstrated that organizational commitment significantly high when transformational leadership was higher and it also showed turnover intention was significantly lower. In conclusion, the results of this study show that the leadership influence hospital member's organizational commitment and turnover intention and they are different the types of leadership. This results suggest that in order to be as successful leaders in hospital, the leaders should know their employee's behaviors and change their leadership styles.

• International Journal of Contents
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• 제7권4호
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• pp.70-76
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• 2011

The purpose of this study was to investigate charter school principals' perception on the transformational leadership practices in New York State. The data generating sample consisted of 44 charter school principals. Descriptive statistics and multiple regression were employed to analyze the data. The results were as follows: first, the transformational leadership practices of charter school principals were in the moderate to high categories, and the greatest gap was on Inspiring a shared vision leadership practice. Second, there were no statistically significant relationships between the leadership practices and the demographic variables of: gender, age, ethnicity, and level of education of principals. However, a positive relationship was found between both the Modeling the way and Encouraging the heart leadership practices and the educational level of charter school principals. Third, there was a significant relationship between the Inspiring a shared vision leadership practice of charter school principals and prior experience as a school principal.