• 경영과학
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• 제30권1호
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• pp.59-72
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• 2013

This research has seven factors such as top management leadership, belt system operation, implementation of systematic methods, adequate project performance measurement, customer focus performance, quality performance and business performance. Those are critical to correct implementation of Six Sigma. I set seven hypotheses which represented the relationships among the seven factors, gathered questionnaires and analyzed the data. Top management leadership affected positively the adequate project performance measurement and the belt system operation, The belt system operation affected the implementation of systematic methods positively and it also affected the adequate project performance measurement. It affected positively the customer focus performance, the quality performance and the business performance, respectively.

• The Journal of Asian Finance, Economics and Business
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• 제5권3호
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• pp.103-112
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• 2018

While the number of women labor force in Malaysia is increasing, only a few of them make it to the top. For many reasons, some women turn down top position offer and some of them refuse to stay working. Commitment to the family, work-life conflict and lack of support from the family and the colleagues are among issues that caused women to have less interest to pursue career advancement. This article examines the role of work-life balance and its relationship to women career advancement, and why both are important in Malaysia. The arguments are arranged based on a review of the previous literature to conceptualize the relationship between work-life balance and career advancement. It is found that both work-life balance and women career advancement are important to retain women in the working world as well as to motivate them to pursue promotion to a higher position. Even though some researchers agreed that the relationship between work-life balance and career advancement is mostly negative, others found positive relationship between both constructs. At the end of the paper, some suggestions on how to improve work-life balance and career advancement are presented as well as suggestion for future research.

• The Journal of Asian Finance, Economics and Business
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• 제8권7호
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• pp.613-623
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• 2021

This study aims to identify the effect of blue ocean leadership style on strategic decision making and it also aims to examine the mediating role of organizational politic and moderating role of emotional intelligence in the Government Link Companies (GLCs) in Malaysia. In order to achieve the objective of the study, a research framework had been developed to establish a relationship among the variables of the study based on resource-based view theory. Questionnaire method was used to collect the data form middle to top level employees in GLCs. All the items in the study's variables were assessed using the 5-point Likert scale. A stratified random sampling technique was used to identify the sample for this study. Data was derived from 135 middle to top level employees, which were involved in decision making process. The data was analyzed using the SPSS and the SmartPLS 3.0 software. This supplemented the theory surrounding blue ocean leadership styles and strategic decision making. The study also identified several avenues for further research by using different research methods and examining the impact of strategic decision making in different contexts.

• The Journal of Asian Finance, Economics and Business
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• 제8권7호
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• pp.285-294
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• 2021

Fraud cases that are committed by top management or people who have high positions or organization can be called character assassination crimes. The purpose of this study was to determine the effect of ethical leadership on organizational citizenship behavior and the effect of ethical leadership on job satisfaction and job satisfaction on organizational citizenship behavior. This study uses quantitative methods with SEM analysis tools partial least square (PLS) with the population of this study being all civil servants in the Kediri city government with 125 organizational members. This research instrument uses a questionnaire divided into three main parts: (1) leadership ethics as measured by 6 indicators and 12 items. (2) Organizational Citizenship Behavior (OCB) as measured by 7 dimensions and 14 items (3) job satisfaction as measured by 4 indicators and 8 items. Based on the results of the discussion of data analysis that has been carried out through data processing and proof of hypotheses, it can be concluded that an increase in ethical leadership will have an impact on increasing organizational citizenship behavior, an increase in ethical leadership variables will affect job satisfaction and that job satisfaction has no significant effect on organizational citizenship behavior.

• 대한간호
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• 제29권5호
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• pp.46-53
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• 1991

In the past, management had been done over nurses rather than nursing and this brought the existence of general manager and as a result, nurse-manager's position and role are being threatend. For the up-bringing of nursing to firm professional recognition in the 21st century, it is firmly believed that nursing managers are to be in the position to play the role of general manager with professional qualifications; personal qualities and exact understandings on the role and function of each tier group under her/his management. 124 top(3 nursing superintendents), middle-range(23 supervisors) and unit managers(98 head-nurses) from 3 university hospitals in Seoul were interviewed in order to investigate their belief in the role, professional qualifications, personal qualities as well as the strategy for the development of their leadership qualities. The frame of reference for the interview were developed by the researcher in reference to relevant literatures. It was the common belief that qualifications o[ top-managers and mid-managers require an educational background of master's preparation or higher and clinical career for at least 15 years for top-managers and 5 -10 years for mid-managers. The personal qualities required by nurse managers include; leadership, initiative, judgement, self-confidence, flexibility, open-mindedness and strong motivation. Achievment-orientedness would greatly help them become excellent managers. On the other hand, [or more effective management, managers of each teir group are to fully understand their role and perform "their job responsibilities ie. Top managers are supposed to study with emphasis on organization, function and conceptual s~ill while mid-managers concentrate their effort on the development of skills for direction, guidance and human relationship. Unit managers also supposed to have abilities to manage their function with emphasis on development of clinical performance skill, for direction on operative aspects. The strategies for the development of leadership qualities include program-planning at individual instutional level as well as local, national and international level. Nurse-managers are to be motivated and encouraged to participate in the programs in order to effectively communicate within tier groups.oups.

• The Journal of Asian Finance, Economics and Business
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• 제8권9호
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• pp.301-311
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• 2021

Most leadership styles are generally designed to enhance the cognitive and behavioral skills of leaders with the implicit assumption that this would ultimately translate into high performance. As we are moving towards Industry 4.0, organizations must employ leadership styles that will help the organization succeed. Thus, the objective of this paper is to confirm the determinant factors for Fourth Industrial Revolution (4IR) leadership attributes in Malaysian manufacturing companies. Stratified sampling was used to select the sample. Data was collected using the online survey method, where the response rate was 43 percent. The respondents consisted of respondents aged from 31-40 years old, with 69 respondents. In terms of race, the highest number of respondents are the Malays. Questionnaires were distributed to middle and top-level managers from manufacturing companies which were listed in the Federation of Malaysian Manufacturers (FMM). Confirmatory Factor Analysis (CFA) was used to confirm the reliability and validity of the construct. Based on the analysis, 66 items could be used to measure the 4IR leadership attributes. The validation of 4IR leadership can also provide predictive implications on improving leaders' performance, given the different attributes confirmed by the findings.

• 아태비즈니스연구
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• 제13권1호
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• pp.197-212
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• 2022

Purpose - The current paper not only investigates the intermediating process of the association between job insecurity and organizational performance, but also tries to find a factor which mitigates the negative influence of job insecurity. Design/methodology/approach - By conducting structural equation modeling(SEM) analysis with survey data from 351 employees, this study tried to identify the mediating effect of organizational trust, as well as the moderating influence of ethical leadership in the job insecurity-organizational trust link. This paper built hypotheses that job insecurity decreases the level of employee's organizational trust, then the level of the employee's organizational trust would influence organizational performance. In addition, ethical leadership would function as a buffering factor between the association between job insecurity and organizational trust. Findings - This paper found that job insecurity had a negative influence on employee's organizational trust, and the employee's organizational trust had a positive influence on organizational performance. The ethical leadership mitigated the negative impact of job insecurity on organizational trust. Research implications or Originality - By empirically delving into the importance of ethical leadership and organizational trust to increase organizational performance, this paper may provide top management and leaders in an organization with important insights that they should adequately monitor and manage the level of ethical leadership and organizational trust.

• 무역학회지
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• 제44권3호
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• pp.203-226
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• 2019

This study incorporates the structural relationships between leadership styles (LS), affect climate (AC), and organizational performance (OP) in Korean export manufacturing companies with three or more overseas subsidiaries. A theoretical model is suggested with the following empirical results. First, the positive effect of engaging leadership (EL) on organizational citizenship behavior (OCB), as well as of engaging leadership, involving leadership (IL), and goal-oriented leadership (GL) on team performance (TP), proved to be significant. Second, both engaging leadership and goal-oriented leadership have significant positive effects on optimism, while involving leadership has significant negative effects on pessimism. Third, only optimism has a positive (+) effect on OCB and TP. The mediating effects were proved to be significant in two paths: one in EL->optimism->OCB and the other in EL->optimism->TP. Finally, in responding to rapid changes in the external environment of exporting companies, the engaging leadership is a key source of organizational performance by forming a favorable affect climate. Therefore, top management should recognize the role of team leaders and strengthen their leadership training. In addition, it was confirmed that leaders with emotional intelligence that can respond to the affects of members play a more important role in forming an optimistic climate in Korea export manufacturing enterprises with foreign subsidiaries.

• Journal of Nutrition and Health
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• 제38권9호
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• pp.756-764
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• 2005

The purpose of this study was to explore the variables affecting the quality of hospital dietary services. The quality of hospital dietary services was investigated in two ways, which can be named by factual quality and perceived quality The variables affecting hospital dietary services were classified into two categories, $\ulcorner$organizational environment variables$\lrcorner$ and $\ulcorner$work behavior variables$\lrcorner$. Quality readiness survey was conducted to investigate $\ulcorner$organizational environment variables$\lrcorner$ and $\ulcorner$work behavior variables$\lrcorner$ on 225 dietitians working in dietary departments of 45 general hospitals which had more than 400 beds. $\ulcorner$Organizational environment variables$\lrcorner$ were categorized into four variable group:'organizational work design', 'organizational culture', 'department head leadership' and 'top management leadership'. $\ulcorner$Work behavior variables$\lrcorner$ were categorized into three variable group: 'individual behavior', 'peer group behavior', and 'behavior toward supervisor'. Top management leadership (p< 0.01)' in the $\ulcorner$organizational environment variables$\lrcorner$ had significant impacts on the factual quality of hospital dietary services.

• 보건행정학회지
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• 제7권2호
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• pp.147-176
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• 1997

This research identifies the most important domains in health care administration from now to the year 2005 and differentiates job skill, konwledge, and ability requirements necessary for successful management. Fellows of the Korean Hospital Association from about thirteen percents of the country responded to mail inquiry. Five of eleven domains, in order of ranked importance, were health care delivery concepts, leadership characteristics, quality management, cost/finance and human resources management. Results indicated that while a business orientation is needed for organizational survival, and equal emphasis on person-oriented skills, knowledge, and abilities is required.