• Journal of Practical Engineering Education
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• v.15 no.2
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• pp.243-258
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• 2023

The purpose of this study is to examine the mediating effect of organizational commitment in the relationship between transformational and transactional leadership and innovative behavior and demonstrate the moderated mediating effect of job satisfaction. To this end, 4,133 cases from the 『2021 Public Servant Life Survey』 conducted to general public servants belonging to central administrative agencies and metropolitan governments by the Korea Institute of Public Administration were used for the analysis, and SPSS 21.0 and Mplus 8.4 programs were used to test the research hypotheses. As a result of the analysis, it was confirmed that transformational and transactional leadership had a positive effect on organizational commitment and innovative behavior, and organizational commitment had a positive effect on innovative behavior. In addition, it was confirmed to have a significant mediating effect in the relationship between transformational and transactional leadership and innovative behavior. Finally, it was confirmed that the mediating effect of transformational and transactional leadership on innovative behavior through organizational commitment was moderated by the level of job satisfaction, and all the proposed hypotheses were adopted. Based on theses findings, theoretical and practical suggestions and future research suggestions were discussed.

• Journal of the Korean Home Economics Association
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• v.44 no.3 s.217
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• pp.51-59
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• 2006

The purpose of this study is to determine the relevant variables of parent-leadership that influence family strength based on the transformational leadership and transactional leadership proposed by Bernard M. Bass and to investigate the primary impact of leadership on the subordinate's job satisfaction and job involvement to his/her supervisor. Therefore, this study will provide implications for the family through a diagnosis of the effect by leadership. The results of this research are as follows : 1) How is the relationship of parent-leadership and family strength? A positive correlation was found between transformational leadership scores and family strength. A negative correlation was found between nontransactional leadership scores and family strength. 2) How had transformational leadership and transactional leadership affected on the family strength? Transformational leadership had the strongest effect on family strength. How had the 7 sub- factors of transformational/transactional leadership affected family strength? Idealized influence and contingent reward had strong effect on family strength but management by except had a negative effect on family strength.

• Management & Information Systems Review
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• v.31 no.2
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• pp.1-20
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• 2012

The purpose of this study was to investigate the influence of leadership types and self-efficacy, job satisfaction on organizational performance. The hypotheses were suggested and data analyses were performed to verify these hypotheses. Data gathering were performed by self-administered questionnaires on the samples of 423 mechanical fields employees in Busan & kyongnam. The results of structural model exhibit that transformational leadership, transactional leadership was positively related to elf-efficacy. And it was also found that self-efficacy, job satisfaction was positively related to organizational performance. Expecially, it showed self-efficacy, job satisfaction as a mediator on the relationships between the leadership types and organizational performance.

• Journal of Korean Library and Information Science Society
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• v.33 no.4
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• pp.125-147
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• 2002

The purpose of this study was to find out how the leadership of superiors at the university library - transformational and transactional leadership - could affect the job satisfaction of subordinates. For this purpose, verification was performed with the subject of 155 librarians working at 11 university libraries in Busan. The following are the results of this study. 1) There was positive correlation between the leadership type of superiors and the job satisfaction of subordinates. Transformational leadership turned out to have higher correlation with job satisfaction than transactional leadership. 2) Intellectual stimulation·inspiration affects promotion practices and supervision style. 3) When analyzing the controlling effect of individual characteristics, only gender and marital status are used as a controlling variables between transformational leadership and job satisfaction.

• Journal of Korean Society for Quality Management
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• v.46 no.1
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• pp.135-152
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• 2018

Purpose: This study attempted to analyze how the ego state of flight attendants affects their job satisfaction and customer orientation using Berne's (1966) transactional analysis and further compare the difference between job satisfaction and customer orientation depending on demographic characteristics, position, and ego state. Methods: The data was collected by using the structured questionnaires to flight attendant of major airline companies. The proposed research model is tested using 164 valid questionnaires using SPSS 23 and Smart PLS 2. Results: This research indicated the only free child ego sate among ego state factors of flight attendant was found to have a positive impact on job satisfaction. In the relationship between ego states and customer orientation, all ego state factors were found to have a significant influence on customer orientation. Conclusions: The study offered a theoretical and empirical foundation for future research by empirically identifying the relationship between ego state factors and customer orientation in the in-flight service and suggested the strategic implications to increase job satisfaction and customer orientation based on the psychology and ego state of flight attendant.

• Journal of Korean Academy of Nursing
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• v.32 no.6
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• pp.812-822
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• 2002

The Purpose of this study was to identify the relationship among leadership style of nurse managers, job satisfaction, organizational commitment, and turnover intention. Method: The subjects were 468 nurses and 19 head nurses who were working at the 3 general hospitals in seoul. The data were collected from July 6 to September 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. Result: 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) 'Job satisfaction' was positively related to 'organizational commitment' and 'Job satisfaction', 'organizational commitment' were negatively related to 'turnover intention'. 4) As a result of stepwise multiple regression analysis, the key determinants of 'turnover intention' were 'organizational commitment' and this explained 44.4% of the total variance of it.

• The Journal of Korean Association of Computer Education
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• v.11 no.6
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• pp.85-94
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• 2008

This study is to find strategies to promote distance learning effectiveness in the online learning environment. The research showed that the level of learner's perception of the structure of transactional distance was not significantly different according to sex (p>.05). There was significant correlation between the level of learner's perception of the structure and academic satisfaction(p<.01). And, the level of learner's perception of the structure and learning durability appeared to have statistically significant correlation. However there was no significant difference(p>.05) between academic achievement. Among the three subordinate factors, the course interaction organization had the most influence on the learner's academic satisfaction and the learner's learning durability was influenced the most by the content organization.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.2
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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.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.3
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• pp.373-383
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• 2007

Purpose: This descriptive study was designed to find out the relation between nurses' perceptions of leadership and organizational effectiveness. Method: The data was collected from nurses in 451, a tertiary hospital located in B city by means of structured questionnaires. The data was analysed by t-test. ANOVA, Pearson correlation coefficient. Results: The average age of the subjects was 29.1. Regarding the marital status, 68.1% were single. Regarding the nursing unit, 42.6% were working for the general surgical wards. The total period of clinical career was on average 73.7 months. Regarding the period in current ward, 51.0% were 1-less than 3 years. There was a positive correlation with transformational leadership, transactional leadership, job satisfaction, and organizational commitment, whereas the turnover intention had a negative correlation with transformational leadership and transactional leadership. Conclusion: The nurses' different perceptions of transformational leadership, transactional leadership, and organizational effectiveness have strong correlative relationships with each other. This finding suggests the importance of the head nurse's leadership in increasing organizational effectiveness.

• The Journal of the Korea Contents Association
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• v.10 no.9
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• pp.327-337
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• 2010

The purpose of this study was to investigate the effects of the in-home visitation care facility directors' transformational and transactional leadership on organizational effectiveness and the moderating role of organizational trust between leadership types and organizational effectiveness. In this study, job satisfaction and turnover intention were used as organizational effectiveness variables. For this study, structured questionnaires were used and data were collected from 290 caregivers from 50 in-home visitation care facilities in Seoul. Collected data were analyzed using hierarchical regression technique. Results showed that directors' transformational leadership had a positive effect on caregivers' job satisfaction and a negative effect on their turnover intention, whereas directors' transactional leadership had no effect on caregivers' job satisfaction, and turnover intention and that caregivers' organizational trust moderated between directors' transformational leadership and caregivers' job satisfaction.