• Journal of Korean Library and Information Science Society
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• v.36 no.3
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• pp.5-20
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• 2005

This Study is to analyze the effect that the subordinate factors which compose transformational leadership and transaction leadership, cause stress syndrome. The results of this study are as fellows 1) There were no relationships between the stress syndrome and the term of service : however, the level of stress among librarians tended towards fairly high level 2) The charisma and the Individualized consideration of transformational leadership showed negative(-) effects on stress syndrome. 3) The management-by-exception of transaction leadership showed positive(+) relationship with stress syndrome, and the contingent reward, negative(-)relationship. 4) The effect causing stress was greater In transformational leadership than in transaction leadership. Therefore, it was confirmed that the charisma and the individualized consideration of transformational leadership were variables decreasing stress, and the management-by-exception of transaction leadership was a variable increasing stress.

• The Journal of the Korea Contents Association
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• v.18 no.5
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• pp.482-489
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• 2018

The purpose of this study is to investigate the effects of tax officials' (transformational/transactional) leadership styles on organizational commitment, and to empirically analyze the context of relationship between the leadership styles and organizational commitment, using empowerment as a moderator variable, to find out whether the effects of transformation leadership and transactional leadership on organizational commitment vary with empowerment. The results of analysis showed that the (transformational/transactional) leadership styles have positive(+)effects on organizational commitment. And as a result of analyzing the interaction term in the analysis of moderating effects, it was found that, among leadership factors, charisma and intellectual stimulation, contingent reward, individualized consideration excluding management by exception${\times}$empowerment, and management by exception${\times}$empowerment have statistically significant positive(+)effects on organizational commitment.

• The KIPS Transactions:PartC
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• v.9C no.3
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• pp.375-384
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• 2002

In the current Internet, the QoS of interactive applications is hardly guaranteed because of variable bandwidth, packet loss and delay. Moreover, VoIP which is becoming an important part of the information infra-structure in these days, is susceptible to network packet loss and end-to-end delay. Therefore, it needs error control mechanisms in network level or application level. The FEC-based error control mechanisms are used for interactive audio application such as VoIP. The FEC sends a main information along with redundant information to recover the lost packets and adjusts redundant information depending on network conditions to reduce the bandwidth overhead. However, because most of the error control mechanisms do not consider end-to-end delay but packet loss rate, their performances are poor. In this paper, we propose a new error control algorithm, SCCRP, considering packet loss rate as well as end-to-end delay. Through experiments, we confirm that the SCCRP has a lower packet loss rate and a lower end-to-end delay after reconstruction.

• Korean Journal of Biological Psychiatry
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• v.18 no.2
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• pp.101-108
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• 2011

Objectives The aim of this study is to explore the association among DRD4 polymorphism, temperament and alcohol drinking behavior of Koreans in their early adulthood. Method Participants were 172 healthy Korean adults (mean age $28.1{\pm}0.8$). Their temperament was assessed with the Temperament and Character Inventory (TCI) and their alcohol drinking behavior were evaluated with a self-reported questionnaire including the CAGE and the Korean version of Alcohol Use Disorder Identification Test (AUDIT-K). DRD4 exon III 48 base pair variable number of tandem repeats (VNTR) was genotyped by PCR. Results No significant association was found between DRD4 polymorphism and TCI temperament dimension (novelty seeking, harm avoidance, reward dependence, and persistence) as well as alcohol drinking behavior scales. However, novelty seeking was significantly associated with alcohol drinking behavior. The higher level of novelty seeking was associated with the higher severity index of drinking (B = -0.225, p < 0.001) and problematic alcohol use on the CAGE and AUDIT-K [Odds Ratio (OR) = 1.111, 95% Confidence Interval (CI) 1.021-1.209, p = 0.015, OR = 1.087, 95% CI 1.009-1.170, p = 0.028]. Conclusion In our study, while there is no significant association of DRD4 polymorphism with temperament and alcohol drinking behavior, novelty seeking affects problematic alcohol use. Results suggest that novelty seeking may play an important role in problematic alcohol use in young Korean adults.

• Korean Journal of Social Welfare
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• v.65 no.3
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• pp.107-130
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• 2013

This study conducted a meta-analysis on the studies related with job satisfaction of social workers. For data analysis, journals, theses, and dissertations published between 1990 and 2013 were reviewed systematically. Through this process, this study calculated average effect size of each variable and explored moderator variables. The study results were as follows. First, this study significantly identified 27 variables related with job satisfaction of social workers. Second, the results indicated that large effect size variables included empowerment, organizational climates, supervision, relationship with boss, leadership, social support, work environment, reward system factor, self-esteem, work autonomy. Third, moderator analyses were conducted utilizing characteristics of organization. Moderate effects were identified in the following variables including role conflict, specialization, recognition, promotion, relationship with peer, supervision. Finally, the implications of the study findings were discussed.

• The Journal of the Korea Contents Association
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• v.13 no.9
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• pp.216-226
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• 2013

This study is conducted to verify the effect on the job performance mediating job satisfaction of participant's self-leadership and empowerment for Senior Employment Programs. The questionnaire research targets, a total of 158, are used analysis on participants for Senior Employment Programs in Gwang-ju, Jeollanam-do, Jeollabuk-do, Jeju. In order to derive research result to use a SPSS Version 12.0 for Window program, and factorial analysis, reliability verification for each variable were used. Additionally, It was used to carry out hypothesis verification for Regression analysis. As a result, the study shows that the job performance is maximized by the mediation effect of job satisfaction with self-leadership and empowerment of participants on Senior Employment Programs. On the base of study result, this paper suggest for participants in Senior Employment Program to enforce method about Natural Reward Strategies, Meaning, Confidence, Impact.

• Journal of Digital Convergence
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• v.14 no.11
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• pp.201-224
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• 2016

The main objective of this study is to identify and analyze the factors affecting technology innovation of the innovative IT SMEs. A research model is established based on the previous studies on the technology innovation of SMEs. The model consists of independent variables (Adhocracy culture, R&D capability, IT capability, Leadership, and Appraisal & Reward), an intermediate variable (Knowledge management), and dependent variables (product/service innovation and process innovation). Major research results can be summarized as follows: IT SMEs pursuing technology innovation should: (1) pay attention to innovation oriented culture, IT capability, and evaluation & compensation systems of the company; (2) recognize that knowledge management is an essential activity performed by the company; (3) strengthen the R&D capabilities of the company by not only exerting internal efforts but establishing cooperative network with various parties; and (4) resolve the decoupling problem of the evaluation & compensation system.

• The Korean Journal of Applied Statistics
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• v.31 no.6
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• pp.771-783
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• 2018

The life insurance industry is interested in various factors that influence the long-term extensions of insurance contracts such as the necessity for the advisors' long-term management of consumers, product consulting, and improvement of the investment aspects. This paper investigates important factors leading to a long-term contract that forms an important part of the life insurance industry in Korea. For this purpose we used the data of contents (i.e., data from Jan 1, 2011 to Dec 31, 2016) of the contracts of xxx insurance company. In this paper, we present how to select important variables to influence the duration of the contract maintenance via a penalized Cox's proportional hazards (PH) modelling approach using insurance life data. As the result of analysis, we found that the selected important factors were the advisor's status, the reward type 2 (annuity insurance) and tendency 4 (safety-pursuing type).

• Asia Marketing Journal
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• v.13 no.3
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• pp.183-208
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• 2011

After more than 25 years of accumulated research evidence, there is little doubt that leadership behavior is related to a wide variety of positive individual and organizational outcomes. Indeed, leadership behavior has been empirically linked to increased employee satisfaction, organizational commitment, extra effort, turnover intention, organizational citizenship behavior, and overall employee performance. However, it is important to point out that although leadership behavior has been linked to a number of positive organizational outcomes, research regarding the antecedents of such behavior is limited. Especially there is little research dealing with the antecedents of inter-organizational leadership behavior. Supply chain leadership can be defined as the activities undertaken by the supply chain leader to influence the management programs and strategies of supply chain members. Supply chain performance is influenced by leadership of supply chain leader. Although research on supply chain leadership can be broadly categorized, many researchers have been preoccupied with analyzing supply chain leadership by the power-influence approach measuring such as control, power, and power bases. Also they have not examined the relationship between leadership and financial performance. This study has started to overcome those research gaps. The purpose of this study is to investigate the effect of relational behaviors on supply chain leadership, and the effect of such leadership behavior on financial performance of supply chain followers. In addition, this study also try to find out moderating variable existing in the relationship. To be concrete, First, this study develops a model of the antecedents of four conceptually distinct forms of relational behaviors such as training, fair reward, offering vision, and inter-organizational communication, and tests the hypothesized differential effects of relational behavior forms on supply chain leadership. Second, this study tests the effect of supply chain leadership on financial performance. Third, this study investigates the extent to which this leadership-performance relationship is moderated by leader ethicality. The reason why this study deals with convenience store supply chain is that there is very strong inter-dependence between a franchisor and its suppliers. Their strong inter-dependence makes their relationship as the relationship between a superior and subordinates and creates an atmosphere that leadership occur without difficulty. For the purpose of empirical testing, 217 respondents of suppliers of convenience store supply chain in Korea were surveyed and the analysis utilizing partial least square model indicated that training, fair reward, inter-organizational communication had positive effects on supply chain leadership, and such leadership had positive effect on financial performance of followers. On the other hand, offering vision had no effect on supply chain leadership. In addition, leader ethicality had moderating effect on the relationship between supply chain leadership and financial performance.

• Asia pacific journal of information systems
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• v.19 no.1
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• pp.63-82
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• 2009

Virtual community is a social aggregation to attain some goals in an IT-supported virtual space (Lee et al., 2002). As lots of virtual communities generate robust and reliable outputs with low control and low incentive, previous researchers was interested in the questions, "why do they participate?" or "how are they controlled?". But. as Katz (1964) said, the most important part of the high-performing organization is the behaviors of members in the organization. Therefore, this research is to examine the relationship between the performance and the behaviors of participants in the virtual community. First, we propose 6 types of behaviors related to high performance in the virtual community: 'Continuous Attendance', 'Complying with the organizational value, policies, and regulations', 'Protection', 'Suggestion for the improving', 'Self-training', and 'Favorable behavior'. The six types of behaviors are extracted from the framework of Katz (1964) and Brief and Motowidlo (1986). The reason why each behavior is positively related with high-performance is that those who continuously attend have more responsibility than temporary participants do; complying with the rules of a virtual community means that they may make more reliable outcome; 'Protection' is one of the prosocial-behaviors and those who protect the community may concern the benefit of the virtual community when they participate: those who suggest some ideas for improvement may contribute to the virtual community; 'Self-training' behavior means that participants really want to have high quality in their contribution: those who have 'Favorable attitude' consider other members in the virtual community when they participate. Then, we perform an empirical analysis with the survey from participants in the Knowledge service of Naver.com, to show those behaviors are associated with the high-performance. To make the measurement for the six behaviors, we use CVR (content validity ratio) method (Lawshe, 1975), interviewing 12 experts. The dependent variable, performance of participation, is measured by 'ratio of selected answer' given by the Naver.com. We use email survey. We sent 1200 emails to randomly selected participants in the knowledge service and received 282 responses. The results of our empirical analysis show that 4('Continuous Attendance', 'Suggestion for the improving', 'Self-training', 'Favorable attitude') are positively related to the performance, but 2('Complying with the organizational value, policies, and regulations' and 'Protection') are not significant. In line with Fitzgerald (2006), we expect that participants in the virtual community may behave similarly to employees in the off-line firms for the high performance. But 2 behaviors have different results. The reason that the 'Complying with the organizational value' behavior is not sufficiently related to performance is that the motivation of participants is more related to intrinsic pleasure or altruism than external reward. Also, the 'Protection' behavior has no significant relationship with performance, which means that the high-performing participants have little concern about the problems in the community.