• Journal of Convergence for Information Technology
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• v.12 no.4
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• pp.199-204
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• 2022

This study analyzed mediating effect of job satisfaction between directors' leadership and workers' organizational commitment in senior clubs. A survey of 288 workers in Chungcheong and Daejeon was conducted. The statistical analysis methods were frequency, correlation, confirmatory factor analysis, and bootstrap. The analysis result was that directors' leadership had positive effect on workers' organizational commitment and mediating effect of job satisfaction was verified. For improving directors' leadership, it is necessary to develop various leadership education and training programs, to induce voluntary participation in the programs, and to include the participation of leadership program in facility evaluation. To advance workers' job satisfaction, we need various exchange programs with colleagues and peer groups, mentoring and rest service to manage emotional labor, and professional job education and supervision.

• The Journal of the Convergence on Culture Technology
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• v.8 no.6
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• pp.365-371
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• 2022

This study explored the influence of servant leadership of directors on role performance of teachers in nursery school with examination of how perceptions of an organizational culture and teaching ethics of teachers intermediate the relationship between servant leadership and role performance of teachers. The data were collected from 501 teachers in nursery school working in Seoul and Gyung-gi-do and data analysis was done through structural equation modeling using AMOS 24.0. The study results show that the servant leadership of directors was positively related to the role performance of teachers, and organizational culture and teaching ethics of teachers were found to mediate the relationship between servant leadership of directors and role performances of teachers. In addition, he servant leadership of directors influenced the role performance of teachers through organizational culture and teaching ethics.

• Korean Journal of Childcare and Education
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• v.17 no.2
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• pp.89-101
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• 2021

Objective: The purpose of this study is to verify the effect of directors' coaching leadership on teachers' play implementation competencies and the mediation effects of teachers' reflective thinking and creative job performance by conducting a structural relationship analysis. Methods: The subjects of this study were child care teachers who were purposefully sampled from the metropolitan area which includes Seoul, Incheon, and Gyeonggi Province. A total of 267 questionnaires were analyzed after excluding poor or incomplete questionnaires by use of SPSS Statistics 25.0 and the AMOS 21.0. Results: Directors' coaching leadership was positively correlated with teachers' reflective thinking, creative job performance, and their play implementation competencies. Directors' coaching leaderships directly and indirectly influenced teachers' play implementation competencies, which was mediated by teachers' reflective thinking and their creative job performance. Conclusion/Implications: Directors' coaching leadership has a significant implication for teachers' play implementation competencies which became more important after the national curriculum standards had been revised.

• Korean Journal of Childcare and Education
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• v.11 no.3
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• pp.45-62
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• 2015

The purpose of this study was to identify the influence of infant teachers' stress coping strategies and directors' emotional leadership on intention to change jobs. The subjects in this study were 156 infant teachers working in child care centers in Gangwon-do province. A Stress coping strategies questionnaire and intention to change jobs questionnaire, and directors' emotional leadership questionnaire were used for this study. For the research analysis, frequency, Cronbach's ${\alpha}$ coefficient, and Pearson's correlation were calculated and regression analysis were conducted. The results are as follows. Firstly, it was revealed that the scale of intention to change jobs decreases as the scales of problem-focused coping strategies and directors' emotional leadership increase. As the scales of directors' emotional leadership also increase, the scales of problem-focused and social support seeking coping strategies increases. Secondly, it is revealed that infant teachers' problem-focused coping strategies have a statistically meaningful negative influence on intention to change jobs. Thirdly, directors' emotional leadership is also shown to have a statistically meaningful negative influence on infant teachers' intention to change jobs. In order to reduce infant teachers' intention to change jobs, this study can provide a basic guideline to develop programs that enhance directors' emotional leadership and infant teachers' stress coping attitudes.

• Journal of Digital Convergence
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• v.20 no.2
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• pp.425-430
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• 2022

This research analyzed the influencing relationship between directors' leadership and employees' turnover intention in senior clubs. This also verified mediating effect of organizational commitment. A survey of 297 employees in Chungcheong and Daejean was conducted. The analysis result is that the effect of directors' leadership on employees' turnover intention and the mediating effect of organizational commitment are significant. For reducing employees' turnover intention, the following measures are needed. To advance directors' leadership, the attitude of supporting the dedication and growth of the workers, the creation of a cooperative atmosphere among the workers, and the development and operation of human-centered leadership education and programs are needed. To promote employees' orgnanizational commitment, job allocation considering competence/characteristics, support for professionalism improvement, granting authority and responsibility necessary for job performance, and preparing appropriate compensation and promotion system is required.

• Korean Journal of Child Studies
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• v.28 no.6
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• pp.73-84
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• 2007

This study investigated the influence of director's leadership on teachers' empowerment and organizational effectiveness in early childhood educational institutes. The subjects in this study were 627 teachers who worked at kindergartens and childcare centers located in Seoul and Gyeonggi province. The results showed that (1) transformational leadership had stronger effects on teacher empowerment than transactional leadership. (2) Directors' transformational leadership had meaningful effects on organizational commitment, but their transactional leadership didn't have effects on commitment. (3) Directors' transformational leadership had stronger effects on job satisfaction and job performance than transactional leadership.

• Journal of the Korean Home Economics Association
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• v.47 no.2
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• pp.27-37
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• 2009

This study investigated the leadership skills of directors in addition to empowerment and Job satisfaction of teachers in Child Care Centers. The participants were 446 teachers who worked in early childhood educational institutes across Jeju province. The results were as following.: Firstly, transformational leadership significantly affected empowerment. However, individual consideration and transactional leadership from transformational leadership did not significantly affect empowerment. Secondly, individual consideration and intellectual stimulation from transformational leadership had a significant effect on job satisfaction. Also, reward for performance and exceptional management from transactional leadership had a significant effect on the job itself, the relationship, the working environment, and salary package among sub-variables in job satisfaction.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.10
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• pp.377-385
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• 2018

The purpose of this study is to identify the relationship between the emotional leadership of directors and the organization culture and to examine differences in the level of emotional leadership of directors. The research results were as follows: Firstly, the relationship between emotional leadership of directors and organization culture showed a positive correlation between all sub-factors. Secondly, multiple regression analyses identified the emotional leadership's sub-factors were significant predictors of the organization culture. Thirdly, organization culture significantly differed according to the emotional leadership level. In summary, this research confirmed that there was a correlation between the emotional leadership of directors and organization culture.

• Journal of the Korean Home Economics Association
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• v.44 no.5 s.219
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• pp.9-19
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• 2006

The purpose of this research was to investigate factors related to the child care center director's transformational leadership and differences of the awareness about transformational leadership between child care center directors and teachers. A survey was conducted using the questionnaire developed by Lee suk-kyung (1997). Results of this research showed that type of child care center, number of children in the program, director's age, educational degree and years of career related to child care, affected the child care director's transformational leadership as recognized by themselves. From a teacher's point of view, director's transformational leadership was influenced by director's age, educational degree, and years of career related to child care. In addition, different level of awareness about director's transformational leadership between child care directors and teachers was found. Based on the result, a program to enhance director's leadership is strongly needed.

• Quality Improvement in Health Care
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• v.10 no.2
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• pp.144-153
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• 2003

1) Background: The hospitals of modem society, like any other business entities, have to constantly strive to secure their survival from aggressive changes and competition outside. In this unstable environment, effective leadership is one of the most effective strategies for securing organization's growth as well as stability. This study investigated types of leadership (transformational or transactional) that is dominant in medical record departments and compared it's effects on organizational commitment and job satisfaction of their organizational members by types. 2) Method: A questionnaire was developed and mailed to all medical record administrators working at general hospitals throughout the country except department directors (N=450). Of these, 150 useable questionnaires were returned and analyzed by t-test, multiple regression analysis using SPSS. 3) Results: The organizational commitment and job satisfaction were a little bit higher than moderate level, and that of leadership perceived by medical record administrators was also in moderate level throughout types. Significant characteristics (positively) related to organizational commitment and job satisfaction by univariate analysis were marital status (married), position (middle management) and both type of leadership. However transformational leadership was the only significant factor in leadership styles after considering all the factors related to organizational commitment and job satisfaction together by multivariate analysis. 4) Conclusion: The average organizational commitment and job satisfaction of medical record administrators was just in moderate level. Efforts should be made to increase them by improving leadership capacity of medical record directors, primarily by using transformational leadership approach.