• Journal of Distribution Science
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• v.17 no.7
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• pp.5-13
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• 2019

Purpose - In order for companies to be competitive and adapt to the trend of development, it is important for many airlines to secure outstanding human resources and the need to nurture them. It can be expected that by systematically analyzing and organizing the characteristics and types of competences considering the duties of the airline cabin crew, the personal and organizational capacities of the cabin crew can be defined and presented theoretically. Research Design, Data, and Methodology - This survey was conducted over a seven-month period from February 1 to September 30, 2018 and was designated as a domestic airline flight attendant. Direct visits to Incheon International Airport and Gimpo International Airport were also conducted through an online questionnaire. A total of 515 questionnaires were used for empirical analysis. To verify two hypothesis of this study, a regression analysis and exploratory factor analysis (EFA) were performed using SPSS WIN 26.0. Results - Analysis on the impact of personal capacity of airline cabin crew on job satisfaction showed that technical competence, knowledge capacity and ability capacity, which are sub-factor factors of personal capacity, had a positive effect on job satisfaction. Recovery resilience also plays a positive role in relationships between individual competence and job satisfaction. Conclusions - It has been empirically analyzed that the personal characteristics of the airline crew have a significant effect on flight attendant's job satisfaction. It can be seen that flight attendants tend to perform well beyond what is required in their duties, and that active and confident cabin crew members tend to perform well in the direction of improving their duties, and are also highly satisfied with their duties.

• Journal of the Korean Applied Science and Technology
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• v.36 no.3
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• pp.737-747
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• 2019

The purpose of this study was the development and effectiveness of the Emotional Leadership program by Enneagramr. A nonequivalent control group pretest-posttest design was used to measure the effects of the program on the Emotional Leadership. Participants in a validation therapy program were 30 Leaders who attended 6 weekly sessions of approximately 60 minutes each. Effexts were evaluated through pre and post tests that included measurement of Emotional Leadership, Organizational Performance, and the Self Efficacy. The study variables were analyzed using ${\chi}^2$-test, Fisher's exact test, t-test with SPSS statistical package. For the Leaders, a statistically significand increaded in Emotional Leadership, Organizational Performance. Therefore, it is recommended to utilize the Emotional Leadership Program for Nurse's Leaders by improving the Emotional Leadership and Organizational Performance.

• Journal of Convergence for Information Technology
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• v.11 no.8
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• pp.8-13
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• 2021

The purpose of this study is to propose a throughput costing as a performance measurement tool to measure cost indicators, which are one of the indicators for evaluating organizational performance in a smart factory manufacturing environment. An empirical study by questionnaire was conducted, and 60 experts were surveyed to verify the hypothesis. As a result of the study, it was concluded that the information provided based on throughput costing is helpful in cost measurement and in evaluating organizational performance efficiency and effectiveness, and it was confirmed that this method has usefulness to support the planning and control process. It is proposed that the use of throughput costing by constraint theory, which can maximize throughput and optimize inventory levels in the manufacturing process, can find solutions to bottlenecks affecting the efficiency and effectiveness of organizational performance.

• Asia pacific journal of information systems
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• v.33 no.4
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• pp.863-898
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• 2023

Previous studies have shown that insiders pose risks to the security of organisations' secret information. Information security policy (ISP) intentional violation can jeopardise organisations. For years, ISP violations persist despite organisations' best attempts to tackle the problem through security, education, training and awareness (SETA) programs and technology solutions. Stopping hacking attempts e.g., phishing relies on personnel's behaviour. Therefore, it is crucial to consider employee behaviour when designing strategies to protect sensitive data. In this case, organisations should also focus on improving employee behaviour on security and creating positive security perceptions. This paper investigates the role of psychological capital (PsyCap), punishment and organisational security resources in influencing employee behaviour and ultimately reducing ISP violations. The model of the proposed study has been modified to investigate the connection between self-efficacy, resilience, optimism, hope, perceived sanction severity, perceived sanction certainty, security response effectiveness, security competence and ISP violation. The sample of the study includes 364 bank employees in Jordan who participated in a survey using a self-administered questionnaire. The findings show that the proposed approach acquired an acceptable fit with the data and 17 of 25 hypotheses were confirmed to be correct. Furthermore, the variables self-efficacy, resilience, security response efficacy, and protection motivation directly influence ISP violations, while perceived sanction severity and optimism indirectly influence ISP violations through protection motivation. Additionally, hope, perceived sanction certainty, and security skills have no effect on ISP infractions that are statistically significant. Finally, self-efficacy, resiliency, optimism, hope, perceived severity of sanctions, perceived certainty of sanctions, perceived effectiveness of security responses, and security competence have a substantial influence on protection motivation.

• Knowledge Management Research
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• v.24 no.4
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• pp.43-61
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• 2023

Businesses recognize the importance of empathy among members for achieving organizational goals. Accordingly, they have developed and implemented communication programs aimed at enhancing mutual understanding between the MZ generation and the older generation. However, recent communication programs conducted by businesses differ in that they involve compulsory participation driven by the organization. This study sought to empirically examine their effectiveness. Data was collected from 697 participants in communication programs to validate the proposed research model, which was empirically tested through regression analysis. The results of the analysis confirmed the effectiveness of communication programs even in non-voluntary situations and highlighted intergenerational perception differences. The findings of this study emphasize the significant role of communication and empathy within organizations. Consequently, they have impacted the development of communication strategies and culture within organizations, and are expected to provide theoretical and practical insights valuable to researchers and practitioners interested in intergenerational perception differences from a knowledge management perspective.

• Journal of Distribution Science
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• v.14 no.1
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• pp.75-84
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• 2016

Purpose - In accordance with the recent changes in the management environment, leaders are required to have an ability of drawing and inducing potential of each worker. Coaching, as one of the strategies of human resources development, is drawing people's attention. This study aims to inquire about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Firstly, this study intends to illustrate what kind of influences the leader's coaching behavior can give on organizational citizenship behavior and turnover intention of workers. Secondly, it plans to verify the mediating effect of authentic leadership in the relationship between leader's coaching behavior and organizational citizenship behavior and turnover intention of workers. Thirdly, it aims to prove the moderating effect of emotional intelligence in the relationship among leader's coaching behavior, organizational citizenship behavior and turnover intention of workers. Research design, data and methodology - In order to figure out how the leader's coaching behavior influences attitude of workers, authentic leadership is considered as mediating effect. As for a moderating effect, we have determined emotional intelligence which attracts attention in the recent studies on organizational behavior, so as to investigate the correlation among variables. As for study sample, it was targeted to 236 organizational members of distribution corporations whose leader's coaching behavior is required. For reaching the purpose of study, SPSS 20 was applied for the analysis. Results - The research findings can be summarized as follows: Firstly, leader's coaching behavior gives significant positive influences on organizational citizenship behavior. Moreover, leader's coaching behavior gives negative influences on turnover intention of organizational members. Secondly, the mediating effect of authentic leadership was proved in the relationship between leader's coaching behavior and attitude of workers. Based on the analysis, it turned out that authentic leadership doesn't give a mediating effect in the bilateral relationship. Lastly, the moderating effect of emotional intelligence was proved in terms of how the leader's coaching behavior influences the attitude of workers. The research result shows that the emotional intelligence influences towards the negative direction, in the correlation between coaching behavior and organizational citizenship behavior On the other hand, in the relationship with turnover intention, It was significant effect. Conclusions - Based on the research findings, we have intended to inquired about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Furthermore, in the operational level, the following implications can be given: the importance of coaching activation in the operational level was confirmed, through inquiring into the influence of leader's coaching behavior on workers. Moreover, the importance of emotional intelligence, which has been steadily raised, was also confirmed. It is necessary for future study to carry out additional research on various factors of coaching which can influence the effectiveness of coaching, for instance, coaching process, coach's competency, characteristics of coaching customers, relationship with coaching customers and coaching system.

• Management & Information Systems Review
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• v.2
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• pp.47-73
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• 1998

According to the structural contingency theories, organizational structures are determined by such a contingency variables as organizational environment, technology, size, power and strategy. Therefore, many scholor believed that organizational effectiveness will be maximized in the condition of the fit between organizational structure and its contingency variables. But contingency theories have limitations in explaining of the manager's discretion by way of environmental determinism. In 1972, Child introduced strategic choice theory, and this perspective spurred significant, systematic studies of the influence of the managerial voluntary will on the organizational performance. Especially, the question of whether tap managers have an impact on business performance has been addressed by the strategic leadership theory that demonstrates strong associations between the characteristics of top managers, strategic orientation. Therefore, this study has investigated a theoretical literature and an empirical survey that explains the impact of top manger characteristics and organizational characteristics about strategic orientation. In order tn do that, this study develops a research model on the subjects, designed manager's characteristics, strategic typology. Managerial characteristics could be operationalized in terms of demographic measures. In this study, strategic orientation was classified using the Miles & Snow typology. This research model provides hypotheses. Hypotheses H1: The demographic characteristics of the tap manager will differ according to the types of strategic types. H2: The organizational characteristics of the firm will differ according to the types of strategic types. To test these hypotheses, this study conducted questionaire surveys on 108 firms in the Korea national wide. This study has utilized ANOVA, Chi-square analysis, cluster analysis, discriminant analysis for testing the hypotheses. The major findings of this study are summarized as follows. First, this study builds on the central tenent of cotingency theory in provide a comprehensive explanation of the process by which top manager's influence. Second, Manager's characteristics(demographics) are different from each other according to 4 strategic types(Prospector, Defender, Analyzer, Reactor). Third, Organizational characteristics are different from each other according to 4 strategic types. In conclusion, the major contributions of this study are to examine the development of a more comprehensive theoretical framework in the strategic leadership theory and to analyze their contingent relationships among managerial characteristics, organizational characteristics and strategic types in the context of Korea's industry.

• Journal of Distribution Science
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• v.10 no.12
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• pp.35-43
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• 2012

Purpose - This study analyzes the effects of types of leadership on the employees of Italian restaurants, its efficacy, and organizational citizenship behavior, utilizing a causal assessment model. In this study, independent variables such as the type of leadership perceived in the manager or chef by an Italian restaurant's employees, and its efficacy were parameters, and the organizational citizenship behavior and organizational effectiveness were the variables representing the results in the hypothesis. The study aimed to draw implications by verifying the leadership via efficacy and the impact on organizational citizenship behavior of Italian restaurants. Research design, data, methodology - For the purpose of this analysis, specific questionnaire items were configured according to the theory and efficacy of the study. From a questionnaire used in organizational citizenship behavior comprising 22 questions, six were modified to suit the research purpose of this study. The configured questionnaire comprised 5 parts and 40 items. A Likert (Likert) 5-point scale was utilized to measure responses to the questionnaire items from the employees of an Italian restaurant in Seoul who participated in the survey. For data collection, 400 questionnaires were distributed, and 344 collected. Factor analysis and reliability verification were conducted using SPSS18.0 and AMOS18.0. A covariance structure analysis was conducted to test the research hypotheses. Results - Based on the results of the analyses, the summary and suggested implications of the research are as follows: The covariance structure analysis used to analyze the kind of effect transformational and transactional leadership styles in Italian restaurant employees had on self-efficacy, group-efficacy, and organizational citizenship behavior, indicated that among the characteristics of transformational leadership (such as, idealized influence, inspirational motivation, individual consideration, and intellectual stimulation), idealized influence and individual consideration had a positive influence on self-efficacy. Idealized influence, individual consideration, conditional reward, and management by exception also positively influenced self-efficacy and altruistic and conscientious behavior (organizational citizenship behavior). Conclusions - Results suggest that with regard to self-efficacy and group efficacy, managers in different departments and chefs should provide team members with a vision for the future, increase their confidence in their abilities, and build their trust in the organization. By evaluating employee performance and experiences, management can demonstrate leadership and encourage organizational citizenship behavior through enjoyable, voluntary participation. Transformational and transactional leadership is effective in group processes that include social-exchange relationships, self-efficacy and group efficacy, and organizational citizenship behavior. However, as this research study utilizes only self-reported data, it has several limitations, such as a vulnerability of errors caused by the various experiment types. A significant limitation of this study is the lack of potential for the duplication of results. The covariance structure analysis, however, provides complementation to limit the impact of errors from self-reporting studies. A future study can extend this research by utilizing different data collection methods.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.8
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• pp.544-559
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• 2016

The purpose of this research is to analyze the mediating effects of knowledge management activities in the relationships between superiors' transformational leadership and their organizational commitment and between the their transformational leadership and knowledge management activities and organizational commitment by industry with 635 employees of large companies as the participants in this research. The results of this research can be summarized as follows. It was found that the superiors' transformational leadership had significant effects on their knowledge management activities and organizational commitment. Also, it was found that their knowledge management activities had significant effects on their organizational commitment. It was found that the superiors' transformational leadership had partial mediating effects with regard to the mediating role of their knowledge management activities in their organizational commitment. Finally, the results of the analysis by industry showed that the effects of the superiors' transformational leadership on their knowledge management activities were the greatest in the service industry and the effects of their knowledge management activities on their organizational commitment were also the greatest in the service industry. It was also found that the effects of the superiors' transformational leadership on their organizational commitment were the greatest in the IT industry. In this research, it was recognized that transformational leadership plays an important role as a prerequisite factor for promoting organizational effectiveness, and these results imply that transformational leadership means not only achieving goals, but also pursuing changes and innovation and, at the same time, developing the latent capabilities and strengths of the organization's members and promoting their confidence and passion by stimulating their positive strengths, so that they can achieve higher than expected outcomes.

• Journal of Distribution Science
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• v.13 no.6
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• pp.105-118
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• 2015

Purpose - Currently, strengthening small and medium-sized enterprises (SME) in terms of competitiveness is a key economic issue. However, the problem is that many SMEs lack the internal competence required to cope with a rapidly changing market structure. Such problems can act as an obstacle to economic development, yet most SMEs in Korea are dealing with this problem today. A company's source of competitive advantage is changing from quantity to quality, facility to knowledge, and hardwork to creativity. Under such circumstances, a company should place learning and sharing of knowledge and continuously creating new knowledge as its priority. This study aims to identify the effect of a chief executive officer's (CEO) compassion and forgiveness - positive factors in organizational emotion - on learning organization activities and organizational performance, through a theoretical comparison. Research design, data, and methodology - For this study, SMEs based in Daejeon and Chungcheong area were selected. To secure credibility of the data, the subjects were selected among those who have been working at the business for six months or longer. The survey was conducted for 30 days from March 5, 2015 to April 5, 2015. Both offline and online surveys were conducted. Fifty companies were chosen and 700 questionnaires were distributed, with 506 used for analysis. Fifty subject companies (25 from Daejeon, 10 from Chungnam, 10 from Chungbuk, and five from Sejong) were selected and the objective, target, and survey content were explained to a manager at each company either face-to-face or on the phone. Of the total of 700 questionnaires distributed via mail or e-mail, 78.6% or 550 copies were returned. Excluding 44 insufficient questionnaires, the remainder, 506 questionnaires, were used for analysis. Results - This study analyzed how the CEO's compassion and forgiveness affects learning organization activities and organizational performance. First, compassion of the CEO at the SMEs directly affected the learning organization activities and indirectly affected the organizational performance. Second, forgiveness of the CEO at the SMEs did not affect the learning organization activities and organizational performance directly or indirectly. Conclusions - The study conclusions are as follows. First, CEO compassionate behavior at the SMEs was a significant variable that directly and indirectly affected learning organization activities and organizational performance. Therefore, the CEO of an SME can create a positive organizational atmosphere through compassionate behaviors in the organization. Second, the forgiving behavior of the CEO did not have direct or indirect effects on learning organization activities and organizational performance. However, the reason for a CEO to continue his or her forgiving behavior is because it strengthens employee resilience, commitment, and self-efficacy to protect the organization from negative influences such as layoffs, risks, and wrongdoings. The action of forgiveness does not have direct or indirect effects. However, the CEO shall continue such behavior to strengthen members' physiological resilience, commitment, and self - effectiveness, and to protect the organization from risks including layoff and external negative factors.