• 한국생활과학회지
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• 제6권1호
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• pp.29-39
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• 1997

This study was to explore the effects of the preferences to housewives' employment and the type of household financial management leadership on the financial communication and equality of financial power perceived by working wives. From results of this study, the followings were concluded: 1. Housewives' income power leaded to the increase of their financial decision-making leadership and the more active participation to the financial matters. 2. The influences of husbands' leadership on the household finance were greater than one of wives' leadership. Depending on who has the financial management leadership, there were the differences on degree of the understanding and the discretion. 3. Although joint management style was popular today. the major management leadership was belonged to husbands based on the traditional value of sex role in the household financial management area.

• 간호행정학회지
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• 제19권3호
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• pp.394-403
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• 2013

Purpose: The purpose of this study was to identify self-leadership and attitude to patient falls and fall prevention behavior in nurses. Methods: The participants were 178 nurses from two general hospitals in Seoul. Data were collected from March 20 to May 10, 2012 using structured questionnaires which included a Self-leadership scale, Fall attitude scale, and Fall prevention scale. Data were analyzed using descriptive statistics, Pearson correlation and Hierarchial multiple regression with the SPSS/WIN 20.0 program. Results: The mean score for nurses' self-leadership was 3.48 (5 point scale). The average reported fall attitude was 3.59 (5 point scale) and fall prevention behavior was 3.26 (4 point scale). Self-leadership had a 18% explanatory power in fall attitude and a 5% explanatory power in fall prevention behavior. The factors which influenced fall prevention behavior were nurses' fall attitude (${\beta}$=.21, p=.009), fall prevention education (${\beta}$=.20, p=.007) and self-leadership (${\beta}$=.16, p=.047). All of the factors together had a 13.1% explanatory power. Conclusion: The results of this study suggest that provision of regularly fall prevention education to nurses is required and should include a program to activate their positive attitude and self-leadership in order to improve fall prevention behavior in nurses.

• 한국과 국제사회
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• 제1권2호
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• pp.209-242
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• 2017

본 연구의 목적은 군사력의 유 무형 전력을 효과적으로 통합하여 전투력상승효과(synergy)를 극대화시키는 '합동성(Jointness)'을 기반으로 이순신장군의 4대 대첩 리더십 분석과 제언을 통해 한국군의 무형전력의 핵심인 정신전력 강화에 기여하기 위함이다. 우리군의 효율성 증진을 위해 하드웨어 차원에서 군 구조개선을 하고 있는데, 이를 실질적으로 뒷받침 할 소프트웨어 차원에서 동맹국과 우리군의 합동성 추진과정을 분석한 결과 미래지향적인 정신전력 강화 시스템구축과 더불어 무형전력이 핵심인 리더십과 관련된 제반 과제들과 함께 조화롭게 혁신되어야 한다고 판단된다. 국방정신전력 강화를 위한 군 구조개혁과 함께 추진하여야 할 소프트웨어 차원의 한국군 리더십에 관한 과제를 도출하기 위하여 합동성과 연계한 연구문제(1. 합동성시대 서구 선진국가의 군 리더십의 핵심은 무엇인가? 2. 이순신장군의 전사(戰史)를 통한 한국적 리더십의 현대적 조명)를 선정하여 문헌조사 방법과 본 연구자의 참전당시 현지 인터뷰결과와 이순신장군의 4대 대첩을 중심으로 한 리더십 전사(戰史)를 모델로 고찰한 결과, 1) 미래를 예측하고 대비할 수 있는 전략적 리더십, 2) 상승효과를 발휘할 수 있는 융합의 리더십, 3) 전투중심으로 실천할 수 있는 지식의 리더십을 도출하게 되었다. 아울러 합동성을 기반으로 한 정신전력강화를 위해서는 첫째, 합동성 증진을 위한 심층깊고 실질적인 리더십진단이 선행되어야 하고, 둘째, 국방부와 육 해 공군 리더십센터와 PKO센터의 차별화와 통합에 관한 효율성을 과학적으로 비교분석한 후 국방개혁과 함께 합동성 증진을 위한 통합노력을 구현해야 하며, 셋째, 국방부 예하 무형전력 관련기관의 통폐합을 해야 한다는 결론에 도출하였다.

• 한국치위생학회지
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• 제13권5호
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• pp.827-833
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• 2013

Objectives : The purpose of the study is to investigate the relationship between self-leadership in clinical practice and stress in dental hygiene majoring students. Methods : Subjects were 250 dental hygiene majoring students in J area from March 20 to April 20, 2012. Data were analyzed using the statistical package SPSS WIN 12.0 for frequency, mean and standard deviation analysis, one-way ANOVA and multiple regression. Results : There were significant differences between Satisfaction and clinical practice, practice and major stress factors(p<0.01). There were significant differences between practices, satisfaction, and self-expectations(p<0.001). The explanatory power of the model was 9%(p<0.05). The combination of self-leadership, activity, interpersonal factors were very important factors and the explanatory power of the model was 8%(p<0.001). Conclusions : Self-leadership is able to decrease stress. Self-leadership is very important in clinical practice in dental hygiene majoring students.

• International Journal of Internet, Broadcasting and Communication
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• 제16권1호
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• pp.36-46
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• 2024

This study is a descriptive survey to determine the effects of fundamentals of nursing skills education with peer evaluation on self-leadership, self-directed learning ability, and learning attitude. The factors affecting self-directed learning ability were peer evaluation, self-leadership, and learning attitude (F=118.81, p<.001), with an explanatory power of 50.4%. The factors affecting learning attitude were peer evaluation, self-leadership, and self-directed learning ability (F=48.89, p<.001), with an explanatory power of 29.5%. Based on the results of this study, we believe that it is necessary to apply various teaching methods such as peer evaluation and promote self-leadership to improve self-directed learning and learning attitude.

• 유통과학연구
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• 제9권4호
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• pp.63-73
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• 2011

본 연구는 1980년대 이후 관심을 끌고 있는 리더십연구를 프랜차이즈시스템의 본부와 가맹점관계에 적용하였다. 연구의 목적은 여러 선행연구 및 자료에서 나타난 핵심이슈들 즉, 윤리성, 정보기술, 그리고 조직문화를 리더십의 선행요인으로 보고 이들과 리더십스타일 및 성과 간 관계를 규명하고자 한다. 이를 위하여 프랜차이즈의 3개 업종, 즉 외식업, 서비스업, 도소매업의 가맹점 220업소의 점주를 대상으로 자료를 수집 분석한 결과 거래적 조직문화가 리더십을 강화시키고, 기술역량은 변혁적 리더십만을, 윤리성은 경로리더십유형에 관계없이 모두 영향을 미쳤다. 리더십의 성과에는 변혁적 리더십은 재무적 성과를 강화시키나 거래적 리더십은 관계시민행동을 강화시키는 것으로 나타났다. 이는 프랜차이즈본부가 거래관계를 중시한 과업지향적 문화를 조성하여 리더십을 강화하고 윤리성의 확립과 기술역량을 축적해야 하며 변혁적 리더십과 거래적 리더십을 선택적으로 발휘하여 재무적 성과와 관계시민행동을 촉진해야함을 나타내 보였다. 본 연구는 "리더십조건은 만들어 질수 있다"는 메시지의 전달과 정부의 유통정책에 경로리더의 양성과 활용기반을 마련하며 윤리교육과 윤리가이드라인이 필요함에 대한 단서를 제공하였다.

• 간호행정학회지
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• 제18권2호
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• pp.146-154
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• 2012

Purpose: The purpose of this study was to examine the effects of preceptor nurses' self-leadership on role recognition and job satisfaction. Method: The participants were 171 preceptor nurses worked in one of three general hospitals in Seoul. The data were collected from April 12 to May 12, 2011 and analyzed using descriptive statistics, t-test, ANOVA, pearson correlation, Scheffe, and regression with SPSS Win 19.0 program. Result: The results of the study were as followed. The average score for preceptor nurses' self-leadership was 3.55, for role recognition, 3.81 and for job satisfaction, 3.28. The factors of the preceptors' self-leadership affecting role recognition were self-expectation (${\beta}$=260, p=.002) and goal setting (${\beta}$=199, p=.030), and those factors accounted for 18.9% of explanatory power. The factors of self-leadership influencing job satisfaction were self-expectation (${\beta}$=18.3, p=.021), and rehearsal (${\beta}$=-168, p=.030), and those factors accounted for 31.3% of explanatory power. Among the factors of self-leadership, self-expectation influenced both role recognition and job satisfaction. Conclusions: The results of the study indicate that to improve preceptor's role recognition and job satisfaction, there should be special training programs to enhance preceptor's self leadership.

• 간호행정학회지
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• 제11권3호
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• pp.233-241
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• 2005

Purpose: The purpose of this study was to understand the components of successful leadership and organizational structural barrier to apply leadership perceived by head nurses. Method: We collected the data using interviews from August 1 to August 31 in 2003. The participants of this study were 19 head nurses from two university hospitals in Pusan. Result: Three categories of successful leadership in nursing organization were identified; leadership, opportunity, authority. Leadership category included accepting nurses' opinions, providing comfortable work environment, and interpersonal harmony. Opportunity category included verbal convincing for professional development and emotional support. Authority category included accomplishment and competence. Head nurses included autonomy, incentives, and equal opportunity across to different discipline as power category. Barriers identified by head nurses were lack of opportunity and power from hospital level. They seem to be frustrated when they don't have enough support from hospital. Conclusion: We think that head nurses have to apply effective leadership to achieve organizational goal and harmonious nursing environment. Based on the barriers identified in the study, interdisciplinary managemental intervention can lead better quality of care and nurses' work satisfaction which could further enhance hospital productivity and quality of care.

• 한국벤처창업학회:학술대회논문집
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• 한국벤처창업학회 2006년도 추계학술발표회
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• pp.415-443
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• 2006

본 연구는 건설현장소장의 거래적 변혁적 리더십 유형과 권력이 조직유효성에 미치는 영향과 권력의 조절효과에 대한 실증연구이다. 790명의 현장근무 직원들로부터 설문을 받아 Cronbach's ${\alpha}$ 계수를 이용한 신뢰성, 탐색적 요인분석을 이용한 타당성 검사를 실시했으며, 가설검증을 위해 군집분석과 다변량분석을 수행하였다. 연구결과를 요약하면 첫째, 리더십 유형이 조직유효성에 긍정적인 연향을 미친다. 단 조직 몰입에는 긍정적 영향을 미치지 않는 것으로 나타났다. 둘째, 권력유형은 조직유효성에 긍정적 영향력을 미치는 것으로 나타났으며, 권력유형 중 보상적 권력과 합법적 권력이 직무만족이나 조직몰입에 다른 권력유형보다 상대적으로 강한 영향력을 미치는 것으로 나타났다. 셋째, 리더십 유형과 조직유효성 간의 권력의 조절효과는 긍정적으로 나타났다. 거래적 변혁적 리더십 유형이 조직유효성에 미치는 영향이 긍정적이라는 연구결과는 향후 국내 건설현장의 리더십개발에 주요한 지침이 될 것이며, 권력의 조절작용도 현장소장의 리더십 발휘에 있어 주요한 시사점을 준다하겠다.

• 임상간호연구
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• 제24권3호
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• pp.347-355
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• 2018

Purpose: The purpose of this study was to understand morality identity, occupational stress and authentic leadership and identify factors contributing to turnover intention among intensive care unit (ICU) nurses. Methods: Data were collected from 230 nurses at the university hospitals in Daegu, Ulsan and Busan between February 15 and March 23, 2017. Instruments measuring turnover intention, moral identity, occupational stress, and authentic leadership were utilized. Statistical analysis included t-test, ANOVA, Pearson correlational analysis, and hierarchical regression analysis. Results: A total of 207 nurses in ICU participated in this study. The power of explanation with age and dependents on turnover intention was 4.1%. With inclusion of occupational stress, moral identity, and authentic leadership factors put into the model, further 20.4% was explained. The explanatory power of the turnover intention in the final model was 23.6% (F=11.63 p<.001), and occupational stress was the key factor explaining turnover intention (${\beta}=.28$, p<.001). Predictive factors contributing to turnover intention were age, occupational stress, moral identity, and authentic leadership in final model. Conclusion: These findings demonstrated occupational stress, moral identity and authentic leadership as critical factors contributing turnover intention of ICU nurses. It is necessary to promote nursing manager's authentic leadership, and to encourage moral identity in ICU nurses. In addition, providing intervention programs to reduce occupational stress for ICU nurses is necessary.