• Journal of the Korean Dietetic Association
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• v.15 no.3
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• pp.298-310
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• 2009

The purposes of this study were to examine school foodservice employees' awareness on dietitians' service leadership and to analyze the effects of the service leadership on employee attitudes (leader reliability, value correspondence, and leader satisfaction). Questionnaires were distributed to 208 school foodservice employees from November 2007 to January 2008. The results were as follows. First, in terms of the employees' perception on the dietitians' service leadership, service belief gained the highest score, followed by insight, attitude, and ability: the average score was 3.8 point. Second, the leader reliability and leader satisfaction scores perceived by the employees were over 3.8 point on average but the awareness on the value correspondence was 3.43 point. Third, among the service leadership factors, service belief (p<0.001) and insight (p<0.001) had positive effects on leader reliability. Also, service belief (p<0.01), service ability (p<0.001), and insight (p<0.01) had positive effects on value correspondence. Finally, service belief (p<0.001), service ability (p<0.05), and insight (p<0.001) had positive effects on leader satisfaction. Fourth, a hypothesis test using path analysis revealed that dietitians' service leadership produced positive effects on school foodservice employees' attitudes (leader reliability, value correspondence, and leader satisfaction). In conclusion, the service leadership of dietitians directly contributed to leader satisfaction, value correspondence, and leader reliability in school foodservice employees.

• Journal of Distribution Science
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• v.18 no.7
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• pp.27-36
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• 2020

Purpose: The study examines how emotional leadership affects employee attitude towards work engagement. Leader legitimacy perception is chosen as the mediating variable to understand the effect of emotional leadership on employee work engagement. Research design, data and methodology: The research model is based on theory and empirical research findings in order to examine the mediating effect of leader legitimacy perception on the relationship between the manager's emotional leadership and employee work engagement. For this purpose, a survey was conducted among 188 employees of domestic retail distributors. Confirmatory factor analysis (CFA) and survey data confirmed the construct, and the hypothesis was tested by using structural equation modeling (SEM). Results: a) Emotional leadership has positive influence on leader legitimacy; b) Leader legitimacy is positively related to work engagement; c) Leader legitimacy mediates a positive relationship between emotional leadership and work engagement. However, there is no direct effect on work engagement (of employees) from emotional leadership standpoint. Conclusion: Based on the empirical results, implications and future research directions are discussed.

• Journal of Digital Convergence
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• v.13 no.9
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• pp.149-159
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• 2015

This paper aims to examine the relationships between Leader Supervisory Style, Creativity and Job Involvement in the age of convergence. In addition, this study examined the moderating effects of Leader-Member Exchange. To accomplish these purposes, the main factors of the Leader Supervisory Style were found from the previous studies. The following are the summary of hypothesis test : First, Leader Supervisory Style have differential influence on Creativity. Second, Leader Supervisory Style have differential influence on Job Involvement. Third, the moderating effects of Leader-Member Exchange have partially moderated effect on the relationship between Leader Supervisory Style and Creativity. Forth, the moderating effects of LMX Leader-Member Exchange have partially moderated effect on the relationship between Leader Supervisory Style and Job Involvement. Therefore, the results of this study have many theoretical and practical implications.

• Proceedings of the IEEK Conference
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• 2004.08c
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• pp.552-557
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• 2004

Mobile Ad Hoc Network (MANET) is a network architecture, which has no backbone network and is deployed temporarily and rapidly in emergency or war without fixed mobile infrastructures. All communications between network entities are carried in ad-hoc networks over the wireless medium. Due to the radio communications being extremely vulnerable to propagation impairments, connectivity between network nodes is not guaranteed. Therefore, previously developed routing algorithms in wired networks cannot be used. And many new algorithms have been undergone. This study proposes the secondary leader approach to the cluster based routing protocol(CBRP). In case, the primary leader becomes abnormal status so that the primary leader cannot participate the communications between network entities, the secondary leader immediately replaces the primary header without selecting process of the new primary leader. The performances of proposed algorithm ACBRP(Advanced Cluster. Based Routing Protocol;CBRP using secondary leader) are compared with CBRP and results are presented in order to show the effectiveness of the algorithm.

• The Transactions of The Korean Institute of Electrical Engineers
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• v.67 no.2
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• pp.308-313
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• 2018

In this paper, we propose a sampled-data model predictive tracking control deign for leader-following control of multi-mobile robot system. The error dynamics of leader-following robots is modeled as a Linear Parameter Varying (LPV) model. Also, the Lyapunov function is presented to guarantee stability of the networked control system. Based on the stabilization condition using a quadratic Lyapunov function approach, model predictive sampled-data controller is designed. Finally, the leader-following control of multi mobile robots is simulated to show effectiveness of the proposed method.

• Journal of Korean Elementary Science Education
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• v.29 no.3
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• pp.364-377
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• 2010

The purpose of this study was to analyze the within-group verbal interaction according to leader's personality in Thinking Science activities. For this study, 2 homogeneous small groups by cognitive level selected from one class of sixth grader. Each group was comprised of four students. Leaders of two groups selected from the results of NEO personality assessment and teacher's observation. One who got high scores in extraversion and agreeableness is named a sociable leader, the other who got low scores in extraversion and agreeableness is named a taciturn leader. Verbal interactions during small group activities were audio/video taped and students' interactions were classified into on-task and off-task. On-task included cognitive aspect and affective aspect. Interactions of cognitive aspect were divided into low and high level, also interactions of affective aspect were divided into positive and negative interaction. The results of this study showed that the verbal interactions in the sociable leader group were more activated than those in the taciturn leader group. Also, interaction level of the sociable leader group in cognitive aspect was higher than those of the taciturn leader group. In affective aspect, interaction pattern of the sociable leader group was similar to those of the taciturn leader group. The characteristics of leader's interaction are as follow. The rates of cognitive aspect in the sociable and the taciturn leaders' interactions were much higher than those of affective aspect. This tendency was especially remarkable in the taciturn leader's interactions. However, interaction level of the sociable leader in cognitive aspect was higher than those of the taciturn leader. In affective aspect, positive interaction rate of the sociable leader and the taciturn leader were higher than negative interaction rate.

• 제어로봇시스템학회:학술대회논문집
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• 2003.10a
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• pp.818-829
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• 2003

A cooperating control algorithm for two nonholonomic mobile robots is proposed. The task is composed of collision avoidance against obstacles and carrying a ladder. The front robot and the rear robot are called the leader and the follower, respectively. Each robot has a nonholonomic constraint so it cannot move in perpendicular directions. The environment is initially supposed to be unknown except target position. The torque that drives leader is determined by distance between the leader and the target position or the distance between it and the obstacles. The torque by target is attractive and the torque by obstacles is repulsive. The two mobile robots are supposed to be connected by link that can be expanded and contracted. The follower computes its torque using position and orientation information from the leader by communication. Simulation results show that the robots can drive to target position without colliding into the obstacles and maintain the distance in the allowable range.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.29 no.1
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• pp.9-19
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• 2021

This thesis researched student pilots at certified flying school to prove several things as follows. First, this study tried to find out the influence of instructor's leader trust to student pilot. Second, this study also tried to investigate the influence of student pilot's psychological stability from leader trust. Third, this study tried to prove the mediation effect of leader trust between flight instructor's transformation leadership and the student pilot psychological stability. The result of empirical research are as follows. First, the result of the verification of the relationship between transformative leadership and trust of leader showed that transformative leadership has a positive (+) influence to trust of leader. Second, the result of verification between leader trust and psychological stability relationship showed that trust of leader gives positive(+) influence to psychological stability. Third, the result of verification between transformative leadership and psychological stability showed that trust of leader gives positive(+) influence to psychological stability. I discussed implication from this study at the end and presented future research direction.

• Knowledge Management Research
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• v.18 no.4
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• pp.1-29
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• 2017

This study sets out to verify the moderated mediation of followers' identification with the leader on the indirect effect of authentic leadership on organizational cynicism via psychological contract breach. A total of 279 responses from employees at companies with more than 500 employees and of diverse industries were used for analysis. Our findings showed that authentic leadership (X) had a negative indirect effect on organizational cynicism (Y) via psychological contract breach (M), and that this indirect effect was negatively moderated by identification with the leader, thereby identifying its role as a moderating mediator. Further verification revealed that the indirect effect ($X{\rightarrow}M{\rightarrow}Y$) was conditional upon the value of the moderating variable, where identification with the leader had a significant effect in the 25%, 50%, 75%, 90% levels, but not in the 10% level. The findings of this research empirically verified that greater exertion of authentic leadership lowers psychological contract breach among organization members and, consequently, organizational cynicism. In particular, this effect was stronger when the organization member identified him/herself more strongly with the leader. Our findings extend the body of knowledge on the relationship between authentic leadership and organizational cynicism and expands the possibilities for future research.

• Journal of Distribution Science
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• v.14 no.8
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• pp.59-66
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• 2016

Purpose - This study has its purpose to identify the correlation between factors and moderating variables that can reduce job burnout by setting a positive relationship with a leader and ethicality of the leader as factors reducing job burnout and helping behavior as a moderating variable. Research design, data, and methodology - The research design would make theoretical perceived ethical leadership and LMX toward helping assistance, and job burnout using by structural equation method. Results - As a result, both positive behaviors and recognition on ethical leadership of a leader have been confirmed to influence on mitigation of job burnout. Especially, among the two factors, ethicality has shown to be more efficient to alleviate exhaust compared with positive behavior of a leader. Conclusions - Theoretical perceived ethical leadership and LMX toward a leader, helping assistance, and job burnout are statistically significant, however, the helping behavior of members is the factor increasing a job burnout. These results can be interpreted as the difficulties of relation setting with the members for the leader, and although loyalty and responsibility toward right leader may induce helping behavior, and positive behavior for organization can impact on the job burnout. It can be concluded that the ethicality of a leader is an essential factor for the development of organization.