• Title/Summary/Keyword: supervisors' transformational leadership

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The Relationship between Supervisors' Transformational Leadership and Collectivism on the Job Satisfaction of Kindergarten and Childcare Center Teachers (유아보육·교육기관 교사의 직무만족에 대한 원장의 변혁적 리더쉽과 교사의 집합주의의 상호작용 효과)

  • Min, Ha-Yeoung
    • Journal of Families and Better Life
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    • v.30 no.6
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    • pp.13-21
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    • 2012
  • The purpose of this study was to investigate the relationship between supervisors' transformational leadership, collectivism and the job satisfaction of teachers in kindergartens and childcare centers. The subjects were 240 teachers employed at kindergartens or childcare centers in Daegu and Gyeongbuk Province. The collected data were analyzed by mean of simple regression, hierarchial regression, and the use of SPSS Win 15.0. The results of our study are as follows. (1) Collectivism was positively associated with supervisors' transformational leadership. (2) The job satisfaction of teachers was positively associated with supervisors' transformational leadership. (3) The interaction effects of supervisors' transformational leadership and collectivism on the job satisfaction of teachers were observed.

The Relationship between Supervisors' Transformational Leadership and Teachers' Depression on Psychological Empowerment by Teachers in Kindergartens and Childcare Centers (유아보육 및 교육기관장의 변혁적 리더쉽과 교사의 심리적 임파워먼트 : 교사 우울의 조절효과)

  • Min, Ha-Yeoung
    • Korean Journal of Child Studies
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    • v.32 no.5
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    • pp.1-12
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    • 2011
  • The purpose of this study was to investigate the relationship between supervisors' transformational leadership, teachers' depression and the psychological empowerment of teachers in kindergartens and childcare centers. The subjects were 208 teachers employed in kindergartens or childcare centers in Daegu and Gyeongbuk Province. Questionnaires, which required self-reporting by teachers, were used to investigate supervisors' transformational leadership, teachers' depression and psychological empowerment. The data thus collected were analyzed by mean of Pearson's correlation, hierarchial regression, and by the use of SPSS Win 15.0. The results of our study were as follows. First, Supervisors' transformational leadership was positively associated with teachers' psychological empowerment. Second, teachers' depression was negatively associated with teachers' psychological empowerment. Finally, The interaction effects of supervisors' transformational leadership and teachers' depression on teachers' psychological empowerment were observed.

The Effects of Transformational Leadership on Organizational Culture and Innovation in the Fire Fighting Organization (소방조직의 변혁적 리더십이 조직문화와 혁신에 미치는 영향)

  • Park, Chang-Soon;Choi, Kyu-Chool
    • Fire Science and Engineering
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    • v.27 no.6
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    • pp.104-114
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    • 2013
  • This study is intended to figure out the effects of supervisors' transformational leadership on organizational culture and innovation in the fire fighting organization. To achieve this, a survey was carried out to fire officers from the National Emergency Management Agency and Seoul Metropolitan Fire & Disaster Headquarters. The results are as follows. First, the effect of supervisors' transformational leadership on organizational culture showed that supervisors' transformational leadership had an effect on group culture, norm culture and rational culture by sub-factors of organizational culture in the fire fighting organization. Second, the effect of organizational culture on organizational innovation showed that group culture and rational culture had an effect on organizational innovation. Third, the effect of supervisors' transformational leadership on organizational innovation showed that supervisors' transformational leadership had an effect on organizational innovation. As for findings stated above, supervisors' transformational leadership had positive effects on organizational culture and innovation in the fire fighting organization. Consequently, supervisors' energetic and change-seeking leader-ship for junior staffs with existing organization-and new generation-oriented new thinking system can contribute to rational culture and development-oriented innovation based on norms in the group.

The Causal Relationship between Supervisor Transformational Leadership and Employee Self-leadership Affected by Organizational Support - with a Focus on the Security Organization at the Korean National Assembly - (국회 경호.경비조직의 지원에 따른 상사의 변혁적 리더십과 셀프리더십의 인과관계)

  • Lee, Ju-Lak
    • Korean Security Journal
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    • no.35
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    • pp.37-62
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    • 2013
  • One of the organizational characteristics in the modern society is the emphasis placed upon individual autonomy in an effort to promote and develop each member's morale as well as the efficiency in personnel management. Therefore, it can be understood that the importance of "Self" is recognized in work places and the leadership of supervisors and each member's self-management and control are also emphasized, leading to establishment of the "Self-leadership" concept. In this study, the effect of the Transformational Leadership of the supervisors on the subordinates' Self-leadership was analyzed and the causal factor of organizational support in the relationship between Transformational Leadership and Self-leadership was defined. A survey was conducted with 182 security officials at the National Assembly and the following results were obtained. First, Transformational Leadership had a positive effect on Self-leadership and the Transformational Leadership of the supervisors had a statistically significant impact on the organizational support awareness. Furthermore, organizational support showed a statistically significant mediator effect in the relationship between the Transformational Leadership of the supervisors and the Self-leadership of the subordinates. Finally, future directions in regard to the personnel management system were suggested.

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Ideal types of Leadership of different supervisors for medical practitioners' dedication to their jobs (의료기관 종사자들의 직장몰입을 위한 직종별 상사의 바람직한 리더십 행태)

  • Kong, Tae-Hyun;Han, Yong-Soo
    • Management & Information Systems Review
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    • v.32 no.1
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    • pp.153-171
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    • 2013
  • The subjects of following research were 663 medical practitioners working at hospitals or bigger sized medical facilities in Pusan. Among the entire research subjects, it was shown that medical practitioners are notably and positively affected when their supervisors' type of leadership was either servant leadership or transformational leadership. The types of leaderships of supervisors that are recognized by medical practitioners were transformational leadership, transactional leadership, servant leadership. The effect of supervisors' leadership according to different type of role are as following. Under the circumstance of no personal and controlled variables, the each group of different medical occupants showed notable positive effects. Nurses corresponded to transformational leaderships, while admission and discharge corresponded to servant leadership. At the same time, medical technicians were most effected by both servant and transformational leadership.

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A Study on the Relatonship between Transformational Leadership, Group-efficacy, and Group Performance (집단수준에서 변혁적 리더십 및 집단 효능성과 집단성과의 관계에 관한 연구)

  • 조임현;유동근
    • Journal of the Korean Operations Research and Management Science Society
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    • v.25 no.1
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    • pp.105-124
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    • 2000
  • The purpose of this paper is to investigate the relationships among transformatonal leadership, gropefficacy, and group performance. A total of 321 empolyees of a fire and marine insurance frim in Seoul anonymously completed the Multifactor Leadership Questionnaire-Form V, which consists of three factors(charisma, individualized consideration and intellectual stimulation) for transformational leadership, and two factors(contingent reward and management by exception) for transactional leadership. The sample, which largely consists of sales supervisors and salesmen, includes 41 sales office branches. The findings of the study are as follows. Transformational leadership is closely associated with group-efficacy and group performance. That is, there are significant correlations between transformational factors and group-efficacy, between the factors and group performance, and between group-efficacy and group performance. A stepwise multiple regressio analysis revealed that transformational leadership augmented the subordinates's extra efforts. It was also found that group-efficacy was mediating the relationship between transformational leadership and group performance. The managerial implications of these findings and future directions of research are also discussed.

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The Effect of Perceived Organizational Support and Transformational Leadership on Affective Commitment and Employee Performance

  • ASTUTY, Isthofaina;UDIN, Udin
    • The Journal of Asian Finance, Economics and Business
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    • v.7 no.10
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    • pp.401-411
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    • 2020
  • Recognizing the vital role of employees in achieving optimal performance and sustainable competitive advantage as expected, organizations need to facilitate high support for employees, implement appropriate leadership styles, and increase affective commitment within the organization. Therefore, the objective of this study is to analyze and explore: (1) the effect of perceived organizational support (POS) on employee performance and affective commitment; (2) the effect of transformational leadership on employee performance and affective commitment; and (3) the effect of affective commitment on employee performance. The covered population in this study were all employees (including managers, supervisors, and functional staff) who worked in the stone milling companies in Central Java, Indonesia. Data obtained in this study were processed statistically employing structural equation modeling (SEM) with the SmartPLS 3 software package. Based on the data analysis results on 103 respondents, this study concluded that POS had a significant effect on affective commitment and employee performance as well as transformational leadership on affective commitment and employee performance. Furthermore, affective commitment also had a significant effect on employee performance. Thus, the results of this study, theoretically and practically, can be used by all parties concerned to improve employee performance and maintain a sustainable competitive advantage.

Influence of Leadership Styles on Organizational Commitment and Job Satisfaction (지휘관의 리더십 특성이 조직몰입과 직무만족에 미치는 영향 - 경기도 소방공무원을 중심으로 -)

  • Son, HyoJong;Lee, YoungMi
    • Fire Science and Engineering
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    • v.29 no.6
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    • pp.129-138
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    • 2015
  • This study investigates the influence of transformational and transactional leadership styles of commanders in fire service organizations on organizational commitment and job satisfaction. A survey was conducted with the staffs of four fire stations in Gyeonggi Province. The results show that the charismatic characteristics of transformational leadership and the management by exception of transactional leadership positively influence both organizational commitment and job satisfaction. This indicates that the fire officers can be devoted to their organizations and be satisfied with their jobs when their supervisors give directions with charisma and vision and when they delegate authority to the fire officers except in particular situations.

Effects of Transformational Leadership on the Organizational Effectiveness of Long-Term Care Facilities : Focusing on the Care Giver's Mediating effect of Empowerment (노인장기요양기관의 변혁적 리더십이 조직효과성에 미치는 영향 : 요양보호사의 임파워먼트 매개효과를 중심으로)

  • Shin, Yongseok;Jung, Eunkyung;Kim, Jungwoo
    • Korean Journal of Social Welfare
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    • v.66 no.3
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    • pp.75-99
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    • 2014
  • The purpose of this study is to examine effects of empowerment on relationship between supervisors transformational leadership recognized by care givers and organizational effectiveness represented as the job satisfaction and the organizational commitment. For the purpose, survey were conducted with care givers working in long-term care facilities in Seoul, Gyeonggi-do and Incheon, and final data were resulted from analysis of 283 examines of those care givers. The findings of this study were as follows: first, transformational leadership of long-term care facilities had a significant influence on the job satisfaction and organizational commitment. Second, the care giver's empowerment had a influence on the job satisfaction and organizational commitment. Third, empowerment worked as mediators between the transformational leadership of long-term care facilities and care giver's job satisfaction and organizational commitment. Based upon these findings, we can propose practices towards improving a long-term care facilities administrator's transformational leadership and implication of program development and provide an institutional strategy aiming to care giver's empowerment improvement.

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An Analysis of Mediating Effects According to Knowledge Management Activities of Organization Members in the Relationship between Supervisors' Transformational Leadership and Organizational Commitment within the Organization - A Comparative Analysis of the Employees of Large Companies by Industry - (조직내부에서 상사의 변혁적 리더십과 조직몰입의 관계에서 조직원의 지식경영활동에 따른 매개효과 분석 - 직종별 대기업 종사자 간 비교분석 -)

  • Han, Choong-Keun;You, Yen-Yoo
    • 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.