• The Journal of Asian Finance, Economics and Business
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• 제6권1호
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• pp.273-280
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• 2019

Many studies have shown that job performance and leadership are important in our society. In addition, to improve the quality of work or to improve the work efficiency is still a lot of challenges for each leader. In Vietnam, there are few specific studies on the impact of leadership styles on employee engagement such as: transformational leadership styles, business leadership styles and leadership styles. In the field of higher education, the fewer studies on these issues. A study is conducted to test the impact of leadership styles on the engagement of cadres, lecturers and staff at public universities in Vietnam. Using adjustment techniques, inspecting the scales and theoretical models representing the relationship among the influential factors. The research is based on a sample of 309 cadres, lecturers and staff currently working in universities in Vietnam and used Structural Equation Modeling (SEM) to test the relationships among the variables. The study results show that the scales of the variables: transformational leadership, transactional leadership, laissez faire leadership, job satisfaction and organizational engagement attain the validity and reliability in the research. The study results also show transformational leadership, transactional leadership and laissez faire leadership are directly and indirectly affected by job satisfaction and organizational commitment.

• Journal of Information Technology Applications and Management
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• 제20권4호
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• pp.151-164
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• 2013

According to the development of smart technologies such as smart phones, tablet PC, and SNS communication, the necessity of smart work that can change the working environments in organizations has been emphasized. However, while there are many organizations that wish to adopt smart technologies, there are those that have been skeptical until now about its potential success. Leaders may especially have different viewpoints concerning the efficacy and effectiveness of smart work depending on the industries, characteristics of the work, etc. Therefore, this research looks to investigate whether there may be differences between leaders (manager, project manager, supervisor, etc.) and non-leaders (team member, staff, etc.) group in accepting smart working through empirical and exploratory approaches.

• 영어어문교육
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• 제18권1호
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• pp.217-235
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• 2012

The purpose of this study was to identify the perceptual learning style preferences of 97 Korean EFL students in middle school. Furthermore, it examined if students' learning styles varied in terms of gender and grade level. Data was collected by using Reid's (1987) PLSPQ and a personal background questionnaire and was analyzed by using descriptive statistics, MANOVA, ANOVA, and t-test. The results revealed that subjects had all six major learning styles but among them, auditory, group, and visual styles were the most preferred by them. The results found in this study, presented that Korean EFL middle school students favored learning English through listening, reading and working in groups and that younger students preferred learning through physical involvement and practicum. The findings of this study provide a number of useful insights for EFL and ESL educators and instructors in Korea. The current study suggests that a great number of variables such as culture, learning situation of the target country, age, and grade level can all play important roles in shaping the learning preferences and the learning styles of students. Considering these variables and promoting a curriculum that is interesting, appealing and successful may help maximize student L2 learning.

• 디지털융복합연구
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• 제11권11호
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• pp.197-207
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• 2013

많은 조직들이 스마트워크 개념의 도입을 통하여 업무를 워크 스마트하게 하려는 의지는 있지만 어떻게, 무엇부터 시작해야 할지, 또한 이것이 성공적인 결과를 가져올지에 대해서는 확신을 가지지 못하는 실정이다. 특히 조직의 구성원인 개인의 리더십 유형에 따라 스마트워크 수용의도에 긍정적으로 인식하는 경우와 부정적으로 인식하는 경우가 있을 수 있다. 따라서 본 연구는 근무방식의 변화를 요구하고 있는 스마트워크 시대에 조직 내 리더와 조직 구성원들의 리더십 성향별로 스마트워크를 수용하는 태도에 차이 여부를 규명하고자 하였다. 실증연구를 위해 응답된 설문지는 총118개 였으며, 분석방법은 집단간 평균차이 검정을 실시하였다. 실증연구결과 리더십 성향별로 근무장소, 근무방식, 스마트워크 적극추진여부 등의 특정 항목에 대해서는 수용의도에 차이를 보이는 것으로 나타났으며, 리더집단과 비리더 집단간에도 기기사용방식, 근무지, 유연근무제 등을 받아들이는 태도에 차이가 있는 것으로 나타났다. 본 연구의 결과는 스마트워크를 도입하고자 하나 조직 내 저항 혹은 리더와 비리더 집단간의 인식차이를 극복하고자 하는 최고경영자나 조직에 시사점을 줄 수 있을 것이다.

• 한국패션뷰티학회지
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• 제3권1호
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• pp.13-19
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• 2005

It is apparent that managing a beauty salon lays weight on human resource due to its strudtural nature. Among others a beauty salon has, human resource nay be the most important which affects success of its business because most business of a beauty salon is fulfilled between man of 'customer' and man of 'employee'. Thus, this study analyzes on effects of job satisfaction by leadership styles. Besides, this study tries to find out what style of president's leadership is desirable to promote employee's job satisfaction. To sum up, findings are as follows. First, leadership with high consideration and structure shows a higher job satisfaction, an administrative policy, and working condition. Second, while the leadership styles do not influence duty.

• 한국가족관계학회지
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• 제21권4호
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• pp.99-117
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• 2017

Objectives: The purpose of this study is investigate the influences of childhood abuse experience, discipline styles and social support on childcare efficacy according to socio-demographic backgrounds of childcare teachers. Method: For this study's purpose, 200 childcare teachers working at children's schools in J city were surveyed and analyzed for child abuse experience, discipline styles, social support and childcare efficacy. Frequency analysis, t-test, ANOVA and multiple regression analysis were used as study methods. Results: The results of this study are as follows. First, there were statistically significant differences in childhood abuse experiences according to the general characteristics of childcare teachers in the sub-domain of occupational position and marriage status. Second, childcare efficacy and social support were positively correlated, and discipline styles and childcare efficacy were negatively correlated, but there was no correlation between social support and abuse experience. Third, general teaching efficacy regarding childcare efficacy showed a statistical influence of physical abuse, which is a sub-variable of childhood abuse experience. The general efficacy of teaching showed a statistically significant influence on logical discipline and coercive discipline, which are sub-variables of discipline methods. The general teaching efficacy in terms of childcare efficacy showed a statistically significant influence in the family variable which is a sub-variable of social support. The personal teaching efficacy within childcare efficacy showed a statistically significant influence in the logical discipline, a sub-variable of physical abuse, and disciple styles, a sub-variable of childhood abuse experience. Conclusion: From these findings, childcare teachers' childhood abuse experience was a factor affecting childcare efficacy in discipline, social support, and sub-variables. Therefore, it is necessary to remedy the effects of childhood abuse experience, encourage appropriate discipline styles, and to encourage social support in order to improve the childcare efficacy among childcare teachers.

• 간호행정학회지
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• 제18권4호
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• pp.383-393
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• 2012

Purpose: The aim of this study was to investigate the effects of occupational stress and coping styles on burnout of clinical nurses. Methods: The participants in this study were 397 nurses, working at the hospitals in Seoul, Gangwon, and Gyongbuk provinces. Data were collected using a structured questionnaire from November, 2009 to January, 2010. The SPSS WIN 13.0 version program was used for data analysis. Results: The most significant predictors of burnout were positive reappraisal and work load. Work load, resource inadequacy, role ambiguity, and indifference coping style positively correlated with burnout. Positive reappraisal and problem-focused coping styles negatively correlated with burnout. Conclusion: The study results indicate that it is important to reduce work load, resource inadequacy, and role ambiguity in nurses and to strengthen their positive reappraisal and problem-focused coping styles to prevent burnout. This could be achieved with job redesign, modification of shift work systems, and by offering burnout prevention program.

• The Journal of Asian Finance, Economics and Business
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• 제7권9호
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• pp.477-488
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• 2020

This study provides the empirical testing to test the influences of contemporary leadership styles (i.e., transactional and transformational) on job satisfaction and customer satisfaction as the mediating variable between job satisfaction and customer loyalty. The approach utilized in this study was a quantitative research design using a survey model. The participants of this study were recruited from 160 front-liners in the airline's industry in Indonesia. This study employed 160 front liners (flight attendants, reservation/ticketing, and check-in-counter officers) who worked in Branch Office/General Sales Agent of Indonesian commercial airlines. The studied airlines serve domestic routes based at Soekarno-Hatta International Airport. Furthermore, the data were examined the four developed hypotheses by using Structural Equation Modeling (SEM). The primary results are: First, in the context of job satisfaction, both leadership styles (i.e., transactional and transformational) have similar influences; Second, job satisfaction affects customer satisfaction positively and significant, Third, customer loyalty is driven by passengers' satisfaction when they are utilizing the airline services. The findings imply that the working-role encouragement is essential to maximize the productivity of front-liners to serve their customer well. This research supports on developing the general knowledge based on leadership styles in the context of the airline's industry in managing the human resources strategically.

• 대한간호학회지
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• 제52권5호
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• pp.479-498
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• 2022

Purpose: This study aimed to examine effect sizes of leadership styles of nursing managers on turnover intention of hospital nurses. Methods: A systematic review and meta-analysis were conducted in accordance with the PRISMA and MOOSE guidelines. Participants were nurses working in hospitals. The intervention involved nursing managers' leadership styles; the outcome assessed was nurses' turnover intention. This was an observational study design. Eleven databases were searched to obtain articles published in Korean or English. Of the 14,428 articles reviewed, 21 were included in systematic review and meta-analysis. Comprehensive Meta-Analysis and R software programs were used. Results: The total effect size r (ESr) was - 0.25 (95% confidence interval: - 0.29 to - 0.20). Effect sizes of each leadership style on turnover intention were as follows: ethical leadership (ESr = - 0.34), transformational leadership (ESr = - 0.28), authentic leadership (ESr = - 0.23), transactional leadership (ESr = - 0.21), and passive avoidant leadership (ESr = 0.13). Ethical leadership was the most effective style in decreasing turnover intention of hospital nurses. Conclusion: Positive leadership styles of nurse managers effectively decrease turnover intention of hospital nurses, and negative leadership styles of nurse managers effectively increase turnover intention of hospital nurses. The ethical leadership style is the most effective in decreasing turnover intention of hospital nurses; however, it requires careful interpretation as its effects are reported by only two studies. This study contributes to addressing the high turnover rate of hospital nurses and developing positive leadership styles of nurse managers in hospital settings.

• Journal of Information Technology Applications and Management
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• 제20권4호
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• pp.249-261
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• 2013

Through smart work using by smart technologies, many organizations wish to change traditional working styles. Lots of organizations, however, wish to do work with smartness through adoption of smart work technologies, those are not sure whether smart work will be successful or not till now. Viewpoints of members concerning efficiency and effectiveness from smart work who operate the organizations may be different. Therefore, hopefully, this research tried to investigate whether differences among members of organizations by empirical and exploratory approach. Totally, 118 questionnaires had been collected and performed test of mean difference between groups. As a result, some items such as working place, working methods, flexible time and tension of smartwork showed significant differences among groups and non-leader and leader groups. And, furthermore, from this research I believe that we can have a few insights for successful smart working environment in organizations. For successful smart work, organizations have to try to overcome or minimize differences among members of organization.