• Title, Summary, Keyword: 공유리더십

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The Study of Leadership in University Libraries for Change Management (변화관리를 위한 대학도서관의 리더십에 관한 연구)

  • Lee, Kyung-Min
    • Journal of Korean Library and Information Science Society
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    • v.42 no.1
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    • pp.145-164
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    • 2011
  • University libraries in Korea are facing a crisis because of decline of users and librarian reduction from internet development and digital media. To solve this problem, author referred to the literatures on change management of company. Because there are many accumulating knowledge and experiences about company change management. It is necessary to lead the sympathetic sense of crisis by all university librarians. The vision should be made by all librarians' agreement. But the vision practice is more important than developing. In order to practice the vision, it is more useful to share the leadership with general manager and influential librarians in Korea university libraries. Furthermore, systematic leadership training for librarians is needed than ever.

The Mediating Effects of Self-efficacy on the Relationship between Transformational Leadership and Job Performance (변혁적 리더십과 직무성과와의 관계에서 자기효능감 매개효과 연구)

  • Lee, Sang-Hee;Chun, Chang-Dae
    • The Journal of the Korea Contents Association
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    • v.15 no.1
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    • pp.427-436
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    • 2015
  • The purpose of this study is to identify the effect of transformational leadership on job performance focused on the mediating effect of self-efficacy. The questionnaire was distributed from February 3rd to 23rd in 2014, of the 350 distributed questionnaire 316 copies were used in the analysis by moderating multiple regression method. The results of the study were as followed; Firstly, it was found that the factors of transformational leadership, charisma, intellectual stimulation, individual consideration, and inspiration motivation had significant influence on job performance. Secondly, the effect of the factors of transformational leadership, except individual consideration, on job performance was significant influence by mediating effect of self-efficacy. Based on these findings, this paper suggests implications that restaurants have employees feel free, pleasant atmosphere to work and conduct self-participation for organization. Limitations of the research such as lack of type of leadership and hiring condition are need to be discussed.

A Study on the Factors Influencing Job Information Sharing among Junior College Students (대학생들의 취업정보 공유에 미치는 영향요인에 관한 연구)

  • Chang, Rosa;Kim, Seonghee
    • Journal of the Korean Society for Library and Information Science
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    • v.51 no.4
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    • pp.53-75
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    • 2017
  • In this study, a survey was conducted with 385 students in a junior college, where jobs and field education are emphasized, to identify the factors affecting job information sharing. The structural equation modeling was adopted to analyze the collected data. The most influential factor to the sharing was cultural factor, which was affected by the organizational culture promoting job information sharing, the leadership of top manager, and the appropriate compensation system. The results from this study can be used as important basic data for activating job information sharing among junior college students.

A Study on the influence of Empowering Leadership to Creativity : Moderating Effect of Leader-Member Exchange (임파워링 리더십이 창의성에 미치는 영향에 관한 연구 - LMX의 조절효과를 중심으로 -)

  • Nam, Yu-Jin;Kang, Eun-Gu;Lee, Sun-Kyu;Cha, Young-Chuel
    • Journal of Digital Convergence
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    • v.10 no.4
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    • pp.95-106
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    • 2012
  • The purpose of this paper is that analyze the influence of empowering leadership and constituent individual of organization's creativity and the moderating effect of leader-member exchange. For the verify the variables relationship, we perform the hierarchical regression analysis. As a result, empowering leadership positively effect creativity when appear the leader's leading by example, coaching, informing and showing concerning. And also, we are confirm the moderating effect LMX. To conclude, Empowering leadership influence positive and negative effect to creativity by the sense of the affect, the loyalty, the contribution, professional respect.

A Study on the Effect of the Level of Learning Organization on Satisfaction of Learning Organization Support Project (학습조직 구축수준이 학습조직화 사업 만족도에 미치는 영향)

  • Lim, Sang-Ho
    • Industry Promotion Research
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    • v.1 no.1
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    • pp.51-57
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    • 2016
  • This study verified the effect of the level of learning organization on satisfaction of learning organization support project and the moderating effect of charismatic leadership. The level of learning organization positively affected satisfaction of learning organization support project. Especially, personal mastery affected creating&spreading knowledge and financial performance, system thingking affected building learning infra, shared vision affected learning culture&activity, teamwork and financial performance. Also, charismatic leadership partially moderated the effect of learning organization. This study provided implications to manage successful learning organization by analyzing causal relationship between learning theory and practical corporate performance.

A Multi-level Study on the Effect of Servant Leadership and HRM Control Types on Job Burnout (서번트리더십과 인사관리 유형이 직무소진에 미치는 영향에 관한 다층분석)

  • Lee, Choel-Ki;Pyo, Min-Ho;Lee, Dong-Jin
    • The Journal of the Korea Contents Association
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    • v.17 no.2
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    • pp.55-70
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    • 2017
  • In order to understand job burnout, it is necessary to consider not only the working environment according to the market environment but also the social situation of the team or the organization. This study analyzed the effects of job demands and job resources on job burnout based on JD-R theory. In other words, the team-level variables, servant leadership and HRM control types, were tested for the effect of moderating the individual workload, emotional labor and job burnout. The results of empirical analysis showed that the higher the self-efficacy, the less job burnout, whereas the higher the workload and emotional labor, the more job burnout. Second, the more positive the team level input and result oriented HRM are, the less positive regression relation of workload and job burnout is. Finally, it was found that the intensity of the regression relation of negative self-efficacy and job burnout was amplified in the team with servant leadership.

Coaching leadership's influences on employees' job satisfaction in Telemarketing field (텔레마케팅에서 코칭리더십이 소속원의 직무만족에 미치는 영향에 관한 연구)

  • Lee, Joon-Woo;Ha, Kyu-Soo
    • Journal of Digital Convergence
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    • v.11 no.7
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    • pp.97-110
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    • 2013
  • The research analyzed how coaching leadership affects on job satisfaction of telemarketer and it focused on the Telemarketing filed. This study purposes to create the favorable approach on the job satisfaction and which will reduce turnover rate by examining interrelationship between employees and leaders. The result indicated that coaching leadership was partially associated with job satisfaction of telemarketer. Leaders need to motivate employees to achieve their goals with periodic confirmation process. Another role is that spending time with employees to break down the interpersonal barriers and lead to open communication to develop their potential ability by identifying specific guide lines and plan for achieving improvement goals. As a leader, to maintain neutrality, it is important to adjust goals to attain and needs the full confidence on employees. In addition, investment in training can help employees to gain relevant information and give them opportunities to learn.

The Impact of on Organizational Performance of Self-Leadership by Worker in Social Enterprise and Profit Enterprise (사회적기업과 영리기업에서 근로자 셀프리더십이 조직성과에 미치는 영향)

  • Lee, Yong-Jae;Kim, Mi-Wha
    • Journal of Digital Convergence
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    • v.15 no.4
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    • pp.139-149
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    • 2017
  • The purpose of this study is to compare and analyze the impact of self-leadership by worker in social enterprises and profit enterprise. For this purpose, 36 social enterprises and commercial enterprises in Chungcheongnam-do and 303 workers were surveyed. Main results are as follows. First, the workers in social enterprises and profit enterprises have many different characteristics. The workers who work in social enterprise is more women, less educated and were the elderly than profit enterprise. This is the reason that social enterprises are employing women, elderly and vulnerable groups by the government's social work support policy. Second, self leadership and all organizational Performance areas in social enterprises is higher than that of profit companies. Third, self-leadership in social enterprise and profit enterprise has positive effect on organizational performance. Therefore, in order to improve the organizational performance of social enterprises must share organizational vision and goals for the workers. It will increase the organizational competitiveness. The Journal of Digital Policy & Management. This space is for the abstract of your study in English.

A Study on Key Success Factors of SCM Applying AHP (AHP기법을 적용한 SCM 성공요인에 관한 연구)

  • Lee, Eung-Cha;Chae, Myung-Sin
    • 한국IT서비스학회:학술대회논문집
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    • pp.154-157
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    • 2009
  • 본 연구는 SCM의 전략적인 성공적인 운영을 위하여 선행연구를 통해 SCM의 성공요인을 도출하였다. 연구의 목적을 달성하기 위하여 국내 상장기업 중 공급망 관리를 추진하고 있는 기업을 대상으로 설문조사를 실시하였고, 수집된 데이터로 실증 분석을 하였다. 실증 분석 결과 SCM의 주요 성공요인은 "CEO의 리더십 SCM 의지", "SC간 정보공유", "상황변화에 신속공동 대응", "SCM 전담팀의 구성", "SC간 협업", "파트너 간 상호신뢰" 요인으로 함축 되었으며 SCM에 대한 주요 성공요인이 변화 관리적인 측면에서 지속적으로 추진되어야 함을 시사하고 있다.

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Technology Capabilities, Collaboration Performance and Satisfaction: Moderating Effect of Trust (기업의 기술역량이 협력성과와 협력만족도에 미치는 영향 - 신뢰의 조절효과 -)

  • Lee, Sun-Kyu;Park, Jin-Han;Jun, Beyong-Ju;Chang, Won-Tae
    • Journal of Digital Convergence
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    • v.9 no.5
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    • pp.175-191
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    • 2011
  • To improve cooperative performance, organizations are increasingly developing its technology capabilities to maintain performance and satisfaction with its collative partners. The data for 143 collaboration experiences from domestic manufacturing firms were used to test hierarchical regression model with trust moderating between technology capabilities and collaborative performance and satisfaction. The result suggests that technological human resources, technological organization, technological leadership are the most important factors to affect positively collaborative performance and satisfaction, and there are interaction effects of trust on technological assets and technological organization with collaborative performance and satisfaction.