• Title, Summary, Keyword: 공유리더십

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The Effect of Participant Personal Competence and Project Characteristic on Performance in Product Development Projects: Focused on Knowledge Sharing and Supplier Absorption Capacity (제품개발 프로젝트에서 참여자 개인역량과 프로젝트 특성이 성과에 미치는 영향: 지식공유와 공급업체 흡수역량을 중심으로)

  • Lee, Myoung-Gi;Seo, Young-Wook
    • Journal of Digital Convergence
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    • v.17 no.10
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    • pp.209-221
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    • 2019
  • Cooperating with a supplier with professional skills is necessary to achieve performance in the development of the innovative products. It is also important to improve development competence and share knowledge. This study empirically analyzed the effect of participant's Job Competence and Leadership Competence on Knowledge Sharing, and the effect of Purchaser Interdependence on Supplier Absorption Capacity. The purpose of the study is to confirm that Knowledge Sharing between Development Participant and Supplier contributes to Performance and to demonstrate the need for a cooperative relationship with the Supplier. A survey was conducted on the product development participants to confirm the relationship between the factors using a Structural Equation Model. As a result of the hypothesis test, the better the Individual Competence of the development participants, the better the Knowledge Sharing Activity, and then Knowledge Sharing and Interdependence are the main factor in the Absorption Capacity of the Supplier. The results of this study can contribute to improving the Supplier Absorption Capacity in the product development projects in which high technology is converged. In the future, we will study the effects of the project support activities of related departments for Performance.

Factors Affecting Performance of the Activities Promoting Knowledge Exchanges in Industrial Clusters (산업클러스터 단위 지식경영에서 지식공유촉진활동의 성과영향요인 연구)

  • Cho, Sung-Eui
    • Journal of the Economic Geographical Society of Korea
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    • v.15 no.4
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    • pp.515-533
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    • 2012
  • Industrial cluster is adopted as a key policy for the development of regional and national economies in many developed or under-developing countries. The industrial cluster is basically concerned with knowledge sharing and exchanges among diverse functions such as firms, research institutions, and universities in a regional or innovation-network context. Therefore, activities to promote knowledge sharing and exchanges in an industrial cluster become very important activities to reach to the original purpose of an industrial cluster. In this study, factors affecting performance of those activities to promote knowledge sharing and exchanges in an industrial cluster are defined and the effects are examined through empirical study. For this research, surveys on enterprisers and employees in industrial cluster were conducted and statistical analysis methods such as correlation analysis, multiple regression analysis, and canonical correlation analysis were adopted for analyses.

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Exploring the Effect of "Tag" on SNS - focus on tagging in Facebook (SNS 상의 친구추천의 의미 - 페이스북에서의 '소환'을 중심으로)

  • Bang, Jounghae;Suh, Hyunju;Lee, Jumin
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.17 no.6
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    • pp.663-669
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    • 2016
  • This study explores the effect of tagging in Social Network Services, especially Facebook, which has become popular as a marketing platform. In Facebook, users generally make recommendations using 'Like', 'Share', or 'Tag'. 'Tag' is different from 'Like' or 'Share' in that it can be used to deliver certain messages directly to specific people based on their interests or characteristics. Tagging can be categorized into rewarded tagging and non-rewarded tagging. As a result of our exploratory research, we found that non-rewarded tagging by certain users can indicate that the people, who are tagged, are interested in the contents of the users and share the same interest as them. Also, tagging indicates that these users want to share these services, such as restaurants and tours, with their friends who are tagged in the contents. Therefore, this study sheds light on the importance of the tagging function, as well as 'Like' and 'Share'.

A Study on the Influence of Servant Leadership on Followers' Knowledge Sharing and Creativity through Affective Commitment (서번트 리더십이 조직 구성원의 지식공유와 창의성에 미치는 영향: 정서적 몰입의 매개효과)

  • Kwon, Sang-Jib
    • Knowledge Management Research
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    • v.17 no.1
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    • pp.91-111
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    • 2016
  • This study empirically investigated the relationships between servant leadership and key variables (knowledge sharing and individual creativity), and the mediating effect of affective commitment with the survey of 213 Korean employees. Based on the sample of 213 employees, the empirical results are as followings; (1) Servant leadership is positively related to affective commitment, knowledge sharing, and creativity. (2) Affective commitment partially mediates the relationship between servant leadership and knowledge sharing. (3) Affective commitment partially mediates the relationship between servant leadership and creativity. In conclusion, this study confirmed that the servant leader and members with the affective commitment may be best qualified for knowledge sharing and creative performance. When employees recognize that their managers follow the characteristics of servant leadership, then the employees are more likely to absorb in their task, which increases creative performance and knowledge accumulation. Based on the results, this study suggests an ample implication for leaders in any organization to boost their relationships with followers and to enhance their knowledge sharing and creative idea for the growth of organization.

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The Relationship between Managerial Characteristics of the Nursing Organization and Organizational (간호조직의 관리적 특성과 조직 유효성의 관계)

  • Choi, Jung;Ha, Na-Sun;Park, Jeoung-Weon
    • Journal of Korean Academy of Nursing Administration
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    • v.9 no.4
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    • pp.625-639
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    • 2003
  • Purpose: The Purpose of this study was to identify the relationship between managerial characteristics of the nursing organization and organizational effectiveness. Method : The data were gathered from the self-reported questionnaires of 717 nurses who work for eight different general hospitals located around Seoul and Kyounggi province. The period of data collection was from December 12 to December 7, 2002. For data analysis, descriptive statistics, Pearson correlation coefficient, t-test, and ANOVA with SAS & SPSS Program were used. Result : 1) Managerial Characteristics of the Nursing Organization were positively related to all of the organizational effectiveness. Transactional leadership were negatively related to all of the organizational effectiveness. 2) 'Shared Value' and 'Communication' showed a significant difference except religion. 'Autonomy' showed a significant difference except religion, major field of practice. 'Job Motivation' showed a significant difference except marital status, religion. 'Transformational leadership' showed a significant difference except marital status, religion, major field of practice. 3) 'Job satisfaction' showed a significant difference except religion, major field of practice. 'Organizational commitment' and 'Organizational citizenship behavior' showed a significant difference except religion. Conclusion : From the above results, the highly perceived with managerial characteristics of the nursing organization is very implicative to enhance the organizational effectiveness.

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A Study on the Factors Affecting Knowledge Contribution in the Public Sector (공공부문에서의 지식기여 영향요인에 관한 연구)

  • Lee, Hong-Jae;Kim, Seon-A
    • Journal of the Korean Society for information Management
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    • v.27 no.3
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    • pp.169-187
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    • 2010
  • The purposes of this study are to find factors that have influences on the knowledge contribution activities, and to offer some suggestions to improve the knowledge contribution. Especially this study suggests to improve knowledge contribution by analyzing both on-line and off-line knowledge contribution activities in the public sector. The results of data analysis by structured equation model(SEM) indicate that leadership, intrinsic motivation, and knowledge quality significantly influence on-line and off-line knowledge contribution. Based on the results, the potential implications for the strategy of effective knowledge contribution are discussed.

An analysis of structural relationships among employee training, servant leadership, self-efficacy, transfer behavior of training, and knowledge sharing (교육훈련, 서번트 리더십, 자기효능감, 교육훈련 전이, 지식공유 간의 구조적 관계 분석)

  • Song, In-Sook;Kwon, Sang-Jib
    • Knowledge Management Research
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    • v.18 no.4
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    • pp.261-286
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    • 2017
  • Key factors enhancing transfer behavior of training and knowledge sharing are of great interest to researchers and executives because training transfer and knowledge sharing activities are remarkable predictors of organizational growth. This study investigates the core motivations for boosting transfer behavior of training and knowledge sharing. To empirically test the impacts of employee training, servant leadership and self-efficacy, a survey was conducted in small-medium sized companies. The data (N=292) were analyzed using structural equation modeling analysis. The results indicate that higher employee training positively leads to self-efficacy and transfer behavior of training. Servant leadership is positively leads to self-efficacy, transfer behavior of training, and knowledge sharing. Self-efficacy of employees induces greater transfer behavior of training and knowledge sharing. Finally, transfer behavior of training encourages workers to increase knowledge sharing. This study represents an initial step to examine the psychological mechanism of improving employees' transfer behavior of training and knowledge sharing activities based on the employee training qualities and servant leaderships.

Research on The Influence of Empowering Leadership on Followers' Knowledge Sharing and Intrinsic Motivation: Through Trust on Supervisors (임파워링 리더십이 구성원의 지식공유와 내재적 동기부여에 미치는 영향: 상사신뢰 매개를 중심으로)

  • Kim, SeungYong;Lee, Byeong Cheol;Kim, Ki Heung
    • Knowledge Management Research
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    • v.14 no.2
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    • pp.89-116
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    • 2013
  • The purpose of this research was to investigate relations among empowering leadership, knowledge sharing, intrinsic motivation and trust on supervisors. In addition, the purpose of this study was to investigate if trust on supervisors would mediate the effect of empowering leadership on outcome variables. A research model and hypotheses were developed to examine the theoretical research questions. To test the model proposed, survey data from 44 companies in various industries were collected by distributing 510 questionnaires to team member. The final set of data utilized to test hypotheses included 470 responses. The empirical results of the analysis are as follow. Empowering leadership was shown to influence followers' knowledge sharing. Meantime, empowering leadership was influencing intrinsic motivation and it was positively related to followers' trust on their supervisors. Finally, trust on supervisors partially mediated between empowering leadership and outcome variables. We found that empowering leadership was an important factor in a way that it closely related to variables of organizational competency, such as knowledge sharing, intrinsic motivation and trust in organization.

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The analysis of structural relationships among authentic leadership, trust for leaders, psychological well-being, and knowledge sharing (진성 리더십, 상사 신뢰, 심리적 웰빙, 지식공유 간의 구조적 관계 분석)

  • Kwon, Sang-Jib;Chung, Jee Yong
    • Knowledge Management Research
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    • v.17 no.4
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    • pp.1-25
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    • 2016
  • The main purpose of this study is to examine relations among authentic leadership, trust for leaders, psychological well-being, and knowledge sharing. Authentic leadership proposes positive and interactional approach between leaders and subordinates. Authentic leaders are aware of their values and belief, and they keep their personal goals and support their followers. Such behaviors boost psychological well-being, knowledge sharing, and trust for leaders. To analyze the framework proposed, survey data was collected from 164 employees of three companies. In particular, this study designed a robust research method by assessing model fit and avoiding common method bias issues. The empirical results of this study are as follows. Authentic leadership positively influences trust for leaders and psychological well-being. Trust for leaders is shown to have positive impacts on psychological well-being and knowledge sharing. In addition, followers' psychological well-being positively influences knowledge sharing activities. This study contributes to the comprehension of the structural relationships among authentic leadership, trust for leaders, psychological well-being, and knowledge sharing. The results suggest that authentic leadership and trust for leaders were key success factors of building positive mindset and capability of employees in the forms of psychological well-being and knowledge sharing activities.

Diagnosis of Organizational Culture: Focused on Public Institutions (조직문화에 대한 진단: 공공기관을 중심으로)

  • Lee, Hyangsoo;Lee, Seong-Hoon
    • Journal of Digital Convergence
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    • v.15 no.3
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    • pp.9-16
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    • 2017
  • Organizational culture provides organizational members with identity, homogeneity and behavioral guidance, and promotes organizational commitment and enhances the stability of social systems. What organizational culture positively influences organizational performance? In this study, we tried to categorize organizational culture as creativity, change, cooperation, trust and knowledge sharing for specific public institutions and to diagnose the organizational culture by examining the level of recognition of the organizational members. The purpose of this study is to investigate the effect of organizational culture on organizational culture. The result of this study shows that the degree of future - oriented and cooperative culture of the public institutions that are the subject of research is not so high. In order to improve the performance of the organization, it is necessary to create a futuristic and cooperative culture. In order to create such a culture, various efforts must be made to continuously communicate and build trust among the members of the organization. In particular, leadership efforts to distribute, transfer, and trust authority to subordinates are a priority. In other words, it is very difficult to build a future-oriented, collaborative culture successfully without the efforts of managers.