• Title, Summary, Keyword: Emotional leadership

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Emotional Leadership, Leader Legitimacy, and Work Engagement in Retail Distribution Industry

  • HA, Seonmi;YOUN, SaJean;MOON, Jaeseung
    • 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.

The Effect of Head Nurse's Emotional Leadership on Nurse's Job Satisfaction & Organizational Commitment (수간호사의 감성 리더십이 간호사의 직무만족과 조직몰입에 미치는 영향)

  • Kim, Myeong-Hwa;Jung, Myun-Sook
    • Journal of Korean Academy of Nursing Administration
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    • v.16 no.3
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    • pp.336-347
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    • 2010
  • Purpose: The purpose of this study was to identify the effect of head nurse's emotional leadership on nurse's job satisfaction & organizational commitment Methods: The subjects of this study were 385 nurses from four general hospitals and one university hospital. SPSS WIN 14.0 was used for data analysis. Results: Stepwise multiple regression analyses were used to examine the influences of research variables. The variable which predict nurse's job satisfaction were head nurse's emotional leadership (F=76.027, p<.01, adjusted R square=.166). The variables which predict organizational commitment were emotional leadership (F=27.839, p<.01, adjusted R square=.066), marital status (F=20.928, p<.01 adjusted R square=.03), respectively. Conclusions: As a result of this study, head nurse's emotional leadership was defined as a important influential on both job satisfaction and organizational commitment of nurses. Therefore, it is needed to develop education programs for activating head nurse's emotional leadership.

The Verification of Mediating Effects of Childcare Teachers' Job Satisfaction on the Relationship between Their Intention to Change Jobs and the Directors' Emotional Leadership (어린이집 원장의 감성리더십과 보육교사의 이직의도와의 관계에서 직무만족도의 매개효과 검증)

  • Cho, Hye Suk;Cho, Songyon
    • Family and Environment Research
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    • v.51 no.5
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    • pp.527-535
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    • 2013
  • The objective of this study was to investigate whether childcare teachers' job satisfaction plays a mediating role between their intention to change jobs and directors' emotional leadership. The participants of this study were 282 childcare teachers in Seoul. The instruments for this study were Director's Emotional Leadership Scale (2 factors with 18 items), Childcare Teacher's Job Satisfaction Scale (K-CTJSS, 6 factors with 40 items), and Childcare Teacher's Intention to Change Jobs Scale (1 factor with 7 items). These instruments were verified by Cronbach's ${\alpha}$ as a reliability and factor analysis as a validity. The data were analysed by Pearson's productive correlation, stepwise multiple regression and path analysis by the SPSS ver. 20.0 and AMOS ver. 20.0. The results were as follows: First, there were significant negative correlations between directors' emotional leadership and childcare teachers' intention to change jobs, and between childcare teachers' job satisfaction and their intention to change jobs, whereas there were significant positive correlations between directors' emotional leadership and childcare teachers' job satisfaction. Second, the directors' emotional leadership was explained by 22% and the childcare teachers' job satisfaction was explained by 9% of their intention to change jobs. Last, the childcare teachers' job satisfaction mediated between the directors' emotional leadership and childcare teachers' intention to change jobs.

Effect of Nurses' Job Stress on Job Satisfaction: Mediating Effect of Head Nurses' Emotional Leadership Perceived by Nurses (간호사의 직무 스트레스가 직무만족에 미치는 영향: 간호사가 지각한 수간호사의 감성리더십의 매개효과)

  • Jang, Moon Jung;Lee, Eun Nam;Lee, Yong Hwan
    • Journal of Korean Academy of Nursing Administration
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    • v.21 no.1
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    • pp.133-141
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    • 2015
  • Purpose: The purpose of this study was to identify the mediating effect of head nurses' emotional leadership as perceived by nurses in the relationship between nurses' job stress and job satisfaction. Methods: Study participants were 278 staff nurses currently working at two university hospitals in Busan, Korea. SPSS/WIN 21.0 program was used for data analysis to analyze descriptive statistics, t-test, correlation, and stepwise multiple regression. The significance level was set at p<.05. Results: Nurses' job satisfaction had a significant correlation with job stress (r=-.31, p<.001) and emotional leadership of nurse managers as perceived by nurses (r=.53, p<.001). Also, head nurses' emotional leadership experienced by nurses had a partial mediating effect in the relationship between nurses' job stress and job satisfaction. Conclusion: The results of this study show that the nurse managers' emotional leadership has an important influence on nurses' job stress and job satisfaction. Therefore, head nurses' emotional leadership is very important for effective human resource management and the hospital should offer education and training to booster head nurses' leadership by developing emotional intelligence to promote staff job satisfaction.

The Mediating Effect of Emotional Leadership of Daycare Center Directors on the Relation between Childcare Teachers' Emotional Intelligence and Teacher-Infant Interaction (보육교사의 정서지능이 교사-영유아 상호작용에 미치는 영향에서 원장 감성리더십의 매개효과)

  • Lee, Shin-Young
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.21 no.12
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    • pp.369-376
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    • 2020
  • The purpose of this study is to identify the relationships among childcare teachers' emotional intelligence, daycare center directors' emotional leadership, and teacher-infant interactions. Also, this study examines whether a daycare center director's emotional leadership would mediate the correlation between a childcare teacher's emotional intelligence and teacher-infant interactions. A questionnaire was given to 293 childcare teachers. Using SPSS version 21.0, the data were analyzed for Pearson's correlation, hierarchical regression analysis, the Sobel-test, and the meditation effect proposed by Baron and Kenny. The findings are as follows. First, there was a positive correlation between a childcare teacher's emotional intelligence, the director's emotional leadership, and teacher-infant interactions. Second, the influence on teacher-infant interactions from directors' emotional leadership was relatively greater than childcare teachers' emotional intelligence. Finally, the emotional leadership of daycare center directors partially mediated the relationship between childcare teachers' emotional intelligence and teacher-infant interactions. This study provides significant empirical data for improving childcare.

A Structural Relationship among Emotional Leadership of Educational Administrative Officials' Superiors, Empowerment, and Job Satisfaction (교육행정공무원 상급자의 감성리더십, 임파워먼트, 직무만족 간의 구조 관계)

  • LEE, Ki-Yong
    • Journal of Fisheries and Marine Sciences Education
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    • v.28 no.4
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    • pp.936-946
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    • 2016
  • The purpose of this study is to examine structural relations between the emotional leadership of educational administrative officials' superiors and subordinates' empowerment and job satisfaction. To attain the study goal, this researcher finally selected 368 educational administrative officials working in Gyeongsangbuk-do and conducted statistical analysis. Accordingly, this study has drawn the following detailed conclusions: First, there is statistically significant positive correlation among the subfactors of the emotional leadership of educational administrative officials' superiors and subordinates' empowerment and job satisfaction. Second, it has been found that the hypothetical path model to explain the emotional leadership of educational administrative officials' superiors and subordinates' empowerment and job satisfaction is appropriate. In other words, among the goodness-of-fit indexes of the final study model, ${\chi}^2=203.657$ (p<.001), RMR equals .030, RMSEA is .093, GFI equals .910, and AGFI is .900. About its relative goodness-of-fit indexes, TLI equals .930, NFI is .933, CFI equals .948, and IFI is .949; therefore, all indexes have been found to be allowable. Third, emotional leadership of educational administrative officials' superiors have had this influence directly on job satisfaction. But, the total influence of the emotional leadership of educational administrative officials' superiors on job satisfaction is smaller than that on job satisfaction with the mediation of subordinates' empowerment.

Correlations among Emotional Labor, Servant Leadership, and Communication Competence in Hospital Nurses (간호사가 인지한 서번트 리더십, 의사소통능력과 감정노동의 관계)

  • Park, Na Kyung;Lee, Hyeonkyeong;Lee, Taewha;Park, Jeong Sook
    • Korean Journal of Occupational Health Nursing
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    • v.24 no.2
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    • pp.57-66
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    • 2015
  • Purpose: The purpose of this study was to identify correlations among emotional labor, servant leadership, and communication competence in hospital nurses. Methods: A self-administrated survey was conducted with a convenient sample of 210 nurses, using a structured questionnaire. The data were analyzed by descriptive statistics, t-test, ANOVA, and Pearson's correlation coefficient using SPSS/WIN 20.0 program. Results: The mean emotional labor score was $3.4{\pm}0.60$. There was very strong and negative correlation between emotional labor and servant leadership (r=-.896, p<.001). Communication competence was positively correlated with servant leadership (r=.298, p<.001) and moderately and negatively correlated with both frequency of emotional labor (r=-.166, p=.016) and the degree of attention to emotional expression (r=-.143, p=.039). Conclusion: As a strategy to reduce emotional labor of hospital nurses, the findings suggest training programs for nurses to enhance servant leadership and communication competence.

Verification on the Effectiveness of Emotional Leadership of Branch Managers on Organizational Performance in Contracted Foodservice Company - Through the Construction of a Structural Equation Model - (구조 방정식 모형 구축을 통한 단체급식업체 점장의 감성리더십이 조직성과에 미치는 효과성 검증)

  • Jung, Hyun-Young;Kim, Hyun-Ah;Yang, Il-Sun
    • Journal of the Korean Home Economics Association
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    • v.45 no.3
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    • pp.109-120
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    • 2007
  • The purposes of this study were to provide evidence concerning the effects of Emotional Leadership and examine the impacts of Emotional Leadership on employee-related variables which were 'job satisfaction', 'organizational commitment', 'organizational performance', 'turnover intention'. A survey was conducted from August 23 to November 3, 2005 to collect data from kitchen staff(N=611). Statistical analyses were completed using SPSS Win(12.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, cluster analysis and AMOS(5.0) for structural equation modeling. Kitchen staffs gave high point to their leader in the Emotional Leadership competence 'Optimism: seeing the upside in events' and 'Adaptability: flexibility in handing change' and gave lower point in the Emotional Leadership competence 'Inspirational leadership: guiding and motivating with compelling vision'. Employees' job satisfaction on 'coworker' were relatively high. However, the extents of satisfaction on 'payroll', 'promotion', 'work environment' were relatively low. The organizational commitment score was higher at 'loyalty' factor than 'commitment' factor. the test of hypothesis using structural equation modeling found that Emotional Leadership produced positive effects on job attitude and job performance. In conclusion, this study has identified that the Emotional Leadership effects on their organizational performance and attitudes toward their job.

The Effects of Franchise Hotel Leader's Emotional Leadership on Satisfactional Effectiveness : Focused on the Antecedents of Emotional Leadership and the Mediating Effects of Trust (프랜차이즈 호텔 경영자의 감성리더십이 직무 만족에 미치는 영향에 관한 연구)

  • Chong, Kyong-Hoon;Hwang, Il-Young;Lee, Nam-Gyum
    • Journal of Distribution Science
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    • v.14 no.4
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    • pp.39-46
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    • 2016
  • Purpose - Recently, as Korean culture and economy develops, Seoul has become a world-famed city. In Seoul, many special grade hotels have been constructed in order to accommodate many tourists from China, Japan and many other Asian countries. And the hotels entered into competition among themselves. Thus many changes are accelerated due to their mutual competition and manpower problems. In this situation, the role of higher officers above all is thought to be very important in order to enhance the management result and to make preparations for the kernel ability of the organization. Research design, data and methodology - This study was intended to verify how the leadership of the higher officers based on trust affects the job satisfaction of employees of the organization. In order to achieve the purpose of this study, some study models and hypotheses have been established through theoretical examinations. The subjects of this study were centered on the constituents of C-Hotel, M-Hotel, and D-Hotel. 200 questionaries were distributed and 190 questionaries were collected and thus the collection ratio was 91 percent. 8 questionaries which were regarded to be insincere or hard to analyzed were excluded. Finally, 182 questionaries were used for analyzing the factors and trust. For the purpose of the verification of hypotheses, structural equation was used. In order to verify the mediating effect of trust between the relationship of emotional leadership and job satisfaction, 'Three-step Mediated Regression Analysis by Baron & Kenny(1986) was utilized. The four hypotheses for this study are as follows: First, emotional leadership will have a meaningful influence on trust in the affirmative. Second, trust will have a meaningful influence on job satisfaction in the affirmative. Third, trust will play a mediating role in the relationship of emotional leadership and job satisfaction. Result - First, the emotional leadership and trust was found to effect a positive effect. Second, the trust and job satisfaction was found on a positive effect on job satisfaction. Third, the emotional leadership and job satisfaction was found to positive effect on job satisfaction. Fourth, the trust in the relationship between emotional leadership and job satisfaction was found that the partial mediating effect. Especially, in the case of the business of hospitality, human services as well as material resources become its keynote, and we can safely say that the degree of dependence toward human resources is very high. Accordingly, the leaders should display their leadership on the basis of abundant emotional and intellectual faculties so that they can grasp, understand and admit the diverse views of value and emotion of the organization constituents and that they can form emotional leadership. On the basis of the analysis results of the verification of hypotheses, some suggestions and uppermost limit of this study have been presented for further study.

The relationship between emotional intelligence in leadership and organizational performance of nurses in general hospitals (종합병원에 근무하는 간호인력의 감성리더십과 조직성과 간의 관계)

  • Lee, Bo-Hye;Choi, Man-Kyu;Moon, Sang-Sik;Jung, Min-Soo;Kim, Jin-Hee
    • Health Policy and Management
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    • v.21 no.2
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    • pp.309-328
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    • 2011
  • In order to effectively attain the objectives of an organization, it is important for the leader to provide an environment where members can co-exist and mutually advance, and also to have an emotional impact on them. This study examines the structural relationship among emotional intelligence in leadership, organizational commitment, job satisfaction, turnover intention, and organizational performance effects of emotional leadership in the nursing profession of a general hospital. A structured questionnaire was sent to 550 nurses in 11 general hospitals in Seoul Metropolitan City, among which 350 responses were used in the analysis. The independent variable, emotional intelligence in leadership, was measured by 18 items, including self-awareness, self-regulation, social awareness and relationship management. The dependent variable, organizational effectiveness, consisted of 46 items, including 15 items regarding organizational commitment, 20 items on job satisfaction, 3 items on turnover intention and 8 items on organizational performance. The structural equation modeling technique was used to identify the impact of emotional intelligence in leadership on organizational effectiveness. The results of the analysis show that the emotional intelligence in leadership of superior nurses has a significant impact on the nurses'organizational commitment and job satisfaction. While the direct effect on turnover intention and organizational performance was not significantly high, organizational commitment and job satisfaction were parameters in low turnover intention and high job performance. In conclusion, emotional intelligence in leadership is critical as nursing services in hospitals are based on interpersonal relationships. Therefore, by developing appropriate programs and training, hospitals can anticipate improved self-awareness, self-regulation, social awareness and relationship management of nurses, and further improve the effectiveness of the nursing profession.