• Title, Summary, Keyword: Shared Leadership

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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 Chef's Shared Leadership for Effective Job Performance in Hotel Cooking Department (호텔조리부서에서 효과적인 직무성과를 위한 쉐프의 공유 리더십에 대한 연구)

  • Jeon, Sang-Kyung
    • The Journal of the Korea Contents Association
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    • v.20 no.4
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    • pp.427-440
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    • 2020
  • This study is a study on the cooking department where chefs who belong to the desired job of elementary and middle school students work together with the recognition increase through the media. The cooking department, which has a vertical structure at work, can be said to have an absolute influence of the chef. However, the cooking department needs to change according to the times. The purpose of this study was to examine how chef's shared leadership affects the chef's emotional commitment, continuous commitment, job satisfaction, and job performance. Therefore, a questionnaire was distributed to the employees currently working in the cooking department of a five-star hotel in Seoul, and a sample of 319 copies was prepared. In statistical analysis, the items were refined through exploratory factor analysis, confirmatory factor analysis, reliability analysis, and correlation analysis, and the hypotheses were verified through structural model analysis.As a result, Chef's shared leadership influences the emotional commitment of cooks, job satisfaction and job performance. In particular, emotional commitment and continuous commitment did not affect cooks' job satisfaction and job performance. In conclusion, to improve the performance of the organization, the hotel culinary department must establish a culture of sharing and communication. This suggests that establishing goals and visions will lead to job satisfaction and performance not only for individual cooks but also for the entire department. Therefore, it is expected to contribute to the efficient human resource management for the cooks in the hotel cooking department.

Antecedents of Turnover Intention : Focused on Employees of Corporation Including Distribution in China, Japan and Korea

  • Kim, Boine;Kim, Byoung-Goo
    • The Journal of Distribution Science
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    • v.16 no.9
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    • pp.13-23
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    • 2018
  • Purpose - This research is to give managerial implication about difference or/and similarity to Korea, China and Japan employee management. To do that this research focus on relationship analysis among transformational leadership, job satisfaction and turnover intention of Korea, China and Japan employees. Research design, data, and methodology - This research focuses on relationship analysis among transformational leadership, job satisfaction and turnover intention of Korea, China and Japan employees. The research includes mediating role of job satisfaction and moderating effect of nationality. Transformational leadership is comprising with idealized influence, inspirational motivation, intellectual stimulation and individualized consideration. Results - It shows intellectual stimulation and individualized consideration increase job satisfaction. Idealized influence decreased turnover intention. This study analyzed job satisfaction as mediator between transformational leadership and turnover intentions. However idealized influence which gives only direct influence to turnover intention. And nationality shows significant moderating effect on relationships. Conclusions - This paper provide implication to decrease turnover intention of Korea, China and Japan employees. In general managers should consider job satisfaction and transformational leadership. However in detail there is no antecedent shared in all three countries which means cautious approach is needed in managing three countries.

A Study on Appreciative Leadership for Employee Engagement (긍정탐구리더십이 종업원 인게이지먼트에 미치는 영향)

  • Kim, Jin-Wook;Chang, Young-Chul;An, Chi-Sung;Cho, Young-Duke
    • Management & Information Systems Review
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    • v.33 no.2
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    • pp.81-100
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    • 2014
  • Studies on Appreciative Leadership have recently started in Korea as well. A leader in Appreciative Leadership is defined as a person who can effectively handle a mixture of various styles of leadership and suggest advice and future directions (Withney and Trosten-Bloom, 2010). Also, Appreciative Leadership can be explained as one way of appreciative leadership behavior which enables constructive accomplishment of mutually creative tasks for future through growth based on individuals' strengths, as well as a shared value system with organizational goals for all (Withney and Trosten-Bloom, 2010). Appreciative Leadership leads members of an organization toward positive inquiries and open discussions so that they become fully engaged in the organization while Appreciative Leader motivates and inspires his/her members and enables them to feel that they are of value to the organization. Study results show that Inspiration among sub factors of Appreciative Leadership has a positive impact on employees' engagement in the organization and their tasks while Inquiry positively influences in employees' organizational engagement.

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The Influence of Transformational Leadership on Job Satisfaction and Customer Orientation in Hotel F&B Employees (변혁적 리더십이 호텔 식음료 종사원의 직무만족과 고객지향성에 미치는 영향)

  • Oh, Young-Sub
    • Culinary science and hospitality research
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    • v.15 no.3
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    • pp.139-152
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    • 2009
  • This Study is an analysis on the effects of relational factors(shared transformational leadership) among leadership, employees' job satisfaction and customer orientation. To accomplish this, it was determined that the analysis derived from a hypothesis and literature reviews and data collected from 322 F&B employees of five-star hotel in Seoul. The collected data has been analyzed by SPSS 14.0. and results were as follows. First, transformational leadership(charisma, individual consideration, intellectual stimuli) would affect job satisfaction, It was found that charisma had a positively significant effect on job satisfaction alone while individual consideration and intellectual stimuli had a positively significant effect on job satisfaction. Second, job satisfaction would affect customer orientation, It was found to have a positively significant effect on the relations with customer orientation. Based on the results of this study, suggestions about hotel managers' transformational leadership, employees' job satisfaction and customer orientation were made.

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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.

Public Shared Service Centers for Collaborative Government: A Case Study of the United States and the United Kingdom (협업정부 구현을 위한 행정공유서비스센터 도입방안 연구 - 정부 공유서비스센터 선진국 사례연구를 기반으로 -)

  • Hong, Kil Pyo;Chung, Choong Sik;Kim, Pan Suk
    • Informatization Policy
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    • v.21 no.3
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    • pp.33-55
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    • 2014
  • Public Shared Service Centers (PSSC) consolidate functions such as human resources, information technology, financial management or accounting into one office to serve an organization. A prominent example from the United States is the Federal Information Technology Shared Services Strategy. It supports mission, administrative, and infrastructure-related IT functions through providing organizations in the Executive Branch of the Federal Government (Federal Agencies) with policy guidance on the full range and lifecycle of intra- and inter-agency information technology (IT) shared services. This study looks at the Federal Information Technology Shared Services Strategy in order to draw lessons for fostering collaborative government through the use of PSSC. It finds the following factors are critical for success when implementing IT shared services: (1) agency leadership must be solidly behind their IT shared service plan, or the needed changes will not happen at the business unit, program, or system levels; (2) there must be a move away from internally-centered, program-specific thinking, and a move toward a paradigm of consuming and providing IT shared services with multiple groups whenever possible; and (3) successfully managing "loss of control" issues is central, and optimizing business processes is essential to move from stove-piped workflows to processes that work across the agency enterprise and beyond. Therefore, the study suggests that a Korean model of PSSC implementation be introduced, and that good IT Governance is a crucial component of PSSC strategies.

A study on the effect of sensemaking of the chief executives of the social welfare organizations on their leadership development - Centered on the Community Care Centers for the Disabled - (사회복지기관장의 센스메이킹이 리더십 발현에 미치는 영향에 관한 연구 - 장애인복지관을 중심으로-)

  • Lee, Eun Kyung
    • Korean Journal of Social Welfare Studies
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    • v.44 no.3
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    • pp.207-236
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    • 2013
  • This article aims to understand the process of effective leadership in the Community Care Centers for the Disabled(CCCD). Using a qualitative approach and the concept of 'Sensemaking', a term introduced by Weick (1995), I described and explored the process of leadership. Sensemaking enables leaders to have a better grasp of what is going on in their environments. Sensemaking theory offers a perspective on leadership that resolves successfully complex situations surrounding the CCCD. The CCCDs face the environmental changes such as a paradigm shift of disability and a rivalry system with private services. In this time of uncertain change, the CCCDs are in need of leadership of the executives who could reduce complexity with shared meaning. Data were collected over 5 weeks from the 6 CCCDs, through semi-structured interviews, with practitioners, middle managers and chief executives. The interview scripts were thematically analyzed through Atlas-ti programme. The findings showed three subjects, the people's perception of environment, organizational visioning and interactions among post positions. Even though the 6 CCCDs were under the same environment, the perceptions and the enactments of the practitioners were influenced by the chief executives' sensemaking. The important factors of the chief executives' sensemaking were the daily interaction as well as ongoing reflection on their experiences.

Performance Analysis of Global Shared Filesystem for the PLSI (국가 슈퍼컴퓨팅 공동활용체제 구축을 위한 글로벌공유파일시스템 성능 분석)

  • Woo, Joon;Park, SeokJung;Lee, SangDong;Kim, HyongShik
    • Proceedings of the Korea Contents Association Conference
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    • pp.509-512
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    • 2007
  • The purpose of the PLSI(Patnership & Leadership for the national Supercomputing Infarastructure) is to maximize a utilization of public supercomputing resources by linking with each other. When someone performs a simulation and visualization of an application using it's resources on each sites, it needs to construct the infrastructure, so that afford to access the data globally. So, in this research, I implemented the global shared filesystem mutually to share remote filesystem's data between KISTI and Pusan National University's supercomputing center based on GPFS of parallel file system, and analyzed a performance of network and filesystem on 1Gbps WAN.

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The Empirical Study on the Effects of the Team Empowerment caused by the Team;Based Organizational Structure in KBS (팀제가 팀 임파워먼트에 미치는 영향에 관한 연구;KBS 팀제를 중심으로)

  • Kim, Hong;Ahn, Dong-Su
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.1 no.1
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    • pp.53-70
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    • 2006
  • This study aims to provide policy suggestions on how to implement the process of empowerment, by investigating the conditions that hinder the process and the attitude of the KBS employees. For the cross-sectional study, this thesis examined the domestic and international references, conducted a survey of KBS employees, personal interviews and made direct observations. Approximately 1,200 copies of the questionnaire were distributed and 474 were completed and returned. The analysis used SPSS 12.0 software to process the data collected from 460 respondents. The survey findings showed a decrease of 24.2%p in the number of responses expressing negative views of the team structure and a decrease of 1.29%p in the number of positive responses. The findings indicated a positive transformation illustrating employees' improved understanding and approval of the team structure. However, KBS must address the issue on an ongoing basis. It has been proven that the employee empowerment increases the productivity of the individual and the group. In order to boost the level of empowerment, the management must exercise new, innovative leadership and build trust between the managers and the employees first. Additional workload as a result of shirking at work places was prevalent throughout all divisions and ranks, according to the survey data. This outcome leads to the conclusion that the workload is not evenly distributed or shared. And the data also showed the employees do not trust the assessment and rewards system. More attention and consideration must be paid to the team size and job allocation in order to address this matter; the present assessment and rewards system need to be complemented. The type of leadership varies depending on the characteristics of the organization's structure and employees' disposition. KBS must develop and reform its own management, leadership style to suit the characteristics of individual teams. Finally, for a soft-landing of KBS team structure, in-house training and education are necessary.

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