• Proceedings of the Korea Information Processing Society Conference
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• 2023.11a
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• pp.896-897
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• 2023

인증받은 브리더와 분양 희망자의 매칭을 통해 사회적 문제인 유기 동물에 대한 해결방안을 제공하고자 한다. 분양 희망자는 신뢰도 있는 기초 지식 테스트를 통해 진행되며, 이를 통해 반려견 지식 또한 얻을 수 있다. 브리더는 요구되는 자격증을 제출하여 자격은 인증받을 수 있다. 또한 브리더의 존재를 사람들에게 인식시켜 건강한 반려 문화를 조성하고자 한다.

• Journal of Service Research and Studies
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• v.10 no.2
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• pp.77-89
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• 2020

This study analyzed the effect of Servant Leadership on leader trust and job engagement for the lower-level leader in airline crew occupations with the aim of identifying the possibility of establishing the theoretical framework of Servant Leadership in the service industry. As a result of the regression analysis, it was found that the social learning dimension of Servant Leadership has greater influence than the social exchange dimension on the leader trust, while the influence on job engagement is the opposite. The results of this analysis can be interpreted that trying to learn the words and actions of the Servant Leader is more effective in further consolidating the trust of the subordinates in the leader. On the other hand, the Servant Leader's words and actions for social exchange are inferred to have more influence on the job engagement. This study is targeted at air transport services, exposing limitations to the generalization of research results. Throughout leadership research and organizational research, including Servant leadership, further studies applying the social learning theory and social exchange theory presented in this paper are expected to produce theoretical results that will lead to the emergence of a new framework for research analysis.

• Proceedings of the Korean Information Science Society Conference
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• 2001.10c
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• pp.313-315
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• 2001

멀티캐스트 서비스는 한 단말이 수신 그를 내의 여러 단말들에게 같은 내용의 데이터 패킷을 전송하는 방법이다. 본 논문에서는 단일 채널 다중 접속 무선 LAN(Wireless LAN)의 작은 셀 환경을 기반으로 효율적 인 멀티캐스트 서비스에 대한 방안을 제안한다. 이 시스템에서 이동 단말들이 동시에 하나 이상의 패킷을 전송하는 경우 패킷 충돌(collision)이 발생하여 수신단말은 정확하게 패킷을 수신할 수 업다. 그러므로 하나의 단말만이 전송을 해야 한다. 이와 같은 문제점 때문에 신뢰성 있는 멀티캐스트 서 비스를 위해서는 단일 채널 다중 접속 방법을 그리고 무선 링크의 높은 에러율을 극복하기 위해서는 재전송 기법(ARQ)을 고려해야 한다. 제안하는 MLBP(modified Leader-Based Protocol)는 멀티캐스트 그룹 내에서 리더(leader)를 선정하고 이 리더가 송신단말에게 피드백 정보를 대표로 전송하는 역할을 수행한다. 신뢰성 확보를 위해서는 에러가 있는 패킷을 리더 외의 단말들이 수신 했을 경우에 재전송을 유도하기 위해 리더는 긍정응답(ACK) 패킷을 전송하지 않고 침묵한다. 리더 외의 단말이 에러가 있는 패킷을 수신했을 경우 각 단말들은 지체 없이 부정 응답(NAK)을 전송하여 이를 수신하는 단말에서 패킷 충돌을 유발시키고 재전송을 유도한다. 기존의 지연응답(delayed feedback) 방법과 확률적 방법을 사용한 기법들을 분석하여 측정 한 성능을 비교한 결과 제안하는 mLBP이 다른 두 기 법보다 우수한 성능을 나타냄을 보인다.

• Management & Information Systems Review
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• v.31 no.2
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• pp.199-230
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• 2012

This study introduced trust dimension as a mediating variable and analyzed in order to investigate the empirical mechanism on the process of leader's emotional intelligence which is a emotional factor to produce organizational effectiveness. Based on the empirical analysis, first of all, this study found whether the team leader's emotional intelligence gives an influence on the subordinate's trust in leader. Secondly, this study examined the multidimensionality of trust by selecting subordinate's cognition-based trust and affect-based trust on the team leader as mediating variables between team leaders's emotional intelligence and subordinate's affective commitment, organizational citizenship behavior. I found the theoretical implications based on this study; first, from the view on cognition-based and emotion-based trust, the integrated verification of the process of the trust in leader as a mediating role, second, verification of the relationship between leader's emotional intelligence and trust in leader which was not studied before, third, the methodological try to prevent from the common method bias problem through the evaluation of a team leader on a subordinate's organizational citizenship behavior. This study also suggested the ways to apply those theoretical implications to human resource management.

• The Journal of the Korea Contents Association
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• v.19 no.6
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• pp.325-333
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• 2019

The current study aims to address the relationships among conflict, person-organization fit, and workers' turnover intention. Specifically, it aims to examine whether person-organization fit mediates the relationship between conflict in team and turnover intention, also trust in leader moderates the relationship between person-organization fit and turnover intention. The empirical analysis shows that conflict is positively associated with turnover intention and have a negative impact on objective-value fit. The relationship between conflict and turnover intention is mediated by the person-organization fit. Trust in leader moderates the relationship between person-organization fit and turnover intention. The findings address the issue in terms of the mechanisms between conflict-turnover intention and the importance of trust in leader for an effective management of conflict in work teams.

• Proceedings of the Korean Association for Survey Research Conference
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• 2007.11a
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• pp.73-99
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• 2007

리더의 리더십이 팀 또는 조직의 효과성에 기여하기 위해서는 리더의 영향력을 구성원들이 수용하고 목표달성을 위해 노력하도록 구성원들을 동기부여시켜야 한다. 그런데, 리더의 영향력을 수용하고 추종하는데 구성원들간에 공유되어 있는 리더에 대한 표상에 리더가 일치하여야 한다. 이상적 리더에 대한 공유된 표상에는 그 사회문화에서 지배적인 가치규범이 중요한 역할을 하게 된다. 본 연구는 이러한 가치의 역할이 중요하다는 인식에 착안하여 한국인의 사고와 행동방식에 지대한 영향을 미쳐온 전통적인 유교적 가치에서 가정하고 있는 이상적인 인간상으로서의 군자를 현대 경영조직상황하에서 리더십의 관점에서 살펴볼 것을 제안한다. 이를 위해 사서(四書)-논어, 맹자, 중용, 대학에서 제시된 군자의 성격 또는 행동적 특징들을 내용분석하여 리더십 구조를 정의내리고 이를 측정할 수 있는 설문문장을 개발하였다. 그 결과, 군자리더십은 자기계발(思學), 인간존중(忠恕), 예절중시(禮), 공정함(義), 사람 관리의 5개 요인구조를 가지고 있음을 발견하였다. 추후 연구에서는 개발된 설문문항의 신뢰성과 타당성을 검증하고, 본 연구에서 개발한 군자리더십이 실제 경영조직에서 경영자의 리더십효과성을 잘 설명해주는 변별력 있는 개념인지 검증하는 노력이 필요하다. 이는 서양의 보편적으로 효과적인 리더십 유형, 예를 들면, 변혁적 리더십 유형과 같은 경쟁모형의 도입을 통해 보다 더욱 생동감 있는 측정이 가능할 것이다. 아울러 유교적 가치와 현대적 가치로 대변되는 합리성에 기반한 서구의 가치가 군자리더십과 어떤 관계를 가지고 있는 지 살펴 볼 필요가 있다.

• Journal of Digital Convergence
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• v.20 no.3
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• pp.9-18
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• 2022

Organizational performance is directly associated with leaders' behavior and the importance of various leadership types are continuously emphasized. Various of leadership types are possessed of different roles and influences. Nowadays, Chinese organizations continue to reinforce social responsibility and demand ethical elements for continuous development of organization and performance improvement. It shows that the importance of ethical leadership is emphasized among Chinese organizations. Based on this phenomenon, this research focused on identifying the role of ethical leadership and verifying the level of performance. According to the current situation that requires innovation in relation to performance, we focused on the employees' innovative behavior. Furthermore, we also verified serial multiple mediating effects of trust in leader and voice behavior on the relationship between ethical leadership and innovative behavior. This research focused on 336 employees in Chinese small and medium-sized enterprises to conducted a survey and the data were used in empirical analysis. The results showed ethical leadership had a positive influence on innovative behavior. In additon, the serial multiple mediating effects of trust in leader and voice behavior were verified. Overall, this research focused on exploring performance that can be achieved through ethical leadership and finding the ways to improve performance. Finally, the future research related to ethical leadership and performance was presented.

• Journal of Service Research and Studies
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• v.7 no.4
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• pp.83-107
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• 2017

The purpose of this study is to suggest a customized servant leadership by exploring the effects of stewardship and community building factors on the subordinates' trust in leader of lower hierarchy and their job engagement. Regression analysis showed that stewardship is higher than community building in terms of its influence on job engagement, while community building outstrips stewardship in terms of trust in leader. Specifically, two items of stewardship factor - valuing the opinions of the subordinates in decision-making, and sacrificing without giving priority to the leader's self-interest - influenced the subordinates' trust in their leader. Of the items in community building, cooperating rather than competition, abiding by the principles in performing the work, the leader's not seeking recognition or compensation, and giving the subordinates the necessary authority to perform their work put impacts on the subordinates' trust in the leader, as well. As for job engagement, helping subordinates grow and develop, and, if necessary, taking the risk of challenging the job have a significant impact. Among the items of community building, it was found that the leader's not seeking recognition or compensation, and keeping the principles strictly in performing her duties promote job engagement. Based on these results, we propose to managers of human resources department the selection and training of tailored talents to meet the environmental characteristics of each organization, while avoiding programs for hiring and training personnel equipped with the uniform qualities of servant leadership.

• Journal of Korean Academy of Nursing
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• v.42 no.1
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• pp.85-94
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• 2012

Purpose: This study was done to examine the effects of nurses' perception of servant leadership on leader effectiveness, satisfaction and promoting additional effort. The focus was the mediating effects of leader trust and value congruence. Methods: Data were collected from 361 RN-BSN students and nurses participating in nationally attended in-service training programs. Data were analyzed using descriptive statistics and structural analysis with SPSS 17.0 windows program and Amos 7.0. Results: Direct effects of nurses' perception of servant leadership were negative, but mediating effects of trust and value congruency were positively correlated with leader effectiveness, satisfaction and additional effort, that is servant leadership should be effective through mediating factors. Conclusion: The study results indicate that if the middle managers of nurses can build leader trust and value congruency between nurses through servant leadership, leader effectiveness, satisfaction and additional effort on the part of the nurses could result in a positive change in the long term.

• The Journal of the Korea Contents Association
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• v.22 no.6
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• pp.729-754
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• 2022

The purpose of this study is to analyze the influence of coaching leadership on the employability of organizational members and to investigate the mediating effect of protean career attitude and the moderating effect of leader trust. A questionnaire was conducted on domestic office workers, and analysis was conducted using AMOS and Process macro (Hayes, 2013) based on the effective questionnaire of 389 people. As a result of the study, first, the direct effect between coaching leadership and employee employability was significant. Second, it was confirmed that the mediating effect of coaching leadership strengthening the protean career attitude of members and improving employability through this was significant. Third, the moderating effect of leader trust was confirmed in the relationship between coaching leadership and protean career attitude. Fourth, the moderated mediating effect of coaching leadership on employability through protean career attitude was reinforced by leader trust was confirmed. This study contributes to the expansion of leadership research by empirically identifying the mechanism between coaching leadership and employability of organizational members, which has been lacking in research. In addition, theoretical and practical implications of the research results, limitations of the research, and directions for future research were presented.