• Journal of the Korea Safety Management & Science
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• v.14 no.3
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• pp.259-268
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• 2012

조직에는 조직의 목적을 효율적으로 달성할 수 있도록 조직구성원들을 움직이게 하는 리더가 존재하게 된다. 조직 내에 달성해야 할 비전과 목표가 있고 그것을 수행해야 할 과업에 있어서 가장 필요한 것은 구성원들의 비전과 목표를 달성하기 위한 리더십이 중요한 요인이다. 리더십은 비전과 목표달성을 위해 다른 사람들의 행동에 영향을 미치는 과정이기 때문이다. 따라서 모든 유형의 집단이나 조직, 그리고 지역사회나 국가에는 효과적인 리더십이 필요하고 그 같은 효과적인 리더십을 발휘할 유능한 리더가 요구된다. 따라서 리더십은 모든 집단이나 조직의 중요한 자산이며 성공요인이 아닐 수 없다. 특히 중소기업의 경우 기업경영전반에 걸쳐 경영자의 기호나 의도에 따라 수시로 변하는 경우가 많고, 최고 경영자의 개인적 속성이 조직구조나 전략에 적지 않은 영향을 미치기 때문에 최고경영자의 리더십이 중소기업의 조직문화 형성에 대기업보다 훨씬 많은 영향을 미치고 있다. 변혁적 리더십은 사장이 카리스마, 지적자극, 개별적 배려 등을 통해 종업원들에게 기대를 능가하는 최고의 노력을 발휘하도록 동기부여 시키는 것이다. 변혁적 리더십을 발휘하는 사장은 종업원들의 욕구수준을 높여 주고 자신감을 심어줌으로써 성공에 대한 확신을 높여준다면 종업원들로 하여금 조직에 대한 몰입을 이끌어 낼 수 있고, 보통이상의 추가노력과 낮은 이직의도를 거둘 수 있다는 것이다. 따라서 본 연구는 연구의 목적을 달성하기 위해 연구와 관련된 선행연구자들을 분석하고, 이를 토대로 연구모형을 설계하여 중소제조업체의 CEO들에게 요구하는 리더십모형을 제시하였다. 중소기업의 리더십 유형을 카리스마적, 전략적, 거래적, 변혁적 이론 등을 기본으로 하여 기업에 어떠한 영향을 주는지를 이론을 통해 제시하였다. 이러한 리더십 유형들이 기업의 목표에 영향을 주는지를 분석한 후 여기에서 중소기업의 CEO에게 필요로 하는 리더십 유형을 제시하였다.

• KSCI Review
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• v.1 no.2
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• pp.47-72
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• 1995

지금까지 나타난 많은 리더십 이론이 주로 기독교 문화권인 서구에서 연구된 것을 문화권이 다른 우리나라에 적용하고자 하는 것이 기존의 연구 경향이었다. 오랫동안 전통이 되어 온 우리 특유의 조직 문화 중에서 특히 관료적이고 권위주의적인 조직 문화에 새로운 변화가 일어나고 있는 과도기적인 현시점에서 최근에 나타난 리더십 이론인 B.M.Bass의 변형적 리더십 이론을 모델로 하여 우리 기업에 적절한 리더십 유형을 찾는 것이 일차적 목적이며 여기서 찾아낸 리더십 유형 별로 조직원의 상사 만족도에 미치는 영향을 알아보는 것이 이 연구의 목적이었다. 따라서 이 논문에서 제시한 리더십 유형을 보면 변혁적 리더십 유형에 속하는 것으로 지원적 배려, 카리스마, 과업 동기 자극으로 3분류하였으며 거래적 리더십 유형에 속하는 것으로 상황적 보상, 예외 관리, 소극적 관리로 3분류하여 모두 6유형을제시하고 신뢰성과 타당성을 확인하였다. 실증 연구 결과를 보면 우리나라는 거래적 리더십유형인 상황적보상, 예외 관리, 소극적 관리가 모두 조직원의 상사 만족도에 영향을 미치는것으로 나타나 Bass의 주장과는 다소 상이하다. 그러나 변혁적 리더십 유형인 카리스마, 지원적 배려, 과업 동기 자극에서는 카리스마만이 조직원의 상사 만족도에 영향을 미치고 지원적 배려는 영향력의 정도가 미약하며 과업 동기 자극은 거의 영향을 미치지 못하는 것으로 나타났다. 따라서 리더의 부하 통솔 및 지도 방향에서 아직도 우리나라에서는 거래적 요소가 짙다는 것을 알 수 있었다. 비록 당분간은 리더가 거래적 리더십을 많이 사용하겠지만 기업의 역사가 길어지고 종업원의 교육 훈련의 기회가 많아지면 변혁적 리더십으로 전환되리라 생각된다.가 단층원주상피세포와 단층입방상피가 부위에 따라 다르게 분포하고 있으며, 상피세포 및 결합조직에는 두터운 근육층이 있어 음경의강한 운동성이 감지 되었다. 제주도 내의 서귀포 부근에서는 현재 천연기념물로 지정되어 있는 서귀포층내에서 많은 화석들이 산출되고 있다. 이 시대는 빙하기와 간빙기가 교호하던 시대로서, 분석 결과에 의하면 서귀포층이 쌓일 당시에 우리 나라는 빙하기의 영향을 받았던 것으로 생각된다.is)은 근섬유가 산재된 두꺼운 벽을 가졌으며 상음경보다 굵은 원통형이었다. 내강은 많은 돌출부에 의해 복잡하게 나뉘어 있으며 상피세포는 원주 세포로 이루어져 있었고 섬모는 관찰되지 않았다. 내강 내의 분비물과 세포의 형태로 보아 내강상피세포는 분비기능을 가진 것으로 사료된다.술적 문제가 적절히 해결되는 경우 비활성 가스 제너레이터는 민수용으로는 대형 빌딩, 산림, 유조선 등의 화재에 매우 적절히 사용되어 질 수 있을 뿐 아니라 군사적으로도 군사작전 중 및 공군 기지의 화재 그리고 지하벙커에 설치되어 있는 고급 첨단 군사 장비 등의 화재 뿐 아니라 대간첩작전 등에 효과적으로 활용될 수 있을 것으로 판단된다.가 작으며, 본 연소관에 충전된 RDX/AP계 추진제의 경우 추진제의 습기투과에 의한 추진제 물성 변화는 미미한 것으로 나타났다.의 향상으로, 음성개선에 효과적이라고 사료되었으며, 이 방법이 편측 성대마비 환자의 효과적인 음성개선의 치료방법의 하나로 응용될 수 있으리라 생각된다..7%), 혈액투석, 식도부분절제술 및 위루술·위회장문합술을 시행한 경우가 각 1례(2.9%)씩이었다. 13) 심각한 합병증은 9례(26.5%)에서 보였는데 그중 식도협착증이 6례(17.6%), 급성신부전증 1례(2.

• Korean Journal of Child Education & Care
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• v.18 no.1
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• pp.193-216
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• 2018

The purpose of this study was to analyze the mediating and moderating effect of directors' transformational leadership or transactional leadership between early childhood teachers' emotional labor and their burn out. The subjects were 211 early childhood teachers in the kindergartens and day care centers located in Kyonggido. 'Emotional Labor Assessment for Early Childhood Teachers', 'Assessment of Directors' Transformational Leadership or Transactional Leadership', and 'Early Childhood Teachers' Burn Out Assessment' were used in the collection of data. It used Pearson's correlation and Multi-Regression Analysis to analyze the data. The results of this study are as follows; first, there were positive correlations between early childhood teachers' emotional labor and their burn out. And, there was negative correlations between early childhood teachers' burn out and directors' transformational leadership or transactional leadership. Second, it was revealed that early childhood teachers' emotional labor was found as the positive predict variable for effecting their burn out. Third, it was revealed that directors transformational leadership or transactional leadership was found as the negative predict variable for effecting early childhood teachers' burn out. Fourth, directors' transformational leadership was a mediating effect of job environment dissatisfaction which is a sub area of burn out. In addition, directors' transactional leadership was a mediating effect of physical-emotional exhaustion which is a sub area of burn out.

• The Journal of the Korea Contents Association
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• v.10 no.9
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• pp.327-337
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• 2010

The purpose of this study was to investigate the effects of the in-home visitation care facility directors' transformational and transactional leadership on organizational effectiveness and the moderating role of organizational trust between leadership types and organizational effectiveness. In this study, job satisfaction and turnover intention were used as organizational effectiveness variables. For this study, structured questionnaires were used and data were collected from 290 caregivers from 50 in-home visitation care facilities in Seoul. Collected data were analyzed using hierarchical regression technique. Results showed that directors' transformational leadership had a positive effect on caregivers' job satisfaction and a negative effect on their turnover intention, whereas directors' transactional leadership had no effect on caregivers' job satisfaction, and turnover intention and that caregivers' organizational trust moderated between directors' transformational leadership and caregivers' job satisfaction.

• Fire Science and Engineering
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• v.28 no.4
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• pp.73-80
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• 2014

This study aims to determine dominant leadership styles of the U.S. volunteer fire department and analyzes relationship between leadership styles of a fire chiefs and organizational outcome. This study reviewed 205 volunteer fire fighters in Oklahoma State which is located in middle and southern part of the U.S. As research results, it turned out that the most common leadership type of volunteer fire chiefs is transformational leadership. The second most common leadership type is transactional leadership. Laissez-faire leadership was the least common leadership type. This study analyzed that transformational leadership and transactional leadership have positive relationship with organizational outcome. In contrast, laissez-faire leadership has negative relationship with organizational outcome. Also, it turned out that the volunteer fire fighters evaluate that transformational and transactional leadership decrease as working years of current volunteer fire chiefs increase.

• Journal of the Korea Society of Computer and Information
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• v.28 no.7
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• pp.121-129
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• 2023

This study analyzed 247 data surveyed on 119 ambulance workers 268 in a G-Do. The variance of the multiple regression model on the effect of independent variables on life satisfaction factors was statistically significant. And transformational leadership is an independent variable that significantly affects life satisfaction factors. However, there is a slight difference in the perception of transactional satisfaction factors (p=.051) was not statistically significant, so the second research question raised in this study was rejected. Based on the results of this study, transformational leadership should be centered on improving 119 paramedics' life satisfaction in the relationship between the direct effects of leadership variables related to 119 paramedics' life satisfaction. By doing so, 119 paramedics' life satisfaction will increase and the ultimate improvement in the quality of first aid at the emergency site will be achieved by providing a foothold to demonstrate the potential capabilities of 119 paramedics. In addition, 119 paramedics need to recognize and promote the importance of life satisfaction recognized in their daily lives and workplaces, creating an environment that can demonstrate transformative leadership by carefully caring for 119 center heads, team leaders, and field seniors.

• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.456-466
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• 2019

The current study examined which leadership styles of nurse managers affect teamwork among nurses. The analytic sample consisted of 187 clinical or charge nurses, who were recruited from one university affiliated large hospital in Korea. The results from the multiple regression analysis showed that higher nurse managers' transformational, servant, and ethical leaderships were significantly associated with higher teamwork among nurses. Yet, nurse managers' transactional leadership was not related to teamwork among nurses. These findings indicate that it is effective for nurse managers to display transformational, servant, and ethical leadership rather than transactional leadership in order to enhance teamwork among nurses. This study suggests the needs to address not only transformational leadership but also servant and ethical leadership during leadership education for nurse managers.

• Journal of the Korean Society for Railway
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• v.18 no.6
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• pp.609-618
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• 2015

This paper empirically analyzed the effect that the leadership of middle managers had on empowerment and innovative behavior, as measured by employees of a domestic railway corporation. The results demonstrate that transactional leadership had a positive effect on both empowerment and innovative behavior. However, transformational leadership did not exhibit immediate effects on innovative behavior. In addition, it was also found that empowerment completely mediated the relationship between transformational leadership and innovative behavior. Therefore, the results of this study imply that the leadership of middle managers in a railway corporation is an important influential factor which causes innovative behavior in employees. Specifically, to induce voluntary innovative behaviors in employees through transformational leadership, utilizing empowerment to instill a right to make decisions through the delegation of the right is a very important factor.

• The Journal of the Korea Contents Association
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• v.17 no.8
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• pp.490-505
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• 2017

The purpose of this study was to analyze the research trend of transformational leadership published in domestic journals in the last 10 years and to find some implications for future research. For this purpose, 337 research papers on transformational leadership from 2007 to 2016 were reviewed. This study used descriptive statistics by frequency and percentage and a network text analysis method. The findings of the study are as follows. First, the annual average number of papers published was 33. Second, 'human resource management research' was the most common topic. Third, most of the research subjects were business employees. Fourth, the research method trend analysis showed that the highest proportion was in the quantitative research. Fifth, 'transactional leadership' showed the highest frequency as a result of analyzing the keywords presented in the abstract of the paper. Sixth, as a result of analyzing the network texts, those having the trend of being analyzed with a close connections were 'transactional leadership', which had the highest connection to transformational leadership, showing the closest relationship with 'role satisfaction'.

• 재활복지
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• v.22 no.3
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• pp.93-114
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• 2018

The purpose of this study is to investigate the effect of manager's leadership perceived by the person in charge of cultural arts education of the welfare centers for people with disabilities on the job attitude and performance of the work. For the study, the questionnaire response data of 188 persons responsible for arts and culture education of the welfare centers for people with disabilities were analyzed. The main results of the study are as follows. As a result of analyzing the effect of manager 's leadership on the job attitude, it was found that conditional reward, which is a sub - factor of transformational leadership, intellectual stimulation and transactional leadership, And the exceptional management, which is a subordinate factor of intellectual stimulation and transactional leadership, has a positive effect on organizational commitment. Second, the analysis of the influence of the manager 's leadership perceived by the person in charge of cultural arts education of the welfare centers for people with disabilities on the operational performance showed that the intellectual stimulation, which is a sub - factor of transformational leadership, had a positive effect on the service quality. Therefore, managers should propose specific standards on objectives which organizations should accomplish in order to enhance job attitude and operational performance shown by workers in charge of edudation on cultural art at welfare center for the people with disabilities. If these objectives are accomplished, they need to be encouraged by suggesting financial rewards. In addtion, leadership that spurs constant efforts for addressing problems should be demonstrated.