• Journal for History of Mathematics
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• v.21 no.4
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• pp.19-48
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• 2008

In this paper, the life of Emmy Noether is reviewed in context of today's society where progress in social and educational equality for women have not significantly impacted the participation of women mathematician at the highest level of mathematics study. Recent studies have shown that there is little or no gender difference in mathematics performance if the women are treated equally in the country. Yet, the number of women scientists/mathematicians at the university level or related research centers are very low for all countries including the U.S. as well as Korea. Emmy Noether became a mathematician in early 20th century Germany where women were discouraged(not allowed) from even studying mathematics at the University. She overcame gender, racial, and social prejudices of the time to become one of the greatest mathematicians of the 20th century as a founding contributor of Abstract Algebra. Overcoming all the difficulties to focus on the study of mathematics to contribute at the highest level of mathematics provides an example of leadership for both men and women that is relevant today. Especially for women, Emmy Noether's life is a study in perseverance for the love of mathematics that proves that there is no gender difference even at the highest level of mathematics.

• Journal of Venture Innovation
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• v.4 no.2
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• pp.1-16
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• 2021

It can be said that it has various effects on the organization depending on the leadership of the boss, including the CEO, who is the main agent of management. In this study, Servant Leadership is the subject of research, and the concept of Servant Leadership is established as Servant Leadership, in which subordinates who are members of a corporate organization perceive their bosses in the course of performing their duties. In this study, we examined the impact of Servant leadership on job satisfaction and non-financial organizational performance, analyzed the impact of Servant leadership on subordinates, and analyzed the mediated effects of ethics in relation to Servant leadership and job performance. The subjects of this study conducted a survey of 300 workers at small and medium-sized enterprises nationwide from March 15 to April 20, 2021, and used 273 data as empirical analysis data. Data analysis uses the SPSS 24.0 and AMOS 24.0 Statistical Analysis programs. Research has shown that Servant leadership is affecting job satisfaction and non-financial organizational performance. These results are absolutely necessary for management practice in various ways, such as strengthening servant leadership, to enhance job satisfaction and non-financial organizational performance, so it is necessary to develop and implement a program to feel unity with the organization. Therefore, organizational leaders need to create new ideas and actions to suit their objectives. To do so, it suggests that it is important to create a horizontal organizational structure in which fresh views can be derived rather than a vertical organizational structure that follows only the command system.

• Journal of Practical Engineering Education
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• v.15 no.2
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• pp.243-258
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• 2023

The purpose of this study is to examine the mediating effect of organizational commitment in the relationship between transformational and transactional leadership and innovative behavior and demonstrate the moderated mediating effect of job satisfaction. To this end, 4,133 cases from the 『2021 Public Servant Life Survey』 conducted to general public servants belonging to central administrative agencies and metropolitan governments by the Korea Institute of Public Administration were used for the analysis, and SPSS 21.0 and Mplus 8.4 programs were used to test the research hypotheses. As a result of the analysis, it was confirmed that transformational and transactional leadership had a positive effect on organizational commitment and innovative behavior, and organizational commitment had a positive effect on innovative behavior. In addition, it was confirmed to have a significant mediating effect in the relationship between transformational and transactional leadership and innovative behavior. Finally, it was confirmed that the mediating effect of transformational and transactional leadership on innovative behavior through organizational commitment was moderated by the level of job satisfaction, and all the proposed hypotheses were adopted. Based on theses findings, theoretical and practical suggestions and future research suggestions were discussed.

• The Journal of the Korea Contents Association
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• v.20 no.3
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• pp.49-58
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• 2020

The study was conducted on 492 social workers in Seoul and Gyeonggi Province to find out the impact of self-leadership on job satisfaction by social workers, centering on the mediated effect of self-efficacy. First, in the self-leadership of social workers, we confirmed that behavior-oriented and constructive thinking have a positive effect on job satisfaction, and the natural compensation has no effect. Second, in the self-leadership of social workers, we confirmed that behavior-oriented and constructive thinking have a positive effect on self-efficacy, and the natural compensation has no effect. Third, the self-efficacy of social workers was found to have a positive effect on job satisfaction. Fourth, the behavior-oriented and constructive thinking of the social worker who has self-leadership were found to have a positive effect on job satisfaction by mediating self-efficacy. Based on such research, some suggestions for social welfare practice and future research tasks are proposed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.12
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• pp.164-172
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• 2017

This study was conducted to compare physical fitness, self-esteem, organizational commitment and transformational leadership among non-smoker and smoker ROTC cadets. This study used 425 questionnaires from male grade 3 and 4 ROTC cadets of 12 universities located in P city and G-do. Data were collected from May 1 to June 23, 2017. The data were analyzed by SPSS/WIN 23.0 using a ${\chi}^2-test$, independent t-test, and Pearson's correlation coefficient. Running 3km (t=3.26, p=0.046), self-esteem (t=1.06, p=0.003), organizational commitment (t=2.57, p<0.001) and transformational leadership (t=3.98, p<0.001) were significantly lower in the smoking group than the non-smoking group. There was a positive correlation between self-esteem, organizational commitment, and transformational leadership in both non-smokers and smokers. Therefore, to practice smoking cessation for the health promotion of ROTC cadets smokers, it is necessary to develop an effective education and intervention program that can enhance self-esteem, organizational commitment and transformational leadership.

• Management & Information Systems Review
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• v.33 no.2
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• pp.189-204
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• 2014

The aim of this study is to examine the effect of transformational leadership of the leader in the wedding industry on the behavior of employees, and also to examine the equity perception of employees on their behavior. As a result of analysis, when the relation between transformational leadership and organizational citizenship behavior was examined, transformational leadership had not effect on behavior of employees. Thus, hypothesis 1 was rejected. As transformational leadership had significant effect on equity perception, hypothesis 2 was adopted. When the relation between equity perception and organizational citizenship behavior was analyzed, equity perception had significant effect on organizational citizenship behavior. Thus, hypothesis 3 was adopted. When the mediating effect of equity perception in the process of the effect of transformational leadership on organizational citizenship behavior as hypothesis 4 was examined, equity perception had partial mediating effects. Thus, hypothesis 4 was partially adopted. Accordingly, the leader in the wedding industry needs to demonstrate transformational leadership in order to promote organizational citizenship behavior of employees and also makes employees to feel impartial treatment and procedural impartiality. Further studies on practical measures of this issue are recommended.

• Journal of Digital Convergence
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• v.11 no.10
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• pp.263-275
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• 2013

M&A is an important strategic decision made to ensure the competitiveness of companies and cases of M&A have been increasing in recent years. But the success of an M&A is not assured. In order to succeed, there should first be a well managed strategic leadership by the CEO and an integration strategy. Companies need also to overcome the resistance to change among members. A successful example of an M&A is that of LG Chem and Hyundai Petrochemical. By using this M&A as a case study, the influence of the CEO's Strategic Leadership, and the Integration Strategy on Resistance, Acceptance and Performance were assessed. For this study, research was conducted on CEO Strategic Leadership and Integration Strategy before members of LG Chem (DAESAN PLANT) were interviewed on the M&A's implementation by LG Chem's HR staff, management and members. The results show that CEO strategic leadership and the integration strategy are major change drivers and that they are important to the early stabilization of M&A companies. Finally, suggestions are made as to how such success may be replicated for other companies undergoing M&A in the future.

• Proceedings of the Korea Contents Association Conference
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• 2008.05a
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• pp.314-323
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• 2008

The purpose of this study is to show the optimal leadership model based on general manager management that is related to hotel employees, which may then be applied to ideal hotel management in Korea. The variables analyzed in this study are employee-management relations from the lowest ranking employee to the highest level of management, with communication and job understanding held common among the subjects. This study looks in detail at four main concepts. Firstly, the employees are encouraged to put forth their best efforts through the standardization of the requirements and regulations of the job and ensuring product suitability. Secondly, the cultivation of new hotel culture empowers the employees. The third point taken into account is the encouragement of employees to take pride in the work they do, which is done through a kind of reward system and salary. The final point considered is the empowerment of employees, which results in employee commitment to the job.

• Journal of Engineering Education Research
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• v.14 no.3
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• pp.9-14
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• 2011

This study was conducted to compare the learning styles and self-leadership between engineering college students with high and low team performance records. About 70% of students in high team performance group showed learning styles of converger and accommodator, whereas about 67% of students in low team performance group showed learning styles of accommodator and diverger. In regard to self-leadership, high team performance group showed higher level of self-leadership, especially self-observation, self-punishment, natural reward strategies, visualizing successful performance, self-talk, and evaluating beliefs and assumptions. It is recommended to provide the engineering students with the specialized training program to complement their learning styles and self-leadership strategies.

• The Journal of the Korea Contents Association
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• v.8 no.10
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• pp.287-300
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• 2008

The purpose of this study is to show the optimal leadership model based on general manager management that is related to hotel employees, which may then be applied to ideal hotel management in Korea. The variables analyzed in this study are employee-management relations from the lowest ranking employee to the highest level of management, with communication and job understanding held common among the subjects. This study looks in detail at four main concepts. Firstly, the employees are encouraged to put forth their best efforts through the standardization of the requirements and regulations of the job and ensuring product suitability. Secondly, the cultivation of new hotel culture empowers the employees. The third point taken into account is the encouragement of employees to take pride in the work they do, which is done through a kind of reward system and salary. The final point considered is the empowerment of employees, which results in employee commitment to the job.