• The Journal of the Korea Contents Association
• /
• v.18 no.1
• /
• pp.607-622
• /
• 2018

In this study, we investigated path that influence task performance through mediation of leader identification, regulatory focus (promotion focus and prevention focus). The results of this study are summarized as follows. First, ethical leadership has a positive effect on leader identification. Second, leader identification has played a crucial role in the relationship between ethical leadership and regulatory focus, and regulatory focus also have an important mediating effect on the relationship between leader identification and task performance. These results show that leader identification, regulatory focus play as an important mediator in relationship between ethical leadership and task performance.

• The Transactions of the Korea Information Processing Society
• /
• v.1 no.2
• /
• pp.254-262
• /
• 1994

Most of traditional approaches to leader election have been based on a node ID number. As performances were not considered in these approaches, they were not very practical. So there has been a study on leader election strategies based on performances. This paper proposes new preference based on performances. While link failures occur during the election period, the elected leader's performance may not be the expected one. We simulate these effects of link failures on the robustness at election stragies. In particular, we tried in this study to find the best of the distributed election strategies based on the bidirectional preference from the standpoint of the robustness through simulation.

• The Journal of the Korea Contents Association
• /
• v.7 no.12
• /
• pp.131-138
• /
• 2007

This research attempts to carry an empirical study on women leaders' gender-related leadership styles and relationship between job satisfaction and organizational commitment. For these purpose, this study built two hypotheses based on literature review and tested them using the survey method of 1,172 female workers in sales departments of the K company. The results of this study show that both the androgynous gender role and the masculine gender role are superior to the feminine gender role in employees' job satisfaction and organizational commitment level. But there isn't significant level difference in job satisfaction and organizational commitment between androgynous gender role and the masculine gender role.

• The Journal of the Korea Contents Association
• /
• v.16 no.12
• /
• pp.422-445
• /
• 2016

Almost all research on emotional labor has focused on how services workers use emotional labor. However, this study examined that leaders' emotional labor influence follower's outcomes. Especially, this study tested how the leader emotional labor influence followers' work engagement and mediating role of PsyCap between leader emotional labor and followers' work engagement. In addition, this study investigated the quality of LMX as moderator the relationship between leader emotional labor and followers' work engagement. The SPSS 24.0 and AMOS 24.0 was used in this study. The results collected from 469 employees in domestic large Telecom and their related companies revealed that leader emotional labor positively influence followers' work engagement and PsyCap. Especially, leader deep acting and surface acting positively influence followers' work engagement, but not display of genuine emotion, and leader deep acting only positively influence followers' PsyCap. Furthermore, followers' PsyCap partially mediated the relationship between leader emotional labor and followers' work engagement. Finally, the quality of LMX as moderator in link between leader emotional labor and followers' work engagement showed when followers in high-quality LMX. Implication and suggestion for future study are discussed.

• The Journal of the Korea Contents Association
• /
• v.16 no.10
• /
• pp.730-744
• /
• 2016

This study attempt to test not only the impact of leadership(second-level supervisor's ethical leadership, immediate supervisor's transformational leadership) on followers' proactive behavior, but also the effect second-level supervisor's ethical leadership on leader's transformational leadership(i.e. TL). In particular, immediate supervisor's TL is explored as a mediating variable in the relationship between second-level supervisor's ethical leadership and followers' proactive behavior. The summary of the hierarchical regression analyses results was as follows: First, the paper showed that second-level supervisor's moral behavior was positively related to immediate supervisor's TL. But behavioral integrity and consistency across contexts was not found to play a unique role in predicting immediate supervisor's TL. Second, second-level supervisor's moral behavior was a positive impact on employee' taking charge behavior and helping behavior. and behavioral integrity was a positive impact on employee' taking charge behavior. But consistency across contexts was not found to play a unique role in predicting proactive behavior. Third, immediate supervisor's TL was a positive impact on employee' taking charge behavior and helping behavior. Finally, the effects of second-level supervisor's moral behavior on employee' proactive behavior were mediated by immediate supervisor's TL. Theoretical and practical implications of our findings as well as directions for future research are provided.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
• /
• 2016.05a
• /
• pp.59-61
• /
• 2016

안전한 선박운항과 해양사고 예방을 위해서는 선박소유자를 비롯한 해운회사 경영진의 안전의식 내재화와 안전을 최우선으로 생각하는 인식의 변화가 요구된다. 그러나 해양사고 예방을 위한 교육은 주로 선박운항 종사자를 대상으로 시행되고 있고 안전의 최고 의사결정자인 선사의 경영진을 대상으로 한 교육 프로그램은 부족한 상황이다. 이에 해양수산부에서는 2015년부터 선사 CEO 해양안전리더 교육을 실시하고 있다. 이 교육의 대상은 해운선사의 경영진이며 안전에 대한 이론, 실무, 타 회사의 안전경영 사례 등을 공유하여 교육수료자가 해양안전 리더로서 선도적으로 안전경영을 해나가도록 유도하고 안전문화를 정착시키는데 목적을 두고 있다. 따라사 교육 프로그램의 내용과 교육대상자의 교육만족도는 향후 교육 프로그램의 개선, 발전을 위해 중요한 사항이라 할 수 있다. 본 연구에서는 해양안전리더 교육 프로그램의 만족도를 조사하여 분석함으로써 교육과정 개선 등에 활용될 수 있을 것으로 기대된다.

• Proceedings of the Korean Information Science Society Conference
• /
• 2006.10d
• /
• pp.30-33
• /
• 2006

RFID(Radio Frequency Identification)은 RF주파수를 이용해서 사물이나 사람의 정보를 인식하는 자동인식 기술이다. 이 기술은 무선 주파수를 사용해서 대량의 사물을 동시에 인식 할 수 있다는 장점이 있지만, 무선 주파수를 사용하기 때문에, 프라이버시 문제와 주파수 충돌문제와 같은 부수적인 단점을 가지고 있다. 리더 충돌문제를 해결하기 위한 여러 가지 많은 연구들이 진행 되고 있지만, 현재까지 연구된 대부분은 고정적인 환경에서의 해결 방법들이다. 본 논문에서는 앞으로 다가올 모바일 사회에 대비해서, 밀집된 모바일 환경에서의 리더 충돌 방지 기법을 제안한다. 이 기법은 모바일 리더의 위치를 계산하고, 적절한 주파수를 할당하고 동적으로 RF의 세기를 조절함으로써 리더의 충돌을 방지 한다.

• Management & Information Systems Review
• /
• v.31 no.4
• /
• pp.339-362
• /
• 2012

The purpose of this study is to examine the relationship between LMX, psychological empowerment and organizational commitment and the moderating effect of perceived organizational support. The research was examined using a sample of 305 employees engaged in various industries in Seoul, Gyeonggi and Gangwon provinces and the findings of these studies were as follows: To begin with, findings from the study indicate that the Leader-Member Exchange(LMX) is positively related to organizational commitment. Secondly, the Leader-Member Exchange(LMX) has been proven influential for psychological empowerment and furthermore, the results reveal that psychological empowerment(e.g. self-determination, meaning) has positive impacts on organizational commitment. Finally, it has been identified that the relationship between leader-member exchange and organizational commitment didn't prove to be moderated by perceived organizational support. The contribution and limitation of this research were discussed, and future researches were mentioned.

• Proceedings of the Korea Information Processing Society Conference
• /
• 2023.11a
• /
• pp.77-78
• /
• 2023

대한민국은 국제적인 클라우드 컴퓨팅 추세와 비교하여 클라우드 전환률이 낮은 실정에 있다. 이에 대한 주요 원인으로 보안 문제, 전문 인력 부족, 비용 부담 등이 지적된다. 본 연구는 앞선 문제점을 해결함 동시에 클라우드 마이그레이션의 진입장벽을 낮추기 위해 '보안성을 고려한 클라우드 아키텍처 자동 도식화 플랫폼'을 개발하고자 한다. 이를 통해 국내 클라우드 전환율 향상 및 기업이 직면한 어려움을 완화할 것으로 기대한다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.11 no.6
• /
• pp.123-130
• /
• 2016

This study examined the effects of Leader-member exchange (LMX) on psychological empowerment and job performance, the mediating role of psychological empowerment in the relationship between LMX and job performance, and the moderating role of supervisory trust in the positive relationship between LMX and psychological empowerment. Data were collected from 290 employees in Korean Banks. Results of this study indicated that LMX was positively related to psychological empowerment and job performance, and that psychological empowerment was positively related to job performance. Results also indicated that psychological empowerment partially mediated the relationship between LMX and job performance. Especially, supervisory trust moderated the positive relationship between LMX and psychological empowerment such that the relationship was stronger when supervisory trust was high than it was low. Finally, theoretical and practical implications of the results were discussed.