• Journal of Digital Convergence
• /
• v.13 no.7
• /
• pp.117-124
• /
• 2015

Recently the concept of authenticity has made an issue on the study of transformational leadership. Without authenticity of leader the effect of leadership nullifies the effectiveness of leadership for the followers. This study examines convergently the effect of transformational leadership on trust, organizational devotion, and team performance with the moderating effect of authenticity focusing 232 hotel team members in Busan using structural equation model. The results are as follows: First, transformational leadership has shown significantly effective toward trust and organizational devotion. Second, trust toward team leader has shown significantly effective toward team performance, while devotion has not shown dignificantly effective. Third, authenticity has shown significantly effective for moderating effect between leadership and trust, but not effective between leadership and devotion. This paper make significant contribution by testing the concept of authenticity.

• Journal of the Korea Convergence Society
• /
• v.8 no.11
• /
• pp.343-352
• /
• 2017

In this study, the empirical analysis was conducted if the authentic leadership, which recently became an issue as an alternative of leadership, plays the moderating role in the relation between the participative budgeting and the budgetary slack. The hypotheses was established based on the literature review and the results of preceding studies in accordance with the scientific research procedure and the questionnaires were collected from the commissioned officers in charge of financial businesses in the military organization. Out of 200 questionnaires collected, 180 questionnaires were used for final empirical analysis excluding incomplete questionnaires. The summary of the research results shown through the regression analysis is as follows. First, the participative budgeting has positive(+) effect on the budgetary slack. Second, The authentic leadership plays the moderating role in the relation between the participative budgeting and the budgetary slack.

• 월간 기계설비
• /
• s.233
• /
• pp.64-68
• /
• 2009

제조업과 유통업 등을 대상으로 했던 '한국서비스품질우수기업 인증'이 건설업 부문으로 확대되면서 건설업계의 관심이 커지고 있다. 서비스품질우수기업 인증제도는 기업 및 국가 경쟁력 제고와 소비자의 삶의 질 향상 및 권익보호를 위해 서비스 품질에 대해 이뤄지는 유일한 정부 인증으로 재단법인 키캄연구소(KICAM : 한국건설경영연구소)가 절차를 진행하고 지식경제부 기술표준원이 인증서를 발급해 준다. 2001년 시행된 이래 현재까지 800여 개 제조 유통업체 및 공공기업이 인증을 획득했고, 지난 9월부터는 고객서비스를 중시하는 건설산업 구조변화를 반영해 건설부문에도 시행됐다. 건설업 서비스품질 인증은 아파트 분양에서부터 입주, 사후관리까지 모든 단계의 사전 사후서비스 프로세스는 물론 서비스 품질문화 달성을 위한 리더십 등 추진력 부문, 고객만족 추진체계 등 시스템 부문, 서비스 경영성과 부문 등을 평가지표에 따라 종합 심사하게 된다. 특히 현장평가와 고객평가, 그리고 암행평가를 토대로 기술표준원 인증심사위원회에서 1000점 만점에 800점(중소기업은 700점) 이상을 획득한 기업에 한해 우수기업으로 인정해 준다. 건설업 서비스품질 인증제도에 대해 살펴본다.

• Journal of Korea Society of Industrial Information Systems
• /
• v.28 no.4
• /
• pp.45-58
• /
• 2023

In a world of uncertainty and complexity, leadership is essential to lead collaborative and positive interactions among employees. In other words, if members share opinions and work through voluntary leadership, they will respond more effectively to uncertain challenges and get closer to the targeted management performance. Therefore, in this study, we would like to elucidate the importance of shared leadership, which has recently become an issue. We will examine the impact of shared leadership on team efficacy, team organizational citizenship behavior, and turnover intention. A survey was conducted among members working in a team organization in Busan, and the results were as follows. First, the effects of shared leadership on team efficacy were found to have significant positive(+) effects, such as the hypotheses set at planning and organizing 0.202(C.R.=2.853), problem solving 0.463(C.R.=5.620), support and caring 0.237(C.R.=3.326), and development and mentoring 0.366(C.R.=5.132), respectively. Second, the effects of team efficacy on team organizational citizenship behavior and turnover intention were 0.545(C.R.=5.895) and -0.143(C.R.=-0.817), respectively, and team efficacy was found to have a positive(+)positive(+) effect on team organizational citizenship behavior, but team efficacy did not have a significant effect on turnover intention.

• Journal of Distribution Science
• /
• v.9 no.4
• /
• pp.63-73
• /
• 2011

The relationship between buyers and sellers is changing into a long-term relationship. A number of distribution channel researchers have determined that the behavior of distribution channel members can be characterized by relational exchanges. The members of relational distribution channels may be perceived as strategic partners; however, even within these arrangements, member asymmetries may exist, which can create unequal distributions of power and dependence. Thus, as all distribution channel members may not be equal in power, it is possible that a less-dependent channel leader may emerge. Therefore, leadership in distribution channels is a very important variable. Distribution channel leadership can be defined as the activities undertaken by the distribution channel leader to influence the marketing programs and strategies of channel members. A distribution channel's performance is influenced by the leadership style of the channel leader. Although research on channel leadership styles can be broadly categorized, many researchers have dealt with analyzing distribution channel leadership by using the power-influence approach, which includes looking at variables, such as power, power base, and influence strategies. Moreover, they have examined the direct relationship between leadership styles and performance. Many distribution channel scholars have attempted to justify the application of leadership styles identified in alternative leadership theories to the inter-organizational context of distribution channels. They have made suggestions regarding how great the usefulness of leadership style as a strategy is to secure the compliance of distribution channel members and have conceptually and empirically linked it to channel-related phenomena, such as manifest conflict, cooperation, channel efficiency, and effectiveness. However, as few empirical studies have examined the antecedents and consequences of leadership styles, research on leadership style can be considered nascent. Thus, it is required to investigate the antecedents and consequences of the leadership style of a distribution channel leader. This study aims to empirically identify whether there are influences of the antecedents of leadership on two different leadership styles, and to reveal whether these leadership styles induce any consequences. The research subjects were 220 franchisees. Research findings are as follows: First, the results show a positive effect of technological capability on transformational relationships. However, it does not have a significant effect on transactional leadership. Second, innovation-oriented organizational culture has negatively influenced both leaderships. However, task-oriented organizational culture positively and significantly influenced both forms of leadership. Third, the ethics of leaders has influenced both leadership styles positively and significantly. Fourth, regarding consequences, transformational leadership strengthens financial performances, whereas it weakens relational citizenship behaviors. However, transactional leadership positively influences relational citizenship behavior whilst negatively affecting financial performance.

• KAPE Magazine
• /
• s.248
• /
• pp.4-6
• /
• 2017

웰빙 중시의 소비패턴으로 변화하고 있는 이때 소비자 트렌드 변화에 부응하고 한우 산업 발전을 견인할 수 있는 소 도체 등급기준 보완이 축평원의 hot한 이슈가 되고 있다. 그래서 이번 KAPE인(人)의 주인공으로 축평원 핵심부서의 팀장인 연구개발팀 강세주 팀장을 만나 보았다. 강세주 팀장은 1993년 입사로 올해로 25년 차를 맞이하는 베테랑급 축산전문인이다 그는 '이론과 기술'을 함께 갖추어야겠다는 인생 목표하에 강하고도 듬직하며 동시에 따뜻한 포용력을 겸비한 내유외강의 리더십을 발휘하는 팀장이다. 또한, 1999년 축산기술사 자격과 2003년 8월에는 (식품)공학박사 학위를 취득한 축평원의 인재이기도 하다. 그는 연구개발팀 근무경력이 두 번에 걸쳐 6년으로 소 도체 등급기준 보완 개편 작업부터 모든 과정을 같이 하였다. 그런 그에게 소 도체 등급기준 보완(안) 마련과 검증 및 실험과정까지 상세한 설명을 들어보았다.

• Review of KIISC
• /
• v.22 no.6
• /
• pp.9-14
• /
• 2012

정보보호 활동에 대한 이사회 및 최고경영층의 역할과 책임을 강조하는 거버넌스에 대한 이슈가 최근 공공기관 및 민간기업 공히 화두로 등장하고 있다. 조직 내 정보보호가 효과적으로 수행되기 위해서는 무엇보다도 정보보호에 대한 주요 방향 제시와 통제 기능을 수행하는 최고경영층의 리더십과 지원체계가 핵심성공요인이라는 것을 인식하기 시작한 것이다. 이러한 정보보호의 새로운 패러다임을 반영하여 현재 정보보호 거버넌스에 관한 국제표준화 작업이 완성단계에 있어 2013년에는 국제표준으로 발표될 예정이고, 국내 KS 표준으로도 상정될 예정이다. 또한 최근 금융권을 비롯하여 정보보호 거버넌스 도입을 위한 프로젝트가 수행되었다. 본 연구에서 국제표준의 내용을 중심으로 거버넌스를 위한 원칙과 프로세스를 소개하고, 국내 정보보호 거버넌스 도입 사례 연구를 통해 거버넌스의 현 수준을 살펴보고 향후 추진되어야 할 과제를 제시하고자 한다.

• Journal of Korean Society for Quality Management
• /
• v.52 no.2
• /
• pp.241-254
• /
• 2024

Purpose: This paper investigated the effects of issue leadership on employees' work performance. It also explored the mediating role of job challenge in the above relationship. We also tested the moderating effect of psychological ownership in the relationship between issue leadership and job challenge. Finally, this paper examined the moderated mediation effect of psychological ownership in the course of affecting issue leadership on work performance via job challenge. Methods: This paper used a cross-sectional design with questionnaires administered to 390 employees working in Korean firms. It applied an hierarchical and multi-regression analysis by using SPSS 22.0 and Hayes' Macro Process to test the proposed hypotheses including a moderated mediation model. Results: As a result of the analysis, first, it was found that the issue leadership had a positive effect on the work performance. Second, it was also found that issue leadership had a positive effect on the job challenge. In addition, job challenge was found to positive mediating effect in the relationship between issue leadership and work performance. Third, we found that the psychological ownership positively moderated the relationship between issue leadership and job challenge. Finally, the moderated mediating effect was found by confirming that the higher the degree of psychological ownership, the stronger the effect of issue leadership on the work performance via job challenge. Conclusion: This paper contributes to the leadership and work performance studies by identifying the role of issue leadership enhancing employee work performance while confirming connection mechanism and boundary conditions strengthening the positive effect of issue leadership on employee work performance.

• Korean Journal of Social Welfare
• /
• v.69 no.1
• /
• pp.125-145
• /
• 2017

The Purpose of this research is to draw implications of Multi-Functions of social welfare facilities on non-public social welfare delivery system especially in the rural area where there is not enough welfare infrastructure. The policy formation process of social welfare facilities was reviewed with 'Modified Policy Streams Framework" which combined Kingdon's Model with Mucciaroni's Model. Multi-Functions Policy of Social Welfare Facilities was led by the government with background of powerful President's initial stage of taking the power and finally legislated by amending Social Welfare Service Act in line with efficiency of non-public social welfare delivery system. However, the process did not represent the summation of needs originated from social work practice. The government just play the role of collecting some evidence underpinning the necessity of multi-functions of social welfare facilities and rearanging how to deploy the multi-functions policy. As the result the multi-functions policy is not activated and is not able to be the key criteria in expanding social welfare infrastructure. However, in spite of these limitation, the issue of multi-functions of social welfare facilities can cast the light on expanding infrastructure in the rural area where the gross size of area in larger in comparison to the district in the metropolitan city whereas residents are scattered because more number of social welfare facilities can not be the solution due to the limitation of finance and logic of efficiency.

• Journal of the Korea Convergence Society
• /
• v.12 no.3
• /
• pp.247-259
• /
• 2021

This study aimed to look for educational ways to prepare for the future society for education and people of talent who will lead the post-COVID-19 era. To this end, the factors necessary for the type of future talent in the post-COVID-19 era were identified by analyzing Big data. Based on the deducted factors composing the type of talent in the post-COVID-19 era, policy direction according to the emergence of the post-COVID-19 era were deducted through the interviews with the group of experts and delphi survey, and on the basis of this, this study sought for"a plan for the educational change in line with cultivation of people of talent in the post-COVID-19 era. The results of this study are as follows. First, through the big data analytics and analysis of the interviews, convergence, ICT utilization ability, creativity, self-regulated competency and leadership were found to be the factors necessary for the type of talent in the post-COVID-19 era. Second, it considered the innovation of digital education system and the support for vulnerable classes as the issue for cultivation of people of talent in the post-COVID-19 era. Third, the most important policy with regard to the educational direction for cultivation of people of talent in the post-COVID-19 era was cultivation of convergence talents. Convergence is a very important variable in the post-COVID-19 era since it creates new values by connecting things that are separated from each other. Hopefully, this study will build a basis for competency development, education and training in preparation for the post-COVID-19 era.