• The Journal of Society for e-Business Studies
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• v.4 no.1
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• pp.117-143
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• 1999

As information technology becomes an increasingly intrinsic part of business operations and it's use has grown more widespread and ingrained, the demand for study on the CIO's leadership increases.. This study was accomplished to analyze the effect that CIO's transformational and transactional leadership have on leadership performance in pursuit of the ideal leadership required of CIO. The study results reveal the followings. First, CIO's transformational. transactional, and laissez faire leadership is statistically related with leadership performance. Especially, the transformational leadership was more correlated with leadership performance than transactional leadership. Second, leadership performance both of transformational leader and transactional leader was higher than than of laissez faire leader. But leadership performance between transformational leadership and transactional leadership was not statistically significant. Third, many CIOs turn out to possess both transformational and transactional leader's trait, and therefore, the subjects were categorized into the three groups such as: purely transformational leaders, purely transactional leaders, and transformational-transactional leaders. The result shows that leadership performance was high in order of transformational-transactional leader, purely transformational leader, and purely transactional leader. It reveals that leaders possessing both transformational and transactional leadership were more acceptable than the others to the subordinates.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.1
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• pp.269-278
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• 2020

The study aims to verify the relationship between leaders' personality traits in leader - member exchange (LMX), and job performance. Hierarchical Regression Analysis was used to examines (a) how leaders' personality traits and LMX affect the influence of social capital on job performance and organizational citizenship behavior; (b) how perceived organization support (POS) can moderate the influences of LMX on social capital, in turn impacting job performance and OCB. Responses are employees in the service industry in Thailand, which consisted of 236 independent samples in 77 groups. Each group included at least one leader and 1-5 followers. The results show that there is a significant relationship between leader's personality traits, LMX and social capital. Leader with the higher level of conscientious, and agreeableness can always create good relations with their followers. The level of LMX are also related to social capital and both of these influence OCB and job performance. The moderating effect of perceived organizational support is also significant that POS can amplify the influence of LMX on social capital. Finally, the research findings show that perceived organizational support is one of the moderating factors in LMX exchanges. Followers perceived organizational support can amplify the influence of LMX on social capital.

• Asia Pacific Journal of Business Review
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• v.6 no.1
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• pp.1-19
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• 2021

This research is based on the relevant research literature on the voice behavior, this study examines the influence of trust in leader on voice behavior. And this study examines the role of psychological safety as a mediating between trust in leader and voice behavior. This study uses SPSS for data analysis. The results of the study are as follows: This study explains the impact of trust in leader on psychological safety, and explains the impact of trust in leader on organization members' voice behavior, as well as the impact of psychological safety on organization members' voice behavior. And this study also explains the influence of psychological safety as an intermediary effect on trust in leader and voice behavior. Overall, the higher the level of organization members' trust in leader, the more they will increase the level of psychological safety of the organization members, which will prompt the organization members to make more voice behavior.

• Journal of Distribution Science
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• v.18 no.7
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• pp.27-36
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• 2020

Purpose: The study examines how emotional leadership affects employee attitude towards work engagement. Leader legitimacy perception is chosen as the mediating variable to understand the effect of emotional leadership on employee work engagement. Research design, data and methodology: The research model is based on theory and empirical research findings in order to examine the mediating effect of leader legitimacy perception on the relationship between the manager's emotional leadership and employee work engagement. For this purpose, a survey was conducted among 188 employees of domestic retail distributors. Confirmatory factor analysis (CFA) and survey data confirmed the construct, and the hypothesis was tested by using structural equation modeling (SEM). Results: a) Emotional leadership has positive influence on leader legitimacy; b) Leader legitimacy is positively related to work engagement; c) Leader legitimacy mediates a positive relationship between emotional leadership and work engagement. However, there is no direct effect on work engagement (of employees) from emotional leadership standpoint. Conclusion: Based on the empirical results, implications and future research directions are discussed.

• Journal of Digital Convergence
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• v.13 no.9
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• pp.149-159
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• 2015

This paper aims to examine the relationships between Leader Supervisory Style, Creativity and Job Involvement in the age of convergence. In addition, this study examined the moderating effects of Leader-Member Exchange. To accomplish these purposes, the main factors of the Leader Supervisory Style were found from the previous studies. The following are the summary of hypothesis test : First, Leader Supervisory Style have differential influence on Creativity. Second, Leader Supervisory Style have differential influence on Job Involvement. Third, the moderating effects of Leader-Member Exchange have partially moderated effect on the relationship between Leader Supervisory Style and Creativity. Forth, the moderating effects of LMX Leader-Member Exchange have partially moderated effect on the relationship between Leader Supervisory Style and Job Involvement. Therefore, the results of this study have many theoretical and practical implications.

• Korea Journal of Hospital Management
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• v.12 no.3
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• pp.68-95
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• 2007

This research is designed for studying between transformational leadership and behavior of subordinate. We took a practical analysis with conception of leader acceptance to search function between transformational leadership and self-efficacy. For practical proof of this research, we look hypothetical inspection with collected data after posing a question with medical Staff of 459. The practical analysis of this research is as below. First, We could know that transformational leadership affect partially positive effect to self-efficacy of subordinate. That is, as a result for researching into the influence of subordinate to self-efficacy, setting each element which forms transformational leadership as hypotheses, charismatic behavior and intellectual stimulation of leader's have an positive effect on self-efficacy of subordinate. However, there is no relation between individualized consideration and self-efficacy of subordinate. Second, we analyzed effect of subordinate's acceptance of leader between transformational leadership and acceptance degree of leader, we could know that all of them which is Two subordinate purpose of transformational leadership have a controling effects as there must be existed differences on self-efficacy before and after interaction. It is also another suggestion of this research to provide a clue to next research which is related with the importance of acceptance and it, conception, because we find the fact there could be existed the difference according to acceptance degree of leader.

• The Journal of the Korea Contents Association
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• v.20 no.3
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• pp.356-369
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• 2020

Farm village business performance may be influenced by village leader's leadership and conflict management between villagers, so the objective of this study is to analyze the relationships among farm village leader's leadership, conflict management between villagers and farm village business performance. The questionnaire was performed for 376 villagers in Jeollabuk-do Province. The collected data was analyzed by structural equation model and Sobel test. The result shows that farm village leader's leadership such as human-relationship ability, management ability, communication skills, and industrial knowledge ability have statistically significant positive effects on the conflict management between villagers. The conflict management between villagers also showed a statistically significant positive effects on the social and economic performance. The farm village leader's leadership such as human-relationship ability, sensibility·awareness ability, management ability, communication skills, industrial knowledge ability showed no statistically significant effects on the social and economic performance. But, they showed a statistically significant effects on the farm village business performance in indirect manner with the mediating effect of the conflict management between villagers. It is worthwhile that in this study, the effect of village leader's leadership on the conflict management between villagers and farm village business performance was verified, and then, it is meaningful to present the role and importance of farm village leader's leadership.

• Journal of Fashion Business
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• v.17 no.4
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• pp.107-123
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• 2013

This study identified market segments by fashion leadership and appearance interest and compared each group in clothing benefits and makeup benefits pursued as well as makeup behaviors. The data were collected from 20~30 women during September, 2012, and a total of 302 surveys were analyzed. About 46.5% was in their twenties, and more than 39% was students and 35.4% was office workers. Findings were as follows. First, according to fashion leadership and appearance interest, three groups were identified, fashion leader group, appearance interest group, and uninterested group. Second, uninterested group showed the oldest average age among three groups. Fashion leader group showed the higher proportion of students and professional. Third, fashion leader group showed the highest mean score of self-esteem, while uninterested group showed the lowest level. Fourth, fashion leader group pursued attractive body image, social benefit, and individuality for clothing benefits, while uninterested group valued convenience. Fifth, with respect to makeup benefits pursued, fashion leader group presented a high level of esthetic, self-confidence, and functional pursuit, whereas uninterested group showed the opposite. Sixth, respondents tended to depend on internet most as cosmetic information sources, followed by family/friends, and magazine in order. Implications for cosmetic business were provided.

• Journal of Distribution Science
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• v.14 no.1
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• pp.75-84
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• 2016

Purpose - In accordance with the recent changes in the management environment, leaders are required to have an ability of drawing and inducing potential of each worker. Coaching, as one of the strategies of human resources development, is drawing people's attention. This study aims to inquire about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Firstly, this study intends to illustrate what kind of influences the leader's coaching behavior can give on organizational citizenship behavior and turnover intention of workers. Secondly, it plans to verify the mediating effect of authentic leadership in the relationship between leader's coaching behavior and organizational citizenship behavior and turnover intention of workers. Thirdly, it aims to prove the moderating effect of emotional intelligence in the relationship among leader's coaching behavior, organizational citizenship behavior and turnover intention of workers. Research design, data and methodology - In order to figure out how the leader's coaching behavior influences attitude of workers, authentic leadership is considered as mediating effect. As for a moderating effect, we have determined emotional intelligence which attracts attention in the recent studies on organizational behavior, so as to investigate the correlation among variables. As for study sample, it was targeted to 236 organizational members of distribution corporations whose leader's coaching behavior is required. For reaching the purpose of study, SPSS 20 was applied for the analysis. Results - The research findings can be summarized as follows: Firstly, leader's coaching behavior gives significant positive influences on organizational citizenship behavior. Moreover, leader's coaching behavior gives negative influences on turnover intention of organizational members. Secondly, the mediating effect of authentic leadership was proved in the relationship between leader's coaching behavior and attitude of workers. Based on the analysis, it turned out that authentic leadership doesn't give a mediating effect in the bilateral relationship. Lastly, the moderating effect of emotional intelligence was proved in terms of how the leader's coaching behavior influences the attitude of workers. The research result shows that the emotional intelligence influences towards the negative direction, in the correlation between coaching behavior and organizational citizenship behavior On the other hand, in the relationship with turnover intention, It was significant effect. Conclusions - Based on the research findings, we have intended to inquired about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Furthermore, in the operational level, the following implications can be given: the importance of coaching activation in the operational level was confirmed, through inquiring into the influence of leader's coaching behavior on workers. Moreover, the importance of emotional intelligence, which has been steadily raised, was also confirmed. It is necessary for future study to carry out additional research on various factors of coaching which can influence the effectiveness of coaching, for instance, coaching process, coach's competency, characteristics of coaching customers, relationship with coaching customers and coaching system.

• Journal of Digital Convergence
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• v.13 no.10
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• pp.107-120
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• 2015

In this paper, we study the conflict management plan of the organization in the age of convergence. More specifically, we reveal the impact of the conflict according to behavior of the leader. To this purpose, The behavior of the leader were classified as Supportive Leader and Controlled Leader, and forms of Resistance wert classified as Functional Resistance and Dysfunctional Resistance that results of the conflict. Also, Psychological Contract Violation and Breach was set up as a mediate variable. The results were as follows. First, When employee resistance comes up in the organization, Support behavior of Leaders leads to desirable changes in the organization through the functional and constructive resistance. In contrast, Controlled behavior of Leaders leads the destructive and dysfunctional resistance of employee. Second, Since the perception that the follower is receiving assistance to leaders, it reduces the perception of psychological contract violation, but Controlled leader is largely perceived as the Psychological Contract Violation to the followers. Third, Supportive Leader is not influence the affect of employee, and They resolve the Conflict in objective and positive way. Therefore, the results of this study have many theoretical and practical implications.