• 아태비즈니스연구
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• 제13권1호
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• pp.197-212
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• 2022

Purpose - The current paper not only investigates the intermediating process of the association between job insecurity and organizational performance, but also tries to find a factor which mitigates the negative influence of job insecurity. Design/methodology/approach - By conducting structural equation modeling(SEM) analysis with survey data from 351 employees, this study tried to identify the mediating effect of organizational trust, as well as the moderating influence of ethical leadership in the job insecurity-organizational trust link. This paper built hypotheses that job insecurity decreases the level of employee's organizational trust, then the level of the employee's organizational trust would influence organizational performance. In addition, ethical leadership would function as a buffering factor between the association between job insecurity and organizational trust. Findings - This paper found that job insecurity had a negative influence on employee's organizational trust, and the employee's organizational trust had a positive influence on organizational performance. The ethical leadership mitigated the negative impact of job insecurity on organizational trust. Research implications or Originality - By empirically delving into the importance of ethical leadership and organizational trust to increase organizational performance, this paper may provide top management and leaders in an organization with important insights that they should adequately monitor and manage the level of ethical leadership and organizational trust.

• 4차산업연구
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• 제2권2호
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• pp.47-60
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• 2022

Purpose - The purpose of this study is to investigate the role of Teamwork on Engagement among employees of private primary and secondary schools in Plateau State, Nigeria using the dimensions of Teamwork, which are Communication, Leadership, Team Structure, Situation Monitoring, and Mutual Support on Employee Engagement. Research design, data, and methodology - To analyze the relationship among the variables, the study adopted the descriptive and explanatory research design, and a cross-sectional survey method using a survey questionnaire containing 29 items, with a 5-point Likert scale. The samples of 274 employees (both academic and non-academic) were selected using a simple random probability sampling technique. Multiple Regression was used to analyze data with the aid of the statistical package for social sciences (SPSS version 23.0). Result - This shows that Communication, Leadership, and Situation Monitoring have a positive and significant relationship on Employee Engagement, while Team Structure and Mutual Support show a negative direction but still maintained a significant relationship. Conclusion - The management of private primary and secondary schools should pay attention to Communication, Leadership, Team Structure, Situation Monitoring, and Mutual Support among their employees to promote Employee Engagement in the workplace. It also recommends that future studies should be carried out in other sectors.

• 품질경영학회지
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• 제46권2호
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• pp.283-300
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• 2018

Purpose: Since the servant leadership of project managers is seemingly related to the project performance by influencing project team members' positive attitude and behavior, this study attempts to provide empirical evidence for a link between servant leadership and project performance. In addition, the present study investigates the mediating effects of customer satisfaction on the servant leadership-project performance relations. Methods: The data of servant leadership and project performance were collected from 185 project team members of a company providing IT service, and customer satisfaction data were collected from 100 project clients served by the company. Before testing the hypotheses, we calculated aggregation statistics(e.g., $r_{wg}$, ICC(1), and ICC(2)) to ensure appropriate aggregation of servant leadership scores. The statistics confirmed the use of 67 team level servant leadership scores with project performance and customer satisfaction. Results: The results show that servant leadership is significantly related to three project performance measures(perceptions of performance contribution and sales contribution, and actual project profits) in the current team-level sample. Results also indicate that the clients' perception of customer satisfaction shows a mediating effect in the process of servant leadership affecting sales contribution of project performance. Conclusion: The present study empirically confirms that servant leadership plays a major role in enhancing project performance on team level analysis. The results suggest that servant leadership increases customer satisfaction since the project managers serve and care for their team members which translate into effective customer service. Theoretical and practical implications are reviewed, and limitations of the study and suggestions for future research are addressed.

• 품질경영학회지
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• 제47권1호
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• pp.59-74
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• 2019

Purpose: Despite the fact that the majority of domestic firms are small in size, there have been few studies conducted to understand the leadership effectiveness of small firm CEOs. Based on the upper echelon theory, this study attempts to demonstrate empirically that transformational leadership of small firm CEOs can increase the innovative behavior of employees. In addition, the present study examines mediating effects of CEO trust perceived by employees when transformational leadership affects employees' innovative behavior. Methods: The survey data of CEOs'transformational leadership, innovative behavior of employees, and perceived CEO trust were collected from 176 employees working in domestic small firms. Hierarchical regression analyses were performed to examine the main effects between transformation leadership and innovative behavior and mediating effects of CEO trust perceived by employees. Results: The results show that CEOs' transformational leadership is significantly related to the innovative behavior of employees in the current sample. Results also indicate that CEO trust perceived by employees reveals a mediating effect in the process of transformational leadership affecting innovative behavior. Conclusion: The results show that as suggested by the upper echelon theory, the leadership of small firm CEOs can have a significant impact on positive job-related behaviors and attitudes of employees. The results also contribute to expand on the understanding of the relationship between transformational leadership and innovative behavior by explaining that transformational leadership can mediate trust in CEOs in enhancing employees'innovative behavior. Theoretical and practical implications are reviewed, and limitations of the study and suggestions for future research are addressed.

• 한국유통학회지:유통연구
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• 제15권3호
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• pp.35-69
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• 2010

다단계판매 기업은 다수의 판매원 네트워크를 통해 의해 제품이나 서비스를 판매하기 때문에 이들과의 성공적 관계 관리가 기업의 성과와 성장을 결정짓는 핵심요인이다. 본 연구는 다단계판매 기업을 대상으로 상위판매원의 변혁적 리더십이 하위판매원의 기업가적 성향, 시장지향성과 성과에 미치는 영향을 분석하고 있다. 국내 최대 다단계판매 기업의 135명의 하위판매원을 대상으로 한 설문자료의 분석 결과, 상위판매원의 변혁적 리더십은 하위판매원의 기업가적 성향과 시장지향성에 긍정적인 영향을 미치며, 하위판매원의 시장지향성은 하위판매원의 성과에 긍정적인 영향을 미치는 것으로 확인되었다. 상위판매원의 변혁적 리더십은 하위판매원의 기업가적 성향은 높이지만 하위판매원의 성과와 직접적인 관련을 맺지는 않는 것으로 나타났다. 또한 하위판매원의 기업가적 성향은 하위판매원의 시장지향성을 통해 하위판매원의 성과를 높여주는 것으로 나타났다. 본 연구는 다단계판매업에서의 상위판매원의 하위판매원에 대한 변혁적 리더십의 중요성을 확인하고 있으며, 이를 근거로 향후 리더십 관련 연구 및 기업경영과 관련한 시사점을 제시하고 있다.

• 디지털융복합연구
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• 제17권8호
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• pp.187-196
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• 2019

본 연구는 문화 예술 산업의 조직이 타 조직과 비교하여 전통을 중시하고 예술적 가치에 큰 비중을 두는 특성에 초점을 두었다. 이러한 특징을 반영하여 산업의 발전과 경제적 가치 창출에 대한 방법을 제시하고자 변혁적 리더십과 직무의미성, 집단효능감의 관계를 실증분석하고, 효과를 밝히고자 한다. 이 관계를 밝히고자, 문헌 연구를 바탕으로 연구모형 및 가설을 설정하였고, 해당 산업 종사자를 대상으로 377부의 설문지를 배포 회수하여 실증분석을 시행하였다. 연구결과, 변혁적 리더십은 집단효능감에 유의한 영향을 미치는 것을 확인하였다. 그리고 변혁적 리더십이 직무의미성에 미치는 영향과 직무의미성이 집단효능감에 미치는 영향, 직무의미성의 매개 효과를 확인하였다. 이러한 연구결과는 문화 예술 산업에서 변혁적 리더십이 구성원들의 태도에 미치는 효과를 파악함으로써 조직 변화에 대한 가이드라인을 제공할 수 있을 것이다.

• International Journal of Advanced Culture Technology
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• 제9권3호
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• pp.202-211
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• 2021

Teachers play a key role in influencing students' school lives, but many researchers have tried to improve school satisfaction in various aspects. And counselors are a special type of Chinese university teachers, and not only have the characteristics of university teachers, but also have daily administrative management functions related to students' school life. In this paper, we demonstrated the effect of college counselors' ethical leadership and authentic leadership on school satisfaction among Chinese university students. In addition, it also verified the mediating effect of organizational identification in this process. As a result of empirical analysis, ethical leadership have both positive effect on organizational identification and school satisfaction. Similarly, authentic leadership also have positive impact on organizational identity and school satisfaction. In addition, organizational Identification has a positive effect on school satisfaction. Furthermore, organizational identification has also been proven to mediate the relationship between both two types of leadership and school satisfaction. Finally, we found that authentic leadership was more influential than ethical leadership in increasing school satisfaction levels.

• The Journal of Asian Finance, Economics and Business
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• 제8권5호
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• pp.1055-1063
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• 2021

How to manage a business effectively and successfully is the most important goal of all businesses on their way to expand and develop. Most researchers have confirmed that highly committed employees may perform better than less committed ones. The paper aims to find out what critical factors really affect employee's commitment for success of a business. The findings show that three factors having impacts on organizational commitment are leadership, meeting effectiveness and job satisfaction. Particularly, leadership positively affects meeting effectiveness with weight of 0.838. It is believed that if employees feel satisfied with their job, they become more committed to their organization. In addition, it is evident that meeting effectiveness positively affects organizational commitment with weight of 0.296. Last but not the least, in the relationship between meeting effectiveness and organizational commitment, there is a mediator of job satisfaction with the indirect effect of 0.454 and its bootstrap errors at 0.053. It emphasizes the importance of meetings in workplaces. In order to make subordinates satisfied with their jobs, every conflict or problem needs to be thoroughly resolved in meetings. That's why meeting effectiveness has a significant effect on job satisfaction. Furthermore, whether meetings are effective or not is based on leaders or meeting organizers.

• 한국유통학회지:유통연구
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• 제14권2호
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• pp.31-66
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• 2009

본 연구는 프랜차이즈 시스템에서의 가맹본부 관리자의 리더십이 가맹점의 가맹본부에 대한 신뢰와 몰입에 미치는 영향을 분석하고 있다. 본 연구는 가맹본부 관리자의 리더십 유형을 변혁적 리더십과 거래적 리더십으로 구분하고 이들 리더십 유형이 가맹점의 가맹본부에 대한 신뢰와 두 가지 형태의 조직몰입, 즉 감정적 몰입, 계산적 몰입에 미치는 영향을 검증하고 있다. 서울과 경인지역에 위치한 184개 가맹점사업자를 대상으로 실시한 서베이를 통해 수집된 자료를 구조방정모형을 활용해 분석한 결과, 변혁적 리더십과 계산적 리더십은 신뢰와 몰입에 상이한 영향을 미치는 것으로 나타났다. 변혁적 리더십은 신뢰와 감정적 몰입에 긍정적 영향을 미치지만, 계산적 몰입에는 영향을 미치지 않는 것으로 나타났다. 반면 거래적 리더십은 계산적 몰입에 긍정적인 영향을 미치지만, 신뢰나 감정적 몰입에는 영향을 미치지 않는 것으로 나타났다. 한편 신뢰는 감정적 몰입과 계산적 몰입에 모두 긍정적인 영향을 미치는 것으로 나타났다. 본 연구는 프랜차이즈시스템 내 가맹본부-가맹점 간의 관계의 질을 향상시키기 위해 가맹본부 관리자의 리더십, 특히 변혁적 리더십이 중요하다는 점을 확인하고 있다.

• 대한안전경영과학회지
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• 제25권2호
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• pp.59-69
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• 2023

Previous works on safety behavior have paid less attention to the influence of several leadership styles on safety behavior. Among the various leadership styles, I focus on the effect of coaching leadership on safety behavior. To be specific, this paper investigates the impact of coaching leadership on safety behavior and its underlying mechanisms (mediator) as well as contextual factor (moderator). This research examines the sequential mediating effect of perceived organizational support and organizational identification in the association between coaching leadership and safety behavior. Also, work overload will negatively moderate the coaching leadership-perceived organizational support link. My results showed coaching leadership increases employee safety behavior through the sequential mediation of perceived organizational support and organizational identification. In addition, work overload functions as a negative moderator which diminishes the positive effect of coaching leadership on perceived organizational support.