• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.3
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• pp.1465-1470
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• 2014

This study, infants to Toddler's sense of competent leadership of social and socially competent to investigate the impact of the sense. Seoul, Incheon, Gyeonggi area only 5 years old male and female infants are 330 people survey F-t-data processing, validation, and verification applied to person-correlated analysis study. First of all, depending on the infant's gender remains a meaningful difference and is capable of leadership, social sense than girls score higher. Second, an analysis of correlation between competent leadership and social sense of the infant, and the result is a statistically significant difference. Second, a high degree of collective leadership to be more socially competent, comfortable. In conclusion, in this study, the infant is capable of leadership and the impact of this is social in the sense of an infant Therefore, this study is the result of an infant appearing in leadership for improving early childhood leadership training programs, and promoting a sense of being able to make a skilled early childhood social and educational implications.

• International Journal of Computer Science & Network Security
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• v.21 no.9
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• pp.67-78
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• 2021

The research aims to identify the role of administrative leaders working in universities in the success of organizational development and change, and the extent of the relationship and ability of administrative leaders at all levels of leadership within universities to the effectiveness of the process of development and organizational change at Northern Border University. In addition to presenting some recommendations and suggestions that can contribute to identifying the best leadership styles that contribute to the success of the development process and positive organizational change. Where leadership, whether in the private sector or the public sector, is one of the main functions concerned with the processes of direction, development, and modernization in the performance of the facility and an important element to activate the organizations' ability to perform their role and achieve their goals. The behavior and trends of leaders represent an important indicator in knowing the type of efforts made by them to improve performance and develop organizations and human resources. The research reached many results, perhaps the most important of which is that the dominant leadership style in universities is the democratic style, followed by the bureaucratic leadership style. The results also showed that there is a significant role for administrative leaders in bringing about development and positive change at Northern Border University at the level of individuals, groups, and organizations. And it became clear that there is an availability of leadership capabilities to an acceptable degree in the administrative leaders. The results of the statistical analysis showed a positive relationship between administrative leadership ability and democratic style. In addition to the existence of a negative relationship between the administrative leadership ability and the bureaucratic style and the freestyle. It was also clear that there were no differences in dealing between males and females, as well as age, educational qualification, experience, and job grade, but there were differences in dealing with the job title.

• Journal of Korea Entertainment Industry Association
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• v.13 no.2
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• pp.219-229
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• 2019

The purpose of this study was to investigate the effects of internal and external motivation and self -efficacy on the development of creative leadership as a collective of self-leadership, servant leadership and problem-solving leadership. For the study, Amabile's work preference, self-efficacy test, and creative leadership test were conducted in 195 nursing students at G city. Correlation analysis and regression analysis were conducted through SPSS24.0 program. First, creative leadership showed a significant positive correlation with internal motivation and self-efficacy. Second, multiple regression analysis was conducted focusing on factors showing significant differences in correlation. As a result, self-efficacy and intrinsic motivation were the factors influencing creative leadership. There was 60% explanatory force. It is necessary to improve self-efficacy and intrinsic motivation in order to improve creative leadership.

• Journal of the Korea Convergence Society
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• v.10 no.7
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• pp.183-189
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• 2019

The change to the horizontal structure of the modern corporate management environment requires joint efforts and cooperation to share responsibility and purpose and to increase positive mutual influence in order to achieve the corporate goal beyond the individual capacity of the organizational members. In order to achieve the purpose of the organization, the organizational structure in which various members share information and aim at collective leadership is more effective than the structure concentrated on one individual (leader). This study was to examine the effectiveness of shared leadership, and to investigate the causal relationship and effect of shared leadership, organizational trust, and job performance. As a result of the analysis, shared leadership had a positive effect on organizational trust, and organizational trust had a positive effect on job performance. This means that high trust in organization has a positive effect on performance.This study is meaningful in that it examines the difference between shared leadership and existing leadership types that have not been studied yet.

• Journal of Digital Convergence
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• v.17 no.6
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• pp.177-184
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• 2019

The environment of modern corporate management is undergoing many changes due to the horizontal organizational structure and the spread of team system. The importance of collective leadership that all members can pursue together beyond the existing personal leadership is increasing day by day. This study was conducted to analyze the effects of shared leadership on psychological empowerment, organizational justice and organizational commitment using PLS, a structural equation tool. The analysis highlighted the following. First, shared leadership exerted positive effects on psychological empowerment and organizational justice. Second, psychological empowerment exerted positive effects on organizational justice and organizational commitment and lastly, organizational justice exerted positive effects on organizational commitment. The causality between shared leadership, psychological empowerment, organizational justice and organizational commitment. This study demonstrated the important relationship between shared leadership and psychological empowerment and organizational justice, which will serve as a guideline for further organizational commitment.

• Korean Journal of Childcare and Education
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• v.8 no.1
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• pp.65-83
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• 2012

The purpose of this study was to examine the effects of the emotional leadership of principals and organizational culture perceived by daycare center teachers on their job satisfaction. The subjects were 366 teachers who worked in daycare centers. The findings of the study were as follows: First, the teachers considered the level of the principals' emotional leadership to be above average. The largest group of the teachers viewed the organizational culture of the daycare centers as a collective culture, followed by an innovative culture, a hierarchical culture and a rational culture. Finally, the teachers considered the level of their job satisfaction as above average. They were especially more satisfied with welfare benefits and pay, and they were relatively less satisfied with working environments. Second, emotional leadership of the principals and organizational culture perceived by daycare center teachers were positively correlated with their overall job satisfaction. Third, as a result of analyzing the effects of the emotional leadership of the principals and organizational culture perceived by daycare center teachers on their overall job satisfaction, principals' social capabilities were found to be most influential, followed by the collective culture and the innovative culture which were the sub-factors of organizational culture.

• SUVANNABHUMI
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• v.9 no.1
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• pp.173-192
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• 2017

The Sasaq community in Lombok, Indonesia has been recognized as a peasant community with its unique and strong social capital. Sources of social capital recognition can be derived from common terms or expressions and institutions practiced in community daily life. However, there is a trend of neglecting and ignoring those values by the community, especially the youth. Through action research, we would like to revitalize social capital of the community in supporting social and economic development in the rural level. In this paper, we introduce a Strategic Leadership and Learning Organization (SLLO) approach to build community participation in solving social and economic problems. Through regular dialogue, communities come with common agreements and collective action that are perceived as emergence property. Several common agreements are intended to solve community problems actually in line with the objectives of government designated development.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.7
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• pp.61-67
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• 2019

The purpose of this study is to apply self-leadership program using films to nursing students and to confirm the effects of self-leadership, empowerment, self-directed learning and happiness. The study participants were 60 nursing students, the data was collected from March 7, to June 13, 2017. The data was analyzed by frequency, percentage, mean, standard deviation, and paired t-test using SPSS WIN 24.0 computer program. The self-leadership program consisted of 13 sessions, and 14 films were used for self-management, self-training, and self-branding. The self-leadership of nursing students was significantly increased after education(t=-4.38, p<.001). In details, behavior-focused strategies, natural-reward strategies, and constructive thought pattern strategies were all significant. Empowerment also increased significantly after education(t=-5.83, p<.001), and personal skills, collective recognition, and self-determination were all significant. Self-directed learning were high after education(t=-3.31, p=.002), and learning plans and learning practices were significant. In addition, the happiness of nursing college students was significantly higher after education(t=-4.49, p<.001). As a result of this study, self-leadership program using movies can improve self-leadership, empowerment, self-directed learning and happiness of nursing students and It will be possible to apply as educational intervention in the future.

• Journal of the Korea Convergence Society
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• v.11 no.6
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• pp.227-235
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• 2020

This study expanded the superiority of random leader selection procedure on group decision-making task to actual group performance task, and examined the interaction effects of leader selection procedure(LSP) and collective efficacy(CE) on group performance. 2(LSP: formal/random)×2(CE: low/high) between subject design was used. The result revealed the significant main effect of LSP, which showed that groups with random leader performed better than those with formally selected leader. Further, significant interaction effect of LSP and CE revealed that when group's CE was high, group with random leader performed better than group with formally selected leader, and the difference between two groups was not significant when group's CE was low. These results suggested that LSP should not impair shared social identity of the group in order to maintain the positive effect of CE on group performance. The necessity for expanding these results to work team was discussed.

• Journal of the Korean Society of Food Science and Nutrition
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• v.33 no.10
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• pp.1646-1652
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• 2004

This study is to help management of foodservices with the means of preparing a favorable food service environment which will likely improve employees' job satisfaction and present the plans for Quality leadership which are capable of effectively improving the aims of food service. Transformational leadership (4.08) that includes charisma (4.12), intellectual stimulation (4.12) and individual consideration (4.01) was more strongly observed by employees than transactional leadership (3.35) that includes contingent reward (3.99) and management by exception (2.70). According to employees' age, it was shown that individuals over 40 observed transformational leadership significantly more frequently than those below 30. When considering academic background, both transformational leadership and transactional leadership were more strongly observed in the group of lower education. When the type of employment was considered, contract workers showed higher individual consideration and contingent reward than regular workers. Also, when the consideration of working places was taken into account, employees who were employed by schools presented a stronger observance of transactional leadership than employees in industrial cooperation or hospitals. Employees, especially in schools, were more receptive to dietitians' contingent reward than hospital employees. Regarding age, dietitians below the age of 40 had stronger transformational leadership skills, but there was no significant difference in the case of transactional leadership. According to these items of leadership, dietitians over 40 felt stronger in management without exception. Relationship with co-workers was the highest among job satisfaction (3.84), coworkers (4.00), stability (3.60), autonomy (3.76). In the collective food service organization, there was a positive correlation between management expectations and the expectations of the dietitians' management styles and employees' job satisfaction.