• 한국프랜차이즈경영연구
• /
• 제7권1호
• /
• pp.31-44
• /
• 2016

Purpose - This study aims to examine different impacts of franchisor's leadership and franchisee's marketing efforts on franchisee dissatisfaction and switching intentions, and to investigate how franchisee dissatisfaction plays a mediating role in the relationship between these constructs. This study attempted to fill the gap in the literature by treating the franchisee dissatisfaction as a mediator in the relationship between these constructs, identify how franchisor's leadership and franchisee's marketing efforts have effects on franchisee dissatisfaction, in turn, reduce switching intentions, and provide the managerial implications for building a long-term relationship to achieve mutual goals between franchisors and franchisees Research design, data, and methodology - In order to test the hypotheses, the data were collected from franchisees in Seoul and Gyeonggi Province. The franchisee owners were informed about the purpose of this study by the trained interviewers. The respondents received a letter introducing the purpose of this study and another letter that the owners wrote to encourage their active participation. Among the 300 questionnaires distributed, 260 (86.7%) questionnaires were returned. Of those collected questionnaires, 6 uncompleted responses were excluded, and 254 questionnaires with an effective response rate of 84.7% were coded and analyzed using frequency, confirmatory factor analysis, and correlations analysis, and structural equation modeling with SPSS 21.0 and SmartPLS 3.0. Results - The findings of the study are as follows. First, franchisor leadership had a negative effect on franchisee dissatisfaction, but franchisee marketing efforts did not have a significant effect on franchisee dissatisfaction. Second, franchisee dissatisfaction had a positive effect on switching intentions. Third, franchisor leadership had a negative effect on switching intentions, but franchisee marketing efforts did not have a significant effect on switching intentions. Conclusions - This study researched the franchisor's leadership as a single factor of transformational leadership. Thus, it may have limits in measuring leadership. Future studies shall include emotional, loyal, and transactional leadership. In addition, the future studies shall also research the effect of franchisor's leadership and franchisees' marketing efforts on dissatisfaction and switching intentions. For example, the franchisor's relationship-oriented efforts can be a crucial parameter that reduces dissatisfaction and switching intentions.

• 한국콘텐츠학회논문지
• /
• 제9권7호
• /
• pp.352-360
• /
• 2009

본 연구는 셀프리더십이 팀웍과 직무만족, 조직몰입에 미치는 영향을 밝히는 것이다. 조사 및 분석을 위하여 2008년 10월 1일부터 25일까지 서울에 위치한 특급 호텔의 wine & dining에 근무하고 있는 직원들을 대상으로 420부의 설문을 배포하였으며 그 중 356부를 분석에 사용하였다. 연구 결과 셀프리더십의 행위중심적 전략과 자연보상 전략은 팀웍에 유의한 영향을 미쳤고, 팀웍은 직무만족과 조직몰입에 유의한 영향을 미쳤다. 반면에 건설적 사고 패턴 전략은 팀원에 어떠한 영향도 미치지 않았다. 본 연구의 시사점은 특급호텔 wine & dining에 근무하고 있는 직원들에게 셀프리더십에 대한 교육을 진행한다면 직원들의 셀프리더십이 증진되며, 직원만족과 조직몰입에 긍정적 효과를 미칠 수 있다는 것이다. 또한 이는 궁극적으로 고객만족에 긍정적 영향을 미친다고 할 수 있다.

• The Journal of Asian Finance, Economics and Business
• /
• 제7권12호
• /
• pp.995-1004
• /
• 2020

This study aims to analyze the effect of transformational leadership (TL), procedural justice (PJ), and training (T) on employee performance (EP) mediated by self-efficacy (SE). The object of this research is Rumah Sakit Umum Daerah (RSUD) M.Th. Djaman, a hospital in Sanggau Regency, while the subjects are the institution's staff. Data collection search uses purposive sampling with a total of 120 samples. Data are obtained through questionnaires distributed directly to respondents using the Google Form application. Data analysis techniques used in this study include standard error of mean (SEM) with AMOS software version 24.00. Methods use to test validity and reliability of data include Confirmatory Factor Analysis (CFA), Construct Reliability (CR) and VE. The results of the analysis show that only training has a significant effect on self-efficacy, and self-efficacy has a significant effect on employee performance. Also, self-efficacy is proven to mediate the role of training on employee performance; the other hypotheses are not significant. Training is the most prominent positive factor affecting self-efficacy and self-efficacy has a significant effect on employee performance at RSUD M.Th. Djaman. The results of this study can be used as a reference by management in determining what policy priorities should take precedence.

• 한국조리학회지
• /
• 제24권3호
• /
• pp.177-187
• /
• 2018

This study began with the expectation that work spirituality according to self - sacrificing leadership of a company recognized by hotel employees could positively affect superior liking and innovation behavior. The results of this study can be summarized as follows; the exercise of authority and the self - sacrifice in reward distribution are very important in the social exchange relationship. And the experience of joy and meaning, which is a behavior that meets the values, showed that it fulfilled the sense of accomplishment that the employees realized as a value, and it increased the satisfaction of pursuing the value of the boss and participating in and contributing to the world. Moreover, the hotel employees were likely to favor the bosses when they gave up or refrained from their authority or delegated to their subordinates, or when their bosses delayed or gave up rewards that had to be distributed to them. Also, self-sacrifice on the supervisor's job assignment is considered as an essential part of inducing the innovative behavior of the subordinates, regarded as desirable behavior or qualities.

• 한국안전학회지
• /
• 제31권3호
• /
• pp.109-115
• /
• 2016

This study examined the effects of safety-aisle on the safety climate, safety leadership, safety behavior, work loading and perceived accident risk in the small sawmilling industry. We distributed a questionnaire that measured various demographic variables, safety related variables by mail to 200 sawmilling companies. Finally 59 managers' and 129 workers' questionnaires were used for data analysis. An independent t-test was conducted to identify significant mean differences of safety related variables between safety-aisle installed and non-installed companies. Results indicated that mean differences of safety climate and safety behavior between safety-aisle installed and non-installed companies were significant. However, mean differences of safety leadership, work loading and perceived risk were not significant at the p < .05 level. Based on these results, the implications of this study and suggestions for future research were discussed.

• 디지털산업정보학회논문지
• /
• 제15권1호
• /
• pp.109-122
• /
• 2019

The goal of this research is to empirically examine how vocational skill development teachers' distributed leadership influences on job satisfaction, through organizational citizenship behavior and teacher empowerment. A nation-wide survey was conducted among vocational skills development teachers, the unemployed and teachers who have used a government-subsidized education card. First, the study revealed that vision has no significant influence on organizational citizenship behavior and teacher empowerment. Second, leader-plus has a significant influence on organizational citizenship behavior and teacher empowerment. Third, situation has no significant influence on organizational citizenship behavior and teacher empowerment. Fourth, organizational culture has a significant influence on organizational citizenship behavior and teacher empowerment. Fifth, a significant influence was found between teacher empowerment and organizational citizenship behavior. Lastly, organizational citizenship behavior and teacher empowerment has a significant influence on job satisfaction.

• The Journal of Asian Finance, Economics and Business
• /
• 제9권9호
• /
• pp.157-166
• /
• 2022

The purpose of this paper is to explain the process of developing and validating the instrument to measure the university's organizational core values and sub-values known as ESI iDART. The three core values are excellence, synergy, and integrity, while the five sub-values comprise knowledge, discipline, trustworthiness, diligence, and responsibility that all staff should understand and practice. These values must be measured to examine the extent to which the staff has practiced them in their work life. With regard to methodology, the research instrument used in the study was developed using a focus group study involving 39 university staff from various departments and campuses. The instrument was later refined and validated by a group of experts from the university. In the main study, the instrument was distributed to all 17,969 university staff from all over the country. After one month, a total of 11,688 university staff participated in the survey indicating a 66% response rate. Using descriptive analysis, reliability analysis, and ANOVA, the results indicate that instrument is considered valid and reliable to be used. The major findings from the study show that organizational values increase over time. Some theoretical and managerial implications are also discussed.

• 한국프랜차이즈경영연구
• /
• 제12권3호
• /
• pp.7-19
• /
• 2021

Purpose: The hotel industry needs a leader who can actively demonstrate leadership to respond to and accept changes in the organization in a highly competitive and fast-changing environment. Therefore, the role of leaders who instill clear vision and goals of the organization in their members, listen to their opinions, and empathize is paramount. Leaders should encourage successful organizational activities based on active participation by employees and create the best environment for working with a sense of mission and responsibility. This study aims to identify the relationship between empathy leadership and job engagement as a result variable of team cohesion in the hotel culinary department and conduct empirical studies on the role of empathy leadership and job engagement. Research design, data, and methodology: The data were collected from employees who work in culinary department at a five-star franchise hotel located in the Seoul metropolitan area. Because it is difficult to conduct a survey through face-to-face contact with employees due to the COVID-19 pandemic, the online survey was conducted from February 1 to February 28, 2020. A total of 330 questionnaires through online were distributed and 268 employees completed the survey, yielding a response rate of 81%. Of the 268 returned responses, 27 responses were not usable due to missing information. Thus, a total of 241 responses were used for analysis. Results: The study results are as follows. First, it has been shown that the empathy leadership of culinary department in hotel companies has a significant positive impact on the job engagement. Second, it has been shown that job engagement has a significant positive effect on members' team cohesiveness. Third, empathy leadership of hotel companies' culinary department has a significant positive impact on members' team cohesiveness. Fourth, job engagement has a significant positive (+) mediating effect in the relationship between empathy leadership and team cohesiveness in culinary department. Conclusion: This study supports the theory that an emotional and empathic leader's behavior or ability can change the effectiveness or atmosphere of a rapidly changing hotel culinary team organization by presenting a research model on the effect of empathic leadership on job engagement and team cohesiveness. And hotel chefs should be more aware of the importance of empathic leadership and make them a human resource of the organization through formal and informal communication with culinary employees.

• 기독교교육논총
• /
• 제64권
• /
• pp.173-202
• /
• 2020

본 연구는 교회 가정사역 프로그램 참여자의 학습참여동기가 서번트 리더십에 미치는 영향과 공동체 의식의 구조적 관계를 탐색하기 위해서 수행되었다. 먼저 선행연구 분석을 통해 구조모형을 구성하였다. 구조모형 검증을 위해 전국의 교회 및 단체에서 실시하는 교회 가정사역에 프로그램에 참여하고 있는 부부를 대상으로 배포한 설문지 700부 중 607부를 대상 자료로 수집하였다. 자료수집은 교회 가정사역 이후 학습참여동기, 서번트 리더십, 공동체 의식을 설문지를 사용하여 수집하였다. 수집된 자료는 구조방정식 모형 분석 방법을 사용하여 학습참여동기에 대한 서번트 리더십의 영향과 공동체 의식의의 구조적 관계에 대해 분석하였다. 그 결과 본 연구에서 제안한 구조적 모형이 타당한 것으로 검증되었다. 이에 학습참여 동기 가운데 내재적 동기와 외재적 동기의 영향을 공동체 의식이 매개하여 서번트 리더십에 영향을 주는 것으로 검증되었으며, 서번트 리더십의 영향을 공동체 의식이 매개하는 경로가 영향력을 가지고 있는 것으로 검증되었다. 이에 교회 가정사역을 운영할 때, 참여자들의 내재적 참여동기와 외재적 참여동기를 고려하여 공동체 의식을 조절한다면 학습참여동기의 수준을 조절할 수 있다는 시사점을 제시할 수 있다.

• 한국유통학회지:유통연구
• /
• 제15권1호
• /
• pp.49-71
• /
• 2010

본 연구는 가맹사업자의 자기효능감에 주목하여 정부가 예비가맹사업자들을 보호하기 위해 가맹본부에 다양한 규제와 정책을 사용하는 것이 최선의 방법이 아니라는 것에 관심을 두고 있다. 본 연구에서는 경로-목표이론(path-goal theory)에서 제시한 가맹본부의 리더십 행동 유형과 가맹사업자의 관계결속의 영향관계에 있어서 가맹사업자의 특성으로 자기효능감의 조절효과를 규명하고, 실증 분석한 결과 다음과 같은 연구의 시사점을 발견할 수 있었다. 첫째, 가맹본부의 리더십 행동유형이 관계결속에 긍정적 효과를 가져 온다는 사실이 확인됨으로써 가맹본부는 가맹사업자에게 맞는 리더십 행동유형을 적용할 수 있도록 하여야 한다. 둘째, 가맹사업자의 자기효능감이 관계결속에 긍정적 효과가 있을 뿐만 아니라, 리더십 행동유형과 관계결속 사이에 상당한 조절효과가 있기 때문에 가맹본부는 가맹사업자들의 개인차(individual difference) 관리가 필요하다. 셋째, 정부는 가맹본부를 규제할 것만이 아니라 가맹본부가 가맹사업자들의 특성을 확실하게 파악하고 기업의 목표달성을 위한 정당한 통제가 가능하도록 제도적 지원을 해야 할 것이다.