• The Journal of Industrial Distribution & Business
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• v.10 no.7
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• pp.39-48
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• 2019

Purpose - The purpose of this study was to explore the impact of chatbots' innovation attributes on the innovation acceptance for consumers who have used chatbots to purchase fashion products that account for a large share of transactions in mobile shopping. Research design, data, and methodology - Data were collected from Korean consumers aged 20 to 49 who had experience using chatbots when purchasing fashion-related products via mobile circumstances. After a pilot survey of 31 customers, pre-questionnaire was revised for the final test, and the final questionnaire was distributed to 1,500 subjects. Out of these, 244 were retrieved. After excluding 48 inappropriate responses, 196 were used for statistical analysis. Frequency analysis, exploratory factor analysis, one-way ANOVA, regression analysis and independent t-test using SPSS 23.0 were employed for data analyses. Results - First, four factors of chatbots' attributes were extracted: relative advantages and compatibility, complexity, sensibility, and diversity. Second, two factors were extracted for fashion leadership: fashion opinion leadership and fashion innovativeness. Two groups based on the fashion leadership were identified: active innovation adopters and passive innovation adopters. Third, relative advantages and compatibility, diversity, sensibility of innovation attributes were found to have effects on the innovation acceptance in order. Fourth, significant differences were found in sensibility of innovation attributes and innovation acceptance in groups by marital status and age. The married in their 30s and 40s perceived sensibility as a more important attribute of chatbots than the unmarried in their twenties. Among the groups of different income levels, meaningful differences were found in diversity of innovation attributes and innovation acceptance. Fifth, there were significant differences found in relative advantages and compatibility, sensibility of innovation attributes, and acceptance of Innovation among the groups by fashion leadership. Active innovation adopters were found to be more aware of the importance of relative advantages and compatibility, and sensibility of innovation attributes, and innovation acceptance. Conclusions - The present study provides chatbots' marketing strategies for fashion items need to be modified by demographic characteristics and fashion leadership. Particularly, fashion leadership was found to be an important factor in determining the perception of innovation attribute as well as innovation acceptance.

• Journal of Korea Society of Industrial Information Systems
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• v.24 no.6
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• pp.107-118
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• 2019

The purpose of this study is to analyze the effect of "emotional leadership" on innovative behavior and psychological depression through mediation of job engagement and self-efficacy. In order to accomplish this objective, hypotheses were set up and we distributed questionnaires to bankers and analyzed the final 294 copies. For the hypothesis test, the SPSS Process Macro was used for regression analysis and double mediation. As a result, emotional leadership positively affects self-efficacy, and self-efficacy positively affects job engagement and innovation behavior. Also, job engagement has a negative effect on psychological depression. As a result of verifying the dual mediation effect, both self-efficacy and job engagement showed a full mediating effect.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.1 no.1
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• pp.53-70
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• 2006

This study aims to provide policy suggestions on how to implement the process of empowerment, by investigating the conditions that hinder the process and the attitude of the KBS employees. For the cross-sectional study, this thesis examined the domestic and international references, conducted a survey of KBS employees, personal interviews and made direct observations. Approximately 1,200 copies of the questionnaire were distributed and 474 were completed and returned. The analysis used SPSS 12.0 software to process the data collected from 460 respondents. The survey findings showed a decrease of 24.2%p in the number of responses expressing negative views of the team structure and a decrease of 1.29%p in the number of positive responses. The findings indicated a positive transformation illustrating employees' improved understanding and approval of the team structure. However, KBS must address the issue on an ongoing basis. It has been proven that the employee empowerment increases the productivity of the individual and the group. In order to boost the level of empowerment, the management must exercise new, innovative leadership and build trust between the managers and the employees first. Additional workload as a result of shirking at work places was prevalent throughout all divisions and ranks, according to the survey data. This outcome leads to the conclusion that the workload is not evenly distributed or shared. And the data also showed the employees do not trust the assessment and rewards system. More attention and consideration must be paid to the team size and job allocation in order to address this matter; the present assessment and rewards system need to be complemented. The type of leadership varies depending on the characteristics of the organization's structure and employees' disposition. KBS must develop and reform its own management, leadership style to suit the characteristics of individual teams. Finally, for a soft-landing of KBS team structure, in-house training and education are necessary.

• Culinary science and hospitality research
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• v.20 no.2
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• pp.1-15
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• 2014

This study aims to empirically analyze the influence of emotional leadership of hotel cuisine employees on empowerment, trust and innovative behavior. Selecting cooks working for ten five-star hotels in Seoul for empirical analysis, total 500 copies of questionnaire (50 copies to each hotel) were distributed for 30 days from September $23^{rd}$ to October $22^{nd}$, 2013. Excluding the ones with missing values or too much weighted tendency, total 426 copies(85.2%) were used as the final data for statistical analysis. As a result of the analysis, the verification of causal relationships between hotel cuisine employees' perceived emotional leadership and empowerment, trust and innovative behavior within organizations is valuable enough to be used as the theoretical foundation in the future. Based on the results of such in-depth analysis, hotel cuisine employees' perceived emotional leadership can be shown through interactions between leaders and employees. The effectiveness of leadership can be maximized only when leaders and employees maintain the mutual cooperative partnership to lead employees' innovative behavior by implanting empowerment and trust in employees.

• Management & Information Systems Review
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• v.38 no.2
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• pp.183-208
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• 2019

The purpose of this study is to examine the effects of the transformational leadership on helping behaviors and deviant behaviors of organizational members and to verify the control effect of value consistency and to suggest a process for effective business management and human resource management. For this purpose, questionnaires were distributed to employees working in office management, area marketing, and manufacturing industries in Seoul, Gyeonggi and Chungcheong provinces, and the final 334 copies were used for empirical analysis. Data were analyzed using SPSS 18.0, and reliability analysis, factor analysis for validity, correlation analysis, and regression analysis were conducted to verify the research hypothesis. The results of the empirical analysis based on the questionnaire based on the object are as follows. First, charisma of transformational leadership showed negative impact on helping behavior, and intellectual stimulation of transformational leadership and individual care showed positive influence on helping behavior. Second, charisma of transformational leadership showed negative influence on deviant behavior, whereas intellectual stimulation of transformational leadership and sub - constitutional factor of individual care did not show significant influence on deviant behavior. Third, as a result of confirming the moderating role of transformational leadership and helping behavior on the level of value consistency, it showed moderating effects on charisma and individual consideration of transformational leadership. Through this study, we proved the effectiveness of transformative leadership which increases the helping behaviors of the members and reduces the deviant behavior. Based on this, we proposed the necessity of developing managers' transformational leadership improvement program to enhance the sustainability of the organization. And we confirmed the partial influence relationship on the adjustment effect of value consistency. In addition, negative influence of charisma suggests a significant point in the management process design.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.12
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• pp.431-441
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• 2021

The paper aims to analyze the factors influencing the digital technology readiness of the governmental agency in Thailand, namely the Office of the Welfare Promotion Commission for Teachers and Educational Personnel (OTEP). This paper discusses challenges regarding the technology readiness of OTEP, which is taken as a case study for Thai governmental agencies. Data is collected through questionnaires distributed from October to December 2020. With a population of 777 OTEP staff, 534 employees are the respondents of this study. The study employs correlation, multiple linear regression, and structural equation modeling to analyze the data. The dependent variable is the digital technology readiness, while the independent variables are age, technology literacy, technology experience, attitude, organizational culture, leadership, and learning facilities. One of the principal findings is that the digital technology readiness of OTEP is at a moderate level. In addition, learning facilities, technology literacy, leadership, and organizational culture are found to be statistically significant for digital technology readiness. The findings highlight the issues and obstacles associated with encouraging human resource development, notably in the field of digital technology. Adopting digital technology to give better services to a large scale of customers is challenging for most large governmental enterprises, considering OTEP as a wonderful example for organizations under government oversight.

• Journal of the Korea Convergence Society
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• v.10 no.9
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• pp.283-289
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• 2019

This study intends to examine how authentic leadership affects psychological well-being and job performance among flight attendants. To test hypotheses, this study performed survey to flight attendants of big airlines in Korea for about two months from October 1 to December 5, 2018. 200 copies of the questionnaire was distributed, and 180 were collected. Among them, 21 copies where many questions were unanswered or not very seriously answered were discarded. So, 159 copies in total were used for analysis. Statistical analysis was done with SPSS 22.0 and AMOS 21.0. The results are as follows. First, balanced information processing, self-awareness, self-awareness have significant effect on psychological well-being, while relational transparency have not. Second, psychological well-being have significant effect on job performance. Consequently, all the hypotheses in this study except for hypothesis 1-3 were adopted.

• The Korean Journal of Franchise Management
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• v.10 no.4
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• pp.31-42
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• 2019

Purpose : This study can provide various implications for the franchisors to expand activities related to franchise support or to develop andoperate an education program for foodservice franchise owners. Research design, data, and methodology : For those purpose, first, the literatureand literature related to the competency of domestic franchise owner were collected and reviewed through the Korea Education and Research Information Service (RISS). Second, the questionnaire was prepared based on the theoretical basis prepared through previous studies. Based onthe foodservice franchise owner's competency model presented by Kim & Lee (2019b), 13 franchise owner's competencies were marked with both 'What is' levels and 'What should be' levels. Therefore, the total questionnaire consists of 26 questions. Third, questionnaires were distributed and collected. This study used data from 55 surveys which were gathered from foodservice franchise owners in Seongnam-si. SPSS 25.0 was used to analyze the collected survey data. Descriptive and frequency analysis were conducted to analyze the demographic characteristics of the study subjects. Next, we conduct a t-test to analyze the difference between the level of 'What is' competencies by the franchise owners and the level of 'What should be' competencies. Descriptive statistics were used to derive the priorities of the 'What should be' competencies. The Locus for Focus model was used to derive the priorities of the required competencies. Result : Four competencies of team leadership, teamwork and cooperation, customer service, technical·professional·managerial expertise were found to be the first to be developed. Conclusions : The conclusions of this study are as follows. First, teamwork and cooperation competnecy, and team leadership competency, which are derived from the core competencies of foodservice franchise owners, are among the leadership competencies required as managers of organizations. Second, customer service competency and ttechnical·professional·managerial expertise competency derived from the core competencies of restaurant franchise owners belong to the job competencies. Third, the results of this study suggest that the foodservice franchisors will be able that will serve as a baseline to support the foodservice franchisors and franchise owners for sustainable mutual growth by encouraging their will and encouraging them to create results.

• The Journal of the Korea Contents Association
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• v.20 no.4
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• pp.427-440
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• 2020

This study is a study on the cooking department where chefs who belong to the desired job of elementary and middle school students work together with the recognition increase through the media. The cooking department, which has a vertical structure at work, can be said to have an absolute influence of the chef. However, the cooking department needs to change according to the times. The purpose of this study was to examine how chef's shared leadership affects the chef's emotional commitment, continuous commitment, job satisfaction, and job performance. Therefore, a questionnaire was distributed to the employees currently working in the cooking department of a five-star hotel in Seoul, and a sample of 319 copies was prepared. In statistical analysis, the items were refined through exploratory factor analysis, confirmatory factor analysis, reliability analysis, and correlation analysis, and the hypotheses were verified through structural model analysis.As a result, Chef's shared leadership influences the emotional commitment of cooks, job satisfaction and job performance. In particular, emotional commitment and continuous commitment did not affect cooks' job satisfaction and job performance. In conclusion, to improve the performance of the organization, the hotel culinary department must establish a culture of sharing and communication. This suggests that establishing goals and visions will lead to job satisfaction and performance not only for individual cooks but also for the entire department. Therefore, it is expected to contribute to the efficient human resource management for the cooks in the hotel cooking department.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.149-163
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• 2010

This study planned study model through documentary research and drew hypothesis to analyze how teamwork of servant leadership has an influence on job satisfaction aiming at full time employee under department head and contract worker of five star hotel in Busan. As a survey term, from April 5th, 2010 to April 23th, 2010, it distributed total 300 questionnaires, 60 questionnaires for each hotel, and then 242 questionnaires were used for empirical analysis. It analyzed data using SPSS WIN Version 12.0 statistics package program, and verified through frequency analysis, reliability analysis, factor analysis, regression analysis. As a result of verification for influence of servant leadership on interchange which is one of teamwork, it showed that community formation factor has a positive influence on interchange, and as a result of verification for influence on communication which is one of teamwork, I could find out that higher the level of bond of sympathy formation and community formation factor are, higher the communication becomes. As a result of verification for influence on interdependence which is one of teamwork, it showed that community formation, stewardship, vision, commitment to growth factor have a positive influence on interdependence. As a result of verification for influence of teamwork factor on job satisfaction, it showed that all factors have a positive influence. As a result of this study. I could find out that member' positive perception on leader in hotel organization can be a basis deriving job satisfaction though teamwork.