• Journal of Fisheries and Marine Sciences Education
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• v.28 no.4
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• pp.936-946
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• 2016

The purpose of this study is to examine structural relations between the emotional leadership of educational administrative officials' superiors and subordinates' empowerment and job satisfaction. To attain the study goal, this researcher finally selected 368 educational administrative officials working in Gyeongsangbuk-do and conducted statistical analysis. Accordingly, this study has drawn the following detailed conclusions: First, there is statistically significant positive correlation among the subfactors of the emotional leadership of educational administrative officials' superiors and subordinates' empowerment and job satisfaction. Second, it has been found that the hypothetical path model to explain the emotional leadership of educational administrative officials' superiors and subordinates' empowerment and job satisfaction is appropriate. In other words, among the goodness-of-fit indexes of the final study model, ${\chi}^2=203.657$ (p<.001), RMR equals .030, RMSEA is .093, GFI equals .910, and AGFI is .900. About its relative goodness-of-fit indexes, TLI equals .930, NFI is .933, CFI equals .948, and IFI is .949; therefore, all indexes have been found to be allowable. Third, emotional leadership of educational administrative officials' superiors have had this influence directly on job satisfaction. But, the total influence of the emotional leadership of educational administrative officials' superiors on job satisfaction is smaller than that on job satisfaction with the mediation of subordinates' empowerment.

• Journal of Korea Society of Digital Industry and Information Management
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• v.8 no.3
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• pp.199-212
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• 2012

This study focuses on the influence of followership on leadership and empowerment, and to verify based on the control variables taken in IT SME's to enhance competitiveness through innovation and improvement plan that have been taken. Because there can be a lot of information to be taken, the laws of Moderated Regression Multiple analysis(MMR) were used. Amos, due to the moderating effect of Structural Equation Modeling(SEM) has been employed to re-verify the results seen with Moderated Regression Multiple analysis. The paper focuses on determining whether transformational leadership or transactional leadership is effective as shown by the levels of empowerment derived from these two types of leadership under study. As a result, both the Moderated Regression Multiple analysis and structural equation model searched information on transformational and followership for empowerment having moderating effects. In the Moderated Regression Multiple analysis, results showed that empowerment for leadership in business in the regulation of followership role appeared not to be seen. However, using the structural equation modeling, moderating effects have been found.

• Journal of Korean Academy of Nursing
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• v.46 no.1
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• pp.100-108
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• 2016

Purpose: The aim of this study was to examine the mediating effect of empowerment in the relationship of nurse managers' authentic leadership, with nurses' organizational commitment and job satisfaction. Methods: The participants in this study were 273 registered nurses working in five University hospitals located in Seoul and Gyeonggi Province. The measurements included the Authentic Leadership Questionnaire, Condition of Work Effectiveness Questionnaire-II, Organizational Commitment Questionnaire and Korea-Minnesota Satisfaction Questionnaire. Data were analyzed using t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficients, simple and multiple regression techniques with the SPSS 18.0 program. Mediation analysis was performed according to the Baron and Kenny method and Sobel test. Results: There were significant correlations among authentic leadership, empowerment, organizational commitment and job satisfaction. Empowerment showed perfect mediating effects in the relationship between authentic leadership and organizational commitment. It had partial mediating effects in the relationship between authentic leadership and job satisfaction. Conclusion: In this study, nurse managers' authentic leadership had significant influences on nurses organizational commitment and job satisfaction via empowerment. Therefore, to enhance nurses' organizational commitment and job satisfaction, it is necessary to build effective strategies to enhance nurse manager's authentic leadership and to develop empowering education programs for nurses.

• Journal of Korea Society of Digital Industry and Information Management
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• v.11 no.2
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• pp.167-179
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• 2015

Recently the small and medium sized companies are more difficult to find people than large companies. So it is natural that having a great interest in leadership and its effects in organizations. This study examines how transformational leaders influence on empowerment, self-efficacy and job satisfaction in IT company. Investigating the effect between transformational leadership and job satisfaction in IT company may also be a tip of an understanding of how to manage employee turnover. Samples of 387 employees in IT companies were analyzed by structural equation modeling using Lisrel 8.7 and it showed acceptable data-fit of proposed model and supported all of research hypotheses. The empirical results indicated that transformational leadership significantly influences empowerment, self-efficacy and job satisfaction and also it confirmed that empowerment and self-efficacy are effective mediators linking job satisfaction. That is the findings reveal that transformational leaders boost employee's job satisfaction indirectly.

• Korean Journal of Child Studies
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• v.35 no.3
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• pp.119-135
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• 2014

The purpose of this study was to investigate the structural relationships between of kindergartens and child care centers director's servant leadership, teacher's organizational cynicism, empowerment, and organizational commitment. The subjects for this study were 760 teachers of kindergartens and child care centers located in Daegu, Kyoungbuk and Ulsan district. The data collected were analyzed by means of AMOS 19.0. The results indicated that 1) The director's servant leadership, teacher's empowerment and organizational cynicism have a direct influence on organizational commitment. 2) The director's servant leadership directly influences teacher's empowerment and organizational cynicism. 3) The director's servant leadership indirectly influences teacher's empowerment and organizational cynicism in terms of the level of organizational commitment.

• Journal of the Korean Society of Food Culture
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• v.20 no.5
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• pp.561-573
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• 2005

This research is to examine the structural relationships between transformational/transactional leadership, empowerment, relationship quality, and organizational commitment in Chinese restaurant context. In order to empirically investigate the proposed model, the data were collected from 188 respondents randomly selected from among the managers who work in 188 Chinese restaurants in Seoul and Kyonggi-do, which registered in Korean Food Central Association, korean foodservice management Association, Menupan.com We choose to limit our investigation to luxury Chinese restaurants where the average check is above 12,000 won. The survey was executed during two-week period in the autumn of 2004. The findings and discussion are as follows: First, intellectual stimulus behavior of transformational leadership had a positive effect on empowerment. Second, contingent reward leadership had a positive effect on empowerment. Third, empowerment had a positive effect on affective organizational commitment. Fourth, empower had a negative effect on continuous organizational commitment. Fifth, intellectural stimulus behavior of transformation leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. Finally, contingent reward leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. At the end of this paper, managerial implications, discussions, and limitations and future research directions are presented.

• Journal of Convergence for Information Technology
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• v.9 no.12
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• pp.198-207
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• 2019

The purpose of this study was to determine the relationship between self-leadership, psychological empowerment and job satisfaction in dental hygienists, who form major manpower directly affecting dental care service, and to develop a plan for good-quality intra-organizational personal improvement. To collect data, convenience sampling was performed from May 1 to June 10, 2017 among clinical dental hygienists working at dental hospitals and clinics in Chungcheong and Jeolla Provinces and a self-administered questionnaire was used. Self-leadership was positively correlated with psychological empowerment and job satisfaction; psychological empowerment was positively correlated with job satisfaction. The factors for job satisfaction included psychological empowerment, dental system and self-conformity, and self-leadership. It has been confirmed that there is correlation among self-leadership, psychological empowerment, and job satisfaction in clinical dental hygienists; therefore, it is necessary to use positive psychological empowerment, establish a proactive self-leadership convergence program, and pay attention to the good direction and management of dental organizations with the objective of improving job satisfaction in dental hygienists.

• 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.

• Journal of the Korea Society of Computer and Information
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• v.23 no.8
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• pp.115-121
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• 2018

This study inquires into employee's intent to leave in South Korean dental clinics. A systematic research was undertaken on theories of leadership types, job satisfaction, organizational commitment and empowerment, and then interaction between these variables was verified based on quantitative data by using Structural Equation Model (SEM). The findings suggest that making improvements of empowerment, job satisfaction, and organizational commitment demand individualized consideration and charisma, the components of transformational leadership. As a way to reduce turnover intention, the role of job satisfaction and organizational commitment was more influential than that of empowerment. Also, a combination of charisma of transformational leadership and contingent reward of transactional leadership turned out to be the ideal leadership type to reduce turnover intention. Lastly, the harmony of individual goal with that of organization, apparent documentation of reward system, and stress control were recommended as practical solutions to improve organizational profitability and effectiveness and to reduce turnover rate in dental clinics.

• Journal of Internet Computing and Services
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• v.19 no.1
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• pp.113-122
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• 2018

In today's rapidly changing environment, companies need to have proper strategies in place to meet the challenges that constant change presents. Being flexible, responding and adapting to changes can be valuable. However, they are essentially passive ways of dealing with situations. Creating new values and innovation are more active and effective strategies fora constantly changing environment. As such, most companies in e-business should focus on developing creativity across the board. Employees' creativity has become a critical factor in e-business. This paper explains how to increase workers' creativity through authentic leadership and psychological empowerment. As it is not machines or computers, but people, that are ultimately still responsible for creating novel outcomes, this study emphasizes the overriding importance of members' ability and leader's roles, which greatly influence followers' levels of motivation. Authentic leadership encourages members to reach and display their potential, and enhances their intrinsic motivation. Moreover, members' psychological empowerment is directly associated with both intrinsic motivation and autonomy, preconditions for creativity. Hence, these two dimensions- leadership and an individual's psychological state- will increase workers' creativity, which works to increase performance and create more opportunities not only at the individual level, but also at the team or organization level. The purpose of this paper is to explain the effects of authentic leadership on creativity and the moderating effects of psychological empowerment between authentic leadership and creativity in the e-business environment.