• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.16 no.12
• /
• pp.8568-8575
• /
• 2015

This study, as a experiment study, was intended to determine whether or not the situational leadership program was highly helpful to critical thinking, coaching, empowerment-enhancing of nurse managers. The number of subjects was abstracted by G*Power, and 54 nurses leader and 342 general nurses were selected from university hospitals of metropolitan city. Data analysis was frequency analysis, t-test, $X^2$-test, repeated measures ANOVA, using SPSS Win 18.0 statistical package program. The results of this study was as follows. 1. Due to the situation leadership programs, critical thinking of experiment group has significantly increased, but control group was significantly reduced. 2. Due to the situation leadership programs, coaching of experiment group has significantly increased, but control group was significantly reduced. 3. Due to the situation leadership programs, empowerment of experiment group has significantly increased, but control group was significantly reduced. Therefore, the situation leadership programs can be effective in critical thinking, coaching, empowerment of nurse leaders. And applying the situation leadership program to the nurse in future, it would be helpful promoting empowerment, coaching, critical thinking in organization life and cope with situation that occurred during clinical.

• Journal of Korean society of Dental Hygiene
• /
• v.18 no.2
• /
• pp.165-175
• /
• 2018

Objectives: This study aims to examine the factors that influence the organizational citizenship behavior of clinical dental hygienists to use them as basic data for improving effectiveness and efficiency of dental clinics and hospitals. Methods: A self-reported questionnaire was answered by 250 clinical dental hygienists in Seoul, Gyeonggi, Chungcheong, Jeolla and Gyeongsang province areas who were chosen using convenient sampling method from May 1st to June 30th of 2017. The data was analyzed using IBM SPSS/WIN 22.0 factor analysis on clinical dental hygienists' organization citizenship behavior, organizational commitment, empowerment, self-leadership and job satisfaction. T-test and one-way ANOVA were performed for subjects' general characteristics and organizational citizenship behavior, organizational commitment, empowerment, self-leadership and job satisfaction depending on their job characteristics. The mean comparison was drawn using the Scheffe test. Pearson's correlation and multiple regression analysis were performed to examine the relation of clinical dental hygienists' organizational citizenship behavior, organizational commitment, empowerment, self-leadership and job satisfaction Also, the significance level was set at 0.05. Results: Clinical dental hygienists' organizational citizenship behavior was 3.84 points with organizational commitment of 3.27, empowerment of 3.41, self-leadership 3.45 and job satisfaction of 3.57. Factors that influence clinical dental hygienists' organizational citizenship behavior appeared in the order of organizational commitment, job satisfaction, self-leadership, empowerment and job intensity, and the model's explanation power was 45.6%. Conclusions: Clinical dental hygienists' organizational citizenship behavior was correlated to career, organizational commitment, empowerment, self-leadership and job satisfaction, where organizational commitment had the biggest influence. Therefore, clinical dental hygienists organizational citizenship behavior needs further studies and investigtae more ways to promote factors that influence organizational citizenship behavior.

• Journal of Korea Society of Digital Industry and Information Management
• /
• v.15 no.1
• /
• 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 Korean Journal of Health Service Management
• /
• v.11 no.2
• /
• pp.43-53
• /
• 2017

Objectives : This study aimed to investigate the effects of resonant leadership and structural empowerment on the job satisfaction of registered nurses working in hospitals. Methods : Data were surveyed from 307 nurses in three general hospitals in Seoul and Gyeonggi-do using self-administered questionnaires from March 15 to 31, 2016. We conducted t-test, ANOVA, Pearson's correlation analysis, and multiple regression analysis using SPSS 21.0 for analysis. Results : Resonant leadership and structural empowerment had significant effect on the job satisfaction of nurses. These two attributes of a quality work environment explained 45.3% and 40.1% of the variance in organizational and opportunity satisfaction while controlling for age, marital status, religion, education, work department, work type, career and work position. Conclusions : The findings of this study suggest that resonant leaders and structural empowerments contribute to nurse job satisfaction. Therefore, developing resonant leadership skills and structural empowerment among nurse leaders in hospitals will ensure the creation of healthy work environments that promote job satisfaction and retention of nurses.

• Journal of the Korea Convergence Society
• /
• v.9 no.12
• /
• pp.265-272
• /
• 2018

Under a rapidly changing market environment, most companies are striving to survive in such environment. Organizational members have a positive impact on performance if they are properly rewarded and respected. This study aims to understand the causal relationship between leadership and organizational fairness and psychological empowerment. We also wanted to understand the impact of organizational fairness and psychological empowerment on job performance. To do this, we conducted surveys on workers. Results of this study shows that leadership has a positive impact on organizational fairness and psychological empowerment. In addition, psychological empowerment was found to have a positive impact on job performance, however, organizational fairness was found to have no effects on job performance.

• International Journal of Advanced Culture Technology
• /
• v.10 no.2
• /
• pp.106-115
• /
• 2022

This study is to investigate factors that influence job performance of hair salon workers such as self-leadership, empowerment, and self-efficacy. Data were collected by distributing 450 questionnaires to hair salon workers in the S. Excluding the questionnaires with insufficient responses, 433 copies were used for analysis with SPSS 26.0 for Windows. The survey was conducted from March 21 to 27, 2022. As a result of the analysis, first, the self-leadership of hair salon workers was found to have an effect on job performance. Second, the empowerment of hair salon workers was also found to have an effect on job performance. Third, the self-efficacy of hair salon workers was found to have an important effect on job performance. This study is expected to contribute to the development of hair salon workers by identifying ways to maximize job performance and increasing customer satisfaction.

• The Journal of the Korea Contents Association
• /
• v.11 no.9
• /
• pp.302-314
• /
• 2011

In today's fast changing management environment, new role of leaders is being emphasized for survival of companies, and organizational achievement must be maximized by using servant leadership strategically. Data were collected from the sample of 435 employee employed service. All analysis were conducted using LISREL 8.30. The research studies how servant leadership influences organizational citizenship behavior through psychological empowerment. The result is as follows. First, it is found that, among the servant leadership's behavior characters, except for empathy and ethics, growth, vision and community building are found to be variables that increase psychological empowerment. Secondly, it is fund that psychological empowerment of organization's members has positive correlation on organizational citizenship behavior. Thirdly, it is found that among the servant leadership's behavior characters, except for empathy and ethics, growth, vision and community building are found to have meaningful positive influence over organized citizens' behavior through psychological empowerment. Likewise, the result means the servant leadership increases organizational citizenship behavior of the members through empowerment. For servant leadership to promote organizational citizenship behavior, it is suggested to emphasize empowerment. In other words, it is important to empower subordinates for servant leadership to make more useful and complete achievement in the organization.

• The Journal of the Korea Contents Association
• /
• v.21 no.6
• /
• pp.533-551
• /
• 2021

The purpose of this study was to analyze the influence of participative leadership on the job commitment of employees and to investigate the mediating effect of psychological empowerment and the moderating effect of issue leadership. A survey was conducted on employees working in various industries and analyzed using PROCESS macro (Hayes, 2013). The reliability and validity of measurement tools were reviewed through a preliminary survey, and the timing of measurement of independent variable and dependent variable was separated to overcome the common method bias. The results of the study are as follows. First, it has been confirmed that participative leadership has a positive influence on employee's job commitment. Second, participative leadership strengthened the psychological empowerment of employees, and through it, the indirect effect of improving the employee's job commitment was confirmed. Third, the moderating effect of issue leadership was confirmed in the relationship between participative leadership and psychological empowerment. Fourth, the moderated mediating effect was confirmed that the effect of participative leadership on job commitment through psychological empowerment is reinforced by issue leadership. This study contributes to the expansion of existing leadership research by empirically identifying the mechanism between participative leadership and employee's job commitment. Implications regarding the results of the study, limitations of the study, and future study tasks were discussed.

• Journal of Digital Convergence
• /
• v.19 no.1
• /
• pp.151-165
• /
• 2021

The purpose of this research is to explore the impact of managers' leadership on organizational innovation behavior in Star-Rated hotels. 244 valid Chongqing hotels' questionnaires were obtained. Through SPSS 23.0, the model structure was verified between the four variables. The results as below. First, transformational, transactional leadership has a positive impact on organizational innovation behavior. Second, transformational, transactional leadership has a significant effect on empowerment. Third, empowerment has a positive impact on organizational innovation behavior. Lastly, empowerment plays a mediation effect between transformational, transactional leadership, and organizational innovation behavior. In conclusion, managers can contribute to organizational innovation behavior by improving the abilities of leadership.

• Korean Journal of Social Welfare
• /
• v.66 no.3
• /
• pp.75-99
• /
• 2014

The purpose of this study is to examine effects of empowerment on relationship between supervisors transformational leadership recognized by care givers and organizational effectiveness represented as the job satisfaction and the organizational commitment. For the purpose, survey were conducted with care givers working in long-term care facilities in Seoul, Gyeonggi-do and Incheon, and final data were resulted from analysis of 283 examines of those care givers. The findings of this study were as follows: first, transformational leadership of long-term care facilities had a significant influence on the job satisfaction and organizational commitment. Second, the care giver's empowerment had a influence on the job satisfaction and organizational commitment. Third, empowerment worked as mediators between the transformational leadership of long-term care facilities and care giver's job satisfaction and organizational commitment. Based upon these findings, we can propose practices towards improving a long-term care facilities administrator's transformational leadership and implication of program development and provide an institutional strategy aiming to care giver's empowerment improvement.