• Title/Summary/Keyword: Korean Executives

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Transactional and Transformational Leadership Styles of The Nurse Administrators (간호행정자의 리더십 유형에 관한 연구;거래적, 변혁적 리더십을 중심으로)

  • Kim, Moon-Shil;Park, Hyun-Tae
    • Journal of Korean Academy of Nursing Administration
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    • v.3 no.1
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    • pp.5-15
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    • 1997
  • Today's rapidly changing healthcare environment and increasingly professional nursing practice indicate that identifying leadership characteristic of nursing leaders and executives is a vital importance in today' s time and also mandate innovative leadership for nursing service. Therefore, the purpose of this study is to examined the transformational, transactional leadership styles of the Nurse Administrators. The sample consisted of sixteen mid-level nurse administrators, fifty head nurses of 5 General Hospital. Data for this study was collected from Sep. 20 to 29 by Bass' MLQ Questionnaire. The data was analyzed by frequency, percentage, one-way ANOVA. Major findings are as follows : Appropriate one-way ANOVA tests revealed that the differences for transformational and transactional leadership styles of nurse executives, mid-level nurse administrators as perceived by their immediate subordinates were statistically significant(P<.05). The scores of transformational and contingent reward behaviors were declined of the mid-level nurse administrators. The transactional scores of nurse administrators were lower than transformational ones, which is a desirable findings. The result of this study, the mid-level nurses administrators were perceived as the highest transformational leader by their subordinates. The nurse executives received the lower transformational leadership scores than mid-leval administrators. These results were opposit to the previous studies. Leader can aspire to these qualities of transformational leadership, building on the more traditional transactional dimensions. We can think that transformational leadership suggests a direction for developing a creative and rewarding approach to the leadership of professionalnursing practice environments. More research on transformational qualities in nursing service and controlled designs would be desirable for nursing service administration.

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Transformational and Transactional Leadership Styles of The Nurse Administrators and Job Satisfaction, Organizational Commitment in Nursing Service (간호조직에서 리더십 유형과 직무만족, 조직몰입에 관한 연구 -거래적.변혁적 리더십을 중심으로-)

  • 박현태
    • Journal of Korean Academy of Nursing
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    • v.27 no.1
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    • pp.228-241
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    • 1997
  • Today's healthcare environment is changing, driven by demographic, environmental, social, political and technological forces. These rapidly changing healthcare environment and increasingly professional nursing practice indicate that identifying leadership characteristic of nursing leaders and executives is a vital importance in today's time and also mandate innovative leadership for nursing service. Therefore, the purpose of this study is to examined the transformational, transactional leadership styles of the Nurse Administrators. Also described are the relationships between these leadership styles and the job satisfaction. the organizational commitment of their subordinates. The sample consisted of sixteen mid-level nurse administrators, fifty head nurses and one hundred aid fifty-three staff nurses of 4 public & private University Hospitals and 1 General Hospital. Data for this study was collected from Sep. 20 to Oct. 5 by Questionnaire(Bass' MLQ, Job Satisfaction scale developed by Paula(1978), Organizational Commitment scale by Peter et at(1979). The data was analyzed by frequency, percentage, one-way ANOVA, Pearson's Correlation Coefficient with SPSS PC/sup +/ program. Major findings are as follows : Appropriate one-way ANOVA tests revealed that the differences for transformational and transactional leadership styles of nurse executives. mid-level nurse administrators, head nurses as perceived by their immediate subordinates were statistically significant(P<.05), The scores of transformational and contingent reward behaviors were declined of the mid-level nurse administrators, nurse executives. The transactional scores of nurse administrators were lower than trans- formational ones, which is a desirable findings. The result of this study, the head nurses were perceived as the highest transformational leader by their subordinates, and second was the mid-level nurse administrators. The nurse executives received the lowest transformational leadership scores from their subordinates. These results were opposit to the previous studies. And significant positive correlations were founded between transformational leadership including charisma, intellectual stimulation, individual consideration and contingent reward of nurse administrators and the job satisfaction, the organizational commitment of their subordinates. From the data, it can be concluded that transformational leadership style of nurse administrators promotes the job satisfaction, the organizational commitment of thier staff nurses. Therefore leader looks for potential motives in subordinates, seeks to satisfy higher need, and engages the full person of the subordinate resulting in a relationship of mutual stimulation and elevation.

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Working Conditions and Firm Survival (임직원 근로조건과 기업생존)

  • Cho, Seung-Mo
    • Asia-Pacific Journal of Business
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    • v.9 no.4
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    • pp.157-180
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    • 2018
  • This paper empirically analyzes how working conditions of employees and executives affect Korean companies' survival. To this end, a survival analysis based on the accelerated failure time model is conducted from the end of December 2012 to the end of September 2018 on the 2012 year-end financial data for corporations whose common stocks have ever been listed either in the KOSPI market or in the KOSDAQ market with fiscal year ending at the end of December. The analysis shows that the average wage level per employee and the number of executives relative to the number of employees threaten while the average duration of service for female employees prolongs firm survival. Here, the average wage level per employee has turned out to worsen firm survivability regardless of the gender of employees in question while the average duration of service improves firm survivability only in case the employees are female: the average duration of service for male employees or the entire employees has turned out not to have any statistically significant influence on firm survival. The average compensation per executive and the percentage of temporary employees have turned out not to have any statistically significant influence on firm survival while the percentage of female employees has shown statistically significant positive influence on firm survival in some, although not all, models employed in our study. These results are expected to be a good reference in the course of our reaching agreements regarding the improvement of working conditions either between firms and employees or among the members of the entire society.

A Case Study on Venture and Small-Business Executives' Use of Strategic Intuition in the Decision Making Process (벤처.중소기업가의 전략적 직관에 의한 의사결정 모형에 대한 사례연구)

  • Park, Jong An;Kim, Young Su;Do, Man Seung
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.9 no.1
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    • pp.15-23
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    • 2014
  • A Case Study on Venture and Small-Business Executives' Use of Strategic Intuition in the Decision Making Process This paper is a case study on how Venture and Small-Business Executives managers can take advantage of their intuitions in situations where the business environment is increasingly uncertain, a novel situation occurs without any data to reflect on, when rational decision-making is not possible, and when the business environment changes. The case study is based on a literature review, in-depth interviews with 16 business managers, and an analysis of Klein, G's (1998) "Generic Mental Simulation Model." The "intuition" discussed in this analysis is classified into two types of intuition: the Expert Intuition which is based on one's own experiences, and Strategic Intuition which is based on the experience of others. Case study strategic management intuition and intuition, the experts were utilized differently. Features of professional intuition to work quickly without any effort by, while the strategic intuition, is time-consuming. Another feature that has already occurred, one expert intuition in decision-making about the widely used strategic intuition was used a lot in future decision-making. The case study results revealed that managers were using expert intuition and strategic intuition differentially. More specifically, Expert Intuition was activated effortlessly, while strategic intuition required more time. Also, expert intuition was used mainly for making judgments about events that have already happened, while strategic intuition was used more often for judgments regarding events in the future. The process of strategic intuition involved (1) Strategic concerns, (2) the discovery of medium, (3) Primary mental simulation, (4) The offsetting of key parameters, (5) secondary mental simulation, and (6) the decision making process. These steps were used to develop the "Strategic Intuition Decision-making Model" for Venture and Small-Business Executives. The case study results further showed that firstly, the success of decision-making was determined in the "secondary mental simulation' stage, and secondly, that more difficulty in management was encountered when expert intuition was used more than strategic intuition and lastly strategic intuition is possible to be educated.

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의사결정지원을 위한 중역정보시스템 (EIS) 구축방법 및 적용

  • 배덕우;서의호;이주덕;손형수
    • Proceedings of the Korean Operations and Management Science Society Conference
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    • 1996.04a
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    • pp.679-682
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    • 1996
  • The level of informaiton provided by most current EIS systems is not above presentation and reporting. To maximize the effect of EIS, we must increase executives' use-rate. To do so, it is important to provide information really required by the user. In a addition, the decision support funcitons should be provided for strategic decision making. In this paper we propose the methodology for adding the analysis and prediciton functions to the EIS that is, for supporting the decision making with the system. Finally, we present a pilot system based on the proposed methodology.

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Interpretation of a Model Output : Fuzzy Logic Approach

  • Yang, Kyung Hoon
    • Journal of the Korean Institute of Intelligent Systems
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    • v.3 no.2
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    • pp.36-44
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    • 1993
  • Not all business executives can afford the time or cost of having an expert interpret the output of management science models. They find these models perplexing because they are given in the form of numeric vectors or metrics. In this paper, we discuss the possibility of developing an expert system to assist managers' interpretation of the models' results. Having gained interpreting skills, these executive may integrate the system with commercial software.

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A Study of Conglomerate Executives in Adaptation Processes after Involuntary Retirement (한국 대기업 중년 남성 임원들의 비자발적 퇴직 이후 적응과정 연구)

  • Koo, Jabok;Jung, Taeyun
    • Korean Journal of Culture and Social Issue
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    • v.26 no.4
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    • pp.379-407
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    • 2020
  • This study examined the psychological and social factors of middle-aged conglomerate executives in Korea for successful adaptation after their involuntary retirement. For this, in-depth interviews on 13 retired executives (male, average age 58.2) including changes over time and their assessment or interpretation on them were conducted, and the contents were analyzed in phenomenological methods. As a result, 'financial preparation' and 'spousal support' were predisposing factors of adaptation. The starting point of adaptation was 'acceptance of reality', which consisted of subfactors such as reevaluating the past life, acknowledging various changes and deviating from the past, accepting themselves as common retiree in the 50s, living with anxiety, and the need of proper time. Next, they made cognitive and emotional reevaluations and reevaluated the value of life, and reestablished 'psychological reconstruction' and 'ego identity' through new activities that they chose. Their retirement and adaptation processes after retirement are the conflicting process from their experience as a conglomerate executive that satisfied psychological and social capital and the consequent story on maladaptive coping style, as well as a narration in cognitive, emotional and behavioral perspectives to overcome such disharmony. Results of this study provides implications for corporations, nation and retirees on handling retirement.

A qualitative study on the psychological difficulties of conglomerates executives after involuntary retirement (대기업 임원들이 비자발적 퇴직 이후 겪는 심리적 어려움에 대한 질적 연구)

  • Jabok Koo;Taeyun Jung
    • Korean Journal of Culture and Social Issue
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    • v.25 no.4
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    • pp.249-277
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    • 2019
  • This study examined the involuntary retirement of executives in conglomerates based on Williams' need-threat temporal model of ostracism(2009), which explains the psychology of individuals facing social exclusion in the stages of reflexive, reflective and resignation. In-depth interviews were conducted on 15 retirees from conglomerates, and their contents were used for phenomenological method of analysis. As a result, in the reflexive stage of need-threat temporal model of ostracism, they experienced cognitive panic and emotional panic immediately following retirement. Due to an unexpected shocking experience of retirement notice, they experienced cognitive numbness first, and repressed the following negative feelings cognitively to hide them. In the reflective stage, retirees dream of 'a complete restoration to their best performance in the past', but as such expectation fails, they don't adjust to the reality more due to 'unrealistic thought', 'self-deception', and 'shift responsibility'. In resignation stage, a long-term failure to satisfy the desire led them to experience a sense of defeat and helplessness. Such results were reviewed and compared to Williams' need-threat temporal model of ostracism, and the implications of such result on the nation, companies and retirees in terms of the response to retirement.

Seeking a Better Place: Sustainability in the CPG Industry (추심경호적지방(追寻更好的地方): 유포장적소비품적산업적가지속발전(有包装的消费品的产业的可持续发展))

  • Rapert, Molly Inhofe;Newman, Christopher;Park, Seong-Yeon;Lee, Eun-Mi
    • Journal of Global Scholars of Marketing Science
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    • v.20 no.2
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    • pp.199-207
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    • 2010
  • For us, there is virtually no distinction between being a responsible citizen and a successful business... they are one and the same for Wal-Mart today." ~ Lee Scott, al-Mart CEO after the 2005 Katrina disaster; cited in Green to Gold (Esty and Winston 2006). Lee Scott's statement signaled a new era in sustainability as manufacturers and retailers around the globe watched the world's largest mass merchandiser confirm its intentions with respect to sustainability. For decades, the environmental movement has grown, slowly bleeding over into the corporate world. Companies have been born, products have been created, academic journals have been launched, and government initiatives have been undertaken - all in the pursuit of sustainability (Peattie and Crane 2005). While progress has been admittedly slower than some may desire, the emergence and entrance of environmentally concerned mass merchandisers has done much to help with sustainable efforts. To better understand this movement, we incorporate the perspectives of both executives and consumers involved in the consumer packaged goods (CPG) industry. This research relies on three underlying themes: (1) Conceptual and anecdotal evidence suggests that companies undertake sustainability initiatives for a plethora of reasons, (2) The number of sustainability initiatives continues to increase in the consumer packaged goods industries, and (3) That it is, therefore, necessary to explore the role that sustainability plays in the minds of consumers. In light of these themes, surveys were administered to and completed by 143 college students and 101 business executives to assess a number of variables in regards to sustainability including willingness-to-pay, behavioral intentions, attitudes, willingness-to-pay, and preferences. Survey results indicate that the top three reasons why executives believe sustainability to be important include (1) the opportunity for profitability, (2) the fulfillment of an obligation to the environment, and (3) a responsibility to customers and shareholders. College students identified the top three reasons as (1) a responsibility to the environment, (2) an indebtedness to future generations, and (3) an effective management of resources. While the rationale for supporting sustainability efforts differed between college students and executives, the executives and consumers reported similar responses for the majority of the remaining sustainability issues. Furthermore, when we asked consumers to assess the importance of six key issues (healthcare, economy, education, crime, government spending, and environment) previously identified as important to consumers by Gallup Poll, protecting the environment only ranked fourth out of the six (Carlson 2005). While all six of these issues were identified as important, the top three that emerged as most important were (1) improvements in education, (2) the economy, and (3) health care. As the pursuit and incorporation of sustainability continues to evolve, so too will the expected outcomes. New definitions of performance that reflect the social/business benefits as well as the lengthened implementation period are relevant and warranted (Ehrenfeld 2005; Hitchcock and Willard 2006). We identified three primary categories of outcomes based on a literature review of both anecdotal and conceptual expectations of sustainability: (1) improvements in constituent satisfaction, (2) differentiation opportunities, and (3) financial rewards. Within each of these categories, several specific outcomes were identified resulting in eleven different outcomes arising from sustainability initiatives. Our survey results indicate that the top five most likely outcomes for companies that pursue sustainability are: (1) green consumers will be more satisfied, (2) company image will be better, (3) corporate responsibility will be enhanced, (4) energy costs will be reduced, and (5) products will be more innovative. Additionally, to better understand the interesting intersection between the environmental "identity" of a consumer and the willingness to manifest that identity with marketplace purchases, we extended prior research developed by Experian Research (2008). Accordingly, respondents were categorized as one of four types of green consumers (Behavioral Greens, Think Greens, Potential Greens, or True Browns) to garner a better understanding of the green consumer in addition to assisting with a more effective interpretation of results. We assessed these consumers' willingness to engage in eco-friendly behavior by evaluating three options: (1) shopping at retailers that support environmental initiatives, (2) paying more for products that protect the environment, and (3) paying higher taxes so the government can support environmental initiatives. Think Greens expressed the greatest willingness to change, followed by Behavioral Greens, Potential Greens, and True Browns. These differences were all significant at p<.01. Further Conclusions and Implications We have undertaken a descriptive study which seeks to enhance our understanding of the strategic domain of sustainability. Specifically, this research fills a gap in the literature by comparing and contrasting the sustainability views of business executives and consumers with specific regard to preferences, intentions, willingness-to-pay, behavior, and attitudes. For practitioners, much can be gained from a strategic standpoint. In addition to the many results already reported, respondents also reported than willing to pay more for products that protect the environment. Other specific results indicate that female respondents consistently communicate a stronger willingness than males to pay more for these products and to shop at eco-friendly retailers. Knowing this additional information, practitioners can now have a more specific market in which to target and communicate their sustainability efforts. While this research is only an initial step towards understanding similarities and differences among practitioners and consumers regarding sustainability, it presents original findings that contribute to both practice and research. Future research should be directed toward examining other variables affecting this relationship, as well as other specific industries.

A Study on Conflict Prevention in the Site Selection of National Defense Facility Relocation Projects (중대재해 처벌 법의 실효성 제고를 위한 법적 쟁점 분석 및 경영자 안전보건관리 전략에 대한 연구)

  • Hoon Han
    • The Journal of the Convergence on Culture Technology
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    • v.10 no.5
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    • pp.253-260
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    • 2024
  • This study aims to analyze the key legal issues of the Serious Accidents Punishment Act (SAPA), which came into effect on 2022, in South Korea, and to propose practical occupational safety and health management strategies for business executives. The SAPA was introduced to prevent serious industrial accidents and protect workers' lives and safety. However, its effectiveness has been controversial due to the ambiguity of the law and uncertainty in its application. The study first provides an overview of the SAPA's main provisions and analyzes legal issues focusing on the punishment of business executives and the punitive damages system. Key issues identified include the ambiguity of "safety and health obligations," difficulties in proving causality, and unclear criteria for determining intent or gross negligence. Recent cases of serious accidents are examined to illustrate practical challenges in applying the law. Furthermore, the study compares the punitive damages system under the SAPA with that of the Product Liability Act and similar systems in the United States, United Kingdom, and Germany. This comparative analysis highlights the characteristics and problems of the Korean system, such as the unclear punitive nature, controversy over excessive compensation, and potential for abuse of litigation. Finally, the study proposes practical occupational safety and health management strategies for business executives to effectively respond to the SAPA and create safer workplaces. Key strategies include establishing a safety and health management system, conducting risk assessments, implementing safety education, managing subcontractor safety, and investing in safety and health.