• Journal of Korean Society for Quality Management
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• v.26 no.3
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• pp.108-129
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• 1998

Many empirical research surveys have su, pp.rted that Organizational Citizenship Behavior(OCB) is influenced by or closely related with leadership styles. The primary purpose is to test the moderating effects of structural factors (formalization, centralization) and personal factors(growth needs, sex, age, tenure, rank, occuption, school carrer) between 2 leadership styles and 2 OCB factors. For the analytical purpose of this article, Fisher's Z-transformation and SGC(split groups correlations) methods were introduced. Generally 2 leadership styles are found to influence on altruism and conscientiousness respectively. Out of 36 cases, only 2 cases were significant in moderating effects. Based on empirical results, there is no moderating effects in conscientiousness. But altruism is found to more closely related with employee-centered leadership in low centralized group than in high centralized group, and more closely related with job-centered leadership in low growth-needs group than in high growth-needs group.

• Asia-Pacific Journal of Business
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• v.9 no.3
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• pp.117-137
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• 2018

Lots of the studies about the relationship between coaching leadership and organizational effectiveness have been conducted and reported that coaching leadership is one of the main factors which impact organizational effectiveness. The purpose of this study was to synthesize the relationship between coaching leadership and organizational effectiveness. For that purpose, 32 correlation effect sizes from 25 studies were analyzed by the CMA (Comprehensive Meta-analysis) Program. The study calculated the overall effect size of the relationship between coaching leadership and organizational effectiveness. Then, it also calculated the effect size of the relationship between coaching leadership and each sub-variable of organizational effectiveness. The analysis results are as follows: First, the overall effect size about the relationship between coaching leadership and organizational effectiveness was .519, which means that coaching leadership has over lager relationship with organizational effectiveness. In addition, the effect sizes of sub-variables of the organization are .556 (organizational commitment) .542 (job satisfaction), 509 (organizational citizen behavior), and .401 (innovative behavior). The study tested the mediating effects of measurements, organizational size, types of publication, and published year. The result showed that only the measurement made significant differences among effect sizes of studies.

• Journal of the Korean Society of Costume
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• v.50 no.7
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• pp.5-14
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• 2000

Fashion leadership of middle- and high-school male student was measured. The subjects were divided into five subgroups including, fashion dual leaders(13.3%), innovators(10.3%), opinion leaders(7.6%), followers(52.3%), and laggards(16.3%), according to their innovativeness and opinion leadership. The findings were as follows : fashion dual leaders were very confident and fashion-conscious while other subgroups were very price-conscious and quality-aware. Among the fashion information sources included in the study' my own experience and opinion' was the most Important to all 5 subgroups. Generally the higher the fashion leadership was, the more actively utilized fashion information sources. The fashion magazine and commercials as information sources was not as important to the subjects as it was to college women. Apparel shopping behavior was also significantly different among subgroups. As a whole, the general characteristics, such as. the use of fashion information and the apparel shopping behavior, of opinion leaders and innovators were similar, but those of followers and laggards were very dissimilar.

• The Journal of the Korea Contents Association
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• v.8 no.9
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• pp.204-217
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• 2008

This study is designed for the purpose to provide realistic way for the increasing of organizational citizenship behavior(OCB) through the experimental analysis regarding the mediating role of variables of trust. It also aimed to find out the effect that main subordinate variables of transformational leadership and empowerment leadership are influenced on the subordinate variables of organizational citizenship behavior. The result of study is summarized as followings. First, individual consideration of transformational leadership has a positive effect on the knowledge based trust.. It also impact of empowerment leadership has a positive effect on the knowledge based trust. On the other hand ,analysis show the knowledge based trust has a positive effect to altruism, civic virtue and sportsmanship of OCB. Second, individual consideration of transformational leadership has no effect to altruism, civic virtue and sportsmanship of OCB. The impact of empowerment leadership has a positive effect only on the civic virtue, other two hypothesis are not selected due to ineffective factors. The result, accordingly, of this study indicate that the knowledge based trust has a mediating role between leadership(transformational, empowerment leadership) and organizational citizenship behavior.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.4
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• pp.2527-2536
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• 2015

This study of the data of the high school judo player is subject to induction leader leadership athletes to analyze the impact on the player satisfaction and performance - a man of 290 people 121 people (41.7%), female 169 people (58.3%) was used as a target sample of the study. Behavioral training and instruction to improve player satisfaction for the leadership of the induction leadership, democratic behavior, social support behavior, reward positive behaviors, and configure the survey on the leaders of the overall leadership behavior. The results showed that leadership is influencing the player satisfaction, appeared to reap good results in performance enhancement, the leader of the social support behavior, influenced by the order of the overall behavior of the leader, the higher the better player satisfaction will reap the results. In addition, the director of leadership training and instruction of the leaders in the impact on the play ability behavior, democratic behavior, social support act, the overall behavior was found to affect the performances. Therefore, if the progress is erected lead dozens of leaders exercise planning and career planning under an agreement rather than a coercive players and make a lot of good results to enhance the player experience and improve performances.

• Journal of Distribution Science
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• v.14 no.8
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• pp.59-66
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• 2016

Purpose - This study has its purpose to identify the correlation between factors and moderating variables that can reduce job burnout by setting a positive relationship with a leader and ethicality of the leader as factors reducing job burnout and helping behavior as a moderating variable. Research design, data, and methodology - The research design would make theoretical perceived ethical leadership and LMX toward helping assistance, and job burnout using by structural equation method. Results - As a result, both positive behaviors and recognition on ethical leadership of a leader have been confirmed to influence on mitigation of job burnout. Especially, among the two factors, ethicality has shown to be more efficient to alleviate exhaust compared with positive behavior of a leader. Conclusions - Theoretical perceived ethical leadership and LMX toward a leader, helping assistance, and job burnout are statistically significant, however, the helping behavior of members is the factor increasing a job burnout. These results can be interpreted as the difficulties of relation setting with the members for the leader, and although loyalty and responsibility toward right leader may induce helping behavior, and positive behavior for organization can impact on the job burnout. It can be concluded that the ethicality of a leader is an essential factor for the development of organization.

• Korean Management Science Review
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• v.32 no.2
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• pp.1-14
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• 2015

The importance of technical innovation is increasing gradually in accordance with the life cycle of technology being shortened and the convergence being accelerate. This thesis aims to present the Framework of Competency Model of Techno Leadership capable of utilizing in promoting R&D (Research and Development) Leaders systematically by the technology based enterprise. The characteristic of core behavior necessary for Techno Leaders has been sorted out through the literature investigation and the analysis course of meaning, etc., the competency model of Techno Leadership has been deducted by analyzing the relation with MOT (Management of Technology) capacity being common skill of task necessary for Techno Leaders and the characteristic of behavior based on this through the questionnaire survey. The possibility of application in the field as well has been verified by applying the developed competency model in the actual field of enterprise. The competency model of techno Leadership developed in this research may be utilized in the direction establishment for the promotion of Techno Leadership in the enterprise or laboratory, especially, if would be effective to self-diagnose the core competency necessary for R&D manpower to be grown as the Techno leader in the IT oriented enterprise and to establish the improvement direction.

• Journal of Distribution Science
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• v.12 no.9
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• pp.83-93
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• 2014

Purpose - This study attempted to identify any influencing relationships, between the antecedent variables and the members' innovative work behavior, which were expected to influence organizational performance based on the extended theory of planned behavior (ETPB). Research design, data, and methodology - The survey was conducted on SMEs in Seoul and its metropolitan area. A total of 158 copies of effective questionnaires were used and were analyzed through correlation analysis, regression analysis, and multiple regression. Results - Self-efficacy, value, intrinsic motivation, and self-enhancing bias have been found to have a positive relationship with innovative work behavior. In addition, transformational leadership was found to moderate the existence of a statistically significant negative influence between value, intrinsic motivation, and innovative work behavior. Conclusions - The results suggest that leaders will be successful in winning members' trust through conducting their behaviors in accordance with the applicable ethical and moral standards and through their fair, transparent, and legitimate management practices with an attitude of 'taking the initiative and setting an example', and this will help solve such problems.

• Journal of Industrial Convergence
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• v.20 no.3
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• pp.1-10
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• 2022

The results(Boje et al. 2004) suggest that corporate image is severely damaged due to arrogance and a sense of power among some of the executives. With the advent of the MZ generation, the humility of leaders who lead the organization becomes more and more important(Morris et al. 2005; Vera, Rodriguez-Lopez, 2004; Owens et al. 2013). This paper tried to empirically analyze the mediating effect of emotional regulation in the relationship between humble leadership, voice behavior, and innovative behavior. To this end, a survey was conducted from November to December 2021 for corporate employees in Busan, Gyeongnam, and Gyeongbuk, and was empirically analyzed through the results of a total of 145 surveys. As a result, it was verified that humble leadership had a positive(+) effect on voice behavior and innovative behavior, and the mediating effect of emotional regulation in the relationship between humble leadership and voice behavior and innovative behavior was also verified. Through this, this study expanded the scope of research by newly illuminating the relationship between humble leadership and emotional regulation, which are the core competencies of leaders, and revealing the causal relationship. In future research, we intend to explore the relationship between humble leadership and various variables and to investigate the relationship through various research methods.

• Korean small business review
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• v.42 no.1
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• pp.135-165
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• 2020

This study aimed to examine relationships between founders' entrepreneurial leadership, team learning behavior, team boundary spanning, and perceived performance in early-stage startups. The following results were recorded: (i) the indirect effects of entrepreneurial leadership on perceived performance via team learning behavior were statistically significant (β=.309, p<.05). (ii) relationships between team learning behavior and perceived performance were strengthened by team boundary spanning behavior (β=.259, p<.05). In this study, three practical implications are provided as follows: (i) startups need to seek team learning readiness and external learning stimulus to facilitate generative and transformative team learning; (ii) accelerators need to develop an entrepreneurial leadership program for founders; and (iii) startups need to explore external information by interacting with investors, R&D institutions, and other startups to strengthen the impact of team learning behavior on performance. Furthermore, two directions for future research are suggested as follows: (i) future researchers need to test causal relationships between entrepreneurial leadership and team learning behavior based on a newly designed time-series measurement plan; (ii) the actual effects of entrepreneurial leadership, team learning behavior and team boundary spanning on financial performance need to be tested two or three years later when the financial performance of early-stage startups usually becomes evident.