• Title/Summary/Keyword: Leadership Behavior

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The Moderating Effects of Emotional Intelligence in the Relation between Transformational Leadership and Organizational Citizenship Behavior (변혁적 리더십과 조직시민행동의 관계에서 감성적 지능의 조절효과 분석)

  • Jang, Chung-Seok
    • Korean Business Review
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    • v.22 no.2
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    • pp.111-137
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    • 2009
  • The purpose of this study is to examine the moderating effect of emotional intelligence in the relationship between transformational leadership and organizational citizenship behavior. To achieve this research purpose, theoretical and empirical studies related to transformational leadership, organizational citizenship behavior, and emotional intelligence were carried out simultaneously. A field survey was undertaken through questionnaire sampling a population of public organization in Chungchungnamdo. The established hypotheses related to transformational leadership, organizational citizenship behavior, and emotional intelligence were verified by the hierarchical regression analysis using SPSS. The result of this research are as followers : First, hypothesis1 proposed that emotional intelligence will be moderate the effect of charisma on organizational citizenship behavior. The hierarchical regression analysis revealed that moderation term was insignificant. The interaction term for charisma and emotional intelligence had a insignificant and positive relationship with organizational citizenship behavior. Therefore, hypothesis1 was not supported by the data. Second. hypothesis2 stated that emotional intelligence will be moderate the effects of inspirational motivation on organizational citizenship behavior. Hypothesis2 The result of the hierarchical regression analysis show a insignificant interaction between inspirational motivation and emotional intelligence on organizational citizenship behavior. Therefore, hypothesis2 was not supported by the data. Third, hypothesis3 stated that emotional intelligence will moderate the effect of intellectual stimulation on organizational citizenship behavior. The result of the hierarchical regression analysis show a significant interaction between intellectual stimulation and emotional intelligence on organizational citizenship behavior. Therefore, hypothesis3 was supported by the data. Fourth, hypothesis4 proposed that emotional intelligence will moderate effect of individualized consideration on organizational citizenship behavior. The hierarchical regression analysis revealed that the interaction term for individualized consideration and emotional intelligence had a significant and positive relationship with organizational citizenship behavior. Therefore, hypothesis4 was supported by the data. This study revealed that emotional intelligence moderate the relationship between intellectual stimulation, individualized consideration, and organizational citizenship behavior. It concludes that organizational citizenship behavior varies with coalignment of transformational leadership and emotional intelligence.

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The Impact of Ethical Leadership on Unethical Pro-Supervisor Behavior: The Mediating Effect of Supervisor Identification and Affective Commitment (윤리적 리더십이 비윤리적 친상사 행동에 미치는 영향: 상사동일시와 정서적 몰입의 매개효과를 중심으로)

  • Goh, Seung-Suk;Tak, Jinkook
    • The Journal of the Korea Contents Association
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    • v.21 no.9
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    • pp.221-233
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    • 2021
  • This study empirically examined the relationships among ethical leadership, supervisor identification(SI), affective commitment(AC), and unethical pro-supervisor behavior(UPSB) based on social learning theory and social exchange theory. The data were collected by conducting a survey of 339 workers and analyzed using SPSS25 and SPSS Process Macro (v3.5). The results were as follows. First, ethical leadership directly negatively influences UPSB. Ethical leadership indirectly positively influences UPSB mediated by SI. Second, ethical leadership, completely mediated by AC, indirectly positively influences UPSB. Third, ethical leadership has an indirect positive effect on AC mediated by SI. This study showed how ethical leadership works in organizations through social learning theory and social exchange theory. Also, it suggested implications on how to use ethical leadership in field.

A Study on Characteristics of Emerging Leadership Researches and the Team Effectiveness of Shared Leadership (현대적 리더십 연구의 특징과 공유리더십의 팀 효과성에 관한 연구)

  • Kim, Jong-Kwan
    • Journal of Digital Convergence
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    • v.15 no.6
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    • pp.207-217
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    • 2017
  • This study first presents the characteristics of emerging leadership researches by theoretically analyzing the studies related to leadership since the Millenium. The first finding is that most of leadership researches shared same if not similar aspects of transformational leadership. Secondly, much of leadership researches centered around horizonally expanded shared/distributed leadership. Thus, this researches analyzed the effectiveness of the shared/distributed leadership theory based on previous researches and found shared/distributed leadership has positive impact on member's recognized performance and innovative behavior. However, in competition-oriented culture, shared/distributed leadership did not control recognized performance of its members. This implies the demand for shared/distributed leadership is necessary today and research on the matter will expanded globally but, the results may differ according to the cultural value of the company.

A Study on Leadership Competency in a Remote Work Environment (원격근무 환경에서 상사의 리더십 역량에 관한 연구)

  • Kam, Jiyeon;Cho, Hyun-Jung;Paek, Jeeyon
    • Knowledge Management Research
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    • v.23 no.1
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    • pp.165-185
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    • 2022
  • This study aims to identify leadership behaviors and expected competencies of supervisors that had a positive or negative impact on the performance of employees in a remote work environment. For the purpose of the study, 19 office employees with more than one-year work experience were interviewed, and the critical incident technique (CIT) was used to verify themes. The results of this study are as follows. First, the frequency of comments on leadership behavior of supervisors that positively affect work performance of employees in a remote work environment was high in the order of task-oriented, relationship-oriented, and change-oriented leadership behavior, and it was classified into 10 actions. Second, the frequency of comments on leadership behavior of supervisors that negatively affect work performance of employees in remote work environment was high in the order of task-oriented, relationship-oriented, and change-oriented leadership behavior, and it was classified into 9 behaviors. Further, the expected competencies of supervisors were classified into 13 categories in a remote work environment. Based on this research conclusions were drawn and suggestions were made for further studies.

An Exploratory Study on Military Leadership Behavior in the ROK Army (한국군의 효과적인 지휘행동에 관한 탐색적 연구 -소대장과 대대장을 중심으로-)

  • Choe Byeong-Sun
    • Journal of the military operations research society of Korea
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    • v.17 no.2
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    • pp.16-30
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    • 1991
  • Data from a series of four studies on leadership behavior are analyzed and compared to identify effective patterns of leadership behavior for platoon leaders and battalion commanders in ROK Army. Multiple-method research strategy is utilized in four studies to overcome some of the limitations of previous researches. Two of four studies employ a questionnaire method, and the rest use content analysis of critical incidents. Important behaviors for leadership effectiveness in both platoon leaders and battalion commanders include Supporting and Motivating Task Commitment. However, Developing and Monitoring Operations are only important in platoon level, and Planning & Organizing and Recognizing & Rewarding only in battalion level. Most discrepancies in results among studies can be explained in terms of either method effects or situational differences in role requirements for leaders.

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A Study on the effect of Shared Leadership to Innovation Behavior - The moderate effect of Trust - (공유리더십이 혁신행동에 미치는 영향에 관한 연구 - 신뢰의 조절효과)

  • Lee, Sun-kyu;Noh, Yeon-sook;Kang, Eun-gu
    • Journal of Digital Convergence
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    • v.16 no.4
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    • pp.69-77
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    • 2018
  • In this study, we examine the relationship between shared leadership and innovation behaviors of the members, and try to understand what moderate effect trust in these relationships. To do this, we set up research models and hypotheses that shared leadership will influence innovative behavior through literature review. We also added the moderating effect of Trust on the relationship between these variables. For the empirical analysis, a questionnaire survey was conducted for corporate member in Daegu and Kyungbuk area. Multiple regression analysis and hierarchical regression analysis were conducted to test hypotheses. As a result, Shared leadership has a significant effect on innovation behavior. In particular, trust among members has been shown to regulate the relationship between shared leadership and innovation behavior. The results of this study will be applied to the strategic human resources management of major organizations.

The Effects of Ethical Leadership on Followers' Unethical Pro-Organizational Behavior: The Mediating Effect of Affective Commitment

  • Park, Jonghyuk
    • Journal of the Korea Society of Computer and Information
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    • v.25 no.11
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    • pp.269-276
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    • 2020
  • Recently some researchers have challenged the truism by arguing that ethical leadership evokes followers' engagement in unethical behavior when that is benefit for organization(unethical pro-organizational behavior, called UPB). In this paper, I propose the relationships among the ethical leadership, affective commitment, and UPB based on social exchange theory and social identity theory. Using survey data from 10 companies 90 employees, the regressing analysis results indicate that there is positive and significant direct relationship between ethical leadership and UPB, and affective commitment paly as a partial mediator role among ethical leadership and UPB. Some implications, future research directions, and study limitations were discussed.

Effects of Authentic Leadership and Perceived Organizational Support on Organizational Citizenship Behavior (진성리더십 및 조직지원 인식이 조직시민행동에 미치는 영향)

  • Jin, Yun-Hee;Kim, Sung-Jong
    • The Journal of the Korea Contents Association
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    • v.16 no.4
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    • pp.23-35
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    • 2016
  • This study investigates the effects of authentic leadership and organizational supports on the organizational citizens behavior of public welfare facility employee. Structural equation model with four latent variables were constructed to test the hypothetical relationships between variables. Out of 230 people from welfare facilities in Yong-in City were sampled and 216 were answered the questionnaire. Results suggests that authentic leadership and organizational support perceptions were shown to have a positive(+) significant effects on the job engagement and organizational citizenship behavior. Authentic leadership and perceived organizational support are effected as a direct positive effect on job engagement, and the influence of perceived organizational support was recognized as greater fact than the authentic leadership. Variable 'job engagement' took a intermediating role between two independent variables and organizational citizenship behavior. Based on the hypothesis test results we might conclude that welfare facility employee whose task require emotional engagement need to be supported by systematic plan of material resources.

The Influence of Middle Aged Women's TV Media Involvement on Difference Age, Youth-pursuing Clothing Behaviors and Fashion Leadership (중년 여성의 TV미디어관여도가 차이연령과 젊음추구 의복행동 및 유행선도력에 미치는 영향)

  • Hong, Keum-Hee
    • Fashion & Textile Research Journal
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    • v.12 no.3
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    • pp.310-317
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    • 2010
  • Middle aged women these days not only consider themselves as younger than actual, maintain figures and looks of younger women, but also show a big interest to fashion goods as younger generations. The TV media has a big influence on this trend. This study is conducted to figure out how the TV media involvement of middle aged women affects their difference age, youth-pursuing clothing behavior and fashion leadership. After the survey, a total of 326 questionnaires completed by women of their 40s and 50s were used to this analysis. The results are as follows, 1. The highest cognitive age of middle aged women was the look age, and the lowest was the feel age in the 40s, and the interest age in the 50s. And it was shown that the difference age were 7.05 years for the 40s and 9.10 years for the 50s. 2. The TV media involvement had a significant influence on the difference age as its antecedent. And the TV media involvement affected directly the youth-pursuing clothing behavior and fashion leadership. The higher the TV media involvement was, the higher difference age and fashion leadership were shown. 3. The difference age was shown as mediating the TV media involvement and the youth-pursuing clothing behavior, and the TV media involvement and fashion leadership only partially. 4. The youth-pursuing clothing behaviors were influenced by TV media involvement and difference age. Conclusionally, this study revealed that the TV media had a great influence on middle-aged women's clothing behavior, supporting the cultivation theory of TV media.

The Effect of Transformational Leadership on Innovative Behavior in China's Software Industry: Focused on the mediating effect of Learning Agility and Organizational Commitment (중국 소프트웨어 산업에서 변혁적 리더십이 혁신행동에 미치는 영향: 학습민첩성과 조직몰입의 매개효과를 중심으로)

  • Chu, Yan;Kim, Joon-Sung
    • Journal of Digital Convergence
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    • v.19 no.4
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    • pp.103-118
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    • 2021
  • The purpose of this study is to verify the effect of transformational leadership on innovative behavior and the mediating effect of learning agility and organizational commitment. We selected 271 practitioners from China's software industry. The results show that transformational leadership has a positive correlation with innovative behavior, learning agility and organizational commitment play a partial mediating role between transformational leadership and innovative actions. Therefore, this study presents the necessity of transformational leadership development and learning and immersion programs in the innovation behavior of the Chinese software industry.