• The Journal of the Korea Contents Association
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• v.18 no.11
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• pp.87-97
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• 2018

The purpose of this study was to investigate factors affecting nursing work outcome of nurses in small and medium-sized hospitals. The data were collected from 131 nurses working in the four small and medium-sized hospitals located K city using self-reported questionnaires and October 3 2016 to November 1 2016. Nursing work outcome had a significant positive effect on positive psychological capital, professional self-concept and self-leadership. The multiple regression analysis shows that the factors affecting nursing work outcome were positive psychological capital and self-leadership, and their explanation was 44.5%. Based on this research, it is believed that to improve nursing work outcome of nurses in small and medium hospitals, it will be necessary to develop diverse programs to lead nurses themselves positively, responsibly and autonomously.

• Korean System Dynamics Review
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• v.13 no.1
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• pp.5-40
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• 2012

This study focus on oriental way for Win-win leadership of modern time using systems thinking approach. We constructed concept, 'Modesty Leadership' from oriental bible- Tao Te Ching, Change Ching, the Analects of Confucius. This work described in the paper based on case collected from 2011 Seoul city mayor election in the Korea. There are three initial aims : to confirm what feedback loop affected approval rating, to determine how these feedback interacted and to establish the significance of cognitive mapping. The use of system thinking to model cognitive mapping of political election untraditional approach in study of oriental bible. This approach is valuable in that it can be to understand management strategies and their effect on decision making.

• Journal of Korea Society of Digital Industry and Information Management
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• v.10 no.2
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• pp.187-201
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• 2014

This research attempts to see the phenomenon that how job satisfaction formulate through the analysis of structural relationships between the degrees of authenticity, self-concept, self-efficacy and organizational goals and objects. The survey collected questionnaires of the authentic leadership, self-efficacy and job satisfaction. 152 numbers of samples are collected for survey to observe empirical relationships, causal and correlation, for elucidating respected structural equation model. Structural equation modeling was carried out to explore the relationship of authentic leadership, self-efficacy, and job satisfaction. The mediation model posits that self-efficacy mediate the linkage between authentic leadership and job satisfaction. The result of this research indicates the positive impact of authenticity may not affect job satisfaction. As much leader authenticity affects positive impact to self-efficacy which is individual identity, the leader should invest them to foster the authenticity. In other words, authentic leadership on job satisfaction of subordinates is not directly affected. In order to increase job satisfaction of subordinates, leaders should be focused to raise self-efficacy.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.2
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• pp.1091-1099
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• 2021

The purpose of this research is to examine the effect of Servant Leadership and Business Transformation on Corporate Competitiveness and Corporate Sustainability. In this research, Service Innovation is the mediating element. The sample of this study was made up of all ship leaders in all crossings of PT ASDP Indonesia Ferry (Persero), which consisted of 150 Commanders or Chief Commanders (Mualim I). The location of the research is the Vessel PT. ASDP Indonesia Ferry (Persero) is used on all crossings of the company. It is a survey research using questionnaires given to 150 respondents. The validity and reliability were checked using Pearson correlation and Cronbach's Alpha. The analysis used the WarpPLS statistical method and WarpPLS software. The results from this research show that the increased Servant Leadership will improve Service Innovation. Business Transformation developed by PT ASDP has not been able to improve Service Innovation. To our knowledge, there is no study on the concept of comprehensive competitiveness and sustainability involving Servant Leadership, Business Transformation, and Service Innovation in an integrated and simultaneous manner. Therefore, the novelty of this research is the development of concepts or models of Corporate Competitiveness and Corporate Sustainability Theory through Servant Leadership, Business Transformation, and Service Innovation.

• The Journal of the Korea Contents Association
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• v.21 no.1
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• pp.162-172
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• 2021

This study was approached from the perspective of leadership as a study on innovation, a concept that can develop and maintain a continuous competitive advantage in the rapidly changing environment of management and public service organizations. the purpose of this study is as follows. first, it defines the concept of creative leadership and tests the relationship with innovation behavior through various variables. second, the relationship between conceptually defined creative leadership and job enthusiasm and organizational trust is tested in the organization of public officials in the educational administration. third, it examines the relationship between job enthusiasm and organizational trust, which are parameters, innovation behaviors of public officials in the educational administration. the finddings are as follows. job enthusiasm, organizational trust, and creative leadership were suggested as prerequisites that directly influence the innovation behavior of the organizational members of the educational administration office.

• Korean Security Journal
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• no.35
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• pp.37-62
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• 2013

One of the organizational characteristics in the modern society is the emphasis placed upon individual autonomy in an effort to promote and develop each member's morale as well as the efficiency in personnel management. Therefore, it can be understood that the importance of "Self" is recognized in work places and the leadership of supervisors and each member's self-management and control are also emphasized, leading to establishment of the "Self-leadership" concept. In this study, the effect of the Transformational Leadership of the supervisors on the subordinates' Self-leadership was analyzed and the causal factor of organizational support in the relationship between Transformational Leadership and Self-leadership was defined. A survey was conducted with 182 security officials at the National Assembly and the following results were obtained. First, Transformational Leadership had a positive effect on Self-leadership and the Transformational Leadership of the supervisors had a statistically significant impact on the organizational support awareness. Furthermore, organizational support showed a statistically significant mediator effect in the relationship between the Transformational Leadership of the supervisors and the Self-leadership of the subordinates. Finally, future directions in regard to the personnel management system were suggested.

• Proceedings of the KSR Conference
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• 2004.10a
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• pp.1731-1736
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• 2004

The purpose of this article is to introduce a useful methodology of effective goal-setting for the team-level units. As a way to overcome some common symptoms in terms of Strategic Performance Evaluation System such as lack of knowledge on goal-setting, disconnection of process, problem of judging the degree of difficulty about objectives, limits of staff departments evaluation, fairness and authority of evaluators, weakness in coaching technique, and quantity or figure-oriented evaluation, to name a few, and to seek a more plausible goal-setting methodology, the author suggests a persuasive goal-setting concept: VAR(Value-Added Results). VAR, as the end-results, is the team contributions that add value to the organization, and it results from the team's activities. In addition to these goal-setting technique based on the concept of value-added results, several aspects should be improved for Strategic Performance Evaluation System to be implemented more effectively. They are: 1) shift from MBO to MP & D(Managing Performance & Development), 2) impartial exercise of evaluation authority as a organizational public assets, 3) reinforcement of maternal leadership and servantship instead of paternal leadership, 4) utilization of IT-based evaluation system.

• The Journal of Industrial Distribution & Business
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• v.13 no.8
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• pp.19-27
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• 2022

Purpose: CEOs develop policies through their effective decision-making while employees implement the policies so that a business realizes the expected returns. This research focuses on the importance of the CEO's sustainable leadership to distribute environmental education culture to improve employees' environmental performance. Research design, data and methodology: The PRISMA that is selected by the present research is an evidence-based minimum group of entities for reporting in systematic reviews and meta-analyses. The core focus of the concept is to note studies that evaluate the impacts of intervention and can also be utilized as a basis for writing systematic reviews rather than intervention evaluations. Results: The current investigation indicates that there are four kinds of suggestions (a. Increased organizational learning, b. Open communication, c. Participative decision making, d. Psychological empowerment) how the management should develop sustainable leadership for distributing green culture and improving employee green performance. Conclusions: Based on four solutions, the present research concludes that sustainable leadership for CEOs is not only of advantage in terms of protecting the environment and the people, but it fosters increased organizational learning. Increased organizational learning leads to better employee sustainable performance, which includes financial performance and the social and environmental initiatives the organization implements.

• The Journal of Korean Academic Society of Nursing Education
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• v.26 no.3
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• pp.213-224
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• 2020

Purpose: This study considers the variables related to self-leadership of Korean nursing students and verifies the results of precedent studies through meta-analysis. Methods: This study selected a total of 48 precedent studies regarding the investigation of the correlation between variables related to self-leadership of nursing students conducted between 2009 and 2019 and carried out a meta-analysis. Results: For the effect size of variables related to self-leadership of nursing students, individual characteristics had a medium effect size (ESr=.49) and the effect size was larger for meta-cognition (ESr=.65), emotional intelligence (ESr=.58), and self-efficacy (ESr=.54). The characteristics of nursing competency (ESr=.45) also had a medium effect size and the effect size was larger for professional self-concept (ESr=.60), social support (ESr=.58), and critical thinking (ESr=.56). This result shows that individual characteristics were highly correlated with self-leadership compared to the characteristics of nursing competency. Conclusion: This study is significant in that it verified the effect of variables related to self-leadership and presented the direction and preliminary data for a follow-up study. It is necessary to include variables considering individual characteristics in the development of an educational program for improving self-leadership in the future.

• Journal of Digital Convergence
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• v.8 no.4
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• pp.1-17
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• 2010

Many organizations have had deep interests in studies concerning leadership and also in academic area, not only management but also psychology. Until now, the leadership has been accentuated to managers or team leaders especially. Recently, however, the concept of self-leadership that lead one's own activities toward right direction through self-control or self-management is being focused on practices and academia. This study is to investigate the influence between self-leadership strategies and learning performance at IT classes mediated by attitude of attendance focused on the social science students in an university. Research results can give us right direction of task-taking attitudes in firms or learning attitudes in teaching organization and implications to human resource manager who are in charge of improving learning performance or productivity.