• Journal of Agricultural Extension & Community Development
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• v.4 no.1
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• pp.73-89
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• 1997

The purpose of this study was to investigate the leadership style and development of agricultural organization in Korea. Specific objectives of the study were to : 1) identify the leadership style of agricultural organization though literature review, 2) survey the members' opinions about their leadership style, 3) examine the leader's self-estimation of their leadership style, 4) identify the desirable leadership style items of the leaders and members, 5) suggest effective way to the development of leadership style. The study was carried out through literature review and questionnaire survey. Total of 715 farmers were surveyed to collect data, and 501 responded. The statistical techniques applied on the data are frequency, percentile, analysis of variance, multiple regression utilizing the SPSS/WIN, and the statistical significance was tested at .05 level. The major findings of the study were: 1) the leaders motivation and problem solving abilities of agricultural organizations were not enough to satisfy the members, 2) members believed the leaders make somewhat arbitrary decisions, 3) the leaders of the organizations had difficulties to coordinate the different opinions of the members, and 4) the leaders of the organizations felt the need of skills and information on leadership style and development of agricultural organization. For improvement of leadership for agricultural organization, this study suggests; 1) the more education programs should be made and practiced to make their leadership special, 2) all members should make much efforts to have channels for rational communication, 3) the leaders have to give members well-polished incentives for active participation, 4) more governmental support should be given to empower those organizations, and 5) the agricultural organizations, universities and government must establish a strong coordinating system to realize above suggestions.

• Convergence Security Journal
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• v.16 no.6_1
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• pp.33-42
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• 2016

The goal of this paper is the presenting method that is based on the NCS-Based Competency Curriculum to use for teaching leadership education in petty officer area. The leadership education under NCS-Based Competency Curriculum is developing the overall usage of individual competency with varied knowledge and experience. The leadership education for potential petty officers is formed with four steps. At the first step, a check of personal competency. For the second step, designing a project format and setting a direction of the leadership curriculum. For the third step, a consolidation of theoretical and background knowledge through the project and presenting a training experience of problem analysis and resolution. For the fourth step, showing a result of the leadership education with another competency check. The leadership education under the NCS-Based Competency Curriculum is an essential way to develop leadership to the students who are participating petty officer education program at the college level. Finally, this research paper shows its research limitation and a way of hereafter research.

• Journal of Distribution Science
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• v.7 no.4
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• pp.5-14
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• 2009

This study explores the relationships among franchisor's leadership style, franchisee's revenue, and commitment The main purpose of this study is when the causal relationship between leadership style and revenue to determine the mediating effect of commitment and when causal relationship between leadership style and commitment to determine the moderating effect of motivation. The results of the study show that franchisor's leadership styles are significantly related to franchisee's revenue. Although all leadership styles exhibit significant relationships with franchisee's revenue, only achievement oriented leadership style plays a significant role in the formation of franchisee's revenue. The level of franchisee's intrinsic motivation is significantly moderated between franchisor's supportive leadership style and commitment. It is also revealed that commitment exhibit complete or partial mediation effect in the relationships between franchisor's all leadership style and franchisee's revenue. Implications and future research directions are also discussed.

• International Journal of Computer Science & Network Security
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• v.21 no.9
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• pp.67-78
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• 2021

The research aims to identify the role of administrative leaders working in universities in the success of organizational development and change, and the extent of the relationship and ability of administrative leaders at all levels of leadership within universities to the effectiveness of the process of development and organizational change at Northern Border University. In addition to presenting some recommendations and suggestions that can contribute to identifying the best leadership styles that contribute to the success of the development process and positive organizational change. Where leadership, whether in the private sector or the public sector, is one of the main functions concerned with the processes of direction, development, and modernization in the performance of the facility and an important element to activate the organizations' ability to perform their role and achieve their goals. The behavior and trends of leaders represent an important indicator in knowing the type of efforts made by them to improve performance and develop organizations and human resources. The research reached many results, perhaps the most important of which is that the dominant leadership style in universities is the democratic style, followed by the bureaucratic leadership style. The results also showed that there is a significant role for administrative leaders in bringing about development and positive change at Northern Border University at the level of individuals, groups, and organizations. And it became clear that there is an availability of leadership capabilities to an acceptable degree in the administrative leaders. The results of the statistical analysis showed a positive relationship between administrative leadership ability and democratic style. In addition to the existence of a negative relationship between the administrative leadership ability and the bureaucratic style and the freestyle. It was also clear that there were no differences in dealing between males and females, as well as age, educational qualification, experience, and job grade, but there were differences in dealing with the job title.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.145-163
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• 2001

The purpose of this research is to identify antecedent variables and outcome variables of the empowerment in clinical nurses, and to suggest managerial strategies for increasing their empowerment. Data were collected from October 12 to 18, 2000 through questionnarie taken by 566 nurses in 3 general hospitals. The 5 structured instruments were used for collecting the data : Spreitzer's Items Measuring Empowerment, Bass's Multifactor Leadership Questionnaire-1, Moorman's Equity of rewards scale, Mobley's turnover intention scale, and the Organizational Commitment Scale developed by Mowday, Porter & Steers. The data obtained were analyzed using frequency, percentage, mean, standard deviation, t-test, one-way ANOVA, Scheffe' test, Pearson's Correlation Coefficients, Factor Analysis, Cronbach's alpha Coefficients, Multiple Regression. The results were as follows; 1. Head nurse's transformational leadership showed an positive correlation with empowerment(r=.304, p=.00). Regression coefficient between transformational leadership and empowerment was significant(${\beta}=.326$, p=.00), However, there was no a correlation between equity of rewards and empowerment. 2. The general characteristics of nurses were significant differences with empowerment. As for position, age, working experience, and education background showed significant difference with empowerment(F=10.979, 11.224, 6.812, 5.411, p<.01). 3. Empowerment showed a positive correlation with organizational commitment and a negative correlation with turnover intention (r=.387, -.274, p=.00). Regression coefficient between empowerment and organization commitment was significant(${\beta}=.365$, p=.00). In conclusion, the more head nurse took the transformational leadership, the higher nurses perceived empowerment. The higher their empowerment level, the higher organizational commitment they perceived. On the contrary, the higher their empowerment level, the lower their turnover intention. Therefore, in order to increase nurses' organization commitment and decrease their turnover intention, their empowerment should be increase. And it is necessary to develop the transformational leadership of head nurses so as to increase empowerment.

• Journal of Digital Convergence
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• v.13 no.6
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• pp.185-195
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• 2015

This study aims to study the change in the level of awareness of medical personnels regarding the patient safety culture(PSC) before and after the Leadership WalkRounds(LWR). The LWR in this study was based on the IHI and the models of the Patient Safety Rounds(PSRs) at University of Michigan, emphasizing the 5 steps of Preparation--Scheduling--Conducting--Reporting--Resolving. After the LWR the scores for the level of awareness showed a statistically significant increase from 2.63 to 3.36(p<.001). Among the participants, those who are pharmaceutists, women, 30.0~39.9 years old, or had work experience of a year or less showed particularly notable increase in awareness. The effect was significant across all categories of PSC, especially in Safety Accident Reporting(p<.001), then in Communication(p<.001). Therefore the LWR proved an convergent concept for applying new leadership skill and the concept of patient safety management as an method to elevate the frontline staffs' awareness of PSC.

• Journal of Engineering Education Research
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• v.12 no.3
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• pp.13-20
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• 2009

This study was conducted to compare the self-leadership strategies and self-efficacy among the four types of career development in the Korean engineering college students. When the two variables including career decision level and career preparation behavior were considered, four different types of career development were obtained: immature, behavioral, pseudo, and ideal type. The results showed that the ideal type obtained the significantly higher scores on the self-leadership and self-efficacy scales than the other three types. The results of stepwise analysis suggested that each subtype had unique characteristics in relation to self-leadership strategies. Therefore, it would be useful to provide the engineering students with the specialized self-leadership training program based on the types of career development.

• Journal of Distribution Research
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• v.15 no.3
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• pp.35-69
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• 2010

Successful management of distributors is crucial for the success of multi-level marketing (MLM) because MLM sells products and services through distributor networks. The present study examines the impact of the up-line distributors' transformational leadership on down-line distributors' entrepreneurship, market orientation, and performance. The proposed research questions were examined based on a survey of 135 down-line distributors working at the largest domestic MLM company. A mediation mechanism was found that the up-line distributors' transformational leadership increases the down-line distributors' entrepreneurship and market orientation, which in turn influences their performance. Based on the findings, the present study suggests the importance of transformational leadership in MLM. Practical implications for the roles of transformational leadership and its impact on corporate management in specific business areas are also discussed.

• The Journal of the Korea Contents Association
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• v.16 no.9
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• pp.308-328
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• 2016

The purpose of this study is to examine, at the team level, the relationship between shared leadership and team work engagement and team psychological capital which have rarely been introduced into academic leadership research in Korea. This study tested the impact of shared leadership on team work engagement and the mediating role of team psychological capital between the two variables. And also, this study tested moderating role of task characteristics between shared leadership and team psychological capital. A total of 421 employees of 100 teams in 16 companies in South Korea participated in this study. The SPSS 23.0 statistical program was used in this study to analyze and statistically process the collected survey data. The result showed that high level of shared leadership positively influence team work engagement and team PsyCap works as mediator in the relationship between shared leadership and team work engagement. This results means that shared leadership is a crucial factor to facilitate team's psychological capital toward team's work engagement. However, Task characteristics had no moderating effect between shared leadership and team PsyCap. Finally, theoretical and practical implications of the study results have been discussed along with limitations and future direction of the study.

• Journal of Fashion Business
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• v.17 no.4
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• pp.107-123
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• 2013

This study identified market segments by fashion leadership and appearance interest and compared each group in clothing benefits and makeup benefits pursued as well as makeup behaviors. The data were collected from 20~30 women during September, 2012, and a total of 302 surveys were analyzed. About 46.5% was in their twenties, and more than 39% was students and 35.4% was office workers. Findings were as follows. First, according to fashion leadership and appearance interest, three groups were identified, fashion leader group, appearance interest group, and uninterested group. Second, uninterested group showed the oldest average age among three groups. Fashion leader group showed the higher proportion of students and professional. Third, fashion leader group showed the highest mean score of self-esteem, while uninterested group showed the lowest level. Fourth, fashion leader group pursued attractive body image, social benefit, and individuality for clothing benefits, while uninterested group valued convenience. Fifth, with respect to makeup benefits pursued, fashion leader group presented a high level of esthetic, self-confidence, and functional pursuit, whereas uninterested group showed the opposite. Sixth, respondents tended to depend on internet most as cosmetic information sources, followed by family/friends, and magazine in order. Implications for cosmetic business were provided.