• Journal of Family Resource Management and Policy Review
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• v.16 no.2
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• pp.19-39
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• 2012

Many students who attend university are worried about their future employment and academic achievement. Self-leadership is the ability to deal wisely with employment matters and to recognize the employment strategies of students who display self-leadership qualities. For this purpose, 320 questionnaires were distributed to students attending universities in Seoul. The 304 collected questionnaires were used as data for the final analysis. First, the university students' average self-leadership rate was 3.73, and their average employment rate was 3.24. In terms of self-leadership by subordinate domains, the most common strategy was to introduce "natural compensation activities", and the least common strategy was to focus on "inner compensation". For the employment strategy, "academic credit" was the best managed, and "active behavior" was the least well managed. Second, in terms of the differences in self-leadership due to social demographic variables, the self-leadership levels showed significant differences, according to their credits in general. Furthermore, they showed significant differences depending on gender and the leadership experience among the subordinate variables. Moreover, the university students' employment strategies showed significant differences according to gender, leadership experience and leadership education. Third, in terms of the difference between self-leadership and employment strategies due to psychological variables, self-efficacy and university-life satisfaction levels made significant differences in terms of self-leadership. Fourth, the group with high self-leadership levels also had highly developed employment strategies, compared to the group with low self-leadership levels. Fifth, after analyzing the social demographic variables, the psychological variables and the influence of self-leadership, it appears that the explanation level increased at each step. This study demonstrates that experiencing many opportunities that promote self-leadership during university causes students to worry about their future careers and prohibits them from developing into independent, responsible adults who can accomplish their goals.

• SUVANNABHUMI
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• v.13 no.1
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• pp.65-87
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• 2021

This study attempted to investigate the effects of collectivism as an individual cultural value and leadership practices on employees' organizational commitment of six commercial banks in Vietnam. The study used collectivism and the implementation of five leadership practices as the independent variables, the three components of organizational commitment as the dependent variables and employees' personal factors served as controlling variables. The study utilized a quantitative method of research with questionnaires as the main data collection instrument. The findings of the study have revealed that the individual cultural value of collectivism positively, but to a marginal degree, affected the level of employees' organizational commitment. Among five leadership practices, only the implementation of encourage the heart, positively, but to a marginal degree, influenced employees' affective and normative commitment. The leadership practice of challenge the process had a negative impact on the employees' affective commitment. The personal factors of employees did not have an impact on organizational commitment. The findings and conclusions of this study may be used by the leaders to create the favorable working environment, improve the relationship between leaders and followers and to increase organizational commitment.

• Journal of the Korean Society of Clothing and Textiles
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• v.10 no.1
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• pp.59-67
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• 1986

The purpose of this study was to identify the characteristics of fashion leaders in relation to attitude toward change and socioeconomic level among Dae Gu woman as well as among rural women living on the suburbs of Dae Gu: and to compare the characteristics of these urban women in a mass society with the rural women living in a traditional society. Measures selected for this study consisted of the Schrank Fashion Opinion Leadership Inventory(1973), the Schrank ana Sugawara Attitudes Toward Change Inventory(1977), and socioeconomic level. The fashion Innovation Inventory was developed by author which consisted of a list of clothing and accessory items selected after surveys to local stores, campus, and main streets, and study of fashion magazines for the current seasons. The data from 280 respondents were analyzed by Pearson corrleation coefficients, analysis of variance, and t-test. The results were as followers : 1) A significant relationship was found between fashion leadership and socioeconomic level for both urban and rural women. High attitude toward change was significantly related to high fashion innovativeness and high fashion opinion leadership among the urban groups. re significant relationship was found between fashion opinion leadership and attitude toward change among the rural sample. 2) A significant difference was found in attitude toward change scores of four urban sub-sample groups : fashion innovators, fashion opinion leaders, fashion innovative communicators(who exhibit high scores on both fashion innovativeness and fashion opinion leader-ship), and non-fashion innovative communicators. No significant difference was found in attitude toward change scores of four rural sub-sample groups. No significant differences were found in socioeconomic level of four sub-sample groups for both urban and rural women.

• Knowledge Management Research
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• v.23 no.3
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• pp.111-128
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• 2022

The purpose of this study is to identify the difference in happiness of workers depending on the perceived leadership types in a big company in Korea. The research objectives were 1) to identify the managers' leadership types which their workers perceive in a big corporate organization, and 2) to analyze the difference in a degree of workers' happiness according to the types of manager's leadership. To this end, a latent profile analysis was conducted. The research results are as follows. There were four types of leadership: 1) the Elite type which shows perfect ability in each area of self-management, task management, people management, and organization management, 2) the Competent type which has excellent self-management skills, good levels of task management and organizational management skills, but relatively poor people management skills, 3) the Self-centered type with the average levels of self-management, task management and organization management but with the poor level of people management skills, and lastly 4) the Passive type with the average level of self-management, somewhat low levels of task management and organization management skills and the poor level of people management skills. In addition, there was a statistically significant difference in the degree of happiness of workers according to the manager's leadership type. This study is meaningful in that it presented the leadership types of managers in a big company through the latent profile analysis and provided its implications on the workers' happiness.

• The Journal of the Korea Contents Association
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• v.19 no.10
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• pp.325-340
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• 2019

The purpose of this paper is to develop and suggest an integrative leadership contingency framework of leadership that will state the situational and psychological factors under which leadership effect should be maximized. Our leadership model presents that situational factors, including development, circumstances urgency and task structure, proposes which of transformational, transactional, empowering, and authentic leadership solutions. Also, our integrative leadership contingency model in turn results in a combination of the level of follower commitment, intrinsic motivation, and individual creativity based on inductive research method. This integrative leadership model suggested here has significant contributions for leadership effectiveness and future leadership research agenda. Next leadership research could experimentally examine the structural relationships between each of the leadership styles and levels of contingency and psychological factors of followers.

• Journal of Families and Better Life
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• v.28 no.2
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• pp.147-163
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• 2010

The disposition towards volunteer work and leadership traits are the basic qualities that should be possessed by teenagers who are to become next generation leaders. The 'Volunteer Work and Leadership' program was developed to attain this goal and all S high school students were subjected to this program. This program was comprised of four modules, and this dissertation is focused on the second module: 'Wisdom Leader'. This program, which was conducted for six hours on a daily basis, was carried out two times per day during the first semesters of 2006 and 2007 on freshmen students. The program was comprised of three conceptual frameworks-Education of the heart that improves your emotion which includes 'cultural performance', 'volunteer work leadership group performance' and 'spot strategy for stress management'. Education of the hand pursues knowledge, which includes 'special lecture of leadership' and 'leader research through movies', and Education of hand which students directly participate in workshops were also used. After studying the results of the program, it was found that the satisfaction level of the education was higher during the second session than the first session. Therefore the objective of this program to enhance the leadership qualities of students was attained Also, this dissertation was able to reaffirm the relationship between volunteer work and leadership. I hope that the leadership content can be used systematically for enhancing the educational effect of volunteer work.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.5
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• pp.575-586
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• 2015

Purpose: The purpose of this study was to provide a concept analysis of nursing leadership. Methods: The concept analysis process of Walker and Avant (2011) was used. A review of the literature was conducted using several databases, including PubMed, CINAHL, Ovid-Medline, DBpia, and KISS. The databases were searched using the following terms 'nursing leadership', 'nursing' & 'leadership', and 'nurse & 'leadership', and for studies published from January 2000 to March 2015. Strict inclusion and exclusion criteria were applied. Results: Analysis of these studies indicated nursing leadership attributes were individual growth, collaboration, nursing excellence, creative problem solving, and influence. The antecedents of nursing leadership were the individual maturity level, construction of mutual trust and confidential relationships, and a job requirement. The consequences were improvement in nursing productivity, development of a supportive work environment, and satisfaction with the nursing profession. Conclusion: The findings in this study provide a definite concept of nursing leadership. The findings also provide the theoretical evidence for the development of nursing leadership competencies in nursing students and professional nurses.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.2
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• pp.148-157
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• 2016

Purpose: This study was designed to assess the level of super-leadership and self-leadership, identify correlations among variables and identify the factors influencing organizational commitment of clinical nurses. Methods: Participants were 217 nurses working in four hospitals located in Seoul and Gyeonggi Province. Data were analyzed using descriptive statistics, independent t-test, one way ANOVA, Scheffe. test, Pearson Correlation, and Multiple Regression. Results: The most influential factor for organizational commitment was super-leadership (${\beta}=.28$, p<.001), followed by education ${\beta}=.16$, p=.007), the number of unit nurses (${\beta}=.18$, p=.003), self-leadership (${\beta}=.17$, p=.008), and the number of patients being under 10 (${\beta}=.12$, p=.046). These factors accounted for 23% of the variance in organizational commitment (F=13.46, p<.001). Conclusion: The results of this study suggest a need for strategies to improve organizational commitment of nurses by enhancing nurse' self-leadership through nursing managers' super-leadership.

• 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.

• Health Policy and Management
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• v.19 no.2
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• pp.111-126
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• 2009

The purposes of this study were (1) to describe the effects of transformational leadership and transactional leadership on the hospital member's organizational commitment and turnover intention, (2) to provide with fundamental data in enhancing organizational effectiveness. For this purpose, the types of leadership, organizational commitment and turnover intention were evaluated among hospital members. A survey was conducted with 827 respondents working in a general hospital in Sungnam-shi. For the data analysis SPSS 10.0 was utilized. To verify the reliability and validity of variables, Chronbach's ${\alpha}$ and confirmatory factor analysis were processed. After descriptive analysis, regression analysis was conducted. In these progresses all the statistical significant levels were set at ${\alpha}$= 0.05. Results of the study can be summarized as follows. First, the types of leadership had differences in the level of organizational commitment and turnover intention of the hospital members and then transformational leadership had a more influence than did transactional leadership. Second, there were significant correlations for organizational commitment and turnover intention with overall characteristics of leadership(p<.05). Third, the factor influencing hospital member's organizational commitment and turnover intention were transformational leadership(p<.001). Total explanatory powers($R^2$) were 20.2% (organizational commitment) and 12.1%(turnover intention). Multiple regression analysis demonstrated that organizational commitment significantly high when transformational leadership was higher and it also showed turnover intention was significantly lower. In conclusion, the results of this study show that the leadership influence hospital member's organizational commitment and turnover intention and they are different the types of leadership. This results suggest that in order to be as successful leaders in hospital, the leaders should know their employee's behaviors and change their leadership styles.