• Culinary science and hospitality research
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• v.16 no.5
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• pp.64-78
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• 2010

This study aimed to investigate the effect of charismatic leadership and transactional leadership on organizational commitment among cuisine employees in hotel. It also examined the moderating effect of job satisfaction between leadership and organizational commitment. The findings might delineate very meaningful suggestions and implications to enhance organizational commitment for cuisine employees. The result showed that both of leadership styles had significantly positive effects on employees' organizational commitment. In particular, charismatic leadership had more powerful effect than transactional leadership did on organizational commitment. In addition, job satisfaction showed moderating effects between charismatic leadership and organizational commitment. This study concluded with discussion and implications for hotel managers and future research directions.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.1
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• pp.5-15
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• 1997

Today's rapidly changing healthcare environment and increasingly professional nursing practice indicate that identifying leadership characteristic of nursing leaders and executives is a vital importance in today' s time and also mandate innovative leadership for nursing service. Therefore, the purpose of this study is to examined the transformational, transactional leadership styles of the Nurse Administrators. The sample consisted of sixteen mid-level nurse administrators, fifty head nurses of 5 General Hospital. Data for this study was collected from Sep. 20 to 29 by Bass' MLQ Questionnaire. The data was analyzed by frequency, percentage, one-way ANOVA. Major findings are as follows : Appropriate one-way ANOVA tests revealed that the differences for transformational and transactional leadership styles of nurse executives, mid-level nurse administrators as perceived by their immediate subordinates were statistically significant(P<.05). The scores of transformational and contingent reward behaviors were declined of the mid-level nurse administrators. The transactional scores of nurse administrators were lower than transformational ones, which is a desirable findings. The result of this study, the mid-level nurses administrators were perceived as the highest transformational leader by their subordinates. The nurse executives received the lower transformational leadership scores than mid-leval administrators. These results were opposit to the previous studies. Leader can aspire to these qualities of transformational leadership, building on the more traditional transactional dimensions. We can think that transformational leadership suggests a direction for developing a creative and rewarding approach to the leadership of professionalnursing practice environments. More research on transformational qualities in nursing service and controlled designs would be desirable for nursing service administration.

• Korean Journal of Child Studies
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• v.30 no.6
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• pp.443-458
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• 2009

This study examined differences between teachers' and children's implicit knowledge, perception and characteristics of leaders, and creative leadership styles of perceived leaders. The 207 elementary 6th grade student and 13 elementary teacher participants completed open questionnaires. Results showed that (1) 30% of implicit knowledge of children's leadership between teachers and children were different; teachers included more charismatic features; children focused on responsibilities of leaders. (2) The list of perceived leaders' traits were similar to the implicit traits in both groups. (3) Scores of perceived leaders by teachers and children were higher in creativity and leadership than those of ordinary children. Over 75 percent of perceived leaders were also classified as creative leaders.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.2
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• pp.196-203
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• 2006

Purpose: The Purpose of this study was to identify the relationship between leadership styles and empowerment of nursing students. Method: The subjects were 386 nursing students who were in college and university. The data were collected from July 26 to September 18, 2004 by the structured questionnaires. For data analysis, descriptive statistics, Pearson correlation coefficient, t-tets and ANOVA with SAS package were used. Results: Transformational leadership showed a significant difference according to school career, present grade, interpersonal relations, admission motive, satisfaction degree for nursing, satisfaction degree for practice, meaning on nursing job and transactional leadership showed a significant difference according to last session study score, satisfaction degree for nursing. Empowerment showed a significant difference according to school career, present grade, interpersonal relations, satisfaction degree for nursing, satisfaction degree for practice, meaning on nursing job. Charisma, intellectual stimulation, individual consideration and contingent reward perceived by nursing students were positively related to empowerment. Management by exception perceived by nursing students was negatively related to empowerment. Conclusion: The result of this study may be helpful in empowerment improvement of nursing students.

• Journal of dental hygiene science
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• v.3 no.2
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• pp.51-57
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• 2003

This research is to empirically analyze the effects of leadership styles on job satisfaction and job performance and to provide some basic for organizational and personnel management in dental hospitals. The test results of this study are as follows for each hypothesis: 1. The recognition of leadership styles has nothing to do with sex, educational background, post, job type, and career, but job satisfaction has something to do with age. 2. Job satisfaction has nothing to do with sex, educational background, and job type, but job satisfaction has something to do with age, post, career. Job performance has nothing to do with sex, age, educational background, post, job type, but job performance has something to do with career. 3. The recognition of leadership styles has something to do with the recognition of situations. 4. Job satisfaction and job performance has something to do with leadership styles. In consequence, while the most effective style is one of a patriarchal warmhearted type, most hospital managers show either democratic or dictatorial one, is an evident example. Therefore, the hospital managers are required to adopt a leadership style which is like an affectionate patriarch.

• The Journal of the Korea Contents Association
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• v.13 no.5
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• pp.170-182
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• 2013

The purpose of this study is to examine the influence of the leadership style of a CEO of a public performing arts theater to the quality management and business performance, with a focus on the differences by the leadership styles. For this purpose, a survey was conducted with the CEO of 165 public performing arts theaters in country, from whom 98 valid replies were collected for analysis and further validation of hypothesis of this study. The validation revealed that, first, the task oriented and change oriented leadership provided positive influences to the quality management activities, while relations oriented leadership failed to do so. Secondly, the quality management activities by the CEOs of the public performing arts theaters had positive correlations with the financial performance and market performance, which are part of the business performance indices of a performance art center. Thirdly, while the task oriented and change oriented leadership styles did have influences over the business performance; it was revealed that the quality management activities wielded only indirect influence toward such elements. The relations oriented leadership style appeared to fail to influence with significance. Such results as above show that only the task oriented and change oriented leadership style of a CEO in a public performing arts theater had positive influences over the business performance, with an implication that the CEOs of such facilities shall keep this in mind and exercise such leadership styles. In addition, another implication of this study was that it is also important to give efforts to the quality management activities, which turned out to influence the business performance significantly. The implication of this study is that the study was conducted with direct participation by the CEOs themselves of public performing arts theaters in country and an examination was made to see the differences by leadership styles.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.10
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• pp.179-188
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• 2022

Professional micro account officers create top-notch state-owned bank human resources using their knowledge, attitudes, characteristics, and talents. Therefore, it is vital to undertake study to ascertain how the performance of micro account officers will impact the personality and leadership style mediated through motivation. The goal of this study is to identify the mediated role of motivation (MOT) in the relationship between micro account officers' performance (citizenship behavior/CB) and leadership styles (LS) and personalities (BFP). Data was collected from 1.510 micro account officers of banks in Indonesia using the causal survey method to determine their citizenship behavior, leadership styles, personality, and role of motivation. The data collected was analyzed by structural equation modeling (SEM), with the result that leadership style, personality, motivation, leadership style, and personality have a significant effect on motivation and citizenship behavior. The interesting findings are related to the role of leadership style, micro account officer's personality, and citizenship behavior mediated by motivation. It was determined that micro account officers' enhanced performance (CB) was assigned by taking into account how their perceived superordinate leadership style, whether transformational direction or reversely by transactional propensity, and features of micro account officer including their personality, which was affected by five factors as well would then be well mediated by motivation.

• Journal of Distribution Science
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• v.22 no.5
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• pp.131-138
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• 2024

Purpose: This study aims to fill the existing gap in the existing literature by investigating the mediating effect of psychological empowerment between leadership and motivation for workers at retail stores, and to extend the previous research to determine the preferences of the researchers and practitioners in leadership and employee motivation in retail through a systematic approach. Research design, data and methodology: This study used a systematic approach to the mediation effect of psychological empowerment on the relationship between leadership and employee motivation in retail stores. To ensure completeness, systematization, and transparency, the preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) approach was applied. Results: The research findings (Total Four Mediating Roles) suggest that psychological empowerment may mediate between leadership and employee motivation. These mediation roles (Empowering Leadership Styles, Organizational Culture and Psychological Empowerment, Customer Psychological Empowerment, and High-Performance Work Systems (HPWS) and Psychological Empowerment) will help practitioners comprehend how these empowerment and motivation leadership styles are interconnected in the retail industry. Conclusions: The research results indicate that psychological empowerment is essential for employee motivation in the retail sector. Through this knowledge, retail store managers can implement strategies designed to empower employees and create a motivated workforce, bolstering organizational effectiveness.

• Journal of Korean Academy of Nursing
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• v.27 no.1
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• pp.228-241
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• 1997

Today's healthcare environment is changing, driven by demographic, environmental, social, political and technological forces. These rapidly changing healthcare environment and increasingly professional nursing practice indicate that identifying leadership characteristic of nursing leaders and executives is a vital importance in today's time and also mandate innovative leadership for nursing service. Therefore, the purpose of this study is to examined the transformational, transactional leadership styles of the Nurse Administrators. Also described are the relationships between these leadership styles and the job satisfaction. the organizational commitment of their subordinates. The sample consisted of sixteen mid-level nurse administrators, fifty head nurses and one hundred aid fifty-three staff nurses of 4 public & private University Hospitals and 1 General Hospital. Data for this study was collected from Sep. 20 to Oct. 5 by Questionnaire(Bass' MLQ, Job Satisfaction scale developed by Paula(1978), Organizational Commitment scale by Peter et at(1979). The data was analyzed by frequency, percentage, one-way ANOVA, Pearson's Correlation Coefficient with SPSS PC/sup ＋/ program. Major findings are as follows : Appropriate one-way ANOVA tests revealed that the differences for transformational and transactional leadership styles of nurse executives. mid-level nurse administrators, head nurses as perceived by their immediate subordinates were statistically significant(P<.05), The scores of transformational and contingent reward behaviors were declined of the mid-level nurse administrators, nurse executives. The transactional scores of nurse administrators were lower than trans- formational ones, which is a desirable findings. The result of this study, the head nurses were perceived as the highest transformational leader by their subordinates, and second was the mid-level nurse administrators. The nurse executives received the lowest transformational leadership scores from their subordinates. These results were opposit to the previous studies. And significant positive correlations were founded between transformational leadership including charisma, intellectual stimulation, individual consideration and contingent reward of nurse administrators and the job satisfaction, the organizational commitment of their subordinates. From the data, it can be concluded that transformational leadership style of nurse administrators promotes the job satisfaction, the organizational commitment of thier staff nurses. Therefore leader looks for potential motives in subordinates, seeks to satisfy higher need, and engages the full person of the subordinate resulting in a relationship of mutual stimulation and elevation.

• Journal of Korean Academy of Nursing
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• v.32 no.6
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• pp.812-822
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• 2002

The Purpose of this study was to identify the relationship among leadership style of nurse managers, job satisfaction, organizational commitment, and turnover intention. Method: The subjects were 468 nurses and 19 head nurses who were working at the 3 general hospitals in seoul. The data were collected from July 6 to September 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. Result: 1) The score of the nurse managers' transformational leadership perceived by surbodinates' were higher than that of the nurse managers' transactional leadership. Among 5 subdimensions of the leadership styles perceived by surbodinates', the scores of 'charisma' and 'intellectual stimulation' were highest and 'management by exception' were lowest. 2) 'Charisma', 'intellectual stimulation', 'individual consideration' and 'contingent reward' were positively related to all of variables except 'turnover intention'. 'Management by exception' was negatively related to all of variables and was positively related to 'turnover intention'. 3) 'Job satisfaction' was positively related to 'organizational commitment' and 'Job satisfaction', 'organizational commitment' were negatively related to 'turnover intention'. 4) As a result of stepwise multiple regression analysis, the key determinants of 'turnover intention' were 'organizational commitment' and this explained 44.4% of the total variance of it.