• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.7
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• pp.61-67
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• 2019

The purpose of this study is to apply self-leadership program using films to nursing students and to confirm the effects of self-leadership, empowerment, self-directed learning and happiness. The study participants were 60 nursing students, the data was collected from March 7, to June 13, 2017. The data was analyzed by frequency, percentage, mean, standard deviation, and paired t-test using SPSS WIN 24.0 computer program. The self-leadership program consisted of 13 sessions, and 14 films were used for self-management, self-training, and self-branding. The self-leadership of nursing students was significantly increased after education(t=-4.38, p<.001). In details, behavior-focused strategies, natural-reward strategies, and constructive thought pattern strategies were all significant. Empowerment also increased significantly after education(t=-5.83, p<.001), and personal skills, collective recognition, and self-determination were all significant. Self-directed learning were high after education(t=-3.31, p=.002), and learning plans and learning practices were significant. In addition, the happiness of nursing college students was significantly higher after education(t=-4.49, p<.001). As a result of this study, self-leadership program using movies can improve self-leadership, empowerment, self-directed learning and happiness of nursing students and It will be possible to apply as educational intervention in the future.

• Journal of Distribution Research
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• v.17 no.3
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• pp.59-92
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• 2012

With accumulated research evidence, there is little doubt that leadership behavior is related to a wide variety of positive individual and organizational outcomes. Indeed, leadership behavior has been empirically linked to increased employee satisfaction, organizational commitment, extra effort, turnover intention, organizational citizenship behavior, and overall employee performance. Although leadership behavior has been linked to a number of positive organizational outcomes, research regarding the antecedents of such behavior is limited. Especially there is little research dealing with the antecedents of inter-organizational leadership behavior. This study interests in inter-organizational ethical leadership among marketing channel members. In both the mass media and the academic association, there has been a surge in interest in the ethical and unethical behavior of leaders. Although the corporate scandals in recent years may explain much of the mass media and popular focus, academics' interest has been limited by evidence that ethical leadership behavior is associated with both positive and negative inter-organizational processes and performances. This study tried to contribute to this body of knowledge by examining antecedents of ethical leadership. Ethical leadership is defined "the demonstration of normatively appropriate conduct through personal actions and interpersonal relationships, and the promotion of such conduct to followers through two-way communication, reinforcement, and decision-making." Ethical leaders not only inform individuals of the behefits of ethical behavior and the cost of inappropriate behavior, such leaders also set clear standards and use rewards and fair and balanced punishment to hold followers accountable for their ethical conduct. Despite the assume importance and prominence of ethical leadership among organizations, there are still many questions relating to its antecedents and consequences. One is whether the likelihood of an leading organization being perceived as an ethical leader among other following organizations in marketing channels can be predicted using its characteristics and inter-organizational relationship maintenance skills. Identifying trait and skill antecedents will aid in the development of strategies for selecting and developing ethical leaders and determining the best means to reinforce ethical behaviors. The purpose of this study is to investigate the effects of three categorized variables on ethical leadership of channel leader. To be concrete, this study develops a model of the antecedents of three conceptually distinct forms of channel leader characteristics, such as organizational traits, inter-organizational relationship maintenance strategies, and supplier management strategies, and tests the hypothesized differential effects on ethical leadership of marketing channel leaders. The reason why this study deals with discount store channel is that there is very strong inter-dependence between a discount store and its suppliers. Their strong inter-dependence makes their relationship as the relationship between a leader and suppliers and creates an atmosphere that leadership occur without difficulty. The research model is as follows. For the purpose of empirical testing, 295 respondents of suppliers of discount store channel in Korea were surveyed. The procedures included scale reliability, and discriminant and convergent validity were used to validate measures. Also, the reliability measurements traditionally employed, such as the Cronbach's alpha, were used. All the reliabilities were greater than .70. This study conducted confirmatory factor analyses to assess the validity of our measurements. All items loaded significantly on their respective constructs(with the lowest t-value being 15.2), providing support for convergent validity. We then examined composite reliability and average variance extracted(AVE). The composite reliability of each construct was greater than .70. The AVE of each construct was greater than .50. This study tested research model using Partial Least Square(PLS). The estimation of the structural equation model revealed an acceptable fit of the model to the data($r^2$=.851). Thus, This study concluded that the model fit was considered acceptable. The results of PLS are as follows. The results indicated that conscientiousness, openness, conflict management, social networks, training, fair reward had positive effects on ethical leadership of channel leaders. On the other hand, emotional insecure had negative effect and agreeableness, assurance, and inter-organizational communication had no significant effect on supply chain leadership.

• Journal of Distribution Research
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• v.15 no.1
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• pp.49-71
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• 2010

Franchise businesses in South Korea have contributed to economic growth and job creation, and its growth potential remains very high. However, despite such virtues, domestic franchise businesses face many problems such as the instability of franchisor's business structure and weak financial conditions. To solve these problems, the government enacted legislation and strengthened franchise related laws. However, the strengthening of laws regulating franchisors had many side effects that interrupted the development of the franchise business. For example, legal regulations regarding franchisors have had the effect of suppressing the franchisor's leadership activities (e.g. activities such as the ability to advocate the franchisor's policies and strategies to the franchisees, in order to facilitate change and innovation). One of the main goals of the franchise business is to build cooperation between the franchisor and the franchisee for their combined success. However, franchisees can refuse to follow the franchisor's strategies because of the current state of franchise-related law and government policy. The purpose of this study to explore the effects of franchisor's leadership style on franchisee's commitment in a franchise system. We classified leadership styles according to the path-goal theory (House & Mitchell, 1974), and it was hypothesized and tested that the four leadership styles proposed by the path-goal theory (i.e. directive, supportive, participative and achievement-oriented leadership) have different effects on franchisee's commitment. Another purpose of this study to explore the how the level of franchisee's self-efficacy influences both the franchisor's leadership style and franchisee's commitment in a franchise system. Results of the present study are expected to provide important theoretical and practical implications as to the role of franchisor's leadership style, as restricted by government regulations and the franchisee's self-efficacy, which could be needed to improve the quality of the long-term relationship between the franchisor and franchisee. Quoted by Northouse(2007), one problem regarding the investigation of leadership is that there are almost as many different definitions of leadership as there are people who have tried to define it. But despite the multitude of ways in which leadership has been conceptualized, the following components can be identified as central to the phenomenon: (a) leadership is a process, (b) leadership involves influence, (c) leadership occurs in a group context, and (d) leadership involves goal attainment. Based on these components, in this study leadership is defined as a process whereby franchisor's influences a group of franchisee' to achieve a common goal. Focusing on this definition, the path-goal theory is about how leaders motivate subordinates to accomplish designated goals. Drawing heavily from research on what motivates employees, path-goal theory first appeared in the leadership literature in the early 1970s in the works of Evans (1970), House (1971), House and Dessler (1974), and House and Mitchell (1974). The stated goal of this leadership theory is to enhance employee performance and employee satisfaction by focusing on employee motivation. In brief, path-goal theory is designed to explain how leaders can help subordinates along the path to their goals by selecting specific behaviors that are best suited to subordinates' needs and to the situation in which subordinates are working (Northouse, 2007). House & Mitchell(1974) predicted that although many different leadership behaviors could have been selected to be a part of path-goal theory, this approach has so far examined directive, supportive, participative, and achievement-oriented leadership behaviors. And they suggested that leaders may exhibit any or all of these four styles with various subordinates and in different situations. However, due to restrictive government regulations, franchisors are not in a position to change their leadership style to suit their circumstances. In addition, quoted by Northouse(2007), ssubordinate characteristics determine how a leader's behavior is interpreted by subordinates in a given work context. Many researchers have focused on subordinates' needs for affiliation, preferences for structure, desires for control, and self-perceived level of task ability. In this study, we have focused on the self-perceived level of task ability, namely, the franchisee's self-efficacy. According to Bandura (1977), self-efficacy is chiefly defined as the personal attitude of one's ability to accomplish concrete tasks. Therefore, it is not an indicator of one's actual abilities, but an opinion of the extent of how one can use that ability. Thus, the judgment of maintain franchisee's commitment depends on the situation (e.g., government regulation and policy and leadership style of franchisor) and how it affects one's ability to mobilize resources to deal with the task, so even if people possess the same ability, there may be differences in self-efficacy. Figure 1 illustrates the model investigated in this study. In this model, it was hypothesized that leadership styles would affect the franchisee's commitment, and self-efficacy would moderate the relationship between leadership style and franchisee's commitment. Theoretically, quoted by Northouse(2007), the path-goal approach suggests that leaders need to choose a leadership style that best fits the needs of subordinates and the work they are doing. According to House & Mitchell (1974), the theory predicts that a directive style of leadership is best in situations in which subordinates are dogmatic and authoritarian, the task demands are ambiguous, and the organizational rule and procedures are unclear. In these situations, franchisor's directive leadership complements the work by providing guidance and psychological structure for franchisees. For work that is structured, unsatisfying, or frustrating, path-goal theory suggests that leaders should use a supportive style. Franchisor's Supportive leadership offers a sense of human touch for franchisees engaged in mundane, mechanized activity. Franchisor's participative leadership is considered best when a task is ambiguous because participation gives greater clarity to how certain paths lead to certain goals; it helps subordinates learn what actions leads to what outcome. Furthermore, House & Mitchell(1974) predicts that achievement-oriented leadership is most effective in settings in which subordinates are required to perform ambiguous tasks. Marsh and O'Neill (1984) tested the idea that organizational members' anger and decline in performance is caused by deficiencies in their level of effort and found that self-efficacy promotes accomplishment, decreases stress and negative consequences like depression and emotional instability. Based on the extant empirical findings and theoretical reasoning, we posit positive and strong relationships between the franchisor's leadership styles and the franchisee's commitment. Furthermore, the level of franchisee's self-efficacy was thought to maintain their commitment. The questionnaires sent to participants consisted of the following measures; leadership style was assessed using a 20 item 7-point likert scale developed by Indvik (1985), self-efficacy was assessed using a 24 item 6-point likert scale developed by Bandura (1977), and commitment was assessed using a 6 item 5-point likert scale developed by Morgan & Hunt (1994). Questionnaires were distributed to Korean optical franchisees in Seoul. It took about 20 days to complete the data collection. A total number of 140 questionnaires were returned and complete data were available from 137 respondents. Results of multiple regression analyses testing the relationships between the each of the four styles of leadership shown by the franchisor as independent variables and franchisee's commitment as the dependent variable showed that the relationship between supportive leadership style and commitment ($\beta$=.13, p<.001),and the relationship between participative leadership style and commitment ($\beta$=.07, p<.001)were significant. However, when participants divided into high and low self-efficacy groups, results of multiple regression analyses showed that only the relationship between achievement-oriented leadership style and commitment ($\beta$=.14, p<.001) was significant in the high self-efficacy group. In the low self-efficacy group, the relationship between supportive leadership style and commitment ($\beta$=.17, p<.001),and the relationship between participative leadership style and commitment ($\beta$=.10, p<.001) were significant. The study focused on the franchisee's self-efficacy in order to explore the possibility that regulation, originally intended to protect the franchisee, may not be the most effective method to maintain the relationships in a franchise business. The key results of the data analysis regarding the moderating role of self-efficacy between leadership behavior style as proposed by path-goal and commitment theory were as follows. First, this study proposed that franchisor should apply the appropriate type of leadership behavior to strengthen the franchisees commitment because the results demonstrated that supportive and participative leadership styles by the franchisors have a positive influence on the franchisee's level of commitment. Second, it is desirable for franchisor to validate the franchisee's efforts, since the franchisee's characteristics such as self-efficacy had a substantial, positive effect on the franchisee's commitment as well as being a meaningful moderator between leadership and commitment. Third, the results as a whole imply that the government should provide institutional support, namely to put the franchisor in a position to clearly identify the characteristics of their franchisees and provide reasonable means to administer the franchisees to achieve the company's goal.

• Informatization Policy
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• v.24 no.2
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• pp.68-86
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• 2017

This research aims to analyze the changes in participants' capacity (problem-solving ability and self-leadership), humanity (self-efficacy), and global network (intercultural sensitivity) as performance indicators and the 'effectiveness of personal characteristics' of the World Friends IT Volunteers program. To do this, the study conducted a pre-test and a post-test on 364 participants of the World Friends IT Volunteers program. The collected data is investigated through ANCOVA using covariates, driven from the prerest results. The results of this study represent that meaningful improvements have been identified in problem-solving ability, self-leadership and intercultural sensitivity since the operation of the program. Regarding the personal characteristics, performance in the female group improved more than the male group in terms of intercultural sensitivity, whereas the male group showed better performance on self-efficacy than the female group. In addition, the group with a high level of English proficiency showed more progress on intercultural sensitivity and self-leadership than the English-beginner group. Besides, the group who had an experience of short-term stay overseas showed moderate improvement on problem-solving ability and intercultural sensitivity when compared to other groups. The group who had lived overseas for a long-term showed better indicators on intercultural sensitivity. Also, self-efficacy of the leader group was more noticeable than that of the member group.

• Journal of Digital Convergence
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• v.11 no.11
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• pp.197-207
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• 2013

Necessity of smart work that can change environment of working in organizations has been emphasized. Lots of organizations, however, wish to do work with smartness through adoption of smart work technologies, those are not sure whether smart work will be successful or not till now. Especially, viewpoints of leaders concerning efficiency and effectiveness of smart work who operate the organizations may be different in many circumstances such as industries, characteristics of work, etc. Therefore, hopefully, this research want to investigate whether differences among leader and non-leader group, tendencies of personal leadership styles in work exit or not by empirical and exploratory approach. Totally, 118 questionnaires had been collected and performed test of mean difference between groups. As a result, some items such as working place, working methods, flexible time and tension of smartwork showed significant differences between level of leadership styles and non-leader and leader groups. And, futhermore, from this research I believe that we can have a few insights for successful smart working environment in organizations.

• The Journal of the Korea Contents Association
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• v.18 no.7
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• pp.600-608
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• 2018

The present study focuses on the effect of experienced job burnout on individual performances. The objective is to analyse the effectiveness of supportive leadership behavior in response to experienced job burnout among employees. For empirical analysis, data were collected from 482 employees working in a Korean conglomerate. The empirical results indicate that emotional exhaustion and diminished personal accomplishment have a negative impact on job satisfaction, however a positive impact on turnover intention. Supportive leadership is found to moderate the relationship between burnout and job satisfaction. There is no moderation effect between burnout and turnover intention. The current research highlights the fact that supportive leadership can determine job satisfaction in respond to workers' experienced job burnout. The theoretical and managerial implications for overcoming workers' job burnout are discussed.

• Journal of Korean Society of Rural Planning
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• v.21 no.1
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• pp.77-87
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• 2015

In this study, we try to quantify resident's conflict by rural development project based on previous researches about community capacities required for residents and social networks in rural village for suggesting efficient project model. we analyzed conflict elements in six category such as 'conflict in residents', 'conflict in residents and leaders', 'conflict in leaders', 'conflict in villages', 'conflict in development fund', 'conflict in village by common income project'. These results also analyzed by personal background(age, role, education, income) of respondent in questionary survey. Results show that 'conflict in residents and leaders', 'conflict in leaders', 'conflict in development fund' are perceived differently by age, role, education, and income in 5% significance level. Especially, relatively young age(below 40 years old) expressed clearly about conflict and high scored in item of 'residents and leaders'. Regression model show statistical significance(F=39.807, P=0.000) in influence relation analysis of conflict, network, leadership, and project fund. In this model, network ${\beta}=-0.237$, leadership ${\beta}=-0.375$, project fund ${\beta}=-0.000$ show network and leadership have negative relation to conflict but project fund is difficult to find relation with conflict. In this study, we defined social vulnerability using conflict, network, and leadership and verified the vulnerability of rural village applying regional community capacity in analysis results; vulnerability increased by the size of region and show inverse correlation to future vision of residents.

• Journal of Korea Society of Digital Industry and Information Management
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• v.17 no.1
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• pp.57-73
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• 2021

The purpose of this study is to analyze the diffusion period and productivity of smartwork in an organization. Firms are increasingly interested in smartwork for non contact work and working from home because of the corona 19. The smartwork is a new technology that changes face-to-face work in an organization. It helps the work of individuals and organizations regardless of time and place. The theoretical background describes the complexity, system thinking, diffusion theory, smart work, organizational resistance, and productivity. This study analyzes the diffusion period and productivity of smart work through business simulation techniques. A simulation study progresses four stages. There are problem definition, hypothesis establishment and causal loop diagram, model construction and verification, and policy evaluation. The simulation models contain an individual's resistance variables organizational investment and leadership variables related to the operation of smartwork. The organizational investment variables include organizational culture, legal system, implement systems and technology investment. The individual resistance variables include cognitive, attitude, structure and technological resistance. The leadership includes leadership interest variables and performance linkage variables. The simulation executed the changes of a people number adopting smart work and the organizational productivity monthly. As a result of the simulation, many organization members have accepted the smart work innovation after 20 months. The organizational productivity through smart work showed very high value after 16 months. In scenario analysis, the individuals' awareness and attitude resistance showed very important variables to productivity and a personal change of smart work adoption. Meanwhile, The organizational investment showed that the high driving-force increased not productivity and the low driving-force showed decreased low productivity. Also, leadership variables showed a powerful driver for changing smart work productivity. The implication of the study has suggested extending complexity, diffusion theory and organization resistance theory based on simulation methods.

• Industry Promotion Research
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• v.2 no.1
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• pp.51-56
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• 2017

This study analyzed the effects of interpersonal skills of college students on basic competence. The results of this study were as follows: 81 male students (34.6%) and female students (65.4%) were surveyed. First, as a result of analyzing the differences in improvement of basic competence according to interpersonal skills, leadership ability was found to be a relationship between heterosexuality (p <.001, ${\beta}=.378$), individual fellowship (p < (P <.01, ${\beta}=.313$), and negotiation ability had a significant effect on individual friendship (p <.05, ${\beta}=.267$). Second, the correlation between interpersonal abilities and leadership abilities showed that interpersonal abilities correlated with leadership abilities due to individual friendship - leadership abilities, leadership abilities - heterosexuality, interpersonal relationship - leadership abilities. Third, the differences in the basic occupational ability according to gender were male students (M = 3.90), female students (M = 3.58), male students (M = 3.59) Male students (M = 4.16) and female students (M = 3.79) were higher than male students. The purpose of this study was to investigate the effects of interpersonal skills of college students on the improvement of basic competence and to verify the effectiveness of personal interpersonal skills.

• The Bulletin of The Korean Astronomical Society
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• v.44 no.2
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• pp.56.2-56.2
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• 2019

Recently, women astronomers have played increasingly important roles in the International Astronomical Union (IAU). Although only 18% are women across the entire membership of the IAU, currently one half of the IAU Executive Committee members are female. In fact, the previous, current, and next presidents of the IAU and many of the Division presidents are women. I will review a variety of efforts that the IAU has carried out to pursue equality and diversity in Astronomy. Also I will share my personal experience and thoughts on meritocracy as a guiding principle that governs academic integrity and scholarly power system in scientific communities in Korea.