• Venture DIGEST
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• s.95
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• pp.28-29
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• 2006

기업 경영의 환경이 급변함에 따라 리더십에 관한 관심이 여느 때보다 높다. 현재 국내외에서 가장 각광을 받고 있는 리더십 패러다임이 바로 '서번트 리더십(Servant Leadership)'. 미국의 그린리프에 의해 처음 제시된 서번트 리더십은 구성원들의 잠재력을 발휘하도록 도와주는 인간 존중을 바탕으로 하는 헌신이 리더십이다. 성공적인 경영을 위해서라면 이제 직원을 섬기는 자세와 가치관을 지닌 적극적인 서번트가 되어야 한다.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.10
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• pp.57-64
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• 2021

In the last decade, the effect of digitalization was the most cited issue in economic discourse, especially since technological advances, automation, and artificial intelligence are the key to the future discussions. Unemployment is one of the most important and continuous debates, especially in times of crisis due to the COVID-19 pandemic. Therefore, this study aims to analyze the influence of leadership style in innovation organizations to deal with the crisis. In this study, a non-probability purposive sampling method was used. A total of 377 respondents were from LinkedIn social media in Indonesia, with the criteria of employees who have worked for at least 6 years. The structural equation model was analyzed with Amos 25.0. The results show that virtual, servant, and transformational leadership influence employee creativity. Moreover, employee creativity strongly influences organizational innovation; therefore, a new model was found to meet the challenges during the COVID-19 pandemic crisis, which is leadership. Therefore, these results are useful for managers to overcome challenges during the COVID-19 pandemic crisis to manage employee creativity for a better innovative organization and make science a reference for finding solutions to the global wave of unemployment in the revolution 5.0 era.

• Human Ecology Research
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• v.53 no.6
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• pp.605-617
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• 2015

This study verifies the effectiveness of developing and implementing a leadership educational program specifically customized to improve of leadership competencies among members of multicultural family support centers and healthy family support centers. This program refers to Triangle Leadership that consists of three categories: finding individual strengths and self-esteem to enhance self-leadership, constructing a vision and roadmap to develop transformational leadership, and stress and teamwork management for competent servant leadership. In order to improve its completeness, focus group interview was adopted for 10 employees in the center and supervised by two professionals. The program was also conducted twice for 142 members of multicultural family support centers and healthy family support centers across the Korea. The result of implementation (with regard to the satisfaction level for the contents of the program) showed that both first and second rounds had improvement in all three categories compared to what was expected before taking the education program. The level of satisfaction for instructor and program operation was more enhanced (as well for the second time) compared to the first round. The evidence of program effectiveness indicates that there is a high anticipation for another approach that suits for the circumstances and requirement of centers and facilitator training.

• Journal of Korea Entertainment Industry Association
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• v.13 no.2
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• pp.219-229
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• 2019

The purpose of this study was to investigate the effects of internal and external motivation and self -efficacy on the development of creative leadership as a collective of self-leadership, servant leadership and problem-solving leadership. For the study, Amabile's work preference, self-efficacy test, and creative leadership test were conducted in 195 nursing students at G city. Correlation analysis and regression analysis were conducted through SPSS24.0 program. First, creative leadership showed a significant positive correlation with internal motivation and self-efficacy. Second, multiple regression analysis was conducted focusing on factors showing significant differences in correlation. As a result, self-efficacy and intrinsic motivation were the factors influencing creative leadership. There was 60% explanatory force. It is necessary to improve self-efficacy and intrinsic motivation in order to improve creative leadership.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.2
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• pp.595-604
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• 2021

For civil servants in the legal sector, the best performance that must be shown is not how they carry out activities following standard operational procedures but what is more important is how they show Organizational Citizenship Behavior (OCB) in daily activities. This study aims to examine what factors influence the formation of OCB civil servants in the legal sector in Indonesia. The study was conducted on 145 civil servant respondents who were involved in secretarial activities, each from the Judicial Commission Secretariat, the Attorney General's Office, the Ministry of Justice, the Supreme Court, the Police Headquarters, and the Constitutional Court. The research methodology used Partial Least Square (PLS) Version 3.0. The empirical findings of the research show that organizational culture has a significant influence in shaping transformational leadership that can build OCB among civil servants in Indonesia. This effect is much larger and more significant than the compensation system, which is widely believed to be the main factor in forming OCB, such as the results of previous studies. The results of this study imply that the formation of an organizational culture with values that can create high work productivity which has an impact on transformational leadership styles in building OCB.

• Journal of Fisheries and Marine Sciences Education
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• v.24 no.3
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• pp.355-367
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• 2012

This paper focuses on understanding what kind of experience the women leadership education can provide for adult learners and how the learners grasp a characteristic of a women leader. For this, the research interviewed learner who complete the women leadership course at the P center in Busan. To this end, it is discussed in two sides. One side is about educational experience, the other side is about leadership. In the aspect of former approach, the leadership education shows the characteristic which is much closer to the meaning of the education itself rather than that of leadership. It not only put much emphasize on the recovery to the self but also shows the relation-oriented characteristic like building up social net-work. In the aspect of the latter, by connecting the woman and leader, women expects they wish to be a 'trustful leader'. For them, 'trustful leader' is the true leader. In addition it also means 'charismatic leader', 'servant leader', 'the leader with member to growth' and 'the leader with a rational and reasonable'. Although women acknowledge that women leader's authority and power is important for the realization of the real equality of women, at the same time, however, they worry about the possibility that this leader become a kind of a 'power-oriented leader' which causes conflict and suppress the weaker. This study argues that we need to concentrate more on the new perspective which focuses on the sharing and bordering occurred in inner gender rather than the former approach which focuses on the difference between genders.

• The Journal of the Korea Contents Association
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• v.22 no.2
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• pp.559-577
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• 2022

The purpose of this study was to analyze the influence of Big 5 Personality Traits(Extroversion, Agreeableness, Conscientiousness, Openness to experience, Neuroticism) on the organizational commitment of employees and also to investigate the moderating effect of leadership. To summarize the research results, First, Extroversion, Agreeableness, Conscientiousness, Openness of Big 5 Personality Traits had a positive effect on organizational commitment. Second, transactional, transformational and servant leadership had a moderating effect on the relationship between conscientiousness and organizational commitment. And transactional and transformational leadership had a moderating effect on the relationship between openness and organizational commitment. In Pharmaceutical and Medical Device Companies, it was confirmed that personality traits of employees are important factors that affect organizational commitment and organizational leadership interacts with the personality of employees and affects organizational commitment. This study is meaningful in that it attempted to analyze the moderating effect through quantitative design using the scale for the role of personality factors and leadership individually.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.434-443
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• 2021

The purpose of this study is to analyze hotel chefs' perceptions of each type of leadership, to help improve teamwork and work efficiency through the improvement of job satisfaction and work skills by hotel cooks and the impact of leadership on human relations. In particular, by conducting Q methodological analysis on the subjectivity of the total chef's leadership type recognized by hotel chefs in vertical command systems according to the nature of the work in the hotel company. The analysis of leadership types showed that Type 1 (N=4): both transformative and servent leadership is a combination of preferences or non-preferences, Type 2 (N=4): transformative leadership preference, Type 3 (N=3): both transformative and non-preferred leadership. The leadership of the executive chef, recognized by hotel chefs, is believed to prefer leadership that is considered for individual situations that match each other's experiences and work skills (ability values) rather than uniform leadership such as transformational or servent leadership. Along with the theoretical discussion of Q methodology, the leadership type is explained, and based on the subjectivity research analysis method of Q analysis, the subjectivity of hotel chefs will be identified in various ways and new leadership will be presented.

• Journal of Convergence for Information Technology
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• v.11 no.6
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• pp.226-242
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• 2021

The purpose of this study was to examine the characteristics of Agile Culture, which is attracting attention as an organizational culture suitable for responding to changes in the recent corporate management environment, and to reveal the roles and relationships of leadership, Perceived Organizational Support(POS), and Agile Culture. The research was conducted on the employees of the National Agricultural Cooperative Federation and its subsidiaries, and SmartPLS 3.3.2 was mainly used for the research model test. As a result of the study, both Servant Leadership and Authentic Leadership had a positive effect on POS, and POS had a significant effect on all sub-dimensions of Agile Culture(Empowerment, Collective Intelligence and Continuous Learning). In addition, POS mediated the effects of the above two leaderships on Collective Intelligence and Empowerment, but there was no mediating effect in the relationship with Continuous Learning. These results suggest that leadership and Employees' perceptions of organizational support are important to build an Agile Culture.

• Journal of Practical Engineering Education
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• v.15 no.2
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• pp.243-258
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• 2023

The purpose of this study is to examine the mediating effect of organizational commitment in the relationship between transformational and transactional leadership and innovative behavior and demonstrate the moderated mediating effect of job satisfaction. To this end, 4,133 cases from the 『2021 Public Servant Life Survey』 conducted to general public servants belonging to central administrative agencies and metropolitan governments by the Korea Institute of Public Administration were used for the analysis, and SPSS 21.0 and Mplus 8.4 programs were used to test the research hypotheses. As a result of the analysis, it was confirmed that transformational and transactional leadership had a positive effect on organizational commitment and innovative behavior, and organizational commitment had a positive effect on innovative behavior. In addition, it was confirmed to have a significant mediating effect in the relationship between transformational and transactional leadership and innovative behavior. Finally, it was confirmed that the mediating effect of transformational and transactional leadership on innovative behavior through organizational commitment was moderated by the level of job satisfaction, and all the proposed hypotheses were adopted. Based on theses findings, theoretical and practical suggestions and future research suggestions were discussed.