• Journal of Digital Convergence
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• v.19 no.8
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• pp.185-193
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• 2021

In order to increase corporate competitiveness in the fourth industrial revolution environment, it is most important to secure and nurture talented people with digital capabilities. In particular, because the knowledge and skills required in the IT sector are newly created or added, enhancing expertise through upskilling and reskilling of IT company members is essential. Thus, this study proposed theoretical discussions and practical implications for strengthening the competitiveness of IT company in terms of human resource development by analyzing the mediating effects of subordinates' self-directed learning ability in the relationship between managers' authentic leadership and subordinates' work engagement. The results of this study were as follows: First, authentic leadership of IT company manager had positive effect on subordinates' work engagement. Second, self-directed learning ability of subordinates' had partial mediating effect on the relationship between IT company manager's authentic leadership and subordinates' work engagement.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.291-295
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• 2022

The purpose of this study is to examine the effect of supervisor humor on LMX and CWX. LMX and CWX on subordinates' job satisfaction. Additionally, we attempt to test the mediating roles of LMX and CWX on the relationships between supervisor humor and subordinates' job satisfaction. To verify the proposed hypotheses, we collected 230 data of employees in various industry. The major findings are as follows: 1) supervisor humor is positively associated with LMX and CWX. 2) LMX and CWX are positively associated with subordinates' job satisfaction. 3) LMX and CWX partially mediate the relationship between supervisor humor and subordinates' job satisfaction. We provided implications of the research results and recommendations for future research.

• Knowledge Management Research
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• v.12 no.4
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• pp.1-15
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• 2011

The purpose of this study is to determine abusive supervision and its effect on the resistance to such behavior by workers, and also to determine the moderating roles of subordinate's personalities that can strengthen or weaken the relationship between the abusive supervision and employee behaviors. Because the key factors underlying the choice of individual OCB(Organizational Citizenship Behavior) or organizational OCB have to do with subordinates' concern for the task and relational consequences of their behavior, the analysis focused on Neuroticism, the Big Five domains that represent one's orientations toward task and relational matters, respectively(Costa & McCrae, 1992). For empirical study, survey was performed for the analysis, and a total of 233 was used. The following is a summary of the verification results. First, in the relationships between the use of abusive supervision and employee's OCB, the relationship is negatively correlated to the abusive supervision. Second, moderating effects of subordinates' personalities(neuroticism) between abusive supervision and subordinates' were not verified. Finally, future research will explore the effects of situational variables that affect the extent to which supervisors engage in abusive behavior and how subordinates respond to abusive supervision.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.8
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• pp.543-553
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• 2020

The purpose of this study is to investigate factors affecting the leadership capacity of middle managers and then evaluate the corresponding effect on the performance of subordinates in Vietnamese economic and defense enterprises. Data for the study was collected from questionnaire survey of 15 economic and defense enterprises, preceded by in-depth interviews with respondents who are subordinates of the departments/divisions of these enterprises. The research used logistic regression estimator to address econometric issues and to improve the accuracy of the regression coefficients. Our results show that the determinants of the leadership capacity of mid-level managers in defense and economic enterprises include: (i) personal qualities and qualities of managerial officials (understanding, courage), fairness, assertiveness and compliance), and leadership behaviors of two leadership styles - (ii) a transforming leadership style (influenced by ideals, inspirations, concerns) subordinates, stimulating intellect) and (iii) transactional leadership style (rewarding, detecting and handling problems for subordinates). Based on these results, our study suggests that middle managers should possess superior knowledge, care more about subordinates, understand the strengths and weaknesses of each subordinate, always be creative, assertive and courageous people as well as have high standards of competency and morality in order to become outstanding leaders in Vietnamese economic and defense enterprises.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.2
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• pp.127-137
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• 2022

Purpose - The purpose of this research is to test the impact of transformational leadership on subordinates' performance (job performance and creativity) in Chinese companies. In addition, it intends to verify the mediating effect of subordinates' organizational identification on the relationship between transformational leadership and employee performance. Research design, data, and methodology - To this end, a survey was conducted on the members of Chinese companies. Out of 400 returned responses to the final questionnaire, 349 were used for analysis after excluding invalid responses. Data were analyzed using SPSS 24 and AMOS 24. Result - The analysis results are as follows. First, transformational leadership has a direct effect on subordinates' job performance and creativity. Second, transformational leadership was found to increase subordinates' organizational identification. Third, the mediating effect of organizational identification was verified in the relationship between transformational leadership and performance (job performance and creativity). Conclusion -This study analyzed the effect of the transformational leadership on subordinate's job performance and creativity amid the deepening of China's market economy policies after economic opening. The study expands the related studies.

• Journal of Service Research and Studies
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• v.7 no.4
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• pp.83-107
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• 2017

The purpose of this study is to suggest a customized servant leadership by exploring the effects of stewardship and community building factors on the subordinates' trust in leader of lower hierarchy and their job engagement. Regression analysis showed that stewardship is higher than community building in terms of its influence on job engagement, while community building outstrips stewardship in terms of trust in leader. Specifically, two items of stewardship factor - valuing the opinions of the subordinates in decision-making, and sacrificing without giving priority to the leader's self-interest - influenced the subordinates' trust in their leader. Of the items in community building, cooperating rather than competition, abiding by the principles in performing the work, the leader's not seeking recognition or compensation, and giving the subordinates the necessary authority to perform their work put impacts on the subordinates' trust in the leader, as well. As for job engagement, helping subordinates grow and develop, and, if necessary, taking the risk of challenging the job have a significant impact. Among the items of community building, it was found that the leader's not seeking recognition or compensation, and keeping the principles strictly in performing her duties promote job engagement. Based on these results, we propose to managers of human resources department the selection and training of tailored talents to meet the environmental characteristics of each organization, while avoiding programs for hiring and training personnel equipped with the uniform qualities of servant leadership.

• Management & Information Systems Review
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• v.38 no.2
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• pp.1-28
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• 2019

The purpose of this study is to empirically analyze the effects of characteristics of Leader (authoritarian disposition, procedural justice, job instability) on the organizational commitment of subordinates through abusive supervision and leader-member exchange(LMX). To this end, a survey was performed on the employees under the manager level in a large enterprise in Korea. The results of this study are as follows. First, the Hypothesis 1, 2, and 3 that the characteristics of leader (authoritarian disposition, procedural justice, job instability) will make effects on the organizational commitment of subordinates through abusive supervision were adopted. Second, in the hypotheses that the characteristics of leader (authoritarian disposition, procedural justice, job instability) will make effects on the organizational commitment of subordinates through LMX, Hypothesis 4 of authoritarian disposition, and Hypothesis 6 of job instability were rejected, while only Hypothesis 5 of procedural justice was adopted, as it made effects on the organizational commitment of subordinates through LMX. Third, the Hypothesis 7, 8, and 9 that the characteristics of leader (authoritarian disposition, procedural justice, job instability) will make effects on the organizational commitment of subordinates through abusive supervision and LMX were all adopted. This study is meaningful, in that it identified the structural relationship that the characteristics of leader make effects on the organizational commitment of subordinates through abusive supervision and LMX. It is expected that the results of this study can be used as base materials for new studies on abusive supervision which have been made in diversified ways in Korea and overseas.

• Safety and Health at Work
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• v.6 no.3
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• pp.249-255
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• 2015

Background: Stressed workers suffer from severe health problems which appear to have increased. Poor leadership is especially considered a source of stress. Indeed, supervisors might perceive their subordinates to be similar to them as far as stress is concerned and this might more widespread in organizations than previously thought. Methods: The present research investigates the relationships between leaders' health, in terms of work-related stress, mental health, and workplace bullying and their evaluation of subordinates' stress. Five regression models were formulated to test our hypothesis. This is a cross-sectional study among 261 Italian leaders, using supervisor self-assessment and leaders' assessments of their subordinates. Results: Leaders' health was related to their evaluation of staff stress. Job demand, lack of job control, and lack of support by colleagues and supervisors evaluated in their subordinates were particularly associated with the leaders' own health. Conclusion: Implications for developing healthy leaders are finally discussed.

• Journal of Fisheries and Marine Sciences Education
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• v.28 no.4
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• pp.936-946
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• 2016

The purpose of this study is to examine structural relations between the emotional leadership of educational administrative officials' superiors and subordinates' empowerment and job satisfaction. To attain the study goal, this researcher finally selected 368 educational administrative officials working in Gyeongsangbuk-do and conducted statistical analysis. Accordingly, this study has drawn the following detailed conclusions: First, there is statistically significant positive correlation among the subfactors of the emotional leadership of educational administrative officials' superiors and subordinates' empowerment and job satisfaction. Second, it has been found that the hypothetical path model to explain the emotional leadership of educational administrative officials' superiors and subordinates' empowerment and job satisfaction is appropriate. In other words, among the goodness-of-fit indexes of the final study model, ${\chi}^2=203.657$ (p<.001), RMR equals .030, RMSEA is .093, GFI equals .910, and AGFI is .900. About its relative goodness-of-fit indexes, TLI equals .930, NFI is .933, CFI equals .948, and IFI is .949; therefore, all indexes have been found to be allowable. Third, emotional leadership of educational administrative officials' superiors have had this influence directly on job satisfaction. But, the total influence of the emotional leadership of educational administrative officials' superiors on job satisfaction is smaller than that on job satisfaction with the mediation of subordinates' empowerment.

• Asia-Pacific Journal of Business
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• v.11 no.2
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• pp.119-132
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• 2020

Purpose - This study seeks to deepen our understanding of abusive supervision and its negative consequences on subordinates. Specifically, it examines the underlying psychological mechanism between abusive supervision and subordinates' work engagement, in particular with its focus on the mediational role of psychological contract breach. Design/methodology/approach - Following the two rounds of pilot interviews, this study collected and analyzed 182 survey data from one construction company and one hospital - the sectors in which abusive supervision is known to be frequent, with one-month interval to avoid common methods variances. Findings - We have two key findings. First, abusive supervision is negatively related to subordinates' work engagement. Second, the psychological contract violation mediates the relationship between abusive supervision and subordinates' work engagement. Research implications or Originality - This study enriches extant research on abusive supervision by deepening our understanding of the underlying mechanism in which abusive supervision causes negative outcomes. On a practical note, companies need further efforts to address abusive supervision, for example, by introducing sophisticated HR practices, including accessible grievance procedures and more serious disciplinary actions, and/or by offering leadership educations to supervisors.