• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.5
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• pp.331-345
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• 2018

Sports participation can contribute to organization members' work-life balance and work motivation in order to increase performance. Based on the achievement motivation theory, this study tested the effect of sports participation on leaders' effectiveness and employees' performance. Data was collected from 213 leaders and subordinates in the South Korean army. Results indicated that leader effectiveness mediated the positive relationship between sports participation of leaders and subordinates' outcomes, such as task performance and OCB. We also found that sports participation of subordinates moderated the positive relationship between leader effectiveness and subordinates outcomes (i.e., task performance and OCB). These findings further suggest that sports participation plays an important role for leaders and subordinates to increase leader effectiveness and in/extra-role behaviors.

• Journal of the Korean Society for Railway
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• v.10 no.2 s.39
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• pp.217-223
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• 2007

The purpose of this article is to depict the relationship between the frames of leadership and the dependent variables such as job satisfaction, respect from subordinates, promotion, and effective attainment of unit objectives. To attain this purpose, four types of multiple leadership frame, such as structural, human resources, political, and symbolic frames were surveyed through questionnaire and analyzed by SPSS. The major findings are : 1) In general, the symbolic frame is an important factor having a stronger influence on job satisfaction, respect from subordinates, promotion, and effective attainment of unit objectives. 2) In details, the human resources frame shows a positive effects on job satisfaction and respect; the structural frame on effective attainment of unit objectives; the political frame, to a certain degree, on promotion; and the symbolic frame, especially on respect from subordinates, promotion, and effective attainment of unit objectives.

• Proceedings of the KSR Conference
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• 2006.11b
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• pp.981-989
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• 2006

The purpose of this article is to depict the relationship between the frames of leadership and the dependent variables such as job satisfaction, respect from subordinates, promotion, and effective attainment of unit objectives. To attain this purpose, for types of multiple leadership frames, such as structural, human resources, political, and symbolic frames were surveyed through questionnaire and analyzed by SPSS. The major findings are : 1) In general, the symbolic frame is an important factor having a stronger influence on job satisfaction, respect from subordinates, promotion, and effective attainment of unit objectives. 2) In details, the human resources frame shows a positive effects on job satisfaction and respect; the structural frame on effective attainment of unit objectives; the political frame, to a certain degree, on promotion; and the symbolic frame, especially on respect from subordinates, promotion, and effective attainment of unit objectives.

• 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 the Korea Academia-Industrial cooperation Society
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• v.16 no.12
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• pp.8210-8221
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• 2015

The goal of this study is to examine the effects of a leader's behavioral integrity on subordinates' intention to leave with the mediating roles of their cognitive and affective trust in their leader. After collecting data from 357 employees in a variety of organizations, we tested hypotheses with structural equation modeling(SEM). This study shows that there are statistically significant relationships among a leader's behavioral integrity, subordinates' cognitive/affective trust and intention to leave. A leader's behavioral integrity with the fully mediating roles of subordinates' cognitive and affective trust affects on their intention to leave negatively. Limitations in this study and suggestions for the future study are discussed.

• The Journal of the Korea Contents Association
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• v.15 no.12
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• pp.421-435
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• 2015

The purpose of this study was to explore the relationship between authentic leadership, organizational identification, job performance, and turnover intention. Specifically, the study investigated whether subordinates' organizational identification mediates the relationship between authentic leadership and subordinates' job performance and turnover intention. The study tested the mediated model using data from 299 employees working in a variety of organizations. The result revealed that authentic leadership was positively related to organizational identification and job performance but was negatively related to turnover intention. Further, organizational identification partially mediated the effects of authentic leadership on job performance and turnover intention. Theoretical and practical implications and limitations of the study were discussed.

• Journal of architectural history
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• v.19 no.6
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• pp.233-250
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• 2010

Jukseoru as an official pavilion of the government, one of the eight sceneries in Gwndong Area, is located on the cliff over Osipcheon River. This paper interprets form and space of the pavilion with restored old life by analyzing pictures of official party in 18th century in Chosun Dynasty. Every part of the space is occupied by persons by the class and duty: the pricipal guest, nobles, subordinates, gisaengs, court musicians, and guards from the high to the low and from the inside to the outside. Applying the analysis to the Jukseoru pavilion, the noblest lord takes sit on the platform in front of folded screen at main bay under checked ceiling, enclosed by low timber beam. The next northern end bay is a place for subordinates' and servants' waiting for preparation for rice wine. Southern end entrance bay is not a result of later addition but deliberately and originally made for lower place outside the railing of wooden floor: for a waiting woman gisaeng, and subordinates. Outside under the eaves on the platform with bedrock, artificial stone and soil is a place for court musicians, subordinates, and guards. The yard in front of the building is a place for preparing meals by cookers. Every detailed ornamental form is different each other by the place for the occupied class. Existing theory tells that the building, 7 bays gable-and-hipped roof, is a result of structural extention of 2 bays at the 5 bays gabled-roof. However, through the interpretation of old pictures and application to the pavilion, the present Juseoru is not a result of later structural addition, but deliberately designed creation suited to life in hierarchical traditional society.

• Journal of the Korean Society of Food Culture
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• v.24 no.6
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• pp.739-748
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• 2009

The aim of this study was to better understand the factors of the mentoring function in the foodservice industry that improve the organizational commitment of subordinates, and to asses the roles that trust towards supervisors play in the relationship between the mentoring and organizational commitment. A survey was of subordinates who were conducting the mentoring in foodservice companies (hotels, family restaurants) located in Seoul and Gyeonggi area was conducted from May 1 to May 30, 2008. The questionnaires were distributed to 400 employees in 50 restaurants and, 341 of them were received and a total of 320 were finally analyzed. The results were as follows. First, the effect of mentoring functions on the organizational commitment of subordinates indicated that the career developing function and psychosocial function had a significant positive effect on the emotional commitment and normative commitment (p<.01), and the career developing function, psychosocial function and role modeling function had a significant positive effect on the enduring commitment (p<.01). Second, the mediating roles of supervisory trust in the relationship between mentoring functions and organizational commitment of subordinates indicated that supervisory trust mediated the relationship between the career developing function of the mentoring functions, and enduring commitment and normative commitment in addition, it met the mediating requirements in terms of the relationship between the role modeling function, and the emotional commitment, enduring commitment and normative commitment. Consequently, the high career developing function, psychosocial function and role modeling function in mentoring raised the level of organizational commitment;thus, the mentoring system should used as on of the mentoring functions in the foodservice industry and mentoring functions should be also established.

• Journal of the military operations research society of Korea
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• v.36 no.3
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• pp.113-134
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• 2010

The purpose of this study is to investigate the moderating effects of psychological contract violation and self-control on the relationship between abusive supervision and subordinates' work-related attitudes. Results show that abusive supervision was positively related to subordinates' turnover intention, whereas it was negatively related to their organizational commitment. Futhermore, it is surprising that the moderating effects of psychological contract violation and self-control showed an unexpected pattern. Implication of these results as well as strengths, limitations, and avenues for future research are discussed.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.2
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• pp.437-448
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• 2022

The impact of supervisory communication apprehension (SCA) on subordinates' job performance was investigated in this study. We also examined the impact of task-related uncertainty in mediating the relationship between SCA and subordinate work performance, as well as the role of information-seeking behavior in moderating the relationship between task-related uncertainty and subordinate job performance. A sample of subordinates and their supervisors from public and private sector enterprises in Pakistan were used in the study. The concept of communication apprehension is not limited to a single organization or industry, and the conditions suggest that apprehensive supervisors are likely to exist in different organizations and industries in Pakistan, including banks, telecommunications, and development sector organizations. Company directors and leaders of human resources departments were contacted to reach out to possible respondents. SmartPLS software was used to evaluate the data using a structural equation modeling technique which is commonly used in explanatory studies (Atta et al., 2021). We found evidence to support ideas predicting the association between SCA and subordinate job performance, as well as the mediating role of task-related ambiguity in the relationship. Furthermore, the findings show that information-seeking activity has a moderating effect on the link between task-related ambiguity and subordinate job performance. This is one of the first studies to look at major mediating and moderating mechanisms in the link between SCA and subordinate job performance.