• Journal of Korean Library and Information Science Society
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• v.33 no.4
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• pp.125-147
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• 2002

The purpose of this study was to find out how the leadership of superiors at the university library - transformational and transactional leadership - could affect the job satisfaction of subordinates. For this purpose, verification was performed with the subject of 155 librarians working at 11 university libraries in Busan. The following are the results of this study. 1) There was positive correlation between the leadership type of superiors and the job satisfaction of subordinates. Transformational leadership turned out to have higher correlation with job satisfaction than transactional leadership. 2) Intellectual stimulation·inspiration affects promotion practices and supervision style. 3) When analyzing the controlling effect of individual characteristics, only gender and marital status are used as a controlling variables between transformational leadership and job satisfaction.

• International Journal of Railway
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• v.4 no.3
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• pp.57-63
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• 2011

The main purpose of this study is to highlight the effects of the Bolman and Deal's multi-frame leadership on the several dependent variables such as job satisfaction, respect from subordinates, effective goal attainment, promotion speed, and recognition as more a leader than a manager. To attain this purpose, 488 questionnaires verified to be free from flaws were processed through SPSS 14 Windows. The major finding was that versatile and adroit use of multiple frames can contribute to the effectiveness and success of the leader. That is, the multi-frame leadership had strong relationships with dependent variables such as trust and respects from subordinates, effective attainment of unit's goal, job satisfaction, recognition as more a real leader than as a manager, and promotion speed of boss. When we consider the ever-increasing environmental complexity surrounding every organization and the growing levels of needs of employees, the use of multi-frame leadership is not an 'ought' but a 'must' for all the people who aspire to become effective and successful leaders.

• Journal of Practical Engineering Education
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• v.12 no.1
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• pp.101-108
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• 2020

KOREATECH has operated a Co-op program called 'Industry Professional Practice (IPP)' that allows students to work full-time in relevant industries for at least four months since 2012, and also developed a systematic performance evaluation model on the basis of Kirkpatrick's four-stage assessment model. This study aims to share KOREATECH's Levels 3 and 4 evaluation results which are clearly what practitioners and academic investigators of cooperative education want to know the most. For this purpose, a questionnaire survey was conducted for KOREATECH graduates and their superiors to examine influence of IPP experiences on employment and job performance. A total of 730 alumni who graduated within last 5 years participated in the survey, with 213 (29.2%) having IPP experiences, and 162 superiors rated their subordinates on seven performance criteria. The analysis results were mixed. On the one hand, employment rate of IPP participants was 89.7%, compared to 86.8% of alumni without field experiences. Participants of the IPP program were more satisfied with their salary and felt less unfair about their career and promotion opportunities than alumni without field experiences. On the other, superiors rated their subordinates without IPP experiences slightly more positively than IPP participants in terms of job performance. These contrasting results are judged to show strengths and weaknesses of the IPP program at the same time. The limitations of the study and future research directions are discussed at the last part.

• Journal of Engineering Education Research
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• v.17 no.1
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• pp.3-11
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• 2014

The purpose of this study was to verity the effect of project method on the task performance ability in development of a solar-tracking-control-system of specialized high school. In order to carry out this study, 2 classes of technical high school in Jeonbuk are chosen as experimental and control groups. The experimental group was taught by project method and the control group was taught by traditional instruction. Project method was designed by 4 stages-selection of goal, planning, implementation and evaluation. According to these stages, experimental group's students carried out the project that developing solar tracking control system in solar generation. The results of this study are as follows; the project method was more effective than the traditional instruction in planning ability for task performance and implementation ability, subordinates of task performance ability. However, information gathering ability and evaluation ability on task performance, others in subordinates, it is not clear that the project method is more effective.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.2
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• pp.11-19
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• 2021

Purpose - The increase in organizational citizenship behavior is important in that it creates a cooperative atmosphere within the organization. Proving how OCB toward coworkers changes in negative leadership situations such as abusive supervision is a new research stream. Therefore, this study examines the main effects of the supervisor's abusive supervision on OCB of subordinates for coworkers, and then attempts to clarify that the perceived LMX differentiation of team members play a moderating role. Research design, data, and methodology - First, we examine the effects of the supervisor's abusive supervision on OCB of subordinates in the team toward colleagues. Second, the degree of perceived LMX differentiation is measured to verify the moderating effect of abusive supervision on OCB toward coworkers. Result - Hypothesis 1 is that abusive supervision has a negative effect on coworkers' OCB. Hypotheses 2-1, 2-2, and 2-3 test the moderating effect of perceived LMX differentiation, and the relationship between abusive supervision and coworkers' OCB will change according to the perceived degree of LMX differentiation. Conclusion - It is significant in that the scope of abusive supervision research has been expanded through the team level moderator of perceived LMX differentiation, away from the research on abusive supervision that was mainly discussed at the level of dyadic relationship (between the supervisor and the one subordinate).

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.230-239
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• 2020

The purpose of this study was to examine how a leader's organizational citizenship behavior (OCB) affects subordinates' interpersonal citizenship behavior (ICB) and job stress levels. A leader's OCB involves taking-charge behavior, loyal boosterism, and the industry. We hypothesized that leader-member exchange (LMX) would mediate the relationship between leader's OCB and subordinates' ICB and job stress level. We tested the model using a sample of 293 employees from different organizations from September 2019 until November 2019. We conducted confirmatory factor analyses of the variables and analyzed the data by using structural equation modeling. We also conducted a CFA to assess the fit of a three-factor model for the leader's OCB items. Empirical findings show that LMX fully mediated the effect of leader's OCB on employees' ICB and job stress level. Leader's OCB had a positive effect on LMX. Moreover, LMX had a positive effect on employees' ICB but had a negative effect on job stress. We found support for our hypotheses that leader's OCB is positively related to ICB but negatively related to job stress, and this relationship is mediated by LMX. We discuss limitations, implications for practice, and future research.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.87-97
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• 1999

Rapidly changing healthcare environment and professional nursing practice need a strategy for the organizational development and goal attainment. An understanding of organizational culture could help managers enhance or expend their management strategy, thus increasing the probability of their success in the organization. On the other hand. organizational culture is an abstract concept and can show several views between sciences applying it. Therefore. organizational culture can be described to different ways with roots in each other discipline. Thus. it is necessary to define the concept of organizational culture in nursing perspective. This article reports a study conducted to analyze the concept of Nursing Service Organizational Culture. This study is performed by the guideline of Walker and Avant for concept analysis : selecting a concept. detering aim of analysis, identifying all use of concept. defining attributes. constructing model. contrary, borderline. related cases. identifying antecedents and consequences. According to the results of this study. the following definition attributes of Nursing Service Organizational Culture was suggested. We could define that nursing service organizational culture is the pattern of basic assumption and common belief that shared by the subordinates of nursing service. So, it provides a shared identity for all employees. Attributes of Nursing Service Organizational Culture were defined as (1) it is performed by the result of the interaction through formal. informal communication among nursing service organizational subordinations. (2) it has been performed unconsciously and reacts without ever thinking about the behavior. (3) it makes a unique pattern of behaviors to each nursing organization. which is different from other groups. (4) it has a broad and subtle forces to its subordinates. (5) it provides subordinates with the way of thought and behavior. (6) it influences on the output. stability. and de velopment of nursing service.

• Journal of The Korean Association For Science Education
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• v.32 no.10
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• pp.1567-1579
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• 2012

This study carried a survey to investigate teacher's cognition on preference and actuality about science laboratory and class environment targeting 262 science teachers. The results of this study are as follow: First, the actuality cognition of science teachers on science laboratory and class environment was lower than preference (p<.05). Second, there were no differences between preference and actuality regardless of gender (p<.05). However, the cognition on all of subordinates of preference appeared higher in females than males (p<.05). Third, at all levels of schools, preference is higher than actuality for science laboratory and teaching environment (p<.05). In case of preference, all of the subordinates indicated the difference between elementary and high school teachers (p<.05). On the other hand, in actuality there was a difference between elementary and middle school teachers in 'science laboratory facilities condition' domain only (p<.05). Fourth, the preference was higher than actuality in all school locations (p<.05). And in case of preference, there was no difference in all subordinates regardless of school sites. Whereas the cognition of small-medium city teachers was lower than metropolitan in actuality on the three domains of 'science laboratory facilities condition,' 'teaching condition and service support,' and 'staff policy and practice' (p<.05). As a result, this study informs that upgrading is necessary to achieve inquiry activity in science class in overall teaching environment including science classroom and laboratory.

• Korea Journal of Hospital Management
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• v.19 no.1
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• pp.1-20
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• 2014

In this study, we investigated the relationship between friendship level within a hospital organization and job satisfaction, organizational commitment and job stress. Focusing on the hierarchy and occupation of a hospital, different from previous introductory studies. As a study tool, structured questionnaire were devised and used. The subjects were nurses, administrators and medical technicians who worked at 17 tertiary hospitals in Seoul and Kyongin area. To analyze the data, we conducted frequency analysis, t-test, one-way ANOVA, two-way ANOVA and multiple regression analysis.The main results of our study can be summarized as followings:Firstly, seen from the viewpoint of social demographic characteristics, on the whole friendship level with fellows is the highest, and then that with subordinates and that with bosses the lowest. Secondly, the friendship level with bosses, subordinates and fellows had a significant relationship with job satisfaction, organizational commitment and job stress, though there were some differences among them. In case of junior managers, the friendship level with fellows had a significant relationship with job satisfaction and organizational commitment; in case of middle managers, the friendship level with fellows had significant relationship with job satisfaction. We found that the friendship level with the bosses had a deeper relationship with job satisfaction, organizational commitment and job stress as we went down the hierarchy. Thirdly, analyzing the differences between occupation, administrators and medical technicians had relatively higher significant relationship with the friendship level with bosses than nurses in job satisfaction, organizational commitment and job stress. High friendship level with the bosses influenced job satisfaction significantly for the nurse; yet, in case of administrators and medical technicians, the friendship level with bosses influenced all of job satisfaction, organizational commitment and job stress. Based on our study, we recommend facilitating friendly relationship between the bosses and the subordinates in order to enhance job satisfaction, organizational commitment and job related stress reduction.

• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.489-505
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• 2019

This study is about the impersonal behavior of the supervisor, which is the root cause of 'Workplace Harassment [bullying]', which becomes familiar to Korean workers. For the purpose of the study, characteristics of supervisors are classified into three situations such as personal situation (authoritarian propensity), organizational situation (job insecurity), and personal and organizational situation (self-defensive ambivalence). Then the effects of those propensities on the organizational commitment of their subordinating workers through abusive supervision were analyzed. To this end, separate surveys for team leader and team members were composed. The subjects were male and female workers in large enterprise in Korea. The major results of the study are as follows. First, the three predisposing factors related to the abusive supervision (authoritarianism, job insecurity, and self-defensive ambivalence) made positive (+) effects on the abusive supervision of the supervisor. Second, in the hypothesis 2 regarding the effects of the abusive supervision of the supervisor on the organizational commitment of the subordinates, it was found that the abusive supervision of the supervisor made negative (-) effects on the organizational commitment of the subordinates. Third, in the verification of the hypothesis 3 regarding the mediating effect of the abusive supervision, the three predisposing factors partially mediated the abusive supervision and made negative (-) effects on the organizational commitment of the subordinates.