• 한국심리학회지 : 문화 및 사회문제
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• 제22권1호
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• pp.87-118
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• 2016

본 연구는 상사의 비인격적 감독이 상사에 대한 부하의 정서노동에 미치는 영향을 확인하고 이러한 정서노동이 동료들을 향한 대인 일탈행동 및 가정 영역에서의 일-가정 갈등에 어떤 영향을 미치는지 그 과정을 살펴보고자 하는 목적으로 이루어졌다. 또한 비인격적 감독과 부하의 정서노동 간의 관계에서 위계적 조직풍토의 조절효과, 정서노동과 일-가정 갈등, 대인 일탈행동 간의 관계에서 각각 가정지원인식, 조직 내 사회적 네트워크의 조절효과를 검증하고자 했다. 다양한 직종의 현직자들을 대상으로 설문조사를 실시하였으며, 총 291명의 자료가 분석에 사용되었다. 분석 결과, 비인격적 감독을 높게 지각할수록 상사를 향한 부하의 정서노동이 증가함을 확인할 수 있었다. 또한, 비인격적 감독은 상사에 대한 부하의 정서노동이라는 매개과정을 통해 조직 구성원의 일-가정 갈등을 높이고 대인 일탈행동을 증가시킨다는 것이 밝혀졌다. 더불어, 위계적 조직풍토를 높게 지각할 경우 비인격적 감독과 부하의 정서노동 간의 관계가 더 강하게 나타남을 알 수 있었다. 이러한 연구 결과를 토대로 연구의 의의 및 시사점, 그리고 연구가 갖는 한계점과 향후 연구를 위한 제언 등을 통합적으로 논의하였다.

• The Korean Journal of Ecology
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• 제21권6호
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• pp.739-750
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• 1998

Forest-edge communities dominated by heliophytic scrambling species were first studied using the Zurich-Montpellier school's method in South Korea. Mallotetum japonicae, Clerodendretum trichotomae, Akebietum quinatae, Lonicero-Puerarietum lobatae, Spiraetum salicifoliae, dioscoreo-Actinidietum argutae, Sorbarietum stellipilae, Tripterygietum regelii were distinguished and described. Most syntaxa are suggested as now. The order Dioscoreo-Puerarietalia lobatae of the Rosetea multiflorae is representative of the Korean mantle vegetation, which subordinates the Lonicero-Puerarion lobatae and the Dioscoreo-Actinidion argutae. synecological characteristics of all syntaxa were briefly noted.

• 한국콘텐츠학회논문지
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• 제16권6호
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• pp.761-773
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• 2016

본 연구의 목적은 리더의 윤리적 리더십과 부하들의 조직동일시와 직무 스트레스 간의 관계를 규명하는 것이다. 특히, 본 연구는 부하들의 조화로운 열정의 매개역할에 중점을 두고 검증하는 것이다. 이를 위해 국내 기업에 종사하는 369명의 종업원들을 대상으로 설문을 실시하고, 구조방정식모형을 사용하여 본 연구의 가설을 검증하였다. 분석결과, 상사의 윤리적 리더십은 부하들의 조화로운 열정과 조직동일시에 정(+)적인 관계가 있었지만, 부하들의 직무 스트레스와는 상관관계가 없었다. 그리고 부하들의 조화로운 열정을 매개로 하여 상사의 윤리적 리더십이 부하들의 조직동일시에 정(+)적인 영향을 미치고 부하들의 직무 스트레스에 부(-)적인 영향을 미쳤다. 구체적으로 본 연구결과에서 조화로운 열정은 윤리적 리더십과 조직동일시 간의 관계에서 부분매개역할을 하고, 윤리적 리더십과 직무 스트레스 간의 관계에서 완전매개역할을 하고 있었다. 그리고 본 연구결과의 시사점과 한계점 및 향후연구 방향을 제시하였다.

• 간호행정학회지
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• 제3권1호
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• pp.5-15
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• 1997

Today's 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. The sample consisted of sixteen mid-level nurse administrators, fifty head nurses of 5 General Hospital. Data for this study was collected from Sep. 20 to 29 by Bass' MLQ Questionnaire. The data was analyzed by frequency, percentage, one-way ANOVA. 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 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. The transactional scores of nurse administrators were lower than transformational ones, which is a desirable findings. The result of this study, the mid-level nurses administrators were perceived as the highest transformational leader by their subordinates. The nurse executives received the lower transformational leadership scores than mid-leval administrators. These results were opposit to the previous studies. Leader can aspire to these qualities of transformational leadership, building on the more traditional transactional dimensions. We can think that transformational leadership suggests a direction for developing a creative and rewarding approach to the leadership of professionalnursing practice environments. More research on transformational qualities in nursing service and controlled designs would be desirable for nursing service administration.

• 아태비즈니스연구
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• 제12권1호
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• pp.1-24
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• 2021

Purpose - The purpose of this study is to explore the impacts of Korean executives' trust on a firm's corporate social responsibility (CSR) activities and corporate financial performance (CFP), which depends on their individual social responsibility (ISR). Design/methodology/approach - A survey was conducted, and 273 Korean executives were recruited. I used SPSS version 25.0, AMOS version 26.0, SmartPLS version 3.2., and PROCESS Macro 3.4. to analyze the moderated mediation model. And, the Structural Equation Modelling (SEM) was employed to confirm the proposed relationships in the model. Findings - The results show that Korean executives' trust is positively related to CSR. I also found that Korean executives' trust is positively related to CFP. Moreover, I found that there is a mediating effect of a firm's CSR activities on the trust-CFP relationship. However, I didn't find conditional indirect and direct effects on the relationships among the proposed constructs. The findings overall suggest that Korean executives' trust is such an important mechanism that will affect firm-level CSR and CFP. Research implications or Originality - Although prior studies reveal that executives' trust in their subordinates positively influences cooperation, creativity, and innovation among subordinates in a team, it is still unclear whether executives' trust in their employees or strangers impacts firm-level CSR and CFP. Moreover, not many studies examined the mediating effect of CSR on executives' trust and CFP especially in the Korean context. Therefore, this study intends to fill the knowledge gap by focusing on South Korea. This study also contributes to extant CSR and trust literature, and practically contributes to executives, policy makers, and practitioners in South Korea.

• 한국조리학회지
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• 제23권1호
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• pp.10-18
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• 2017

This study examined the positive impact of workplace harassment on the employees' counterproductive work behavior at deluxe hotel in Seoul and Tokyo. The study verified a differentiated influence based on the nationality of the employees. The hypothesized relationships in the model were tested simultaneously by using structural equation modelling. First, isolation/exclusion (${\beta}=.403$), disrespectful behavior (${\beta}=.312$), physical aggression (${\beta}=.245$), and verbal aggression (${\beta}=.133$) had a positive impact on counterproductive work behavior. However, threats/bribes (${\beta}=.091$) did not show a significant impact. Second, no significant moderating effect based on employees' nationality (Korean versus Japanese) was observed in the relationship between the five workplace harassment factors and CWB. This study will investigate workplace harassment perceived by deluxe hotel employees in Korea and Japan, and the obtained data can also be used to help identify realistic plans to reduce workplace harassment between bosses and subordinates at an organizational level.

• Asian Journal of Business Environment
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• 제4권4호
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• pp.19-26
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• 2014

Purpose - The study is primarily aimed at framing "Position Descriptions" for some key positions in the executive cadre of the testing department of CESC Limited. Research design, data, and methodology - The questionnaire, interview, and observation methods have been used for the purpose of data collection. The position descriptions are validated by superiors belonging to the respective departments. Results - It has been found that there is overlapping of job duties and job responsibilities in the department. This overlapping is quite alarming for the organization and may even become a hurdle in the path of its progress. It can be seen as a classic case of de-layering. Conclusions - The study concludes that good communication along with interpersonal and negotiation skills are absolutely essential to facilitate the performance of the day-to-day duties of a job, including handling the union, solving IR related issues, development of the subordinates, job setting, distribution and allocation, etc. Position descriptions will help in the alignment of the employee direction, and can be a useful tool to aid the communication between management and employees.

• 한국철도학회논문집
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• 제10권6호
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• pp.792-799
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• 2007

본 논문은 인식틀 개념에 입각하여 상사의 리더십 인식틀 유형에 대한 부하의 지각이 직무만족, 상사에 대한 신뢰와 존경, 상사의 승진속도 등 일련의 종속변수에 어떤 영향을 주는지 확인해보려는데 목적이 있다. 이를 위해 선행연구를 토대로 관련 가설을 설정하고 철도조직의 구성원을 대상으로 한 설문을 토대로 가설검증을 실시하였다.

• 인터넷정보학회논문지
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• 제19권4호
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• pp.95-105
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• 2018

As the IT industry has developed, the frequency of mobile communication usage has increased sharply. Mobile communication has many advantages such as improving work performance, communication beyond time and local constraints, and rapid and vast amounts of information exchange. However, mobile communication also allows supervisors to give their subordinates work at any time. Thus, mobile communication may also have a negative impact on workers' stress levels during non-work time. This study examined required time, urgent business, personal engagement, and trivial matters as sub-dimensions of mobile communication messages that workers could receive during non-work time. Further, the nature of the relationship between team leaders and members explains how these messages may increase the stress levels of workers. Supervisors should prohibit the use of such mobile communication, and efforts should be made at the enterprise level. Through this research, we aim to explain the dual nature of mobile communication, and understand how to optimize the usage of this innovative technology

• 한국경영과학회지
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• 제25권1호
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• pp.105-124
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• 2000

The purpose of this paper is to investigate the relationships among transformatonal leadership, gropefficacy, and group performance. A total of 321 empolyees of a fire and marine insurance frim in Seoul anonymously completed the Multifactor Leadership Questionnaire-Form V, which consists of three factors(charisma, individualized consideration and intellectual stimulation) for transformational leadership, and two factors(contingent reward and management by exception) for transactional leadership. The sample, which largely consists of sales supervisors and salesmen, includes 41 sales office branches. The findings of the study are as follows. Transformational leadership is closely associated with group-efficacy and group performance. That is, there are significant correlations between transformational factors and group-efficacy, between the factors and group performance, and between group-efficacy and group performance. A stepwise multiple regressio analysis revealed that transformational leadership augmented the subordinates's extra efforts. It was also found that group-efficacy was mediating the relationship between transformational leadership and group performance. The managerial implications of these findings and future directions of research are also discussed.