• Journal of Digital Convergence
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• v.11 no.4
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• pp.165-175
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• 2013

This study identifies the empirical effects of CEO's transactional leadership & transformational leadership(LEADERSHIP) on organizational effectiveness(OE) in the consulting industry. Next, this study identifies that if there are any differences on understanding on LEADERSHIP and OE depending on consulting organizations with a propensity for individualism. The analysis of the data shows LEADERSHIP is positively related to OE. Finally it is shown in this study that the consulting organizations with a high individualistic propensity(IP) show perception differences on charismatic leadership, compared to those with a low IP.

• Asia pacific journal of information systems
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• v.29 no.1
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• pp.83-116
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• 2019

Given the critical role of information technology (IT) in achieving organizations' strategic goals, it becomes increasingly important for organizations to develop and retain a competent IT workforce. We investigate how organizations make IT personnel feel content with their job, motivate them to perform at their best, and consequently retain them. We develop a model in which IT leadership, conceptualized as "transformational" and "transactional" IT leader behaviors, influences IT personnel's perceptions of requisite soft skills and IT personnel's Quality-of-Work-Life (QWL), and how IT personnel's QWL in turn affects IT personnel's intention to stay. Using survey data from 205 IT professionals, we found that IT leadership behaviors, particularly transformational leadership behaviors, positively influence IT personnel's intention to stay. We also found that this relationship is fully mediated by IT personnel's QWL. In addition, we found that transformational leadership behaviors positively influence IT personnel's perceptions of requisite soft skills. We discuss the implications of our findings for theory and practice.

• The Journal of the Korea Contents Association
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• v.10 no.9
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• pp.327-337
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• 2010

The purpose of this study was to investigate the effects of the in-home visitation care facility directors' transformational and transactional leadership on organizational effectiveness and the moderating role of organizational trust between leadership types and organizational effectiveness. In this study, job satisfaction and turnover intention were used as organizational effectiveness variables. For this study, structured questionnaires were used and data were collected from 290 caregivers from 50 in-home visitation care facilities in Seoul. Collected data were analyzed using hierarchical regression technique. Results showed that directors' transformational leadership had a positive effect on caregivers' job satisfaction and a negative effect on their turnover intention, whereas directors' transactional leadership had no effect on caregivers' job satisfaction, and turnover intention and that caregivers' organizational trust moderated between directors' transformational leadership and caregivers' job satisfaction.

• The Journal of the Korea Contents Association
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• v.16 no.9
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• pp.105-116
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• 2016

The purpose of this study is to increase the long term care service quality. This study examines how leadership style and organizational commitment can effect service quality. The basic data has been made by 318 long-term care workers. Major findings are reported: transformational leadership effects affective commitment, normative commitment, continuance commitment and service quality. And transactional leadership effects continuance commitment, too. Espicially, the mediating effects of normative commitment in the relationship between transformational leadership and service quality were verified. These results have implications for the applications of transformational and transactional leadership and on human resource management and suggest on the support policy.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.27 no.1
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• pp.15-23
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• 2004

As the family's revenue and the preference for the quality of life increase, outdoor food and meal industry is rapidly growing up in Korea. Thus employee's service quality is much more necessary in this industry This paper reviews the relationship between the leadership and the service quality. Samples collected from restaurant employee were 571 cases and were analyzed to test the relationship between the leadership factors and the service quality factors. Statistical results showed that the leadership influences to the tangibility and the empathy among service quality factors more than to other factors. And the transformational leadership style is more effective than transactional leadership style.

• Korea Journal of Hospital Management
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• v.14 no.3
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• pp.1-22
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• 2009

Purpose : The purpose of this study was to examine the effects of nursing organizational culture and head nurse's leadership on the job satisfaction. Methods : For the purpose, a structured questionnaire was conducted. The subjects were 232 nurses who were working in the 2 general hospitals. The data were collected from Sep. 1 to Sep. 20 of 2006. Data were analyzed using descriptive statistics, one-way ANOVA, t-test, Pearson Correlation Coefficient, and multiple regression. Results : The dominant organizational culture of nursing organization was rank-oriented culture. The mean score of head nurse's transformational leadership and transactional leadership was 3.20 and 2.79 respectively. The best group of job satisfaction was affiliative-oriented culture group(3.31). The score of job satisfaction of transformational leadership's group was higher than that of transactional leadership's group. Job satisfaction was positively correlated with affiliative-oriented culture, innovative-oriented culture, task-oriented culture, and transformational leadership. Concerning of the job satisfaction, affiliative-oriented culture, rotation time and age explained 25.7%. Conclusion : The organizational culture and head nurse's leadership was correlated with job satisfaction. Especially affiliative-oriented culture and task-oriented culture influenced the job satisfaction. Based on the results, further development should be continued to develop the effective head nurse's leadership and organizational culture to improve the job satisfaction of nurses.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.1
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• pp.13-17
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• 2013

Leadership is one of the most widely explored subjects in the field of management. A variety of papers on leadership, however, still have insufficient aspects to reveal the theoretical logic about the CEO leadership itself. Such research, especially focused on organizational performance, tend to concentrate on the CEO's behavior rather than leadership because CEO's behavioral trait as an explanatory variable is useful to connect with firms' performance. Our purpose is to show how the characteristic of CEO leadership can be built at the organizational level. For a detail, the larger the firms' size, the greater the degree of CEO's charismatic leadership. The larger the degree of a firm's diversification, the greater the degree of the CEO's transformational leadership. And the less the degree of a firm's diversification, the greater the degree of the CEO's transactional leadership. This theoretical paper on CEO leadership suggests that the characteristics of CEO should be adaptable to the changing institutions and organizational environments.

• Fire Science and Engineering
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• v.28 no.4
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• pp.73-80
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• 2014

This study aims to determine dominant leadership styles of the U.S. volunteer fire department and analyzes relationship between leadership styles of a fire chiefs and organizational outcome. This study reviewed 205 volunteer fire fighters in Oklahoma State which is located in middle and southern part of the U.S. As research results, it turned out that the most common leadership type of volunteer fire chiefs is transformational leadership. The second most common leadership type is transactional leadership. Laissez-faire leadership was the least common leadership type. This study analyzed that transformational leadership and transactional leadership have positive relationship with organizational outcome. In contrast, laissez-faire leadership has negative relationship with organizational outcome. Also, it turned out that the volunteer fire fighters evaluate that transformational and transactional leadership decrease as working years of current volunteer fire chiefs increase.

• Journal of the Korea Society of Computer and Information
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• v.28 no.7
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• pp.121-129
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• 2023

This study analyzed 247 data surveyed on 119 ambulance workers 268 in a G-Do. The variance of the multiple regression model on the effect of independent variables on life satisfaction factors was statistically significant. And transformational leadership is an independent variable that significantly affects life satisfaction factors. However, there is a slight difference in the perception of transactional satisfaction factors (p=.051) was not statistically significant, so the second research question raised in this study was rejected. Based on the results of this study, transformational leadership should be centered on improving 119 paramedics' life satisfaction in the relationship between the direct effects of leadership variables related to 119 paramedics' life satisfaction. By doing so, 119 paramedics' life satisfaction will increase and the ultimate improvement in the quality of first aid at the emergency site will be achieved by providing a foothold to demonstrate the potential capabilities of 119 paramedics. In addition, 119 paramedics need to recognize and promote the importance of life satisfaction recognized in their daily lives and workplaces, creating an environment that can demonstrate transformative leadership by carefully caring for 119 center heads, team leaders, and field seniors.

• 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.