• Journal of Daesoon Thought and the Religions of East Asia
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• v.1 no.1
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• pp.61-79
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• 2021

In this study, Daesoon Jinrihoe is compared with five international new religious movements (The Church of Scientology, The Family International, The Hare Krishna Movement, The Family Federation, and the Osho Movement) concerning the development of charisma and institutionalization, as well as organizational changes and relationship to society. The material consists of previous research about Daesoon Jinrihoe and two interviews with representatives for the group. In many respects the development of Daesoon Jinrihoe has similarities to the international groups. Since its inception, it has changed from a group with charismatic authority to a rational-legal authority, through a development of organizational complexity, initiated by the three consecutive charismatic leaders. Today there is no charismatic leader, but a president who has an administrative function. Similar to several of the international groups, there have been charismatic challenges in Daesoon Jinrihoe on several occasions. Differences to the international groups are mainly related to macrosociological factors in the shape of the occupation of Japan. Daesoon Jinrihoe was against the occupation, but in spite of that worked to keep the tensions with society low, even though the organization at times was forbidden. In the international groups, the tensions to society were generally high, and had different reasons. In several of the international groups the final arrival of children influenced organizational changes: this was not the case with Daesoon Jinrihoe as there had always been children in the group. As in the Church of Scientology, the children are not much engaged in the religious life of Daesoon Jinrihoe, but can join as adults. Today, Daesoon Jinrihoe works as a denomination, with a positive relationship to society partly due to many welfare projects.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.157-163
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• 2022

This research emphasized that the importance of transformational leadership such as charisma, inspiration motivation, individual consideration, and intellectual stimulation. Moreover, it focused on verifying the effects of these four elements on green innovation through corporate environmental responsibility. In addition, the mediating role of CSR was clearly identified as a key variable that can lead to green innovation. To verify this, an empirical study was conducted on employees of companies in the Chinese service companies. Empirical studies have shown that all four elements of this trait are positively correlated with green innovation. CSR also has a positive impact on green innovation performance. CSR played a partial mediating role in the relationship between the four elements of transformational leadership and green innovation. Finally, based on this research, the useful meaning of human resource management is presented to Chinese entrepreneurs and employees, and the future research direction was discussed.

• Restorative Dentistry and Endodontics
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• v.46 no.4
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• pp.60.1-60.8
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• 2021

Objectives: The aim of this study was to verify the match between 5 shades of composites from different manufacturers with a shade guide and among the systems using a portable spectrophotometer. Materials and Methods: Shade measurements were performed on specimens of Z350 XT (3M ESPE), Charisma Diamond (Heraeus Kulzer GmbH), Esthet X-HD (Dentsply Caulk), and Empress Direct (Ivoclar-Vivadent) for shades A1, A2, A3, B1, and C3 using a Vita Easyshade spectrophotometer (Vita Zahnfabrik) against a white background. Corresponding shades of Vitapan Classical (Vita Zahnfabrik) guide were measured likewise and shade variation (ΔE) was calculated based on International Commission on Illumination L^*a^*b^* parameters. The ΔE of the composites in each shade was compared by one-way analysis of variance and Tukey's post hoc test (α = 0.05). Results: All composites presented ΔE > 3.7 compared with the shade guide. Variation in shades A3, B1, and C3 was significantly different for all composites. ΔE of Z350 XT was significantly lower for A1 than for the other shades, whereas ΔE of Z350 XT and Charisma Diamond were significantly lower for A2 than for the other shades. Conclusions: No composite shade matched with the shade guide. Equivalent shades of the restorative composite from different manufacturers may show clinically noticeable ΔE.

• Restorative Dentistry and Endodontics
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• v.32 no.4
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• pp.356-364
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• 2007

The purpose of this study was to assess the background color-interceptive ability ana opacity of opaque shade composites (Universal composite, Filtek Z350, Charisma, Clearfil ST, Palpaque Estelite, Esthet-X, and Metafil Flo). Twenty four background specimens (diameter 5.5 mm, thickness 3.0 mm) with Root dentin Mustard (Bisco, Schaumburg, IL, USA) were made. The CIE $L^*a^*b^*$ value of background specimens was measured by a spectrophotometer (Spectrolino, GretagMacbeth, Regensdorf, Switzerland). Three specimens in every group were filled on the background specimens. The surface color of samples was measured by a spectrophotometer in 3.0 mm and every thickness to 0.5 mm while grinding. The color difference in the background color along with 3.0 mm specimen gauged the masking effect in each thickness while grinding and polishing. The opacity was calculated in 1 mm thick specimens. The opacity was in the decreasing order of Clearfil ST, Metafil Flo, Filtek Z350, Palpaque Estelite, Universal composite, Charisma, and Esthet-X (p < 0.05). As the thickness get reduced, $L^*$ value showed decreasing, $a^*$ increasing tendency. The surface color difference between pair of the 3.0 mm thick specimen and after grinding in same opaque resin was above 3.3 except Clearfil ST and Metafil Flo. The color difference (${\Delta}E^*$) between pair of background specimen and opaque resin built-up specimen showed more than 10.0 regardless kinds and thickness. The variance in opacity characteristics and color of the opaque composites is dependent upon manufacturer. When using the opaque resin, the optical properties of each material must be considered as well as cavity.

• Journal of Korean Public Health Nursing
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• v.15 no.1
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• pp.13-26
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• 2001

Today's health care environment is rapidly changing and nurse administrators' transformational leadership needs to practice in nursing organization to achieve organizational objectives. Transformational leadership is related to the job satisfaction, productivity, and organizational commitment. This study investigated the effect of transformational leadership and carreer characterics on nurses' organizational commitment. The sample for this study consisted of 594 nurse from 8 large Korean hospitals. The factor analysis Cronbach's alpha analysis, Pearson correlation analysis, multiple regression analysis and hierarchical multiple regression analysis were used for the statistical method. The results of this study were found that (1) charisma dimension of transformational leadership has positive influence on nurses' organizational commitment; but another two dimensions (intellectual stimulation and individualized consideration) did not showed significant effect on organizational commitment (2) nurses' career characteristic(age, marital status, education level. work duration, status) moderated the effect of transformational leadership on organizational commitment.

• The Research Journal of the Costume Culture
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• v.12 no.5
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• pp.845-858
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• 2004

The purpose of this study is to identify the association of military looks with fascist aesthetics and to infer various aesthetic values of fascism expressed in military looks. The research method is documentary studies through the literature and academic papers, and examined masters' and doctors' theses, domestic and overseas books and fashion magazines, photographs and materials collected from the Internet. The facism expressed in military looks is as follows: First, nationalism, reflecting the current ideology of rebellion, appeals to the original national sentiment of the masses. Second, temptation implies that fascism tempts the mass using the nature of charisma rather than by force and, by doing so, accumulates mighty power without military force. Third, mythology is utilizing images and symbols of great appeal to people for absolute power beyond the concept of time. In order to express power for the effusion of emotional energy through the vision for realities and the magical power of images. Fourth, barbarism is always harbored in the conflict and confrontation of interests among ideas, economies, religions and classes on the other side of contemporary civilized society.

• Fashion & Textile Research Journal
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• v.10 no.6
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• pp.936-946
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• 2008

The purpose of this study is to analyze whether transactional leadership and transformational leadership have an effect on team empowerment and performance. To this end, a survey was conducted from August 1 to 30 in 2008, among team members of fashion companies. The data was collected with 586 subjects, the statistical analysis methods were frequency analysis, reliability analysis, factor analysis and multiple regression analysis. The results of this study were as follows; First, contingent reward of transactional leadership had an effect on team empowerment factors and team performance factors. Second, charisma, individualized consideration and intellectual stimulation of transformational leadership had an effect on team empowerment factors and team performance factors. Third, team potency, team autonomy and team meaning of team empowerment had an effect on team performance factors.

• Journal of the Korean Operations Research and Management Science Society
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• v.25 no.1
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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.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.3
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• pp.315-322
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• 2005

Purpose: The purpose of this study was to investigate the impacts of psychological empowerment and transformational leadership on organizational commitment among hospital nurses. Method: The sample consisted of 279 nurses from 3 university affiliated hospitals. Data were collected with self-administered questionnaires and analyzed using Pearson correlation and hierarchical regression. Result: Transformational leadership has greater influence on organizational commitment for nurses. Psychological empowerment and three transformational leadership(charisma, individualized consideration and inspiration) has direct effects on organizational commitment. Psychological empowerment did not interact the relationship between transformational leadership and organizational commitment. Conclusion: The results imply that nurse managers should exercise transformational leadership and empowering behaviors for nurses to be committed in organization.

• Journal of the Korea Safety Management & Science
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• v.7 no.3
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• pp.17-27
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• 2005

With Balling, Loughlin and Kelloway's(2002) research, occupational safety and health literatures begin to emphasize the influence of superior and organizational context. Based on this research trend, this paper tried to review the relationship between safety-specific transformational leadership and employee safety compliance, and the moderating effect of A-type personality on such relationship. Based on the responses from 643 manufacturing workers, the results of statistical analysis showed that perceived charisma and individual consideration have affirmative effects on the employee safety compliance. The extent individual consideration impacts on employee compliance is proved to be positively influenced by A-type personality.