• Journal of Korean Library and Information Science Society
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• v.36 no.3
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• pp.5-20
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• 2005

This Study is to analyze the effect that the subordinate factors which compose transformational leadership and transaction leadership, cause stress syndrome. The results of this study are as fellows 1) There were no relationships between the stress syndrome and the term of service : however, the level of stress among librarians tended towards fairly high level 2) The charisma and the Individualized consideration of transformational leadership showed negative(-) effects on stress syndrome. 3) The management-by-exception of transaction leadership showed positive(+) relationship with stress syndrome, and the contingent reward, negative(-)relationship. 4) The effect causing stress was greater In transformational leadership than in transaction leadership. Therefore, it was confirmed that the charisma and the individualized consideration of transformational leadership were variables decreasing stress, and the management-by-exception of transaction leadership was a variable increasing stress.

• Journal of the Korean Society of Marine Environment & Safety
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• v.19 no.1
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• pp.23-30
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• 2013

The fleet crew of Korea Coast Guard(KCG) have a wide range of roles to perform. It is already recognized that they carry dutie in inferior working conditions. Therefore, a research on leadership that concerns organizational effectiveness seemed necessary for them. This study examines whether transformational leadership style is appropriate in job satisfaction for the fleet crew of KCG. This study also proves the effect of a leadership style on job satisfaction by suggesting a hypothesis from preceding studies. In this study transformational leadership is fixed as independent variables and job satisfaction as dependent variables and six factors as demographic characteristics. It is found that Intellectual stimulation is the most influential factor, but individualized consideration is an uninfluential factor concerning job satisfaction.

• Journal of Information Management
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• v.38 no.2
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• pp.85-104
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• 2007

This study is to analyze impacts that the transformational and transactional leadership of middle managers at university libraries affects the empowerment of university librarians and to suggest future directions of leadership development aimed at improving the empowerment of university librarians. The results of this study are summarized as follows: The transformational and transactional leadership showed a positive effect on empowerment in university librarians. The most influential factors of transformational leadership on the empowerment factors showed 'individualized consideration’ on the three empowerment factors except 'impact’ and 'individualized consideration’ and 'intellectual stimulation’ on the 'impact’ of empowerment. And the most influential factors of transactional leadership on the empowerment factors showed 'contingent reward’. The transformational leadership showed a greater relative impact on empowerment when compared with the transactional leadership.

• Culinary science and hospitality research
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• v.16 no.4
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• pp.94-110
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• 2010

The purpose of this study is to how certain types of leadership of food and beverage employees in the super deluxe hotels in Seoul significantly affect self-efficacy, organizational efficacy and organizational effectiveness. The model was tested using SPSS 12.0 and AMOS 5.0 on a sample of 222 respondents with 74% of a usable response nate. The result of ANCOVA indicates idealized influence, individualized consideration and intellectual stimulation, which are the characteristics of transformational leaders, significantly and positively influence the organizational-efficacy, job satisfaction and organizational commitment Individualized consideration and intellectual stimulation significantly influence self-efficacy. Self-efficacy significantly influence. Organizational efficacy, and it also indirectly influence organizational commitment through job satisfaction. Organizational efficacy bas a significant relationship with organizational commitment through job satisfaction while it doesn't have a direct effect on organizational commitment.

• Journal of International Academy of Physical Therapy Research
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• v.11 no.3
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• pp.2147-2154
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• 2020

Background: Improperly conducted exercise may lead to worsening of musculoskeletal complications. Such may worsen due to increased repetition and intensity during exercise. In addition, different responses may show different needs for training program. Objectives: To compare kinematics of symmetric concentric and eccentric motions during increased repetitions and intensities for men and women. Design: Quasi-randomized trial. Methods: A total of ten men and eleven women participated in this study. Concentric and eccentric motions of the lateral raises were observed for initial positions of abduction and adduction. Low and high exercise intensities were applied, and 15 repetitions were conducted for both intensities. Initial, 3 inbetween repetitions, and last repetition were recorded for comparisons. Results: The concentric or abduction motions showed no significant differences for all comparisons. However, eccentric or adduction motions showed greater significant differences as the exercise intensity increased for both men and women. Such significant differences were most prevalent during the first and last repetitions with greatest differences during the initial repetitions. Conclusion: Kinematic difference between men and women during increased repetitions and intensity indicate the need for more individualized exercise intervention and consideration between men and women. Individualized interventions may prevent exercise-induced postural abnormality and corresponding musculoskeletal dysfunction.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.41-51
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• 2001

Today's health care environment is rapidly changing and nurse administrators' leadership styles need to identify in nursing organization to achieve organizational objectives. By Bass(1985), transformational leadership stimulates the subordinates to be creative and achieve organizational objectives and is related to job satisfaction, job involvement, productivity, and organizational commitment. Transformational leadership process consists of charisma, intellectual stimulation, individual consideration. The purpose of this study is to identify the effect of transformational leadership and personal characteristics on nurses' organizational commitment. The subjects for this study consisted of 594 nurse from 8 University Hospitals and General Hospitals. The data were collected by personal characteristics scale, transformational leadership scale, and organizational commitment scale. 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' personal characteristic(internal locus of control) moderated the effect of transformational leadership on organizational commitment.

• Journal of Korean Public Health Nursing
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• v.15 no.2
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• pp.249-261
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• 2001

Today's health care environment is rapidly changing and nurse administrators' leadership styles need to identify in nursing organization to achieve organizational objectives. By Bass(1985), transformational leadership stimulates the subordinates to be creative and achieve organizational objectives and is related to job satisfaction, job involvement, productivity, and organizational commitment. Transformational leadership process consists of charisma, intellectual stimulation, individual consideration. The purpose of this study was to identify the effect of transformational leadership and personal characteries on nurses' job involvement. The subjects for this study consisted of 594 nurses from 8 University Hospitals and General Hospitals. The data were collected by personal characteristics scale, transformational leadership scale, and job involvement scale. 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' job involvement ; but another two dimensions (intellectual stimulation and individualized consideration) did not showed significant effect on job involvement (2) nurses' personal characteristic (internal locus of control) moderated the effect of transformational leadership on job involvement.

• 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.

• 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.

• Pediatric Gastroenterology, Hepatology & Nutrition
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• v.20 no.1
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• pp.14-21
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• 2017

Pediatric onset Crohn's disease (CD) tends to have complicated behavior (stricture or penetration) than elderly onset CD at diagnosis. Considering the longer duration of the disease in pediatric patients, the accumulative chance of surgical treatment is higher than in adult onset CD patients. Possible operative indications include perianal CD, intestinal stricture or obstruction, abdominal abscess or fistula, intestinal hemorrhage, neoplastic changes and medically untreatable inflammation. Growth retardation is an operative indication only for pediatric patients. Surgery can affect a patient's clinical course, especially for pediatric CD patient who are growing physically and mentally, so the decision should be made by careful consideration of several factors. The complex and diverse clinical conditions hinder development of a systemized treatment algorithm. Therefore, timing of surgery in pediatric CD patients should be determined with individualized approach by an experienced and well organized multidisciplinary inflammatory bowel disease team. Best long-term outcomes will require proactive post-operative monitoring and therapeutic modifications according to the conditions.