• Journal of Information Technology Applications and Management
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• 제30권1호
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• pp.97-114
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• 2023

The purpose of this study is to derive practical implications by verifying the influence of MSME owners' leadership type and management performance on knowledge management. In addition, we tried to verify the mediating role of knowledge management between the leadership type and management performance of MSME owners. Leadership types were divided into transformational leadership and transactional leadership. Transformational leadership consisted of charisma and inspirational motivation, while transactional leadership consisted of situational rewards and management by exception. For data collection, we conducted a survey targeting workers in small businesses. After excluding insincere data that were inappropriate for analysis, we used the remaining 243 samples for empirical analysis. To test the hypothesis, we adopted regression analysis and three-step mediated regression analysis as analysis methods. As a result of the empirical analysis, all seven hypotheses derived were supported, and the main results are summarized as follows. First, we found that MSME owners' transformational leadership and transactional leadership had a positive effect on knowledge management and management performance. Second, we found that knowledge management of MSME owners had a positive effect on business performance. Third, both transformational leadership and transactional leadership of MSME owners were found to be partially mediated by knowledge management in relation to management performance. Based on these research results, we derived practical implications for MSME owners.

• 품질경영학회지
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• 제46권2호
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• pp.283-300
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• 2018

Purpose: Since the servant leadership of project managers is seemingly related to the project performance by influencing project team members' positive attitude and behavior, this study attempts to provide empirical evidence for a link between servant leadership and project performance. In addition, the present study investigates the mediating effects of customer satisfaction on the servant leadership-project performance relations. Methods: The data of servant leadership and project performance were collected from 185 project team members of a company providing IT service, and customer satisfaction data were collected from 100 project clients served by the company. Before testing the hypotheses, we calculated aggregation statistics(e.g., $r_{wg}$, ICC(1), and ICC(2)) to ensure appropriate aggregation of servant leadership scores. The statistics confirmed the use of 67 team level servant leadership scores with project performance and customer satisfaction. Results: The results show that servant leadership is significantly related to three project performance measures(perceptions of performance contribution and sales contribution, and actual project profits) in the current team-level sample. Results also indicate that the clients' perception of customer satisfaction shows a mediating effect in the process of servant leadership affecting sales contribution of project performance. Conclusion: The present study empirically confirms that servant leadership plays a major role in enhancing project performance on team level analysis. The results suggest that servant leadership increases customer satisfaction since the project managers serve and care for their team members which translate into effective customer service. Theoretical and practical implications are reviewed, and limitations of the study and suggestions for future research are addressed.

• The Journal of Asian Finance, Economics and Business
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• 제8권8호
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• pp.271-285
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• 2021

The aim of this research was to look into the relationship between leadership; transformational leadership, transactional leadership, and employee innovation, as well as the mediating impact of cultural diversity between leadership and employee innovation. Structured questionnaire was used to collect the data from 633 public and private universities' employees in the United Arab Emirates (UAE) with the help of the stratified sampling technique, and hypothesis verified through structural equations modelling (AMOS-21). Findings of the study shows that leadership has positive impact on employee innovation and cultural diversity partially mediates the relationship between leadership and innovative performance of UAE universities' employees. Practical implication of the study is to understand how universities can enhance their employees' innovation which is crucial for their competitiveness and survival. Moreover, the increasing prevalence of cultural diversity, as work arrangements in universities, raises the question of how to successfully manage employees. Although few studies have looked into how transformational and transactional leadership styles affect employees' innovation performance, this study expands on the topic by concentrating on sub-dimensions of leadership that foster innovation through idea generation and execution at the United Arab Emirates universities. This study offers valuable insights for educational leaders and throws light on the main characteristics of leadership which helps the employees to perform better in terms of innovation.

• 웰빙융합연구
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• 제7권4호
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• pp.75-89
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• 2024

The purpose of this study was to investigate the impact of coaching leadership on ESG management performance through employee innovation behavior in the context of SMEs. Amid the lack of ESG-related research on SMEs, this study is significant in that it empirically verified that coaching leadership can contribute to the improvement of ESG performance of SMEs by inducing innovative behavior of employees. For the study, a survey was conducted on 244 employees of domestic SMEs. As a result of the study, it was found that coaching leadership partially had a positive (+) effect on ESG performance. Specifically, direction suggestion and competency development had a positive effect on the environment, social responsibility, and governance structure of ESG performance, but the relationship with performance evaluation did not have a significant effect. In addition, the direction of coaching leadership and competency development had a positive effect on innovation behavior, but performance evaluation was not significant. Innovative behavior had a significant positive (+) effect on all aspects of ESG performance (environment, social responsibility, and governance), and showed a significant mediating effect in the relationship between coaching leadership and ESG performance. This suggests that innovative behavior plays an important role in mediating the relationship between the sub-factors of coaching leadership and ESG performance. The theoretical significance of this study is to support the innovation behavior of members through coaching leadership in the SME field and to identify a path to increase ESG performance as a result. In addition, most previous studies on the relationship between ESG and innovation behavior have shown that innovation behavior is promoted by the influence of ESG, but this study confirmed that innovation behavior of SME members is an important factor in improving ESG performance. These results provided practical and policy implications for promoting ESG performance by leading the use of coaching leadership and innovation behavior in the SME field.

• 유통과학연구
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• 제21권8호
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• pp.11-21
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• 2023

Purpose: This study examined the effect of situational, transformational, and transactional leadership on the firm survival of restaurants distribution in Thailand during the COVID-19 pandemic. Following the existing literature, situational, transformational, and transactional leadership are the origin of firm performance leading to firm survival. Therefore, situational, transformational, and transactional leadership were the critical factors in creating the firm implementation of restaurants distribution in Thailand. Research design, data, and methodology: The sample consisted of 400 restaurants in Thailand, and the statistical approach for data analysis was an ordinary least-squares regression. The study analyzed the response bias, validity, and reliability. Results: Significantly, these findings firmly revealed that situational, transformational, and transactional leadership primarily positively affected firm performance. However, the uncertain environmental conditions had a moderate impact, resulting in a negative correlation between the three leadership styles and the company's performance. Conclusions: Despite the COVID-19 situation in Thailand, the research findings show no significant positive correlation between the performance of restaurants distribution and their survival as a business due to the COVID-19 pandemic is rare for firms to endure and survive, including restaurants distribution in Thailand. In conclusion, we have presented practical and theoretical ideas and recommendations for future research.

• International journal of advanced smart convergence
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• 제9권1호
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• pp.121-131
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• 2020

We study empirically analyzes the relationship between the leadership styles and management strategies of executives perceived by members of small and medium venture companies through organizational performance through SPSS 24.0. The empirical results are as follows. First, the hypothesis that the strategic leadership of the one-level management team had a significant influence on the management strategy showed that strategic leadership (strategic direction, strategic control, maintaining effective organizational culture, ethical management, human resource development, competency development) The relationship between positive cost, strategy of differentiation, and strategy of concentration was positive. Second, the hypothesis 2 management strategy (cost advantage strategy, differentiation strategy, centralization strategy) was statistically significant for both organizational performance (financial performance and non-financial performance). Therefore, management strategy implemented by management acts as a factor to improve organizational performance. Therefore, the execution ability of management strategy should be strengthened. Third, hypothesis 3 (Strategic Direction, Strategic Control, Maintaining Effective Organizational Culture, Ethical Management, Human Resource Development, Competency Development) could be identified as an important role factor for financial and non-financial performance. The organizational performance of SMEs has been a key factor in the strategic leadership and management strategy implemented by management. Therefore, the establishment and implementation of various practical measures to upgrade this were continuously required.

• 동아시아경상학회지
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• 제9권3호
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• pp.57-69
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• 2021

Purpose - The purpose of this research is to test the impact of social connectedness and team psychological safety on the relationship between transformational leadership and employee performance (job performance and practiced creativity), and moderating role of usage frequency of SNS. Research design, data, and methodology - A total of 299 questionnaires, completed by Chinese employees, were analyzed using SPSS 22 and AMOS 22. For the assessment of goodness of fit of the models, TLI, CFI, RMSEA indices were used. Result -The empirical results are as follows. First, social connectedness had a mediating effect in the relationship between transformational leadership and job performance, practiced creativity. Second, team psychological safety had a mediating effect in the relationship between transformational leadership and social connectedness, job performance, practiced creativity. Finally, the moderating effect of frequency of employee SNS usage were not significant. Conclusion -This study analyzes the mediating role of employee social connectedness and team psychological safety on the relationship between transformational leadership and job performance, practiced creativity, which is helpful for the expansion of related theories and provides practical implications for effective human resource management.

• 지식경영연구
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• 제16권2호
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• pp.139-172
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• 2015

Employee's agility is becoming a primary factor of improving individual work performance. Employee's agility refers to responsiveness or behavior of employees in the context of work environment change. The purpose of this study is to examine the relationship between employee's agility and work performance in the perspective of agility's influence factors(absorptive capacity, IT resource use, readiness to change) and knowledge-oriented leadership, A survey was conducted for gathering data (a total of 262 employees from 35 industrial organizations) to test the relationships. The results of analysis show that employee's agility is a driving force leading to individual work performance, that employee's absorptive capacity, IT resource use, readiness to change, and knowledge-oriented leadership are the significant influential factors of employee's agility, and that knowledge-oriented leadership strengthens the link between employee's absorptive capacity and agility. For theoretical and practical contributions, the research presents the grounds for arguments that employee's agility is employee's dynamic capability for individual work performance under work environment change, and that organizations trying to improve employee's agility need to explore employee's behavioral attitudes under individual, leader, and organizational dimensions. Limitations arisen in the course of the research and suggestions for future research directions are also discussed.

• 기술혁신연구
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• 제22권2호
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• pp.247-285
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• 2014

급변하는 경영환경에 적응하기 위한 조직에서 변혁적 리더십과 창의적 분위기 개념이 중요함에도 실제로 조직구성원의 혁신성과와 관련된 실증적 연구가 부족하였다. 본 연구에서는 IT서비스 분야의 연구개발 조직을 대상으로 변혁적 리더십과 조직구성원의 혁신성과의 관계에 대해 검증하였다. 또한 그 관계에 있어 창의적 분위기의 매개효과와 조직구성원의 혁신성향으로 인한 조절효과에 대해서도 검증하였다. 본 연구의 주요 결론은 다음과 같다. 변혁적 리더십과 조직구성원의 혁신성과의 관계 및 창의적 분위기와 혁신성과의 관계도 유의미하게 나타났으며, 창의적 분위기는 변혁적 리더십과 혁신성과 관계에 부분매개효과가 있는 것으로 나타났다. 또한 혁신성향의 조절효과 역시 통계적으로 유의미한 것으로 나타났다. 이와 같은 실증 연구 결과를 바탕으로 본 연구에서는 조직의 혁신 성과에 있어서 리더십과 창의적 분위기 조성의 관련성을 증명하였다. 뿐만 아니라 조직구성원 개인 성향에 대한 이해를 기반으로 창의적 분위기 조성을 위한 리더의 역할이 중요함을 강조하였다. 이러한 시사점을 바탕으로 추후 연구를 위하여 선행 연구 모델의 개념을 확장한 '창의성 생성 모델' 개념을 제안하였다.

• Educational Technology International
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• 제11권1호
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• pp.47-68
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• 2010

The purpose of this study was to analyze majors trends and issues of e-Learning curriculum for human resource development in the corporate context. The e-Learning curriculum was chosen as the subject of research consists of 2,710 lectures that were given from 2007 to July 2009 for the recent three years by providing at Ministry of Labor and Korea Research Institute for Vocational Education & Training. In order to investigate trends and issues, it was employed theme analysis which is one of the types of document analysis that approach a qualitative research methodology. As a result of this research, 7 major trends and issues in e-Learning curriculum for HRD in the field of corporate education were drawn; ① Strengthening expertise through learning of job related professional knowledge, ② Cultivation of common & essential knowledge for a job to increase work performance efficiency ③ Organizational management strategy for improving performance, ④ Organizational management and operational strategy for actively responding to environmental changes, ⑤ Leadership as a strategy for cultivating core personnel and field-centered practical leadership. ⑥ Creating a happy workplace through the work-life balance, ⑦ Strengthening global communication skill. Based on these analysis, practicals and theoretical implications of e-Learning professionals and HR researchers for HRD were suggested.