• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.803-811
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• 2021

A family business is a company where most of its capital and the management position is owned by family members (clan). The leader plays an important role in defining an organization, thus influencing the organization's success. A leader who has a leadership style based on family (clan) relation has the facilitator's role when conflict appears within the organization. This research aims to find the impact of the democratic leadership model on a family business that adopts the clan cultural organization. The independent variable of this research is the democratic leadership model. Meanwhile, the dependent variable is the clan culture within the organization. This research uses a quantitative method with a descriptive and causality type of research. This research population is PT Global Avionika Indonesia staff, where the data was acquired by distributing questionnaires using a saturated sampling technique. The finding in this research shows a positive and significant impact of the democratic leadership model on the clan culture within the organization PT Global Avionika. The determination test also points out that democratic leadership models affect 19.8 percent of the clan culture within the organization, and the rest of 80.2 percent were affected by other factors that were not covered in this research.

• Journal of The Korean Association For Science Education
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• v.39 no.6
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• pp.729-738
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• 2019

Research and Education(R&E) program has been emphasized for scientifically gifted students since it can improve scientific research abilities and problem solving abilities because it provides scientific research experiences with professional researchers. The purpose of this study is to investigate the effect of R&E program on creative leader competency and science career orientation. For this study, 62 science high school students participated from 78 science high school students participating in an R&E program. Pre and Post surveys of creative leader competency and science career orientation were administered to the students. The results showed that R&E program improved students' creative leader competency in intellectual and affective characteristic. However, there are no differences in science career orientation because science high school students already had high science career orientation. The implications of this study were discussed.

• The Journal of the Korean dental association
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• v.49 no.11
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• pp.688-703
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• 2011

Park Myoung Jin (1903-1957) was a respectable leader who disseminated dental medical education to make our path as the leading dental medical education developing a new global history of dental medicine. Dr. Park was born in Seoul on 3 July 1903. He graduated Kyongseong dental medical school and studied at the pharmacology department achieving his M.D. In 1938, as the president representing the Hanseong dentists association equivalent to the Japanese dentists association, Dr. Park participated in various events. After liberation, Dr. Park tried his best to achieve Korean dental medical education as the pursuit of ideal ego with self-centered ego. He reorganized the Kyongseong dental medical school and incorporated it to the Seoul National University dental college. Even during the Korea war, Dr. Park still sincerely carried out his duties as the director of the Seoul National University dental medical college by recruiting university entrants and turned out graduates. In 1954, Dr. Park as the director of the Seoul National University dental medical college, he frontiered an opportunity to adapt the American dental medicine by sending school staffs to study overseas. On 25 June 1954, Dr. Park received 25 years of meritorius service award presented by Seoul National University Dental Medical College. Further, on 6 Aril 1954, Dr. Park became a member of an academic research committee. In April 1946, Dr. Park was elected as the president of the Chosun Dentists Association(Korean Dental Association). On 19 May 1947, Dr. Park was also appointed as the director of the Korea dental medicine association leading the general meetings and academic conferences from 2nd through the 8th sessions. On 30 November 1954, as the president of the Korea dental medicine association, Dr. Park also published the Korea dental association publications. In 1957, Dr. Park donated the school housing for the principle of the Kyongseong dental medical school establishing the basis for the Korea dentists association center. Dr. Park also participated in establishment of the oral hygiene campaigne, dental administration policy, organization of the specialized subject delegation board members and the dental materials association. On 10 December 1955, we can recognize Dr. Park's respective historical consciousness through his declaration 'history is a true record of historical traces of a national'. Dr. Park was a living witness of the Korean dental industry. Especially, he stated that the origin of the Korean dentists association was in the Hanseong dentists association. Dr. Park overcame the pressure and indignity during the Japanese colonization. The joy of liberation did not last long since he also had to experience the fraticidal tragedy of the Korea war. Dr. Park was a professional dental specialist and a leader researching dental medicine. He was a great leader who understood the dental medicine and dedicated for the dentist association and dental medicine association with compassion for the nation and national as a Korean.

• Journal of Oral Medicine and Pain
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• v.40 no.1
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• pp.1-2
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• 2015

• Molecules and Cells
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• v.45 no.6
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• pp.362-364
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• 2022

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.5
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• pp.207-215
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• 2018

As the environment changes rapidly and the diversity of organizational members increases in the modern organization, interest is increasingly focused on empowering leadership that gives more authority and autonomy to the individual. In this study, we demonstrate an effective process for empowering leadership that was examined by focusing on the leader acceptance of organization members. For this purpose, 293 questionnaires were collected from employees working in corporations, and the mediating effects of individual leader acceptance on the relationship between empowering leadership and individual effectiveness (individual innovative behavior, individual performance) were verified. Hypothesis testing revealed that empowering leadership had a significant influence on both individual innovative behavior and individual performance. Second, in the relationship between empowering leadership and individual innovative behavior, individual leader acceptance was completely mediated. Third, in the relationship between empowering leadership and individual performance, individual leader acceptance was completely mediated. This study suggests that individual leader acceptance is important for empowering leadership effectiveness. In order for empowering leadership to be more effective, we propose that leaders make empowering behaviors according to the organization members' level of maturity and personal values.

• International Journal of Naval Architecture and Ocean Engineering
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• v.12 no.1
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• pp.943-956
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• 2020

In this study, the motion control problem of the vessel towed by a towing ship (tugboat) is considered. The non-powered towed ship is dragged by the towing ship. Even though the towed ship is equipped with propulsion systems, they cannot be used at low or constant speeds due to safety issues. In narrow canals, rivers, and busy harbor areas especially, where extreme tension is required during towing operation, the course stability of the towed vessel depends on the towing ship. Therefore, the authors propose a new control strategy in which the rudder system of the towed vessel is activated to provide its maneuverability. Based on the leader-follower system configuration, a nonlinear mathematical model is derived and a back-stepping control is designed. By simulation and experiment results with a comparison study, the usefulness and effectiveness of the proposed strategy are validated.

• Journal of Science Education
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• v.37 no.1
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• pp.117-130
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• 2013

The purpose of this study was to analyze the patterns and features of interaction in teacher interviewing with high school students' small group for biology learning. The interactions in variety between the students and between the students and the teacher were made as the interviews with each small group were repeated to feedback for biology learning. The patterns of interaction were categorized into four types by interactive level of interaction among group members and a teacher: leader representation without interaction among students and the teacher(LR, leader representation), interaction among a part of students and the teacher(PSI, partial students interaction), active interaction among students inside the group, but only interaction between the teacher and the leader student(SAI, students active interaction), and interaction between all of the students and the teacher(teacher-students active interaction). Even though complex patterns of interactions were made among the students at the initial stage of insufficient understanding on the study concept, the simple interaction processes were shown as students had gradually completed the understanding on the concept. It was displayed that the interaction in the small group for biology study provides the opportunity to confirm and understand the concept to the students who were poor at the understanding on the concept, and it can influence positively on the mutual creation of study concept.

• Journal of the Korean Society for Precision Engineering
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• v.29 no.12
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• pp.1321-1330
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• 2012

This paper describes an advanced formation algorithm of clustered multiple robots for their navigation using flexible formation method for collision avoidance under static environment like narrow corridors. A group of clustered multiple robots finds the lowest path cost for navigation by changing its formation. The suggested flexible method of formation transforms the basic group of mobile robots into specific form when it is confronted by particular geographic feature. In addition, the proposed method suggests to choose a leader robot of the group for the obstacle avoidance and path planning. Firstly, the group of robots forms basic shapes such as triangle, square, pentagon and etc. depending on number of robots. Secondly, the closest to the target location robot is chosen as a leader robot. The chosen leader robot uses $A^*$ for reaching the goal location. The proposed approach improves autonomous formation characteristics and performance of all system.

• International Journal of Advanced Culture Technology
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• v.8 no.2
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• pp.48-57
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• 2020

This study aims to examine the impact of Korean paternalistic leadership under a hierarchical structure on employee voice and also to compare the differences in leaders' behaviors-authoritarian, benevolent, and moral, and the effects on employee voice between governmental organizations and Quasi-government organizations. The sample of governmental organizations includes 195 employees under job control from at least middle-range or higher managers at local governments and local police agencies in Daegu and Busan metropolitan. The other sample also includes 189 employees reporting directly to managers with job control in public enterprises and government-funded Korean institutes in the same cities. This study employs t-test and regression analysis to test presumed hypotheses. As the results of the analysis, there is a significant difference in authoritarian leadership between governmental organizations and Quasi-government organizations, but both benevolent and moral leadership are not. Benevolent and moral leadership are positively related to employee voice, but authoritarian leadership is not. Based on the analytical results, this research suggests the theoretical implications and the limitations on the applicability of paternalistic leadership into the Korean cultural context for an expanded understanding of leadership theory and practical implications for managers in terms of improvement of employee voice.