• The Journal of Asian Finance, Economics and Business
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• v.9 no.10
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• pp.179-188
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• 2022

Professional micro account officers create top-notch state-owned bank human resources using their knowledge, attitudes, characteristics, and talents. Therefore, it is vital to undertake study to ascertain how the performance of micro account officers will impact the personality and leadership style mediated through motivation. The goal of this study is to identify the mediated role of motivation (MOT) in the relationship between micro account officers' performance (citizenship behavior/CB) and leadership styles (LS) and personalities (BFP). Data was collected from 1.510 micro account officers of banks in Indonesia using the causal survey method to determine their citizenship behavior, leadership styles, personality, and role of motivation. The data collected was analyzed by structural equation modeling (SEM), with the result that leadership style, personality, motivation, leadership style, and personality have a significant effect on motivation and citizenship behavior. The interesting findings are related to the role of leadership style, micro account officer's personality, and citizenship behavior mediated by motivation. It was determined that micro account officers' enhanced performance (CB) was assigned by taking into account how their perceived superordinate leadership style, whether transformational direction or reversely by transactional propensity, and features of micro account officer including their personality, which was affected by five factors as well would then be well mediated by motivation.

• Fire Science and Engineering
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• v.25 no.2
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• pp.9-22
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• 2011

Some Volunteer Fire-Fighting Teams (VFFTs) play an important role in Civilian Volunteer Disaster Prevention by being managed effectively, but the others do not. There can be many cause-analyses about this difference. VFFTs aren't a profit-making organization and are a group which has no compulsion. So it is important that who the leader is, and what type of leadership he has. Furthermore VFFTs have hierarchy like fire-fighting teams and so the leader's command and judgement bring about the actual distinction in the organizational operation. Under this background, the survey has been carried out on the trust of leader and leadership type which may maximize the organization commitment. Consequently, to make efficiency of District Disaster & Volunteer Aid Network increase by augmenting organization commitment. The leader of VFFTs should get the transformational leadership rather than transactional leadership and have paternal or democratic leadership in the decision-making process. Especially we have to create a traditional and unique korean Volunteer fire-fighting organization culture through paternal leadership. Additionally, the trust on leaders should be recognized as a fundamental factor to obtain more performances beyond expectation by increasing the success and output of the team, mutual understanding and cooperation.

• 재활복지
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• v.22 no.3
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• pp.93-114
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• 2018

The purpose of this study is to investigate the effect of manager's leadership perceived by the person in charge of cultural arts education of the welfare centers for people with disabilities on the job attitude and performance of the work. For the study, the questionnaire response data of 188 persons responsible for arts and culture education of the welfare centers for people with disabilities were analyzed. The main results of the study are as follows. As a result of analyzing the effect of manager 's leadership on the job attitude, it was found that conditional reward, which is a sub - factor of transformational leadership, intellectual stimulation and transactional leadership, And the exceptional management, which is a subordinate factor of intellectual stimulation and transactional leadership, has a positive effect on organizational commitment. Second, the analysis of the influence of the manager 's leadership perceived by the person in charge of cultural arts education of the welfare centers for people with disabilities on the operational performance showed that the intellectual stimulation, which is a sub - factor of transformational leadership, had a positive effect on the service quality. Therefore, managers should propose specific standards on objectives which organizations should accomplish in order to enhance job attitude and operational performance shown by workers in charge of edudation on cultural art at welfare center for the people with disabilities. If these objectives are accomplished, they need to be encouraged by suggesting financial rewards. In addtion, leadership that spurs constant efforts for addressing problems should be demonstrated.

• The Journal of the Convergence on Culture Technology
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• v.5 no.1
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• pp.193-203
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• 2019

The study participants are nurses who work at three general hospitals in M City, who used structured questionnaires to list 214 people from July 17 to August 7, 2017. Analysis of the collected data was carried out using SPSS WIN 21.0. and M plus 7.00 to analyze latent classes depending on the type of nursing managers' leadership. This study showed that the type of nursing managers' leadership has in analyzing latent classes influences nurses' job performance and turnover intention. Because there is a strong influence on the job performance and the turnover intention so that nurses can be highly aware of transformation-transaction-emotion leadership, the managers of the nursing organization need to foster effective leadership. Training programs are needed to improve nurses' job performance through transformational, transactional, and emotional leadership, and to foster nursing manager's leadership skills to better reflect the turnover intention.

• Journal of Digital Convergence
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• v.14 no.6
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• pp.219-235
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• 2016

This study was performed to study the factors appear to SMEs and how differently depending on the worker ranks at the convergence age. Additionally, numerous studies and results on the factors which affect the organization's performance was to individually different approach to integrated. Especially venture was divided by a factor of enterprises and transformational dynamics factors and commutative Dynamics factors and approaches in terms of the impact transformative dynamics of which factors are organizational commitment and job satisfaction. A transformational dynamism to the four factors were such as mission and strategy, CEO Leadership, Manager, leadership, organizational culture variables. The study was based on theoretical models of organizational development, Burke and Litwin (1992). They were classified as managers and production workers. By obtaining data from employees 630 people engaged in a total of nine manufacturers were analyzed. The average variable based on the organization's Burke and Litwin (1992) theory of transformational variables is one that Nana was aware of the organizational commitment, and job satisfaction. Correlation analysis transformational dynamics variables're having an impact on job satisfaction and organizational commitment, job position is found to have moderating effects.

• Korean Journal of Occupational Health Nursing
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• v.24 no.2
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• pp.103-113
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• 2015

Purpose: This study was to construct a structural equational model for explaining and predicting job stress of intensive care unit (ICU) nurses based on the Integrated model of stress of Ivancevich and Matteson (1980). Methods: The subjects of this study were 220 nurses at ICU. The data were collected from August 5 to 30, 2013 through self-reporting questionnaire survey. Results: According to the hypothetical model of this study, perceived nursing practice environment, perceived role conflict, perceived transformational leadership and perceived self-esteem showed statistically significant effects on job stress of ICU nurses directly. Professional self-concept indirectly affect job stress of ICU nurses. In conclusion, job stress of ICU nurses was directly influenced by nursing practice environment, role conflict, transformational leadership and self-esteem. Professional self-concept of the relationships among variables did not have a direct impact on job stress. Conclusion: Based on the results of this study, it is needed to develop stress management measures and programs considering these variables in order to adequately manage job stress of ICU nurses.

• The Journal of the Convergence on Culture Technology
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• v.6 no.1
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• pp.201-207
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• 2020

This study focused on finding out how transformational leadership, emotional leadership, and servant leadership in military organizations affected organizational effectiveness (commission satisfaction, immersion, and organizational citizen behavior) by special forces, standing forces, GTO, independent units on the coast, and educational institutions and training units. Therefore, in order to achieve this research objective, we intend to utilize two studies, the literature and the empirical studies, in this paper. Through the literature study, we also set up a critical consideration of the major leadership theory so far, understand the soldiers of the new generation, set up the background and characteristics of the new leadership theory, transformative leadership and emotional leadership, and set up and study the hypothesis for the organizational effectiveness in the main contents (concepts, components, measurement data) and variables. Empirical research is aimed at empirically analyzing the impact of transformative leadership, emotional leadership, and servant leadership on sub-type and organizational effectiveness, and whether sub-type controls leadership type and organizational effectiveness. organizational effectiveness.

• Journal of Korean Academy of Nursing
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• v.52 no.5
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• pp.479-498
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• 2022

Purpose: This study aimed to examine effect sizes of leadership styles of nursing managers on turnover intention of hospital nurses. Methods: A systematic review and meta-analysis were conducted in accordance with the PRISMA and MOOSE guidelines. Participants were nurses working in hospitals. The intervention involved nursing managers' leadership styles; the outcome assessed was nurses' turnover intention. This was an observational study design. Eleven databases were searched to obtain articles published in Korean or English. Of the 14,428 articles reviewed, 21 were included in systematic review and meta-analysis. Comprehensive Meta-Analysis and R software programs were used. Results: The total effect size r (ESr) was - 0.25 (95% confidence interval: - 0.29 to - 0.20). Effect sizes of each leadership style on turnover intention were as follows: ethical leadership (ESr = - 0.34), transformational leadership (ESr = - 0.28), authentic leadership (ESr = - 0.23), transactional leadership (ESr = - 0.21), and passive avoidant leadership (ESr = 0.13). Ethical leadership was the most effective style in decreasing turnover intention of hospital nurses. Conclusion: Positive leadership styles of nurse managers effectively decrease turnover intention of hospital nurses, and negative leadership styles of nurse managers effectively increase turnover intention of hospital nurses. The ethical leadership style is the most effective in decreasing turnover intention of hospital nurses; however, it requires careful interpretation as its effects are reported by only two studies. This study contributes to addressing the high turnover rate of hospital nurses and developing positive leadership styles of nurse managers in hospital settings.

• Journal of Internet Computing and Services
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• v.19 no.5
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• pp.123-131
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• 2018

A virtual team consists of various members with a range of professional skills. An IT virtual team can confer such advantages as improving creativity and solving problems in e-business. However, virtual teams are less cohesive than off-line based teams, at least partly because they do not meet face-to-face to solve problems. If the cohesion of the members in a team is weak, overall performance can decrease. Therefore, this study seeks to understand the specific types of leadership needed to increase the cohesiveness of the members in a virtual team. Leadership is the most important factor for the successful operation of a virtual team. Leaders engage members with goals, and motivate them by creating positive relationships. This study describes the idealized influence of transformational leadership in which a leader directly engages members in a goal, and the role of participative goal setting in which members set their own goals. In addition, this research demonstrates the benefits of a positive attitude of a leader towards their team members and the influence of leader-member exchanges. If the cohesion of virtual teams is improved through specific leadership, the team members will be more committed to their teams and work, and the team's performance will improve. Furthermore, the successful operation of virtual teams will provide an opportunity for companies in e-business to gain a competitive advantage in the contemporary environment, where creativity is important.

• Journal of Digital Convergence
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• v.15 no.6
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• pp.207-217
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• 2017

This study first presents the characteristics of emerging leadership researches by theoretically analyzing the studies related to leadership since the Millenium. The first finding is that most of leadership researches shared same if not similar aspects of transformational leadership. Secondly, much of leadership researches centered around horizonally expanded shared/distributed leadership. Thus, this researches analyzed the effectiveness of the shared/distributed leadership theory based on previous researches and found shared/distributed leadership has positive impact on member's recognized performance and innovative behavior. However, in competition-oriented culture, shared/distributed leadership did not control recognized performance of its members. This implies the demand for shared/distributed leadership is necessary today and research on the matter will expanded globally but, the results may differ according to the cultural value of the company.