• Title, Summary, Keyword: 변혁적 리더십

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Moderating Effects of Subordinates' Active Engagement between Commanders' Transformational·Transactional Leadership and Job Satisfaction (부하들의 능동적 참여가 지휘관의 변혁적·거래적 리더십과 직무만족 간에 미치는 조절효과)

  • Lee, Kang-Kuk;Yi, Seon-Gyu
    • The Journal of the Korea Contents Association
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    • v.15 no.12
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    • pp.447-458
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    • 2015
  • This study is aimed for emprical analyzing (1) the effects of leadership of army commanders on subordinates' job satisfaction and (2) the moderating effects of subordinates' active engagement within the relationship between commanders' transformational transactional leadership and job satisfaction of soldiers, while over 500 combat soldiers throughout the nation are questioned for this analysis. The followings are the summary of findings of this study. The first finding shows that both transformational and transactional leadership have positive impacts on the job satisfaction of the soldiers. In this context, it is recommended that army commanders should apply effectively these behaviors of leadership in order to achieve their goals in military organizations. The second sector of the analysis includes the moderating effect of subordinates' active engagement within the relationship between the commanders' leadership and job satisfaction of the soldiers. The finding of the second analysis shows that subordinates' active engagement has positive moderating effect on the relationship between transformational leadership and job satisfaction. However, it has no moderating effect on the relationship between transactional leadership and job satisfaction. This implies that army commanders should apply the behavioral factors of both leadership styles and encourage active engagement of soldiers in order to enhance the satisfaction of soldiers, focusing more on applying the behavioral factors of transformational leadership.

A Study on Transformational Leadership of CEO and Organizational Innovation - The Moderating Role of Organizational Structure - (CEO의 변혁적 리더십과 조직혁신의 관계 - 조직구조의 조절효과를 중심으로 -)

  • Chung, Dong-Seop
    • Management & Information Systems Review
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    • v.33 no.5
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    • pp.55-70
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    • 2014
  • Recent research on organizational innovation, such as. new managerial processes, practices, suggests it can be an important source of firm's competitive advantage. The challenge is not only offering new products and services, but also changing the nature of management within organizations. In this study, we focus on management innovation at the organization level and investigate the role of transformational leadership behavior as a key antecedent. Transformational leadership may complement an organization''s increasing rigidity by maintaining a sense of meaningfulness in members of the organization, which may be more flourishing to organizational innovation. Due to its prominent role within organizations, CEO has the ability to greatly influence management innovation. In particular, we focus on leadership behavior and examine transformational leadership of CEO. Additionally, as contextual variables like organizational structure(complexity, formalization, centralization) may influence the impact of transformational leadership, we investigate its moderating role. Findings show that transformational leadership behaviors positively contribute to organizational innovation. In addition, our study indicate that less complex, less formal and less central, organizations have benefit more from transactional leadership in strengthening organizational innovation.

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The Effects of Transformation Leadership and transactional leadership on Organizational Performance: Moderating Roles of Self-efficacy and Job Satisfaction (변혁적 리더십과 거래적 리더십이 조직성과에 미치는 영향 : 자기효능감과 직무만족의 매개효과를 중심으로)

  • Kwon, Hyeok-Gi
    • Management & Information Systems Review
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    • v.31 no.2
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    • pp.1-20
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    • 2012
  • The purpose of this study was to investigate the influence of leadership types and self-efficacy, job satisfaction on organizational performance. The hypotheses were suggested and data analyses were performed to verify these hypotheses. Data gathering were performed by self-administered questionnaires on the samples of 423 mechanical fields employees in Busan & kyongnam. The results of structural model exhibit that transformational leadership, transactional leadership was positively related to elf-efficacy. And it was also found that self-efficacy, job satisfaction was positively related to organizational performance. Expecially, it showed self-efficacy, job satisfaction as a mediator on the relationships between the leadership types and organizational performance.

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An Exploration of the Causal Relationship among Transactional Leadership, Coaches' Emotional Intelligence, and Athlete Satisfaction in Soccer Teams (축구지도자의 변혁적 리더십과 정서지능, 선수만족의 인과관계 탐색)

  • Kim, Sang-Gyu;Choi, Man-Sik
    • The Journal of the Korea Contents Association
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    • v.14 no.9
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    • pp.450-462
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    • 2014
  • The main purpose of this study was to explore the causal relationships among transactional leadership, coaches' emotional intelligence, and athlete satisfaction in soccer teams. High school, university, and semi-professional soccer players(N=495) in Korea participated in a survey. Transactional leadership inventory, emotional intelligence test, and athlete satisfaction questionnaire previously developed to investigate was performed to utilize. The data were analyzed by structural equation model of the AMOS 18.0. The results were as follows; transactional leadership have meaningful influence on emotional intelligence and athlete satisfaction, and emotional intelligence have significant influences on athlete satisfaction. The mediating effect of leader's emotional intelligence between transactional leadership and athlete satisfaction was confirmed. Findings of this study can enhance our understanding of the emotional leadership to increase athlete satisfaction in Soccer players.

A Study on the Effects of Transformational and Transactional Leadership of Middle Managers on the Empowerment of University Librarians in Korea (대학도서관 상사의 변혁적.거래적 리더십이 사서직원의 임파워먼트에 미치는 영향)

  • Sohn, Jung-Pyo;Ha, Jung-Ran
    • 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.

A Convergence Study of Transformational Leadership on Organizational Devotion and Team Performance - Moderating Effects of Authenticity - (변혁적 리더십이 조직헌신과 팀성과에 미치는 영향에 관한 융합연구 - 진정성의 조절효과 -)

  • Park, Bong-Gyu
    • Journal of Digital Convergence
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    • v.13 no.7
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    • pp.117-124
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    • 2015
  • Recently the concept of authenticity has made an issue on the study of transformational leadership. Without authenticity of leader the effect of leadership nullifies the effectiveness of leadership for the followers. This study examines convergently the effect of transformational leadership on trust, organizational devotion, and team performance with the moderating effect of authenticity focusing 232 hotel team members in Busan using structural equation model. The results are as follows: First, transformational leadership has shown significantly effective toward trust and organizational devotion. Second, trust toward team leader has shown significantly effective toward team performance, while devotion has not shown dignificantly effective. Third, authenticity has shown significantly effective for moderating effect between leadership and trust, but not effective between leadership and devotion. This paper make significant contribution by testing the concept of authenticity.

The Effects of Transformational Leadership on Employees Job Satisfaction & Organizational Identification in Korean Hotel Industry (호텔기업 종사원의 변혁적 리더십이 직무만족과 조직 동일시에 미치는 영향에 관한 연구)

  • Lee, Jun-Hyuk;Kim, Dong-Ki;Park, Ki-Ho
    • Journal of Global Scholars of Marketing Science
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    • v.15 no.2
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    • pp.27-48
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    • 2005
  • This study analyzed the structural elements of transformational leadership on hotel employees job satisfaction and organizational identification, and inquired into how moderating variables such as demographical characteristics and the features of hotels affect transformational leadership. The ultimate purpose of this study was to provide managerial implications to hotel business operators and hotel employees. The main results of this study are as follows; According to the result of factor analysis on transformational leadership and hotel employees job satisfaction, 18 variables were derived as two factors 'obliging leadership' & 'vision leadership' factor in the area of transformational leadership, and 31 variables were derived as four factors 'welfare and work environment', 'ability display and job stability', 'colleague relationship and job performance' and 'company policy' factor. Second, stepwise regression analysis on whether the type of transformational leadership at hotels has a significant effect on employees job satisfaction & organizational identification, 'vision leadership' and job satisfaction and the both 'vision leadership' & 'obliging leadership' among the types of transformational leadership appeared to have a significant effect on hotel employees organizational identification. Third, One-Way ANOVA and t-test in order to examine significant difference in the type of transformational leadership according to demographical characteristics and general characteristics, statistically significant difference was found according to income level, the current position, work experience, the type of hotel operation and the experience of job change.

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Effects of revolutional leadership of manager at private security service organization members learning directivity and organizational innovation behavior (민간경비 경영자의 변혁적리더십이 구성원의 학습지향성 및 조직혁신 행동에 미치는 영향)

  • Kang, Minwan
    • Journal of the Society of Disaster Information
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    • v.10 no.2
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    • pp.264-273
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    • 2014
  • The purpose of the study is to demonstrate the effects of revolutional leadership of manager at private security organization on members' learning directivity and organizational innovation behavior. The results attained from studying method and procedure as mentioned above are in the following. First, the revolutional leadership of manager at private security service organization influence learning directivity. That is, the more he or she shows revolutional leadership, the more enhanced the learning directivity of members. Second, the revolutional leadership of manager at private security service organization has effects on organizational innovation behavior. Thatis, the more he or she shows revolutional leadership the more enhanced organizational innovation behavior. Third, learning directivity of manager at private securitys service organization influences organizational innovation behavior. Thatis, the more he or she shows learning directivity, the more enhanced organizational innovation behavior. Taken all, revolutional leadership of manager at private security service organization affects organizational innovation behavior through learning directivity. It is shown that learning directivity is a key variable connecting revoultional leadership with organization al innovation behavior.

The Effect of Second-level Supervisor's Ethical Leadership on Employee' Proactive Behavior(Taking Charge Behavior, Helping Behavior): The Mediating Effect of Immediate Supervisor's Transformational Leadership (차상위 리더의 윤리적 리더십이 구성원의 선제적 행동(주도적 행동·도움행동)에 미치는 영향: 팀장의 변혁적 리더십의 매개효과를 중심으로)

  • Park, Jae-Chun;Bok, Kyoung-Soo;Kim, Ju-Seob
    • The Journal of the Korea Contents Association
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    • v.16 no.10
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    • pp.730-744
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    • 2016
  • This study attempt to test not only the impact of leadership(second-level supervisor's ethical leadership, immediate supervisor's transformational leadership) on followers' proactive behavior, but also the effect second-level supervisor's ethical leadership on leader's transformational leadership(i.e. TL). In particular, immediate supervisor's TL is explored as a mediating variable in the relationship between second-level supervisor's ethical leadership and followers' proactive behavior. The summary of the hierarchical regression analyses results was as follows: First, the paper showed that second-level supervisor's moral behavior was positively related to immediate supervisor's TL. But behavioral integrity and consistency across contexts was not found to play a unique role in predicting immediate supervisor's TL. Second, second-level supervisor's moral behavior was a positive impact on employee' taking charge behavior and helping behavior. and behavioral integrity was a positive impact on employee' taking charge behavior. But consistency across contexts was not found to play a unique role in predicting proactive behavior. Third, immediate supervisor's TL was a positive impact on employee' taking charge behavior and helping behavior. Finally, the effects of second-level supervisor's moral behavior on employee' proactive behavior were mediated by immediate supervisor's TL. Theoretical and practical implications of our findings as well as directions for future research are provided.

Relationship between Transformational Leadership and Innovative Behavior (변혁적 리더십과 조직혁신간의 관계)

  • Ko, Hyon-Sook;Kim, Jung-Hoon
    • The Journal of the Korea Contents Association
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    • v.11 no.4
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    • pp.361-377
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    • 2011
  • This study has three primary purposes, firstly to identify how leader's personal characters influence to his/her transformational leadership, secondly to find how transformational leadership influences to innovative behavior, finally to explore how organizational cultures moderate between transformational leadership and innovative behavior. The first part of the study, based on literature study on transformational leadership, provides insight into what are antecedents, moderators and dependent variable in transformational leadership. Firstly, leader's personal characters are selected as antecedent variables such as extroversion and self-efficacy. Secondly, innovative behavior is introduced as a dependent variable. Thirdly, two types of organizational culture are considered as moderators between leader's personal character and leadership In this study, a comprehensive research model and hypothesis were empirically tested based on data from three types of questionnaires involving 663 employees in Korean organizations. In order to test the hypotheses, we have used Structural Equations Model (SEM) from AMOS7.0. In this analysis, we have employed raw data as it is instead of correlation matrix or covariance matrix. We have tested hypotheses by examining the significance of each path of the model, and gone through the process of testing the goodness of fit of the model itself. The results of statistical analysis show the following. Firstly, one of leader's personalities, self-efficacy has positive effect on his/her transformational leadership, but extroversion does not have positive effect. Secondly, transformational leadership has positive effect on innovative behavior. Finally, there was not any cultural moderating effects between transformational leadership and innovative behavior.