• Title, Summary, Keyword: Transactional Leadership

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A Study on CIO Leadership in Korean Firms and Public Sector (CIO의 리더십에 관한 연구)

  • 안중호;홍현기
    • The Journal of Society for e-Business Studies
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    • v.4 no.1
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    • pp.117-143
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    • 1999
  • As information technology becomes an increasingly intrinsic part of business operations and it's use has grown more widespread and ingrained, the demand for study on the CIO's leadership increases.. This study was accomplished to analyze the effect that CIO's transformational and transactional leadership have on leadership performance in pursuit of the ideal leadership required of CIO. The study results reveal the followings. First, CIO's transformational. transactional, and laissez faire leadership is statistically related with leadership performance. Especially, the transformational leadership was more correlated with leadership performance than transactional leadership. Second, leadership performance both of transformational leader and transactional leader was higher than than of laissez faire leader. But leadership performance between transformational leadership and transactional leadership was not statistically significant. Third, many CIOs turn out to possess both transformational and transactional leader's trait, and therefore, the subjects were categorized into the three groups such as: purely transformational leaders, purely transactional leaders, and transformational-transactional leaders. The result shows that leadership performance was high in order of transformational-transactional leader, purely transformational leader, and purely transactional leader. It reveals that leaders possessing both transformational and transactional leadership were more acceptable than the others to the subordinates.

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The Effects of Organizational Commitment on Leadership Style: Focused on Transactional Leadership and Transformational Leadership (부서장 리더십 유형이 조직몰입에 미치는 영향: 거래적 리더십과 변혁적 리더십을 중심으로)

  • Choi, Jae Woong;Han, Man Yong;Sung, Joong Ahn
    • Journal of Korea Society of Digital Industry and Information Management
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    • v.10 no.4
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    • pp.251-264
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    • 2014
  • This study aims to suggest proper types of leadership that can enhance organizational commitment by examining differences in recognition of department head leadership style. This research is to find out what kind of leadership type is the most efficient to make member committed to their organization among transactional leadership and transformational leadership. To following consequences are gained through this analysis. First, as to the types of department head leadership, the average of transformational leadership was higher than that of transactional leadership. Second, the result of this research indicates the positive impact of transformational leadership affect organizational commitment without continuance commitment at IT departments. But, at non-IT departments, all organizational commitment is affected by transformational leadership. Third, transactional leadership affects affective commitment at IT departments. But, transactional leadership may not affect affective commitment at non-IT departments. Finally, transactional leadership may not affects normative commitment at IT departments, but at non-IT departments.

Perceived Leadership Style of Korean Dietitians : Focusing on the Transformational and Transactional Leadership Styles

  • Yoon Ji-Young;Joo Nami
    • Journal of Community Nutrition
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    • v.7 no.4
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    • pp.207-214
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    • 2005
  • The purpose of this study is to identify the transformational or transactional leadership styles of Korean dietitians. The study was completed with Korean dietitians (n = 268, $67\%$ response) using mail survey. The leadership styles were divided into transformational (including charisma, intellectual stimulation, individualized consideration) and transactional (contingent reward, management by exception) leadership found in the several literature. Overall, the score of Korean dietitians' transactional leadership was higher than that of the transformational leadership (p < .05). Among three sub-dimensions of the transformational leadership styles, the score of 'individualized consideration' was higher than 'charisma' and 'intellectual stimulation'. Between two sub-dimensions of the transactional leadership styles, Korean dietitians used more 'management-by-exception' than 'contingent reward'. ANOVA results suggested that the transformational leadership was more likely to be used by the younger dietitians, while the transactional leadership was more likely to be used by the older dietitians (p < .05). Data showed that dietitians having 3-6 year dietetic experience used more transformational leadership than other experienced dietitians (p < .05). It was also found that the Korean dietitians' leadership styles were influenced by the type of dietetic practice area. Data showed that 'charisma', 'intellectual stimulation', 'individualized consideration' and 'contingent reward' were more likely to be used by Korean dietitians from school than by dietitians from health. care and industry (p < .05). This study will be useful for dietitians to guide the application of appropriate leadership style in order to increase employees' job satisfaction as well as organizational performance. (J Community Nutrition 7(4) : $207\∼214$, 2005)

The Influence of Safety Leadership on Safety Behavior, Safety Climate and Accident: Meta Analysis (안전 리더십이 안전 행동, 안전 분위기, 사고에 미치는 효과: 메타 분석)

  • Moon, Kwangsu
    • Journal of the Korean Society of Safety
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    • v.33 no.6
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    • pp.66-76
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    • 2018
  • This study examined the influence of safety leadership on safety behavior, safety climate and accident using meta analysis. Specifically, safety leadership model which incorporated both transformational and active transactional leadership styles was tested using meta analysis. The results showed that both transformational and active transactional leadership had a positive relationship with safety compliance and participation behavior, and organizational safety climate. However, both leadership styles had a negative relationship with accident. In addition, transformational leadership had significant greater effects on safety behaviors and accident than transactional leadership. In contrast, although there were no significant differences, transactional leadership has a greater effect on the safety climate. These findings suggest that active transactional leadership is important in establishing perceived safety climate of employees, whereas transformational leadership is more related with improving employees' safety behaviors. Therefore, in line with the previous studies of safety leadership, a combination of both transformational and transactional styles will be most beneficial for developing organizational safety management program. Based on these results, practical implications and further research in terms of development for safety leadership program are discussed.

The Relevant Variables of Parent-Leadership that Influence Family Strength (가족건강성에 영향을 미치는 부모 리더십에 대한 연구)

  • Chae, Kyoung-Sun
    • Journal of the Korean Home Economics Association
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    • v.44 no.3
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    • pp.51-59
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    • 2006
  • The purpose of this study is to determine the relevant variables of parent-leadership that influence family strength based on the transformational leadership and transactional leadership proposed by Bernard M. Bass and to investigate the primary impact of leadership on the subordinate's job satisfaction and job involvement to his/her supervisor. Therefore, this study will provide implications for the family through a diagnosis of the effect by leadership. The results of this research are as follows : 1) How is the relationship of parent-leadership and family strength? A positive correlation was found between transformational leadership scores and family strength. A negative correlation was found between nontransactional leadership scores and family strength. 2) How had transformational leadership and transactional leadership affected on the family strength? Transformational leadership had the strongest effect on family strength. How had the 7 sub- factors of transformational/transactional leadership affected family strength? Idealized influence and contingent reward had strong effect on family strength but management by except had a negative effect on family strength.

Transformational Leadership, Transactional Leadership, and Organizational Learning (변혁적 및 거래적 리더십과 조직학습)

  • Lee, Won-Hang;Kim, Kyung-Hee
    • Journal of Industrial Convergence
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    • v.6 no.2
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    • pp.93-108
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    • 2008
  • The central contribution of this paper is a model that integrates and extends two established frameworks in the management literature to propose a theoretical link between two previously disconnected constructs: transformational and transactional leadership and organizational learning.

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Influences of Type of Leadership on Hospital Organizational Members' Job Satisfaction, Organizational commitment, and Turnover Intentions (리더십유형이 병원 조직구성원의 직무만족, 조직몰입 및 이직의도에 미치는 영향)

  • Jeong, Yong-Gab;Ha, Ho-Wook;Sohn, Tae-Yong
    • Korea Journal of Hospital Management
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    • v.8 no.2
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    • pp.24-48
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    • 2003
  • It is important how the leader leads the organizational members with leadership appropriate to environment changes as the leader has great influence on the management of hospital organization. These data were collected from the questionnaire surveyed, from February 14 through February 28, 2003, to 218 people among those in the field of doctorship, management administration, nursing, technology, medical engineering, management engineering, and general affairs, working for three hospitals under S medical foundation in Pusan. The principal findings of this research are as below : 1. Type of leadership and job satisfaction had positive correlation in terms of both transformational and transactional leadership, with former having more relation than the latter. 2. Type of leadership and organizational commitment had positive correlation in terms of intellectual stimulus and situational rewards, having little relation statistically. 3. Type of leadership and turnover intentions had negative correlation only in individual consideration, situational rewards, and exceptional management, showing that transactional leadership had more relation than transformational leadership. 4. In terms of leadership and its effect on the organizational performance and turnover intentions, transformational leadership had more correlation than transactional leadership. But transactional leadership also turned out to have effect on organizational performance. When transformational leadership used, turnover intentions were lower than when transactional leadership used. However, both transformational and transactional leadership had negative correlation to turnover intentions. 5. Effect that type of leadership according to job classification, status, age, and academic career has on organizational performance and turnover intentions was differed by those factors; especially, in the occupation of doctor, both transformational and transactional leadership had positive correlation to turnover intentions. 6. Regression analysis on the factors of organizational performance and turnover intentions showed that higher age had positive correlation to the organizational performance in terms of socio-demographical features and that the more leadership was used for charismatic and situational rewards and the less leadership was used for intellectual stimuli, the higher organizational performance was likely. In short, hospital operators and managers should examine each manager's qualification, type, and style of leadership in the hospital organization, and they must develop lasting programs for effective education and training for developing characteristics of leadership are in needed to have managers with appropriate managerial mind to respective post and status. It should be kept in mind that manager's leadership especially has great effect on members' goal-setting, goal-achievement, organizational performance, and turnover intentions as it is a decisive factor of organizational members' attitude and motivation.

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The Effect of the Transactional Leadership and Transformational Leadership on Team Empowerment and Performance (거래적·변혁적 리더십이 팀 임파워먼트 및 성과에 미치는 영향)

  • Lee, Sung-Chul;Kim, Hong
    • 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.

An Effect of Cabin Crew's Leadership on Leadership Effectiveness (항공사 종사원의 리더십이 리더십 유효성에 미치는 영향)

  • Park, Hye-Yoon;Kim, Min-Su
    • Journal of the Korean Society for Aviation and Aeronautics
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    • v.19 no.1
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    • pp.58-65
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    • 2011
  • The purpose of this study is to describe upon the most effective leadership stlyes for Airlines based on the transformational and transactional leadership that Bernard M.Bass proposed. The outcome of leadership treated here will be employee's extra efforts, employee's satisfaction with the leader, the effectiveness of the leader, involvement by employees in the organization, and management outcomes perceived by employees. The result of correlation showed that transformational leadership factors had positive impacts on the outcomes of leadership, but the transactional leadership had a negative impact on outcomes of leadership. According to results of multiple regression analyses, transformational leadership had a grater positive impact on outcomes of leadership than did transactional leadership. Transformational leadership is expected to promote and enhance the effectiveness of the hotel leaders, as well as the airline employee's extra effort, their satisfaction with the leader, involvement in the organization, and their perception of management outcomes. It is imperative that the airline industry continues to develop transformational leader.

Impact of Perceived Leadership Styles on Organizational Commitment (지각된 리더십 유형이 구성원의 조직몰입에 미치는 영향)

  • Lee, Jeong Eon
    • The Journal of the Korea Contents Association
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    • v.18 no.6
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    • pp.600-607
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    • 2018
  • This study is designed to examine the effects of transformational and transactional leadership on organizational commitment. A survey questionnaire is used to gather the data while judgement sampling was utilized to choose the respondents. The results from the study indicate that transformational leadership is found to positively affect emotional and normative commitment respectively. Using multiple regression, it is also found continuance commitment is not related to transformational and transactional leadership. The study partially supports the model that perceived leadership affects organizational commitment. It is proposed that transactional leadership appears to be a more useful predictor of organizational commitment. Given the findings of this study, firms are provided with insights into how transformational and transactional leadership may contribute to managing workers' organizational commitment.