Korean Academy Of Leadership最新文献

{"title":"A Study on the Influencing Factors of Acceptance of New Personnel System in Military Organizations: Direct and moderating effects of Institutional fairness, LMX, and Self-efficacy","authors":"Dongsam Kim","doi":"10.22243/tklq.2023.14.4.71","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.4.71","url":null,"abstract":"In general, since the new personnel system can be settled in the organization only when the members of the organization sympathize, the leaders of the military organization are required to make efforts to improve the acceptance, which is essential for forming a consensus. Therefore, it is essential to identify which factors have a significant impact on the acceptance of the new personnel system and to take appropriate actions to increase the acceptance. Against this background, this study aims to present factors influencing the acceptance of the new personnel system, verify how the influencing factors directly affect the acceptance, and whether the interaction between the influencing factors has a significant effect on the acceptance. To this purpose, we first understood the acceptance of the new personnel system of military organizations, and derived institutional fairness, LMX, and self-efficacy as major factors influencing acceptance through existing literature research results and analysis of the characteristics of military organizations. Subsequently, research hypotheses on the relationship between influencing factors and acceptance were established and demonstrated based on organizational fairness theory, social exchange theory, and job demand-resource theory. A survey of 570 military officers was conducted, and then 388 valid data was obtained, and the following research results were obtained based on the regression analysis of this. First, it was confirmed that institutional fairness, LMX, and self-efficacy had a significant effect on the acceptance of the new personnel system. Second, in the relationship between institutional fairness and acceptance of the new personnel system, LMX did not have a significant moderating effect, but self-efficacy was proven to have a positive moderating effect. The meaning of this study is that it has provided an opportunity for military organizations to recognize the importance of the acceptance of the new personnel system and to expand their understanding, and proved the direct and moderating effects between influencing factors and acceptance. Finally, the implications, limitations, and future research directions of the study were presented.","PeriodicalId":312865,"journal":{"name":"Korean Academy Of Leadership","volume":"2022 10","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139206008","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"CIP Leadership Concept, Analysis on Domestic and Overseas Research a nd E xploring F uture Research Objectives","authors":"Han Yong Jung, Ki Seok Jeon","doi":"10.22243/tklq.2023.14.4.29","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.4.29","url":null,"abstract":"The purpose of this study is to examine the domestic research trends on the CIP leadership model, explain the concept, and to suggest future research directions. The starting point of the CIP leadership model is a study by Mumford & Van Doorn (2001) on the American historical leader, politician Benjamin Franklin. Mumford (2006) then compared the pathways to outstanding leadership on several important dimensions, and then classified them into three: ‘charismatic leaders’, ‘ideological leaders’, and ‘pragmatic leaders’. Mumford presented the results of classifying 120 historically prominent leaders into six types (20 each), such as [charismatic, ideological, and pragmatic leaders] × [socialized and individualized orientation], using an historiometry method. After the CIP model was introduced to the academic field, research papers are continuously being published in famous overseas journals. However, there are only four papers related to the CIP leadership model in Korea so far, and none of the four papers deal with the CIP model in detail. We look at domestic research trends, introduce the CIP leadership model in detail, and suggest the limitations of the model and future research directions. Through this, it is hoped that the interest of Korea leadership researchers in the CIP leadership model can be enhanced and the leadership research method can be expanded.","PeriodicalId":312865,"journal":{"name":"Korean Academy Of Leadership","volume":"119 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139202596","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Effect of Digital Transformation Leadership on Innovative Behaviors: The Mediating Effect of Organizational Dynamic Capabilities and Moderation effect of Manager's Coaching Behaviors","authors":"Hyunsu Sim, Sangjin Oh","doi":"10.22243/tklq.2023.14.4.105","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.4.105","url":null,"abstract":"This study demonstrates the leadership and capabilities that corporate leaders must possess for the sustainable growth of the organization amidst unprecedented changes in the business environment, such as the 4th Industrial Revolution and digital transformation, which have recently emerged as corporate management issues. To this end, this study targeted 350 employees of domestic IT companies to demonstrate the impact of a leader's digital transformation leadership on employees' innovation behavior, and to determine whether the organization's dynamic capabilities and managers' coaching behavior influence the innovation behavior of organizational members in the digital era. The research results showed that the leader's digital transformation leadership had a positive effect on the innovation behavior of organizational members. In addition, the dynamic capability of the organization had a mediating effect on the leader's digital transformation leadership and the innovation behavior of organizational members, and the leader's managerial coaching behavior had a moderating effect. In particular, the organization's dynamic capabilities and the leader's managerial coaching behavior suggest a new direction of leadership to corporate leaders and managers who must create organizational performance through digital innovation. The significance of this study is that it has been demonstrated that in the future, leaders of organizations in the digital era will need distributed leadership that emphasizes the capabilities of each member of the organization and is based on agile-centered dynamic capabilities, rather than focused leadership that is exercised based on individual characteristics or capabilities.","PeriodicalId":312865,"journal":{"name":"Korean Academy Of Leadership","volume":"76 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139201392","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Spiritual mentoring and work meaningfulness:The mediating role of calling","authors":"Joon Hyung Park, H. H","doi":"10.22243/tklq.2023.14.4.3","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.4.3","url":null,"abstract":"Given the significance of work meaningfulness, it is crucial for organizations to understand how to foster and enhance it. This paper focuses on one particular avenue to bolster work meaningfulness: the spiritual dimension of work, specifically spiritual mentoring. Despite the importance of understanding the effects of spiritual mentoring on work meaningfulness, research in this area remains limited. Thus, we attempt to provide an understanding of the spiritual mentoring process that increases the work meaningfulness of protégés. Our sample data was collected from employees across a diverse range of organizations in China. We received complete responses from 152 participants, and the data was analyzed using the structural equation modeling method. Our results confirmed that a protégé's sense of calling mediated the relationship between the mentor’s spiritual mentoring and work meaningfulness. We make several important contributions to the relevant literature by introducing a new perspective, drawing a connection between mentoring and spirituality within the work environment. We investigate the relationship between spiritual mentoring and the meaningfulness of work for protégés, thus broadening the scope of mentoring literature to include spiritual mentoring. Additionally, this study delves into the mechanism linking spiritual mentoring and the work meaningfulness of protégés.","PeriodicalId":312865,"journal":{"name":"Korean Academy Of Leadership","volume":"14 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139199976","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Impact of Servant Leadership on Subordinate’s Helping Behavior: Mediating Role of Energy and Moderating Effect of Family-Work Enrichment","authors":"Weonjin Choi, S. Son","doi":"10.22243/tklq.2023.14.2.3","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.2.3","url":null,"abstract":"The purpose of this study was to investigate the effects of servant leadership on helping behavior of subordinates, and the effects of servant leadership on helping behavior of subordinates through the energy. In this process, the moderating effect of subordinate‘s family-work enrichment is identified between servant leadership and subordinate’s energy together. For this purpose, hypothesis and research model were set based on the preceding studies on servant leadership, energy, helping behavior and family-work enrichment. To verify this, empirical analysis was conducted based on the questionnaires collected from ROK Army (A total of 255 dyadic data was used for analysis). As a result of the study, theoretical implications were provided by clarifying the relationship between servant leadership of supervisors, helping behavior, energy, and family-work enrichment of subordinates. Specifically, it was confirmed that servant leadership had a significant effect on helping behavior. In addition, the effect of servant leadership on helping behavior was confirmed through the energy of the subordinates. Also, the effect of family-work enrichment on the relationship between servant leadership and energy of subordinates was verified. through this, new moderating variables affecting the effectiveness of servant leadership were identified. In addition, this study suggested the direction of future research by verifying that family-work enrichment can control the relationship between the servant leadership of the supervisor and the energy of the subordinates. Finally, based on the results of the study, practical implications that can be applied to organizations are presented and limitations of the study are presented.","PeriodicalId":312865,"journal":{"name":"Korean Academy Of Leadership","volume":"159 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123131705","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Work-family Focused Mentoring and Mentee’s Organizational Citizenship Behavior: The Role of Perceived Organizational Support","authors":"J. Park, Yuying Gu","doi":"10.22243/tklq.2023.14.2.23","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.2.23","url":null,"abstract":"Despite the growing body of research examining the impact of mentoring on mentees' work behavior, there has been a notable gap in exploring the role of mentoring at the work-family interface. Our study sought to investigate whether work-family focused mentoring uniquely contributes to mentees' behaviors. In particular, we assessed the effects of work-family focused mentoring on organizational citizenship behavior, taking into account general mentoring functions. Furthermore, our study aimed to uncover the underlying mechanism connecting work-family focused mentoring with mentees' organizational citizenship behavior. Drawing on social exchange theory, we examined the mediating role of perceived organizational support (POS) in this relationship. By analyzing data from 237 mentor-mentee pairs across various organizations in China, we discovered that POS indeed mediated the association between work-family focused mentoring and mentees' organizational citizenship behavior. This study offers valuable insights and implications for future research and practice in this area.","PeriodicalId":312865,"journal":{"name":"Korean Academy Of Leadership","volume":"54 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116604411","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Empowering Leadership and Employee Innovative Behavior: The Role of Creative Role Identity","authors":"Gyung Mo Kang, Youngeun Yang, Soojin Kim, Kiwook Kwon","doi":"10.22243/tklq.2023.14.1.47","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.1.47","url":null,"abstract":"This empirical study examined both the mediating effect of creative role identity and the moderating effect of promotion focus on the relationship between empowering leadership and employee innovative behavior. Research models and hypotheses were established based on previous studies that explored empowering leadership, creative role identity, employee innovative behavior and promotion focus. It was confirmed that empowering leadership had a direct effect on employee innovative behavior and an indirect effect through the partially mediating variant of creative role identity. The study also confirmed that the lower an employee's promotion focus, the greater the effect of empowering leadership on creative role identity. \u0000The results of this study are significant because it verified the mechanism of identity perspective and expanded the literature on the effect of empowering leadership on employee innovative behavior. In particular, the creative role identity formed through leader's expectations, interactions, and employee's self-conceptualization of individual roles mediates the influence of empowering leadership on employee innovative behavior. At the same time, empowering leadership can influence employee innovative behavior differently depending on an employee's individual characteristic. Accordingly, continuous interaction for nurturing an employee's creative role identity rather than simple task instruction or delegation of authority is strongly recommended. Similarly, managers should demonstrate consistent interest in employee creative role identity as well as empowering leadership in order to encourage innovative behavior among employees.","PeriodicalId":312865,"journal":{"name":"Korean Academy Of Leadership","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125757653","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Effect of Entrepreneurial Leadership on Innovative Work Behavior and Job-related Psychological Well-being: Mediating Effect of Affective Commitment","authors":"Fei-xue Wang, Jong Kwan Kim","doi":"10.22243/tklq.2023.14.1.127","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.1.127","url":null,"abstract":"The recent dynamic business environment at home and abroad and rapid technological development increase the importance of employee innovative work behavior and job-related psychological well-being in securing competitive advantage and achieving organizational sustainability. Entrepreneurial leadership suggests that leaders possess the ability to motivate and direct subordinates to achieve organizational goals, including the recognition and exploitation of entrepreneurial opportunities. \u0000This study is a study on the effect of entrepreneurial leadership on the innovative work behavior of employees, job-related psychological well-being, and the mediating effect of affective commitment. For the empirical analysis, 421 online questionnaires located in Beijing, China were used, and the hypothesis was verified using the structural equation model through Mplus 8.3. According to the analysis results, entrepreneurial leadership not only affects innovative work behavior and job-related psychological well-being, but also the mediating effect of affective commitment in the relationship between entrepreneurial leadership and innovative work behavior and job-related psychological well-being was verified. \u0000The results of this study contribute to the study of entrepreneurial leadership. This study proposes some recommendations to increase employees' innovative work behavior and job-related psychological well-being. This suggests that organizational managers recognize the positive effects of entrepreneurial leadership and actively use entrepreneurial leadership.","PeriodicalId":312865,"journal":{"name":"Korean Academy Of Leadership","volume":"6 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124605559","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"An Empirical Study of Responsible Leadership on Knowledge Sharing in Chinese SMEs: The Mediating Effect of Positive Working Atmosphere and Moderating Effect of Psychological Contract Violation","authors":"H. Cai, X. Jin","doi":"10.22243/tklq.2023.14.s1.33","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.s1.33","url":null,"abstract":"This research revealed the process of increasing knowledge sharing in Chinese SMEs and suggested the way to improve knowledge sharing. As a factor that enhances knowledge sharing, it focused on responsible leadership. The main reason is that responsible leadership is emphasized as a key variable that leads organizational members' positive attitudes and behaviors toward their organization in the context of Chinese organizational culture. Although the importance of knowledge sharing and responsible leadership is being emphasized in Chinese SMEs, empirical studies verifying the causal relationship between responsible leadership and knowledge sharing are still insufficient. Based on such issues, this study attempted to clarify the causal relationship between responsible leadership and knowledge sharing. It also identified the mediating role of a positive working atmosphere in the process of inducing knowledge sharing. Furthermore, in relation to variables that can determine the level of knowledge sharing, the moderating role of psychological contract violation was identified. In order to verify the hypotheses, this study conducted a survey on employees who work in Chinese SMEs and used a total of 331 questionnaires for empirical analysis. It used measurements in previous research which were verified the validity to measure all variables and the empirical analysis included demographic analysis, confirmatory factor analysis, reliability analysis, correlation analysis, and regression analysis. The Hayes' SPSS PROCESS Macro 3.4 program and AMOS 24.0 program were used in this study. The results showed that responsible leadership had a significant positive influence on a positive work atmosphere and knowledge sharing. In addition, it was found that positive work atmosphere had a significant positive influence on members' knowledge sharing. Furthermore, it was verified that responsible leadership had a positive influence on knowledge sharing via positive job atmosphere.It concluded that positive job atmosphere was a mediation factor that lead to knowledge sharing. However, contrary to what was expected in this study, it was found that responsible leadership and positive working atmosphere were not associated with psychological contract violation. Furthermore, the moderating effect of psychological contract violation was found to be insignificant in the relationship between responsible leadership and positive working atmosphere. In general, previous researches have been verified that psychological contract violation is a negative variable that induces organizational members' negative attitudes and behaviors and such process reduces individual and organizational performance. However, the results of this study are different from those of previous researches. The results revealed another aspect of the role of contract violation in Chinese SMEs. Overall, this research presented a new research model for the process leading to knowledge sharing and contributed to ","PeriodicalId":312865,"journal":{"name":"Korean Academy Of Leadership","volume":"175 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"120945506","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Study of the Relationship among Inclusive Leadership, Perceived Error Management Climate and Innovative Behavior","authors":"J. Jin, Sanghyuk Lim, Bog-Nam Kang, Yinping Guo","doi":"10.22243/tklq.2023.14.s1.3","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.s1.3","url":null,"abstract":"Global competition, digital transformation brought about by the 4th industrial revolution, and the global pandemic brought about by the novel coronavirus have made companies adapt to changes and are constantly being asked to innovate. For the innovation of enterprises, the most direct and efficient way is to motivate employees to innovate behavior and innovation ability. Therefore, how to stimulate employees' innovation behavior has always been the focus of many scholars and many research results have been achieved. The purpose of this study is to better understand and analyze the innovative behavior of employees, and to study the structural relationship between inclusive leadership, error management climate, and innovative behavior. \u0000Survey questionnaires were distributed to employees working at ten China companies, and responses from 343 employees were collected and used for data analysis. The main findings of this research are as follows: First, inclusive leadership had a significant positive(+) relationship with innovative behavior. Second, inclusive leadership had a significant positive (+) relationship with error management climate. Third,error management climate had a significant positive (+) relationship with innovative behavior. Fourth, error management climate played a mediating role in the relationship between inclusive leadership and innovative behavior. \u0000Based on the results of this study, it provides suggestions on what kind of efforts companies should make in the future to lead effective innovative behaviors to organizational members, and these research results can be used as useful data.","PeriodicalId":312865,"journal":{"name":"Korean Academy Of Leadership","volume":"2 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133914445","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}