Communication Strategies of Online-Based Leadership and Members' Work Engagement and Job Burnout

함상우,Hahm, Sang-Woo Korean Society for Internet Information 2017 인터넷정보학회논문지 Vol.18 No.5

Work engagement and job burnout are crucial problems in Korea, particularly in the business environment, and they also indicate people's motivation. Online-based teams in e-business also have these issues. Especially the role of the leader in this new type of teams is more crucial for members' motivation, behavior, and performance. Contingency leadership theories posit that different situations need different traits or behaviors of a leader. For an online-based team, which is internet-based team in e-business, a leader should use specific communication strategies to enhance a team's performance and members' motivation. In an online-based team and an offline-based team, the ways in which leaders motivate members will be different. This paper suggests particular communicative strategies for leaders of online situations. Online-based team members communicate using mobile phones or IT tools, and leaders mayinfluences members in virtual meetings. Moreover, online-based leadership needs to be more entrepreneurial and risk encouraging, and less conservative than offline-based leadership. In addition, online-based leadership should be energetic, decisive, adaptable, and inspiring, and furtherutilize communication tools such as being more gregarious/talkative, assertiveness, linguistic diversity and affect. This paper explains the roles of communicative elements such as coordination, expression, direction-giving/uncertainty reduction, empathy, meaning-making, satisfaction, and competence to decrease job burnout and to increase work engagement. The purpose of this study is to suggest communication strategies' differentiated influences on work engagement and job burnout in an online-based team.

선거 연설에서 대통령 후보자의 목소리 변화에 따른 유권자의 인지 변화에 대한 융합 연구

함상우,박형우,Hahm, Sang-Woo,Park, Hyungwoo 한국인터넷방송통신학회 2018 한국인터넷방송통신학회 논문지 Vol.18 No.3

공식 연설에서 연설자의 목소리는 청취자에게 다양한 영향을 미칠 수 있다. 목소리 특징에 따라 연설의 효과성과 효율성도 변화하게 된다. 대통령 선거에서도 후보자의 목소리 특징은 유권자들의 인지에 영향을 미치게 될 것이다. 그래서 우리는 보다 효과적인 후보자의 목소리가 어떤 것인지를 파악할 필요가 있을 것이다. 이 연구는 후보자가 목소리를 변화시킨다면 이 목소리에 대한 유권자의 인지도 변화할 것인지를 입증한다. 한 후보자의 변화된 목소리 특징에 따라 유권자의 인지가 변화한다면, 우리는 후보자에게 필요한 목소리가 어떤 것인지를 설명할 수 있게 될 것이다. 또한 효과적인 연설을 위해 필요한 목소리 변화 전략에 대해서도 논의할 수 있을 것이다. 우리는 이 연구를 통해 대통령 후보자의 목소리 변화에 따른 유권자의 인지 변화를 소리공학의 차원과 인지 차원으로 설명하여, 효과적인 연설을 위해 후보자에게 필요한 목소리 특징과 변화 전략을 설명한다. In a formal speech, the speaker's voice has a variety of effects on the listener. Depending on the voice characteristics, the effectiveness and efficiency of the speech change as well. In the presidential election, the candidate's voice characteristics will affect the cognition of voters. Thus, we need to understand about the a more effective voice of candidate. This study proves whether voters will change their cognition if the candidate changes owe voice. If the cognition of voters can be changed according to the changed voice characteristics of the candidate, we will be able to explain what voices are needed for the candidate. We will also be able to suggest the necessary voice change strategies for effective speech. We describe cognition change of the voters according to the change of the voices of the presidential candidates by the dimension of the sori-engineering and the cognitive dimension. Hence, this study explains the voice characteristics and change strategies needed for candidates for effective speech.

중국 공공기관의 변혁적 리더십이 조직동일시와 조직시민행동에 미치는 영향 -심리적 임파워먼트와 참여적 목표설정의 관련성을 중심으로-

함상우 ( Sang Woo Hahm ),이태식 ( Tae Sik Rhee ) 한중사회과학학회 2015 한중사회과학연구 Vol.13 No.3

The purpose of this research is to suggest how to improve performance of public officials in Chinese public institutions. We explain the effect of transformational leadership(TL) on organi- zational identification(OI) and organizational citizenship behavior (OCB), and relationship among TL, OI, OCB, psychological empowerment(PE) and participative goal setting(PGS). As a result, TL has positive effect on PE; and PGS has moderate effect between TL and PE. Also, PE has mediate effect between TL and OCB, but PE does not have mediate effect between TL and OI. There are some implications in this paper. First, TL is one of the most critical leadership in Chinese public institutions. Second, PE is a crucial factor for members’ performance. Third, a leader should focus not only TL but also PGS to increase member’s PE. Fourth, this thesis explains conceptual relationship that TL has effect on OCB through mediating effect of PE, but TL directly influences on OI. To sum up, this research emphasizes specific leadership and motivation methods for Chinese public institutions.

Roles of Authentic Leadership, Psychological Empowerment and Intrinsic Motivation on Workers’ Creativity in e-business

함상우 ( Sang-woo Hahm ) 한국인터넷정보학회 2018 인터넷정보학회논문지 Vol.19 No.1

In today’s rapidly changing environment, companies need to have proper strategies in place to meet the challenges that constant change presents. Being flexible, responding and adapting to changes can be valuable. However, they are essentially passive ways of dealing with situations. Creating new values and innovation are more active and effective strategies fora constantly changing environment. As such, most companies in e-business should focus on developing creativity across the board. Employees’ creativity has become a critical factor in e-business. This paper explains how to increase workers’ creativity through authentic leadership and psychological empowerment. As it is not machines or computers, but people, that are ultimately still responsible for creating novel outcomes, this study emphasizes the overriding importance of members’ ability and leader’s roles, which greatly influence followers’ levels of motivation. Authentic leadership encourages members to reach and display their potential, and enhances their intrinsic motivation. Moreover, members’ psychological empowerment is directly associated with both intrinsic motivation and autonomy, preconditions for creativity. Hence, these two dimensions- leadership and an individual’s psychological state- will increase workers’ creativity, which works to increase performance and create more opportunities not only at the individual level, but also at the team or organization level. The purpose of this paper is to explain the effects of authentic leadership on creativity and the moderating effects of psychological empowerment between authentic leadership and creativity in the e-business environment.

메타인지, 자기효능감 및 자기존중감의 관계에 관한 연구

정복성(Fusheng Zheng),함상우(Sang Woo Hahm) 인문사회과학기술융합학회 2018 예술인문사회융합멀티미디어논문지 Vol.8 No.11

메타인지는 어떤 특정한 문제를 해결하기 위해 먼저 문제에 대하여 인식하고 문제해결의 목적 또는 목표에 따라 해결과정에서 자신을 모니터링하고 조정하는 과정을 의미한다. 이는 성과 향상과 관련된 개념 중 하나이다. 성과를 향상시키는 유사한 개념으로 자기효능감과 자기존중감이 있다. 자기효능감은 자기 업무를 성공적으로 수행할 수 있다고 느끼는 능력에 관한 개인의 신념이고 자기존중감은 개인으로서의 가치에 대한 주관적인 평가이다. 메타인지, 자기효능감, 자기존중감은 모두 자신을 인지하고 평가하는 개념으로 유사한 부분이 있다. 하지만 메타인지는 어떤 특정한 문제를 해결하는 과정에서 개인의 장점이나 단점, 또는 능력 등에 대해 잘 알고 있는지에 대한 능력이다. 또한 자기효능감은 문제를 성공적으로 해결할 수 있다는 자신감을 가리키며 자기존중감은 내가 문제를 해결할 수 있는 유능한 사람인지에 대한 일종의 느낌이다. 따라서 세 요소는 서로 다른 개념이다. 이 연구는 메타인지와 자기효능감, 자기존중감의 차이와 그 관련성을 설명한다. 실증분석의 결과로 이 세 요소는 서로 다른 것으로 정(+)의 상관관계가 나타났다. 즉 문제 해결 과정에서 메타인지의 변화에 따라 개인의 효능감과 존중감이 차이가 있는 것으로 볼 수 있을 것이다. 이 연구를 통해 메타인지의 중요성을 강조하고, 향후 자기효능감, 자기존중감과 같이 개인의 성과 관련 연구들의 필요성을 제기한다. Meta-cognition is the process of cognitive a problem first and then monitoring and regulating her/himself in the solution processes according to the objective or goal of problem solving to solve a specific problem. This is important for performance. There is a self-efficacy and self-esteem as a similar concept to improve performance. Self-efficacy is an individual s belief that people have a ability to perform a certain task successfully, and self-esteem is a subjective assessment of an individual s worth. Meta-cognition, self-efficacy, and esteem are all similar concepts that cognitive and evaluate themselves. Meta-cognition, however, is the ability to know about the strengths, weaknesses, or abilities of an individual in solving a particular problem. self-efficacy means confidence that I can solve the problem successfully, and self-esteem is the feeling that I am a worth person who can solve the problem. Therefore, the three factors are different concepts. This study explains the differences in meta-cognition, self-efficacy, and self-esteem and their relevance. As a result of the empirical analysis, these three factors showed a positive correlation with each other. In another words, there is a different point between the self efficacy and the esteem according to the change of meta-cognition in the problem solving process. This study emphasizes the importance of meta-cognition and raises the necessity of individual performance studies such as self-efficacy and self-esteem.

CEO의 윤리경영 실천의지와 조직성과의 관련성에 관한 연구

이태식(Rhee, Tae-Sik),함상우(Hahm, Sang-Woo) 대한경영학회 2009 大韓經營學會誌 Vol.22 No.4

교수의 변혁적 리더십이 한국에서 유학하는 중국 유학생들의 학교만족, 교수만족, 학업만족에 미치는 영향

김수(Xiu Jin),함상우(Sang-Woo Hahm) 인문사회과학기술융합학회 2018 예술인문사회융합멀티미디어논문지 Vol.8 No.8

오늘날 빠르게 변화하고 불확실한 환경에서 리더들은 변화를 수반하는 리더십을 행사한다. 리더는 조직 목표를 달성하기 위해 구성원들에게 다양한 영향력을 행사한다. 이와 관련하여 대학교 교수도 교육과 강의에 있어서 학생들에게 영향력을 수행한다고 볼 수 있다. 교수는 학생들에게 다양한 영향을 미칠 수 있으며 교수의 리더십 유형에 따라 학생의 행동도 영향을 받을 수 있다. 그래서 이 연구는 학생들의 교육성과로 간주되는 학생들의 교수에 대한 만족, 학업만족, 학교만족의 중요성을 전제로 하였다. 그리고 이러한 다양한 차원에서 존재하는 만족 요소들을 향상시키기 위한 방안으로 교수의 변혁적 리더십의 하위요인인 개별적 배려, 지적자극, 영감적 동기부여, 카리스마의 역할을 규명하고 그 영향력을 측정하였다. 분석 결과로부터 네 가지 하위요인들은 각각의 세부적인 차이점들을 지니고 있음이 밝혀졌다. 또한 교수의 각각의 리더십 특징들이 학생에게 차별적인 영향을 미치게 된다는 결론을 도출하였다. 이 연구는 교수의 변혁적 리더십의 네 가지 하위요인들이 학생들의 교육성과 요소들인 교수에 대한 만족, 학업만족, 학교만족에 미치는 영향을 검증하고 이를 바탕으로, 오늘날 교수에게 필요한 리더십의 다양한 역할들을 규명하는데 초점을 두었다. In today s a time of rapid changes and uncertain environment, leaders engage in actions that involve change. Leaders play various influences on their members to achieve organizational goals. In this regard, university professors have influencing on students in teaching and educating. Professors have a variety of effects on students and student also be affected by the professor s type of leadership. Hence, this study presupposes the importance of satisfaction with university, academy, professor, which are regarded as students achievements. In order to enhance the factors of satisfaction, we investigated and identified the role of charisma, inspirational motivation, intellectual stimulation, and individualized consideration, which are components of transformational leadership. From results, it was found that the four components of transformational leadership have their own detailed differences. Thus, we conclude that each of the component had a discriminating influence on the students satisfaction with academy, professor, and university. This research focused on identifying the various roles of leadership needed for professors.

중소기업 CEO의 기술마케팅역량, 경쟁전략, 사회적 공헌활동이 경영성과에 미치는 영향

신정욱 ( Jeong Wook Shin ),함상우 ( Sang Woo Hahm ),곽원준 ( Won Jun Kwak ) 한국생산성학회 2019 生産性論集 Vol.33 No.3

According to ‘The Federation of Korean Industries’, the proportion of small and medium-sized enterprises (SMEs) among Korean commercial firms in 2013 is approximately 99.9%. It is necessary to make various efforts for the business performance of SMEs, which make up the majority of Korean industry. In particular, sustainability growth, efficient use of resources and differentiation strategies will have a positive impact on SMEs' competitive advantage. This paper focuses on SMEs' sustainability management and growth. Based on recent empirical and theoretical perspectives, this study explains the positive impact of corporate social responsibility of address companies. This process demonstrates the CEO's technical marketing capability, competitive strategy, and responsive corporate social responsibility. As a result of the empirical analysis, the CEO's technical marketing capability was positively influenced by the company's competitive strategy. In addition, the responsive corporate social responsibility of SMEs have proven to increase the impact of cost leadership strategies on management performance. SMEs are not actively involved in corporate social responsibility due to poor short-term achievements, lack of resource in charge of these activities. In this literature, this study argues that responsive corporate social responsibility enhance the effectiveness of management strategies. Furthermore, this paper has the academic significance of identifying the relevance of CEO's technology marketing capacity, corporate competition strategy, and responsive corporate social responsibility in SMEs.

외국인 근로자의 문화 차이에 따른 일-가정 갈등이 직무소진에 미치는 영향

정복성(Fusheng Zheng),함상우(Sang-Woo Hahm) 인문사회과학기술융합학회 2018 예술인문사회융합멀티미디어논문지 Vol.8 No.3

외국인 근로자는 직장생활에서 다양한 문화 차이를 경험하게 된다. 이러한 차이는 갈등과 업무 성 과 저해에 영향을 미치게 된다. 외국인 근로자가 문화 차이를 통해 겪게 되는 일-가정 갈등도 직무소 진의 증가와 같은 부정적 영향력을 행사하게 될 것이다. 이 연구는 이러한 부정적 영향력을 한국 내 중국인 근로자들이 인지하는 일-가정 갈등과 직무소진의 관계로 설명한다. 한국에 비해 초과근무, 회 식 참여가 적은 문화에 익숙한 중국인 근로자들은 한국의 기업에서 경험하게 되는 이질적 문화에 어 려움을 겪게 된다. 특히 초과근무, 잦은 회식으로 인해 근로자들은 가족과 함께 하는 시간을 충분히 확보하지 못하여 보다 많은 일-가정 갈등을 겪게 된다. 이러한 문제는 한국인 근로자들에게도 나타날 수 있지만, 특히 문화가 다른 중국인 근로자들에게는 보다 큰 어려움이 될 수 있다. 그래서 가정에 소홀하게 되는 문화는 중국인과 같은 외국인 근로자들에게 직무소진과 같은 부정적 결과들을 보다 많이 초래할 것이다. 이 연구는 한국에서 만연하고 있는 추가 근무 등이 가족과의 관계에 부정적 영 향을 미치며, 이러한 현상은 문화가 다른 외국인 근로자들에게 더욱 크게 나타날 수 있음을 설명한다. Foreign workers experience various cultural differences in their work life. These differences will affect the conflict and hinder job performance. The work-family conflicts that migrant workers experience through cultural differences will also exert negative influences such as increased job burnout. This negative influence is explained by the relationship between work-family conflict and job exhaustion, which are recognized by Chinese workers in Korea. Chinese workers who are accustomed to the Chinese workplace culture, which has fewer organizational cultures, such as overtime and dinner party, suffer from the heterogeneous culture experienced in Korean companies. Especially, due to overtime and frequent dinner parties in company, workers do not have enough time to spend time with their family members and face more work-family conflicts. This problem can also be seen in Korean workers, but it can be especially hard for Chinese workers with different cultures. Therefore, the organizational culture that is neglected in the home will have negative consequences such as the exhaustion of foreign workers such as Chinese. This study explains that widespread additional work in Korea has a negative impact on family relationships and that this phenomenon may be more prominent among foreign workers with different cultures.