프랜차이즈에서 리더십스타일의 선행요인과 성과요인에 관한 연구

이의준,김상덕 한국유통과학회 2011 유통과학연구 Vol.9 No.4

The relationship between buyers and sellers is changing into a long-term relationship. A number of distribution channel researchers have determined that the behavior of distribution channel members can be characterized by relational exchanges. The members of relational distribution channels may be perceived as strategic partners; however, even within these arrangements, member asymmetries may exist, which can create unequal distributions of power and dependence. Thus, as all distribution channel members may not be equal in power, it is possible that a less-dependent channel leader may emerge. Therefore, leadership in distribution channels is a very important variable. Distribution channel leadership can be defined as the activities undertaken by the distribution channel leader to influence the marketing programs and strategies of channel members. A distribution channel’s performance is influenced by the leadership style of the channel leader. Although research on channel leadership styles can be broadly categorized, many researchers have dealt with analyzing distribution channel leadership by using the power-influence approach, which includes looking at variables, such as power, power base, and influence strategies. Moreover, they have examined the direct relationship between leadership styles and performance. Many distribution channel scholars have attempted to justify the application of leadership styles identified in alternative leadership theories to the inter-organizational context of distribution channels. They have made suggestions regarding how great the usefulness of leadership style as a strategy is to secure the compliance of distribution channel members and have conceptually and empirically linked it to channel-related phenomena, such as manifest conflict, cooperation, channel efficiency, and effectiveness. However, as few empirical studies have examined the antecedents and consequences of leadership styles, research on leadership style can be considered nascent. Thus, it is required to investigate the antecedents and consequences of the leadership style of a distribution channel leader. This study aims to empirically identify whether there are influences of the antecedents of leadership on two different leadership styles, and to reveal whether these leadership styles induce any consequences. The research subjects were 220 franchisees. Research findings are as follows:First, the results show a positive effect of technological capability on transformational relationships. However, it does not have a significant effect on transactional leadership. Second, innovation-oriented organizational culture has negatively influenced both leaderships. However, task-oriented organizational culture positively and significantly influenced both forms of leadership. Third, the ethics of leaders has influenced both leadership styles positively and significantly. Fourth, regarding consequences, transformational leadership strengthens financial performances, whereas it weakens relational citizenship behaviors. However, transactional leadership positively influences relational citizenship behavior whilst negatively affecting financial performance.

유아 리더십 유형 검사 도구 개발에 관한 예비 연구

김성숙,박찬옥 한국영유아교원교육학회 2009 유아교육학논집 Vol.13 No.4

The purpose of this study is to develop a rating scale to evaluate young children’s leadership style. For this purpose, the subordinate styles of this rating scale were especially constructed based on Goleman (2001) and Goleman, Boyatzis, and Mckee(2001, 2002) research. To apply these subordinate styles to young children, theoretical and empirical works such as literature analysis, observation in kindergarten, and a questionnaire survey of teachers in the kindergarten were conducted. Based on this effort, the leadership style rating scale for young children was finally developed. The leadership style rating scale developed by this study was applied to 313 young children aged four to five attending kindergartens in Seoul and Gyeonggi-do. Furthermore, the data were analyzed by using Rasch measurement model through WINSTEPS (Linacre, 2007, ver. 3.64.2). As a result, the leadership style rating scale for young children consists of 150 items under the six subordinate styles. More concretely, the leadership style rating scale for young children was constructed of six subordinate styles, namely a visionary style leadership, a coaching style leadership, an affiliative style leadership, a democratic style leadership, a pacesetting style leadership, and a commanding style leadership. 본 연구는 유아들이 발휘하는 리더십 유형을 분석하는 유아 리더십 유형 검사 도구를 개발하는데 그 목적이 있다. 이를 위해 문헌 분석, 유아 관찰, 교사 질문지 분석 등과 같은 이론․경험적 탐색을 통해 유아들이 발휘하는 리더십 유형과 그에 따른 특징을 탐색하고 이를 측정할 수 있는 문항들을 개발한 후 5단계의 내용타당도 단계를 거쳤다. 또한 313명의 만 4~5세 유아를 대상으로 현장 적용을 거쳤으며 Rasch 측정 모형을 통해 전망제시형, 코칭형, 관계중시형, 민주형, 선도형, 지시형 리더십의 여섯 가지 유형이 각각 일차원성을 지님을 확인하였다. 그 결과 유아들이 발휘하는 리더십을 여섯 가지 유형으로 선정하고 각 유형별로 25개의 문항으로 구성된 유아 리더십 유형 검사 도구를 개발하였다.

The Impact of Leadership Styles Among UAE Municipalities Employees

Mohammed Hariri Bakri(Mohammed Hariri Bakri ),Abdulla Ali Al Mazrouei(Abdulla Ali Al Mazrouei ),Albert Feisal Ismail(Albert Feisal Ismail ),Mohamad Idham Md Razak(Mohamad Idham Md Razak ),Geraldine De People&Global Business Association 2023 Global Business and Finance Review Vol.28 No.4

Purpose: This research examines the impact of four leadership behavior styles; directive, supportive, participative, and achievement-oriented. These four leadership behavior styles are retrieved from the Path goal theory, which considers the employee motivation determinants by the expectancy theory. Design/methodology/approach: The association between the leadership styles and behaviors suggested by the Path goal theory with employee motivation lacks the role of the entrepreneurial mindset factor, which stands on the thinking that enables the employee to overcome challenges, be decisive, and accept responsibility. This research tests the mediation effect of the entrepreneurial mindset factor to fill this gap and contributes significantly to the knowledge of leadership behavior styles. The study also validates the proposed conceptual framework using structural equations modeling, then uses smart PLS with the data collected from 341 employees from the UAE municipalities to test the constructed hypotheses of this research. Findings: The finding of this research revealed a positive and significant relationship between achievement-oriented style and employee motivation in the municipalities of the UAE, a positive and significant relationship between entrepreneurial mindset and employee motivation in the municipalities of the UAE, a positive and significant relationship between participative style and employee motivation in the municipalities of the UAE and positive and significant relationship between supportive style and employee motivation in the municipalities of the UAE. The mediation effect of the entrepreneurial mindset factor, there was a mediation of entrepreneurial mindset for the relationship between directive style and employee motivation. There is no mediation of entrepreneurial mindset for the relationship between achievement-oriented style and employee motivation, no mediation of entrepreneurial mindset for the relationship between participative style and employee motivation, and no mediation of entrepreneurial mindset for the relationship between supportive style and employee motivation. Research limitations/implications: The employees must be appreciated verbally or in writing for their activities in the municipalities to increase their powers and responsibilities and to provide training and career development opportunities. These are the primary leadership motivational factors that provide employees with psychological and social support rather than economic benefit. It can be stated that psycho-social motivation ties employees more. The findings can assist managers in determining which type of leadership style is most suitable in terms of outcomes, as well as how they can adjust their leadership styles to make them more successful and result-oriented. Originality/value: This research can be the first local empirical research to evaluate the organization's performance relationship between leadership behavior styles and the UAE municipality employees' motivation through an entrepreneurial mindset.

대학생의 리더십 특성에 관한 연구 - 성, 학년, 사고양식을 중심으로

윤경미,김정섭 한국청소년학회 2008 청소년학연구 Vol.15 No.7

The purpose of this study was to investigate to what extent gender, grade level, and thinking style can predict college students' leadership. A sample of 174 college students(male: 75, female: 99) answered inventories of leadership and thinking style. The following results were obtained: First, there were significant gender differences in leadership of college students. Male students scored significantly higher than female students on the leadership scale. Second, differences in leadership were found by grade level. Leadership rose with increasing grade level. Third, the results of a stepwise multiple regression showed that college students' leadership was significantly predicted by particular thinking styles; legislative, external, hierarchic, and monarchic style. Legislative thinking style emerged as the strongest predictor of college students' leadership. Forth, the results from multiple regression procedures indicated that each subfactor of leadership was significantly related to different subfactors of thinking style. Differences in the contributions of thinking style in predicting leadership for college students were evident. These findings have implications for instruction and program development for enhancing student's leadership. 대학생 시기는 성숙한 직업인과 시민으로 나아가기 위한 준비의 시기로, 성공적인 성인기를 영위할 수 있도록 능력을 키워야 한다. 대학생이 함양해야할 능력으로 최근 강조되고 있는 것이 리더십이며, 효과적인 리더십 교육방법의 개발과 이를 위한 기초연구가 요구되고 있다. 이러한 필요성에 따라 본 연구는 대학생의 리더십 특성을 알아보기 위해 대학생 리더십의 성차와 학년차를 알아보고, 리더십과 사고양식의 관계를 밝히는 것을 연구의 목적으로 하였다. 연구의 대상으로는 부산시내 소재하는 2개의 4년제 대학의 남녀학생 174명이 참여하였다. 연구결과를 살펴보면, 첫째, 대학생의 리더십은 성별에 따른 차이가 있었으며, 남자대학생이 여자대학생에 비해 리더십이 높았다. 둘째, 대학생의 리더십은 학년에 따른 차이가 있었으며, 학년이 높을수록 리더십이 향상되었다. 셋째, 리더십과 사고양식은 관계가 있었으며 입법적, 외부지향적, 계급제 사고양식은 리더십과 정적인 관계가 있는 것으로 나타났고 군주제 사고양식은 리더십과 부적관계를 가지는 것으로 나타났다. 셋째, 리더십의 각 하위요인과 사고양식은 상관이 있었으며, 리더십의 각각의 하위요인과 관련되는 사고양식은 다소 다른 특징을 보였다. 본 연구는 리더십의 함양이 가장 요구되는 시기이지만 상대적으로 연구가 많이 이루어지지 않은 대학생을 대상으로 리더십의 특성을 알아보고, 경험적인 연구가 거의 이루어지지 않은 리더십과 사고양식의 관계를 밝혀 교육적 시사점을 찾고자 하였다는 점에서 그 의의가 있다.

A structural equation model (SEM) of the impact of transformational, visionary, charismatic and ethical leadership styles on the development of wise leadership among Filipino private secondary school principals

Marishirl Parco-Tropicales,Allan B. de Guzman 서울대학교 교육연구소 2014 Asia Pacific Education Review Vol.15 No.4

In recent years, wisdom is seen as a key resource for school leaders in dealing with the dynamics of the changing school environments. This study purports to expand the growing interest on wisdom by testing a model that describes the impact of transformational, visionary, charismatic and ethical leadership styles on wise leadership development among a select group of 320 Filipino secondary school principals through structural equation modeling. A multi-aspect questionnaire was used to characterize the respondent principals’ leadership orientation and styles. Specifically, the following adapted tools were used: the Transformational Leadership Behavior Inventory, the Ethical Leadership Scale, the Charismatic Leadership Scale, the Visionary Leadership Scale and the Wisdom Development Scale. Results of the structural equation model revealed that: (1) each of the four types of leadership has a significant positive impact on wise leadership development, (2) high charismatic qualities of principals could lead to higher capability for wise leadership, (3) transformational and visionary leadership appeared to have the most impact on wise leadership development and (4) five pairs of leadership styles (visionary and charismatic, charismatic and ethical, transformational and ethical, transformational and visionary, and transformational and charismatic) when any of them is practiced by the school principals indicate stronger effect on wise leadership. Implications for practice, theory and policy are also discussed in this paper.

Contemporary Leadership Style: Transactional Leadership

Dong ho Kim,Yoon ah Hahn,Margaret Sithole 한국유통과학회 2016 KODISA ICBE (International Conference on Business Vol.2016 No.-

The purpose of this paper is to examine and explore transactional leadership and whether this may be the most applicable contemporary leadership style for the public sector. This is a case study, an analytical approach, which focuses on exploring and analyzing contemporary leadership styles in public sector to identify the most applicable and popular leadership style. Contemporary leadership examples show transactional leadership as the most applicable leadership style in the public sector, and many seem to like this leadership style and support transactional leaders. Transactional leadership style has been characterized as a business or a managerial leadership, and it has not been as prevalent or popular leadership style as transformational or servant leadership styles. However, many leaders in both the public and private sectors exhibit transactional leadership style today, and this leadership style could well be the most prevalent and popular leadership style in the near future.

의사(疑似)한국형리더십이 직무소진에 미치는 영향에 관한 연구 : 역할갈등의 매개효과

남유진,심선아 세명대학교 인문사회과학연구소 2023 人文 社會科學硏究 Vol.31 No.3

· Research topics: To examine the effects of peudo-Korean leadership styles. The meditating effect of role conflict between the pseudo-Korean leadership styles and job burnout was also investigated. · Research background: Extreme leadership behaviors might bring the negative results to organizations. · Differences from prior research: Prior research mainly focuses on the effects between Korean leadership styles and the team performance but this research defines the concept of pseudo-Korean Leadership styles and focuses on the pseudo-Korean Leadership styles. · Research method: SPSS 20.0(k) for Windows was used validity, correlation, regression and mediating analysis. · Research results: Analysis of the results showed a positive relationship between the pseudo-Korean leadership styles and job burnout. Role conflict mediated the relationship between the pseudo-Korean leadership styles and job burnout. · Contribution points and expected effects: This study is initial study to investigate the concept of pseudo-Korean leadership styles. The pseudo-Korean leadership styles influenced on the negative attitudes of people in organizations. This study shows the power of negative leadership can be stronger than positive leadership in organization. · 연구 주제: 본 연구의 목적은 한국적 정서와 가치를 토대로 수립된 한국형리더십에 대한 후속연구로, 의사한국형리더십이 직무소진에 미치는 영향을 검증하는 것이다. · 연구 배경: 극단적인 리더십 행위가 부정적인 결과를 미칠 수 있으므로 이에 대한 연구를 통해 미칠 수 있는 영향을 실증적으로 규명하는 것이 필요하다. · 선행연구와의 차이점: 선행연구들은 주로 한국형리더십이 팀 성과에 미치는 영향에 대한 연구를 진행하였으나 본 연구는 의사한국형리더십에 대한 개념을 정의하고 팀 성과에 미치는 영향을 연구하였다. · 연구방법: 본 연구는 동일측정 오류를 최소화하기 위하여 설문지를 팀원 A와 B를 분리하여 측정하였고, SPSS 10.0(k) for Windows를 이용하여 분석하였다. 연구가설을 증명하기 위하여 회귀분석과 소벨테스트를 실시하였다. · 연구결과: 의사한국형리더십은 직무소진에 정(正)의 영향을 미치는 것으로 나타났다. 또한 의사한국형리더십과 직무소진간의 관계에서 역할갈등의 완전매개 효과도 확인되었다. · 공헌점 및 기대효과: 국내 최초로 의사한국형리더십의 측정도구를 개발하고 직무소진에 미치는 영향을 검증하였고, 의사한국형리더십으로 인해 조직구성원들의 부정적 태도가 강화되는 것을 확인하였으며, 의사한국형리더십이 직무소진에 미치는 역할갈등의 매개효과를 규명하고 입증함으로써 의사한국형리더십에 대한 설명력을 높여주었다.

리더십 유형과 조직성과와의 관계 분석- 미국 오클라호마주 의용소방대를 중심으로 -

신용식 한국화재소방학회 2014 한국화재소방학회논문지 Vol.28 No.4

This study aims to determine dominant leadership styles of the U.S. volunteer fire department and analyzes relationshipbetween leadership styles of a fire chiefs and organizational outcome. This study reviewed 205 volunteer fire fightersin Oklahoma State which is located in middle and southern part of the U.S. As research results, it turned out that themost common leadership type of volunteer fire chiefs is transformational leadership. The second most common leadershiptype is transactional leadership. Laissez-faire leadership was the least common leadership type. This study analyzedthat transformational leadership and transactional leadership have positive relationship with organizational outcome. Incontrast, laissez-faire leadership has negative relationship with organizational outcome. Also, it turned out that the volunteerfire fighters evaluate that transformational and transactional leadership decrease as working years of current volunteerfire chiefs increase. 본 연구의 목적은 미국 의용소방대 조직에서 의용소방대장의 주도적인 리더십 유형을 확인하고 소방대장의 리더십 유형과 조직성과간의 관계를 분석하는데 있다. 본 연구는 미국 중남부에 위치한 오클라호마주 의용소방대원 205명을 대상으로 하였다. 연구결과, 가장 일반적인 의용소방대장 리더십 유형은 변혁적 리더십인 것으로 나타났다. 두 번째는 거래적리더십으로 분류되었고 방임형 리더십은 가장 낮은 빈도의 유형으로 분석되었다. 본 연구에서 변혁적 리더십과 거래적리더십은 조직성과와 정(正)의 상관관계가 있는 것으로 분석되었다. 방임형 리더십은 조직성과와 부(負)의 상관관계가 있는 것으로 나타났다. 또한 현재의 의용소방대장과의 근무연수가 증가할수록 자신들의 리더에 대해 변혁적, 거래적 리더십 능력이 감소한다고 평가하고 있는 것으로 분석되었다.

스포츠 형태와 종목별 코치의 리더십 유형 분석

조병훈 한국체육과학회 2004 한국체육과학회지 Vol.13 No.1

The purpose of this study was to Analysis of leadership styles in sport event styles and sport types. Subjects for this study were contacting sport; 116(team; 93, individual; 73) and parallel sport; 115(team; 68, individual; 47), according to sport types and event styles; Total subject of this were 281 players . Leadership styles were tested by Kim, Byeong-hyeon, Yi Han-gyu, Ha, hyeong-ju‘s『The Korean LSS』. To prove the mean error were 2-way ANOVA. The results of the study are as the following : 1. In the factors of Training-Instruction Behavior, Democratic behavior and Positive feedback, no different in sport types and event styles..2. In the factor of Authoritative behavior, individual sport more higher than team sport in event styles but parallel sport more higher than contacting sport in sport types. 3. In the factor of Social support Behavior, parallel sport more higher than contacting sport in sport types but no different in event styles.

여성 중간 관리자의 리더십 스타일

황정희(Hwang Jung-Hee) 한국비서학회 2007 비서·사무경영연구 Vol.16 No.2

본 연구는 비서직 여성 중간 관리자들의 리더십 스타일을 규명하기 위하여 비서업무를 담당하고 있는 중간 관리자와 사원을 대상으로 중간 관리자들의 리더십 스타일을 분석하고, 관리자와 사원의 리더십 스타일 인식과 조직 유형에 따라 리더십 스타일의 차이가 있는지를 알아보고자 하였다. 연구 결과, 첫째, 사원은 관리자가 과업 지향적 리더십 스타일을, 관리자는 스스로 관계 지향적 리더십을 가장 많이 발휘하는 것으로 인식하였으며, 지시적 리더십의 경우 사원과 관리자 모두 가장 적게 발휘한다고 생각하였다. 그러나 관리자들이 변혁적 스타일을, 참여적 스타일을 보인다는 데는 일치하였다. 둘째, 변혁적 리더십과 거래적 리더십, 관계 지향적 리더십은 사원에 비해 관리자가 높게 평가한 반면, 사원은 관리자에 비해 관리자가 지시적 리더십을 많이 발휘하는 것으로 인식하여 사원과 관리자 간에 분명한 인식의 차이를 보였다. 셋째, 조직 유형에 따라 사원은 관리자가 변혁적 리더십을 발휘하는 정도를 다르게 인식하였는데, 외국 기업의 관리자가 국내기업과 법무법인보다 변혁적 리더십을 덜 발휘하는 것으로 나타났다. 반면, 관리자는 지시적 리더십을 발휘하는 정도를 다르게 평가하였는데, 법무법인이 국내기업과 외국기업보다 지시적 리더십을 더 많이 사용하는 것을 보였다. 본 연구는 비서직 여성 중간 관리자에 대한 첫 연구로서, 그동안 시도되지 않았던 리더십 스타일을 규명하여 비서직 중간 관리자에 대한 연구 지침이 될 뿐만 아니라 비서직 중간 관리자 육성을 위한 기초 자료로서 사용될 것으로 기대된다. The purpose of this study is to examine the managers and employees' perceptions of the female managers' leadership styles who is in charge of secretarial works, whether the differences of their perceptions are, and whether organization types affect their perceptions of managers' leadership styles. The findings demonstrated that female middle managers were evaluated in a task-oriented style by employees and interpersonal style by managers. Both of them evaluated directional style the lowest. Analyses on differences of their perceptions showed that employees evaluated directive leadership higher than managers, while managers perceived transformational leadership, transactional leadership, and interpersonal oriented style higher than employees. That represented the differences of their perceptions on managers' leadership styles. Also, according to organization types, there were differences of perceptions. In the employees' case, employees who were working in foreign companies perceived transformational leadership lower compared to domestic companies and law firms. Managers evaluated that managers at law firms displayed directional leadership higher than domestic and foreign companies. This study is the first one which examined the female middle managers' leadership styles. It can be served as guideline for the future study and basic materials to bring up middle managers at secretarial jobs.