Purpose – This study investigated the effects of leaders of national universities on faculty creativity. The study examined transformational leadership and creativity theories and investigated self-efficacy, the parameter between transformational leadership and creativity, to examine its moderating effect and provide policy implications for national universities. Research design, data, and methodology – This study built four hypotheses based on the literature review, and tested these using a survey methodology. The collected data were analyzed using SPSS 15.0. Result – At the national universities, the results were as follows: charisma of leaders had a positive influence on member creativity; intellectual stimulus of leaders had a positive influence on member creativity; and, individual consideration of leaders had a positive influence on member creativity. Therefore, leaders’ transformational leadership had a positive influence on member creativity. Conclusion – Creativity is thought to be important for organizational survival and continuous development at rapidly changing education administrations. Educational administration leaders should exercise transformational leadership to develop member creativity. Member self-efficacy, which had a mediating effect on creativity, requires leadership to develop it.

Purpose – Research shows that increased workload and psychological pressure produces tensions in organizations. Such tensions can increase employee aggressive workplace behavior. This study attempted to discover the relationship among verbal aggression, job involvement, and turnover intention. Research design, data, and methodology – A survey of administrative workers in colleges was done between May 20 and May 26, 2015. Result – The findings were as follows. First, verbal aggression directly increased employee turnover intention. Second, stress recognition also created turnover intention among employees, which was detected in the interviews conducted after the survey. Third, both the survey and the interviews showed that stress recognition did not have a significant effect on job involvement. Fourth, both the findings and the interviews after the survey showed that stress increased turnover intention. Last, the finding on the role of self-esteem showed that self-esteem had a positive moderating effect on the relationship between the influence of verbal aggression and stress recognition. Conclusion – Having strong talent at work should lower turnover intention and turnover rates and develop the organization continuously.