최근 이혼율의 증가로 한부모가족이 크게 늘고 있다. 정부에서는 한부모가족의 생활안정과 복지증진을 위하여 2007년 한부모가족지원법을 개정하는 등 한부모가족의 지원을 위해 많은 노력을 기울이고 있으나 이들에 대한 심리적인 측면에서의 지원은 미흡한 실정이다. 이에 본 연구의 목적은 한부모가족 지원체계로서의 리더십코칭접근의 가능성을 검토해보는 것이다. 이를 통하여 한부모가족의 심리적 지원을 위한 한부모가족지원체계로서의 리더십코칭 부모교육프로그램의 개발을 위한 기초자료를 제공하는데 그 의의를 둔다. 이러한 연구 목적을 위하여 한부모가족과 리더십코칭에 대한 연구동향을 살펴보고 리더십코칭의 한부모가족을 위한 지원체계로서의 접근 가능성을 탐색해보고자 하였다.

본 연구는 유아를 대상으로 셀프 리더십에 대한 개념과 구성요소를 설정하고 이를 신장시킬 수 있는 구체적인 활동을 고안하여 코칭을 적용한 유아 셀프 리더십코칭 프로그램의 내용을 구성하였다. 전문가 의견 수렴하여 조정과정을 통해 최종적으로 선정된 유아 셀프 리더십코칭 프로그램의 구성요소는 ‘자기존중’, ‘자기효능’, ‘자기보상’ 이라는 3개의 상위구인에 각각의 하위요소로는 ‘수용’, ‘조절’, ‘확신’, ‘과업 효능’, ‘대처 효능’, ‘내적 보상’, ‘외적 보상’의 7개의 하위요소로 이루어져 있다. 이러한 구인을 중심으로 제작된 프로그램의 내용은 ‘수용하기’, ‘조절하기’, ‘확신하기’, ‘과제하기’, ‘대처하기’, ‘만족하기’, ‘인정하기’의 7개 구인을 중심으로 구성하였으며 유아가 이해하기 쉽도록 게임, 이야기나누기, 신체활동 등 활동중심의 15개 활동으로 내용을 구성하였다. 유아 셀프 리더십코칭 프로그램에서는 유아의 발달특성을 고려하여 코칭기술인 ‘경청하기’, ‘질문하기’, ‘정보주기’, ‘인정하기’와 NLPia 코칭 주요기술인 ‘탁월성의 원’, ‘시간선 찾기’, ‘긍정적 의도 찾기’를 적용하였다.

Healthcare organizations need mutual cooperation among various medical professionals in order to carry out the performance of their duties spite of having a strong job specialization and independence based on license. However, spite of the importance of l

본 연구는 코칭 프로그램 교수방법을 통해 긍정적인 상호작용과 비전을 가지고 아동 자신이 문제를 스스로 해결해 자아존중감에 미치는 영향과 또래와의 관계형성을 통해 존엄성과 가치를 가진 타인을 이해하고 존중하며 서번트리더십을 발휘하는데 도움이 되는지를 파악해보고자 하였다. 이를 위해 본 연구의 대상은 초등학교 1～3학년 저학년 아동 총 24명으로 구성하였으며, 연구를 위해 해피온코칭 프로그램을 실시하였다. 프로그램의 효과는 아동의 자아존중감과 서번트리더십 향상으로 분석하였다. 본 연구의 결과는 다음과 같다. 첫째, 코칭 프로그램이 아동의 자아존중감에 미치는 효과는 유의하였다. 둘째, 코칭 프로그램이 서번트리더십에 미치는 효과는 유의하였다. 프로그램 처치 후의 실험집단과 통제집단의 사후검사를 비교하여 분석함으로써 사전 검사에서 동질하였던 두 집단의 사후 검사를 비교하여 집단간에 차이가 있는지를 검증하였다.

최근 정보화 · 세계화의 급진전으로 기술적 역량이 강조되면서 경쟁은 격화 되고 이로 인해 조직구성원들의 감성은 메말라 가고 있다. 조직의 목표를 보다 효율적으로 달성하기 위해서는 상생할 수 있는 환경과 여건을 조성하고 따스한 가슴을 자극하는 감성엔진과 감성역량을 배양할 필요성이 제기되고 있다. 본 연구는 감성리더십과 조직감성 그리고 조직구성원의 몰입적인 태도간의 인과관계를 구명하는데 연구의 주안점을 두었다. 감성리더십을 측정하기 위한 변인은 자기인식능력

The purpose of this study verifies: the relationship between self-leadership (behavioral-focused strategies, natural reward strategies, constructive thought pattern strategies) and innovative behavior, and mediator effect of trust in supervisor. In order to verify the relationship and mediator effect, data obtained from 140 employees working in business office in Ulsan Metropolitan City were analyzed by using SPSS 12.0. The findings are as follows: First, the relationship between self-leadership(behavioral- focused strategies, natural reward strategies, constructive thought pattern strategies) and trust in supervisor is positively related Second, There was also a positive correlation between the trust in supervisor and innovative behavior. Finally, trust in supervisor played as a partial mediator on the relationship between self-leadership(behavioral- focused strategies, natural reward strategies, constructive thought pattern strategies) and innovative behavior. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

지금까지 조직문화에 관한 연구들은 선진국에만 초점이 주로 맞추어져 있었고 중국에서의 경우는 거의 연구되지 않았다. 또한 강력하고 뚜렷한 특징을 보이는 소수의 CEO나 최고경영자층은 주목을 받아왔지만 중간관리자의 리더십에는 거의 관심을 보이지 않았다. 중국에서 경영활동을 수행하고 있는 한국기업의 경우, 전략을 수행할 수 있는 적합한 현지의 중간관리자를 발굴하고 선발하기 위하여 자사의 조직문화를 이해할 필요가 있다. 본 연구는 다음과 같은 가설에 초점을 맞춤으로써 한국기업들에게 귀중하고 실질적인 경영상의 함의를 제공하고자 한다. 첫 번째 가설은 중국에 있는 해외자회사의 조직문화 유형을 조사하고 기존의 유형과 비교하는 것과 관련이 있다. 두 번째 가설은 중국의 중간관리자 층의 리더십 유형과 서구의 유형 간의 차이를 살펴보는 것이다. 마지막 가설은 조직문화와 중간관리자 층의 리더십 사이의 관계를 검토하는 것이다. 표본자료는 중국 해외자회사에 근무하는 중간관리자들로부터 수집되었다. 약 4주 동안 152개의 설문자료가 가설 검증을 위해 최종적으로 선택되었다. 요인분석과 군집분석, 그리고 분산분석이 제시된 가설들을 검증하기 위해 활용되었다. 경쟁가치모형에 입각하여 진행된 본 연구는 중국 해외자회사의 조직문화와 중간관리자의 리더십 유형이 구별되어 나타남을 확인하였지만, 합리적 조직문화와 지원적 리더십 유형은 발견되지 않았다. 그러므로 첫 번째와 두 번째 가설은 지지되었다. 또한 각 각의 조직문화 유형과 중간관리자 리더십 유형 간의 유의한 차이가 확인되었고, 가설 3은 부분적으로 지지되었다.

The purpose of this study was to investigate how organization's ethical context, leader's agreeableness, conscientiousness and neuroticism affected his (or her) ethical leadership, and how leader's ethical leadership influenced subordinates' job satisfaction in the restaurant industry. The model was tested in hotel restaurants and family restaurants using a sample of employees in Pusan, Daegu and Gyeongsangbukdo. Empirical results confirmed that organization's ethical context, leader's agreeableness, conscientiousness and neuroticism influenced his (or her) ethical leadership, and leader's ethical leadership affected subordinates' job satisfaction. This research findings implied managerially that firstly, top management should establish employees' ethical regulations and motivate them to work ethically through training, incentives and punishment and secondly, should employee agreeable, conscientious and anti-neurotic person through aptitude test, if possible. In the future, restaurant's successful operations and management depends on partly its ethical status.

본 연구에서는 현대 가족의 건강한 가족생활을 위한 가족 내ㆍ외적 자원의 지지와 활용이 가능하도록 돕고, 가족의 변화에 적응하고, 새로운 가족의 가치를 창출하고, 가족이 리더로서의 역량을 발휘하는 한 가지 방법으로 리더십 코칭의 이론적 틀을 구축하고, 그 적용방안을 모색해 보고자 하였다. 본 연구를 통해 가족리더십 코칭을 위한 이론적 접근으로서 가족의 역량강화를 위한 기법으로서 코칭 접근의 가능성, 리더십 및 가족리더십 코칭의 이론적 틀을 제시하였다. 그리고 가족리더십 코칭의 실제적 접근에서는 가족리더십 코칭의 모델, 셀프리더십 코칭(7가지 습관), 4가지 리더의 역할(4RL)에 따른 가족통합성장 코칭, 가족리더십 코칭 질문을 제시하였다. 이상을 통해 가족의 역량을 지지하기 위한 한 가지 방법으로 질문을 통해 스스로 해결책을 찾아가는 코칭 대화식 기법과 가족역량강화를 위한 강력한 질문의 일부를 도출해 내었으며, 앞으로 가족코칭 시 활용할 수 있는 기초자료를 제시하였다.

This study examined the relation between physical education teacher's leadership style and students learning attitude. To do this, physical education teacher's leadership style was classified into democratic, training and direction, social supportive, pos

This study focused on the revival movements in Korea, Revival movements had previously taken place in Wales, America, and India, The revival movements in Korea started with the 1903 Wonsan revival which was led by R. A. Hardie, who was a Methodist medical missionary working in Wonsan, Korea. Then the 1907 Pyungyang revival tool place as a historical movement in Korea. This revival movement was begun with missionaries, but it was mainly led by Pastor Sun Ju Kil who was an elder of the Jang Dae Hyun church. This study discovered following the strengths and weaknesses of Korean revivalism through an evaluation based on historical and missiological insights. A. Strengths: 1. Korean revivalism was based on the believers’ repentance as a result of the work of the Holy Spirit. 2. Korean revivalism was stimulated by missionaries, but it was led by Koreans. 3. Korean revivalism spiritually awakened believers, but it also enhanced evangelism and church growth. 4. Korean evangelism stressed prayer which led people to true repentance. 5. Korean revivalism always emphasized God’s word which led people to conversion. 6. Korean revivalism developed the Korean church into an indigenous church, therefore people felt it as their own. 7. Korean revivalism had a great impact upon other countries like China and Japan. 8. Korean revivalism formed a historical tradition in which some great evangelists were born and trained. B. Weaknesses 1. Korean revivalism tended to be otherworldly and eschatological after independence from Japanese colony. As a result, Korean church lost the balance between a spiritual awakening and political participation. 2. Korean revivalism demonstrated some “prosperity gospel” while reflecting Shamanistic faith. 3. Korean revivalism demonstrated some individual churchcenteredness which could cause conflict among churches. 4. Korean revivalism became so secularized that some evangelists fell to worldly temptations. 5. Korean revivalism allowed the Korean church to confuse the work of the Holy Spirit with the “Holy Spirit Movement.” Korean revivalism needs to be understood in terms of a great spiritual awakening movement, evangelism/missions, church growth, ecumenism, an indigenous church, and a holistic mission. To accomplish this, it needs to be approached through Korean church history and missiology. Some great Korean evangelists were discussed in this study. Sun Ju Kil, Ik Du Kim, Yong Do Lee, Nam Su Chung, Sung Bong Lee, Hwal Ran Mim, Hyun Gyun Shin, and Yong Gi Cho were included as great evangelists in the light of their call by God, their revival ministry, their message, and their contribution. The Korean church needs another great spiritual awakening movement to become a true church of Christ.

This project aims at suggesting the direction of school leadership in relation to education management through conducting a case study of Indonesia. For a long time, Indonesia has focused on a centralistic education management, Thus, every school principal had limited authority in policy making and in running the school management functions being constrained by these particular guides and other government rules. In 2000, in implementing the Law number 2211999 on Regional Autonomy, Indonesia was able to advance the decentralization of the education management system. Every autonomous region (in this case district or kota/mayoral) has greater authority to run its education management functions in its own region, especially those at the primary and secondary levels of education. This has affected the need to reform education and school management in regard to making it more effective and more efficient by applying the principles of accountability and transparency. In the future, school management will apply a school-base management approach. Its application needs to be supported by the application of ICT

The purpose of this paper is to answer to the question that how the leader of an organization can creatively solve his (or her) problems under the rapidly changing circumstances of knowledge-based society. Before arguing how to embody creative leadership, it explains the meaning of leadership compared with management and presents what creativeness means. Then it shows why creative leadership is necessary in the 21 st century of knowledge and information society. In the third section, it identifies six elements of leadership and then explains how to realize creative leadership element by element. It is a theoretical work, previous stage of an empirical research. Theoretical framework presented here must be useful in evaluating how much an organizational leader exercises creative leadership, comparing and identifying who is the most creative leader among several leaders, and analyzing the reasons why an organization fails to achieve its goals in the aspect of leadership.

This article provides a brief description of the vision and implementation timetable for the iriformation and communication technology (JCT) education policy in Hong Kong. The author examines the effects on teaching and learning of a schoolclosing crisis resulting from the outbreak of severe acute respiratory syndrome (SARS). The findings were that most schools in Hong Kong were still at the elementary stage of using JCT in education. In addition, the author highlights the significant roles of leaders in culture development in schools concluding that the realization of shortfalls is itself a big step forward in making changes.

This research is to examine the structural relationships between transformational/transactional leadership, empowerment, relationship quality, and organizational commitment in Chinese restaurant context. In order to empirically investigate the proposed model, the data were collected from 188 respondents randomly selected from among the managers who work in 188 Chinese restaurants in Seoul and Kyonggi-do, which registered in Korean Food Central Association, korean foodservice management Association, Menupan.com We choose to limit our investigation to luxury Chinese restaurants where the average check is above 12,000 won. The survey was executed during two-week period in the autumn of 2004. The findings and discussion are as follows: First, intellectual stimulus behavior of transformational leadership had a positive effect on empowerment. Second, contingent reward leadership had a positive effect on empowerment. Third, empowerment had a positive effect on affective organizational commitment. Fourth, empower had a negative effect on continuous organizational commitment. Fifth, intellectural stimulus behavior of transformation leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. Finally, contingent reward leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. At the end of this paper, managerial implications, discussions, and limitations and future research directions are presented.

With Balling, Loughlin and Kelloway's(2002) research, occupational safety and health literatures begin to emphasize the influence of superior and organizational context. Based on this research trend, this paper tried to review the relationship between safety-specific transformational leadership and employee safety compliance, and the moderating effect of A-type personality on such relationship. Based on the responses from 643 manufacturing workers, the results of statistical analysis showed that perceived charisma and individual consideration have affirmative effects on the employee safety compliance. The extent individual consideration impacts on employee compliance is proved to be positively influenced by A-type personality.

The importance of third-world missions has been emphasized in the 20th century. The Holy Spirit uses third-world churches and their rnissionaries to evangelize many unreached people of the world. At this point, we need to study the roles of women leadership from a rnission-historical and field need-oriented perspective. Along the way, we may find the meaning of women leadership development that serves third-world rnissions. God called female leadership as well as male leadership to serve the world and to accomplish the Great CommImission. Women leadership in the history of modern missions showed outstanding comrnitment and excellence in serving the people in the rnission fields. Their main role in rninistry prevailed in educational, medical, translation, benevolent, and evangelical works. In this article, some outstanding women leadership cases are included, such as Lottie Moon’s story and three women leaders who are working in Islam mission fields. As a result of the ministries of these women leadership, many women in the third- world not only receive spiri tual salvation, but also get their social status be upgraded. Suggestions regarding contemporary mission strategies for the third-world missions are sumrnarized according to geographical, religious, and urban mission perspectives. Many women leaders are needed to serve Africa, Asia, and Central and South America in educational, medical and praise ministries, and many kinds of social works. Women in Confucianism, Hinduism, and Islam have been suffering according to their traditional customs and cultures. They need helping hands from Christian women leadership in order to be freed and receive emancipation from the darkness. In a post-modem world, the urban discipling mission strategies also demand women leadership to meet its various and holistic needs In conclusion, women leadership are crucially needed in the thirdworld missions. Female leadership, combined with male leadership, can complement their callings to accomplish the Great Comrnission. Therefore, women leadership development in Christian churches should be encouraged to go and make disciples in the third- world mission fields. Actually, women are consisted of two-thirds of the Christian congregations in the world. The women who are called by God should be developed to save and help women in non-Christian worlds. It is very important and urgent task before us today.