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Recently, training for fire safety managers has increasingly shifted from a focus on simple qualification acquisition to emphasizing the nature of adult education aimed at strengthening practical competencies. This study aims to analyze the impact of instructor leadership types on training satisfaction in fire safety manager training. To this end, Bass's (1985) transformational and transactional leadership theories and Liden, et al.'s (2014) concept of servant leadership were established as the theoretical basis. The study subjects were primarily trainees of the fire safety manager training course, and the level of perception of instructor leadership and training satisfaction were measured through a survey. The collected data was analyzed using statistical analysis software to examine the influence of each leadership type. The results showed that instructor transformational leadership, transactional leadership, and servant leadership all had a statistically significant positive (+) effect on training satisfaction. These findings are expected to serve as foundational data for developing instructor competencies and formulating educational policies to improve the quality of future fire safety manager training.

Purpose. The current study was aimed to investigate the transformational experience of a female student nurse living with type 1 diabetes. Methods. A case study of a 24-year-old diabetes patient was conducted, with interviews concerning the evolving process she had lived through during the period from her later high school years to her graduation from nursing college. Results. Followings were identified as 5-transformation process: With her diabetes-related limitation, the participant experienced 'conflict involving choosing a college and major'. The participant tried to be in charge of managing her diabetes and stepped forward to 'adaptation to college life as a new environment', and she learned more about the process of 'evolving awareness of caring' and developed herself further through the process of 'integration of the nurse identity into self-identity', and finally through the process of 'progression and preparation for getting a job' she achieved her goals, being positive about the future. Conclusions. The results of the study can provide individuals with diabetes a way of self-management and help the patients and their families in diabetes education. Further research will be needed to refine the results of this study and to learn more about the experiences of patients with type I diabetes in college years.

Purpose: This study was conducted to examine the current status of transformational leadership behavior (TLB) and organizational citizenship behavior (OCB), and to investigate the mediating effect of social capital on the relationship between TLB and OCB in hospital nurses. Methods: A cross-sectional descriptive study design was used with a convenience sample of 219 nurses from two university-affiliated teaching hospitals in South Korea. Results: The survey instruments measured TLB, OCB, and social capital. Data were analyzed using t-tests, ANOVA, $Scheff{\acute{e}}^{\prime}s$ test, Baron and Kenny's regression method. The average level of TLB was 3.13 points, for OCB 3.64 points, and for social capital 3.24 points in social capital. Positive correlations were found between TLB, OCB, and social capital. Hospital nurses' social capital showed a significant mediating effect on the relationship between TLB and OCB. Conclusion: Findings indicate that TLB is a contributing factor to better OCB, and TLB can lead to improved OCB through social capital. Interventions to improve social capital of nurses in health-care organizations have important implications for OCB improvement.

The purpose of this study was to investigate charter school principals' perception on the transformational leadership practices in New York State. The data generating sample consisted of 44 charter school principals. Descriptive statistics and multiple regression were employed to analyze the data. The results were as follows: first, the transformational leadership practices of charter school principals were in the moderate to high categories, and the greatest gap was on Inspiring a shared vision leadership practice. Second, there were no statistically significant relationships between the leadership practices and the demographic variables of: gender, age, ethnicity, and level of education of principals. However, a positive relationship was found between both the Modeling the way and Encouraging the heart leadership practices and the educational level of charter school principals. Third, there was a significant relationship between the Inspiring a shared vision leadership practice of charter school principals and prior experience as a school principal.

Purpose: This study was to verify the effect of public health nurse's (PHN's) social capital on the relationship between public health manager's (PHM's) transformational leadership and PHN's organizational empowerment in Korea public health. Methods: This was a cross-sectional descriptive study involving 303 PHNs from public health centers in Daegu and Gyeongsangbuk-do cities in South Korea. Data were collected from February 29, 2016 to April 8, 2016, using structured questionnaires which included general characteristics, transformational leadership, organizational empowerment, and social capital. Data were analyzed using descriptive statistics, correlations, and structural equation model. Results: PHM's transformational leadership has a positive effect on PHN's social capital and PHN's organizational empowerment. Social capital had a mediating effect between transformational leadership and organizational empowerment in PHNs. Conclusion: This study suggests that PHM's transformational leadership is a contributing factor to improve PHN's organizational empowerment, and transformational leadership can lead to improve PHN's organizational empowerment through PHN's social capital. So, an intervention program to promote organizational empowerment should include strategies to enhance PHM's transformational leadership as well as to improve PHN's social capital.

This article has been retracted: please see Elsevier Policy on Article Withdrawal (https://www.elsevier.com/about/our-business/policies/article-withdrawal). The Editor-in-Chief and ANR editorial board have decided to retract this article because the scientific integrity of the content cannot be guaranteed. The article shows evidence of redundant publication and falsification of instruments. This article was a duplicate of a paper that had already been published in Journal of the Korean Data & Information Science Society Vol 29, No. 3, May 2017 (doi 10.7465/jkdi.2017.28.3.585). The identical data collection period, study sample, variables, and instruments between these two papers show strong evidence of plagiarism. One of the conditions of submission of a paper for publication is that authors declare explicitly that their work is original and has not appeared in a publication elsewhere. Re-use of any data should be appropriately cited. This article is published based on a master's thesis (Kim YE. The effects of the transformational leadership of managers perceived by public health nurses and their social capital on empowerment [master's thesis]. Dague (Korea): Kyungpook National University, 2016. p. 1-57.) and the author of this dissertation is deleted. Inappropriate use of master's thesis without appropriate disclosure and/or citation was made. The instruments [Multifactor leadership questionnaire (Kim DW. The relationship between transformational leadership and quality of nurses' care Service with nurses' organization citizenship behavior as a moderator. Health Soc Welf Rev. 2011; 31(2):206e36. Korean), social capital (Han JW, Woo HY, Ju ES, Lim SH, Han SS. Effects of nurses' social capital on turnover intention: focused on the mediating effects organizational commitment and organizational cynicism. J Korean Acad Nurs. 2013; 43(4):517e25. https://doi.org/10.4040/jkan.2013.43.4.517. Korean), and Organizational empowerment (Oh EH, Chung BY. The effect of empowerment on nursing performance, job satisfaction, organizational commitment, and turnover intention in hospital nurses. J Korean Acad Nurs Admin. 2011; 17(4):391-401. https://doi.org/10.11111/jkana.2011.17.4.391. Korean.)] used in this article were manipulated. The author admitted scientific misconduct and breach of publication ethics. As such this article represents a severe abuse of the scientific publishing system. The scientific community takes a very strong view on this matter and apologies are offered to readers of the journal that this was not detected during the submission process.

The rapid expansion of the Internet and digital sectors has undeniably driven global economic growth and expanded commercial opportunities. However, this growth is accompanied by significant environmental challenges, including increased electronic waste and higher energy consumption by data centers, which contribute to climate change and threaten the sustainability of our living environment. These challenges highlight the urgent need for sustainable solutions in these sectors. This study addresses these pressing environmental concerns by exploring ways to improve environmental performance in China's burgeoning Internet industry. The focus is on the role of green transformational leadership, which has emerged as a critical factor in driving organizational sustainability initiatives. Green transformational leadership inspires environmental consciousness among employees and actively encourages innovative practices that prioritize sustainability. Specifically, the study examines how green innovation and creativity serve as mediators in the relationship between green transformational leadership and employees' environmental performance, offering insights into the mechanisms through which leadership can foster greener workplace practices。 An online survey from September 16 to December 16, 2023, gathered 416 responses from employees in China's Internet industry, with 368 valid data sets resulting in an 88.5% response rate. The data were analyzed using SPSS 26 and AMOS 24 to verify the reliability and validity of variables, assess model fit, and test the proposed hypotheses. The findings reveal that green transformational leadership has a significant positive impact on green innovation, green creativity, and environmental performance. Furthermore, the study highlights the crucial mediating roles of green innovation and creativity in the relationship between green transformational leadership and environmental performance. In conclusion, this study provides empirical evidence supporting the adoption of green transformational leadership in the Internet and digital sectors. As organizations face increasing pressure to address environmental concerns, green transformational leadership offers a viable solution for driving both organizational success and environmental sustainability. By harnessing the power of green innovation and creativity, companies can create a sustainable future while maintaining competitiveness in a rapidly digitalizing world.

21세기 글로벌 경제에서, 기업들은 기회와 위협을 동반한 급변하는 경영환경에 직면하고 있다. 이와 같은 환경에서 조직행동 연구자들은 조직 창의성 증진을 위한 리더의 역할 중 CEO의 리더십을 강조하고 있다. 그러나 조직 창의성 증진을 위한 CEO 리더십 연구는 대부분 양적연구에 치중되어 있는 실정이다. 따라서 본 연구는 CEO의 리더십과 조직 창의성에 관한 연구를 질적 방법으로 수행할 필요성을 인식하였다. 본 연구의 목적은 CEO의 변혁적 리더십과 창조성의 관계에서 조직문화의 조절역할을 알아보는데 있다. 첫째, 본 연구는 CEO의 변혁적 리더십과 창의성에 관련 선행연구를 제시하였다. 둘째, CEO의 변혁적 리더십과 창의성의 관계를 알아보았다. 마지막으로, 본 연구는 CEO의 변혁적 리더십과 창의성의 관계에서 조직문화의 조절효과를 알아보고자 하였다. 본 연구의 연구목적을 달성하기 위해서, ‘L’과 ‘W’ 회사의 CEO들과 종업원을 포함하여 각각의 직급에 39명을 심층인터뷰 하였다. ‘L’ 회사는 2009년 1월 20일~24일까지 인터뷰를 실시하였으며, ‘W’ 회사는 2009년 2월 16일~20일까지 인터뷰를 실시하였다. 위의 선행연구와 인터뷰를 토대로 본 연구는 3가지 명제를 제시하였다. 첫째, CEO의 변혁적 리더십은 조직구성원 창의성 증진에 영향을 줄 것이다. 둘째, 조직문화는 CEO의 리더십 스타일과 유사하게 되며, 셋째, 조직문화가 CEO의 변혁적 리더십을 체화했을 때 더욱 크게 구성원의 창의성에 영향을 줄 것이다. 본 연구는 다음과 같은 의의가 있다. 첫째, 본 연구는 창의성을 증진시키는 CEO의 변혁적 리더십의 역할을 검증하였다. 다음으로, CEO의 변혁적 리더십과 창의성의 관계에서 있어서의 조직문화의 역할을 인터뷰를 통해 제시하였다. 마지막으로, 기업의 관리자들에게 오랫동안 중요한 이슈가 되었던 조직 창의성 증진을 위한 방법을 실무적으로 제시하였다

In the 21st century’s global economy, corporate faces rapid and turbulent changes filled with opportunities and thrests. Under this circumstance, much of the research on organizational behavior emphasizes the role of the leadership on creativity and especially the authors has been said that the CEO’s leadership takes a role of major antecedent for organizational creativity. However, most of precedent studies of the topic are studied to choose quantitative methods. Therefore, we recognized the necessity for performance to do qualitative research in this area. This study aimed to identify the relationship between CEOs’ transformational leadership style, organizational culture, and creativity. Frist, we sought to contribute to the literature by explaining how CEOs’ transformational leadership was related to creativity. Second, this study investigated the relationship between CEOs’ transformational leadership style and creativity. Lastly, we test whether organizational culture moderated this relationship. For our study, we performed in-depth interviews with the CEOs and employees of different positions of 39 in ‘L’ and ‘W’ companies. We carried out interviews on January 20 through 24, 2009 in ‘L’ company and did the interviews in ‘W’ on February 16 through 20, 2009. Through the discussion, the study has developed the following propositions. First, we proposed that CEOs’ transformational leadership positively related to followers’ creativity. Second, the organizational culture will have similar characteristics to the CEOs’ leadership styles to a certain extent. Our third proposition that the organizational culture enhances the relationship between CEOs’ transformational leadership and the follower’s creativity. Based on the prior studies we sought to contribute to the existing literature in two aspects. First of all, this study examined the effectiveness of CEOs’ transformational leadership fostering creativity. Also, we found that organizational culture played a critical role in the relationship of CEOs’ transformational leadership and creativity. Therefore, it provided practical implication to managers how to promote creativity that organizational behaviors have been a long time issue. Even though this study has the implication, it still holds several limitation which are recommended to be improved in coming studies. Both transformational leadership and transactional leadership differ form each other the theoretically. But most leader may possess mixed characteristics of transformational and transactional, we need to identify objective indicators to separate two leaderships. Next, we have the limitation, it is problem to measure of organizational culture. Organizational culture cannot be changed overnight, and it will need extra time to catch up with the CEOs’ new leadership style. Finally, this study only adopted the qualitative research approach but it would be necessary to perform quantitative research to develop the reliability and validity of future study in this area

Effective leadership is essential for the efficient functioning of a local church. We are currently living in an era of significant social, cultural, and philosophical change. In this changing world, church leaders must fundamentally change their mindset regarding the concept of leadership and the relationships they form with their congregations. Effective leadership has a positive correlation with followers’ satisfaction. In other words, the attitudes of followers toward the leader is an important indicator of examining leader effectiveness. Transformational leadership is an effective and biblically sound leadership theory that can contribute to the development of an effective leadership model for Korean church leaders. Examining how transformational leadership describes the ideal leader and how it develops such leadership competencies provides important clues for developing effective leadership in the church. Based on these premises, this study explores the core characteristics of transformational leadership and investigates the correlation between transformational leadership and biblical leadership. Furthermore, it explores the applicability of this leadership theory to the church field and offers three suggestions that can help develop transformational leadership for building a healthy church.

Background/Objectives: This research emphasized the importance of Transformational leadership elements such as role model demonstration, vision motivation, individual consideration and charisma. Moreover, it focused on verifying the effects of these four elements on organizational performance through decision participation. In addition, the mediating role of decision participation was clearly identified as a key variable that can lead to organizational performance. Methods/Statistical analysis: To verify this, an empirical analysis was conducted on workers engaged in IT industries in China. Findings: Through empirical analysis, it was found that all four elements of Transformational leadership improve decision participation. Furthermore, decision participation was found to increase the level of organizational performance. Thus, it was found that decision participation played a partial mediating role in the relationship between the four elements of Transformational leadership and organizational performance. Applications: It has great implications for global companies that have entered China or have plans to enter the country in the future by sampling members of the IT industry in China.

Based on the Theory of Reasoned Action, this study develops a comprehensive model to investigate the influence of transformational leadership (TL) on internal knowledge transfer (IKT) within project teams. In this model, TL is considered the independent variable, IKT is the dependent variable, and employee creativity (EC) is the mediating variable. Furthermore, the study examines the moderating effect of power distance (PD) on the relationship between TL and IKT within teams. To address these research objectives, the study adopts a quantitative research design, collecting data through a structured survey questionnaire distributed to employees in manufacturing enterprises. The sample comprises 308 respondents, representing diverse roles and hierarchical levels within project teams, providing a robust dataset for analysis. Hierarchical regression analysis was employed as the primary method to test the proposed hypotheses, allowing the researchers to examine both direct and indirect effects within the model and the moderating influence of power distance. Additionally, exploratory and confirmatory factor analyses were conducted to validate the measurement model, ensuring the constructs were appropriately captured. The findings indicate that TL significantly and positively impacts employees' willingness to participate in IKT processes. It demonstrates that TL fosters a collaborative environment conducive to knowledge sharing among team members. Moreover, EC partially mediates the relationship between TL and IKT, highlighting the importance of creativity as a mechanism through which leadership styles influence knowledge-sharing behaviors. Additionally, the study uncovers that power distance negatively moderates the positive effect of TL on employees' willingness to transfer knowledge. In contexts where PD is higher, the positive influence of TL on knowledge-sharing behaviors may be weakened. These findings contribute to the existing body of literature by offering new insights into the interplay between leadership styles, employee behaviors, and knowledge management processes within organizations. They also provide actionable recommendations for organizations aiming to enhance their IKT practices. Specifically, companies can focus on developing leadership strategies that encourage creativity and reduce hierarchical barriers to foster a culture of knowledge sharing. By understanding these dynamics, businesses can improve employee engagement in knowledge transfer activities and optimize the overall effectiveness of IKT processes within project teams.

Amid the escalating tensions between the United States and China, alongside growing geopolitical uncertainties, the global economy and financial sectors face increased risks of fragmentation. In response to these challenges, China has focused on enhancing the management quality and capabilities within its financial sector, emphasizing the gradual but steady opening up of its financial industry to global markets. However, there is still a significant gap in the current literature concerning the positive influence of transformational leadership on employee happiness within the financial sector. Addressing this gap, our study introduces and evaluates a pioneering research model aimed at exploring the mediating role of organizational commitment in the relationship between transformational leadership and key outcomes such as job performance and employee happiness. To conduct this comprehensive analysis, data were meticulously collected from 334 employees working across a diverse array of financial institutions in China including a comparative analysis between banks and other financial institutions using AMOS 24. Utilizing SPSS 26.0 for correlation and regression analysis our findings substantiate the proposed hypotheses. Key outcomes include: transformational leadership significantly boosts organizational commitment; enhances job performance; elevates employee happiness, notably within the banking sector compared to other financial areas; and organizational commitment serves as a crucial intermediary in the relationship between transformational leadership, job performance, and employee happiness. Furthermore, our research highlights the nuanced differences in the impact of transformational leadership across various types of financial institutions, underscoring the unique challenges and opportunities presented within the banking sector compared to other financial domains. This research underscores the urgent need for adaptive leadership strategies in the financial sector to navigate contemporary challenges, offering fresh insights into fostering a resilient and thriving organizational culture amidst global uncertainties.

본 연구에서는 변혁적 리더십에 초점을 맞추어 그 중요성을 강조함과 동시에 변혁적 리더십과 혁신 성 과 간의 관계에서 지식공유와 혁신행동의 다중매개역할을 검증하였다. 이를 검증하기 위해 중국의 국유기업 조직 구성원을 대상으로 설문조사를 실시하여 SPSS 26.0 통계프로그램을 통해 실증분석을 하였으며 검증결과는 다음 과 같다. 첫째, 변혁적 리더십은 지식공유, 혁신행동, 혁신성과에 유의한 영향을 미치는 것으로 나타났다. 둘째, 지식공유는 혁신행동과 혁신성과에 유의한 영향을 미치는 것으로 나타났다. 셋째, 혁신행동은 혁신성과에 유의한 영향을 미치는 것으로 나타났다. 넷째, 지식공유와 혁샌행동은 변혁적 리더십과 혁신성과 간의 관계에서 직렬다 중매개 역할을 한다는 것이 검증되었다. 마지막으로 리더의 입장에서는 공기업 리더가 자신의 리더십 스타일을 조정할 수 있는 아이디어를 제공한다. 본 연구의 결과를 바탕으로 실질적인 시사점과 한계점, 향후 연구 방향을 제시하였다.

In this study, we emphasized the importance of transformational leadership and verified the Dual Mediating Role of knowledge sharing and innovation behavior in the relationship between transformational leadership and innovation performance. To verify this, a survey was conducted on members of the organization of state-owned enterprises in China, and empirical analysis was conducted through the SPSS 26.0 statistical program, and the verification results are as follows. Second, knowledge sharing was found to have a significant effect on innovation behavior and innovation performance. Third, it was found that innovation behavior had a significant effect on innovation performance. Fourth, it was verified that knowledge sharing and innovation behavior play the Dual Mediating Role in the relationship between transformational leadership and innovation performance. Finally, from the perspective of leaders, it provides ideas for state-owned enterprise leaders to adjust their leadership styles.based on the results of this study, practical implications, limitations, and future research directions were presented.

The purpose of this study was to investigate the effects of the transformational leadership and transactional leadership of the 119 safety center directors on the job satisfaction of the employees of the 119 fire-fighting officers working at the 119 safety centers in Sejong, Daejeon. For this purpose, transformational leadership and transactional leadership were set as independent variables, and pay satisfaction, human relationship satisfaction, and job improvement satisfaction related to job satisfaction were set as dependent variables. As a result, intellectual stimulation and charisma among leadership types had a significant effect on job and pay satisfaction, and individual consideration and situational compensation had a significant effect on relationship satisfaction. And it was verified that situational compensation had a significant effect on job improvement satisfaction. In conclusion, leadership should be applied differently to transformative leadership and transactional leadership according to the maturity of the organization members to increase the productivity of the organization.

본 연구는 한국과 미국 직원 종업원을 대상으로 변혁적 리더십이 직원의 이직 의도에 어떻게 영향을 주는지에 대한 프로세스를 사회적 교환 이론을 바탕으로 고찰하였다. 또한 변혁적 리더십의 효과성은 리더-부하 간 직급 차이에 달라질 수 있음을 비교 문화적 관점에서 분석하였다. 연구 결과, 정서적 조직몰입은 변혁적 리더십과 이직 의도의 관계를 부분적으로 매개함을 두 국가의 표본에서 확인 할 수 있었다. 그리고 리 더와 부하의 직급 차이가 클수록 변혁적 리더십의 효과성은 증가되기 때문에 직원의 이직 의도를 감소시키는 것도 확인할 수 있었다. 한편, 직급 차이에 따른 변혁적 리더십은 권력 거리가 낮은 문화권 (미국) 출신의 종업원보다 권력 거리가 큰 문화권 (한국) 출신의 종업원에서 더 효과적인 것으로 나타났다.

To maintain local subsidiary employees, it is important for managers of a multinational corporation to understand the mechanism of appropriate local leadership styles. Based on the social exchange theory, this study analyzes the mechanism by which transformational leadership affects employees’ turnover intention across cultures using both Korean and US samples. Further, to investigate leader-subordinate relationship, this study examines whether the effectiveness of transformational leadership is contingent on leader-subordinate rank differences by examining the moderating role of hierarchical rank distance in the organization. Based on 507 Korean and US employees, the results show that affective commitment partially mediates the relationship between transformational leadership and subordinates’ turnover intention both in Korea and the US. Additionally, it confirms that the moderating effect of hierarchical rank distance strengthens the effectiveness of transformational leadership on affective commitment in diminishing employees’ turnover intention in both countries. Specifically, the negative effect of rank distance on turnover intention is stronger for the higher power distance culture (Korea) than for the lower one (The US). This study highlights the universal role of affective commitment as it translates transformational leadership into negative turnover intention in both Korean and US employees. Also, it emphasizes that leader-subordinate relation is particularly critical for Korea where high power distance and collectivism is prevalent cultural norms. According to the results, theoretical and practical implications of this study are suggested.

본 연구는 상사의 변혁적 리더십이 지식경영활동과 조직몰입에 어떠한 영향을 미치는지를 분석하였으며, 상사의 변혁적 리더십과 조직몰입의 관계에서 지식경영활동이 매개효과를 나타내는지를 분석한 실증연구이다. 이를 위한 연구방법으로서 본 논문은 서비스/제조/IT 대기업 종사자 635명을 대상으로 설문조사를 실시하였고, 이를 토대로 산업별 변수간의 관계에 대하여 비교·분석하였다. 본 연구에서 사용한 용어에 대한 정의를 살펴보면, 변혁적 리더십은 목표달성에 그치지 않고 변화와 혁신을 추구하며, 조직구성원들이 지니고 있는 잠재적 역량과 강점을 개발하고 자신감과 열정을 증대시키며, 긍정적 강점을 자극하여 기대했던 것보다 높은 성과를 달성하도록 한다. 이러한 변혁적 리더십은 조직유효성을 증진시키는 선행요인으로 중요하게 인지되었다. 본 연구의 결과를 요약하면 다음과 같다. 첫째, 상사의 변혁적 리더십이 지식경영활동에 모두 유의한정(+)의 영향을 미치는 것으로 나타났다. 둘째, 상사의 변혁적 리더십이 조직몰입에 모두 유의한 정(+)의영향을 미치는 것으로 나타났다. 셋째, 지식경영활동도 조직몰입에 유의한 정(+)의 영향을 미치는 것으로나타났다. 넷째, 상사의 변혁적 리더십이 조직몰입간에 지식경영활동의 매개역할에 관해서 부분매개효과를나타내는 것으로 분석되었다. 다섯째, 각 집단별로 분석해보면 상사의 변혁적 리더십이 지식경영활동에 미치는 영향에서는 서비스업이 가장 큰 것으로 나타났으며, 지식경영활동이 조직몰입에 미치는 영향에서도서비스업이 가장 큰 것으로 나타났다. 또한 상사의 변혁적 리더십이 조직몰입에 미치는 영향에서는 IT업이 가장 큰 것으로 나타났다. 마지막으로 위와 같은 분석결과를 토대로, 변혁적 리더십이 지식경영활동과조직몰입에 미치는 영향에 대한 결과의 의미와 산업별 차이에 대한 의미를 중심으로 시사점을 논의하였고연구의 한계점도 제시하였다.

This empirical study analyzed the influence of transformational leadership on knowledge management activities and organizational commitment, and examined the mediating effect of knowledge management in the relationship between transformational leadership and organizational commitment. A survey was employed as the research method. The survey targeted 635 participants working in the service, manufacturing, and IT industries. The results were used to compare and analyze the relationships among industry-specific variables. Transformational leadership is defined as the tendency to strive for change and innovation despite the achievement of objectives, develop the potential capabilities and strengths that each member of the organization possesses, amplify their self-esteem and passion, and lead them to surpass their expected objectives by stimulating positive strengths. Such type of leadership has been perceived as a precedent that enhances organizational effectiveness. In summary, this study has yielded the following results: First, the transformational leadership exhibited by organizational leaders was found to have a significant positive impact on knowledge management activities as well as organizational commitment. Second, knowledge management activities were found to have a significant positive influence on organizational commitment. Third, the transformational leadership exhibited by organizational leaders was found to have a partial mediating effect on the mediating role of knowledge management activities in the relationship with organizational commitment. Fourth, analyzing industry-wise, the influence of transformational leadership on knowledge management activities was the most significant in the service industry, which was also the case for the influence of knowledge management activities on organizational commitment. The influence of leaders’ transformational leadership on organizational commitment was the most significant in the information technology industry. Finally, based on the aforementioned research results, suggestions were made regarding the meaning of the influence of transformational leadership on knowledge management activities and organizational commitment and the differences by industry thereof, while also suggesting the limitations of this work.

리더십 유형과 리더가 지닌 역량은 경영환경의 급속한 변화와 불확실한 상황에서 중요한 역할을 한다. 특히 급속한 변화로 인해 조직 혁신의 중요성이 날로 강조되고 있는 실정이며 적절한 혁신은 조직의 경쟁우위와 지속가능성에 직접적인 영 향을 미칠 수 있다. 이와 관련하여 본 연구는 구성원의 혁신행동을 향상시킬 수 있는 요소로 변혁적 리더십에 초점을 맞추었다. 또한 변혁적 리더십이 혁신행동을 이끌어 내는 과정에서 자기효능감의 매개효과를 검증하였다. 더 나아가 심리적 안정성의 조 절된 매개효과를 검증하였다. 이를 검증하기 위해 본 연구는 중국 공공기관에 종사하는 공무원 307명을 대상으로 설문을 진행 하였으며 수집된 데이터를 실증분석에 활용하였다. 연구 결과에서 변혁적 리더십은 공무원들의 자기효능감을 매개로 혁신행동 에 긍정적인 영향을 미치는 것으로 나타났다. 그러나 본 연구의 예상과 다르게 심리적 안정성의 조절된 매개효과는 유의하지 않은 것으로 나타났다. 심리적 안정성의 유의하지 않은 조절효과는 선행연구와의 다른 결과를 보여주었다. 이러한 결과를 통해 본 연구에서 이론적 시사점과 실무적 시사점을 제시하였다. 총체적으로 본 연구는 혁신행위를 증가시키는 방안을 제시하고 이 에 관련된 연구모형을 검증하였으며 혁신행위에 대한 향후 연구 방향을 제시하는데 연구의 의의와 목적을 두었다.

The style of leadership and leader’s competence are expected to be an important role in the rapidly changing and uncertain circumstances of the business environment. In particular, rapid change of business environment requires organizations to innovate, and appropriate innovation can have a direct impact on an organization’s competitive advantage and sustainability. In this regard, this study focused on transformational leadership as a factor that improves innovative behavior. In addition, the mediating effect of self-efficacy was verified in the process of transformational leadership leading to innovative behavior. Furthermore, the moderated mediating effect of psychological safety was also verified. To verify hypotheses, this study conducted a survey on 307 public officials who work in Chinese public institutions. The result was found that transformational leadership had a positive effect on innovative behavior by mediating effect of self-efficacy. However, contrary to the expectations of this study, the moderated mediation effect of psychological safety was found to be insignificant. The moderating effect of psychological safety showed an insignificant effect. It showed showed the different results from previous studies. In relation to these results, theoretical and practical implications were presented in this study. Overall, this study presented a plan to increase innovative behavior and verified the research model. In addition, the directions of future research for innovative behavior were presented.