Earticle

초록

한국어

본 연구는 최근 관심 대상이 되고 있는 진성 리더십의 효과성을 검증하는데 목적을 두고 있다. 리더의 진정성과 윤리성 등은 새로운 창조경제 시대에 적합하고 올바른 경영활동을 추진하는 리더십 원형이 되고 있으며, 이러한 진성 리더십이 어떤 과정을 거쳐 구성원들의 직무태도와 행동에 영향 미치는지 관심이 증폭되어 왔다. 본 연구는 진성 리더십과 긍정심리자본, 직무열의의 매개를 통해 구성원의 변화지향 조직시민행동에 미치는 심리적 프로세스를 규명하고 있으며 본 연구의 모델은 기존의 이론적 논리와 실증연구 결과를 바탕으로 설계되고 제시되었다. 금융권과 제조업 등 다양한 직종과 직군을 대상으로 설문조사하였고, 실증 분석한 결과 본 연구의 타당성을 입증하였고 설정한 가설들을 수용하였다. 구체적으로 진성 리더십은 변화지향 조직시민행동에 긍정심리자본과 직무열의를 매개효과를 통해 영향 미치며, 진성 리더십은 긍정심리자본과 직무열의에 영향력 미치는 변수로 증명되었다. 본 연구의 실증분석 결과는 진성 리더십의 측정모델 타당성을 검증하고 있을 뿐 아니라 구조적 관계성을 명확하게 제시하고 있어 진성 리더십이 구성원의 직무태도와 행동에 어떻게 전이되고 있는지를 판단할 수 있게 하고 있다. 특히 변화지향 조직시민행동은 조직의 변화를 가속화시키는 구성원의 자발적 역할외 행동으로서 의미 있는 변수이며, 진성 리더십은 이러한 변화지향 조직시민행동에 많은 영향을 미치는 핵심변수로 그 중요성이 강조될 수 있다.

영어

The purpose of this research is to identify the relationships among the authentic leadership, positive psychological capital, job engagement, and change-oriented citizenship behavior in a sample of 416 employees from financial institutions and manufacturing companies. The main focus of this study is about the influential power of the authentic leadership which affects positive psychological capital, job engagement, and change-oriented citizenship behavior. Until now, there has been many attempts to identify the leadership style which boosts employee morale and productivity. However, there is a question whether and how the authentic leadership can impact on the employee’s changed-oriented citizenship behavior. Current challenging but stressful business environments throughout the world call for a different yet moral and authentic leadership perspective and style. Avolio et al. noted that “the unique stressor facing organizations throughout society today call for a new leadership approach aimed at restoring basic confidence, hope, optimism, resiliency, and self-efficacy”. Former CEO of Medtronic, Bill George states that “we need leaders who lead with purpose, values, and integrity; leaders who build enduring organizations, motivate their employees to provide superior customer service, and create long-term value for shareholders”. Furthermore, Enron cases and unethical CEO managerial practices have been criticized and more ethical and authentic leadership has been emphasized. More specifically, the more a society or business environment becomes competitive and unethical, the more the organization and society needs leaders leading with authenticity and strong integrity to create a sustainable company. Therefore, authentic leadership is conceived as a root of positive leadership which can deal with unethical problems of organization. This study attempts to examine the effect of authentic leadership on change-oriented citizenship behavior a through mediator of positive psychological capital and job engagement. Through the research findings, the study proposed the theoretical model which was then surveyed onto 416 employees to identify the empirical relationships. Employee engagement is the individual’s attachment to the job, the satisfaction with the task itself, and the enthusiasm for work. Positive psychological capital is characterized with four components such as self-efficacy, resiliency, optimism, and hope. Change- oriented organizational citizenship behavior is a special type of organizational citizenship. It is extra role performance, and it is conceived of as one of the important organizational effectiveness variables to change an organization. Specifically this study tested a proposed model of authentic leadership which was compared with other alternative models. Furthermore, this study found that authentic leadership is positively related with positive psychological capital, employee engagement and changed-oriented organizational citizenship behavior. It meant that the authentic leadership has played a vital role to enhance the employees’ intrinsic motivation, positive attitudes and extra role performance. The main findings are the following. (1)Authentic leadership is associated with positive psychological capital and employee engagement. (2) Positive psychological capital has influence on job engagement, and an impact on the changed-oriented OCB. (3)Employee engagement has influence on the change-oriented OCB, and authentic leadership is associated with the change-oriented OCB, (4)The relationship between authentic leadership and change-oriented OCB is mediated by positive psychological capital and job engagement. Research results shows that all hypotheses are significant.

목차

국문 요약
 Ⅰ. 서론
 Ⅱ. 이론적 배경 및 가설 설정
  2.1 진성 리더십, 긍정심리자본, 직무열의, 변화지향 OCB의 개념
  2.2 진성 리더십과 긍정심리자본, 직무열의의 관계성
  2.3 긍정심리자본, 직무열의와 변화지향 OCB의 관계성
  2.4 진성 리더십과 변화지향 OCB의 관계성에대한 직무열의 및 긍정심리자본의 매개효과
 Ⅲ. 연구 설계
  3.1 자료의 수집 및 표본의 특성
  3.2 변수의 조작적 정의
  3.3 연구 모델
 Ⅳ. 실증분석 결과
  4.1 변수 타당성 검증
  4.2 변수 관계성 검증
 Ⅴ. 결론 및 시사점
 참고문헌
 Abstract

저자

• 이미현 [ Mi Hyun Lee | 조선대학교 경상대학 경영학부 강사 ] 제1저자
• 정진철 [ Jin Chul Jung | 조선대학교 경영학부 교수 ] 교신저자
• 오민정 [ Ming Jung Oh | 조선대학교 BK21+ 지역기반 고령화산업 창조전문인력 양성사업팀 박사후과정 ] 공동저자

참고문헌