Earticle

초록

한국어

본 연구는 저자가 한국 기업 구성원들의 특성을 고려하여 팔로워십의 구성요소로서 주도적 책임수행, 상생, 직무열의, 진정성, 조직제도 순응, 업무능력, 성실성 등의 일곱 개 요인들을 규명했던 연구를 발전시켜 동 데이 터를 활용한 추가적인 분석을 통해 팔로워십의 유형화를 시도한 연구이다. 즉, 팔로워십의 일곱 개 요인점수를 활용한 군집분석을 통해 팔로워십의 주요 유형을 도출하였고, 도출된 팔로워십 유형들의 특성을 규명하였다. 주요 연구결과는 다음과 같다. 먼저, 군집분석을 통해 도출된 팔로워십의 유형은 독불장군형, 타성적 성실형, 불성실한 순응형, 협력적 조직주도형 등의 네 가지이다ㅏ. 두 번째로, 도출된 팔로워십 유형들간에 각 팔로워십 요인들의 수준에 있어서 유의한 차이가 있는지를 일원분산분석을 통해 확인하였다. 분석 결과 협력적 조직주 도형이 타 유형들 대비 주도적 책임수행 역량이 유의하게 높은 수준으로 나타났으며, 기타 역량들도 유형간에 다양한 차별적 양상이 나타났다. 세 번째로, 도출된 네 가지 팔로워십 유형과 응답자들의 인구통계적 특성간의 독립성 검증을 실시한 결과 연령, 직급, 근속연수 등에서 유의한 결과가 나타났다. 네 번째로, 각 팔로워십 유형 별로 직무만족과 정서적 조직몰입의 수준에 유의한 차이가 있는지를 다중회귀분석을 통해 검증하였다. 분석 결과 협력적 조직주도형이 타 유형들 대비 직무만족에 대한 영향이 강하게 나타났다. 정서적 조직몰입의 경우 에는 협력적 조직주도형과 불성실한 순응형이 나머지 두 가지 유형들보다 강한 영향이 나타났다. 상기의 연구 결과를 바탕으로 연구의 의의, 시사점, 한계, 그리고 향후 연구방향 등을 제시하였다.

영어

Based on my previous study of proposing new followership concept which is composed of seven factors and literature review about followership, this study investigated some research problems as followings: Research Problem1. Identifying followership types based on factor scores of seven followership dimensions. Research Problem2. Comparing the levels of seven followership factors among identified followership types. Research Problem3. Identifying demographic characteristics of each followership type. Research Problem4. Predicting the job satisfaction by identified followership types. Research Problem5. Predicting the affective organizational commitment by identified followership types. The seven followership factors extracting from previous study were ‘active and responsible performance’, ‘symbiotic comradeship’, ‘job commitment’, ‘ethics and integrity’, ‘organizational rule conformance’, ‘job competency’, and ‘sincerity’. By using cluster analysis which is based on the factor scores, the respondents were categorized into four types of followership. Those four types are ‘a man of self-assertion(Type 1)’, ‘truepenny without commitment(Type 2)’, ‘insincere conformist(Type 3)’, and ‘cooperative activist(Type 4)’. Cooperative activist type occupies the largest portion of 41.1% and insincere conformist type is the second largest type with 24.5%. Truepenny without commitment is 17.5% and a man of self-assertion type is 16.9%. Based on post-hoc analysis of ANOVA, some meaningful differences among four followership types for each followership factor were found out as followings.*** For ‘active and responsible performance’ factor, Type 1(b), Type 2(c), Type 3(b), Type 4(a) For ‘symbiotic comradeship’ factor, Type 1(c), Type 2(b), Type 3(b), Type 4(a) For ‘job commitment’ factor, Type 1(a), Type 2(b), Type 3(a), Type 4(a) For ‘ethics and integrity’ factor, Type 1(bc), Type 2(c), Type 3(ab), Type 4(a) For ‘organizational rule conformance’ factor, Type 1(d), Type 2(b), Type 3(a), Type 4(c) For ‘job competency’ factor, Type 1(ab), Type 2(ab), Type 3(b), Type 4(a) For ‘sincerity’ factor, Type 1(c), Type 2(a), Type 3(d), Type 4(b) Some differences of demographic composition were also found out among four followership types. For gender, level of education, and occupational group, no differences were found out among followership types. For age, the portion of 40s or higher is highest in type 4 while 20s and 30s are highest in type 2. For position****, each followership type shows different aspects as followings. For type 1, the portion of lowest position(27.0%) and the portion of highest position(27.0%) among 5 positional categories occupy the majority. For type 2, the portion of lowest position(29.2%) and the portion of second lowest position(24.6%) occupy the majority. Type 3 is mainly composed of middle positions including manager and senior manager(51.6%). The positional composition of type 4 is most evenly distributed among all types with 4 out of 5 positions occupies around 21% ~ 24% each. For years of employment(including previous career in other companies), each followership type shows different aspects as followings. For type 1 and 3, the portion is evenly distributed compared to other 2 types. For type 2, the portion of 10 years or less occupies 67.7%. For type 4, the portion of 16 years or higher is the majority with 35.3%. Through the analysis of multiple regressions with 7 factor scores as independent variables predicting criterion variables of job satisfaction and affective organizational commitment, the majority of factors are found to significantly explain the two criterion variables. Based on another multiple regression analysis which put 4 followership types with dummy variable type as independent variables, type 4 is found to be significantly satisfied with their jobs and more affectively committed with their organizations compared to other types. Based on the results of the analysis, implications, limitations and suggestions for future research were discussed.

목차

국문초록
Ⅰ. 서론
Ⅱ. 이론적 배경 및 연구 제안
2.1 팔로워십 정의 및 중요성
2.2 팔로워십 연구 및 유형화
2.3 연구 제안
Ⅲ. 연구방법
3.1 연구 대상 및 분석 방법
3.2 측정 도구
Ⅳ. 연구 결과
4.1 기술 통계, 상관분석, 탐색적/확인적 요인분석
4.2 팔로워십 유형화 및 유형별 특성 도출
4.3 팔로워십 요인과 팔로워십 유형이 직무만족, 정서적 조직몰입에 미치는 영향
Ⅴ. 논의
5.1 연구의 의의 및 이론적 시사점
5.2 기업경영에 대한 실무적 시사점
5.3 연구의 한계 및 향후 연구과제
<참고문헌>
Abstract
부록

저자

• 최준원 [ Choi, Joonwon | 상명대학교 경영학부 조교수 ]

참고문헌