Earticle

본 연구의 목적은 교사의 셀프리더십, 팀웍, 교수효과성 및 업무효과성간의 구조적 관계를 분석하여 셀프리더십의 필요성을 실증적으로 밝히고, 그 결과 학교현장의 개선 방안을 마련함에 있어 기초적인 자료를 제시하려는데 있다. 이와 같은 연구 목적을 달성하기 위해 다단계층화표집을 통해 설문지를 배부하였고, 구조방정식모형 분석으로 가설을 검증하였다. 가설 검증 결과 교사의 셀프리더십과 팀웍, 교수효과성, 업무효과성 사이에는 유의미한 정적관계가 있는 것으로 확인되었다. 또한 팀웍과 교수효과성간에는 유의미한 정적관계가 확인되었으나 업무효과성과는 유의미한 관계가 나타나지 않았다. 팀웍을 매개로 하여 셀프리더십과 교수효과성 및 업무효과성 간의 관계를 분석한 결과 유의미한 관계가 없는 것으로 나타났다. 이를 통해 볼 때 교사의 교수효과성과 업무효과성을 증진시키고 더 나은 학교성과를 이루기 위한 학교현장의 개선을 위해서는 교사의 셀프리더십이 매우 필요하며, 다양한 교원 연수 프로그램을 통해 이를 증진시킬 수 있는 합리적 방안이 마련되어야 할 것으로 나타났다.

The purpose of the study was to analyze the structural relationship among teacher’s self-leadership, teamwork, teaching effectiveness, and work effectiveness, using the structural equation model. The study model and the hypothesis were set to achieve this purpose and the Confirmatory Factor Analysis was made to diagnose the conformity. The results of the fit index showed =166.347, GFI=.962, CFI=.971, TLI=.960 and RMSEA=.059. On the basis of the data analyzed, the hypothesis was verified and the results were as follows: First, self-leadership showed a meaningful and positive correlation with the teaching and work effectiveness as well as teamwork. Second, teamwork showed a meaningful and positive correlation with the teaching effectiveness but didn't have a meaningful influence on the work effectiveness. Third, self-leadership with teamwork mediation didn't have a meaningful influence on the teaching and work effectiveness. As a result, the study confirmed that the teacher’s self-leadership played an important role in achieving teaching or work effectiveness while teamwork didn't affect teaching or work effectiveness as mediation. Therefore, various ways to strengthen self-leadership are investigated and teamwork, more demanded in teacher’s group activities, needs to be activated through teacher’s meetings or training courses.

무엇이 평신도 사역자들의 교회 사역팀 참여를 만족스럽게 만들고, 또 사역팀을 효 과적으로 만드는가? 그리고, 만족스러운 사역참여와 효과적인 사역은 어떤 상관관 계가 있는가? 본 논문은 이 질문들에 대한 답을 찾기 위해 연구되었다. 교회 평신도 들의 사역 만족도와 팀사역의 효과성에 대해 밝혀 내는 일은 의미가 깊다. 왜냐하 면, 대부분의교회사역들이교회평신도들에의해유지되며, 또한팀사역도교회안 에서 널리 사용되고 있는 사역체계 중 하나이기 때문이다. 이 연구를 위해 Galindo-Kuhn과 Guzley (2001)가 개발한“The Volunteer Satisfaction Index” 와 Larson과 LaFasto (1989)가 개발한“The Team Excellence Instrument”의설 문지가 사용되었다. 이 설문지들에 더하여 인구통계(demographic)적인 질문들과 개방형 질문들(open-ended questions)이 추가되었다. 설문지는 한국의 고신교단 에 소속된 교회의 청소년 사역팀의 교사들과 새가족 사역팀들에게 배포되었다. 총 526개의 설문지가 배포되었고, 382개를 회수하였다(71.1%의 응답율). 연구에 사 용 가능한 설문지는 368개(69.9%의 응답율)였다. 서술(descriptive)적, 상관관계적(correlational), 그리고 원인-비교(causal-comparative)의 통계적 방법들이 본 데이터 분석을 위해 사용되었다. 사역만족도(7점만점 기준)에 대하여, 고신교단 교 회의 평신도 청소년 사역팀의 교사들과 새가족 사역팀의 평신도들은 대체적으로 그 들의 사역참여에 대해 만족하고 있었다. 그룹 내의 관계성(M=5.57)은 가장 높은 값 을 보였고, 사역의 적합성(M=5.26), 의사소통의 질(M=5.06), 사역참여의 가치 (M=5.02), 그리고 교회의 지원 (M=4.96) 순이었다. 효과적인 팀사역의 인식(4점 만점 기준)에 대하여, 평신도 사역자들은 분명하고 도전적인 목표(M=3.38)가 제일 높았고, 그 다음으로 모범적인 리더십(M=3.31), 협력적인 분위기(M=3.26), 유능 한 팀 구성원들(M=3.22), 연합된 헌신(M=3.17), 외부의 지원과 인정(M=3.03), 결 과 지향적인 구조(M=2.96), 그리고 탁월함의 기준들(M=2.89) 순이었다. 청소년 사역팀 교사들과 평신도 새가족 사역팀의 사역만족도와 팀사역의 효과성 인식 사이 에 통계적으로 유의미한 상관관계가 발견되었다. 일반적으로, 나이가 많은 평신도 사역자들이 젊은 평신도 사역자들보다 더 높은 사역만족도를 보였다. 한국교회 평 신도 사역자들은 그들의 사역참여를 통해 하나님을더잘섬길수있다고생각할때 높은만족도를보였다. 또한, 영적으로성장하고있다고느낄때에도사역참여에만 족하고 있었다. 효과적인 팀사역과 관련하여, 평신도 사역자들은 다양한 영적 활동 들이 팀사역에 사용되어야 함을 인식하고 있었다. 팀사역을 효과적으로 만드는 영 적인 요소를 묻는 개방형 질문과 관련하여 평신도들은 기도(개인, 합심, 중보)를 가 장 중요한 영적 요소로 꼽았다. 그 다음으로 교제, 하나님의 말씀, 의사소통, 신뢰, 훈련, 서로를 향한관심, 사랑, 그리고 협력순이었다.

This study presents an exploratory investigation into the relationships between job satisfaction and perceptions of teamwork effectiveness among Korean church volunteers. Studying church volunteers’job satisfaction and perceptions of teamwork effectiveness is critical because most church ministries are maintained by church volunteers, and teamwork is one of the effective work systems in some church contexts. The Volunteer Satisfaction Index, developed by Galindo-Kuhn andGuzley (2001), and the Team Excellence instrument developed by Larson and LaFasto (1989) were used for this study. Additional demographic and an open-ended question were added to the instrument. The survey questionnaires were distributed to youth ministry teachers and welcome ministry teams of eleven churches of the General Assembly of the Presbyterian Church (Kosin) in Korea. Of the 526 surveys that were distributed, 382 were returned (71.1% of response rate). The total number of usable surveys was 368, representing a 69.9% response rate. Descriptive, correlational, and causal-comparative statistical methods were used to analyze data for this study.The study results showed that youth ministry teachers and and welcome ministry volunteers were generally satisfied with their ministry participation. Group Integration (M=5.57) was the highest, followed by Work Assignment (M=5.26), Communication Quality (M=5.06), Participation Efficacy (M=5.02), and Support (M=4.96). In regard to perceptions of teamwork effectiveness, a Clear and Elevating Goal was the highest (M=3.38), followed by Principled Leadership (M=3.31), Collaborative Climate (M=3.26), Competent Team Members (M=3.22), Unified Commitment (M=3.17), External Support and Recognition (M=3.03), Result-Driven Structure (M=2.96), and Standard of Excellence (M=2.89). A statistically significant relationship was found between job satisfaction and perceptions of teamwork among youth teachers and welcome ministry volunteers. Generally, the older volunteers were more satisfied with their ministry participation than the younger volunteers. In regard to perceptions of teamwork effectiveness, males showed higher scores than females. Additionally, Korean church volunteers were satisfied when they perceived that they could better serve God through ministry participation. They were also satisfied when they perceived that they were spiritually growing through ministry participation. Moreover, they perceived that their ministry teams were effective when they had various spiritual activities. In regard to the open-ended question that asked spiritual factors for ministry team effectiveness, the majority of participants indicated that prayer(individual, together, and intercessory) was the highest spiritual factor, followed by fellowship, the Word of God, communication, trust, training, concern for each other, love, and cooperation.

The present study aims to theoretically investigate and empirically verify the impact of teamwork on organizational effectiveness and the moderating effect of a leader’s emotional intelligence on the relationship between teamwork and organizational effectiveness. For these aims, the research model is established for the relations of variables and it is hypothesized. To empirical verify, the survey of cabin crews working at domestic airlines in Korea was conducted, and the final sample included 223 respondents for the analysis. The result of structural equation modeling is as follows. First, teamwork positively impacts on job satisfaction and organizational commitment of cabin crews. Second, the emotional intelligence of the leader strengthens the positive relationship between teamwork and them. The contribution of this study is as follows. First, it is expected to theoretical implication. This study was performed the empirical test of moderating effect of a leader’s emotional intelligence on the relations between teamwork and organizational effectiveness. Second, this study provides practical implications to suggest alternatives enhancing the work-related attitude of cabin crews.

This study investigated the relationship among emotional intelligence, team satisfaction, team performance of an airline cabin crew, and analyzed the effect of teamwork in the relationship of emotional intelligence and team effectiveness. The data were based on 458 flight attendant's woking at major airlines in Korea. The results supported the proposed hypothesis, first, emotional intelligence had meaningful effect on team effectiveness of airline crew. Further more emotional regulation had meaningful effect on team satisfaction. second, analyzed the moderating effect of teamwork under the relationship between emotional intelligence and team effectiveness. Further more emotional regulation and understanding of self-emotion of emotional intelligence had meaningful effect on team effectiveness under the moderating effect of teamwork. This study suggests that teamwork is a crucial factor for building effective team management. Practical implications and suggestions for future research are also discussed.