상사특성, 조직특성, 개인특성과 구성원태도간의 관계에 대한 셀프리더십의 매개효과에 관한 연구 = (A) study on the mediating effects of self-leadership on the relationships between leader's characteristics, organizational characteristics, individual characteristics and organizational member's attitudes

다국어 초록 (Multilingual Abstract)

In recent years, most business organizations are facing a highly competitive and rapidly changing environment, which challenges the organizations to perform much better and smarter than ever before. In this context, it is necessary for organization to attract competent human resources and keep them to work more, effectively and more creatively than in the past. self-Leadership study has become popular since early 20th century. Many prior studies have suggested that self-leadership is a critical determinant of the performance level. They have argued that self-leadership members show higher performance. Previous studies on self-leadership focused on the effects of self-leadership on job performance. Recognizing the limitations and shortcomings of the previous literatures, this study examines antecedents and consequences of self-leadership and self-leadership as contingent factor.
Specifically, this study explores the mediating effects of self-leadership on the relationship between leader's characteristics, organizational characteristics, individual characteristics and organizational members' attitudes. Questionnaire is made up with super-leadership, quality of LMX, organizational climate, self-esteem, self-efficacy, job satisfaction, innovative behaviors. 350 questionnaires was given about and 260 was used final analysis. Data for testing research hypotheses were collected from employees working insurance company, financial company, securities company located in Ulsan Metropolitan City. The hypotheses were tested by using the statistical analysis methods(frequency analysis, factor analysis, reliability analysis, correlation analysis, t-test, multiple regression analysis, stepwise mediated regression analysis).
The purpose of this study was to examine a mediating effect of self-leadership on the relationship between antecedents(super-leadership, quality of LMX, climate, self-esteem, self-efficacy) and consequence(job satisfaction, innovative behaviors). Through review of previous studies, this study formulated seven research hypotheses. The hypotheses were described as follow:
Hypothesis 1. Leader's characteristics(super-leadership, quality of LMX) will influence self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies).
Hypothesis 2. Organizational characteristics (hierarchical structure (hierarchy), autonomy, reward equity, support) will influence self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies).
Hypothesis 3. Individual characteristics(self-esteem, self-efficacy) will influence self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies).
Hypothesis 4. Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) will influence consequences including job satisfaction, innovative behaviors.
Hypothesis 5. Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) will mediate the relationship between leader's characteristics and organizational member's attitudes.
Hypothesis 6. Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) will mediate the relationship between organizational characteristics and organizational member's attitudes.
Hypothesis 7. Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) will mediate the relationship between individual characteristics and organizational member's attitudes.
Results show that super-leadership positively influences self-leadership (behavior-focused strategies, natural reward strategies, constructive thought pattern strategies). Quality of LMX positively influences self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies). Autonomy, reward equity, support subcategories of organizational climate positively influences self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) but hierarchical structure(hierarchy) negatively influences self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies).
Individual characteristics(self-esteem, self-efficacy) positively influences self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies). Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) positively influences consequences including job satisfaction, innovative behaviors. Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) mediated the relationship between leader's characteristics and organizational member's attitudes.
Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) mediated the relationship between Autonomy, reward equity, support subcategories of organizational characteristics and organizational member's attitudes. Self-leadership(behavior-focused strategies, natural reward strategies) mediated the relationship between individual characteristics and organizational member's attitudes.
These findings might serve to direct more attention to member's self-leadership, and to justify the necessity of giving more weight to self-leadership as one of psychological variable. Based on findings, implications were discussed from the viewpoints of scholars and managers. Finally, limitations and future directions were suggested.

국문 초록 (Abstract)

21세기 지식과 정보화 시대는 과거 그 어느 때보다도 역동적 환경변화를 가속화하며 기업에게 불확실성을 증가시키고 있으며, 이러한 변화 추세는 기존의 조직구성원에 대한 동기부여와 리더십 패러다임의 변화를 요구하고 있으며, 향후 기업들은 시대적 환경 속에서는 조직의 모든 면에 있어서 지속적인 변화와 성공적 수행이 기업생존의 필요조건이 되고 있으며, 창의성 및 혁신이 경쟁우위 확보에 필수적인 상황에서 인적자원을 개발하고 육성하는데 셀프리더십이 중요한 축으로 떠오르고 있다. 성장과 혁신을 추구하는 기업의 조직 구성원들은 상사의 지시 없이 현장에서 스스로 판단하여 의사결정을 하며 일을 추진해야 하는 상황이 전개되므로 모든 구성원들이 스스로를 이끄는 리더의 역량과 자질을 필요로 한다. 그래서 본 논문은 셀프리더십의 중요성을 인식하고 셀프리더십의 선행변수와 결과변수에 영향을 미칠 수 있는 매개효과에 관한 연구를 진행하였다.
본 연구의 목적은 셀프리더십의 선행변수인 상사특성, 조직특성, 개인특성이 결과변수인 직무만족과 혁신행동에 있어서 셀프리더십의 매개역할 유무를 밝혀보고자 하였다. 연구의 구체적인 목적을 정리하면 다음과 같다. 첫째, 선행변수로 상사특성인 수퍼리더십, LMX의 질이 셀프리더십(행동지향, 자연보상, 건설적사고)에 미치는 영향을 검증하고자 하였다. 둘째, 선행변수인 조직특성의 하위 변수인 직위구조(위계성), 조직자율성, 보상공정성, 조직지원이 셀프리더십(행동지향, 자연보상, 건설적사고)에 미치는 영향을 검증하고자 하였다. 셋째, 선행변수인 개인특성이 셀프리더십(행동지향, 자연보상, 건설적사고)에 미치는 영향을 검증하고자하였다. 넷째, 셀프리더십(행동지향, 자연보상, 건설적사고)이 구성원의 태도에 미치는 영향을 검증하고자하였다. 다섯째, 상사특성과 구성원 태도간의 셀프리더십(행동지향, 자연보상, 건설적사고)이 매개역할을 하는지를 검증해 보고자하였다. 여섯째, 조직특성과 구성원 태도간의 셀프리더십(행동지향, 자연보상, 건설적사고)이 매개역할을 하는지를 검증해 보고자하였다. 마지막으로 개인특성과 구성원 태도간의 셀프리더십(행동지향, 자연보상, 건설적사고)이 매개역할을 하는지를 검증해 보고자하였다.
본 연구의 설문을 위하여 울산지역에 위치한 보험, 은행, 증권 회사를 대상으로 350부의 설문지를 배포하여 260부를 회수하여 본 연구에 분석대상으로 삼았다. 설문조사의 결과 자료의 처리에 있어서는 SPSS(Statistical Package for the Social Science)통계패키지를 통해 분석하여 가설을 검증하였다. 통계기법으로는 빈도분석(frequency analysis), 요인분석(factor analysis), 신뢰도분석(reliability analysis), 상관관계분석(correlation analysis), T-검정(t-test), 다중회귀분석(multiple regression analysis), 3단계 매개회귀분석(three-step mediated regression analysis) 등을 사용하였다. 본 연구의 가설검증 결과를 정리해 보면 다음과 같다. 첫째, 선행변수인 수퍼리더십과 LMX의 질이 셀프리더십에 미치는 영향을 검증하였다. 연구결과 상사의 특성인 수퍼리더십이 구성원의 셀프리더십에 정(+)의 영향을 주는 것으로 나타났으며, 셀프리더십의 하위 변수와의 관계에서 수퍼리더십이 셀프건설적사고와 관계에서 통계적으로 가장 낮은 유의한 정(+)방향의 회귀계수(β= .105, p<0.10)를 보여주었다. 이런 결과는 상사의 수퍼리더십이 조직 구성원의 셀프건설적사고에 가장 낮은 영향을 미친다고 볼 수 있다. 상사와 부하의 교환관계가 셀프리더십에 정(+)의 영향을 미치는 것으로 나왔으며, 이는 곧 상사가 구성원들에게 직무에 관련된 업무 지시 외에 서로간의 인간적인 유대감, 충성, 공헌, 전문성의 존경을 통해서 구성원이 셀프리더십의 태도를 보인다는 사실을 알 수 있다.
둘째, 선행변수인 조직풍토가 셀프리더십에 미치는 영향을 검증하였다. 연구결과 조직풍의 세부변수인 직위구조(위계성)가 셀프리더십에 부(-)의 영향을 미치고 나머지 조직자율성, 보상공정성, 조직지원은 모두 셀프리더십과 정(+)의 영향을 미쳤다. 조직풍토가 자율성을 부여하는 조직분위기와 조직이 업무수행에 대해 적절한 금전적 보상 및 승진을 제공하는 것이 구성원의 셀프리더십 능력을 향상시키는 것을 알 수 있다. 조직의 지원이 체계적으로 지원이 될 때 구성원들은 셀프리더십 능력을 발휘하는 것으로 증명되었다. 셋째, 선행변수인 개인의 특성인 자아개념이 셀프리더십에 영향을 미치는 것을 검증하였다. 연구결과 자아존중감과 자기효능감이 높을수록 구성원들은 셀프리더십의 태도를 보이는 것으로 나타났다. 자기 스스로를 얼마나 능력이 있고, 중요하며, 가치가 있다고 인식하는 정도가 구성원들이 셀프리더십의 태도를 보이는데 긍정적인 영향을 미친다는 것을 알 수 있다. 넷째, 셀프리더십이 구성원의 태도에 미치는 영향을 검증하였다. 셀프리더십의 세부변수 셀프행동지향적, 셀프자연보상, 셀프건설적사고 모두 구성원의 태도(직무만족, 혁신행동)에 정(+)의 영향을 미쳤다. 이는 선행연구에서 연구되어진 기존연구와 동일하였다.
셀프리더십은 조직몰입, 직무만족, 자기주도적 학습, 조직시민행동, 개인성과 등에 긍정적인 영향을 미치는 것으로 나타났으며(이은숙·신제구·백기복, 2000; 이희영, 1996; 양동민, 2005), Neck & Manz(1996)은 America West Lines의 구성원들을 대상으로 한 실증연구에서 건설적사고 셀프리더십(thought self-leadership)훈련이 이후의 긍정적 정서와 직무만족에 유의미한 영향을 미친다는 것을 검증하였다. 기존 선행연구에 많이 다루지 않은 결과변수인 혁신행동에도 정(+)의 영향을 미쳤다. 셀프리더십이 높은 구성원들은 혁신행동에도 긍정적인 영향을 미친다는 새로운 연구결과를 검증하였다. 다섯째, 셀프리더십이 선행변수인 수퍼리더십과 구성원의 태도에 매개역할을 하는지를 검증하였다. 연구결과 셀프리더십은 상사의 수퍼리더십과 구성원의 태도에 정(+)의 영향을 미쳤으며 부분매개효과가 있는 것으로 나타났다. 상사의 수퍼리더십이 구성원의 셀프리더십 능력에 영향을 미치고 이는 곧 구성원의 직무만족과 혁신행동에 영향을 미친다는 것이다. 또한 셀프리더십이 선행변수인 LMX의 질과 구성원 태도간의 셀프리더십이 매개역할을 하는지를 검증하였다. 연구결과 셀프리더십이 상사의 특성인 LMX의 질과 구성원의 태도에 정(+)의 부분매개효과가 있는 것으로 나타났으며, LMX의 질은 셀프리더십에 영향을 미치고, 그 영향은 셀프리더십을 통해 직무만족과 혁신행동으로 이어질 것으로 기대된다. 리더로부터 배려, 온정, 지원을 인지한다면 높은 LMX의 질이 조직 구성원을 하여금 셀프리더십의 태도에 영향을 미치고 더 나아가는 직무만족과 혁신행동에도 긍정적인 영향을 미친다는 것이다.
여섯째, 셀프리더십이 선행변수인 조직특성과 구성원의 태도에 매개역할을 하는지를 검증하였다. 연구결과 조직풍토의 하위차원인 직위구조(위계성)와 구성원의 태도 간에 셀프리더십의 매개효과는 부(-)의 영향을 미치는 것으로 나타났다. 나머지 조직풍토의 하위차원은 구성원 태도간의 셀프리더십이 부분매개효과가 있는 것으로 검증되었다. 이런 연구결과는 조직풍토내의 직위구조(위계성)가 상사에 의해 결정되어지거나, 회사의 업무가 너무 직위에 따라 조직화되어 있거나, 회사의 업무 목표가 상사에 의해서 설정이 되거나, 업무 실적을 내도록 압력을 받게 될 때는 구성원들의 셀프리더십 태도에 부정적 영향을 미치고 이는 곧 직무불만족과 혁신행동을 유발시키는데 부정적인 영향을 미치는 것으로 추론해 볼 수 있다. 일곱째, 셀프리더십이 개인의 특성과 구성원 태도간의 매개효과를 검증하였다. 연구결과, 자아존중감과 구성원 태도간의 셀프리더십은 모두 부분매개효과가 있는 것으로 검증되었다. 이런 연구결과는 개인의 특성인 자아존중감이 높을수록 구성원들은 셀프리더십의 능력을 보이고 자신의 직무에 만족을 느끼고, 자신의 맡은 직무에 관하여 혁신행동을 한다고 볼 수 있다. 자기효능감과 구성원 태도간의 셀프리더십 매개효과 검증에서는 셀프리더십의 하위차원인 건설적인사고를 제외한 모두 부분매개효과가 나왔다. 이런 연구결과는 자기효능감이 높은 직원이라도 셀프건설적사고와 관계없이 바로 직무만족과 혁신행동을 하는 경향이 있다는 것이다.
본 연구 결과를 통하여 기업의 실무자인 상사와 조직 구성원들이 해야 할 역할 에 대해서 간략하게 요약하면, 첫째, 상사는 더 이상 지시, 명령, 통제, 보상, 처벌에서 벗어나 구성원들이 스스로 목표설정, 자기 통제 등과 같이 자율성을 부여함으로 해서 외부통제 대신에 내적 영향력과 에너지를 자극함으로써 조직 구성원들은 헌신과 열정뿐만 아니라 창의성을 불러일으킬 것으로 기대한다. 둘째, 상사는 위계적이고 관료주의적 조직구조 속에서 개인적인 리더십에서 벗어나 조직 구성원들과 서로 공유 할 수 있는 비전을 세운다면 훨씬 더 기업의 발전에 이바지 할 것으로 기대한다. 셋째, 조직구성원들은 경영현장에서 더 많은 책임과 자발적인 노력을 해야 하며, 더 나아가서는 구성원 스스로도 교육수준의 향상과 가치관의 변화에 게을리 하지 말아야 할 것이다. 넷째, 조직구성원들은 업무에 있어서 강한 자부심과 자기 성취욕을 가지고, 적극적이며 도전적인 정신으로, 상사의 간섭에서 벗어나 스스로 자신의 행동이나 사고를 통제할 수 있어야 한다. 다섯째, 셀프리더십이 높은 구성원이 셀프리더십이 낮은 구성원에 비해 잠재된 창의성(creativity)과 혁신성(innovation)이 높은 것으로 검증되었기 때문에(DiLiello & Houghton, 2006), 상사는 행동과 의사결정에 있어서 더 높은 수준의 독립성(independence)을 부여할 필요성을 느낀다.

목차 (Table of Contents)

• 제 1 장 서론 = 1
• 제 1 절 문제제기 및 연구목적 = 1
• 제 2 절 연구방법과 구성 = 3
• 제 2 장 이론적 배경 = 5
• 제 1 절 셀프리더십의 대한 이론 = 5
• 1. 리더십이론의 발전과정 = 5
• 2. 셀프리더십의 개념과 정의 = 9
• 3. 셀프리더십과 관련된 이론 = 15
• 4. 셀프리더십의 이론적 근거 = 20
• 5. 셀프리더십 전략 = 24
• 6. 셀프리더십의 선행연구 = 27
• 제 2 절 셀프리더십의 선행변수에 대한 이론 = 31
• 1. 수퍼리더십의 개념 = 31
• 2. LMX의 개념 = 34
• 3. 조직풍토의 개념 = 43
• 4. 자아개념 = 50
• 제 3 절 셀프리더십의 결과변수에 대한 이론 = 55
• 1. 직무만족의 개념과 중요성 = 55
• 2. 혁신행동 = 59
• 제 3 장 연구모형의 설계 및 가설의 설정 = 63
• 제 1 절 연구모형의 설계 = 63
• 제 2 절 연구가설의 설정 = 64
• 제 3 절 변수의 조작적 정의 및 측정도구 = 74
• 제 4 절 표본의 선정 및 특성 = 78
• 제 4 장 실증적 연구의 결과 = 80
• 제 1 절 측정도구의 신뢰도 및 타당성 검증 = 80
• 1. 측정도구의 타당도 및 신뢰도 검증 = 80
• 제 2 절 연구변수에 대한 기술적 통계 = 84
• 제 3 절 가설의 관계 검증 = 85
• 제 5 장 결론 = 110
• 제 1 절 연구결과의 요약 = 110
• 1. 연구결과의 요약 = 110
• 2. 학문적 기여 및 시사점 = 112
• 제 2 절 한계점 및 향후 연구방향 = 114
• 참고 문헌 = 116
• 설문지 = 139
• ABSTRACT = 147

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