진실리더십이 부하의 장인적 직무수행(Job crafting)에 미치는 영향과 그 과정에 대한 연구 = (A) study on the impact of authentic leadership on the job crafting of employees and it's process

국문 초록 (Abstract)

본 연구는 최근 리더십이론에서 새로 등장한 진실 리더십과 초월적 리더십이 조직구성원들의 조직 및 직무와 관련한 태도에 어떠한 영향을 미치는지를 연구하기 위한 것이다. 구체적으로 리더가 보여주는 진실한 행동과 초월적 행동의 관계성을 규명하고, 초월적 행동이 부하의 조직에 대한 동일시와 직무에 대한 소명의식에 미치는 영향을 조사하였다. 아울러 이 두 요인이 조직 동일시와 직무소명의식을 통하여 부하의 장인적 직무수행에 어떤 영향을 미치는지를 연구하였다.
연구 문헌들을 통해 변인들 간의 이론적 관계성을 조사하였고 이를 토대로 진실리더십과 초월적 리더십 간의 관계, 초월적 리더십과 부하의 조직 동일시 및 직무소명의식간의 관계, 그리고 직무소명의식 및 조직 동일시와 부하의 장인적 직무수행간의 관계에 대한 가설을 세워 실증연구를 실시하였다.
실증연구를 위하여 2011년 3월부터 4월까지 국내 산업체 종사자 850명에게 설문서를 배부, 회수된 자료 670부중 640명에 대한 자료를 토대로 기초통계분석, 상관분석, 회귀분석, 공변량 구조분석을 실시하였다.
본석결과 본 연구모형에서 설정한 가설들과 연구모형이 전반적으로 타당한 것으로 밝혀졌다. 먼저 리더의 진실한 행동은 리더의 초월적 행동의 긍정적 예측요인이 되며, 초월적 행동은 부하의 조직 동일시와 직무소명의식에 정(+)적 영향을 미치는 것으로 나타났다. 또한 조직 동일시는 직무소명의식에 정(+)적 영향을 미치며, 조직 동일시와 직무소명의식은 각각 장인적 직무수행에 정(+)적 영향을 미치는 것으로 나타났다. 본 연구결과를 통해 리더의 진실한 행동과 초월적 행동은 부하들로 하여금 직무소명의식과 조직 동일시를 높이고 궁극적으로 일을 조직목적에 맞게 장인적 방식으로 수행하는데 긍정적 영향을 미치는 것으로 확인되었다. 이로써 진실리더십과 초월적 리더십이 부하의 조직 및 일과 관련된 긍정적 태도와 행동에 중요한 영향을 미침을 제시하고 있어 향후 이 분야의 리더십 개발이 활용가치를 가질 수 있음을 시사해주고 있다.
본 연구를 통하여 리더의 진실한 행동은 깊은 자아인식과 높은 자아규제기준에 의해 나오는 행동일 때, 그리고 조직을 위해 스스로 희생하는 이타적 사랑 같은 초월적 행동일 때, 이를 목격한 부하자신의 직무 및 조직정체성에 긍정적인 변화가 일어날 수 있다는 점을 확인할 수 있다. 이는 그동안 주로 기법과 대인영향력향상에 필요한 조작적 행동중심의 기존 리더십교육 못지않게, 리더 자신이 좀 더 자기모습에 진정성 있게 다가서려는 노력이 중요하다는 점을 알려주고 있다. 즉 부하들의 마음을 움직이게 하는 힘의 원천은 기존의 거래적, 사회적 교환관계에 못지않게 자아인식능력 및 고 차원적인 정신개발(영성)이 필요하며 그리고 리더 자신이 먼저 초월적 행동을 보여주는 것이 중요함을 알려준다.
끝으로 본 연구에 대한 한계점 및 문제점들을 제시하면서 향후 추가연구가 필요한 부분을 함께 제안하였다.

목차 (Table of Contents)

• 글 목차 ⅰ
• 표 목차 ⅳ
• 그림 목차 ⅴ
• 국문요약 ⅵ
• 제 1 장 서론 1
• 제1절 문제제기 1
• 제2절 연구목적 6
• 제3절 연구체계 9
• 제 2 장 이론적 배경 10
• 제1절 진실리더십(Authentic Leadership) 10
• 1. 진실성(Authenticity)의 개념 및 정의 11
• 2. 진실성과 다른 유사개념과의 차이 14
• 3. 진실리더십의 개념 및 정의 15
• 4. 진실리더십과 다른 리더십과의 차이 18
• 5. 진실리더십의 구성요인 20
• 6. 진실리더십의 결정요인 28
• 7. 진실리더십의 효과 29
• 8. 종합 정리 31
• 제2절 초월적 리더십(Transcendental Leadership) 33
• 1. 초월성의 개념 및 정의 34
• 2. 초월성과 영성과의 관련성 36
• 3. 초월적 리더십의 개념 및 정의 39
• 4. 초월적 리더십과 다른 리더십과의 차이 41
• 5. 초월적 리더십의 구성요인 45
• 6. 초월적 리더십의 결정요인 51
• 7. 초월적 리더십의 효과 52
• 8. 초월적 리더십과 진실리더십 55
• 제3절 직무소명의식(Job As Calling) 57
• 1. 직무소명의식의 개념 및 정의 57
• 2. 직무소명의식과 다른 유사개념과의 차이 60
• 3. 직무소명의식의 구성요인 62
• 4. 직무소명의식의 결정요인 66
• 5. 직무소명의식의 효과 67
• 6. 부하의 직무소명의식과 초월적 리더십 71
• 제4절 조직 동일시(Organizational Identification) 73
• 1. 정체성의 개념 및 정의 73
• 2. 조직 동일시의 개념 및 정의 75
• 3. 조직 동일시와 다른 유사개념과의 차이 77
• 4. 조직 동일시의 구성요인 78
• 5. 조직 동일시의 결정요인 80
• 6. 조직 동일시의 효과 82
• 7. 부하의 조직 동일시와 초월적 리더십 83
• 제5절 장인적 직무수행(Job Crafting) 85
• 1. 장인적 직무수행의 개념 및 정의 86
• 2. 장인적 직무수행과 다른 유사개념과의 차이 88
• 3. 장인적 직무수행의 구성요인 91
• 4. 장인적 직무수행의 결정요인 93
• 5. 장인적 직무수행의 효과 99
• 6. 장인적 직무수행과 직무소명의식 및 조직 동일시 102
• 제 3 장 연구가설 및 연구모형 104
• 제1절 연구가설 104
• 1. 진실리더십과 초월적 리더십 간의 관계 104
• 2. 초월적 리더십과 부하의 직무소명의식 및 조직 동일시와의 관계 107
• 3. 부하의 조직 동일시와 직무소명의식 간의 관계 110
• 4. 부하의 조직 동일시 및 직무소명의식과 장인적 직무수행 간의 관계 111
• 제2절 연구모형 114
• 제 4 장 연구 방법 115
• 제1절 표본의 설계 115
• 제2절 변수의 조작적정의 및 측정 도구 116
• 제 5 장 실증분석결과 120
• 제1절 측정도구의 신뢰성 및 타당성 120
• 1. 신뢰도 분석 120
• 2. 타당도 분석 122
• 제2절 가설검증 125
• 1. 가설모형에 대한 적합도 분석 125
• 2. 가설검증 125
• 제3절 추가분석 127
• 제 6 장 결론 131
• 제1절 연구결과 요약 131
• 제2절 연구결과의 시사점 133
• 제3절 연구한계 및 추후연구방향 137
• <참고문헌> 139
• <부록> 166
• ABSTRACT 169

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