상사와 부하의 쌍 관계에서 정서지능과 그 상호작용의 역할에 관한 연구

임유신(Yoo Shin Im),박오수(Oh Soo Park) 한국경영학회 2012 經營學硏究 Vol.41 No.6

Concerning various dyadic interactions between the leader and the subordinate, there has been insufficient research conducted on affective elements such as emotion, while most research focused on the leader`s evaluation of the cognitive elements such as performance and capability. Furthermore, very few studies have examined the role of emotional intelligence (EI) and the role of the EI interactions between the leader and the subordinate in the context of leadermember exchange (LMX) relationships. The purpose of this study is to empirically prove the existence of the effects of the interaction between the leader`s EI and the subordinate`s EI on the leader`s leadership pattern and the relationship among the leader`s EI, his leadership pattern, and the quality of LMX. In order to serve this purpose the following investigation model was established. The sample in this study consisted of junior military officers serving in the Korean Army. A questionnaire-based survey was conducted for the main study. Questionnaires were sent via mail or given in person to 200 company commanders and 200 platoon leaders who served in military units in Kyonggi-Do and Kangwon-Do. The data from 153 leader-subordinate dyads were analyzed using reliability analysis, factor analysis, descriptive statistics, correlation analysis, and hierarchical multiple regression analysis. Major findings of the study are as follows. First, it turned out that the higher EI the subordinate possesses, the higher the LMX quality that the leader perceives, and the higher EI the leader possesses, the higher the LMX quality the subordinate perceives. Second, the higher EI the leader possesses, the higher level of transformational leadership the leader shows. Third, it turned out that it is not significant the subordinate`s EI moderate the relationship between the leader`s EI and transformational leadership. Finally, transformational leadership mediates between 1) the leader`s EI and the LMX qualities that the leader perceives and 2) the leader`s EI and the average of the LMX quality that the leader and the subordinate perceive. The implications of this study`s results are like the following. First, this study empirically proved and analyzed the roles of the leader`s EI and subordinate`s EI and the interactions between them in a more concrete manner. Second, when the EI trait of the leader was expressed in the form of transformational leadership, the moderating effect of the subordinate`s EI on this relationship was confirmed. Third, through empirical investigation of the mediating role of transformational leadership between the leader`s EI and LMX quality, a new approach to shedding light on the relationship between these two. Fourth, this study suggested a practical application of EI that is likely to contribute to military organizations and workplace.

Kirkpatrick 평가모형을 응용한 군 고급학위과정 위탁교육 평가에 관한 연구

임유신(Yooshin Im),최원석(Wonseok Choi),송승찬(Seungchan Song) 육군사관학교 화랑대연구소 2013 한국군사학논집 Vol.69 No.1

The specific purposes of the study are to identify the merits and demerits of the commissioned education program and to provide the basic information necessary for its improvement, though the appraisal of the university specialized-degree program in the commissioned education. The results of this study are as follows: 1) The evaluation result of the goal achievement showed that the commissioned education program helped the learners to learn knowledge in a special field of study, to improve their potential abilities and to enhance communication ability. On the other hand, the result implied that the program did not improve problem-solving ability, self-directed learning ability and sharing social value. 2) The graduates of the commissioned education were quite satisfied with the knowledge that they acquired and the academic advisors that they met. It also reported that the experiences of the commissioned education program have been useful for doing on one's current job and making the human networks necessary for the army. 3) The evaluation results of the educatees' applicability and working environment showed that the graduate-officers' applicability was reported high. For the working environment, feedback/performance coaching and positive personal out comes seemed to be high, while opportunities to use the learned contents and supervisors' support to be low. Finally, suggestions and implications have been made for the policies in the commissioned education.

상사와 부하의 정서지능이 LMX 질과 부하의 직무태도의 관계에 미치는 조절효과 연구

임유신(Im, Yooshin),안성익(Ahn, Seong-Ik),이규헌(Lee, Kyu-heon) 대한경영학회 2013 大韓經營學會誌 Vol.26 No.2

부하의 리더십 개발을 위한 셀프리더십의 선행요인과 결과요인에 관한 실증 연구

임유신 ( Yoo Shin Im ),이민수 ( Min Su Lee ),하순복 ( Sun Bok Ha ) 한국인력개발학회 2010 HRD연구 Vol.12 No.3

최근에 조직들은 구성원들이 자율성과 함께 자기 통제감을 느끼고, 스스로 자신의 행동이나 사고를 관리하고 발전시킬 수 있는 셀프리더십의 개념을 도입·적용하고자 한다. 본 연구는 부하의 셀프리더십 발휘에 영향을 주는 선행요인으로서 상사의 리더십과 동료의 특성, 그리고 결과요인으로서 직무만족, 조직몰입, 조직시민행동에 미치는 영향을 실증하는 것을 목적으로 하였다. 이러한 목적을 달성하기 위하여 육군의 8개 부대에서 병사로 복무 중인 459명을 대상으로 설문조사에 의한 실증 연구를 실시하였다, 분석결과, 상사의 임파워링 리더십이 부하들의 셀프리더십에 유의한 영향을 미치는 것으로 나타났다. 그리고 병사들의 셀프리더십이 높을수록 자신의 직무에 대해 더 만족하고, 조직에 대해 몰입하며, 조직 및 다른 구성원을 위한 조직시민행동을 더 많이 발휘하는 것으로 나타났다. 끝으로 연구결과에 대한 시사점과 한계, 추후 연구방향에 대하여 제시하였다. In recent years, the organizations make efforts to introduce and apply the concept ``self-leadership`` that members can feel self-control, manage and develop their behaviors and thoughts. The purpose of this study is to find out the antecedents as like officer`s leadership and coworker`s social loafing of soldier`s self-leadership and do an empirical research about the positive outcomes as like job satisfaction, organizational commitment, and organizational citizenship behaviors of self-leadership. To achieve the objectives, the empirical study has been done by survey of eight different military camps, 459 soldiers. According to the analysis, the senior officer`s empowering leadership have a significantly positive effects on self-leadership. It was also found that the subordinate`s self-leadership has significantly positive effect on his job satisfaction, organizational commitment, and organizational citizenship behaviors. Finally, suggestions and implications have been made for the policies in leadership.

부하의 성숙도와 리더십 유형의 적합성이 부하 만족도에 미치는 영향 연구

임유신(Yooshin Im),이민수(Min-su Lee),강용관(Yong-gwan Kang) 대한리더십학회 2015 리더십연구 Vol.6 No.3

본 연구는 Hersey와 Blanchard가 제시한 부하의 성숙도에 따른 상황적 지도성 모형이 우리나라 군 조직, 특히 하부조직인 소대급 부대에 적합한지를 검증하여, 육군의 초 급장교들에게 효과적인 지도성을 제시하는데 목적이 있다. 이를 위해 첫째, ‘초급장교의 지도성 유형에 따라 부하의 만족도는 차이가 유의미할 것이다.’ 둘째, ‘부하의 성숙도에 적합한 지도성 유형을 결합할 경우, 부하의 만족도는 높아질 것이다.’ 라는 가설을 설정 하였다. 이를 검증하기 위해서 전방부대 소속의 32개 소대의 병사 368명을 대상으로 직 접 방문하여 설문지를 배포 및 회수하였으며, 이 중에 315부를 대상으로 통계분석 하였다. 연구를 통해 발견된 결과는, 첫째, 부하들은 초급장교의 지도성 유형 중에서 설득형 지도성에 대하여 만족하는 것으로 나타났다. 둘째, 부하의 각 성숙도 수준별로 부하의 만족도가 가장 높게 나타나는 초급 장교의 지도성 유형은 어느 수준에서나 동일하게 설 득형 지도성 유형이었다. 본 연구 결과의 시사점은, 첫째, 권위주의적이고 위계질서가 엄격한 조직 분위기를 바꾸어서 초급장교의 하급자 지향적인 지도성 발휘로 부하의 자발성을 유발해야 한다. 둘째, 초급 장교의 지도성 배양을 위한 초급 장교 양성기관의 지도성 교육과정의 수정 보완 및 지속적인 개발이 필요하다. The purpose of this study is to provide an effective leadership model for the junior officer of Korean-Army and also to examine the validity of the situational leadership theory with special regard to the military organization, especially small-sized installation. The hypothesis of this study are as follows; First, there is a significant difference in the degree of followers‘ satisfaction between the leadership styles of the junior officer. Second, if the maturity of followers we combines with an appropriate leadership style, the followers' satisfaction be increased. In order to verify the hypothesis, the questionnaire was developed and distributed to 368 subjects sampled from the soldiers of 32 platoons in the field of Army and the responses were analyzed by statistics program. The conclusions drawn from the findings of this study are as follows; First, the most satisfied leadership style of the junior officers perceived by the followers was the selling one. Second, the most satisfied leadership style of the junior officers perceived by the followers was the selling one even at all follower's maturity levels. In the event, this study suggests that the leadership program of the officer training schools in Korea-Army for improving the junior officer's leadership should be developed and specified in the way of encouraging followers' willingness and voluntariness.

연합작전 수행능력향상을 위한 국방인력 역량강화방안 연구: 주한 미군 한국군지원단 구성원의 군 생활 적응 영향요인

조현묵 ( Hyun Muk Cho ),임유신 ( Yooshin Im ),박상중 ( Sangjung Park ) 국방대학교 안보문제연구소 2016 국방연구 Vol.59 No.2

한미동맹은 한반도의 특수한 안보환경으로 인해 60년 이상 지속되어 오고 있으며, 카투사제도는 한미동맹 유지·발전을 위해 핵심적인 역할을 해오고 있다. 주한 미8군에 배속된 한국군요원이라는 특수한 근무환경은 군 생활 적응의 측면에서 일반 한국군 부대의 병사들과는 다른요인이 군 생활 적응에 영향을 미치고 있을 것이다. 따라서 본 연구에서는 일반 한국군 부대의병사들과는 다른 환경에서 복무하고 있는 카투사들의 개인적, 환경적 요인이 카투사의 군 생활적응과 어떤 관계가 있는지 알아보고자 하였다. 이를 위해 의정부와 용산, 평택, 대구 지역의미군부대에 배치되어 임무수행하고 있는 주한 미8군 한국군지원단 소속의 카투사 450명을 대상으로 설문조사를 실시하여 자료를 분석하였다. 분석 결과, 첫째, 카투사의 개인적·환경적 요인과군 생활 적응도와의 상관관계를 분석해 본 결과, 군 생활 적응도의 하위요소인 만족도와 상관관계가 있는 개인적 영향요인은 가치관, 성격이며 환경요인은 조직 내 인간관계와 의사소통인 것으로나타났다. 둘째, 군 생활 적응도의 하위요소인 업무성과와 상관관계가 있는 개인적 영향요인은성격이며, 환경요인은 조직 내 인간관계와 의사소통인 것으로 나타났다. 끝으로 연구결과에 대한시사점과 한계, 추후 연구방향에 대하여 제시하였다. The ROK US alliance is continuing for more than 60 years because of the Koreanpeninsula’s distinctive security environment, and the KATUSA program is playing a keyrole in maintaining and developing the ROK US alliance. We have concluded thatcompared to other ROK soldiers, due to the fact that they are Assigned to the USFK 8thArmy, which is a very distinctive working environment, other elements will affect themadapting to the military life. Therefore, this research tries to find out the relationship betweenthe differently assigned KATUSA’s individual and environmental elements and theiradaptation to the military life which is quite different from the normal ROK soldiers. Toreach this goal, We conducted a survey on 450 KATUSAs assigned to the USFK 8THARMY RSG spread out in EuiJungBu, Yongsan, Pyungtaek, and Daegu. According to theanalysis, first, by analyzing the relationship between environmental elements and adaptationto the military life, the individual affecting element which has relationship with the militarylife’s lower element ‘satiselementy’ is one’s value and character. The environmental elementis the relationship with the peer and communication within the organization. Second, theindividual affecting element that has relationship with the job performance which is thelower element of adaptation to the military life is one’s character, and the environmentalelement is the relationship with the peer and communication within the organization. Finally,suggestion and implications have been made for the policies in defense manpower.

육군 병사 스트레스 분석을 이용한 사고예방 알림 서비스 연구

문호석(Hoseok Moon),임유신(Yooshin Im) 한국IT서비스학회 2016 한국IT서비스학회지 Vol.15 No.1

The purpose of this paper is to propose a notification service for preventing unexpected accidents which will be occurred by enlisted men’s stress in Korean Army. For this purpose we first evaluate the enlisted men's stress with reliable evaluation tools through survey. A representative sample size of about 1,500 enlisted men from all seven unit types was selected and surveyed considering types of unit, ranks, and regional characteristics. In the second, we analyse the results of level of stresses and stress reactions to distinguish high potential enlisted men who will happen to accident. Through the second step, we know enlisted men’s stress reactions are different depending their unit types. Therefore the basic information about their stresses will be judged respectively according to their unit types. In the final step, we propose a notification service that offer the information about high potential enlisted men who will happen to accident to their managers rapidly through military Intranet and information systems. Their managers will get the previous information about occurrence of unexpected accidents and have time to check various things before they are occurred. We hope the proposed service contributes to prevent unexpected accidents and reduce the effort of military managers. Furthermore this paper offers several recommendations to apply the proposed service to Korean Army.

부하체면에 영향을 미치는 상사행위의 구성개념 및 측정에 관한 연구

박오수(Oh Soo Park),임유신(Yooshin Im),고동운(Dong Woon Go) 한국인사조직학회 2008 인사조직연구 Vol.16 No.3

  대인관계 상황에서 체면을 고려하는 것은 보편적인 현상일 뿐만 아니라 서구에 비해 우리나라에서 보다 중시되고 있지만 조직차원에서의 연구는 미흡하다. 특히 부하의 체면에 영향을 미치는 상사의 행위에 대해서는 연구가 매우 부족한 실정이다.<BR>  부하체면에 대한 상사행위의 구성개념과 타당성 있는 측정도구를 개발하기 위하여 군조직의 간부들을 대상으로 2단계의 연구가 진행되었다. 먼저, 연구 1에서는 상사의 부하에 대한 ‘체면세움행위’ 및 ‘체면손상행위’ 문항을 자유응답식 설문과 내용분석 과정을 통하여 도출하고, 육군 간부들로 이루어진 표본에 대하여 탐색적 요인분석을 통해서, 요인구조가 ‘능력체면행위’와 ‘인격체면행위’의 두 차원으로 이루어져 있음을 확인하였다. 연구 2에서는 독립적인 새 표본을 구성하여 개발된 문항들의 타당성을 검증하고 태도변수와의 관계를 확인하였다. 분석 결과, 개발된 측정도구는 교차타당성, 그리고 수렴 및 판별타당성이 있음을 확인할 수 있었다. 부하 태도변수와의 관계를 확인한 결과, 상사의 부하체면에 대한 체면세움 행위는 부하의 LMX, 직무만족, 조직몰입에 정의 관계를 보였고 이직의도에는 부의 관계를 나타내었다. 상사의 부하체면에 대한 체면손상행위는 부하의 LMX, 직무만족 및 조직몰입과 부의 관계가 있음을 확인할 수 있었다. 이는 부하체면에 대한 상사행위가 조직 유효성을 설명하는데 적절한 변수임을 의미한다. 마지막으로, 본 연구의 의의와 한계 및 미래 연구방향을 제시하였다.   The issue of face in social interactions is more pervasive in Asian cultures than in Western ones. However, very few studies have investigated face in organizational context in Korea. Face is dependent on individual social status (Goffman, 1955; Ho, 1976), which points to the fact that leaders’ face is considered to be more important than subordinates’ face due to the status difference. Nevertheless, the importance of subordinates’ face is gradually becoming salient as the autocratic culture is transformed into a democratic one in modern organizations.<BR>  The majority of the studies on face have focused on the leaders’ face, which, in turn, has yielded no study of leader’s behavior influencing subordinates’ face. The subordinates’ attitudes and behaviors can obviously vary depending on whether their leader takes the subordinates’ face into consideration or not. The subordinates are said to possess favorable attitudes towards a leader who saves the subordinates’ face, while they are likely to maintain negative attitudes towards a leader who makes them lose their face. Thus, it is necessary to study on the relationship between leader’s behaviors concerning subordinates’ face and the subordinates’ attitudes and behaviors. Since there is no measure for leader’s behavior influencing subordinates’ face, the valid and reliable measure should be developed.<BR>  The current research was designed to identify the constructs of leader’s behavior influencing subordinates’ face (LBSF), and to develop and validate a sound psychometric measure of LBSF. This paper consists of two parts: in Study 1, we generated items of leader’s face-giving (LFGB) and face-threatening (LFTB) behavior towards subordinates, and identify the construct and factor structures of LBSF. In Study 2, a confirmatory factor analysis with independent samples showed the cross validity, convergent validity, and discriminant validity. Then, we verified the nomological validity and the potential utility of LBSF to predict organizational outcome variables. Finally, implications and possible research directions are discussed.<BR>  Respondents in the current research are officers and noncommissioned officers (NCOs) in the ROK (Republic of Korea) Army. In general, military organizations are more autocratic and hierarchical than the other civil organizations. Therefore, the subordinate’s face can be valued less than leader’s face. The difference between leaders who respect their subordinates’ face and leaders who do not can be easily distinguished in the military context. For this reason, military organization is suitable for the current research.<BR>  Study 1<BR>  In Study 1, we collected data from 98 officers and NCOs using open-ended questionnaire, which included two following questions: “What behavior of a leader made you save face?” and “What behavior of a leader made you lose face?” From the data, 623 LFGB items and 791 LFTB items were firstly derived. Next, we combined the items that had same contents and expressions into 113 LFGB and 154 LFTB items. Then, the content validation of the generated items was performed in three phases. Finally, 21 items for LFGB and 17 items for LFTB were used in the current study.<BR>  Using the data collected from 125 officers and NCOs, exploratory factor analyses with principal components were conducted. The results indicated that LFGB and LFTB consisted of two factors, ‘ability dimension’ and ‘character dimension.’ Specifically, LFGB consisted of 11 items, 6 items for ability-related LFGB (ALFGB) and 5 items for character-related LFGB (CLFGB). Likewise, LFTB also consisted of 12 items, 5 items for ability-related LFTB (ALFTB) and 7 items for character-related LFTB (CLFTB).<BR>  Study 2<BR>  The data, independent of Study 1, were used in Study 2. That is, the data from 156 officers and NCOs were used for LFGB, an

팔로워십을 고려한 리더십 개발의 필요성에 관한 실증 연구 -리더신뢰의 매개효과를 중심으로-

이규헌 ( Kyu Heon Lee ),임유신 ( Yoo Sin Im ),김경섭 ( Kyeong Seob Kim ) 한국인력개발학회 2010 HRD연구 Vol.12 No.2

본 연구의 목적은 상사의 변혁적 리더십과 거래적 리더십이 팔로워십 유형에 따라 상사에 대한 신뢰가 어떻게 달라지는가를 확인하고, 이렇게 형성된 상사에 대한 신뢰가 부하들의 조직시민행동에 유의한 결과를 나타내는지를 살펴봄으로써 팔로워십을 고려한 리더십 개발의 필요성을 실증하는 것이다. 이러한 목적을 달성하기 위하여 국내의 20여개의 기업에 근무하는 388명을 대상으로 설문조사방법에 의한 실증 연구를 실시하였다. 분석결과, 첫째, 모범형 팔로워십의 부하들에게는 거래적 리더십보다 변혁적 리더십이 조직시민행동에 영향을 미치며, 리더신뢰에 대해서도 거래적 리더십보다 변혁적 리더십이 영향을 미치는 것으로 나타났다. 하지만 변혁적 리더십과 조직시민행동간에 리더신뢰의 매개 효과는 유의하지 않은 것으로 나타났다. 둘째, 수동형 팔로워십의 부하들에게는 변혁적 리더십보다 거래적 리더십이 조직시민행동에 영향을 미치며, 리더신뢰에 대해서는 거래적 리더십보다 변혁적 리더십이 더 많은 영향을 미치는 것으로 나타났다. 하지만 거래적 리더십과 조직시민행동간에 리더신뢰의 매개 효과가 있는 것으로 나타났다. 셋째, 중간형 팔로워십의 부하들에게는 거래적 리더십보다 변혁적 리더십이 조직시민행동과 리더신뢰에 영향을 미치며, 변혁적 리더십과 조직시민행동간에 리더신뢰의 매개 효과가 있는 것으로 나타났다. 끝으로 연구 결과에 대한 시사점을 제시하였다. The purpose of this paper would be to find out how the different leadership styles on different followership styles fitness and how it affects the trust of the followers and how this affects the OCBs. To achieve the objectives, the empirical study has been done by survey of different Korean firms, 388 people. According to the analysis, First, people with exemplary followership were fit to transformational leadership than the transactional to the OCBs. However, the leader trust don`t acted significantly as a partial mediator between the 2 factors. Second, people with passive followership were also fit to transformational leadership than the transactional leadership to the OCBs. And the leader trust acted as a partial mediator between the 2 factors. Third, transformational leadership affected people with alienated followership, conformist followership and pragmatic followership more dealing with OCBs and leadership than the transactional leadership OCBs. Finally, suggestions and implications have been made for the policies in leadership.

사관생도의 리더십 향상을 위한 리더십 평가지수 개발에 관한 탐색적 연구

박상중(SangJung Park),임유신(Yooshin Im) 대한리더십학회 2016 리더십연구 Vol.7 No.2

최근에 육군사관학교는 사관생도들이 자신의 리더십 수준을 진단하여 계량화 하는 ‘리더십 평가지수’를 개발하였다. 리더십 평가지수는 생도 스스로가 주도적으로 자신의 리더십 활동을 설계하고 시행하며, 훈육요원에 의하여 맞춤형 관리가 가 능하도록 하는 평가 도구이다. 이는 기존의 육군사관학교 리더십 교육체계를 보다 발전시킨 개념으로서 지금까지 활용해 왔던 리더십 역량진단이나 리더 행동ㆍ가치 평가 등의 평가기준을 보완하고, 사관생도들에게 자신의 리더십 활동 수준을 분석 하여 리더십 강약점을 제공하도록 한 것이다. 본 연구는 리더십 평가지수 개발의 탐색적 연구로서 평가지수의 개발 개념을 자세히 소개하고, 기존 평가체계와 같은 리더십 평가에 대한 효과성과 타당성의 여 부를 검증하는 것이 목적이다. 연구 결과, 리더십 평가지수는 4학년 생도들의 종합 역량과 높은 상관관계를 나타냈고, 기존 평가체계인 리더십 역량진단과 리더 행동• 가치 평가의 결과와 매우 유사한 것으로 나타났다. 이러한 사관생도의 리더십 평가지수 개발은 그동안 수동적인 리더십 개발 체 계를 자기 주도형의 적극적인 리더십 개발체계로 변화시킬 것이며, 육군사관학교가 추구하는 목표인 정예장교 양성, 즉 주도적 조직문제 해결형 리더를 양성하기 위한 효과적이고 체계적인 리더십 개발 도구가 될 것이다. Recently, Korea Military Academy(KMA) developed The Leadership Evaluation Index to allow cadets to self-evaluate themselves. The Leadership Evaluation Index is a method that cadets actively self-evaluate themselves and design their leadership activities. Also, this method allows technical officers to evaluate cadets' personalized leadership programs. Such new approach is enhanced version of existing KMA's leadership education system that contained leadership capacity assessment and leader's action/values. This Exploratory study for the leadership evaluation index in order to introduce development the concept of the evaluation index and to prove the effectiveness of the leadership evaluation like existing evaluation system. Result of the study, the leadership evaluation index of the graduation class turned out to have high correlation with overall ability and very similar to existing evaluation system of leadership capacity assessment and leader's action/values. The Leadership Evaluation Index will bring significant change from leadership programs that have been passive to a program that is active and self-motivated leadership development program. Such change will be able to obtain ideal model of elite officer development that KMA desires. Therefore this method will be an effective medium that which will allow KMA to develop active community problem solving leaders.