진성 리더십이 긍정심리자본 및 직무열의를 매개로 하여 변화지향 조직시민행동에 미치는 영향에 관한 연구 = The Effect of Authentic Leadership on the Change Oriented Organizational Citizenship Behavior through Meditator of Psychological Capital and Job Engagement

다국어 초록 (Multilingual Abstract)

The purpose of this research is to identify the relationships among the authentic leadership, positive psychological capital, job engagement, and change-oriented citizenship behavior in a sample of 416 employees from financial institutions and manufacturing companies. The main focus of this study is about the influential power of the authentic leadership which affects positive psychological capital, job engagement, and change-oriented citizenship behavior. Until now, there has been many attempts to identify the leadership style which boosts employee morale and productivity. However, there is a question whether and how the authentic leadership can impact on the employee’s changed-oriented citizenship behavior.
Current challenging but stressful business environments throughout the world call for a different yet moral and authentic leadership perspective and style. Avolio et al. noted that “the unique stressor facing organizations throughout society today call for a new leadership approach aimed at restoring basic confidence, hope, optimism, resiliency, and self-efficacy”. Former CEO of Medtronic, Bill George states that “we need leaders who lead with purpose, values, and integrity; leaders who build enduring organizations, motivate their employees to provide superior customer service, and create long-term value for shareholders”. Furthermore, Enron cases and unethical CEO managerial practices have been criticized and more ethical and authentic leadership has been emphasized. More specifically, the more a society or business environment becomes competitive and unethical, the more the organization and society needs leaders leading with authenticity and strong integrity to create a sustainable company. Therefore, authentic leadership is conceived as a root of positive leadership which can deal with unethical problems of organization.
This study attempts to examine the effect of authentic leadership on change-oriented citizenship behavior a through mediator of positive psychological capital and job engagement. Through the research findings, the study proposed the theoretical model which was then surveyed onto 416 employees to identify the empirical relationships. Employee engagement is the individual’s attachment to the job, the satisfaction with the task itself, and the enthusiasm for work. Positive psychological capital is characterized with four components such as self-efficacy, resiliency, optimism, and hope. Change- oriented organizational citizenship behavior is a special type of organizational citizenship. It is extra role performance, and it is conceived of as one of the important organizational effectiveness variables to change an organization.
Specifically this study tested a proposed model of authentic leadership which was compared with other alternative models. Furthermore, this study found that authentic leadership is positively related with positive psychological capital, employee engagement and changed-oriented organizational citizenship behavior. It meant that the authentic leadership has played a vital role to enhance the employees’ intrinsic motivation, positive attitudes and extra role performance.
The main findings are the following. (1)Authentic leadership is associated with positive psychological capital and employee engagement. (2) Positive psychological capital has influence on job engagement, and an impact on the changed-oriented OCB. (3)Employee engagement has influence on the change-oriented OCB, and authentic leadership is associated with the change-oriented OCB, (4)The relationship between authentic leadership and change-oriented OCB is mediated by positive psychological capital and job engagement. Research results shows that all hypotheses are significant.

국문 초록 (Abstract)

본 연구는 최근 관심 대상이 되고 있는 진성 리더십의 효과성을 검증하는데 목적을 두고 있다. 리더의 진정성과 윤리성 등은 새로운 창조경제 시대에 적합하고 올바른 경영활동을 추진하는 리더십 원형이 되고 있으며, 이러한 진성 리더십이 어떤 과정을 거쳐 구성원들의 직무태도와 행동에 영향 미치는지 관심이 증폭되어 왔다. 본 연구는 진성 리더십과 긍정심리자본, 직무열의의 매개를 통해 구성원의 변화지향 조직시민행동에 미치는 심리적 프로세스를 규명하고 있으며 본 연구의 모델은 기존의 이론적 논리와 실증연구 결과를 바탕으로 설계되고 제시되었다. 금융권과 제조업 등 다양한 직종과 직군을 대상으로 설문조사하였고, 실증 분석한 결과 본 연구의 타당성을 입증하였고 설정한 가설들을 수용하였다. 구체적으로 진성 리더십은 변화지향 조직시민행동에 긍정심리자본과 직무열의를 매개효과를 통해 영향 미치며, 진성 리더십은 긍정심리자본과 직무열의에 영향력 미치는 변수로 증명되었다. 본 연구의 실증분석 결과는 진성 리더십의 측정모델 타당성을 검증하고 있을 뿐 아니라 구조적 관계성을 명확하게 제시하고 있어 진성 리더십이 구성원의 직무태도와 행동에 어떻게 전이되고 있는지를 판단할 수 있게 하고 있다. 특히 변화지향 조직시민행동은 조직의 변화를 가속화시키는 구성원의 자발적 역할외 행동으로서 의미 있는 변수이며, 진성 리더십은 이러한 변화지향 조직시민행동에 많은 영향을 미치는 핵심변수로 그 중요성이 강조될 수 있다.

참고문헌 (Reference)

1 최우재, "진성리더십이 부하의 심리적 웰빙과 적응적 수행성과에 미치는 영향 : 자기권능감의 매개효과" 한국인사조직학회 21 (21): 185-228, 2013

2 이정환, "진성리더십 효과 요인에 관한 통합적 문헌 고찰" 대한경영학회 26 (26): 2791-2814, 2013

3 정예지, "진성 리더십이 심리적 웰빙과 팀 성과에 미치는 영향에 관한 연구: 팀 에너지의 매개효과를 중심으로" 한국인사관리학회 37 (37): 181-216, 2013

4 한봉주, "진성 리더십(Authentic Leadership)과 조직몰입 간의 관계에서 LMX 와 심리적 자본의 매개효과 분석" 한국인사관리학회 37 (37): 125-153, 2013

5 장은진, "여성인력이 인지한 조직문화유형이 조직학습에 미치는 영향연구: 감성역량의 매개효과를 중심으로" 한국기업경영학회 20 (20): 1-23, 2013

6 윤정구, "소크라테스가 세상의 리더들에게 묻다, 진정성이란 무엇인가" 한언 2012

7 이철희, "변혁적 리더십과 거래적 리더십이 직무열의에 미치는 영향: 심리적 자본의 매개효과를 중심으로" 한국산업및조직심리학회 25 (25): 147-169, 2012

8 김창호, "리더의 진실성이 부하의 장인적 직무수행(Job Crafting)에 미치는 영향과 그 과정에 대한 연구" 한국인사관리학회 36 (36): 131-162, 2012

9 박준혁, "기업의 공유가치와 개인가치의 부합이 개인의 직무성과에 미치는 영향 : 조직몰입 및 조직시민행동의 매개효과를 중심으로" 한국기업경영학회 21 (21): 207-226, 2014

10 이수정, "기업시민행동인 CSR 활동이 종업원의 조직시민행동을 유발하는 조건과 과정에 관한 연구" 한국인사관리학회 37 (37): 1-39, 2013

11 김동철, "긍정조직행태 주요 요인 간 관계에 관한 연구: 진성리더십, 심리적 자본, 심리적 주인의식을 중심으로" 한국행정학회 46 (46): 27-51, 2012

12 김은실, "긍정심리자본 및 사회적 자본과 개인 창의성의 관계" 한국인사관리학회 38 (38): 93-122, 2014

13 김강훈, "긍정심리자본" 럭스미디어 2007

14 방호진, "공유리더십과 심리적 안전 분위기가 팀 성과, 팀 몰입 및 변화지향 조직시민행동에 미치는 영향에 대한 연구 : 팀 성찰의 매개효과를 중심으로" 성균관대학교 경영전문대학원 2013

15 심윤희, "개인-직무 부합이 종업원의 직무열의에 미치는 영향 : 의미성과 유능성의 매개효과를 중심으로" 광운대학교 2008

16 송보라, "간호사의 조직시민행동 관련 영향요인: 진성리더십과 조직공정성을 중심으로" 간호행정학회 20 (20): 237-246, 2014

17 Shamir, B., "What’s your story? A life-stories approach to authentic leadership development" 16 : 395-417, 2005

18 Avolio, B. J., "Unlocking the mask: A look at the processes by which authentic leaders impact follower attitudes and behavior" 15 : 801-823, 2004

19 Kernis, M. H., "Toward a conceptualization of optimal self-esteem" 14 (14): 1-26, 2003

20 Fredrickson, B., "The value of positive emotions" 191 : 330-335, 2003

21 Baron, R. M., "The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations" 51 (51): 1173-1190, 1986

22 Luthans, F., "The mediating role of psychological capital in the supportive organizational climate-employee performance relationship" 29 : 219-238, 2008

23 Schaufeli, W. B., "The measurement of work engagement with a short questionnaire : A crossnational study" 66 : 701-716, 2006

24 Schaufeli, W. B., "The measurement of engagement and burnout : A two sample confirmatory factor analytic approach" 3 : 71-92, 2002

25 Wang, D-S, "The effect of authentic of leadership on employee trust and employee engagement" 41 (41): 613-624, 2013

26 Bandura, A., "Social foundation of thought and action" Prentice Hall 1986

27 Grant, M. A., "Reversing the extroverted leadership advantage:The role of employee proactivity" 54 : 528-550, 2011

28 Kahn, W. A., "Psychological conditions of personal engagement and disengagement at work" 33 : 692-724, 1990

29 Newman, A., "Psychological capital: A review and synthesis" 35 : 120-138, 2014

30 Kline, R. B., "Principles and practices of structural equation modeling" The Guilford Press 2005

31 Luthans, F., "Positive psychological capital:Measurement and relationship with performance and satisfaction" 60 : 541-572, 2007

32 Luthans, F., "Positive Organizational Scholarship" Berrett-Kochler 241-258, 2003

33 Organ, D. W., "Organizational Citizenship Behavior:Its Nature, Antecedents, and Consequence" Sage 2006

34 Podsakoff, P. M., "Organizational Citizenship Behavior : A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research" 26 : 513-563, 2000

35 Rich, B. L., "Job engagement : Antecedents and effects on job performance" 53 (53): 617-635, 2010

36 Avey, J. B., "Impact of positive psychological capital on employee well-being over time" 15 (15): 17-28, 2010

37 Wang H., "Impact of authentic leadership on performance : Role of followers’ positive psychological and relational processes" 35 : 5-21, 2014

38 Nelson, D. L., "Handbook of Occupational Health Psychology" American Psychological Association 97-119, 2003

39 Lewin, K., "Field Theory in Social Science" Harper 1951

40 Choi, J. N., "Change-oriented organizational citizenship behavior : Effects of work environment characteristics and intervening psychological processes" 28 (28): 467-484, 2007

41 Bettencourt, L. A., "Change-Oriented Organizational Citizenship behavior : The Direct and Moderating Influence of Goal Orientation" 80 : 165-180, 2004

42 Avey, J. B., "Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors" 44 (44): 48-70, 2008

43 Harter, J. K., "Business unit relationship between employee satisfaction, employee engagement and business outcome : A meta-analysis" 87 : 268-279, 2002

44 George, B., "Authentic leadership: Rediscovering the secrets to creating lasting value" Jossey-Bass 2003

45 Avolio, B. J., "Authentic leadership development: Getting to the root of positive forms of leadership" 16 : 315-338, 2005

46 Ilies, R., "Authentic leadership and eudaemonics wellbeing : Understanding leader-follower outcomes" 16 : 373-394, 2005

47 Walumbwa, F., "Authentic leadership : Development and validation of a theory-based measure" 34 (34): 89-126, 2008

48 Preacher, K. J., "Assessing moderated mediation hypotheses : Theory, methods, and prescriptions" 42 : 85-227, 2007