국내 대기업 조직구성원의 팔로워십 역량 도출 및 역량의 상대적 중요도 분석 = The Identification and Relative Importance Analysis on Followership Competencies in Large Korean Enterprises

다국어 초록 (Multilingual Abstract)

Recently, importance of followership has been increasing. However the studies and researches regarding followership are limited. The purpose of this study is to provide implications and guidelines for HRD organizations and employees who need to develop followership competencies in the large Korean enterprises through analyzing and identifying relative importance of followership competencies. Major research questions are as follows; first, what are the followership competencies in large Korean enterprises? Second, what are the more relatively important followership competencies to cultivate their employees? To find out the results, competency modeling has been conducted to identify followership competencies through literature review, open-ended questionnaire, FGI, Delphi survey technique and AHP(Analytic Hierarchy Process). The major findings are as follows; 12 major competencies within 3 domains (knowledge, skill, and attitude) are identified such as understanding organizational achievement goal, job specialty, innovative thinking, problem solving, collaboration, interpersonal skill, passion, integrity, trust, responsibility and task ownership. In addition, 39 sub followership competencies are identified. Attitude domain is the most critical one through AHP (Analytical Hierarchy Process) method. Trust is the most important competency in the 12 competencies. Among the 39 sub competencies, trust on leaders is identified as the most critical one. Based upon all the result above, implications can be provided as follows; first, to pursue effective followership, followers should believe their leaders. On top of that, we need to develop followership competencies for sustainable growth of enterprises. In sum, this study is expected to contribute developing proper followership competencies in large Korean enterprises and to understand followership in other organizations.

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