리더십과 조직시민행동관계에서 에피커시의 매개역할에 관한 연구 = (A) Study on Mediate Variables of Efficacy between Leadership and Organizational Citizenship Behavior

다국어 초록 (Multilingual Abstract)

This study starts from ‘leadership’ as a proposal how to strengthen strategic adaptation and lift up competitive advantages in rapid changing environment. There are saying which mechanical organization is proper for the stable circumstance and organic organization is for rapid changing one by the ancestor of business study.
Therefore, this study aims to examine the relationship between leadership styles, self·group efficacy and organizational citizenship behavior which was selected as organic characterized variables against dynamic circumstance.
Data for getting these were firstly analyzed through frequency analysis for democratic discrepancy. And reliability test and ANOVA analysis for statistical experimental design was carried out. Finally, SEM for empirical survey have done by AMOS program.
The result of the paper is summarized like follows;
First, both of transactional and transformational leadership affect to positive(+) against self and group efficacy, and the latter did positive(+) against organizational citizenship behavior too. The result which transformational leadership had relatively bigger affection than transactional is accord with precedent papers' result. It is meaningful that found out importance of‘vision’as a factor of transformational leadership.
Moreover, while transactional leadership shows a little discrepancy between direct and indirect impact to the result variables, transformational leadership express bigger impact in direct flow. This result sustain to precedent papers' one that transformational leadership has more effectiveness under circumstances of competitive and nonstable.
Second, group efficacy had bigger regression value under both of leadership styles. However, it is not expected that even in case of mediator between transactional and organizational citizenship behavior, group efficacy also shows relatively bigger. This is caused by that transactional leader can lead to follower's motivation by consolidation of followers' merit system, feedback etc. Namely, it means that the degree of follower's volunteering wills devote to the organization is always stronger than the degree of individual member's percept for self belief. If it is true, it is needed transactional leader had better try to stimulate group dimension behavior within nonstable circumstances.
Third, it shows that efficacy factors' impact against the result is feeble degree compare to leadership's. In spite of this, this paper found out that group efficacy has closer relation with organizational citizenship behavior than the self. Hereby, it needs to consider efficacy's independent or mediator's role, and have to deal about this further.
Meanwhile, limits of this paper are;
Because all of variables here had acquired by means of questionnaire, as long as responses based on individual perception, it has limit on reliability. Especially, efficacies maybe over-calculated due to single source bias from self report. So, it can be utilized other methods as observation, group decision etc..
Further study have to deal with both mediator role's discrepancy between self and group efficacy's role. Due to this reason, here is presented newly designed survey model as a tool of contingency which is used control variables in further study. Anyway, it is noticeable that is confirmed ‘vision’ variable's role to transformational leadership from this paper.
And contingency model under the controlled condition further such as considering individualism, merit system and corporate culture are desirable in the future.

목차 (Table of Contents)

• 목차
• Ⅰ. 서론 = 1
• A. 문제의 제기 및 연구의 목적 = 1
• B. 연구방법 및 범위 = 4
• C. 논문의 구성 = 6
• Ⅱ. 이론적 배경 및 선행연구 모형 고찰 = 7
• A. 리더십 = 7
• 1. 리더십연구의 접근법 = 7
• 2. 리더십 유형 = 10
• (1) 거래적 리더십(transactional leadership) = 10
• (2) 변혁적 리더십(transformational leadership) = 15
• 3. 리더십과 성과 = 23
• B. 에피커시 = 27
• 1. 에피커시의 개념 = 27
• (1) 셀프 에피커시 = 27
• (2) 그룹 에피커시 = 28
• (3) 셀프 에피키시와 그룹 에피커시의 차별성 = 29
• 2. 리더십과 에피커시 = 30
• (1) 리더십과 셀프 에피커시 = 30
• (2) 리더십과 그룹 에피커시 = 31
• 3. 에피커시와 성과 = 33
• (1) 셀프 에피커시와 성과 = 33
• (2) 그룹 에피커시와 성과 = 35
• (3) 리더십과 조직시민행동 = 36
• C. 조직시민행동 = 37
• 1. 조직시민행동의 개념 = 37
• 2. 조직시민행동에 대한 선행연구 = 40
• Ⅲ. 연구 설계 및 가설 설정 = 46
• A. 연구의 모형 = 46
• B. 변수의 조작적 정의와 측정 = 47
• 1. 거래적 리더십 = 47
• 2. 변혁적 리더십 = 48
• 3. 셀프 에피커시 = 48
• 4. 그룹 에피커시 = 49
• 5. 조직시민행동 = 49
• C. 연구의 가설 = 50
• 1. 가설Ⅰ : 거래적 리더십, 에피커시, 조직시민행동에 관한 가설 = 50
• 2. 가설Ⅱ : 변혁적 리더십, 에피커시, 조직시민행동에 관한 가설 = 52
• 3. 가설Ⅲ : 거래적 리더십과 조직시민행동의 관계에 관한 가설 = 53
• 4. 가설Ⅳ : 변혁적 리더십과 조직시민행동에 관한 가설 = 54
• D. 기초 통계 분석 = 55
• 1. 인구통계분석 = 55
• 2. 인구통계적 특성 = 57
• Ⅳ. 가설검증 및 실증결과 분석 = 63
• A. 분석방법과 신뢰성 분석 = 63
• 1. 자료의 분석 = 63
• 2. 신뢰성 분석 = 64
• 3. 분산분석에 의한 예비검증 = 65
• B. 실증분석을 통한 가설검증 = 70
• 1. 구조방정식모형 = 70
• (1) 구조방정식 모형의 주요 특성 = 70
• (2) 구조방정식 모형의 적합도 = 73
• 2. 구조방정식모형에 의한 가설검증 = 75
• (1) 가설Ⅰ 검증 = 75
• (2) 가설Ⅱ 검증 = 79
• (3) 가설Ⅲ 검증 = 83
• (4) 가설Ⅳ 검증 = 86
• Ⅴ. 결론 = 90
• A. 연구의 결론과 시사점 = 90
• 1. 연구의 결론 = 90
• 2. 시사점 = 91
• B. 연구의 한계 및 향후 연구방향 = 93
• 참고문헌 = 95
• ABSTRACT = 103
• 설문지 = 106