서번트 리더십이 부하의 자아개념 및 창의성과 직무수행에 미치는 영향 = (The)effect of the servant leadership on subordinator's self-concept, creativity and job performances

다국어 초록 (Multilingual Abstract)

This study is implemented based on the following four main categorical ranges.
First, This study is to test the positive effect of the servant leadership on the subordinator's self-concept, creativity and job performances(i.e., organizational citizenship behaviors, innovative behaviors etc.). More, we confirm differentiated effect of the servant leadership's sub factors on the self-concept, creativity and job performances. Second, the positive effect of the self-concept, which is defined as subordinator's emotional response, on the subordinator's creativity is tested.
Third, we confirm the positive effect of the subordinator's creativity on the organizational citizenship behaviors and innovative behaviors. Finally, the structural relationship among the servant leadership, self-concept, creativity and job performances. The main result of this study is summarized as followings.
First, It is mainly found that the servant leadership positively affects the subordinator's self-concept. Besides, among the sub factors of servant leadership, the two leader behaviors, i.e., types of “subordinator's moral and self-development focus" and “vision-provision", outweighs the leader type of “confidence and humanity focus" in the effect on the self-concept. second, the servant leader behavior affects the organizational citizenship behaviors and innovative behaviors positively. The same result is found in the innovative behaviors. In turn, the opposite relationship between the effects' magnitudes of the leader behaviors is found in the effect on the organizational citizenship behavior, which is society friendly behavior.
Third, the self-concept of the members in the organizations affects the creativity positively. Especially, the self-concept is found to be the very pivoutal variable as the determinants of the organizational members' creativity. This is shown as the variance ratio, which is to explain the creativity of the self-concept, comprised 48%.
Fourth, Creativity affects the organizational citizenship behaviors and innovative behaviors positively. Among the sub-factors of the creativity, intrinsic job motivation outweighs the expertise and creative-thinking skills in the effect on the variable above. Especially, two variance ratios that the creativity explains the organizational citizenship and innovative behaviors are 30% and 39.2% respectively. This indicates that the creativity is the key factor in forecasting the contextual performance and adaptive performance.
Finally, as the result of the study's structural model, the effect of servant leadership on the organizational citizenship behaviors or innovative behaviors is less than that of leadership on self-concept which plays the role of the intermediate of the servant leadership into creativity. The self-concept, considering the creativity, does not affect the organizational citizenship behaviors and innovative behaviors positively. Rather, the former affects the letters positively through the creativity. In short, the effect of servant leadership is bigger on the organizational citizenship behaviors and innovative behaviors only through the self-concept and creativity than servant leadership's direct effect on the variables above.
The main results of the study is as follows.
First, the servant leadership model was implemented based on the management field other than the study of religion and pedagogy. The organizational citizenship is known as the society friendly behavior which contributes to the organizational goal in the long run. The servant leadership is found to affect on the innovative behaviors as well as this organizational citizenship positively. Especially, the differentiated effect of the servant leadership's sub-action on the job commitment is shown as effective. That is to say, the vision provision and trust and humanity focus are relatively bigger effective to innovative behaviors and society friendly behaviors respectively.
Second, this study shows that both the servant leadership and the new leaderships whose goal is for change and innovation is possibly applied complementally each other.
Most of the theories of new leadership represented by the charisma leadership and the transformation leadership look for the change and the innovation of organization members. These leadership theories make the subordinator show active attitude by encouraging one's job motivation.
The result of the study implies that both the vision provision behaviors and the behaviors of member's self-development focus among the sub-behaviors positively affects the self-concept than the behavior of the humanity focus. There is a certain similarity between behaviors of new leaderships and those of the servant leadership. Therefore, the study suggests the possibility that both the servant leadership and the new leadership can be applied each other complementally.
Third, our study found that the subordinator's self-concept and the creativity are the important variables for strengthening the subordinator's creativity, and the preceeding factors of the innovative behaviors and the organizational citizen behaviors.
Part of the results in our study indicates that the variance ratio which the self-concept explains the creativity comprised of 47.8%. The variance ratios that the creativity explains the innovative behaviors and the organizational citizen behaviors are given 39.2% and 29.8% respectively. Especially, the self-concept is found to be the very valuable variable to enhance the creativity of the organizational members. This implies that substantial endeavor is required to improve the self-concept in the organization. The creativity is measured by combining the field related knowledge, creative thinking skill, inherent job motivation. Therefore, to upgrade the field knowledge and thinking skill, various training and development programs such as study organization and action learning should be designed. Among the main component of creativity, the inherent job motivation is shown to be more effective to innovative behaviors and organizational citizen behaviors relatively. This means that the job needs to be designed to keep high level of motivation within various work levels.
Forth, the strategic human resource managing system needs to be established to guide the innovation rooted behaviors and change through the inducement of strong emotional response of subordinator. The past job-centered human resource management system is lack of flexibility and adaptability. So, it is exposed to the criticism that the system is not fitted into the flexible organization management. Therefore, the human resource management paradigm establishment, which highlights the flexibility, should be preceded to maximize the effect along with the change and innovation-wise leadership paradigm.
This indicates that the human resource management system should be changed into the structure highlighting the flexibility to exert the new type of leadership pursuing the change and the innovation or the servant leadership.

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제1절 연구배경 및 목적 1
• 1. 연구배경 1
• 2. 연구목적 3
• 제2절 연구방법 및 구성 4
• 1. 연구방법 4
• 2. 논문의 구성 4
• 제 2 장 이론적 배경 6
• 제1절 서번트 리더십 6
• 1. 서번트 리더십의 정의 6
• 2. 서번트 리더십의 구성체계 10
• 3. 서번트 리더십의 특징 18
• 제2절 자아개념과 창의성 27
• 1. 자아개념과 연구성과 27
• 2. 창의성과 연구성과 30
• 3. 리더십과 자아개념 및 창의성의 관계 34
• 제3절 직무수행 36
• 1. 조직시민행동과 연구성과 36
• 2. 혁신행동과 연구성과 39
• 3. 리더십과 직무수행의 관계 40
• 제 3 장 연구의 설계 44
• 제1절 연구모형 및 연구가설 44
• 1. 연구모형의 설계 44
• 2. 연구가설의 설정 45
• 제2절 변수의 정의 및 조사설계 50
• 1. 변수의 정의 50
• 2. 설문구성 및 조사방법 52
• 제 4 장 실증분석 54
• 제1절 신뢰도 및 타당성 분석 54
• 1. 표본의 특성 54
• 2. 신뢰성 및 타당성 분석 55
• 제2절 가설검증 60
• 1. 서번트 리더십과 자아개념의 관계 60
• 2. 서번트 리더십과 직무수행의 관계 61
• 3. 자아개념과 창의성과의 관계 63
• 4. 창의성과 직무수행과의 관계 64
• 5. 구조모델분석 66
• 6. 집단간 차이분석 72
• 제 5 장 결 론 77
• 제1절 연구결과의 요약 및 시사점 77
• 제2절 연구의 한계 및 향후 연구과제 81
• 참고문헌 83
• 설 문 지 93

참고문헌 (Reference)

1. Greatness, Simonton, , 1994

2. Excellence, Gardner, , 1961

3. Serving the one, Covey, , 1994

4. Management, 6th ed, Mondy, Premeaux, Management(6th Ed), , 1993

5. 인적자원관리, 임창희, 도서출판 청람, , 1987

6. Improving Your Serve, Swindoll, , 1981

7. The Leader as Servant, Kiechel.K, , 1992

8. The Servant as Leader, Greenleaf, R. K., The Servant as Leader, , 1970

9. Victims of Groupthink, Kao, , 1991

10. Reflections in Robert K, Spears, , 1996

11. The dynamic self concept, Wurf, Markus, , 1987

12. LISLEL 구조방정식 모델, 조선배, , 1996

13. Insights on Leadership: Service, Spears, , 1995

14. Trainers as Leaders of Learning, Bennett, , 2001

15. 창의성개발과 기업경영, 양창삼, , 2002

16. 경영자의 뉴리더십 탐구, 강영순, , 2002

17. 리더십과 리더십 유효성, 강영순, 무역경영사, , 2002

18. Leading with compassion strategic, Gunn, , 2002

19. Servant Leaders: Beyond Hierarchy, Roberts, , 1996

20. A Case Study of Servant Leadership, Walker, , 1997

21. Diffusion of innovations (4th ed.), Rogers, E. M., Diffusion of Innovations(4th ed.), , 1995

22. 신뢰경영과 서번트 리더십, 이관응, 엘테크, , 2001

23. Champions of Technological Innovation, Higgins, Howwell, , 1990

24. How virtue fits within business ethics, Whetstone, , 2001

25. The search for spirit in the workplace, Zemke, Lee, , 1993

26. 인과분석을 위한 연구방법론, 강병서, 무역경영사, , 2002

27. The role of values in servant leadership, Russell, , 2000

28. Images of servant leadership in education, Taylor-Gillham, , 1998

29. Leader : The Strategies for Taking Charge, Nanus, Leader: The Strategies for Taking Charge, , 1985

30. The self-system in reciprocal determinism, Bandura.A, The self system in reciprocal determinism, , 1978

31. When a thousand flowers bloom: structural, Kanter, , 1988

32. Managerial practices thatenhance innovation, P.K.Mills, Delnecq.A.L, , 1985

33. Towarda theory of organizational creativity, Woodman, Griffin, , 1993

34. Leadership and PerformanceBeyondExpectations, GultPublishing;B.M.Bass, , 1985

35. Innovation at work: Psychologicalperspectives, Farr, West, Innovation at work: Psychological perspectives, , 1989

36. Servant-leadership: It's Right and It's Works, Millard, , 1995

37. Absenteeism and turnover of hospital employees, Price, James L, JAI Press, Absenteeism and Turnover of Hospital Employees, , 1986

38. CentralProblems in the Management ofInnovation, Van de ven, Central problems in the management of innovation, , 1986

39. 집단창의성의 결정요인에 관한 연구, 최종인, , 1995

40. The moral quandary of transformational leadership, Victor, D'Intino, Stephens, , 1995

41. Adaptors and innovators: A description and measure, Kirton, Adaptors and innovators: A description and measure, , 1976

42. Turning Pointin theDevelopmentofMaleServantLeaders, Boyer, Turning point in the development of male servant-leaders, , 1999

43. A Model of creativity and innovation inorganizations, Toronto, A model of creativity and innovation in organizations, , 1988

44. Servant-hood: Leadership for the group effectiveness, Sims, Servanthood: Leadership for the Group Effectiveness, , 1997

45. An evolutionary approach to creativity and innovation, Staw, An Evolutionary Approach to Creativity and Innovation, , 1990

46. Servant leadership and the public schoolsuperintendent, Wheaton, Servant leadership and the public school superintendent, , 1999

47. 창의성중심 조직행동연구의 현황과 과제, 손태원(Tae-Won Sohn), 한국지식경영학회, , 2005

48. Over-achievement at work: a class of prosocial behavior, Worthy, , 1986

49. 혁신행동의 선행요인에 관한 탐색적 연구, 이인석, , 1999

50. Society, culture, and person: A system viewof creativity, Csikszentmihayli, "Society Culture, , 1988

51. 어머니의 내외통제성과 창의적 인성의 성차, 성은현, , 2004

52. Ethics character, and authentic transformational leadership, Bass, Steidlmeier, "Ethics character, , 1999

53. Employee Creativity: Personal and Contextual Factors at Work, Oldham, Employee creativity: Personal and contextual factors at work, , 1996

54. 서번트 리더십과 조직성과의 관계에 관한 연구, 김영희, , 2004

55. 중간관리자의 섬김형 리더십의 형성과 팀 성과, 황인경, 중간관리자의 섬김형 리더십의 형성과 팀성과, , 2001

56. Creativity in Context: Update to SocialPsychology of Creativity, Amabile, Creativity in Context: Update to Social Psychology of Creativity, , 1996

57. Personality, satisfaction, andorganizationalcitizenshipbehavior, Lingl, Organ, "Personality, , 1995

58. 조직공정성지각이 조직시민행동에 미치는 효과, 안관영, 韓國人事管理學會, "인사관리연구, , 1999

59. Good to Greate: Why some companies make the leap and other don't, Collins, , 2001

60. 창의성과 혁신행동의 관계와 집단특성의 조절효과, 이문선, 강영순, 한국인사관리학회, "인사관리연구, , 2003

61. The charismatic leader: Behind the mystique ofexceptional leadership, Conger, The Charismatic Leader: Behind the Mystique of Exceptional Leadership, , 1989

62. A review of servant leadership attributes: developing a practical model, Stone, Russell, , 2002

63. Servant-leadership and Community Leadership in the Twenty-first Century, Covey, , 2002

64. 기업의 세계화에 따른 경영관리상의 새로운 패러다임, 이인석, 박경규, 韓國人事管理學會, "인사관리연구, , 2000

65. The hidden force: A critique of normative approaches to business leadership, Harvey, , 2001

66. Puttingcreativity to work: Effect of leader behavior on subordinatecreativity, Teach, Mumford, Redmond, Putting creativity to work: Effect of leader behavior on subordinate creativity, , 1993

67. Making the Grass Greener on Your side: A CEO‘s Journey to Leading by Serving, Melrose, , 1995

68. 카리스마적 리더십과 성과간의 관계에 대한 조절효과 검증, 김정훈, 백기복, , 2001

69. T Amabile의 창의성 이론에 근거한 동기와 창의성의 관계 연구, 하대현, , 2002

70. The motivational effects of charismatic leadership: A self-concept based theory, House, Sharmir, Arthur, The motivational effects of charismatic leadership: A self-concept based theory, , 1993

71. Servant leadership : a journey into the nature of legitimate power and greatness, Greenleaf, Robert K, Paulist Press, Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness, , 1991

72. Reconstructing static images of leadership: an application of positionality theory, Kezar, , 2002

73. Motivating Creativity in Organizations: OnDoing What You Love and Loving What You Do, Amabile, Motivating creativity in organizations: On doing what you love and loving what you do, , 1997

74. Perceived behavior and Effectiveness of Charismatic and Non-charismatic US President, Fodor, Woycke, House, , 1988

75. 적응수행에 대한 개인 및 팀 수준의 영향: 다수준접근법의 적용, 한태영, , 2005

76. 호텔조직에서의 서번트 리더십이 종사원의 태도에 미치는 영향, 윤대균, 대구대학교 대학원, "대구대학교대학원, , 2005

77. Self-Esteem and Self-Efficacy Within Organizational Context: an Empirical Examination, Gardner D. G. & Pierce J. L, , 1998

78. Servant leadership qualities exhibit by Illinois public school district superintendents, Girard, , 2000

79. The leadership challenge: Howto keep getting extraordinary things done in organizations, Kouzes, Posner, The Leadership Challenge: How to Keep Getting Extraordinary Things Done In Organizations, , 1995

80. 변혁적 리더십과 조직시민행동간의 자긍심 및 조직몰입의 매개효과, 이문선, 강영순, 韓國人事管理學會, "인사관리연구, , 2000

81. Determinants of Innovation Behavior: A Path Model of Individual Innovation in the Workplace, R.A.Bruce, Scott, , 1994

82. Job satisfaction and good soldier: Therelationship between affect and employee "citizenship, Bateman, Organ, Job satisfaction and good soldier: The relationship between affect and employee citizenship, , 1983

83. Moderation byOrganization-Based Self-Esteem of Role Condition-Employee ResponseRelationships, Pierce, , 1993

84. Prosocial Behavior, Noncompliant Behavior. and Work Performance Among Commission Salespeople, Puffer, "Prosocial Behavior, , 1987

85. Enduringness and change in creative personality and the prediction of occupational creativity, Robert, Helson, Agronick, , 1995

86. An investigation of servant leadership in publicschool superintendents in the state of Indiana, Livovich, An investigation of servant leadership in public school superintendents in the state of Indiana, , 1999

87. Accounting for organizational citizenship behavior: Leader fairness & task scope versus satisfaction, Farh, Organ, Podsakoff, , 1990

88. RelationBetweenGlobalandSpecificDomainsofself:TheImportanceofIndividualImportance,Certainty,andIdeals, Marsh, "Relation between global and specific domains of self: The importance of individual importance, , 1993

89. Encouraging Organizational Citizenship: The effects of job satisfaction, perceived equity and leadership, M.Dumber, Schnake, "Encouraging organizational citizenship: The effects of job satisfaction, , 1995

90. Barriers to servant leadership: Perceived organizational elements that impede servant leader effectiveness, Foster, , 2000

91. 조직의 팀 지원 인식과 서번트 리더십이 팀시민행동에 미치는 영향에 관한 연구, 김창호, , 2005

92. Development and field test of a feedback seeking, self-efficacy, and goal setting model of work performance, Renn, Fedor, "Development and field test of a feedback seeking, , 2001

93. Effect of perceived controllability and performance standards on self-regulation of complex decision-making, Wood, ura, Effect of perceived controllability and performance standards on self-regulation of complex decision making, , 1989

94. 조직구성원의 조직시민행동과 개인특성 직무특성 및 태도간이 관계에 관한 연구, 김남현, 박봉규, 송경수, , 1999

95. Assessingtheservantorganization:developmentofthe servant organizational leadership assessment(SOLA)instrument, Laub, Assessing the servant organization: Development of the servant organizational leadership assessment(SOLA) instrument, , 1999

96. 리더십유형과 셀프에피커시, 집단에피커시 그리고 조직시민행동의 관계에 관한 연구, 민경호, 김동조, 리더십유형과 셀프에피커시 집단에피커시 그리고 조직시민행동의 관계에 관한 연구, , 2001

97. 부하에 의해 인지된 상사의 변혁적 및 거래적 리더십이 부하의 혁신성향에 미치는 영향, 임준철, 윤정구, , 1999

98. An Empirical Examination of Leader-Member Exchange and Transformational Leadership as Predictor of Innovative Behavior, Basu, An empirical examination of leader-member exchange and transformational leadership as predictor of innovative behavior, , 1991

99. 서번트 리더십이 개인 및 집단 임파워먼트에 미치는 영향: 제조업 K 자동차 사례를 중심으로, 김익철, 서번트 리더십이 개인 및 집단임파워먼트에 미치는 영향: 제조업 K자동차사례를 중심으로, , 2004

100. 분배·절차·상호작용공정성이 상사에 대한 신뢰 조직지원의식 및 조직시민행동에 미치는 영향, 정홍술, 분배?절차?상호작용공정성이 상사에 대한 신뢰 조직지원의식 및 조직시민행동에 미치는 영향, , 2002

101. 카리스마 리더십과 도전적 직무동기 및 혁신행동 간의 관계와 리더신뢰와 혁신분위기의 조절효과, 송병식 ( Byeong Sik Song ), 한국경영사학회, , 2006

102. Organizational Citizenship Behavior and Objective Productivity as Determinants of Managerial Evaluations of salespersons' Performance, Podsakoff, McKenzie, Fetter, Organizational citizenship behavior and objective productivity as determinants of managerial evaluations of salespersons' performance, , 1991

103. 문제해결스타일, 리더와 멤버의 교환관계, 태도 및 경쟁압력에 대한 지각과 혁신적인 행동간의 관계, 백영미, 김성국, "문제해결스타일 리더와 멤버의 교환관계, , 2000

104. The effects of internal communication leadership and team performance on successful service quality implementation: A south african Perspective, Fletcher, , 1999