리더십이 조직유효성에 미치는 영향 : 그룹 일체성의 매개효과를 중심으로

다국어 초록 (Multilingual Abstract)

In the rapidly evolving global market economy, the whole world is under intense competition, and the business environment around the firms is also rapidly changing. Firms also try to adjust to the changes in order to satisfy the demand of the rapidly changing generation accordingly. There exists a plethora of organizations in the world we live in; whatever the purpose is for these organizations, leadership is needed in order to effectively lead all of them. All organizations constitute, administrate, and manage many members to achieve their own goals; however, for successful attainment of goals of organizations, leadership serves a significant role in achieving the goals. In recent times, the study of leadership is considered very important not only in universities but also in various organizations including firms. The fact that many organizations are redoubling their efforts in development and practice of leadership proves that it plays a key role in strengthening the competitiveness of organizations. Leadership is defined in various ways through several years of research. Though the definition of leadership is as many as the number of scholars studying leadership, the essence of it does not change.
It is true that the modern organizations, along with various environmental changes have changed in tendency and attitude of the constituents, and the various team organizations that constitute the organizations are also different from established organizations, accordingly. This study chose transformational leadership as need for the members to have more productive and flexible results to survive in the rapidly changing society using existing leadership theories, instead of using newly appearing theories of leadership. Transformational leadership, as a leadership theory that causes many transformations or inspirations, gives motivation to the subordinates of transformational leader in order for them to have more achievements than expected through trust, respect, reverence, and loyalty towards the leader. Thus, it means raising awareness of the importance of the task, transcends the personal interaction, and the vitalizations of higher desire of the subordinates
Thus, this research studies on the effect on the outcome of organization when the members realize the importance of the task and bear a sense of identification as they transcend personal interactions in order to maximize the achievement according to the transformational leadership theory.
On the basis of theoretical linkages between constructs, a conceptual model and hypotheses were established. Thereafter, empirical data were collected by using a set of questionnaires. This survey was administered to 100 teams, about 500 team members, 100 team leaders, and the managers that control the teams the in 16 major firms. However, only the data of 450 people in 93 teams were used for analysis.
The study conducted a confirmatory factor analysis for the validity test and Cronbach’s alpha test for the reliability test. Furthermore, structural equation modeling (SEM) was employed to test the hypothesized relationships in the conceptual model. The study shows that the proposed model is reasonably fit to the actual data.
From these analyses, the following results were obtained.
First, transformational leadership is positively related to the identification of team members. Second, the identification of team members is positively related to performance, while it is negatively related to organizational citizenship behavior. Third, the group identification among team members partly mediated effects on the relationship between transformational leadership and organization Citizenship behavior. Fourth, the trust among team members moderates between transformational leadership and group identification of team members.

국문 초록 (Abstract)

급변하는 글로벌 시장경제 속에서 전 세계는 치열한 경쟁에 처하게 되었으며, 기업을 둘러싸고 있는 경영환경 역시 빠르게 변화하고 있다. 이에 따라 급변하는 시대의 요구에 부응하기 위하여 기업 역시 변화에 적응하기 위하여 노력을 하고 있는 것이 사실이다. 우리가 사는 세상에는 수많은 조직이 존재하며, 이러한 조직의 목적이 어떠하든 간에 모든 조직을 효율적으로 이끌어 나가기 위해서는 리더십이 필요하다. 모든 조직은 각기 나름대로의 목표를 달성하기 위해 여러 조직원들을 구성하여 관리, 운영되고 있는 데, 조직의 성공적인 목표성취를 위해서는 리더십이 바로 조직이 목표달성을 위한 하나의 행위로서 매우 중요한 위치에 서게 되는 것이다. 최근 리더십에 대한 연구는 대학뿐 아니라 기업을 포함한 다양한 조직에서 매우 중요하게 생각하고 있으며, 여러 조직에서 리더십의 개발 및 실천에 많은 노력을 기울이는 것은 그것이 바로 조직의 경쟁력 강화에 핵심적인 역할을 하고 있는 것이라 볼 수 있다. 리더십은 수년간의 연구를 통하여 매우 다양하게 정의되고 있다. 리더십에 대한 정의는 리더십을 연구하는 학자의 수만큼 다양하지만 그 본질은 변하지 않고 있다.
현대의 조직은 다양한 환경의 변화와 더불어 구성원들의 성향, 태도등도 많이 바뀌었으며, 이에 따라 조직을 구성하는 다양한 팀 조직도 기존의 조직과는 다른 것이 사실이다. 본 연구에서는 새롭게 나타나는 리더십의 이론들 보다는 기존의 리더십 이론을 가지고 현재 급변하는 사회에서 생존하기 위하여, 변화하는 조직구조에 맞추어, 조직이 조직구성원들로 하여금 좀 더 생산적이고 유연한 결과를 나타내게 하기 위한 리더십으로 변혁적 리더십을 선택하였다. 변혁적 리더십이란 여러 변혁적 또는 영감을 불러일으키는 리더십 이론으로써, 변혁적 리더의 부하들은 리더에 대한 신뢰, 존경, 경외감 및 충성심을 느끼며, 원래 기대했던 것 보다 더 많은 성과를 올리도록 동기부여가 되는 것을 말한다. 즉 부하직원들에게 과업의 중요성을 인식시키고, 이를 달성하기 위하여 개인적인 이해관계를 초월하게 하며, 부하들의 상위 욕구를 활성화 시키는 것을 말한다.
이에 따라 본 연구에서는 변혁적 리더십이론에 따라 성과결과의 극대화를 하기 위하여 리더의 변혁적 리더십의 발휘와 더불어 조직의 목표를 달성시키기 위한 조직 구성원들이 과업의 중요성을 지각하고 개인적인 이해관계를 초월하여 조직과의 일체감을 갖게 되면 그것이 조직의 성과에 어떠한 영향을 나타내는지에 대한 연구를 해보고자 하였다.
이러한 연구 목적을 달성하기 위하여 본 연구는 문헌 연구와 실증연구를 병행하였다. 기존 문헌 연구를 통하여 연구 모형과 연구 가설들이 설정되었으며, 이를 바탕으로 설문지가 구성되었다. 설문지는 주요 기업에 종사하는 20개 기업에 배포되었으며, 각 회사당 팀장 및 팀원들을 대상으로 설문에 들어갔으며, 100개 팀, 약 500명의 팀원들과 100명의 팀장들에게 설문이 총 1000부 배포되었고 최종적으로 90개 팀에서 팀장의 설문 447부 및 팀원 447명의 데이터가 분석에 사용되었다.
본 연구에서는 확인적 요인분석을 통하여 타당성 분석이 이루어졌으며, 크론 바흐 알파값 검증을 통하여 신뢰성 분석이 이루어 졌다. 또한 연구 모형 및 연구 가설의 검증에는 구조 방정식 모형이 활용되었다. 타당성 분석과 신뢰성 분석 결과는 본 연구에서 활용한 실증 자료들이 연구에 적합한 것임을 확인 시켜 주었으며, 연구 모형 검증 결과는 가설 검증에 활용된 구조 방정식 모형이 적합한 모형임을 보여주었다. 본 연구를 통해 얻은 연구 결과를 요약하면 다음과 같다.
첫째, 변혁적 리더십은 팀 구성원들의 그룹 일체성에 정(+) 의 영향을 미치는 것으로 나타났다. 둘째, 팀 구성원들의 그룹 일체성은 조직 유효성중 업무성과와는 정(+) 의 역할을 하는 것으로 나타났지만, 조직 시민행동과는 유의하게 나타나지 않았다. 셋째, 팀 구성원들의 그룹 일체성은 변혁적 리더십과 조직 유효성간의 관계에서 업무성과부분은 부분 매개하는 것으로 나타났다. 넷째, 팀 구성원간의 신뢰는 변혁적 리더십과 팀 구성원들의 그룹 일체성에 조절 역할을 하는 것으로 나타났다.

목차 (Table of Contents)

• 제1장 서 론 1
• 제1절 문제제기 및 연구목적 1
• 제2절 연구범위 및 연구방법 4
• 제3절 논문의 구성 5
• 제2장 이론적 배경 6
• 제1절 변혁적 리더십 6
• 1. 리더십 의 개념 6
• 2. 변혁적 리더십 8
• 제2절 그룹 일체성 23
• 1. 팀 23
• 2. 조직 일체성과 몰입 26
• 3. 사회정체성 이론 30
• 4. 그룹 일체성 31
• 제3절 조직 유효성 34
• 1. 조직유효성 34
• 2. 업무성과 37
• 3. 조직시민행동 41
• 4. 신뢰 46
• 제3장 연구 설계 51
• 제1절 연구모형 51
• 제2절 연구가설 52
• 1. 변혁적 리더십과 팀 구성원들의 그룹 일체성과의 관계 52
• 2. 그룹 일체성과 조직유효성간의 관계 54
• 3. 변혁적 리더십과 조직 유효성간의 관계에서 그룹 일체성의 매개효과 57
• 4. 변혁적 리더십과 그룹일체성간의 관계에서 팀 구성원간 신뢰의 조절효과 62
• 제3절 변수의 조작적 정의 및 측정 66
• 1. 변혁적 리더십 66
• 2. 그룹 일체성 66
• 3. 업무성과 67
• 4. 조직시민행동 67
• 5. 신뢰 68
• 제4절 설문지 구성 및 자료 수집방법 69
• 1. 설문지 구성 69
• 2. 자료수집방법 70
• 제5절 자료 분석방법 70
• 제4장 실증연구 결과 73
• 제1절 기초 통계분석 73
• 제2절 타당성 및 신뢰성 분석 77
• 1. 타당성 분석 77
• 2. 신뢰성 분석 81
• 제3절 상관관계분석 82
• 제4절 측정모형평가 82
• 제5절 연구가설 검증 87
• 제5장 결 론 94
• 제1절 연구결과의 요약 94
• 제2절 연구의 시사점 97
• 제3절 연구의 한계 및 향후 연구방향 99
• 참고문헌 101
• 설문지 136
• ABSTRACT 143

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