성역할 고정관념이 변혁적 리더십에 대한 성 분리 지각과 여성리더에 대한 평가와 만족에 미치는 영향

다국어 초록 (Multilingual Abstract)

The first purpose of this study was to explorer effects of sex role stereotype on gender segregation in transformational leadership behaviors. The second one was to examine effects of subordinate's sex role stereotype, leader's sex and transformational leadership behavior on evaluation of female leader's effectiveness and subordinates' satisfaction of female leader. To answer these questions hypotheses were suggested as followers:
Hypothesis 1. Person who is higher of sex-role stereotype will be tend to have a gender segregation of transformational leadership behaviors than lower one. Transformational leadership may be include both male and female elements. Specifically, charisma, idealized influence, and spiritual motivation are male elements of transformational leadership. But individualized consideration and intellectual stimulus are female one. Generally, subordinate who is higher of sex role stereotype would perceive leaders' transformational behavior as female factor.
Hypothesis2. Subordinate who is higher of sex-role stereotype will tend to have more bias in evaluation of leader's effectiveness in that there is sex-role segregation of transformational leadership.
Subjects for study 1 were 200 males and 200 females from various organizations including middle schools, military organizations, social sport centers, and so on. 400 questionnaires were administrated to these subjects and 350 ones were returned finally.
For study2, 400 subjects of militaly organizations, industries, middle & high schools, and social sport centers participated in national-wide field survey by questionnaire. Thus finally data for analysis was collected from 350 subjects.
Instrument for this survey consisted of ‘sex-role stereotype scale', 'Korean MLQ Form 5-45'(Kim, 2009), and demographical items of response. 'sex-role stereotype scale' items were selected from 'Korean Gender Equalitarianism Scale(Kim & Jeong, 2000). This scale included four sex-role stereotype categories: family, education, occupation, and social-culture. Korean MLQ 5-45 was designed to measure transactional leadership, transformational leadership, laisser-faire leadership, effectiveness and satisfaction of leader, and extra effort.
High and low group of sex-role stereotype were divided by mean(2.263 in 5 point Likert type scale) of total sample, difference of means of both group was statistically meaningful. Frequency, mean, inter-correlations of variables, Student's t - test to compare mean score between groups were calculated. And to test effects of subordinates' sex-role stereotype, leaders sex, and transformational leadership behaviors on subordinates' perception of effectiveness and satisfaction of female leader, multiple regression analysis was used.
Followings are the main results of this study:
First, there are not gender segregation in sub-factors of transformational leadership behaviors by subordinates' sex-role stereotype. Subjects regarded transformational leadership behaviors elements as bi-sexual rather than male or female one. The cause of this result may be seems that theses subjects' level of sex-role stereotype is too low. But when deleted bi-sexual responses from data, there are some trends of gender segregation. Charisma, idealized influence, and spiritual motivation are segregated as male element, but idealized influence, and spiritual motivation are regarded as female one. And this trend found in higher group of sex-role stereotype than the lower one.
Second, Leaders transformational behaviors are correlated positively with both effectiveness(r = .805, p<.001) and satisfaction(r = .789, p<.001) of leader. And sex-role stereotype are negatively correlated with sub-factor of leader's transformational leaders. According to the results of multiple regression analysis, it was revealed that leader's transformational leadership behaviors are significant predictors for the effectiveness and satisfaction of leader. And there is interaction effect of leader's sex and transformational leadership behavior on effectiveness of leader. Male subordinates' perceived effectiveness of leader was more lower than female's one when the level of transformational leadership behavior is low.
Concludingly, the subjects of this study were some skewed sample in aspect of sex-role stereotype. Thus the interpretations of these results for this study must not be conclusively. This is the major limits of this study. Further study on this subject should be designed well through large-range sampling for sex-role stereotype. And further effort about the mediating roles of gender in the effects of transformational leadership behavior will be needed.

목차 (Table of Contents)

• 제1장 서 론 1
• 1. 연구 목적 4
• 2. 연구 가설 6
• 제2장 이론적 배경 및 경향 7
• 1. 여성 리더십 7
• 2. 변혁적 리더십과 여성 리더십 17
• 3. 변혁적 리더십의 여성적 요소 19
• 4. 성-역할 고정관념과 변혁적 리더십에서의 성 분리 지각 23
• 5. 여성 리더에 대한 편파적 평가 25
• 제3장 연구 1 : 성 역할 고정관념이 변혁적 리더십 요인들에 대한 성 분리 지각에 미치는 영향 27
• 1. 연구 목적 27
• 2. 연구 가설 28
• 3. 연구 방법 29
• 1) 조사 대상 29
• 2) 측정도구 30
• ① 성 역할 고정관념 30
• ② 변혁적 리더십 33
• 3) 분석 방법 33
• 4. 결 과 35
• 1) 성 역할 고정관념에 따른 변혁적 리더행동에서의 성 차별적 분리 지각 35
• 5. 결론 및 논의 46
• 제4장 연구 2 : 부하의 성 역할 고정관념, 리더의 성별 및 변혁적 리더십 행동이 여성 리더에 대한 효율성 평가와 만족에 미치는 영향 48
• 1. 연구 목적 48
• 2. 연구 가설 50
• 3. 연구 방법 50
• 1) 조사 대상 50
• 2) 측정 도구 51
• ① 성 역할 고정관념 52
• ② 변혁적 리더십 행동 : 다요인 리더십 질문지(한국어 MLQ Form 5-45 52
• ③ 리더에 대한 만족 및 효율성 54
• 3) 분석 방법 54
• 4. 결 과 55
• 1) 전체 조사대상자 집단의 측정변수 기초 통계치 55
• 2) 리더 성별, 부하 성역할 고정관념 및 리더의 변혁적 리더십에 따른 리더 효율성 및 리더 만족 57
• ① 부하의 성역할 고정관념, 리더의 성별 및 변혁적 리더행동에 따른 리더 효율성 57
• ② 성역할 고정관념, 리더 성별 및 리더행동 성향에 따른 리더 만족 60
• 5. 결론 및 논의 62
• 제5장 종합 논의 64
• 참고문헌 69