한국형리더십의 관계요인과 팀 효과성간의 관계에 대한 실증분석

다국어 초록 (Multilingual Abstract)

The purpose of this study is to examine the effects of the Relational Factors of Korean Leadership Styles. The Relational Factors of Korean Leadership Styles is focused on the interpersonal dimension of Korean Leadership Styles which includes Upward Adaptability, Downward Benevolence, and Lateral Harmony. The implementation of the Relational Factors of Korean Leadership Styles was examined in terms of its impact on team-level effectiveness. The degree to which affective commitment plays a mediating role between the Relational Factors of Korean leadership Styles and team effectiveness was investigated. Additionally, an investigation was conducted of the moderating effect of procedural justice on the relationship between affective commitment and team effectiveness.
The survey was administered to 125 teams in 47 organizations in Korea. In order to avoid common method bias, three separate surveys were administered: one to team leaders, and one to each of two randomly chosen subgroups of members.
Analysis of the results showed a positive relationship between the Relational Factors of Korean Leadership Styles and team effectiveness. Affective commitment mediated the relationship between the Relational Factors of Korean Leadership Styles and team effectiveness. The negative influence of procedural justice on team satisfaction was stronger in the presence of high affective commitment. When procedural justice was high, the relationship between affective commitment and team satisfaction was weakened. Procedural justice was not found to have a moderating effect on the relationship of affective commitment with team innovation and team performance, respectively.
Based on the analysis, theoretical and practical implications were discussed. First, this study provided support that the Relational Factors of Korean Leadership Styles is an effective tool in a Korean workplace because it reflects the culture and emotion of Korean people, and includes a feedback mechanism for leadership assessment in upward, downward, and lateral directions. Second, this study was analyzed at a team-level while most of leadership researches at individual level. This study was analyzed at the appropriate level as the focus of this study was on team leader. Third, it was found that the affective commitment mediated between the Relational Factors of Korean Leadership Styles and team effectiveness.
Suggestions for future research were given with an emphasis on the importance of corroboration of evidence through longitudinal study and more diverse research methods.

국문 초록 (Abstract)

본 연구는 한국의 특수한 문화 가치체계에 기초하여 개발된 한국형리더십(백기복·서재현·구자숙·김정훈, 2010)의 후속연구로서, 한국형리더십의 관계요인과 팀 효과성(팀 혁신성향, 팀 성과, 팀 만족)과의 관계를 실증적으로 검증하였다. 한국형리더십의 8가지 요인 중, 대인관계 요인들인 상향적응, 수평조화, 그리고 하향온정을 별도로 뽑아내어 팀장을 중심으로 팀장과 상사와의 관계, 팀장과 동료팀장과의 관계, 그리고 팀장과 부하직원과의 관계를 관계요인단위로 보고, 각각의 관계를 측정하여 한국형리더십 관계요인을 구성하였다.
본 연구는 기존의 개인 차원의 리더십 연구와는 달리 팀 수준에서 연구되었다. 한국형리더십 관계요인은 팀장을 중심으로 한 상향, 하향, 그리고 수평의 관계로 구성되었기 때문에 팀 수준의 연구가 타당하다고 판단되었다. Yammarino, Dionne, Chun & Dansereau(2005)는 리더십 연구의 분석수준에 대한 중요성을 강조하였는데, 분석수준이 고려되지 않을 경우, 잘못된 결론을 내릴 수 있기 때문이다(Schriesheim, Castro, & Yammarino, 2000).
이를 위해 먼저 문헌연구를 통해 기존의 리더십에 대한 선행연구 결과를 검토하고, 이를 통해 연구모델을 설정하여 연구가설을 수립하였다. 한국형리더십 관계요인과 팀 효과성간의 인과관계를 밝히고자 정서적 조직몰입의 매개효과를 검증하고, 정서적 조직몰입과 팀의 효과성간의 조절변수로 절차공정성의 조절효과를 살펴보았다.
연구가설을 검증하기 위해 국내 47개의 기업에 소속되어 있는 총 125개의 팀을 대상으로, 팀 당 표준화된 설문지를 3가지 종류로 구성하여 배포하였다. 설문에 대한 응답은 신뢰도를 높이고 동일측정 오류를 최소화하기 위하여, 팀장 1명, 팀원 A 4명, 그리고 팀원 B 3명을 한 단위로 하여 얻어졌다. 팀장으로부터는 상사와의 관계와 동료와의 관계를 측정하였고, 팀원 A로부터는 팀장과의 관계와 절차공정성을 측정하였으며, 팀원 B로부터는 정서적 조직몰입과 팀 효과성인 팀 혁신성향, 팀 성과, 그리고 팀 만족을 측정하였다. 총 응답자의 숫자는 팀장 125명, 팀원 A 465명 그리고 팀원 B 334명이었다.
한국형리더십 관계요인을 팀 효과성과 직접효과를 검증해 본 결과, 팀 효과성인 팀 혁신성향, 팀 성과, 팀 만족에 모두 정(正)의 영향을 미치는 것으로 나타났다. 한국형리더십 관계요인이 팀 효과성에 영향을 미치는 과정에서 정서적 조직몰입을 매개변수로 하여 검증하고자, 한국형리더십 관계요인과 정서적 조직몰입을 동시에 투입한 결과 한국형리더십의 유의한 영향은 사라지고, 정서적 조직몰입은 유의하게 나타나 완전매개효과를 하는 것으로 밝혀졌다. 또한 절차공정성이 정서적 조직몰입과 팀 효과성 간의 조절역할을 하는지 검증한 결과, 절차공정성이 정서적 조직몰입과 팀 효과성 중 팀 만족 간에만 부(否)의 방향으로 조절 효과를 나타냈다.
본 연구의 결과를 바탕으로 이론적 측면과 실무적 측면에서 다음과 같이 시사점을 논의하였다. 먼저 이론적 측면에서는 첫째, 리더십을 일방향(一方向)이 아닌 전방향(全方向)으로 측정하여 리더십을 배태된 상황에서 다각적 행동으로 해석하였다. 둘째, 리더십의 연구를 팀 수준에서 실시하였다. 셋째, 정서적 조직몰입이 한국형리더십 관계요인과 팀 효과성 사이의 관계에서 매개변수로 작용하고 있음을 규명하였다. 정서적 조직몰입은 한국의 특수한 문화 가치체계의 대표요인 중 하나인 정(情)가 가장 가까운 개념이다. 하지만 아직까지 정(情)의 측정도구가 학문적으로 정립되지 않았으므로 이번 연구가 측정도구개발과 변수의 개념을 정립하는데 도움이 될 것으로 판단된다. 넷째, 한국형리더십 이론의 성립 가능성을 보여주었다.
실무적 측면에서는 첫째, 현장에서의 한국형리더십 관계요인의 활용가능성을 보여주었다. 전방향(全方向)의 리더십이 팀 효과성을 향상시킬 수 있으며 한국의 문화와 정서를 감안한 실질적인 측정이 이루어질 수 있다. 팀제가 보편화된 한국의 기업들도 이제는 리더와 부하직원과의 관계만이 아닌 리더의 상사와의 관계 그리고 지금까지 주목하지 않았던 동료의 중요성이 팀 내뿐만 아니라 팀 간에서도 높아지고 있는 실정이다. 둘째, 연구결과를 토대로 팀 효과성을 높이기 위한 리더십의 프로세스를 수립할 수 있는데, 먼저 한국의 문화와 정서에 맞는 리더십교육을 실시하고, 리더십의 실행대상범위를 전방향(全方向)으로 확대하며, 리더십 평가에는 정서적 조직몰입이 수반되어야 한다.
향후 연구방향은 다음과 같다. 첫째, 한국형리더십의 대인관계차원의 요인들 뿐만 아니라, 리더의 내적요인들과 조직/전략요인들에 대한 연구도 실시되어야 한다. 둘째, 연구변수의 특성상 종단연구가 필요하다. 사람간의 관계와 정서적 조직몰입은 오랜 세월동안 교류와 사건들을 공유하면서 숙성되는 속성이 있으므로 종단연구의 필요성을 제안한다. 셋째, 측정의 다양성이 요구된다. 본 연구는 측정을 설문에만 의존하였으나, 관찰이나 질적연구와 같은 다양한 방법으로 측정하면 연구의 질을 한층 더 높일 수 있다. 마지막으로

목차 (Table of Contents)

• 차 례 ⅰ
• 그림 차례 ⅲ
• 표 차례 ⅳ
• 국문 요약 viii
• 제 1 장 서 론 1
• 제 1 절 연구목적 1
• 1. 문제의 제기 1
• 2. 연구목적 5
• 제 2 절 연구방법 및 범위 6
• 1. 연구방법 6
• 2. 연구범위 7
• 제 2 장 이론적 배경 9
• 제 1 절 한국형리더십 9
• 1. 한국형리더십 관계요인 9
• 제 2 절 팀 효과성 19
• 제 3 절 정서적 조직몰입 27
• 제 4 절 절차공정성 30
• 제 3 장 연구모델 32
• 제 1 절 연구모델 32
• 제 2 절 가설설정 35
• 4 장 연구방법 41
• 제 1 절 자료수집 41
• 제 2 절 측정도구 44
• 제 5 장 연구결과 51
• 제 1 절 타당성과 신뢰도 검증 51
• 제 2 절 가설검증 59
• 제6 장 토의 및 결론 110
• 제 1 절 연구결과 토의 110
• 1. 연구결과 요약 110
• 2. 연구결과의 이론적 및 실무적 시사점 113
• 제 2 절 연구의 한계 및 향후 연구방향 119
• 참고문헌 123
• Abstract 140
• 부록 : 설문지 142

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