영구정지원전 주기적안전성평가 내환경검증에 대한 고찰

최우재(Woojae Choi) 대한기계학회 2023 대한기계학회 춘추학술대회 Vol.2023 No.7

변혁적리더십과 과업성과의 관계 : 개인-환경적합성의 조절효과를 중심으로

최우재 ( Woojae Choi ) 한국생산성학회 2019 生産性論集 Vol.33 No.3

This study examined the effect of transformational leadership on an individual's task performance. In particular, the moderating effects of person-environment fit were regarded as a contextual factor. The results showed that transformational leadership had a positive impact on an individual's task performance. Also it has been shown that the relationship between transformational leadership and an individual's task performance was moderated by person-environmental fits including person-job fit and person-organization fit. In order words, the stronger the perosn-environment fits the stronger the relationship between transformational leadership and an individual's task performance. This study addressed that transformational leadership has a positive impact on the effectiveness of individual level. These results contributes to expanding the knowledge of existing studies of transformational leadership. Existing studies has shown that transformational leadership had a positive impact on individual attitudes and performance. However, little has been known about the context where the effects could be increased or decreased. The results of the study presented that person-job fit and person-organization fit were critical situational factors which could bring change on the relationship between transformational leadership and its outcomes. This study has practical implications as well as theoretical implications. One is that transformational leadership promotes a sense of common goal. The more they approach problems in various ways, the more they help not only achieve their own goals. The requirements charged to individuals in an organization needs to clearly present specific guidance on the responsibilities and roles given by groups or teams. Additionally, organizations need to make efforts to inform members that individual efforts to achieve common goals can be helpful in personal task performance due to knowledge, information, experience, and know-how acquired through the interaction of the process of trying to gain common goals. Managers need to develop their own leadership competency model. It is possible to design a sub-factor of transformational leadership in the model. With the leadership competency model, managers can design leadership development programs and modify current development programs. Thus, the development of HR analytics techniques contributes to the improvement of individual and organizational performance by more systematically matching the skills, knowledge, experience, achievement, characteristics and abilities required by an organization or team. Although it was supported that transformational leadership has a positive impact on an individual's task performance, and that person-environment fit can strengthen the relationship, there are several limitations. In this line, this study also presents some agenda for future studies.

진성리더십이 부하의 심리적 웰빙과 적응적 수행성과에 미치는 영향

최우재(Woojae Choi),조윤형(Yoonhyung Cho) 한국인사조직학회 2013 인사조직연구 Vol.21 No.1

Authenticity as a leadership value is gaining traction of late research study, as corporations suffer from public condemnation over high profile scandals and cases of gross mismanagement. Authentic leadership theory addresses positive and developmental interaction between leaders and followers. A leader who exercises authenticity influences not only their own well-being, but also the well-being, self-concept, and lives of their followers in the workplace. Authentic leaders are those who aware of their own strengths and weaknesses, keep their personal moral values, and clearly communicate the rationale and goals behind their actions. Such behaviors encourage positive organizational climate characterized by happiness, integrity, and trust, and this climate should contribute to the development of followers. Given the potential benefits, it is essential to understand how authentic leadership helps to develop followers’ psychological well-being and adaptive performance. In particular, we consider followers’ self-efficacy as a mediating role in this regard. Based on this reasoning, we advance the following. Hypothesis 1 : Authentic leadership will have a positive impact on the psychological well-being of followers. Hypothesis 2 : Authentic leadership will have a positive impact on the adaptive performance of followers. Hypothesis 3 : The impact of authentic leadership on psychological well-being of followers is mediated by followers’ self-efficacy. Hypothesis 4 : The impact of authentic leadership on adaptive performance of followers is mediated by followers’ self-efficacy. We collected data from a custom survey of 275 employees. The sample consisted of 172 males and 103 females. The mean tenure of participants was 7.0 years. We designed a robust research model in order to assess model fit and avoid issues of common method variance. Using the verified model, standardized path coefficients were examined to test research hypotheses. We found strong support for hypotheses 1 and 2, demonstrating that authentic leadership has a clearly positive impact on the psychological well-being and adaptive performance of followers. The results suggested that self-efficacy only partially mediates the effect of authentic leadership on followers’ psychological well-being and adaptive performance. Authentic leadership appears to have a positive relationship on followers’ self-efficacy because authentic leaders apply a positive perspective as they communicate through their words and deeds while showing their respect, trust, and confidence toward followers. Followers who work with an authentic leader tend to behave confidently and sincerely, which leads to a more positive sense of psychological well-being and better adaptive performance. Overall, our findings suggest that followers’ positive state of mind and performance outcomes can be determined by the degree of authentic leadership. This study was planned to investigate how authentic leadership influences followers’ psychological well-being and adaptive performance, while noting the mediating role of effect of followers’ self-efficacy. This study adds valuable insight into research design and also new knowledge regarding the theory and practice. First, authentic leaders who are in the high levels of self-awareness and high self-regulation provide followers with the sense of identification with leaders. Authentic leader who understand of his or her own strengths and weaknesses are cognizant of his or her impact on other people. Authentic leader also present his or her authentic self to others. Such behavior promotes trust though disclosure that includes openly sharing information and expression of one’s true thoughts and feelings. In this reasons, authentic leader encourages followers’ self-determination and establishes positive relationship with followers while trying to minimize displays of inappropriate emotions. 본 연구는 진성리더십이 심리적 웰빙과 적응적 수행성과에 미치는 영향과 이들 간의 관계에 있어서 자기권능감의 매개역할을 살펴보았다. 진성리더십은 기존 리더십 이론들이 리더의 스킬이나 스타일을 강조함으로써 리더십의 본질인 ‘진정성’이 간과되어 왔다는 점을 지적하고 있다. 진성리더십은 리더 스스로의 진정성을 넘어 부하와 진실된 관계를 형성하기 때문에 부하들로 하여금 사회적 존재로서 가지는 심리적 웰빙의 수준을 높이고, 새롭고 도전적 상황하에서 능동적이고 효과적으로 대처할 수 있는 적응적 수행성과를 높일 것으로 예상된다. 또한, 긍정인지로써의 자기권능감은 진성리더십과 결과변수들과의 관계에서 주요한 매개효과를 가질 것으로 예상된다. 실증분석을 위해 표본으로 설정한 25개 업체에서 275명이 설문에 응답하였으며, 구조방정식을 통해 연구모형의 적합도와 가설을 검증하였다. 연구가설은 주효과 가설과 매개효과 가설로 구분된다. 분석결과를 살펴보면 다음과 같다. 주효과 가설검증에 있어서 진성리더십은 부하의 심리적 웰빙과 적응적 수행성과에 직접적인 영향력을 보이는 것으로 나타났다. 매개효과 가설 검증에 있어서 진성리더십은 부하의 자기권능감을 부분적으로 매개하여 심리적 웰빙과 적응적 수행성과에 영향력을 보이는 것으로 나타났다. 실증분석 결과를 통해 진성리더는 부하들이 현재의 즐거움과 만족을 넘어서 참된 잠재력을 발견하고 자아를 찾는 과정에서 경험하게 되는 심리적 웰빙의 수준을 높인다는 것을 확인하였다. 또한 진성리더는 부하들이 변화하는 업무환경하에서 새로운 아이디어와 해결책을 모색하고 다양한 접근 방법을 시도하며 주변의 정보를 통합하는 등의 행위를 유도하는 것으로 나타났다. 이는 업무 수행을 위한 정보의 부족과 예기치 못한 상황에 대해서도 유연하게 대응하는 적응적 수행성과에 긍정적인 영향력을 보이고 있기 때문이다. 매개효과의 검증결과를 살펴보면, 부하의 자기권능감은 진성리더십이 심리적 웰빙과 적응적 수행성과에 미치는 총 영향력에서 각각 21.8%와 31.3%의 효과크기(effect size)를 보였다. 본 연구를 통해 진성리더십은 부하의 심리적 웰빙과 같은 감정적 상태(state)뿐 아니라 부하의 성과에 직접적인 영향을 미친다는 것을 확인하였다. 또한, 진성리더십은 부하의 자기권능감을 향상시키고 향상된 자기권능감은 긍정적인 결과로 이어질 수 있으며, 부하의 상태와 성과에 추가적인 영향력을 발휘한다는 것을 알 수 있다. 따라서 진성리더십이 부하의 긍정적 성과로 이어지는 프로세스를 제시하였다는 점에서 의의를 가지고 있다.

공유리더십이 직무성과에 미치는 영향 : 집단주의 성향의 조절효과를 중심으로

최우재 ( Woojae Choi ) 한국생산성학회 2019 生産性論集 Vol.33 No.2

This study examined the effect of shared leadership on an individual's job performance. In particular, the moderating effect of collectivism was regarded as a contextual factor. The results showed that shared leadership had a positive impact on an individual's job performance. Also it has been shown that the relationship between shared leadership and an individual's job performance was moderated by the individual's collectivist tendency. In order words, the stronger the tendency of individuals to collectivism, the stronger the relationship between shared leadership and an individual's job performance. To date, most studies have found that shared leadership has positive effect on team efficacy and team potential, and team performance. However, there is a lack of research into the effect of the individual level effectiveness. This study addressed that shared leadership has a positive impact on the effectiveness of individual level as well as team level. This suggests that shared leadership studies can be extended to the individual level effectiveness. Another implication is that the effectiveness of shared leadership can be moderated by individual value orientation. This study found that when members of the team have a collectivism tendency, the effectiveness of shared leadership further strengthened when prioritizing commnon goals by temporarily or continuously sacrificing or yielding their own interests. In group with stronger collectivism, trust and interdependence among members These results contributes to expanding the knowledge of existing studies of shared leadership. Existing studies has shown that the effectiveness of shared leadership increases as the tasks requried such as creative problem solving of the members are highly dependent on their work. Howerer, the results of this study are significant in that it has supported not only the nature of the task but also the individual's value orientation as a contextual factor. This study has practical implications as well as theoretical implications. One is that horizontal leadership promotes a sense of common goal. The more they approach problems in various ways, the more they help not only achieve their own goals but also shared goals. The requirements charged to individuals in an organization needs to clearly present specific guidance on the responsibilities and roles shared by groups or teams, as well as the individual's ones. In addition, organizations need to make efforts to inform members that individual efforts to achieve common goals can be helpful in personal job performance due to knowledge, information, experience, and know-how acquired through the interaction of the process of trying to gain common goals. Thus, because an individual's social, psychological and cognitive resources are not infinite, individuals need to allocate their resources appropriately to achieve their common and individual goals. Managers need to redesign tasks that contribute common and individual job requirements. In particular, members of the New Millennical generation are more individualistic compared to the older generation. This is the result of the social, institutional and technical environment experience by individuals. They have a strong sense of solidarity with society or the world that extends beyond the boundaries of organization. They are simultaneously inclined to address their common goals through a new type of connection, depending on the individual's values, ideology or preferences. Although it was supported that shared leadership has a positive impact on an individual's job performance, and that collectivism among the members can strengthen the relationship between shared leadership and job performance, there are several limitations. In this line, this study also presents some agenda for future studies.

학습이 성과에 미치는 영향

최우재(Woo jae Choi) 청주대학교 경영경제연구소 2012 경영경제연구 Vol.35 No.2

팀장의 윤리적 리더십이 팀원의 변화자기효능감과 조직시민행동에 미치는 영향

최우재(Woojae Choi),천미림(Milim Chon),유재미(Jae-Mee Yoo) 대한경영학회 2021 大韓經營學會誌 Vol.34 No.8

진성리더십이 발언행동에 미치는 영향: 조직냉소주의의 매개효과와 직무적합성의 조절효과를 중심으로

최우재 ( Woojae Choi ) 한국생산성학회 2017 生産性論集 Vol.31 No.1

The study pursues to investigate the effect of authentic leadership on followers` voice behavior. In particular followers` organizational cynicism as a moderator and person-job fit as a moderator are also examined to help understand the mechanism and situation on the relationship between authentic leadership and followers` voice behavior. Authentic leadership theory focuses on the positive and developmental relationship between leader and followers. Followers tend to actively engage in their works and jobs and express their ideas and opinions when they work with authentic leader because they believe that authentic leader intends to provide emotional and cognitive supports based on high level mutual trust. For this study, a set of two hundreds sixty-six respondents who work in a public organization was employed to test hypotheses. The results of study show that authentic leadership has a positive, significant effect on followers` voice behavior. Thus the relationship between authentic leadership and followers` voice behavior is mediated through organizational cynicism. However the moderating effect of person-job fit was not supported in this study. From the results, this study helps understand the relationship between authentic leadership and followers` voice behavior. Authentic leader presents his or her authentic self to others, share information openly, and try to minimize displays of immature emotions and feelings. Followers who work with an authentic leader tend to actively engage in organizational issues to improve its efficiency and effectiveness or rectify wrong practices or work processes because authentic leaders foster followers` self-discovery process. These enhanced self-discovery or self-clarity lead voice behaviors of followers. In particular, authentic leadership decrease the level of organizational cynicism among followers, and the decreased organizational cynicism links to active voice behavior. Mutual trusts and goals which authentic leader and followers have developed encourage followers to identify less with personal issues or goals, and more with the core values of the collective(Howell & Shamir, 2005). When followers are interested in the collective issues, they are more likely to present their ideas or opinions which are helpful to improve work or organizational performance. However, the moderating effect of person-job fit was not supported. There are two plausible explanations. One is the inappropriate operational definition of the construct. Another comes from the context where employees work. The employees work public agency for education, and their jobs regularly rotate. The job assignments may influence less with employees` attitude and behavior rather than do organizational systems or relationship with other. In conclusion, some implications and limitations are presented.

학습 상황요인, 학습 참여동기 및 이러닝 효과성의 관계에 관한 연구

최우재 ( Woo Jae Choi ),신제구 ( Je Goo Shin ) 한국인력개발학회 2011 HRD연구 Vol.13 No.2

급격한 조직의 환경변화는 인적자원개발(Human Resource Development: HRD)의 실행 방식에도 많은 변화를 초래하고 있다. 가장 큰 특징 중의 하나는 전통적인 집체교육방식 뿐 아니라 네트워크 및 멀티미디어를 통한 학습형태의 발달이다. 지난 10여 년 동안 이러닝은 HRD프로그램의 한 유형으로서 지속적으로 확대되고 있으며, 그 기술이나 콘텐츠의 품질에 있어서도 많은 발전을 이루어 왔다. 특히 기업의 임직원 대상으로 진행되어 오던 이러닝은 공무원 교육에도 활발히 활용되고 있으나, 이에 대한 효과성 검증은 매우 미미한 상황이다. 이에 본 연구는 2010년 경기도 공무원 대상으로 실시되었던 이러닝의 효과성을 검증하고자 하였다. 연구의 표본은 2800 여명 이었다. 연구의 결과는 교육훈련의 개방성과 학습지향적인 업무환경이 학습자의 참여동기에 유의한 영향을 미치는 것으로 나타났으며, 학습자의 참여동기는 이러닝의 학습 만족도와 학습전이 의도에 유의한 영향을 미치는 것으로 나타났다. 본 연구 결과의 시사점은 이러닝의 효과성 검증 결과는 전통적 HRD 프로그램인 집체교육의 효과성 검증 결과와 유사하고 일관된 결과를 가져왔다는 점과 민간기업에서 실시되었던 효과성 검증 연구를 공무원 조직에 적용하였을 때에도 유사한 결과를 가져왔다는 점이다. 또한 대규모 표본을 통해 연구결과의 일반화 가능성을 높였다는 의의를 찾을 수 있다. 이러한 연구결과의 검증 및 시사점에도 불구하고 연구방법상에서 동일표본편의의 문제를 지적할 수 있다. 또한, 이러닝의 다양한 과정에 중복적으로 수강한 학습자들에게 개별 과정에 대한 평가가 아닌 전반적인 과정에 대한 의견을 구함으로써 개별 과정들의 교육 효과성에 대한 검증이 이루어지지 못했다는 한계를 가지고 있다. The changes of global business environment has been influencing HRD(Human Resource Development) practices. One of the most critical trends is the application of e-Learning on the training and education, which has been supported by the development of network and multimedia technology. Technology development has been encouraging adoptation of e-Learnig that has been advanced based on IT systems and network services. In particular, private businesses have been using this benefits from e-Learning, but comparatively public organizations have not employed the e-Learning as much as the former did. These led the lack of empirical study in the public organizaitons. This study used the 2010 status of Gyeong-Gi province study to analyze the e-Learnig effectiveness. The results show that situational factors such as work environment and openness to learning have positive impact on learning participation motivation, and learning participation motivation has positive impact on e-Learning satisfaction and learning transfer. It is addressed that the effectiveness of e-Learning is congruent with the findings from the study on traditional learning methods. There is not any different between private and public organizations in terms of learning effectiveness. This study utilized comparatively large size of sample so that increased the possibility of generalization of research results. However, there are some limitations. First the result might be affected by common method variance by collecting data from single source of respondents. Respondents evaluated overall of e-learning programs so that e-learning strategies and characteristics of each program were not demonstrated.

제4차 산업혁명 시대가 요구하는 리더십은 무엇인가?

최우재(Woojae Choi),신제구(Je Goo Shin),백기복(Ki Bok Baik) 한국경영학회 2018 Korea Business Review Vol.22 No.3

본 연구는 제4차 산업혁명 시대가 요구하는 리더십역량을 탐색하는 데에 목적이 있다. 이를 위해 기존 리더십이론들을 구성하는 하위요인들을 중심으로 리더십역량을 도출하였다. 리더십역량은 Dinh et al.(2014)의 분류에 따라 전통적 리더십이론에서 16개의 리더십역량을 도출하고, 떠오르는 리더십이론들을 기반으로 17개의 리더십역량을 도출하였다. 도출된 리더십역량들에 대해서 경영 및 리더십 전공의 교수들과 산업계 HR 담당자, 컨설턴트 등을 대상으로 중요도를 묻는 설문조사를 실시하였다. 분석결과를 보면, 전체적으로 전통적 러더십이론을 통해 도출된 역량 중에서는 환경민감성, 영감적 동기부여, 전략적 비전수립, 직관력, 관계지향, 위험감수행동이 중요도가 높은 것으로 나타났다. 떠오로는 리더십이론을 통해 도출된 역량 중에서는 전략적사고, 이슈창안, 불확실성관리, 권한위임, 통섭, 인간존중이 중요도가 높은 것으로 나타났다. 이러한 결과를 학계(23명)와 산업계(52명)로 구분하여 살펴보면, 전통적 리더십이론을 통해 도출된 역량에서는 중요도에 큰 차이가 없는 것으로 나타났으나, 떠오르는 리더십이론에 있어서는 차이가 있었다. 학계에서는 창의성과 인간존중을 더욱 중요한 역량으로 인식하고 있었으나, 산업계에서는 이슈창안과 공감을 더욱 중요하게 인식하고 있었다. 본 연구는 제4차 산업혁명 시대가 요구하는 리더십역량을 기존 리더십이론을 통해 도출하고 중요도를 확인하였다. 최근 저서 및 기사, 사설, 기고문 등을 보면 제4차 산업혁명 시대는 그 어느 때보다 리더십의 역할이 중요하다고 주장하고 있으나, 체계적인 연구는 매우 미흡한 상황이다. 따라서 본 연구는 제4차 산업혁명 시대에 더욱 중요시 되는 리더십역량을 확인함으로써 리더십분야 연구와 리더육성의 방향을 제시하였다는 점에서 의의가 있다. This study aims to explore the leadership competencies requried by the 4<SUP>th</SUP> industrial revolution era. The existing leadership theories were reviewed to derive the leadership competencies. Based on the category of Dinh et al. (2014) sixteen competencies were derived from traditional leadership theories, and seventeen competencies were drawn from emerging leadership theories. Professors, HR managers, and business consultants responded to the importance of leadership competencies. The results showed that the importance came in order of environmental sensitivity, inspirational motivation, strategic vision, intuition, relationship orientation, and risk taking among the competencies of traditional leadership theories. In terms of emerging leadership theories, strategic thinking and issue creation were perceived as the highest priority, followed by uncertainty management, empowerment, consilience, and human dignity. Dividing these results into academia (n=23) and industry(n=52), there was no difference in the importance of the leadership competencies derived from traditional leadership theories. On the contrary, there was a difference in emerging leadership theories. Creativity and human dignity became more important in academia, whereas issue creation and empathy were thought of more critical in industrial sector. Based on the results of study, theoretical and practical implications are discussed.

진성리더십이 군조직 효과성에 미치는 영향

최우재(Woo-Jae Choi),송하동(Ha-Dong Song) 대한경영학회 2014 大韓經營學會誌 Vol.27 No.11