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부하의 리더십 개발을 위한 셀프리더십의 선행요인과 결과요인에 관한 실증 연구
임유신 ( Yoo Shin Im ),이민수 ( Min Su Lee ),하순복 ( Sun Bok Ha ) 한국인력개발학회 2010 HRD연구 Vol.12 No.3
최근에 조직들은 구성원들이 자율성과 함께 자기 통제감을 느끼고, 스스로 자신의 행동이나 사고를 관리하고 발전시킬 수 있는 셀프리더십의 개념을 도입·적용하고자 한다. 본 연구는 부하의 셀프리더십 발휘에 영향을 주는 선행요인으로서 상사의 리더십과 동료의 특성, 그리고 결과요인으로서 직무만족, 조직몰입, 조직시민행동에 미치는 영향을 실증하는 것을 목적으로 하였다. 이러한 목적을 달성하기 위하여 육군의 8개 부대에서 병사로 복무 중인 459명을 대상으로 설문조사에 의한 실증 연구를 실시하였다, 분석결과, 상사의 임파워링 리더십이 부하들의 셀프리더십에 유의한 영향을 미치는 것으로 나타났다. 그리고 병사들의 셀프리더십이 높을수록 자신의 직무에 대해 더 만족하고, 조직에 대해 몰입하며, 조직 및 다른 구성원을 위한 조직시민행동을 더 많이 발휘하는 것으로 나타났다. 끝으로 연구결과에 대한 시사점과 한계, 추후 연구방향에 대하여 제시하였다. In recent years, the organizations make efforts to introduce and apply the concept ``self-leadership`` that members can feel self-control, manage and develop their behaviors and thoughts. The purpose of this study is to find out the antecedents as like officer`s leadership and coworker`s social loafing of soldier`s self-leadership and do an empirical research about the positive outcomes as like job satisfaction, organizational commitment, and organizational citizenship behaviors of self-leadership. To achieve the objectives, the empirical study has been done by survey of eight different military camps, 459 soldiers. According to the analysis, the senior officer`s empowering leadership have a significantly positive effects on self-leadership. It was also found that the subordinate`s self-leadership has significantly positive effect on his job satisfaction, organizational commitment, and organizational citizenship behaviors. Finally, suggestions and implications have been made for the policies in leadership.
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상사와 부하의 쌍 관계에서 정서지능과 그 상호작용의 역할에 관한 연구
임유신(Yoo Shin Im),박오수(Oh Soo Park) 한국경영학회 2012 經營學硏究 Vol.41 No.6
Concerning various dyadic interactions between the leader and the subordinate, there has been insufficient research conducted on affective elements such as emotion, while most research focused on the leader`s evaluation of the cognitive elements such as performance and capability. Furthermore, very few studies have examined the role of emotional intelligence (EI) and the role of the EI interactions between the leader and the subordinate in the context of leadermember exchange (LMX) relationships. The purpose of this study is to empirically prove the existence of the effects of the interaction between the leader`s EI and the subordinate`s EI on the leader`s leadership pattern and the relationship among the leader`s EI, his leadership pattern, and the quality of LMX. In order to serve this purpose the following investigation model was established. The sample in this study consisted of junior military officers serving in the Korean Army. A questionnaire-based survey was conducted for the main study. Questionnaires were sent via mail or given in person to 200 company commanders and 200 platoon leaders who served in military units in Kyonggi-Do and Kangwon-Do. The data from 153 leader-subordinate dyads were analyzed using reliability analysis, factor analysis, descriptive statistics, correlation analysis, and hierarchical multiple regression analysis. Major findings of the study are as follows. First, it turned out that the higher EI the subordinate possesses, the higher the LMX quality that the leader perceives, and the higher EI the leader possesses, the higher the LMX quality the subordinate perceives. Second, the higher EI the leader possesses, the higher level of transformational leadership the leader shows. Third, it turned out that it is not significant the subordinate`s EI moderate the relationship between the leader`s EI and transformational leadership. Finally, transformational leadership mediates between 1) the leader`s EI and the LMX qualities that the leader perceives and 2) the leader`s EI and the average of the LMX quality that the leader and the subordinate perceive. The implications of this study`s results are like the following. First, this study empirically proved and analyzed the roles of the leader`s EI and subordinate`s EI and the interactions between them in a more concrete manner. Second, when the EI trait of the leader was expressed in the form of transformational leadership, the moderating effect of the subordinate`s EI on this relationship was confirmed. Third, through empirical investigation of the mediating role of transformational leadership between the leader`s EI and LMX quality, a new approach to shedding light on the relationship between these two. Fourth, this study suggested a practical application of EI that is likely to contribute to military organizations and workplace.
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R&D Investment Strategies under a Duopoly Zero-Sum Game Environment
강원석(Wonseok Kang),임유신(Yoo Shin Im),엄태성(Taesung Eum) 피터드러커 소사이어티 2016 창조와 혁신 Vol.9 No.2
이 논문은 제로섬게임 하에서 두 기업의 대칭적 R&D 투자전략을 연구하였다. 특정제품에 대한 경쟁이 포화 시장 상태에 이르렀을 때, R&D투자 전략들을 통해 이익구조를 개선해 낼 수 있는지를 밝혀내기 위해 전략적 게임모델을 활용하였으며, 특허보호가 되는 시장과 특허보호가 이루어 지지 않는 시장의 두 가지 다른 상황을 가정하여 R&D 투자게임 모델을 비교 분석하였다. 연구결과를 요약하면 다음과 같다: (1)특허보호는 비전략적 R&D incentive를 증가시키지만, 전략적 R&D incentive는 감소시키게 되며 이는 토너먼트 효과와는 무관하다; (2)협력 R&D투자가 이루어지는 상황 하에서도, 특허보호가 비전략적 R&D incentive를 증가시키고, 전략적 R&D incentive를 감소시킨다; (3)특허보호가 이루어지는 시장에서는 협력 R&D투자가 선호되지만, 특허보호가 이루어지지 않는 경우에는 독립적인 R&D투자가 선호된다; (4)특허기술 라이센싱옵션이 가능할 경우에는 특허보호가 비전략 R&D incentive를 향상시키며, 특허 라이센싱옵션이 없을 때보다 항상 더 큰 R&D incentive를 유도한다; (5)특허기술 라이센싱은 특허보호 여부와 무관하게 협력 R&D투자의 경우보다 더 높은 비전략 R&D incentive를 발생시킨다. This paper investigates duopoly competition in two firms’ symmetric R&D investment strategies under a zero-sum game. Our primary focus is to identify the benefits of R&D investment strategies as they at some point reach the saturated competition of a certain product. In particular, with the goal of illustrating the variance in expected benefits using strategic gaming models, two different situations are compared and analyzed, one where patent protection is available, and another where it is not. In brief, we present the following findings: (1) Patent protection increases non-strategic R&D incentive, but strategic R&D incentive decreases regardless of the tournament effect; (2) in the R&D cooperation circumstance, patent protection increases non-strategic R&D incentive while decreasing strategic R&D incentive; (3) in a strategic context, cooperative R&D(independent R&D) achieves higher R&D incentive with (without) patent protection; (4) with the licensing of technology, patent protection enhances non-strategic R&D incentive, and licensing technology always yields a higher R&D incentive than the situations without licensing; (5) in a non-strategic context, technology licensing generates higher R&D incentive than R&D cooperation can generate regardless of whether or not patent protection is available.
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