팀웍, 조직냉소주의 및 조직시민행동에 대한 변혁적 리더십과 거래적 리더십의 효과 = The Effects of Transformational/Transactional Leadership on Teamwork, Organizational Cynicism and Organizational Citizenship Behavior

국문 초록 (Abstract)

본 연구는 팀장의 변혁적 리더십과 거래적 리더십이 집단차원의 맥락적 요인인 팀웍, 조직냉소주의에 미치는 효과와 조직시민행동에 대한 영향을 분석하였다. 지금까지 조직시민행동에 대한 대부분의 연구는 개인을 분석단위로 하여 이루어져 왔지만, 최근에는 집단차원에서의 조직시민행동과 관련한 연구의 관심도 높아지고 있다. 연구 모형은 변혁적 리더십과 거래적 리더십이 팀웍을 높이고, 조직냉소주의를 감소시키는 것으로 가정하였다. 그리고 변혁적 리더십과 거래적 리더십의 효과 중에서 변혁적 리더십이 거래적 리더십보다 팀웍을 높이고 조직냉소주의를 줄이는 부가적 효과가 더 클 것으로 가정하였다. 마지막으로 팀웍은 조직시민행동에 긍정적이며, 조직냉소주의는 조직시민행동에 부정적인 영향을 미칠 것으로 설정하였다. 분석을 위한 자료는 노동부의 전국 71개 고용지원센터에 근무하는 2,500명에 대한 설문조사를 통하여 수집하였으며, 최종 응답자 1,488명 중 팀장이상 관리자 136명을 제외한 1,352명의 자료를 팀 수준으로 집합하여 총 169개 팀을 최종 분석에 활용하였다. 그리고 분석과정에는 변수 간 관계에 영향을 미치는 잠재 방법요인을 가정하여 동일방법편의에 의한 변수 간 공분산의 문제를 해결하고자 하였다. 분석결과에 따르면 변혁적 리더십은 팀웍을 높이며 조직냉소주의를 줄이는 효과가 있는 것으로 나타났다. 반면 거래적 리더십은 팀웍에는 유의한 영향을 미치지 않으며, 조직냉소주의를 높이는 부정적 효과가 있었다. 또한 변혁적 리더십이 거래적 리더십보다 팀웍을 높이고 조직냉소주의를 줄이는 효과가 더 큰 것으로 나타났다. 마지막으로 팀웍은 조직시민행동에 긍정적 영향을 미치며, 조직냉소 주의는 조직시민행동에 부정적인 영향을 미치는 것으로 나타났다.

다국어 초록 (Multilingual Abstract)

The increased significance of teamwork in organizations today has garnered attention, and led to the emergence of theoretical analyses of team-based issues regarding the relationship between transformational/transactional leadership and OCB(organizational citizenship behavior).
This paper examines the relationship between transformational/transactional leadership, organizational cynicism, teamwork and the OCB displayed by team members in job centers of the Ministry of Labor in Korea. This study focused on work teams in 71 job centers of the Ministry of Labor in Korea. These teams operated in a bureaucratic context, and dispensed special functions. Job centers must provide information pertaining to employment services to various customers.3)
Specifically, job centers provide employment services, as well as help workers enhance their occupational skills, a job training network which prepares workers who are changing jobs or re-entering the job market. job center also supports stable supplies for loss of income subsidies, motherhood protection, and support programs for casual laborers through the employment insurance network.
In the wake of the a recent trend of wide-ranging customer needs, accordingly, it is an important task for the improvement in the quality of employment services. However, Public goals(e.g.,stability, formalities, hierarchy, and rule) of job centers should be performed as a public agency as well.
Thus, team managers of job centers have a double-bind obligation for various customer needs and administrative affairs. In addition, this situation of job centers requires both a bureaucratic and an innovative culture to provide flexible services.
On the bases of the context of job centers, it is assumed that team managers who have both transformational and transactional leadership style have a positive effect on teamwork, organizational cynicism, and OCB. The research model is also developed on the bases of a social exchange model, under the assumption that transformational leadership both has a more positive effect on teamwork, and a more diminishing effect on organizational cynicism compared to those of transactional leadership. Additionally, the research hypothesized that while teamwork promotes OCB, organizational cynicism negatively affects it.
Teamwork, specifically refers to the degree of task-driven interaction among team members. Organizational cynicism can be defined as both a general and specific attitude, characterized by frustration, hopelessness, and disillusionment, and contempt toward and distrust of a group or an institution. OCB consists of OCB-I(altruism) and OCB-O(generalized compliance)(Williams & Anderson, 1991). On the basis of a literature review, hypotheses can be stated as follows.
Hypothesis 1 : Transformational leadership is positively related to team-work.
Hypothesis 2 : Transformational leadership is negatively related to organizational cynicism.
Hypothesis 3 : Transactional leadership is positively related to teamwork.
Hypothesis 4 : Transactional leadership is negatively related to organizational cynicism.
Hypothesis 5 : Transformational leadership has a greater effect on teamwork than does transactional leadership.
Hypothesis 6 : Transformational leadership has a more diminishing effect on organizational cynicism than does transactional leadership.
Hypothesis 7 : Teamwork is positively related to organizational citizenship behavior.
Hypothesis 8 : Organizational cynicism is negatively related to organizational citizenship behavior.
Data were collected through questionnaire instruments from 1,352 employees of 71 job centers in the Ministry of Labor, who were divided into 169 teams.
To test the hypotheses, structural equation modeling was employed. The size of the center, the longevity of team members, and the age of the members were controlled in the model.
The research model was constructed through a single-method-factor approach in order to control for th