변혁적 리더십이 역할행동, 조직시민행동 및 혁신행동에 미치는 영향 = (A)Study on the influence of transformational leadership on the performance : focusing on the mediating effects of self-efficacy and empowerment

국문 초록 (Abstract)

본 연구는 최근 관심이 증대되고 있는 조직구성원의 역할행동과 조직시민행동, 혁신행동에의 영향요인으로 변혁적 리더십의 직접 효과와 더불어 양자간의 관계에 대한 셀프 애피커시와 임파워먼트에 의한 매개 효과를 검증하고자 하였다. 이를 위해 광주. 전남에 소재한 11개 기업 214명의 종업원과 그들의 상사를 대상으로 설문지 분석을 실시하였다. 실증분석 결과 변혁적 리더십은 역할행동과 조직시민행동, 혁신행동에 모두 유의한 영향을 미치는 것으로 나타났다. 또한, 셀프애피커시와 임파워먼트는 변혁적 리더십과 역할행동과 조직시민행동, 혁신행동 간 관계에 대해 유의적인 매개역할을 하는 것으로 나타났다. 다시 말해 변혁적 리더십은 종업원의 셀프 애피커시와 임파워먼트 지각을 높이고, 이는 다시 후속적인 성과로 이어졌다. 구체적으로 셀프애피커시는 변혁적 리더십과 역할행동 및 OCB I, 혁신행동 간의 관계를 완전 매개하는 것으로 나타났으며, OCB O의 경우는 매개효과를 충족시키지 못한 것으로 나타났다. 또한 임파워먼트의 경우, 변혁적 리더십과 역할행동 및 혁신행동간 관계에 대해서는 완전매개 역할을 하고 있었으며, 조직시민행동 간 관계는 부분매개하고 있는 것으로 나타났다. 따라서 실증분석 결과 대체로 가설을 지지하는 것으로 나타났다.
본 연구는 변혁적 리더십이 조직구성원의 역할 행동, 조직시민행동, 혁신행동을 제고시키는데 어떻게 작동하는가를 제시함으로써 변혁적 리더십 문헌에 이론적 기여를 하고 있다. 변혁적 리더십이 부하의 심리적 과정을 통해 동기부여 시키고, 궁극적으로 효과성에 영향을 주는가를 설명함으로써 다양한 변혁적 리더십 실천방안을 제시할 수 있다. 본 연구 결과는 조직성과를 향상시키기 위한 조직개입 설계에 실무적 시사점을 갖는다. 셀프 애피커시와 임파워먼트는 구성원들의 능력에 직접적으로 영향을 미치며, 특히 내재적인 동기부여를 가져온다는 점에서 동기부여적 시사점이 크다 하겠다. 따라서 구성원들의 적극적인 역할 행동 및 자발적인 역할 외 행동을 이끌어 내기 위해서는 직무상의 적절한 위임과 자신감의 증대가 이루어져할 필요가 있으며, 이러한 방향으로 리더십을 발휘해야 함을 시사하고 있다. 다시 말해 조직 성과를 높이기 위해서는 조직 관리자들은 변혁적 리더십의 발휘를 통해 부하들의 셀프애피커시 및 임파워먼트를 향상시키는 것이 중요하며, 이를 위해서는 개인, 집단, 전체 조직수준에서 종업원의 셀프애피커시와 임파워먼트를 제고하는 방안을 수립하여야 할 것이다.
연구의 한계점은 다음과 같다. 먼저, 횡단적 연구설계로 인과관계를 추론하는 데에 한계를 지니고 있다. 연구에서 설정한 변수들의 인과관계를 명확하게 하는 동시에 변혁적 리더십의 효과는 단기간에 나타나는 것이 아니라 점진적으로 발생할 수 있다는 점에서 특정시점에서의 횡단적 연구 외에 장기간에 걸쳐 나타나는 종단적 연구가 이루어져야 할 것이다. 둘째, 변혁적 리더십이 성과에 미치는 효과를 거래적 리더십 등 다른 리더십과 비교할 필요가 있다. 특히, 거래적 리더십은 변혁적 리더십 연구에서 자주 언급되고 있다는 점(Bass, 1988; Bycio et al., 1995)에서 향후 함께 고려되어야 할 것이다. 또한 결과 변인인 역할행동, 조직시민행동, 혁신행동의 설명력이 낮아 변혁적 리더십 이외에 이들 변수에의 잠재적 영향요인을 포함하는 이론적 확대가 이루어져야 할 것이다. 마지막으로 변혁적 리더십과 성과 변수 사이를 조절하는 변수에 대한 연구 역시 활발히 진행될 필요가 있다. 특히, 개인특성이나 직무특성 등 변혁적 리더십이 구성원의 태도 및 행동에 미치는 영향을 조절하는 변수에 대한 관심이 증가되어야 할 것이다.

다국어 초록 (Multilingual Abstract)

Drawing upon existing theoretical and empirical evidence, this thesis aims to examine the influence of transformational leadership on in-role behavior, organizational citizenship behavior(OCB) and innovative behavior, as well as the mediating effects of self-efficacy and empowerment.
This research is done using a questionnaire and the sample for this study consisted of 214 employees and their supervisors in 11 organization to test theoretical model and its hypotheses. A series of correlation and regression analyses are performed. The findings are as follows: First, transformational leadership contribute to the development of subsequent followers' in-role behavior, organizational citizenship behavior(OCB) and innovative behavior. Research finding also indicates that transformational leadership have a significant effect on self-efficacy and empowerment perceptions, and self-efficacy and empowerment perceptions are positively associated with supervisor ratings of in-role behavior, OCB, and innovative behavior. Further, self-efficacy and empowerment were found to mediate the transformational leadership-performance relationship, suggesting that transformational leadership behaviors may have their initial influence on self-efficacy and empowerment perception, which subsequently affect performances.
This thesis makes a valuable contribution to the transformational leadership literature by suggesting a new viewpoint regarding how transformational leadership work to motivate employees' in-role behavior, OCB, and innovative behavior. These findings have practical implications for the design of organizational interventions toward performance improvement. Organization need to recognize the importance of transformational leader who can successfully meet the required expectations and standards of in-role and extra-role behavior. In order to cultivate organization-serving behaviors in the workplace, organizational leaders would be well advised to encourage the practice of self-efficacy and empowerment among the members of organizations at the individual, group and organizational levels.
This thesis has several limitations. First, there is a need for further research on transformational leadership that investigates more possible moderating variables such as task design and social network characteristics between transformational leadership and performances such as task design and social networks. The cross-sectional design of this thesis does not permit conclusions about the causal relationship. Future research should examine the causal relationship by using experimental or longitudinal methodologies.

목차 (Table of Contents)

• 제 1 장 서론 = 1
• 제 1 절 연구의 필요성 및 목적 = 1
• 제 2 절 연구 방법 및 논문 구성 = 3
• 제2장 이론적 고찰 = 5
• 제1절 리더십 = 5
• 1. 리더십의 개념 = 5
• 2. 변혁적 리더십과 거래적 리더십 = 8
• 3. 변혁적 리더십과 거래적 리더십의 구성요소 = 17
• 4. 변혁적 리더십의 선행연구 = 27
• 제 2절 셀프 애피커시 = 30
• 1. 셀프 애피커시의 개념 = 30
• 2. 셀프 애피커시의 선행연구 = 34
• 제 3절 임파워먼트(Empowerment) = 37
• 1. 임파워먼트의 개념 = 37
• 2. 임파워먼트의 구성요인 = 40
• 제 4절 역할행동(In-Role Performance) = 46
• 1. 역할행동의 개념 = 46
• 2. 역할행동의 선행연구 = 47
• 제 5절 조직시민행동(Organizational Citizenship Behavior) = 47
• 1. 조직시민행동의 개념 = 48
• 2. 조직시민행동의 구성요소 = 49
• 3. 조지시민행동의 선행연구 = 54
• 제 6절 혁신행동(Innovational Behavior) = 56
• 1. 혁신행동의 개념 = 56
• 2. 혁신행동의 선행연구 = 60
• 제3장 연구 모형 및 가설의 설정 = 63
• 제1절 연구모형의 설계 = 63
• 제2절 가설의 설정 = 63
• 1. 변혁적 리더십과 역할행동 = 63
• 2. 변혁적 리더십과 조직시민행동 = 64
• 3. 변혁적 리더십과 혁신행동 = 67
• 4. 변혁적 리더십과 셀프 애피커시 = 69
• 5. 변혁적 리더십과 임파워먼트 = 75
• 제 4장 연구 방법 = 82
• 제 1절 표본의 설계 = 82
• 제 2절 표본의 특성 = 83
• 제 3절 변수의 조작적 정의 및 설문지의 구성 = 84
• 1. 변수의 조작적 정의 = 84
• 2. 설문지의 구성 = 86
• 제 4절 자료의 분석방법 = 87
• 제 5장 연구 결과 = 88
• 제 1절 측정도구의 신뢰성과 타당성 = 88
• 1. 측정 도구의 신뢰성 = 88
• 2. 타당성 분석 = 91
• 제 2절 가설의 검증 = 96
• 1. 상관관계 분석 = 96
• 2. 회귀분석 결과 = 98
• 제 6장 결론 = 113
• 제 1절 연구결과 요약 및 시사점 = 113
• 제 2절 연구의 한계점 및 향후 연구방향 = 114

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