진성리더십, 조직비전 명료성과 조직변화에 대한 저항의 관계 = The Relationship between Authentic Leadership, Employees’ Resistant toward Organizational Change and Perceived Organizational Vision Salience

다국어 초록 (Multilingual Abstract)

It is increasingly evident that we need a new kind of business leader in the twenty-first century. Recently, so many scholars and practitioners from diverse domains with leaders from the business etc arenas to stimulate original insights and basic theory regarding the emergence and development of authentic leadership. Authentic leadership in organizations is defined by Luthans & Avolio(2003, p. 243) bas a process that draws from both positive psychological capacities and a highly developed organizational context, which results in both greater self-awareness and self-regulated positive behaviors on the part of leaders and associates, fostering positive self-development. Based on the authentic leadership literature review, the aim of this research was to investigate the effects of authentic leadership on the employees’ resistant toward organizational change. Organizations are being challenged to retain their competitive edge more than ever before that organizations have been forced to implement large-scale change. Organizational change begins with the individual, as resistance or support are ultimately individual decisions and behaviors. Also, test the moderating effects of perceived organizational vision salience between those of relationship. Employees’ resistant toward organizational change consist of two concepts which psychological and behavioral components. Based on literatures, we proposed direct, and moderating effect hypothesis. To test hypothesis, total of 474 questionnaires, multi source which self-report and supervisor report, were used for analysis. The results are as follows. First, authentic leadership significantly decrease behavioral resistant toward organizational change. Second, perceived organizational vision salience significantly decrease behavioral resistant toward organizational change. Finally, perceived organizational vision salience moderate between authentic leadership and behavioral resistant toward organizational change. Based on the results, I suggested theoretical and empirical implications of research results. Authentic leadership principles are values translated into action. Having a solid base of values and testing them under fire enables followers to develop the principles use in leading to organizational change.

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