변화지향 리더십과 부하혁신행동의 관계 : 차상위 리더의 지원행동의 조절효과 = A Study on the Relationship Between Change-oriented Leadership and Subordinates’ Innovative Behaviors：Investigating the Moderating Effects of Leader’s Leader Supportive Behaviors

국문 초록 (Abstract)

환경변화에 뒤처지지 않고 살아남기 위해서는 조직은 끊임없이 변화와 혁신을 지속해야 한다. 오늘날과 같은 상시 변화상황 하에서는 변화를 관리하고 주도할 수 있는 리더십이 요구된다. 이러한 맥락에서 Yukl(1999)은 변화지향 리더십(changeoriented leadership)을 강조하였지만 효과성에 대한 실증은 미진한 상태이다. 따라서 그 효과성을 확인하기 위해 리더의 변화지향 리더십과 부하의 혁신행동 간의 관계를 검증하였다. 한편, 대부분의 리더십 연구들이 리더 혹은 부하 중심적인 관점을 벗어나지 못한 채, 차상위 리더의 존재를 간과하는 문제점을 안고 있다. 본 연구에서는 이러한 문제인식 하에서 리더십 효과에 대한 차상위 리더의 영향을 확인하기 위해, 변화 지향 리더십과 부하 혁신행동의 관계에서 차상위 리더의 지원행동의 조절효과를 실증하였다. 군 간부들을 대상(리더-부하 231쌍)으로 수집된 자료를 분석하여 다음과 같은 결과를 도출할 수 있었다. 리더의 변화지향 리더십은 부하의 혁신행동과 정의 관계를 가진 것으로 나타났으며 변화지향 리더십과 부하의 혁신행동 간의 관계에서 차상위 리더의 지원행동의 조절효과가 확인되었다. 차상위 리더가 리더에 대해 지원적일수록 리더의 변화지향 리더십과 부하들의 혁신행동은 더 강한 선형관계를 보여주었다. 이러한 연구 결과를 바탕으로 연구의 이론 및 실무적 시사점을 고찰하고, 연구의 한계 및 미래 연구방향을 제시하였다.

다국어 초록 (Multilingual Abstract)

In order to cope with progressively dynamic and competitive environments, organizations must carry on change and innovation. When everything is subject to change, the leader should be able to manage and initiate changes. Thus, Yukl(1999) emphasized the change-oriented leadership. Unfortunately, however, studies are scarce as to its effectiveness. With a view to verifying the effectiveness of change-oriented leadership, the first purpose of the present study is to explain the relationship between change-oriented leadership and subordinates’ innovative behaviors. Traditionally, leadership researches focused on the bilateral relationship between the leader and subordinates (House & Aditya, 1997; Lowe & Gardner, 2001). This perspective overly excessively simplifies the leadership phenomena because it is impossible to ignore the impact of leader’s leader on the leadership effectiveness in an actual organizational setting. A leader’s leader acts as linking pins in organizations by connecting leaders to the upper management (Likert, 1967). In this vein, he/she is a direct channel of organizational support which impacts on the leadership. It is, therefore, necessary to study the trilateral relationship between leader’s leader, leader and subordinate for a more detailed model of eadership phenomena. The second purpose of this study is then to identify the influence of the leader’s leader on leadership effectiveness. To measure the moderating effects of a leader’s leader on the relationship between change-oriented leadership and subordinates’ innovative behaviors, the leader’s leader supportive behavior to leader (LLSB) was introduced as the moderating variable. According to instrumental com-pliance theory (Kelman, 1958), for the successful implementation of the leader’s change-oriented leadership, subordinates should be aware that the leader has sufficient resources and the budget for the change propulsion.

목차 (Table of Contents)

• 국문초록
• Ⅰ.서론
• Ⅱ.이론적 배경 및 가설
• Ⅲ.연구방법
• Ⅳ.분석 결과
• Ⅴ. 논의 및 결론
• 참고문헌
• Abstract

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