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한국콘텐츠학회논문지 = The Journal of the Korea Contents Association, v.15 no.12, 2015년, pp.421 - 435
이정훈 (성균관대학교 경영전문대학원) , 차정익 (성균관대학교 경영전문대학원)
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The purpose of this study was to explore the relationship between authentic leadership, organizational identification, job performance, and turnover intention. Specifically, the study investigated whether subordinates' organizational identification mediates the relationship between authentic leaders...
| 핵심어 | 질문 | 논문에서 추출한 답변 |
|---|---|---|
| 조직으로부터 종업원들이 이직하려는 세 가지 주요한 이유는 무엇인가? | 일반적으로, 조직으로부터 종업원들이 이직하려는 세 가지 주요한 이유는 외적인 요인(다른 직장의 취직 가능성, 피고용 수준), 조직적인 요인(상사의 리더십 스타일, 업무환경, 보상제도) 및 개인적인 요인(업무 불만족, 동료의 성과) 등을 들 수 있다[32][37]. 또한 Carmeli와 Weisberg[38]의 연구에 따르면, 이직의도에는 세 가지 인지적인 과정 요소로 구성된다고 주장하였다. | |
| 리더들의 리더십이 주목받고 있는 이유는 무엇인가? | 21세기는 그 어느 시대보다도 변화가 빠른 시대이다. 이러한 환경의 급격한 변화로 말미암아 모든 기업들은 환경변화에 적응하고 성장과 발전을 위해서 지속적인 경쟁우위를 확보하려고 한다. 기업들이 직면하는 도전들 중에서 경쟁력이 있는 인적자본을 유지하는 것은 가장 중요한 도전이 아닐 수 없다. 특히 우수한 인재를 확보하여 조직의 목표를 달성하도록 동기부여 시키고 조직에 충성하도록 만드는 것이 중요하다. 이러한 이유로 조직 내에서 리더들의 리더십이 그 어느 때보다도 더 많은 주목을 받고 있는 것이 현실이다. | |
| 진정성 리더십이란 무엇인가? | 진정성 리더십(authentic leadership)이란 리더 자신의 생각과 행동뿐만 아니라 부하들의 가치, 도덕, 지식 및 강점 등을 정확히 인식하여 자신과 부하들의 상황에 맞게 발휘하는 리더십이다[3]. Avolio와 Gardner 등[4]은 진정성 리더가 리더 자신을 알고 인정하며 자신에게 정직하고 진실한 사람이라고 주장하였다. |
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