본 연구는 중소기업 CEO의 리더십 유형(변혁적 리더십, 거래적 리더십, 서번트 리더십)이 종업원의 조직유효성(조직몰입, 조직시민행동)에 미치는 영향을 알아보기 위해 국내 중소기업 전기, 전자, IT업체 종사자를 대상(573명)으로 설문조사를 실시하였고, 이를 바탕으로 통계분석을 실시하였다. 분석결과, 변혁적 리더십의 카리스마, 개별적 배려, 서번트 리더십의 감정적 치유, 지혜, 청지기 정신은 조직몰입에 정(+)의 영향을 미치는 것으로 나타났다. 그리고 변혁적 리더십의 카리스마, 거래적 리더십의 예외적 관리, 서번트 리더십의 지혜, 청지기 정신은 조직시민행동에 정(+)의 여향을 미치는 것으로 나타났다. 이와 같은 분석결과를 바탕으로 CEO는 종업원의 조직몰입과 조직시민행동 향상을 위해 적절한 의사소통과 애로사항, 문제 등에 필요한 요구사항들을 적극 검토하고, 이를 CEO 리더십 역량 강화에 포함하여 시행해야 한다. 또한 종업원이 자신과 함께 일하고 있다는 자긍심을 가질 수 있도록 가치관이나 신념 등을 강조하고, 장래 비전을 제시해 주며, 최종적으로 CEO와 종업원이 같은 공동목표를 갖는 공동체라는 것을 인식시켜 줄 필요성을 시사한다.
본 연구는 중소기업 CEO의 리더십 유형(변혁적 리더십, 거래적 리더십, 서번트 리더십)이 종업원의 조직유효성(조직몰입, 조직시민행동)에 미치는 영향을 알아보기 위해 국내 중소기업 전기, 전자, IT업체 종사자를 대상(573명)으로 설문조사를 실시하였고, 이를 바탕으로 통계분석을 실시하였다. 분석결과, 변혁적 리더십의 카리스마, 개별적 배려, 서번트 리더십의 감정적 치유, 지혜, 청지기 정신은 조직몰입에 정(+)의 영향을 미치는 것으로 나타났다. 그리고 변혁적 리더십의 카리스마, 거래적 리더십의 예외적 관리, 서번트 리더십의 지혜, 청지기 정신은 조직시민행동에 정(+)의 여향을 미치는 것으로 나타났다. 이와 같은 분석결과를 바탕으로 CEO는 종업원의 조직몰입과 조직시민행동 향상을 위해 적절한 의사소통과 애로사항, 문제 등에 필요한 요구사항들을 적극 검토하고, 이를 CEO 리더십 역량 강화에 포함하여 시행해야 한다. 또한 종업원이 자신과 함께 일하고 있다는 자긍심을 가질 수 있도록 가치관이나 신념 등을 강조하고, 장래 비전을 제시해 주며, 최종적으로 CEO와 종업원이 같은 공동목표를 갖는 공동체라는 것을 인식시켜 줄 필요성을 시사한다.
This study analyzes the effect of leadership styles (transformational leadership, transactional leadership, and servant leadership) of CEOs at small and medium-sized enterprises on the organizational effectiveness of the employees (organizational commitment and organizational citizenship behavior). ...
This study analyzes the effect of leadership styles (transformational leadership, transactional leadership, and servant leadership) of CEOs at small and medium-sized enterprises on the organizational effectiveness of the employees (organizational commitment and organizational citizenship behavior). A survey was conducted on 573 employees of domestic small and medium-sized enterprises in the electric, electronic, and IT industries, and the data was used to perform statistical analysis. As the result, charisma of transformational leadership, individual consideration, emotional healing of servant leadership, wisdom, and stewardship were shown to have positive effect on the organizational commitment. Furthermore, charisma of transformational leadership, exceptional management of transactional leadership, wisdom of servant leadership, and stewardship were shown to have positive effect on organizational citizenship behavior.
This study analyzes the effect of leadership styles (transformational leadership, transactional leadership, and servant leadership) of CEOs at small and medium-sized enterprises on the organizational effectiveness of the employees (organizational commitment and organizational citizenship behavior). A survey was conducted on 573 employees of domestic small and medium-sized enterprises in the electric, electronic, and IT industries, and the data was used to perform statistical analysis. As the result, charisma of transformational leadership, individual consideration, emotional healing of servant leadership, wisdom, and stewardship were shown to have positive effect on the organizational commitment. Furthermore, charisma of transformational leadership, exceptional management of transactional leadership, wisdom of servant leadership, and stewardship were shown to have positive effect on organizational citizenship behavior.
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문제 정의
This study is an empirical research of analysis on the effect of leadership styles of CEO at small and medium-sized enterprises on the organizational commitment and organizational citizenship behavior. The previous studies on CEO leadership have been mainly on public companies, hotels, and sports centers, in which the causal relationship between CEO leadership styles and organizational effectiveness were examined.
This study was conducted to find the effect of leadership styles (transformational leadership, transactional leadership, and servant leadership) of CEO at small and medium-sized enterprises in the fields of electric, electronics, and IT on the organizational effectiveness (organizational commitment and organizational citizenship behavior). The results are summarized as follows.
가설 설정
[Hypothesis 1] The transformational leadership of CEO will have a positive effect on the organizational commitment.
[Hypothesis 2] The transactional leadership of CEO will have a positive effect on the organizational commitment.
[Hypothesis 4] The transformational leadership of CEO will have a positive effect on the organizational citizenship behavior.
[Hypothesis 5] The transactional leadership of CEO will have a positive effect on the organizational citizenship behavior.
[Hypothesis 6] The servant leadership of CEO will have a positive effect on the organizational citizenship behavior.
제안 방법
The organizational citizenship behavior was based on the measurement tool constructed and defined in the study by Podsakoff[30]. The 5 items, which were tested for reliability and validity in the study by Eunjoo Eum, were used after modifying according to the purpose of this study[11].
To test the hypothesis in this study, structural equation was used for the confirmation of standardized coefficients. The result of structural equation modeling analysis between the research units is as shown in Table 5.
대상 데이터
The survey in this study was conducted for 75 days, from July 1st to September 14th of 2013, in Seoul and Gyeonggi. The data were collected from the employees of small and medium-sized enterprises in the fields of electric, electronics, and IT, in the form of self-responded questionnaires (valid samples of 573). It was conducted on L Company and S Company in electronics, along with their partners and associated companies.
The survey in this study was conducted for 75 days, from July 1st to September 14th of 2013, in Seoul and Gyeonggi. The data were collected from the employees of small and medium-sized enterprises in the fields of electric, electronics, and IT, in the form of self-responded questionnaires (valid samples of 573).
성능/효과
Therefore, the collected data and measurement items were shown to be appropriate for factor analysis. Cumulative variance explanatory power was shown to be 58.4% at the least and 71.2% at the greatest, and the representation of variables through factor analysis was secured.
Fifth, the conditional compensation of the transactional leadership was statistically shown to have a significantly negative effect, and the exceptional management was shown to have a significantly positive effect on organizational citizenship behavior. Such result may indicate that reward-oriented system, in which the reward is given either based on the set standard or at an ambiguous situation where the performance cannot be measured, should be considered with prudence.
First, the charisma and individual consideration of the transformational leadership showed significantly positive effect on the organizational commitment, and the inspirational motivation and intellectual stimulation did not show significant effect. The elements of transformational leadership can create positive emotions through organization’s goal achievement or citizenship behavior, which are one of the organization members’ activities, to effect on the organizational commitment.
The result of structural equation modeling analysis between the research units is as shown in Table 5. First, the fitness of research model was shown to be good, as the following: x2=2464.623(p=.000, df=1299), GFI=0.860, AGFI=0.840, CFI=0.938, NFI=0.879, IFI=0.939, TLI=0.932, RMR=0.038, RMSEA=0.040. Furthermore, the hypothesis testing result for the structural model was as follows.
Therefore, the purpose of this study can be summarized as follows. First, the positive effect of CEO leadership styles (transformational leadership, transactional leadership, and servant leadership) were empirically examined, on the organizational commitment of the organization members in small and medium-sized businesses in the fields of electric, electronics, and IT. Second, the leadership styles(transformational leadership, transactional leadership, and servant leadership) of CEO at small and medium-sized enterprises in the fields of electric, electronics, and IT were empirically examined for their significant effect on organizational citizenship behavior of the organization members.
Fourth, as the result of hypothesis testing between transformational leadership and organizational citizenship behavior, the path coefficient for charisma was .358(t-value=2.959, p<.01), which was significant.
Fourth, the charisma of transformational leadership was shown to have a significantly positive effect on organizational citizenship behavior; and the inspirational motivation, intellectual stimulation, and individual consideration did not show a significant effect. Therefore, if the transformational leadership can inspirit charisma towards subordinates, which is an element boosting up the organizational effectiveness, and consistently strive to enhance organizational commitment and job satisfaction of organizational effectiveness, it will produce positive effect on enhancing the organizational citizenship behavior.
Second, as the result of hypothesis testing between transactional leadership and organizational commitment, the two factors of conditional compensation and exceptional management did not show a statistically significant effect. Third, as the result of hypothesis testing between servant leadership and organizational commitment, the path coefficient of emotional healing was .
Sixth, between the servant leadership and organizational citizenship behavior, the path coefficient of wisdom was .413(t-value=2.539, p<.05) and the organizational stewardship was .250(t-value=2.178, p<.05), which were shown to be significant.
Sixth, the wisdom and organizational stewardship of servant leadership were shown to have a significantly positive effect on the organizational citizenship behavior; and altruistic calling, emotional healing, and persuasiveness did not show a significant effect. For organizational members to work toward their common goal the servant leadership should take a role in providing environment that supports their physical and mental conditions, which satisfies their emotional needs; this will in turn motivate the organizational citizenship behavior.
Third, as the result of hypothesis testing between servant leadership and organizational commitment, the path coefficient of emotional healing was .218(t-value=2.093, p<.05), and the path coefficient of wisdom was .239 (t-value=1.803, p<.10), which were shown to be significant.
Third, the emotional healing, wisdom, and organizational stewardship of the servant leadership were shown to have a significantly positive effect on the organizational commitment, and the altruistic calling and persuasiveness did not show a significant effect. In order for the servant leadership to have significantly positive effect on organizational commitment, it will need emotional healing, wisdom, and organizational stewardship.
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