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NTIS 바로가기한국산학기술학회논문지 = Journal of the Korea Academia-Industrial cooperation Society, v.16 no.12, 2015년, pp.8210 - 8221
문지영 (라이트 매니지먼트) , 이정훈 (성균관대학교 경영전문대학원)
The goal of this study is to examine the effects of a leader's behavioral integrity on subordinates' intention to leave with the mediating roles of their cognitive and affective trust in their leader. After collecting data from 357 employees in a variety of organizations, we tested hypotheses with s...
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핵심어 | 질문 | 논문에서 추출한 답변 |
---|---|---|
신뢰란? | 신뢰(trust)는 상대방의 의도나 행동에 대해 긍정적인 기대를 하는 것을 의미한다[17]. 또한 신뢰는 상대방에 대한 감시나 통제 없이도 상대방이 기대에 어긋나지 않게 행동할 것이라고 믿기 때문에 그에 따른 불확실성을 감수한다[18]. | |
Simons는 행동적 성실성을 어떻게 정의했는가? | 성실성(integrity)은 정직(honesty), 공정(fairness), 신실함(sincerity), 그리고 신뢰감(trustworthiness)과 같은 개인의 특성으로[4,5] 학자에 따라 성실성을 도덕적이고 윤리적인 개념으로 보기도 하고 별개로 보기도 한다. Simons[6]는 성실성의 개념을 발전시켜 행동적 성실성 (behavioral integrity)을 ‘행위자의 말과 행동의 일치를 인식하는 정도’로 정의했다. 성실성에는 도덕적인 측면이 있지만, 행동적 성실성은 원칙에 대한 도덕성은 고려하지 않고 언급한 원칙이 행동과 일치하는 정도에 초점을 두었다[7]. | |
리더의 행동적 성실성은 무엇의 기준이 되는가? | 이러한 리더의 특성 중 중요한 요인은 리더의 행동적 성실성이다. 이것은 리더를 따라야 할지 말지 결정할 때 수반되는 불확실성을 줄이는 판단 기준이 된다[1,2]. 조직원들의 만족을 고객 만족보다 더 우선시하겠다고 하면서 정작 직원 복지나 성과에 대한 공정한 분배가 이뤄지지 않는다면, 또는 회사의 정보를 공유하겠다고 하면서 몇몇 사람들로만 제한한다면 조직과 구성원 간 신뢰는 쌓기 어려울 것이다. |
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