본 연구는 기업 경영에서 리더십 연구의 중요성을 이해하고 금융업 중, 은행 종사자를 대상으로 상사의 리더십(변혁적, 거래적, 서번트)이 부하의 셀프리더십과 조직유효성(조직몰입, 조직시민행동)에 어떠한 영향을 미치는지를 실증적으로 분석하였다. 특히 본 연구는 상사의 리더십 유형과 부하의 셀프리더십 영향관계를 분석하여 부하의 셀프리더십을 향상 시키는 적합한 상사의 리더십 유형이 무엇인지를 밝히고자 하였으며, 이를 통해 조직몰입과 조직시민행동을 높일 수 있는지를 규명하고자 하였다. 따라서 국내 서울/경기지역에 위치한 대기업 은행의 약 50여개 영업점 직원들을 대상으로 자기 응답형식 방법으로 설문조사를 진행하였고, 유효한 338명의 데이터를 바탕으로 구조방정식 모형 분석으로 통계분석을 실시하였으며, 분석결과는 다음과 같다. 상사의 변혁적, 서번트 리더십은 부하의 셀프리더십에 긍정적인 영향을 미치며, 거래적 리더십은 유의한 영향을 미치지 못하는 것으로 분석되었다. 또한 셀프리더십은 조직몰입과 조직시민행동에 긍정적인 영향을 미치고 있음이 확인되었다. 이에 본 연구는 다양하고 복잡한 은행 업무환경에서 조직구성원들을 하나로 융합시키고 셀프리더십을 높일 수 있는 상사의 리더십 유형을 실증적으로 규명하였다는 것에 연구의의가 있다고 할 수 있다.
본 연구는 기업 경영에서 리더십 연구의 중요성을 이해하고 금융업 중, 은행 종사자를 대상으로 상사의 리더십(변혁적, 거래적, 서번트)이 부하의 셀프리더십과 조직유효성(조직몰입, 조직시민행동)에 어떠한 영향을 미치는지를 실증적으로 분석하였다. 특히 본 연구는 상사의 리더십 유형과 부하의 셀프리더십 영향관계를 분석하여 부하의 셀프리더십을 향상 시키는 적합한 상사의 리더십 유형이 무엇인지를 밝히고자 하였으며, 이를 통해 조직몰입과 조직시민행동을 높일 수 있는지를 규명하고자 하였다. 따라서 국내 서울/경기지역에 위치한 대기업 은행의 약 50여개 영업점 직원들을 대상으로 자기 응답형식 방법으로 설문조사를 진행하였고, 유효한 338명의 데이터를 바탕으로 구조방정식 모형 분석으로 통계분석을 실시하였으며, 분석결과는 다음과 같다. 상사의 변혁적, 서번트 리더십은 부하의 셀프리더십에 긍정적인 영향을 미치며, 거래적 리더십은 유의한 영향을 미치지 못하는 것으로 분석되었다. 또한 셀프리더십은 조직몰입과 조직시민행동에 긍정적인 영향을 미치고 있음이 확인되었다. 이에 본 연구는 다양하고 복잡한 은행 업무환경에서 조직구성원들을 하나로 융합시키고 셀프리더십을 높일 수 있는 상사의 리더십 유형을 실증적으로 규명하였다는 것에 연구의의가 있다고 할 수 있다.
This research recognizes the importance of the study on leadership for the management of enterprises. Among the financial institutes, the employees at the banks were targeted in this study to empirically analyze the effects of superiors' leadership (transformational leadership, transactional leaders...
This research recognizes the importance of the study on leadership for the management of enterprises. Among the financial institutes, the employees at the banks were targeted in this study to empirically analyze the effects of superiors' leadership (transformational leadership, transactional leadership, and servant leadership) on the subordinates' self-leadership and organizational effectiveness (organizational commitment and organizational citizenship behavior). In particular, this study analyzed the influencing relationship between the superior's leadership style and the subordinates' self-leadership, to identify the leadership style most suitable for enhancing the subordinates' self-leadership and to further determine if it can lead to the enhancement of organizational commitment and organizational citizenship behavior. The employees at approximately 50 branches of domestic large corporate banks located in Seoul and Gyeonggi area were targeted, and the survey was conducted in the form of self-response questionnaire. The statistical analysis was conducted on a total of 338 valid data by using structural equation modeling analysis. The result of the analysis was as follows. The transformational and servant leadership of the superior had a positive effect on the self-leadership of the subordinate, and transactional leadership did not show a significant effect. Furthermore, self-leadership was shown to have a positive effect on organizational commitment and organizational citizenship behavior.
This research recognizes the importance of the study on leadership for the management of enterprises. Among the financial institutes, the employees at the banks were targeted in this study to empirically analyze the effects of superiors' leadership (transformational leadership, transactional leadership, and servant leadership) on the subordinates' self-leadership and organizational effectiveness (organizational commitment and organizational citizenship behavior). In particular, this study analyzed the influencing relationship between the superior's leadership style and the subordinates' self-leadership, to identify the leadership style most suitable for enhancing the subordinates' self-leadership and to further determine if it can lead to the enhancement of organizational commitment and organizational citizenship behavior. The employees at approximately 50 branches of domestic large corporate banks located in Seoul and Gyeonggi area were targeted, and the survey was conducted in the form of self-response questionnaire. The statistical analysis was conducted on a total of 338 valid data by using structural equation modeling analysis. The result of the analysis was as follows. The transformational and servant leadership of the superior had a positive effect on the self-leadership of the subordinate, and transactional leadership did not show a significant effect. Furthermore, self-leadership was shown to have a positive effect on organizational commitment and organizational citizenship behavior.
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문제 정의
This research recognizes the importance of the study on leadership for the management of enterprises. Among the financial institutes, the employees at the banks were targeted in this study to empirically analyze the effects of superiors’ leadership (transformational leadership, transactional leadership, and servant leadership) on the subordinates’ self-leadership and organizational effectiveness (organizational commitment and organizational citizenship behavior).
The aim of this study is to find the effect of superiors’ transformational, transactional, and servant leadership on the subordinates’ self-leadership, and to empirically investigate if self-leadership has a positive effect on organizational commitment and organizational citizenship behavior.
가설 설정
In the previous studies on superiors’ leadership, the empirical studies have been conducted by generally distinguishing the leadership styles as follows. First, transformational leadership induces trust and belief of the subordinates. The leader selects definite goal for the subordinates, to provide appropriate stimulation leading to performances of the organization and satisfaction of the members[3].
[Hypothesis 1] The transformational leadership of a superior will have a positive effect on the self-leadership of the subordinates.
[Hypothesis 2] The transactional leadership of a superior will have a positive effect on the self-leadership of the subordinates.
[Hypothesis 3] The servant leadership of a superior will have a positive effect on the self-leadership of the subordinates.
[Hypothesis 4] The self-leadership will have a positive effect on the organizational commitment.
[Hypothesis 5] The self-leadership will have a positive effect on the organizational citizenship behavior.
제안 방법
Among the financial institutes, the employees at the banks were targeted in this study to empirically analyze the effects of superiors’ leadership (transformational leadership, transactional leadership, and servant leadership) on the subordinates’ self-leadership and organizational effectiveness (organizational commitment and organizational citizenship behavior).
In this study, the effect of superiors’ leadership (transformational, transactional, and servant) on the subordinates’ self-leadership and the significant effect of self-leadership on organizational effectiveness (organizational commitment and organizational citizenship behavior) were highlighted by using empirical analysis.
The 6 questions from the study by Chang & Chong[32], which were tested for reliability and validity, were used after modifying according to the objective of this study.
The 5 questions from the study by Koo, Jung, & Eu[30], which were tested for reliability and validity, were used after modifying according to the objective of this study.
The aim of this study is to find the effect of superiors’ transformational, transactional, and servant leadership on the subordinates’ self-leadership, and to empirically investigate if self-leadership has a positive effect on organizational commitment and organizational citizenship behavior. This study developed the following research model, based on the previous studies and theoretical foundation, and the hypotheses were set.
The 4 questions from the study by Kim & Kim[34], which were tested for reliability and validity, were used after modifying according to the objective of this study.
The four questions from the study by Kil & Kwahk[36], which were tested for reliability and validity, were used after modifying according to the objective of this study.
of 2014, on the employees at about 50 branches of domestic large corporate banks within Seoul and Gyeonggi areas. The survey was conducted in the form of self-response questionnaires. In order to obtain good responses on the survey, cooperation was obtained from the related personnel such as sales department manager and the branch manager.
Therefore, the reliability is shown to be high. Furthermore, in order to test validity, the exploratory factor analysis was conducted through Varimax rotation. The analysis result showed that the loading values for all factors were 0.
In this study, confirmatory factor analysis was performed in order to derive measurement model for each research units for the measurement items. The fitness was evaluated to derive optimal configuration of each item, and the following were used: χ², GFI, AGFI, CFI, RMR.
To test the research model in this study, the measurement model which was derived from exploratory factor analysis and confirmatory factor analysis was reconstructed into structural equation model to fit for hypothesis. AMOS 18.
In particular, this study analyzed the influencing relationship between the superior’s leadership style on the subordinates’ self-leadership, to identify the leadership style most suitable for enhancing the subordinates’ self-leadership and to further determine if it can lead to the enhancement of organizational commitment and organizational citizenship behavior.
대상 데이터
The survey of this study was conducted for approximately 45 days, from November 15th to December 28th of 2014, on the employees at about 50 branches of domestic large corporate banks within Seoul and Gyeonggi areas. The survey was conducted in the form of self-response questionnaires.
In order to obtain good responses on the survey, cooperation was obtained from the related personnel such as sales department manager and the branch manager. A total of 400 questionnaires were distributed, and 362 were collected. Among these, 24 questionnaires were excluded from this study due to insufficient responses, and the 338 (84.
A total of 400 questionnaires were distributed, and 362 were collected. Among these, 24 questionnaires were excluded from this study due to insufficient responses, and the 338 (84.5%) questionnaires were used in this study.
데이터처리
This study used the Pearson correlation coefficient, which is most commonly used, for the correlation analysis. [Table 3] shows the result of correlation analysis between the variables.
이론/모형
For the organizational commitment in organizational effectiveness, the measurement tool developed by Meyer, Allen, & Smith[33] was used.
For self-leadership, the measurement tool from the study by Neck & Houghton[31] was used.
For servant leadership, measurement tool from the study by Barbuto & Wheeler[24] was used.
The transformational leadership and transactional leadership were based on the MLQ (Multifactor Leadership Questionnaire), which is the measurement tool developed by Bass & Avolio[29].
To test the research model in this study, the measurement model which was derived from exploratory factor analysis and confirmatory factor analysis was reconstructed into structural equation model to fit for hypothesis. AMOS 18.0 was used to determine statistical significance of the hypothesis. The maximum likelihood was used for parameter estimation, and the results are shown in [Table 4].
성능/효과
The leader can provide reward or penalty to motivate the subordinates to enhance their performances[4]. Third, servant leadership is having respect for the subordinates and providing opportunities for them to express their creativity. The organization is led to become a true community, which would enhance the organizational effectiveness[5].
Furthermore, this study analyzed the influencing relationship between superiors’ leadership style and subordinates’ self-leadership, and the appropriate superiors’ leadership style that enhances subordinates’ self-leadership was identified to determine if this can enhance organizational commitment and organizational citizenship behavior.
[Hypothesis 2] “The transactional leadership will have significantly positive effect on self-leadership” was not supported, with the standardized coefficient of -.018(t=-0.191, p>.10).
First, the transformational leadership of a superior was shown to have a positive effect on the self-leadership of the subordinates. This supports the previous study by Ma & Oh[14].
Third, the servant leadership of a superior was shown to have a positive effect on the self-leadership of the subordinates. This supports the previous study by Barbuto & Wheeler[24], Kim & Jung[25].
Third, the superiors’ leadership was only distinguished into the three categories of transformational, transactional, and servant leadership.
Fourth, the self-leadership of the subordinates was shown to have significantly positive effect on the organizational effectiveness of organizational commitment and organizational citizenship behavior. This is in line with the study by Oh & Yook[27], Lee & Yang[28].
후속연구
Second, among the financial institutes, only the employees at banks were targeted. More surveys should be conducted on the employees at other financial institutes, such as insurance, stocks, and credit card companies, so that multi-dimensional analysis could be conducted. Third, the superiors’ leadership was only distinguished into the three categories of transformational, transactional, and servant leadership.
참고문헌 (36)
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