[논문]진성리더십이 조직시민행동 및 직무성과에 미치는 영향: 조직분위기 매개효과를 중심으로

탁진규; 노태우

doi:10.5392/jkca.2016.16.10.206

진성리더십이 조직시민행동 및 직무성과에 미치는 영향: 조직분위기 매개효과를 중심으로
How can Authentic Leadership Affect Organizational Citizenship Behavior and Job Performance?: The Role of Organizational Climate as a Mediator 원문보기

한국콘텐츠학회논문지 = The Journal of the Korea Contents Association, v.16 no.10, 2016년, pp.206 - 225

탁진규 (서울과학종합대학원 경영학과) , 노태우 (순천향대학교 국제통상학과)

초록
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본 연구에서는 상사의 진성리더십이 조직분위기, 조직시민행동 및 직무성과에 미치는 영향을 분석함으로써 진성리더십의 중요성에 대한 시사점을 제시하는데 그 목적이 있다. 특히, 조직분위기가 조직 내에서 리더의 역할과 구성원들 간의 긴장 관계를 완화해준다는 기존 연구에 따라 진성리더십과 직무성과 간의 관계에서 조직분위기의 매개역할을 실증적으로 살펴보고자 하였다. 국내에서 다양한 업종에 종사하는 구성원을 대상으로 설문을 실시하였으며, 회수된 설문지 총 444부가 분석에 사용되었고, 통계분석은 SPSS/WIN 24.0과 STATA 14.0 통계패키지를 사용하여 구조방정식으로 검증하였다. 연구결과를 요약하면, 첫째, 상사의 진성리더십은 조직분위기, 조직시민행동 및 직무성과에 정(+)의 영향을 미쳤다. 둘째, 조직분위기는 조직시민행동과 직무성과에 정(+)의 영향을 미쳤다. 셋째, 조직시민행동은 직무성과에 정(+)의 영향을 미쳤다. 넷째, 진성리더십과 조직시민행동, 직무성과 간의 관계에 있어서 조직분위기는 매개역할을 하였다. 본 연구결과가 함의하는 바는, 기존의 진성리더십 연구에서 고려하지 않았던 조직분위기의 효과성을 검증함으로써 향후 진성리더십 연구에 새로운 관점을 제시하였다는 점에서 의미를 둘 수가 있다.

Abstract ▼ AI-Helper

This study analyzes the effect of authentic leadership on organizational climate, organizational citizenship behavior, and job performance to suggest the implications behind the growing importance of authentic leadership. In particular, this study substantiates existing arguments that organizational climate moderates the tension between leaders and employees by investigating the mediating effects of organizational climate on the relationship between authentic leadership and job performance. A survey was conducted on employees of various business areas in Korea, and 444 responses were used in statistical analysis which was performed using SPSS/WIN 24.0 and STATA 14.0 statistics package and verified using structural equations. The analysis results showed that 1) authentic leadership has positive effects on organizational climate, organizational citizenship behavior, job performance; 2) organizational climate has positive effects on organizational citizenship behavior and job performance; 3) organizational citizenship behavior has a positive effect on job performance; and 4) organizational climate performs a mediating role in the relationships among authentic leadership, organizational citizenship behavior, and job performance. By including organization climate's mediating effect as a factor in the research on authentic leadership, this study presents a new perspective for future studies on leadership.

주제어

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문제 정의

The purpose of this research is to demonstrate the effect of authentic leadership on organizational climate, organizational citizenship behavior, and job performance. In doing so, this study develops a theoretical model for authentic leadership that is applicable to all levels of supervisors within the company organization, and explores a structural model on the mediating effects of organization climate on the relationships among authentic leadership, organizational citizenship behavior, and job performance.
901%, which is more than half of the explanatory power. Therefore, additional analysis was performed to check the severity of the common method bias. Common method bias is said to exist when the correlation coefficient among the latent variables is high (>0.
This study looked at how authentic leadership affects organizational climate, organizational citizenship behavior, and job performance, and how organizational climate mediates the relationships among authentic leadership, organizational citizenship behavior, and job performance. In addition, the study further investigated the relationship between organizational citizenship behavior and job performance.
Third, while studies on authentic leadership have been conducted based on specific locality or business area, this research expanded its survey sample to include employees working in diverse business areas. Thus, the results of this research has greater universality in its demonstration of the relationships among antecedents. Fourth, most studies on authentic leadership have targeted CEOs as the basis of their research, however, this study targeted all levels of supervisors within the organization (e.

가설 설정

For H5, the path coefficient between organizational climate and job performance was .401 (T=9.350, p<0.001), implying that higher perception of organizational climate leads to higher job performance.
H1 Authentic leadership has a significant impact on organizational climate.
H2 Authentic leadership has a significant impact on organizational citizenship behavior.
H3 Authentic leadership has a significant impact on job performance.
H4 Organizational climate has a significant impact on organizational citizenship behavior.
H5 Organizational climate has a significant impact on job performance.
H6 Organizational climate has a mediating role in the relationship between authentic leadership and organizational citizenship behavior.
H7 Organizational climate has a mediating role in the relationship between authentic leadership and job performance.
H8 Organizational citizenship behavior has a significant effect on job performance.

제안 방법

Based on the analysis results, this study suggests the practical implications for authentic leadership required by the ‘new normals’ of this age, namely, low growth, low consumption, high unemployment, and high uncertainty.
First, amid the little progress and lack of empirical studies in the research on authentic leadership despite their growing need, this research contributed to the theoretical understanding of authentic leadership by closely examining the effect of authentic leadership on employees’ organizational citizenship behavior and job performance.
Despite the theoretical and practical implications of this study, the following limitations exist. First, the relationships among the variables may have common method bias due to the fact that their measurement was conducted based on self-report. Therefore, future research should conduct separate surveys on leaders and employees to resolve the issue of common method bias.
That is, while authentic leadership is an important phenomenon for any organization, many recent studies have focused on demonstrating its effect in private firms, and therefore, this study expanded the scope of its subject to include not only private firms but also public institutions and public firms. Fourth, this study expands the usual subjects in authentic leadership research, namely CEOs, to supervisors (e.g. team leaders) within the organization to confirm that authentic leadership can indeed be applied to all leaders within the company [11].
This study looked at how authentic leadership affects organizational climate, organizational citizenship behavior, and job performance, and how organizational climate mediates the relationships among authentic leadership, organizational citizenship behavior, and job performance. In addition, the study further investigated the relationship between organizational citizenship behavior and job performance. The results gained from the constructs of the structural equation model can be summarized as follows.
The purpose of this research is to demonstrate the effect of authentic leadership on organizational climate, organizational citizenship behavior, and job performance. In doing so, this study develops a theoretical model for authentic leadership that is applicable to all levels of supervisors within the company organization, and explores a structural model on the mediating effects of organization climate on the relationships among authentic leadership, organizational citizenship behavior, and job performance. Based on the analysis results, this study suggests the practical implications for authentic leadership required by the ‘new normals’ of this age, namely, low growth, low consumption, high unemployment, and high uncertainty.
First, amid the little progress and lack of empirical studies in the research on authentic leadership despite their growing need, this research contributed to the theoretical understanding of authentic leadership by closely examining the effect of authentic leadership on employees’ organizational citizenship behavior and job performance. Second, this study uniquely looked at the mediating effects of organizational climate which has so far been neglected in previous research. Third, while studies on authentic leadership have been conducted based on specific locality or business area, this research expanded its survey sample to include employees working in diverse business areas.
The investigation conducted in this study contributes in mending this gap by looking into the relationships between the supervisors’ authentic leadership and the employees’ organizational citizenship behavior and job performance.
To see the effect of authentic leadership on organizational climate, organizational citizenship behavior, and job performance as well as to demonstrate the mediating effects of organizational climate, a structured survey was conducted. The survey questionnaire was constructed by modifying those used in previous literature and consulting with experts on leadership research. The measurement was made in a 5-point Likert scale.
Second, this study uniquely looked at the mediating effects of organizational climate which has so far been neglected in previous research. Third, while studies on authentic leadership have been conducted based on specific locality or business area, this research expanded its survey sample to include employees working in diverse business areas. Thus, the results of this research has greater universality in its demonstration of the relationships among antecedents.
This study investigates the relationships among authentic leadership, organizational climate, organizational citizenship behavior, and job performance by testing the hypotheses above through the original research model illustrated in [Figure 1].
To analyze the research model proposed in this study, a survey was conducted on employees working in various business areas (service, construction/ manufacturing, finance/insurance, IT, public corporations /government employees, research institutions/research centers) in Korea over a three week period from April 5 to 24, 2016. 560 questionnaires were distributed and 460 (82%) responses were collected.
To reduce the problems occurring from common method bias, first, the survey emphasized the anonymity of the responses and that the responses will be only used for statistical analysis purposes to encourage honest answers. second, the measurement items of the variables were randomly placed to minimize possible prediction of the relationship between variables[73].
To see the effect of authentic leadership on organizational climate, organizational citizenship behavior, and job performance as well as to demonstrate the mediating effects of organizational climate, a structured survey was conducted. The survey questionnaire was constructed by modifying those used in previous literature and consulting with experts on leadership research.

이론/모형

The survey questionnaire was constructed by modifying those used in previous literature and consulting with experts on leadership research. The measurement was made in a 5-point Likert scale. The definitions of each variable is listed in [Table 1].

성능/효과

First, it was found that authentic leadership had a significant impact on organizational climate. This result corroborates with previous researches that suggested the positive effect of authentic leaders on forming a positive organizational climate[9][42].
Organizational climate was also found to have a significant impact on job performance, which was previously suggested by [35][58]. Fourth, organizational climate was found to have a mediating effect on authentic leadership, organizational citizenship behavior, and job performance. Fifth, organizational citizenship behavior showed to have a significant impact on job performance, which is in accordance to [45].
Second, the new normals of this age such as low growth, low consumption, high unemployment, and high uncertainty have been triggering M&A among companies and higher job turnover, and the resulting increase organizational flexibility has promoted a nomad effect among employees.
The average variance extracted (AVE) and construct reliability (CR) was calculated to check the convergent validity of the measurement items, and it was found that all AVE, CR values were above the cut-off criterion (AVE>0.5, CR>0.7)[71], ensuring the convergent validity of all measurement items.
The organizational climate and its effect discussed in this study can be understood as universal, however, future studies will benefit from studying organizational climate based on the characteristics of the organization. Third, in measuring organizational climate, the indicators used were communication and interaction, but additional indicators such as goal setting, management control may be helpful in providing more insight.
Third, organizational climate was found to have a significant impact on organizational citizenship behavior. This is in agreement with Paulin et al.
Unrotated factor analysis on the four variables’ measurement items resulted in four factors with explanatory power with eigenvalues above 1.0, and of the four, the factor with the highest eigenvalue accounted for 44.901%, which is more than half of the explanatory power.

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용어 설명: PCR은 세균 특이성이 있는 primer를 이용하여 적은 수의 세균이 있을지라도 쉽게 검출할 수 있는 유용한 방법이며, 이를 이용하여 구강 내 치면세균막이나 타액에서 직접 세균을 검출할 수 있게 되었다[8].

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