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NTIS 바로가기한국콘텐츠학회논문지 = The Journal of the Korea Contents Association, v.18 no.9, 2018년, pp.178 - 198
고현미 (단국대학교 대학원 경영학과) , 김달원 (단국대학교 대학원 경영학과) , 박재춘 (단국대학교 경영학부)
This study examines the effects of transformational leadership on helping behavior for the secretary workers. We also demonstrate comprehensively the moderating effects of job resources(LMX) and job demands(utilization of mobile devices after work) on the relationship between transformational leader...
핵심어 | 질문 | 논문에서 추출한 답변 |
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변혁적 리더십의 하위요인은 무엇으로 구분되는가? | 변혁적 리더십의 하위요인은 카리스마, 지적자극, 개별적 배려 및 영감적 동기부여 등으로 구분된다[13]. 4가지 하위차원[10][22]으로 카리스마(charisma) 혹은 이상화된 영향력(idealized influence)은 리더의 권력, 자신감 및 탁월한 이상에 대한 인식에 따라 구성원들이 자신의 리더에게 부여한 속성을 의미한다. | |
조직목표에 관한 관심과 목표달성을 위한 코칭과 역할모델로서 리더십이 중요한 이유는 무엇인가? | 즉, 직무요구가 덜한 업무환경에서는 자기개념 동기부여이론(self-concept motivational theory[115])에 기초한 중간관리자들의 변혁적 리더십이 발휘될수록 비서들의 도움행동이 강화된다는 것이다. 마지막으로 직무요구가 덜한 업무환경이더라도 중간관리자들의 변혁적 리더십이 부족한 경우에는 노동자들의 도움행동을 이끌어내지 못한다는 것이다. 이는 조직목표 달성을 위한 적정한 업무설계가 부족한 상황에서 공동의 목표나 이익의 달성에 필요한 중간관리자들의 리더십이 부족한 경우, 구성원들은 목표달성을 위한 내재적 동기부여가 낮을 수밖에 없고, 결국 조직의 지속 가능한 성장을 위한 자발적 행동이 낮을 수밖에 없다는 것이다. 따라서 비서직 노동자들의 도움행동을 강화하기 위해서는 구성원들이 조직목표에 관한 관심과 목표달성을 위한 코칭과 역할모델로서 리더십을 발휘하는 것이 무엇보다 중요하다 하겠다. | |
변혁적 리더십은 무엇인가? | 마지막으로 개별적 배려(individual consideration)는 리더가 구성원들의 관심사를 경청하고, 피드백하며, 멘토링이나 코칭 하는 정도를 의미한다. 즉 변혁적 리더십은 리더와 추종자들이 서로도와 더 높은 수준의 사기와 동기부여에 이르는 과정으로[22], 이를 통해 조직성과를 제고하는 과정이다. |
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