변혁적 리더십 , 진성 리더십이 LMX 와 조직몰입에 미치는 영향에 관한 연구

• 영문명: A Study on the Effects of Transformational and Authentic Leadership on LMX and Organizational Commitment
• 발행기관: 리더십학회
• 저자명: 한봉주(Bong-Ju Han)
• 간행물 정보: 『리더십연구』제6권 제3호, 87~124쪽, 전체 38쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2015.09.30

국문 초록

본 연구는 변혁적 리더십과 진성 리더십을 동시에 고려하여 LMX 와 조직몰입에미치는 직․간접적인 인과관계 분석을 통해 , 구성원의 태도나 행동을 향상시키는 효과적인 리더십을 제시하고 조직경영방안에 도움을 주는데 목적이 있다 . 분석을 위한 자료는 2012년 10 월부터 12 월까지 회수한 147 부 설문지를 활용하였다 . 그리고 분석 과정에서는 변수 간 관계에 영향을 미치는 잠재적인 동일방법요인이 측정변수에 영향을 주는 것으로 가정하여 동일방법편의에 의한 변수 간 공분산의 문제를 해결하고자 하였다 . 본 연구의 결과는 첫째 , 진성 리더십이 LMX 및 조직몰입에 긍정적인 영향을 미치는 반면 , 변혁적 리더십은 미치는 영향이 없는 것으로 나타났다 . 둘째 , 리더십과 조직몰입 간의 관계에서 LMX 매개효과가 없는 것으로 나타났다 . 연구의 시사점으로는 첫째, LMX 와 조직몰입을 높이기 위해서는 진성 리더십이 변혁적 리더십 보다 효과적이다. 이러한 진성 리더십을 개발하기 위해, 기업은 진성 리더의 목표와 조직 목표 간의 일체성 (personal & organizational identification) 강화 , 경쟁담화 (competing narratives)를 통한 자기인식 향상 , 긍정적 감정과 행동의 확산 (positive emotion and behavioral model contagion), HR 제도와 방법론을 갖추어야 한다 . 둘째 , 진성 리더십이 LMX을 통해 조직몰입에 긍정적인 영향을 미치기 위해서는 그에 대한 연결고리인 다양한 매개요인들이 가지는 서로 다른 기제의 영향력을 연구할 필요가 있다 .

영문 초록

The leadership paradigm in the 21st century needs to change. In particularly, it should be noted that authentic leadership changes employees attitudes and behaviors through uplifting their positive psychology away from the leader's style or skill to raise short-term for business performance improvement. This study aims to examine the effects of transformational and authentic leadership as antecedent simultaneously, and LMX a mediating variable, on organizational commitment and explore both direct and indirect causal relationships between these by the type of leadership. Data for analysis were collected through questionnaires from 147 employees from October to December 2009. To test the hypotheses, structural equation model was employed. The research model was constructed through a single-method-factor approach in order to control the effect of an unmeasured latent common method biases. The model is shown as adequately fitting to the data. The results of the research are summarized as follows. First, Authentic Leadership hasa positive and significant effect on LMX and organization commitment, whereas Transformational Leadership has no effect on them. Authentic leader builds LMX relationship with an employee who has their values n d beliefs of a similar authentic leader through having role-making process and social exchange with each employee in order to achieve the goals of the organization. And authentic leader holds to remain in their organization of an employee on formation of trust with him or her through expressing their true thoughts and feelings as well as sharing information. In addition, authentic leader improves organizational commitment of an employee who identify with the goals of the organization through participating in the decision-making in order to collect a variety of views and opinions of an employee. On the other hand, transformational leader who has transformational appearance but lacks the authenticity and truthfulness of the inner and promote their own interests only, and exists in the gap between the usual skill and transformational leader's words and actions, doesn’t have positive effect on an employee attitudes and behaviors. Second, the mediating effects of LMX in the relationship between leadership (transformational and authentic) and organizational commitment were not verified. Authentic leader builds LMX relationship with an employee who has their values a nd beliefs of a similar authentic leader, but not effect on organizational commitment. So a variety of variables that connects between LMX and organizational commitment need to find. In conclusion of this study, authentic leadership is more effective a positive influence on LMX and organizational commitment then transformation leadership. Therefore, for developing authentic leadership, it is important for corporations to make an identification of leader goals and organizational goals, improve self-awareness through competing narratives, spread positive emotions and behaviors (positive emotion and behavioral model contagion), provide HR systems and methodologies. In order to have a positive impact authentic leadership on organizational commitment through LMX, More studies need to be conducted about the mediating effects of various mediating variables in the relationship between LMX and organizational commitment.

목차

I. 서 론

II. 선행 연구의 검토 및 가설의 설정

III. 연구 방법

IV. 실증 분석

VI. 결론

키워드

변혁적 리더십 진성 리더십 조직몰입 Transformational Leadership Authentic Leadership LMX Organizational Commitment