Journal of Digital Convergence (디지털융복합연구)

The Society of Digital Policy and Management (한국디지털정책학회)
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A Study on the Influence of Empowering-Leadership to Creativity and Job attitude

임파워링 리더십이 직무태도 및 창의성에 미치는 영향에 관한 연구 - 조직문화의 매개효과를 중심으로 -

  • Lee, Sun-Kyu (Dept. of Business School, Kumoh National Institute of Technology) ;
  • Son, Kyu-Hwan (Dept. of Business School, Kumoh National Institute of Technology) ;
  • Kang, Eun-Gu (Dept. of Business School, Kumoh National Institute of Technology) ;
  • Kim, Young-Hyung (Dept. of Business School, Kumoh National Institute of Technology)
  • Received : 2014.06.18
  • Accepted : 2014.08.20
  • Published : 2014.08.28
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Abstract

The empowering leadership as perceived by the members of the organization have an influence on the psychological attitudes of them toward their jobs, and again these psychological attitudes might affect their Organizational culture type. Thus, this study tried to mediating effects of Organizational Culture on the relationships between Empowering-Leadership and Creativity and Job attitude. The results of this study are as followings; First, Empowering-leadership is positively related to Creativity, Organizational commitment and Job satisfaction. except leading by example & participative decision-making in organizational commitment of Job attitude. Second, the mediating effects of Organizational culture had a significant effects on part of relationships in each variable. Results indicated that managing Organizational culture is contributed to the member's attitude and organization performance so that the supervisor should make efforts to develop managing skill in their Organizational culture to fit their nature.

임파워링 리더십은 조직구성원들에게 자신의 직무에 대한 긍정적인 심리적 태도를 형성시키고, 이렇게 형성된 심리적 태도는 조직 문화에 영향을 미친다. 따라서 본 연구는 임파워링 리더십이 창의성과 직무태도에 미치는 영향에 대해서 검증하고 조직문화의 매개효과를 검증하였다. 연구결과 첫째, 임파워링 리더십은 창의성과 직무만족, 직무몰입 정의 영향을 미치는 것으로 나타났으나, 임파워링 리더십의 솔선수범 및 참여적 의사결정은 직무몰입에 유의미한 영향을 미치지 못하는 것으로 나타났다. 둘째, 조직문화의 매개효과 검증결과, 각 변수들간의 관계에서 부분적인 매개역할을 하는 것으로 나타났다. 이러한 연구 결과는 조직문화를 관리하는 것은 조직 구성원의 태도 및 성과를 향상시키는 결과를 가져오므로, 관리자는 현 조직의 상태에 맞는 조직문화를 관리하는 능력을 발전 시켜야 함을 시사하는 바이다.

Keywords

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