• 디지털융복합연구
• /
• 제19권8호
• /
• pp.185-193
• /
• 2021

4차 산업혁명 환경 속에서 기업 경쟁력을 높이기 위해서는 디지털 역량을 갖춘 인재를 확보하고, 육성하는 것이 무엇보다 중요하다. 특히 IT 분야에서 요구되는 지식 및 스킬은 새롭게 생성되거나 추가되기 때문에 IT 기업 구성원의 업스킬링(upskilling)과 리스킬링(resklling)을 통한 전문성 향상은 필수적이다. 이에 본 연구는 IT 기업 종사자를 대상으로 관리자의 진성 리더십과 구성원의 직무 열의 관계에서 구성원의 자기주도학습 능력의 매개효과를 분석함으로써 인적자원개발 측면에서 IT 기업의 경쟁력 강화를 이론적 논의와 실천적 시사점을 제언하였다. 연구 결과, 첫째, IT 기업 관리자의 진성 리더십은 구성원의 직무 열의에 정적인 영향을 미치는 것으로 나타났다. 둘째, 구성원의 자기주도학습 능력은 IT 기업 관리자의 진성 리더십과 구성원의 직무 열의 관계에서 부분매개 하는 것으로 나타났다. 즉, 본 연구는 IT 기업 관리자의 진성 리더십이 구성원의 자기주도학습 능력을 촉진시키며, 나아가 직무 열의도 증진시킬 수 있다는 것을 실증하였다.

• 디지털융복합연구
• /
• 제20권5호
• /
• pp.291-295
• /
• 2022

본 연구는 상사유머가 LMX 및 CWX에 미치는 영향, LMX 및 CWX가 부하의 직무만족에 미치는 영향, 상사유머와 부하의 직무만족 간의 관계에서 LMX 및 CWX의 매개효과를 검증하고자 하였다. 가설 검증을 위해 지방 소재기업 내 종업원 230명의 자료를 분석에 활용하였다. 실증분석 결과는 다음과 같다. 첫째, 상사유머는 LMX 및 CWX에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, LMX와 CWX는 부하의 직무만족에 긍정적인 영향을 미치는 것으로 나타났다. 셋째, LMX 및 CWX는 상사유머와 부하의 직무만족 간의 관계를 부분 매개하는 것으로 나타났다. 연구결과를 토대로 연구의 시사점 및 한계점 그리고 향후 연구방향을 제시하였다.

• 지식경영연구
• /
• 제12권4호
• /
• pp.1-15
• /
• 2011

The purpose of this study is to determine abusive supervision and its effect on the resistance to such behavior by workers, and also to determine the moderating roles of subordinate's personalities that can strengthen or weaken the relationship between the abusive supervision and employee behaviors. Because the key factors underlying the choice of individual OCB(Organizational Citizenship Behavior) or organizational OCB have to do with subordinates' concern for the task and relational consequences of their behavior, the analysis focused on Neuroticism, the Big Five domains that represent one's orientations toward task and relational matters, respectively(Costa & McCrae, 1992). For empirical study, survey was performed for the analysis, and a total of 233 was used. The following is a summary of the verification results. First, in the relationships between the use of abusive supervision and employee's OCB, the relationship is negatively correlated to the abusive supervision. Second, moderating effects of subordinates' personalities(neuroticism) between abusive supervision and subordinates' were not verified. Finally, future research will explore the effects of situational variables that affect the extent to which supervisors engage in abusive behavior and how subordinates respond to abusive supervision.

• The Journal of Asian Finance, Economics and Business
• /
• 제7권8호
• /
• pp.543-553
• /
• 2020

The purpose of this study is to investigate factors affecting the leadership capacity of middle managers and then evaluate the corresponding effect on the performance of subordinates in Vietnamese economic and defense enterprises. Data for the study was collected from questionnaire survey of 15 economic and defense enterprises, preceded by in-depth interviews with respondents who are subordinates of the departments/divisions of these enterprises. The research used logistic regression estimator to address econometric issues and to improve the accuracy of the regression coefficients. Our results show that the determinants of the leadership capacity of mid-level managers in defense and economic enterprises include: (i) personal qualities and qualities of managerial officials (understanding, courage), fairness, assertiveness and compliance), and leadership behaviors of two leadership styles - (ii) a transforming leadership style (influenced by ideals, inspirations, concerns) subordinates, stimulating intellect) and (iii) transactional leadership style (rewarding, detecting and handling problems for subordinates). Based on these results, our study suggests that middle managers should possess superior knowledge, care more about subordinates, understand the strengths and weaknesses of each subordinate, always be creative, assertive and courageous people as well as have high standards of competency and morality in order to become outstanding leaders in Vietnamese economic and defense enterprises.

• 동아시아경상학회지
• /
• 제10권2호
• /
• pp.127-137
• /
• 2022

Purpose - The purpose of this research is to test the impact of transformational leadership on subordinates' performance (job performance and creativity) in Chinese companies. In addition, it intends to verify the mediating effect of subordinates' organizational identification on the relationship between transformational leadership and employee performance. Research design, data, and methodology - To this end, a survey was conducted on the members of Chinese companies. Out of 400 returned responses to the final questionnaire, 349 were used for analysis after excluding invalid responses. Data were analyzed using SPSS 24 and AMOS 24. Result - The analysis results are as follows. First, transformational leadership has a direct effect on subordinates' job performance and creativity. Second, transformational leadership was found to increase subordinates' organizational identification. Third, the mediating effect of organizational identification was verified in the relationship between transformational leadership and performance (job performance and creativity). Conclusion -This study analyzed the effect of the transformational leadership on subordinate's job performance and creativity amid the deepening of China's market economy policies after economic opening. The study expands the related studies.

• 서비스연구
• /
• 제7권4호
• /
• pp.83-107
• /
• 2017

본 연구는 맥락 특화적인 서번트 리더십의 제안을 목적으로 항공운수서비스 업종의 승무원 직종을 대상으로 서번트 리더십이 하위직급 리더(사무장)에 대한 부하의 신뢰와 직무몰입에 미치는 영향을 분석하였다. 회귀분석의 결과, 리더신뢰에 대해서는 청지기정신 차원에서 리더 자신이 희생을 보이는 일, 부하들의 의견을 적극 반영하는 일이 영향력을 행사하였다. 공동체형성 차원에서는 협력을 통하여 일하는 것과 원칙 규칙을 지키는 일, 리더가 보상을 추구하지 않는 것, 부하에게 필요한 권한을 주는 것이 유의한 영향을 끼쳤다. 직무몰입에 대해서는 청지기정신 차원에서 부하가 성장할 수 있도록 돕는 일과 리더가 도전적으로 업무에 임하는 것이 유의한 영향력을 행사하였다. 공동체형성의 항목 중에는 리더가 보상을 추구하지 않는 것과 원칙 규칙을 지키는 일이 부하의 직무몰입을 조성하는 것으로 나왔다. 이러한 결과를 바탕으로 본 연구는 기업의 인사책임자에게 재래의 리더십프로그램을 지양하고, 기업이 처한 맥락에 맞는 맞춤형 인재의 선발과 훈련을 제안한다.

• 경영과정보연구
• /
• 제38권2호
• /
• pp.1-28
• /
• 2019

본 연구의 목적은 상사의 특성(권위주의성향, 절차공정성, 직무불안정성)이 비인격적 감독과 리더-멤버 교환관계지각(LMX: leader-member exchange)을 매개로 부하의 조직몰입에 미치는 영향을 실증분석하기 위함이다. 이를 위해 국내 대기업에 종사하는 과장급 이하를 중심으로 설문조사를 실시하였으며 연구결과는 다음과 같다. 첫째, 상사의 특성(권위주의성향, 절차공정성, 직무불안정성)이 비인격적 감독을 매개로 부하의 조지몰입에 영향을 미칠 것이라는 가설1, 가설2, 가설3은 채택되었다. 둘째, 상사의 특성(권위주의성향, 절차공정성, 직무불안정성)이 LMX를 매개로 부하의 조직몰입에 영향을 미칠 것이라는 가설에서는 권위주의성향(가설4), 직무불안정성(가설6)은 기각되고 절차공정성(가설5)은 LMX를 매개로 부하의 조직몰입에 영향을 미치는 것으로 밝혀졌다. 셋째, 상사의 특성(권위주의성향, 절차공정성, 직무불안정성)이 비인격적 감독과 LMX를 매개로 부하의 조직몰입에 영향을 미칠 것이라는 가설7, 가설8, 가설9는 모두 채택되었다. 본 연구는 상사의 특성이 부하의 조직몰입에 미치는 영향에 있어 비인격적 감독과 LMX를 매개한다는 구조적인 관계를 밝혔다는 점에서 학문적인 의의를 갖는다고 할 수 있다. 그리고 본 연구의 결과는 기존 국내 외에서 다양하게 시도되었던 비인격적 감독 이외에 향후 새로운 연구를 위한 자료로 활용될 수 있을 것이라 사료된다.

• Safety and Health at Work
• /
• 제6권3호
• /
• pp.249-255
• /
• 2015

Background: Stressed workers suffer from severe health problems which appear to have increased. Poor leadership is especially considered a source of stress. Indeed, supervisors might perceive their subordinates to be similar to them as far as stress is concerned and this might more widespread in organizations than previously thought. Methods: The present research investigates the relationships between leaders' health, in terms of work-related stress, mental health, and workplace bullying and their evaluation of subordinates' stress. Five regression models were formulated to test our hypothesis. This is a cross-sectional study among 261 Italian leaders, using supervisor self-assessment and leaders' assessments of their subordinates. Results: Leaders' health was related to their evaluation of staff stress. Job demand, lack of job control, and lack of support by colleagues and supervisors evaluated in their subordinates were particularly associated with the leaders' own health. Conclusion: Implications for developing healthy leaders are finally discussed.

• 수산해양교육연구
• /
• 제28권4호
• /
• pp.936-946
• /
• 2016

The purpose of this study is to examine structural relations between the emotional leadership of educational administrative officials' superiors and subordinates' empowerment and job satisfaction. To attain the study goal, this researcher finally selected 368 educational administrative officials working in Gyeongsangbuk-do and conducted statistical analysis. Accordingly, this study has drawn the following detailed conclusions: First, there is statistically significant positive correlation among the subfactors of the emotional leadership of educational administrative officials' superiors and subordinates' empowerment and job satisfaction. Second, it has been found that the hypothetical path model to explain the emotional leadership of educational administrative officials' superiors and subordinates' empowerment and job satisfaction is appropriate. In other words, among the goodness-of-fit indexes of the final study model, ${\chi}^2=203.657$ (p<.001), RMR equals .030, RMSEA is .093, GFI equals .910, and AGFI is .900. About its relative goodness-of-fit indexes, TLI equals .930, NFI is .933, CFI equals .948, and IFI is .949; therefore, all indexes have been found to be allowable. Third, emotional leadership of educational administrative officials' superiors have had this influence directly on job satisfaction. But, the total influence of the emotional leadership of educational administrative officials' superiors on job satisfaction is smaller than that on job satisfaction with the mediation of subordinates' empowerment.

• 아태비즈니스연구
• /
• 제11권2호
• /
• pp.119-132
• /
• 2020

Purpose - This study seeks to deepen our understanding of abusive supervision and its negative consequences on subordinates. Specifically, it examines the underlying psychological mechanism between abusive supervision and subordinates' work engagement, in particular with its focus on the mediational role of psychological contract breach. Design/methodology/approach - Following the two rounds of pilot interviews, this study collected and analyzed 182 survey data from one construction company and one hospital - the sectors in which abusive supervision is known to be frequent, with one-month interval to avoid common methods variances. Findings - We have two key findings. First, abusive supervision is negatively related to subordinates' work engagement. Second, the psychological contract violation mediates the relationship between abusive supervision and subordinates' work engagement. Research implications or Originality - This study enriches extant research on abusive supervision by deepening our understanding of the underlying mechanism in which abusive supervision causes negative outcomes. On a practical note, companies need further efforts to address abusive supervision, for example, by introducing sophisticated HR practices, including accessible grievance procedures and more serious disciplinary actions, and/or by offering leadership educations to supervisors.