창의적 리더십이 심리적 임파워먼트와 직무만족 및 구성원의 혁신행동에 미치는 영향 -서비스기업을 중심으로- (Effects of Creative Leadership and Psychological Empowerment, Job Satisfaction and Innovative Behavior in Service Firms)

서지정보

· 발행기관 : 한국기업경영학회
· 수록지 정보 : 기업경영연구 / 17권 / 4호 / 131 ~ 148페이지
· 저자명 : 오종철, 양태식

초록

본 연구는 최근 급변하는 경영환경에서 기업이 지속적인 경쟁우위를 달성하는데 있어 중요한 개념인 혁신에 관한 연구로 리더십의 관점에서 접근하였다. 따라서 연구의 목적은 다음과 같다. 첫째, 창의적 리더십에 대해 고찰하고 창의적 리더십과 혁신행동과의 관계를 검정한다. 둘째, 창의적 리더십과 심리적 임파워먼트 및 직무만족과의 관계를 검정한다. 셋째, 심리적 임파워먼트 및 직무만족과 구성원의 혁신행동간의 관계에 대해 고찰한다. 이상의 연구목적을 통해 기업이 지속적인 경쟁우위를 달성하기 위한 전략적 시사점을 제시하고자 한다. 이러한 연구 목적을 달성하기 위해 서울 경기에 위치한 서비스기업의 임직원 259명의 표본을 대상으로 SPSS 12.0과 AMOS 5.0을 통하여 신뢰성분석, 요인분석, 상관분석, 경로분석 등을 통해 본 연구에서 설정한 연구가설을 검정하였다. 연구결과를 바탕으로 다음과 같은 학문적 시사점을 제시할 수 있다. 조직구성원의 혁신행동에 직접적으로 영향을 미치는 선행요인으로 심리적 임파워먼트, 직무만족과 창의적 리더십을 제시하였다. 창의적 리더십은 혁신행동에 상대적으로 적은 영향력을 미치지만 심리적 임파워먼트, 직무만족에 큰 영향을 미치는 선행변수로 중요한 의미를 갖는다고 할 수 있다(

영어초록

This study investigates the effect of the relationships between creative leadership, psychological empowerment(meaning, competence, self-determination, impact), job satisfaction and innovative behavior. For these purposes, the authors has developed several hypotheses as follows:

H-1: The creative leadership is associated with the innovative behavior of employer.
H-2: The creative leadership is associated with the psychological empowerment of employer.
H-3: The creative leadership is associated with the job satisfaction of employer.
H-4: The psychological empowerment is associated with the job satisfaction of employer.
H-5: The psychological empowerment is associated with the innovative behavior of employer.
H-6: The job satisfaction is associated with the Innovative Behavior of employer.


Data has been collected from 259 respondents for this study using a questionnaire method. The survey for the actual analysis of the research was done and analyzed with the employer at 3 firms in Seoul, Korea. The positive analysis was done with SPSS 12.0K statistics package and visual PLS program using the analysis techniques of frequency analysis, reliability analysis, correlation analysis and factor analysis. In addition, structural equation modeling was conducted using AMOS 5.0.
The data was analyzed by frequency analysis using SPSS 12.0 and structural equation modeling using AMOS 5.0. The result of the overall model analysis is as follows: Chi-Square = 378.306, d.f. = 107, p-value = 0.0, GFI = .904, AGFI = 0.863, IFI = 0.939, NFI = 0.917, RMSEA = 0.079, TLI = 0.922. The results of the overall model analysis were coherent.
The following study results were revealed: First, creative leadership was related positively to psychological empowerment, job satisfaction and innovative behavior. Second, psychological empowerment was related positively to job satisfaction and innovative behavior. Finally, job satisfaction was related positively to innovative behavior. Based on the results, the study offers strategic implications for human resource management in firms.
Looking from these results of the study, it was found out that employer’ innovation behavior can be increased when firms members demonstrate their creative leadership indirectly through methods members recognize organization justice higher and through methods promoting organization psychology empowerment of members instead of directly exercising their creative leadership on managers for increasing members’ innovation behavior.

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