진정성 리더십이 조직유효성에 미치는 영향

The Impact of Authentic Leadership on Organizational Effectiveness - The Control of Psychological Capital-

본 연구는 외식기업에서 관리자의 진정성 리더십이 조직유효성에 미치는 영향에서 종사자의 심리자본의 조절효과를 탐구하기 위함에 있다. 구체적으로 종사자들의 조직유효성인 조직몰입과 직무만족에 미치는 영향을 향상시키기 위하여 종사자들의 자기효능과 회복력을 조절효과로 하여 관리자의 진정성 리더십인 자아인식, 투명성, 도덕적 내면관점, 균형잡힌 정보처리 간의 구조적 관계를 규명하는데 그 목적이 있다. 연구 자료는 서울지역에 위치한 외식기업에 종사하는 구성원의 직속상사와 구성원에 대한 목록을 작성하여 수집하였다. 총 수집된 설문지는 350부이고, 분석에 사용된 설문지는 201부였다. 본 연구의 분석은 탐색적 요인분석으로 요인을 나누고 신뢰도 검증을 거쳐, 상관계수를 분석하여 인과관계를 확인하였다. 그리고 회귀분석을 거쳐 요인들 간의 인과관계를 분석하였다. 그 결과 첫째, 외식기업 관리자의 진정성 리더십은 구성원의 조직몰입에 정의 (＋)영향을 미쳤다. 또한 외식기업 관리자의 진정성 리더십은 구성원의 직무만족에 정의(＋) 영향을 미쳤다. 이는 구성원이 관리자의 진정성 리더십을 판단했을 때, 조직유효성을 향상시킬 수 있다는 결과를 나타내는 것으로, 관리자의 진정성 리더십의 중요성을 나타낸다. 마지막으로, 외식기업 구성원의 심리자본은 외식기업 관리자와 조직유효성에 직접적인 효과를 크게 미치지는 않았지만 유의한 결과를 나타냈다. 하지만 본 연구에 참여한 구성원에게 심리자본에 대한 인지와 교육이 충분히 이루어지지 않은 것을 고려한다면, 향후 이에 대한 충분한 교육이 이루어진 후에는 구성원의 심리자본이 관리자의 진정성 리더십에 미치는 영향을 구조적으로 파악 할 수 있을 것이다.

The purpose of this study was to explore the control effect of psychological capital of employees in restaurant industry based on the impact of managers’ authentic leadership on organizational effectiveness. Specifically, it was conducted to clarify the structural relationship between the factors of managers’authentic leadership–self-awareness, clarity, ethical perspective, and balanced information processing – to control employees’ self-efficacy and recovery to improve the impact on employees’organizational commitment and occupational satisfaction for organizational effectiveness. The principle of authentic leaderships completed when the leader follows his mental model and emotional flow to understand the difference between himself and the reality to make efforts to overcome the difference. An authentic leader ultimately focuses on giving his authority so that his team members can achieve the best outcomes based on mutual respect. Authentic leaders help their members grow by demonstrating how to follow their role model that leads to growth. Psychological capital is a concept that is distinguished from human capital and social capital. Psychological capital considers the development of social capital and psychological attitudes and refers to each individual’s motivation based on positive psychology. Ultimately, it is a type of motivation variables. For this purpose, I examined preceded studies and related literature and surveyed the employees of restaurant businesses to evaluate their supervisors’ authentic leadership. The resources were gathered by listing the employees of restaurant businesses in Seoul and their direct supervisors. A total of 350 copies of survey were collected and 201 copies were used for the analysis. For the analysis, the factors were divided by exploratory factor analysis and processed through reliability test to analyze correlation coefficient and identify causality. Also, regression analysiswas performed to analyze the causality of factors. In conclusion, first, the authentic leadership of the managers of restaurant businesses had a positive (＋) impact on the employees’organizational commitment. Second, the authentic leadershipof the managers of restaurant businesses had a positive (＋) impact on the employees’ occupational satisfaction. This manifests that members’ evaluation of managers’ authentic leadership can improve organizational effectiveness and the importance of managers’ authentic leadership. Finally, the members’ psychological capital did not have direct impact on the members of restaurant businesses and organizational effectiveness, but had significant outcomes. Considering that the persons participating in this study were not educated about psychological capital, however, the impact of psychological capital on managers’ authentic leadership would be clarified once they are educated.