유교적 가치와 리더에 대한 신뢰

• 영문명: Kunja's Leadership and Trust in the leader: Hierarchical Linear Model Analysis
• 발행기관: 한국인사조직학회
• 저자명: 류수영(Ryu, S. Y.) 이경묵(Lee, K.)
• 간행물 정보: 『한국인사조직학회 발표논문집』한국인사조직학회 2010년도 추계학술연구발표회 발표논문집, 1~26쪽, 전체 26쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2010.11.30

국문 초록

본 연구는 군자적 리더십이 구성원의 유교적 가치와 리더에 대한 신뢰간의 관계에 미치는 영향을 검증하는 것을 주요 연구목적으로 하였다. 개인수준의 유교적 가치효과와 집단수준의 군자적 리더십 효과를 동시에 고려하기 위해 위계적 선형모형(HLM)분석을 실행하였다. 국내 다양한 산업에 속해 있는 18개 조직으로부터 얻은 98개 팀, 464명의 자료를 분석한 결과, 구성원의 유교적 가치성향이 리더에 대한 신뢰에 정적인 영향을 미쳤고, 집단의 리더가 군자적 리더십을 발휘할 때 이 효과의 크기가 정적으로 강화되고 있음을 확인하였다. 그리고 집단의 공식화 정도가 군자적 리더십의 효과를 대체하고 있음을 발견하였다. 이에 대한 해석을 결론부분에서 자세히 논의하였고, 본 연구의 한계와 미래 연구방향을 제시하였다.

영문 초록

This article examines the influence of Kunja's leadership of team leaders on the relationship between Confucian values of team members and their trust in the leader. We hypothesized that 1) the strength of Confucian values of a team member is positively associated with his/her trust in the team leader, 2) Kunja's leadership of a team leader is positively associated with trust of his/her followers in the leader, 3) the degree of formalization of team operations is positively associated with the trust in team leader, 4) the degree of formalization weakens the relationship between Kunja's leadership of a team leader and the trust of his/her followers in the leader, and 5) Kunja's leadership of the team leader strengthens the positive relationship between the strength of Confucian values of followers and their trust in the team leader. To test these supposed hypotheses, we used data of 98 teams with 464 individuals from 18 domestic corporations in various industries. We conducted hierarchical linear regression model analysis to identify the crossed-effect of among multi-level variables as well as both roles of individual level's predicting variables and group level's predicting variables. The results strongly supported the research hypotheses (See Table 2, Figure 1 and Figure 2). First, We found that Confucian values of followers can positively contribute on member's attitudes in working place. This result is significant in suggesting empirically explainable rationale why parental leadership is more effective in Asian cultures than others. Despite many researcher attending the relationship between social value systems and desirable leadership styles referred that Confucian values would affect on the relationship between leaders and followers and the way of exercising power and accepting authority, however, no empirical article existed to directly testify these relationship. Therefore, we expect this result can inspire to stimulate forwarding research for roles of Confucianism in the workplace. Second, the result showed the more similar to Kunja's leadership a team leader is, the much more the leader obtain trust from his/her followers. This finding can be interpreted that deˊ(德), the nature of Kunja's leadership, has the power and its main influencing principle induces the feeling of debts for thanks from others by firstly giving kindness. Once they have feeling of debts, then they try to settle their uncomfortable mind by accepting and following the leader's requirements. This result has implication in empirically supporting the effectiveness of leading by virtues. Third, we found the degree of formalization positively affected on trust in the leader. This implies that institutional trust referred by Zucker(1986) can be transfer to human factor. Therefore, this result can give practical implication to field managers in advising to build standardized norms and procedures. Fourth, We also found remarkable result that the degree of formalization and Kunja's leadership were negatively interacted (Hypothesis 4). This explains that as referred to Kerr & Jamer(1978), the degree of formalization worked for a substitute variable of Kunja's leadership. This result implies that leadership effectiveness would be much larger norm or rules less developed and leader's autonomous control required situations than system well equipped situations. Fifth, the support of hypothesis 5, the positive interaction between Kunja's leadership and Confucian values of followers, is impressive result. Main reason of this result can be inferred from that Kunja's leadership includes emphasized core values of Confucianism and this would be positively affect to produce likeness, agreement and compliance of followers.

목차

Ⅰ. 서론

Ⅱ. 이론적 배경

Ⅲ. 연구방법

Ⅳ. 분석결과

Ⅴ. 결론 및 논의

키워드

유교적 가치 군자적 리더십 리더에 대한 신뢰 공식화 정도 위계적 선형모형 Confucian Values Kunja’s Leadership Trust in the leader Degree of Group Formalization Hierarchical Linear Model