군영관장교의 서번트 리더십 형성 요인과 조직효과성에 관한 연구

백종찬 수원대학교 2018 국내박사

In the organization of army, without the commanding officer's innovation, it is impossible to innovate the organization. Therefore, it requires different types of leadership to bringing up a better leader. Moreover, our soldiers are experiencing new society, culture and circumference of environment. Recently, in this transition era, army use 「the take-off stage of army revolution」 as slogan to embody national reform 2.0. From having respect in human rights and life, it constructs the perfect combination. To run more efficiently rather than having tremendous strategy, military is trying to adopt 4th industrial revolution. It requires a new leadership which is called servant leadership. From this point, this paper would like to present constitute factor of servant leadership for battalion commander and verify the effectiveness. Therefore, this study inquires the effectiveness of servant leadership to battalion commander‘s individualㆍorganizational. This study has approved mediation effect between individualㆍorganization and the organizational effectiveness to servant leadership. This study set up the research model and hypothesis. To verify the hypothesis, questionnaires were conducted on battalion commanders, staff officers and company commanders. Based on 934 valid samples among collected questionnaires, the credibility and validity of the research model was examined, and the relationship between the variables were verified. The outcomes of the analysis has brought out following results. First, from the analysis showed that form of servant leadership did not affect much and shows no difference between their background and ranks(mayor, lieutenant colonel)to those in the level of battalion commander. Also, following the official factor of military personnel, among the servant leadership has positively affect on forming spirit of stewardship. Servant leadership has also affected positively to cultural formation. Second, the awareness of servant leadership increases proportioned to battalion commander's legionnaire service duration. Legionnaire shows negative effect when vision indication, one of the composition point of servant leadership, was forced. Duty's level affects servant leadership positively and among the cultural formation, relation elements gives positive affects to servant leadership. Hence, relation elements are an essential prerequisite to build up servant leadership for leader in battalion commander's level. Third, due to analyzation of servant leadership's influences and organization effectiveness to battalion commander, it shows positive organizational effectiveness. When battalion commander adopt servant leadership, it showed positive affect to martial spirit and absorption to the organization. Fourth, decision brought by the analyzation of individualㆍorganizational elements on servant leadership, in battalion commander's circumstance, servant leadership is having mediation effect between cultural organization and organization effectiveness(martial spirit of army and absorption to organization). Also, legionnaires of battalion commander are aware of the function. Fifth, analyzation of awareness between commander and their legionnaires, generally, battalion commander's judgement of their leadership is more generous than their legionnaires judgement. However, this study has opposite result that legionnaire have rate higher than commander's own evaluation. Servant leadership does not affect much in functioning as battalion commander, yet, it showed that servant leadership affects legionnaire significantly. By the research, battalion commander does not concern about forcing authority, the other hand, when authority is forced, legionnaire's cognition of servant leadership will decrease. From this investigation, first, the influence of servant leadership to organizational effectiveness has been verified. It shows respect to officers and men, and reformation of consciousness to develope a better barrack life. Second the army needs to have systematic investigation on servant leadership and reflect the result to textbook. So that it could have system improvement in training officers and additional education. Third, forming servant leadership to battalion commander is the most essential prerequisite in relation directivity among the cultural formation. Cultural directive relation attaches importance to human passion or human beauty between legionnaires. So it needs various activities to improve cultural directive relation in battalion because they think organization integration and interaction between people is important.

RELATIONSHIP BETWEEN PARENTING STYLE AND SERVANT LEADERSHIP OF PARENTS : Comparative Study Between Korean Christian Families and American Christian Families = 부모양육방식과 서번트리더쉽과의 관계 : 한국크리스챤 부모와 미국크리스챤 부모 비교연구

서정매 Torch Trinity Graduate School of Theology 2010 국내석사

The purpose of this research study is to examine the relationship between parenting style and servant leadership of parents between Korean Christian parents and American Christian parents. This research used a descriptive co-relational and comparative research design, in an attempt to find relationship between self-perceived parenting styles of parents and servant leadership practice between American Christian parents and Korean Christian parents. This study attempted to find out how parenting styles are perceived by parents and the practice of servant leadership different according to nationality even though they have same faith of believing in Jesus Christ. A set of self-report questionnaires was distributed to the two sample groups, and total 75 questionnaires were collected from 26 Korean Christian parents and 49 American Christian parents. A set of set of questionnaires is composed of PAQ (Parental Authority Questionnaire, 1989) and Practice of Servant Leadership. The results of the research are that there were significant relationships between parenting style and the practice of servant leadership. There were significant differences of the practice of servant leadership between Korean Christian parents and American Christian parents based on the premise that parenting style is positively correlated with the servant leadership of parents. The traits that are more frequently practiced by both Korean Christian parents and American Christian parents were the belief in children’s potentiality, healing, and community building. The item ‘considering others’ needs’ showed the biggest difference in mean score and in ranking order between Korean Christian parents and American Christian parents.

Cultivating Community-Focused Norms in Law Enforcement: Servant Leadership, Accountability Systems, and Officer Attitudes

Baker, Daniel Brice The Ohio State University ProQuest Dissertations & 2020 해외박사(DDOD)

Salient incidents of officer misconduct, violence, and disrespect toward citizens threaten public safety and weaken the legitimacy of the police. With an eye toward improving police-community relations, law enforcement organizations employ multiple strategies to alter the approaches of line-level officers. Law enforcement organizations implement recruitment and retention strategies to better represent the demographics of communities they serve, body-worn cameras to improve accountability in police-civilian interactions, and early-intervention systems designed to identify problematic officers. Alternatively, some organizations implement community-focused reform efforts that shift the approach of police from an “us vs them” mentality to a co-productive, community-centered approach, which has been shown to improve citizen satisfaction with police. Despite efforts to improve police-community relations, law enforcement organizations have been unable to overcome decades of unequal service provision and repeated instances of officer misconduct. Some of these failures may be a product of the informal systems within policing that are charged with carrying out reform, highlighting a need to better understand how informal systems within policing inform the attitudes and approaches of line-level officers. Efforts to understand these effects exist in a limited but growing body of research investigating intra-organizational dynamics and the motivations or attitudes of line-level officers. This study builds on this work by examining the influence of servant leadership practices and work-unit climate on officer support for procedurally fair policing practices, officer willingness to report peer misconduct, and officer community citizenship behavior. There is evidence that leaders play a role in informing the attitudes of street-level bureaucrats (e.g., Wright and Pandey 2010; Keulemans and Groeneveld 2020); however, there are fewer examples of research investigating the influence of servant leadership in the public sector (e.g., Shim, Park, Kuem, and Kim 2020), and still fewer examining the effects of servant leadership on attitudes in law enforcement. Furthermore, while law enforcement organizations rely on accountability systems to improve performance, relatively little research has explored the effects of accountability climates on the climate within the organization or the attitudes and approaches of line-level officers.This dissertation addresses these gaps in the literature by addressing four key questions: (1) Are higher levels of servant leadership associated with line-level officer attitudes about community-focused approaches to policing? (2) What are the pathways through which servant leaders influence line-level officer attitudes about community-focused approaches to policing? (3) Do work-unit climates that consist of high pressure for officer activity weaken the effectiveness of servant leadership? And (4) Do work-unit climates that consist of high levels of internal political behavior weaken the effectiveness of servant leadership? To address the key questions in this dissertation, I collected original survey data from a large law enforcement organization. I analyze survey responses from enforcement personnel (response rate: 61%) across two surveys administered at two different time points. I anticipate that servant leadership behaviors from post commanders will be associated with higher perceptions of prosocial impact and work-unit identification, and that these psychological mechanisms will be associated with officer attitudes that prioritize the community. In addition, I anticipate that unit climates that remove officers from their impact on the community – in the forms of accountability pressure or political behavior within units – moderate the effect that effective servant leadership has on officer attitudes, rendering servant leaders less effective when facing these climates. Results of multilevel regression analysis suggest that servant leadership is significantly associated with higher prosocial impact and unit identification, and that these key psychological constructs are positively associated with support for community-focused approaches to policing. Additionally, the results of parallel mediation analysis and multilevel mediation analysis suggest that prosocial impact and unit identification mediate the relationship between servant leadership and key outcomes. The direct relationship between servant leadership and attitudinal outcomes is non-significant; however, servant leadership influences outcomes indirectly through influencing psychological constructs. Finally, the effects of servant leadership on outcomes are robust across different unit climates. Specifically, the results of moderated mediation analysis suggest that unit climates wherein officers perceive accountability pressure or political behavior in their units do not disrupt the effect that servant leaders have on officer attitudes through key mediators. However, the results show significant direct effects of pressure and political behavior on key mechanisms, echoing findings that unit climate has a strong influence on individual-level approaches of line-level officers. These findings make noteworthy contributions to public administration research and practice. This is one of the first studies to examine the effects of servant leadership in a law enforcement context, and the results inform our understanding of the attitudes and approaches of street-level bureaucrats, as well as efforts to repair police-community relations. In addition, these results inform our understanding of potential negative effects of climate stemming from performance management and accountability systems in law enforcement organizations, highlighting the importance of identifying alternative mechanisms that may motivate officers to prioritize the community.

The Impact of a Long-Term Care Worker's Relationship with Service Users and Guardians on Turnover Intention in Day and Night Care Centers : Multilevel Analyses Focusing on the Three-Way Interaction Effects of a Director's Servant Leadership and Coworkers' Support

김혜지 중앙대학교 대학원 2022 국내석사

The South Korean government adopted a long-term care insurance policy in 2008, and the number of long-term care workers has drastically increased ever since. However, current working environments and conditions for care workers lead them to turnover. Since turnover intention is a key antecedent factor to actual turnover, it is important to put effort into decreasing long-term care workers’ turnover intention. Among various factors affecting long-term care workers’ turnover intention, a long-term care worker’s relationship with service users and guardians should be paid special attention to, considering the characteristics and under the current paradigm of the care work. In line with the political direction to expand the day and night care benefit, it is essential to assess the effects of a director’s servant leadership and coworkers’ support, which are the primary intervention factors in a long-term care worker’s relationship with service users and guardians in the day and night centers. This study aims to examine the three-way interaction effects of a long-term care worker’s relationship with service users and guardians, a director’s servant leadership, and coworkers’ support on turnover intention in day and night care centers. To accomplish this research goal, multilevel analyses using HLM 8.2 was conducted with the data collected from 297 long-term care workers who are working at 47 day and night care centers in Gyeonggi-do and Seoul, South Korea. As a result, the three-way interaction effect was found among a long-term care worker’s relationship with guardians, a director’s servant leadership, and coworkers’ support on turnover intention. The detailed analysis results are as follows. First, a long-term care worker’s relationship with service users was significantly related to turnover intention. Second, there were no moderating effects between a long-term care worker’s relationship with service users and turnover intention. Third, a long-term care worker’s relationship with guardians was not significantly related to turnover intention. Fourth, the turnover intention of a long-term care worker was affected by a relationship with guardians when a long-term care worker faces a different level of a director’s servant leadership and coworkers’ support. To be specific, the relation between a long-term care worker's relationship with guardians and turnover intention is the weakest when a director’s servant leadership and coworkers’ support are both high. Based on the analyses, several implications were proposed. Regarding theoretical implications, a quantitative research method was used in the research, which could increase the applicability of the results. In addition, the research targeted day and night care centers, which were restrictively focused on in previous studies. Targeting specific types of long-term care organizations is important since each type has its different characteristics and this will impact long-term care workers' turnover intention. Furthermore, organizational factors were included in the research model while most of the studies on long-term care workers’ turnover intention only considered individual factors. To present policy implications, first, education programs or materials that can improve a long-term care worker’s relationship with service users and guardians, a director’s servant leadership, and coworkers’ support should be constantly provided. It can be delivered through supplementing, revising, or developing the programs. Center visiting education can be a form of utilizing educational materials targeting service users and guardians. Second, an incentive policy can strengthen the effort to improve a long-term care worker’s interpersonal relationships and a director’s servant leadership. As a compensation for the effort, additional subsidies or special status can be provided to the centers. Also, the effort level can be reflected in the evaluation index in addition to running a contest. Third, the government should promote the accurate role and work scope of a long-term care worker. Particularly, video and radio advertisements should inform a long-term care worker’s diverse expertise and promote a formal relationship between a long-term care worker and service users. Fourth, a paradigm shift in care work is important to build an equal relationship between a long-term care worker and service users. 노인 장기요양보험제도가 2008년 도입된 이래 요양보호사의 수는 급격히 증가하게 되었다. 그러나 열악한 노동환경과 근로조건은 요양보호사의 이직을 증가시키는 요인으로 작용하고 있다. 이에 이직의도가 이직의 예측변수로서 다수 보고됨에 따라 요양보호사의 이직의도를 감소시키기 위한 노력이 필요함을 알 수 있다. 특히 요양보호사의 이직의도에 영향을 미치는 변수 중 노인 장기요양서비스의 특성과 현재 돌봄노동 패러다임을 고려하였을 때 요양보호사와 서비스 이용자 및 보호자의 관계에 대해 주목할 필요가 있음을 확인할 수 있다. 뿐만 아니라 주·야간보호센터를 활성화하고 있는 정부의 정책적 방향성을 고려하여 주·야간보호센터에서 근무하고 있는 요양보호사와 서비스 이용자 및 보호자의 관계가 악화될 경우 가장 일차적으로 개입할 수 있는 센터장의 서번트 리더십과 동료지지의 효과성에 대한 검증이 요구된다. 따라서 본 연구의 목적은 주·야간보호센터 요양보호사와 서비스 이용자 및 보호자의 관계, 센터장의 서번트 리더십, 동료지지의 삼원상호작용효과가 이직의도에 미치는 영향을 분석하는 것이다. 이를 위해 경기도 및 서울시에 위치한 47개 주·야간보호센터에서 근무하는 297명의 요양보호사를 대상으로 데이터를 수집하였으며, HLM 8.2를 이용하여 다층분석을 실시하였다. 구체적인 연구결과는 다음과 같다. 첫째, 요양보호사와 서비스 이용자의 관계는 이직의도에 유의한 영향을 미치는 것으로 나타났다. 즉, 요양보호사와 서비스 이용자의 관계가 긍정적일수록 이직의도가 낮아짐을 확인할 수 있었다. 둘째, 요양보호사와 서비스 이용자의 관계와 이직의도 사이에서 센터장의 서번트 리더십과 동료지지의 조절효과는 발견되지 않았다. 셋째, 요양보호사와 보호자의 관계는 이직의도에 유의한 영향을 미치지 않는 것으로 나타났다. 넷째, 이직의도에 대한 요양보호사와 보호자의 관계, 센터장의 서번트 리더십, 동료지지의 삼원상호작용효과가 발견되었다. 즉, 센터장의 서번트 리더십과 동료지지 정도에 따라 요양보호사와 보호자의 관계가 이직의도에 미치는 영향이 조절됨을 알 수 있었다. 이러한 삼원상호작용효과를 그래프로 나타낸 결과, 요양보호사와 보호자의 관계가 악화된 경우와 상대적으로 그 정도가 미미한 경우 모두 센터장의 서번트 리더십과 동료지지가 모두 활발하게 제공될 때 요양보호사의 이직의도가 가장 낮다는 결과를 확인할 수 있었다. 본 연구의 이론적 함의는 선행연구의 한계를 보완하기 위해 양적연구방법론을 사용하여 연구결과의 현장 적용가능성을 높이고, 주·야간보호센터 요양보호사를 연구대상으로 설정하여 기존 연구에서 제한적으로 다루어졌던 주·야간보호센터의 특성을 규명하는데 기여했다는 점이다. 이처럼 급여유형을 특정하는 것은 요양보호사의 이직의도에 영향을 미치는 급여 별 서비스 제공환경과 서비스 대상자의 특성반영을 가능하게 하기 때문에 중요하다고 볼 수 있다. 뿐만 아니라 요양보호사의 개인적 특성을 중점적으로 주목한 선행연구의 한계점을 극복하여 요양보호사의 이직의도에 영향을 줄 수 있는 조직변수를 고려하여 연구를 진행했다는 함의가 존재한다. 분석결과에 기반하여 제시한 정책적 시사점은 다음과 같다. 첫째, 요양보호사와 이용자 및 보호자의 관계, 센터장의 서번트 리더십, 동료지지를 향상시킬 수 있는 교육프로그램과 교육자료가 지속적으로 제공되어야 한다, 특히, 교육자료의 경우 서비스 이용자와 보호자에게 방문교육을 시행하는 과정에서 적극적으로 활용될 수 있을 것이다. 둘째, 요양보호사의 대인관계 및 센터장의 서번트 리더십에 대한 노력을 촉진하기 위한 인센티브 정책이 시행될 필요가 있다. 구체적으로 관련 노력에 대해 추가 보조금을 지급하거나 인증제 같이 센터에 특별한 지위를 제공할 수 있는 방안에 대한 고안이 가능할 것이다. 또한 장기요양 기관평가 지표에 이러한 노력을 평가할 수 있는 지표를 추가하거나 공모전을 개최하여 이에 대한 보상을 제공하는 방안을 고려해볼 수 있다. 셋째, 정부는 요양보호사의 역할과 업무범위를 정확하게 홍보해야 한다, 요양보호사 인식개선 광고 측면에서 요양보호사의 다양한 전문성과 노인장기요양서비스가 요양보호사와 서비스 이용자의 공식적 관계를 기반으로 제공되어야 한다는 사실의 적극적인 홍보가 중요할 것이다. 넷째, 요양보호사와 서비스 이용자 및 보호자 사이에 평등한 관계를 형성하기 위한 기존 돌봄노동 패러다임의 전환이 요구된다.

Servant Leadership에 관한 연구 : 교보생명 FM의 리더십을 대상으로

박명숙 仁荷大學校 經營大學院 2004 국내석사

본 연구에서는 현재 한국내의 보험회사의 조직내에서 서번트 리더십에 기반을 둔, 가장 유효한 리더십 유형을 찾는데 그 목적을 두고 있으며, 또한 다른 형태의 리더십(민주형 리더십, 독재형 리더십)과의 차이를 조직몰입, 직무만족, 업무 충실도의 세 부분에서 조사해 보았다. 연구의 결과 첫째, 서번트 리더십을 직무만족과, 조직몰입 그리고 업무 충실도에서 각기 다른 효과를 나타내었으며, 둘째, 서번트 리더십의 적용 결과들은 조직물입, 직무만족 그리고 업무 충실도 세가지 모두에 정의 영향을 나타내는 것으로 나타났다. 셋째, 인구의 결과 특정의 상황에 적합한 리더십 유형이 존재한다는 사실을 증명 하였고, 이 상황내에서 서번트 리더십이 다른 리더십 유형보다 더 효과적이라는 사실을 밝혔다. 결론적으로, 서번트 리더십은 조직몰입, 직무만족, 그리고 업무 충실도에 정의 효과를 미치는 리더십 효과를 더 강화한다. 이러한 서번트 리더십의 특징을 볼 때 보험산업의 조직에서는 서번트 리더십에 대한 연구와, 교육 프로그램이 꼭 필요하다고 생각을 한다. The purpose of this study on finding out most suitable leadership style for korean life insurance companies. There types of leadership's, that is the servant, dictatorial and democratic leadership are studied in order to find out the most effective one-by mediating variables such as satisfaction of the task, committment on organization and faithfulness of duty. The result of the empirical studies are as followings. First, the servant leadership have the most effect on the organization's or team's performance. Second, the servant leadership has positive impact on the satisfaction of the task, committment on organization and faithfulness of duty. Third, it was acknowledged that reasonable leadership style exist on the specific circumstances and servant leadership is more effective than other leadership style. In conclusion, servant leadership is expected to enhance the overall leadership effectiveness, such as satisfaction of the task, devotion of duty and faithfulness of duty. Therefore, it is imperative that life insurance company s organizations must develop and educate the program for servant leadership.

서번트리더십이 지역시민행동 및 조직혁신행동에 미치는 영향 : 조직신뢰의 매개 효과를 중심으로

이길운 조선대학교 2010 국내석사

With confidence shaken in business leadership, interest has been increasing in the development of leaders who set aside self-interest for the betterment of their followers and organization. Parallelling this trend in business organizations has been the academic transition toward the scientific study of positive human qualities. Although dysfunctional behaviors of individuals are still of research interest, much remains to be learned about human capacity to engage in positive behavior. The first objective in this study was to gain understanding of the impact of servant leadership on the relationship between organizational trust, community citizenship behavior, and organizational innovation behavior. This research predicted that perceived servant leadership from the supervisor may influence on the community citizenship behavior and organizational innovation behavior. Furthermore, this research focused on the mediator role of organizational trust on the relationship between the servant leadership and the community citizenship behavior and organizational innovation behavior. The results provided support for the hypothesized relationship between the servant leadership and innovation behavior. However, it didn't accept the hypothesized relationship between the servant leadership and community citizenship behavior. However, the relationship between the servant leadership and the community citizenship behavior was supported through the indirect effect of mediator of organizational trust. These findings are partly consistent with previous servant leadership, suggesting that organizational innovation behavior in government sector can be available from the servant leadership. Therefore, it should be guided and enhanced the servant leadership of supervisor to motivate the innovative behavior of employees. This research contributes to the growing research on leader-member exchange. It confirmed that perceived leadership should be influence on the quality of leader-member exchange. Therefore it is strongly advised the adaption of leadership training program focusing on the servant leadership in the workplace. 급변하는 환경에 경제 활동을 수행하고 있는 현대 기업들은 생존경쟁에서 경쟁우위를 차지하기 위해 환경변화에 대한 적응, 조직혁신 등 모든 노력을 아끼지 않고 있다. 이러한 경쟁 환경에 처한 기업들에게 최근 인적 경쟁력 요소는 매우 중요한 경쟁원천으로 인식되고 있다. 창의성 있는 인재, 혁신활동을 하는 인재들의 수요는 부족한 반면 이러한 인재들을 필요로 하는 기업들은 너무 많은 실정이다. 본 논문은 지역사회 지자체에 근무하는 구성원들의 지역사회에 자발적인 시민행동과 조직을 위한 혁신행동에 영향을 미치는 리더십에 관한 연구이다. 일반 영리조직과 차이는 있지만 지자체 역시 생존을 위한 경쟁을 해야 하며 그렇기 위해서는 적극적인 지역사회 활동과 창조적인 아이디어 및 혁신적 행동 등이 제시될 수 있어야 한다. 이런 관점에서 지자체 리더들의 부하직원에 대한 리더십 유발 패턴에 있어 변화를 모색해야 하며, 전통적인 관점에서 볼 수 있듯이 관료적이고 통제적인 리더십 유형에 대한 새로운 시각이 요구되고 있는 것이다. 따라서 본 연구는 지자체 리더들의 섬김의 리더십이라고 표현되고 있는 서번트 리더십 스타일을 지각하는 부하직원들이 어떻게 지자체 지역시민행동과 혁신행동을 수행할 것인가를 규명하기 위한 연구이다. 지자체 직원들을 대상으로 실증분석한 결과 다음과 같은 결과를 얻을 수 있었다. 첫째, 추론과는 달리 서번트 리더십을 지각하는 조직 구성원들이 지역사회에 대한 자발적인 시민행동에 영향을 미치지 않는다는 결론을 얻을 수 있었다. 이는 지자체 근무하는 직원들의 주요 업무가 지역사회에 대한 시민행동이라고 볼 때 이러한 행동은 역할외 행동이 되지 못하고 이들의 본업적인 역할행동의 범주에 들어가고 또한 상사의 서번트 리더로 인해 영향을 받지는 않는다는 뜻으로 해석할 수 있다. 둘째, 서번트 리더십은 추론한 바와 같이 혁신행동에 긍정적인 영향을 미치고 있는 것으로 조사되고 있다. 최근 지자체는 다양한 축제 프로그램을 만들거나 지자체 경쟁력을 확보하기 위해 적극적으로 노력을 기울이고 있다. 이를 위해서는 구성원들의 적극적이고 혁신적인 행동이 기반을 이루고 있어야 한다. 추론한 바와 같이 서번트 리더십은 부하직원들로 하여금 기존의 변혁적 리더십에서 설명하지 못하는 다양한 특성에 의해 부하직원들의 혁신적 사고와 행동을 자극시킬 수 있는 것으로 판단된다. 셋째, 조직에 대한 신뢰의 역할은 모두 긍정적인 것으로 조사되었다. 서번트 리더십을 지각하는 구성원들은 구성원들로 하여금 소속 조직에 대한 신뢰감을 형성하는데 역할을 할 수 있는 것으로 조사되고 있다. 또한 조직신뢰는 구성원들의 지역사회 시민행동과 혁신행동에 긍정적인 영향을 미치고 있는 것으로 조사되었다. 뿐만 아니라 서번트 리더십이 지역사회 시민행동에 긍정적인 영향을 미치지 못하는 것으로 조사되고 있는데 서번트 리더십이 조직신뢰를 형성하는 경우 지역사회 시민행동이나 혁신행동에 간접적인 영향을 미치는 것으로 조사되었다. 특히 지역사회 시민행동을 유발시키기 위해서는 지자체 구성원들의 조직신뢰 의식이 중요함을 판단할 수 있다.

軍 리더의 서번트 리더쉽 涵養 方案 硏究 : 聖書의 서번트 리더쉽 事例 硏究를 中心으로

윤모승 동국대학교 경영대학원 2008 국내석사

The basic concept of a biblical leadership is expressed as the quality of being the servant, the shepherd and the steward. The most prominent figure in the bible, who has internalized these three conception were Jesus and Paul. The leadership of Jesus can be described as loving, modest, sacrificing, pursuing justice, and being faithful. Also, the core factors of Paul's leadership consists of persuasiveness, tolerance, and an image of the steward and a porter. These qualities which incarnates "Servant Leadership" among the military leaders should be followed as below; First, "Servant Leadership" should be thoroughly based on responsibility. A leader of the military should not reign over others, rather he/she should serve the nation, the people and his/hers subordinates. Thus, "Servant Leadership" needs full responsibility which a servant should have. This responsibility is close to that of Jesus acting with his calling from God as a sane servant despite the fact that he had enough power to topple the Roman Empire. Also, this responsibility should be armed with the spirits of sacrifice and devotion. Although the leader is in a position where he/she has to serve others, at the same time, he/she can influence his/her subordinates. Second, the leader should have a demeanor of a porter and a steward. Every officer in the military are a servant, publicly. As a public or civil servant, the military leaders should be able to delight oneself in having responsibilities and tasks which the nation and the people have charged them. Everything that has been assigned to the military leader, is something that is consigned by the nation and its people. In other words, the state and its citizens consigned military leaders of the labor force, supplies, equipments, facilities and budget for the national defense. Thus, the military leader should be fully responsible as a protector and manager since the power has been entrusted by the nation and its people. The military leaders should manifest his/her leadership to perform as a entrusted person. Third, in order to serve the role of a porter and a steward, the military leaders should practice with love and tolerance, and serve others by persuading. The special trait of "Servant Leadership" is to practice and display 'love'. The most precious gift from God is the emotion of love. There are values such as patience, kindness, modesty, respect, altruism, forgiveness, honesty and devotion in love. All these values will be the basis to be a "Servant Leader". Furthermore, the "Servant Leadership" also means practicing tolerance, persuasion to the person in opposition or the enemy.

학교장의 서번트 리더십이 교사리더십에 미치는 영향 분석

김영식 중앙대학교 대학원 2022 국내석사

본 연구는 학교장의 서번트 리더십과 교사리더십의 인식 수준을 분석하고, 두 변인 간의 영향관계를 탐색하기 위해 수행되었다. 이를 위해 경기도에 소재한 초·중·고등학교에 근무하는 교사 500명을 대상으로 설문을 실시한 후, 회수된 304부의 설문지 중 결측데이터를 제외한 286명의 설문지를 분석 자료로 활용하였다. 응답자료를 토대로 SPSS 26.0 프로그램을 활용하여 신뢰도 검사, 기술통계분석, t검증 및 ANOVA검증, 상관관계 분석, 위계적 회귀분석을 실시하였다. 분석결과, 첫째, 교사가 인식하는 학교장의 서번트 리더십의 수준은 5점 만점에 3.43점, 교사리더십의 수준은 5점 만점에 4.12점으로 두 지표 모두 보통 이상의 높은 인식 수준을 보이는 것으로 나타났다. 둘째, 학교장의 서번트 리더십에 대한 교사들의 인식은 직위, 학교급, 혁신학교 여부, 학교 규모별로는 유의한 차이가 있으나, 성별, 학력, 교직경력, 학교 설립유형, 학교소재지역, 학교장 성별, 공모교장 여부는 유의하지 않았다. 셋째, 교사리더십에 대한 교사들의 인식은 교사변인인 성별, 최종학력, 직위, 교직경력 모두 통계적으로 유의한 차이가 나타났다. 또한, 학교변인에 따른 교사리더십 인식 수준의 차이는 학교급, 설립유형, 혁신학교여부, 학교규모 변인에서 통계적으로 유의한 차이가 나타났다. 학교 소재지역, 학교장 성별, 공모교장 여부는 유의하지 않았다. 넷째, 학교장의 서번트 리더십과 교사리더십의 하위요인들 간에 상관관계를 분석한 결과, 학교장의 서번트 리더십의 각 하위변인은 교사리더십과 유의한 상관관계가 있는 것으로 나타났다. 다섯째, 학교장의 서번트 리더십이 교사리더십에 미치는 영향관계를 분석하기 위해 위계적 회귀분석을 실시한 결과 교사변인(성별, 직위, 교직경력, 최종학력), 학교변인(학교급, 설립유형, 혁신학교 여부, 학교장 성별, 공모교장 여부)을 모두 통제한 상태에서 학교장의 서번트 리더십은 교사리더십에 유의한 영향을 주는 것으로 나타났다(β=.231, p<.001). 한편, 학교장의 서번트 리더십 변수를 투입하여도 교사특성 중 성별(β=-.153, p<.01), 직위(β=.128, p<.05), 교직경력(β=.146, p<.05), 학교 특성 중 혁신학교 여부(β=-.132, p<.05)는 여전히 교사리더십에 유의한 영향을 주는 것으로 나타났다. 이러한 연구결과를 토대로 다음의 세 가지 시사점을 도출하여 제시하였다. 첫째, 학교장의 서번트 리더십의 중요성을 주지시키고 향상시키는 프로그램을 교장 자격연수 과정에 포함시키는 것의 필요성이다. 둘째, 학교장이 서번트 리더십을 발휘하도록 동기 부여하는 교장임용방식을 설계하는 것의 중요성이다. 셋째, 수업과 학급운영, 생활지도와 같이 교사의 핵심 활동 영역에 대해서 권한을 위임하고 자율성과 전문성을 발휘할 수 있도록 교사에게 기회를 확대하고 민주적이고 공동체적인 학교문화를 지원하는 정책 검토의 필요성이다. The present study aimed to analyze the level of principal's servant leadership and teacher leadership, and to explore the influential relationship between the two variables. To investigate the relationship, this study conducted a survey targeting 500 teachers working at elementary, middle, and high schools located in Gyeonggi-do. 286 out of 304 returned questionnaires except missing data were adopted for data analysis. Based on the collected data, this study conducted reliability tests, descriptive statistical analysis, t-test and ANOVA, correlation analysis, and hierarchical regression analysis using the SPSS 26.0 program. The findings from the analysis, above all, indicate that the average of principal’s servant leadership teachers perceived was 3.43 points and the average of teacher leadership was 4.12 points, showing a high perception level of both indicators. Second, teachers' perception of principal's servant leadership differed statistically significantly in position, school level, innovative school, and school size, but it did not differ statistically significantly in gender, educational background, teaching career, school type, school district, principal’s gender and open recruitment principal. Third, teachers' perception of teacher leadership showed statistically significant differences in teacher variables such as gender, educational background, position, and teaching career. In addition, the level of teachers’ perception of teacher leadership depending on school variables differed statistically significantly in the school level, school type, innovative school, and school size. There was no significance in school district, principal’s gender, and open recruitment principal. Fourth, the findings from analyzing the correlation between sub-factors of the principal's servant leadership and those of teacher leadership revealed that each sub-variable of principal's servant leadership had a significant correlation with teacher leadership. Fifth, the result of hierarchical regression analysis on the influential relationship of principal’s servant leadership on teacher leadership demonstrated that principal’s servant leadership had a significant influence on teacher leadership while teacher variables (gender, position, teaching career, educational background) and school variables (school level, establishment type, innovation school, principal gender, and open recruitment principal) were all controlled(β=.231, p<.001). On the other hand, although the principal's servant leadership variable is input, gender (β=-.153, p<.01), position (β=.128, p<.05), and teaching career (β=.146, p<.05) from teacher variables, and innovative school from school variables (β=-.132, p<.05) were still found to have a significant influence on teacher leadership. The findings of this study, therefore, suggested the following three implications. First, it is imperative to encompass the program highlighting the importance of principal’s servant leadership and developing it in principal qualification training. Second, employment system of principal should be designed to motivate principals to enact servant leadership. Finally, educational authorities need to take into account the policies to provide teachers with more opportunities and support democratic and communal school culture. It will not only empower teachers in crucial professional dimensions such as teaching, class management and guidance but also enable them to exercise autonomy and professionalism.

문화예술기관에서의 서번트 리더십이 조직 구성원의 직무태도에 미치는 영향에 관한 연구 : 국립현대미술관과 일반기업에 대한 비교를 중심으로

박승리 경희대학교 경영대학원 2015 국내석사

문화예술기관을 포함한 모든 조직을 존속하게 해주는 것은 조직의 문화이고 조직의 문화를 형성하는데 가장 중요한 요소는 리더십이다. 서번트 리더십(Servant Leadership)은 1970년 발표된 이후 세계적인 기업들과 경영인들에게 큰 영향을 주었다. 서번트 리더십은 섬김의 정신을 발휘하여 조직 구성원의 일체화와 공감대형성을 이루며, 리더의 봉사, 비전 제시 등을 통하여 조직의 목표를 달성하려는 시각을 말한다. 하지만 국내에서는 아직 서번트 리더십의 적용이 부족하며, 특히 문화예술기관에서는 서번트 리더십을 포함하여 전반적인 리더십에 대한 연구가 매우 부족한 상황이다. 이 시점에서 서번트 리더십에 관한 실증연구와 문화예술기관과 일반 기업 간의 비교를 통한 문화예술경영 리더십 연구는 매우 필요한 것이라 하겠다. 문화예술기관(국립현대미술관)과 일반기업의 비교결과 문화예술기관은 서번트 리더십의 하위요소 중 비전제시가 직무태도에 가장 큰 영향을 미치는 요소로 나타난 반면 일반기업은 청지기정신이 직무태도에 가장 큰 영향을 미치는 요소로 나타났다. 이는 문화예술기관의 경우 수익이나 성과를 통한 이윤 창출이 중요시되는 일반 기업과는 달리 상대적으로 질적인 측면, 자율성과 전문성이 더 중요시되기 때문에 비전제시에 대한 영향이 더 크게 나타나는 것으로 유추해 볼 수 있다. 전체적으로 문화예술기관(국립현대미술관)보다 일반기업에서 서번트 리더십이 조직구성원의 직무태도에 미치는 영향에 대한 가설이 많이 채택되었고 각 문항 별 인식 정도에 대한 평균도 높은 것으로 나타났다. 이는 문화예술기관에서의 리더십은 예술적 차원에서의 경쟁력(예술적 수월성)과 대국민 향유기회의 확대(경영 효율성) 두 가지를 모두 만족시켜야 한다는 상황 속에서 일반기업과는 다른 경영 환경을 가지기 때문이다. 문화예술기관(국립현대미술관)의 특수성을 고려하여 상호존중을 통해 의견의 다양성을 보장하고, 수평적인 관계 속에서 부서간의 유기적인 협업이 가능한 조직문화를 이룩하기 위해서는 문화예술기관에 맞는 서번트 리더십이 필요하다. 또한 이를 위해서는 올바른 비전제시가 선행되어야 할 것이다. What makes all organizations including cultural and art organizations continue to exist is organizational culture and the most important factor to form the organizational culture is leadership. Servant Leadership had a great impact on world-class organizations and businessmen after it was introduced in 1970. Servant leadership refers to a perspective that a leader tries to form unification and bond of sympathy by exerting his/her spirit of serving and achieve organizational goals through leader volunteering, foresight, etc. However, the application of servant leadership still lacks in korea and in particular, few studies have been made on the overall leadership including servant leadership in cultural and art organizations. At this point, it can be presumed that empirical study on servant leadership and leadership study in cultural and arts management through comparison of cultural and art organizations vs. general companies are necessary. As a result of comparison of cultural and art organizations including National Museum of Contemporary Art vs. general company, it was found that in cultural and art organizations, foresight, among the subfactors of servant leadership, had the greatest impact on job attitude because it had a significant positive (+) impact on leader trust and emotional commitment, whereas in general companies, stewardship, among the subfactors of servant leadership, had the greatest impact on job attitude because it had a significant positive (+) impact on organizational citizenship behavior and leader trust. This suggests that cultural and art organizations are likely to have a more impact on foresight because such organizations put more emphasis on relatively qualitative aspects, autonomy and professionalism, than general organizations which put emphasis on profit making. Resultingly, more hypotheses on the impact of servant leadership on job attitude in organizational members were adopted in general companies than in cultural and art organizations including National Museum of Contemporary Art and the average on the degree of recognition by each item appeared to be high. This is attributable to the fact that the leadership in cultural and art organizations has different management environments from that in general companies under the situation that the leadership in cultural and art organizations should satisfy both competitiveness (artistic supremacy) and nationwide expansion of enjoyment opportunity (management efficiency) at the artistic level. To guarantee the diversity of opinions through mutual respect after considering the specificity of cultural and art organizations including National Museum of Contemporary Art and achieve an organizational culture where organic cooperation between departments can be realized under the horizontal relationship, servant leadership suitable for cultural and art organizations is necessary. Additionally, to achieve this, right foresight needs to be preceded.

Servant Leadership in School Teachers and Its Effect on Student Achievement

Gultekin, Harun ProQuest Dissertations & Theses Alvernia Universit 2020 해외박사(DDOD)

This study utilized a quantitative non-experimental design. The purpose of this research was to explore the relationships between servant leadership characteristics of school teachers and students’ academic achievement in selected public schools, and also to explore if any additional variables might affect student achievement. The hypothesis for this study was that, based on available research in the selected schools, the servant leadership of school teachers positively affects students’ academic achievement.The data collection occurred in fifteen public schools located in Houston, Texas. A validated survey instrument called the Organizational Leadership Assessment (OLA) was used in this study (Laub, 1999). The OLA explores how leadership practices and beliefs affect the different ways that people function within the organization. This instrument has 66 questions with Likert-scale responses ranging from strongly disagree to strongly agree, and data was collected from 362 participants (151 male, 211 female). Results from the OLA survey regarding the functions of servant leadership—values people, shares leadership, develops people, builds community, displays authenticity, and provides leadership—were interpreted as distinguishable and separate factors that contribute to the larger whole: servant leadership. Servant leadership behavior and student achievement are expected to have correlation. Both univariate and multivariate analysis was used to determine the nature of the relationship between student achievement and servant leadership. To ensure that the regression results were as robust as possible, data was screened for violations of normality, linearity, and homoscedasticity. Given the results of these tests, necessary variable transformations and adjustments to coefficient standard error or additional variables were considered. Data analysis was conducted by using IBM SPSS Statistics version 22.0, which utilized all the necessary tools for the analysis of this research. As a result of the OLA survey regarding the functions of servant leadership, the values people subscale became statistically significant. It is the only subscale that showed any extensive correlation with academic achievement. The scale may indicate how much a teacher values people. Aside from the values people subscale, descriptive analysis also explained variance in science and social science scores; however, it does not explain the variation in mathematics scores. Because another variable that the OLA survey measures is job satisfaction, correlation of job satisfaction is explained; correlation between organizational servant leadership and overall school teachers’ job satisfaction is also demonstrated. Job satisfaction is one of the critical organizational outcomes that may play a important function in the success of an organization.