집단상담 프로그램이 목회효능감과 목회리더십에 미치는 효과

이미나,김경숙 사단법인 인문사회과학기술융합학회 2017 예술인문사회융합멀티미디어논문지 Vol.7 No.11

The purpose of this study was to develop a counseling program for leadership group in ministry and to investigate its effect. Leadership refers to the power that drives people to perform their roles or functions using their talents or resources. This group counseling program was conducted from August 2016 to November 2016 for a total of 10 sessions of 2 hours and 30 minutes once a week for 16 K pastors (8 experimental groups and 8 control groups). Each session of the ministry leadership group counseling program is as follows. In the first session, orientation, self introduction, in the second session, self-understanding, empathy, in the third session, the type of leader and the condition of leader, in the 4th session, service leadership and human leadership, in the 5th session, spiritual and interpersonal skills, in the 6th session, understand the emotions and various emotions that I use frequently, in the 7th session, read the minds of myself and others, in the 8th session, leadership exploration and leadership modeling, in the 9th session, research the biblical leadership person, in the 10th session consisted of spiritual vision and leadership. The results showed that the pastoral efficacy and pastoral leadership of the experimental group participating in the group counseling program were more effective than the control group. In other words, pastoral leadership is biblical leadership, and the church seeks spiritual change by using leadership communication methods to achieve specific spiritual goals among believers and it is meaningful to apply them to reality. 본 연구는 목회리더십 집단상담 프로그램 개발하고 그 효과를 알아보고자 실시하였다. 리더십은 사람들로 하여금 자신의 재능이나 자원들을 사용하여 각자의 역할이나 기능을 수행하도록 이끄는 힘을 의미한다. 본 집단상담 프로그램은 2016년 8월부터 2016년 11월까지 주1회 2시간30분씩 총 10회기를 K지역 목회자 16명(실험집단 8명, 통제집단 8명)을 대상으로 진행하였다. 목회리더십 집단상담 프로그램의 각 회기는 다음과 같다. 1회기에서는 오리엔테이션과 자기소개 및 다짐, 2회기에서는 자기이해, 공감하기 및 목표 점검하기, 3회기에서는 리더의 유형 및 리더의 조건, 4회기에서는 섬김리더십 및 휴먼리더십, 5회기에서는 영적관계 및 대인관계 기술, 6회기에서는 내가 자주 사용하는 감정 및 다양한 감정의 이해, 7회기에서는 자신과 타인의 마음읽어주기, 8회기에서는 리더십 탐구 및 리더십 모델링, 9회기에서는 성경적 리더십 인물 탐구, 10회기에서는 영적비전과 리더십으로 구성되었다. 연구결과, 집단상담 프로그램에 참여한 실험집단의 목회효능감과 목회리더십은 통제집단 보다 더 효과적이었다. 즉, 목회리더십은 성경적인 리더십이며, 교회는 성도들 간의 특정한 영적 목표를 성취하기 위해서 리더십 커뮤니케이션 방법을 사용함으로써 영적 변화를 추구 하는 곳이며 이를 현실에 맞추어 적용하는데 의의가 있다고 할 수 있다.

Exploring a New Leadership Paradigm Contributive to Creating the Growth Momentum of the Asia-Pacific Region of the Church of the Nazarene

정무성 한국선교신학회 2016 선교신학 Vol.43 No.-

The Asia-Pacific Regional Think Tank meeting of the Church of the Nazarene was held in Manila over the period 14-18 December 2015. One major issue critically raised at the meeting was leadership crisis in the AP Region. First, there is leadership vacuum from missionaries to indigenous believers. In some of the so-called missionary districts the transition from missionary to indigenous leadership either fails with no replacement or occurs without proper preparations for new leadership. In addition, there is leadership anachronism lagging behind the predominant spirit of the current age. In many parts of the AP Region traditional or modern leadership styles reflective of authoritarian or bureaucratic hierarchy prevail in the emerging context of de-centralized postmodernism. All of which significantly hinders growth momentum in the AP Region. This research explores a new leadership paradigm called ‘the Tree Model’ that can help the AP Region overcome its current leadership crisis. The Tree Model has contemporary relevance enough to embrace the postmodern approach to leadership by emphasizing its inter-personal relationships and inter-influential processes in organic holism. Most importantly, the Tree Model secures biblical authenticity enough to endorse empowering servant leadership. The AP Region can seek effective solutions to dealing with its leadership crisis by adopting the Tree Model as an umbrella paradigm. That is, the Tree Model’s empowering aspect can contribute to solving the problem of leadership vacuum while its servant aspect to solving the problem of leadership anachronism. As a result of taking an epistemological turn in leadership, the AP Region can rekindle its growth momentum.

The Coaching LEADERSHIP through the Life and Humanity of Leader Yi Sun-Shin

Joo Young-cheol,Park Gyun-yeol J-INSTITUTE 2019 International Journal of Human & Disaster Vol.4 No.2

This research aims to specify the coaching leadership through Korean traditional military leader Yi Sun-shin. The whole society of the 20th Century is very complicated not to make a decision. So in the era of this trend, the society needs to be guided by who got the Charismatic Leadership based on solid wisdom and self-moderation competence. Usually mysticism, elitism, and strong charisma have been known as typical leadership. But now world is changing rapidly, so 21st century is questioning new leadership to today’s leaders. If so, what is correct answer which leaders of this age must answer? It could be not charisma but ‘empathy’ and ‘de-authority’. Even the present generation leaves doubts to leadership itself from the very first. This research tried to draw a con-sensus between Yi Sun-sin Leadership through stage of lifetime based on 10 pictures and Coaching Leadership at shifting point of leadership paradigm. As results of analyzing 10 spectrums, wellspring of Yi Sun-sin Leadership becomes summarized 7 kinds of core key words as noble character, values, principle, genuine ability, horizontal communication, transformation and innovation, and justice. Those also can be discovered to attain the highest perfection of leadership by consilience of conventional and modern leadership theory. As this is existential lead-ership that this age is needed, it’s against the coaching leadership to help centering true-self as way of being. This study finds out common dominator between Leader Yi Sun-sin and Coaching Leadership by projecting Yi Sun-sin’s life to coaching philosophy and Coaching Core Competency(CCC). Even during 21st century, we have to still understand and pursue the greatest leader Yi Sun-sin’s authentic leadership.

종합병원 중간관리자 리더십에 관한 연구

이우성 ( Woo Sung Lee ),김건엽 ( Keon Yeop Kim ),이무식 ( Moo Sik Lee ),나백주 ( Bak Ju Na ),조형원 ( Hyong Won Cho ),김현지 ( Hyun Jee Kim ) 경희대학교 경영연구원 2007 의료경영학연구 Vol.1 No.1

Objective: The purpose of this study was to examine the correlations among middle-level manager leadership, leadership satisfaction, and job satisfaction in general hospital employees. Methods: A questionnaire was administered to 578 hospital employees from July to August 2005. The survey pertained to information on the general characteristics of the employees, leadership score, leadership satisfaction, job satisfaction, and a list of requirements for leadership. Results: In terms of the leadership score, females, individuals in their 20s, nursing employees, those who were unmarried, those whose careers were relatively short, and those in private college hospitals rather than in national hospitals or medical corporations, presented higher scores. As for the correlations among leadership, leadership satisfaction, and job satisfaction, all three constructs were related to each other. In multiple regression analysis when the dependent variable was leadership satisfaction, the leadership score, occupation type, and hospital type were significant variables. When job satisfaction was the dependent variable, age, occupation type, and leadership score were significant. The requirements for leadership included: having drive at work, interpersonal skills, a sense of responsibility, decision-making capacity, and tolerance, in the respective order. Conclusion: Hospitals need to analyze the requirements of their staff, in terms of middle-level manager qualities, and then reflect them from within the hospital operation in order to promote the hospital`s development in a reasonable and efficient way. In addition, hospitals must appreciate the importance of middle-level manager leadership, and executives need to assign middle-level managers appropriate positions as well as provide consistent education and training programs so they can contribute to the development of the hospital.

아리스토텔레스의 리더십에 관한 연구

김요한 한국동서철학회 2019 동서철학연구 Vol.0 No.93

The discussion of leadership depends on how one should define the concept of leadership. A study on leadership thus triggers the definition of what leadership is. But the definition of leadership is not addressed by the question: "What is leadership?", but rather: "What is good leadership?". The meaning of ‘good’ here means morally good and practically useful. Thus, morality seems to be the center of leadership research. What is the relationship between leadership and morality? The leadership which we generally think of emphasizes the concept of power. Thus, Machiavelism seems to be a more important factor in leadership research. But in order to claim that the core of leadership is morality, we have to find what its philosophical basis is. This study deals with how morality and leadership can be related. Without a philosophical basis, leadership raises Hitler's problem; that if the leadership is useful, it can ignore all other moral values. With this problem I am going to deal with the most important concepts of Aristotelian leadership: first master art in Nicomachean Ethics, and master creator in Politics. According to Aristotle, the definition of leadership should be the virtues of planning for Eudaimonia. Within this structure, leadership can encounter moral values, not simply utility. Aristotle's virtue leadership can create a true politician who promotes happiness and loves self-love. We can call these true politicians heroes. His heroic leadership will be the union of Caesar's power of realizing ruling desires and pursuit of honor, and of the Christ’s soul performing contemplation of the celestial truth and beauty. 리더십에 대한 논의는 리더십을 어떤 관점에 바라보는가에 달려 있다. 따라서 리더십 연구는 무엇이 리더십인가라는 정의 문제를 촉발한다. 그러나 리더십의 정의 문제가 “무엇이 리더십인가?”라는 물음이 아니라 “무엇이 좋은 리더십인가?”라는 문제에서 다뤄진다. 여기서 좋음은 도덕적으로 좋음과 유용성을 의미한다. 따라서 도덕이 리더십 연구의 중심이 되어야 하는 것처럼 보인다. 그렇다면 리더십과 도덕은 어떤 관계를 갖는 것일까? 우리가 일반적으로 생각하는 리더십은 권력을 중시한다. 따라서 마키아벨리즘이 리더십 연구에서 더 선행되어야 할 요소인 것처럼 보인다. 그러나 리더십의 핵심이 도덕이라는 주장을 하려면 그 철학적 근거가 무엇인지를 드러내야 한다. 이 연구는 어떤 방식으로 도덕과 리더십이 연관될 수 있는지를 다룬다. 철학적 근거 없이는 리더십은 그것이 유용성을 유발한다면 다른 모든 도덕적 가치들을 무시해도 좋다는 히틀러 문제를 불러일으키기 때문이다. 연구자는 『니코마코스 윤리학』에서 총기획적 기예로서 리더십과 『정치학』에서 통치자가 총기획적인 제작자는 두 가지 근거에서 출발한다. 아리스토텔레스에 따르면 리더십의 정의는 에우다이모니를 목표로 하는 총기획적 덕이 되어야 한다. 이 구조 내에서 리더십은 단순하게 효용성이 아니라 도덕적 가치들과 만날 수 있게 된다. 아리스토텔레스의 덕 리더십은 행복을 증진시키고 자기애를 갖는 참된 정치가를 생성할 수 있다. 우리는 이런 참된 정치가를 영웅이라고 부를 수 있다. 그의 영웅적 리더십은 지배 욕망 실현과 명예추구라는 카이사르의 권력과 천상의 진리 추고와 아름다움에 대한 관조를 수행하는 그리스도의 영혼의 결합체가 될 것이다.

국제나사렛교단 아시아태평양지구의 성장동력 창출을 위한 새로운 리더십 패러다임 탐구

Musung Jung 한국선교신학회 2016 선교신학 Vol.43 No.-

2015년 12월 14일부터 18일까지 필리핀 마닐라에서 국제나사렛 교단 아시아태평양지구(이하 아태지구)의 싱크탱크 모임이 최초로 개최 되었다. 당시 제기되었던 주요 이슈 중 하나가 아태지구에서의 리더십 위기였다. 즉, 일부 연회(district)에서 토착적 리더십으로의 위임 및 이양이 원만히 진행되지 못하고 있을 뿐만 아니라 다수의 연회에서 피라미드 모델(Pyramid Model)에 근거한 전근대적 권위주의 리더십이 만연하고 있다는 상황이 보고되었다. 이러한 이중적 리더십 위기는 아태지구의 성장동력을 저해하고 있는데 본 연구는 이 위기를 극복할 대안으로 성서적 충실성(biblical authenticity)과 현대적 적합성 (contemporary relevancy)을 겸비한 트리 모델(Tree Model)을 새로 운 리더십 패러다임으로 제안하고자 한다. 리더와 팔로워(follower)의 관계가 수직적 상명하복인 전통적 피라 미드 모델과는 달리 트리 모델은 양자 간의 유기적 상호의존성과 수평적 파트너십을 전제하고 있는데, 이런 관점은 현대 리더십 이론과 그 맥을 같이 한다. 또한 군림과 권한독점 대신에 섬김(servanthood)과 권한부 여(empowerment)가 트리 모델에 본유적으로 내재하고 있는데, 이런 특징은 성서적 리더십 원리와 잘 부합된다. 이처럼 현대적 적합성과 성서적 충실성을 지닌 트리 모델을 통해 리더십에 관한 인식론적 전환이 아태지구에 확산되면 현재의 리더십 위기 상황이 극복될 수 있는 기반이 형성될 수 있다. 다시 말해, 트리 모델의 권한부여적 속성은 토착적 리더십으로의 위임 및 이양에, 섬김과 파트너십의 수평적 특성은 전근대 적 권위주의 리더십 타파에 각각 기여할 수 있으며, 그 결과 아태지구의 성장 동력이 창출될 수 있을 것이다. The Asia-Pacific Regional Think Tank meeting of the Church of the Nazarene was held in Manila over the period 14-18 December 2015. One major issue critically raised at the meeting was leadership crisis in the AP Region. First, there is leadership vacuum from missionaries to indigenous believers. In some of the so-called missionary districts the transition from missionary to indigenous leadership either fails with no replacement or occurs without proper preparations for new leadership. In addition, there is leadership anachronism lagging behind the predominant spirit of the current age. In many parts of the AP Region traditional or modern leadership styles reflective of authoritarian or bureaucratic hierarchy prevail in the emerging context of de-centralized postmodernism. All of which significantly hinders growth momentum in the AP Region. This research explores a new leadership paradigm called ‘the Tree Model’ that can help the AP Region overcome its current leadership crisis. The Tree Model has contemporary relevance enough to embrace the postmodern approach to leadership by emphasizing its inter-personal relationships and inter-influential processes in organic holism. Most importantly, the Tree Model secures biblical authenticity enough to endorse empowering servant leadership. The AP Region can seek effective solutions to dealing with its leadership crisis by adopting the Tree Model as an umbrella paradigm. That is, the Tree Model’s empowering aspect can contribute to solving the problem of leadership vacuum while its servant aspect to solving the problem of leadership anachronism. As a result of taking an epistemological turn in leadership, the AP Region can rekindle its growth momentum.

Secular and Christian Perspectives on Servant Leadership

Kye, Jae-Kwang 한국실천신학회 2009 신학과 실천 Vol.0 No.21

In light of recent cultural shifts, Korean churches and leaders are discovering that the authoritarian leadership patterns which they have employed are not working as well as they have in the past. These leaders are recognizing a need to change, and are looking for leadership models that can help them to do so. One approach that has recently grown in popularity, and which is particularly attractive to Christian leaders, is that of servant leadership. There is an ever‐increasing amount of literature available on servant leadership, both with respect to its practice in corporate settings and with respect to Christian leadership. However, rather than simply borrowing the latest model of leadership from the corporate world, Christian leaders need to reflect carefully on the biblical and theological appropriateness of this model and consider both points of coherence and disconnect with a Christian worldview. Thus we need to critically examine servant leadership and develop a Christian perspective on servanthood and servant leadership through biblical reflection and critique. Developing such a perspective is a primary aim of this article. To this end, I will first consider various theories of leadership and present some limitations of conventional approaches, before describing the basic premises and characteristics of servant leadership, considering perspectives from business management and Christian leadership. and attempting to lay the groundwork for a specifically Christian perspective on servant leadership. I will explore the philosophical basis of servant leadership as conceptualized by Robert Greenleaf and his followers, and I will then begin to develop a Christian perspective, centered around Jesus. Finally, I will present some theoretical implications and horizons for future research on a Christian understanding of servant leadership.

Missiological Perspective of Church Leadership: Restoring Missional Leadership

SeonYi Lee 한국선교신학회 2017 선교신학 Vol.46 No.-

이 연구의 목적은 선교적 리더십을 회복하기 위해 교회 리더십을 선교신학적 관점으로 분석하고 적용하고자 한다. 교회 리더십을 성경적, 신학적, 선교적 관점으로 분석하면, 성경적으로 교회 리더십은 모든 열방을 향한 보편적인 성격으로서의 선교적 의미를 담고 있고, 신학적으로 하나님 의 선교 신학은 선교의 주체가 교회가 아닌 하나님이라는 것을 재발견하게 한다. 그리고 선교적 관점에서 선교적 교회론은 교회의 선교적 본질을 다시금 깨닫게 하는데, 선교적 교회론에서 중요한 요소는 바로 선교적 리더십이다. 선교적 리더십의 적용으로서 한국교회의 실례를 들어 창조적, 통전적, 에큐메니칼, 개혁적 리더십의 특성을 이 연구는 다루고 있다. 즉, 창조주 하나님의 능력의 확장으로써의 창조적 리더십, 영혼구원과 사회적 책임을 통합하는 통전적 리더십, 더불어 살기를 지향하는 에큐메니 칼 리더십, 개혁영성을 회복하는 개혁적 리더십이다. 교회의 선교적 리더십 적용은 교회에 하나님 나라를 이루어가는 본질적 리더십의 회복의 가능성을 열어준다. The purpose of this paper is to analyze and to apply the missiological perspective to restore missional leadership. Missiological analysis of church leadership is described in the biblical, theological and missional dimensions. Church leadership implies mission, encompassing all nations with a universal character. Missio Dei is referred to God, not the church, who sends God’s people. Missional leadership is the core of missional ecclesiology which was rediscovered in the essence of church in mission. Missiological application of missional leadership is shown in several cases of the Korean Church possessing characteristics of leadership: Creative leadership that extends the Creator God’s power, holistic leadership that concludes salvation and social responsibility, ecumenical leadership involving solidarity and reformative leadership that conveys a reformative spirit. These applications could be used to redeem genuine leadership for the kingdom of God.

Biblical Lessons of Leadership Transition in the Bible

Kyung Chul Lim Presbyterian General Assembly Theological Seminary 2011 CHONGSHIN THEOLOGICAL JOURNAL Vol.16 No.1

Leadership transition is an important issue in the Bible. The issue is one of the most important issues in the Korean Church because many local churches are faced with on-going leadership transitions of senior pastors during the last decade. The Bible also shows many accounts of leadership transitions. For the purposes of this study, the writer will consider two biblical examples that of Moses to Joshua in the Old Testament and of Paul to Timothy in the New Testament. These two examples are selected because the biblical lessons provide us with adequate information on the excellent leader’s role and the prospective leader’s responses and readiness to assume leadership responsibilities. These will provide biblical lessons and principles of effective leadership transition. The writer intends to draw biblical lessons and principles from the two models and apply them to leadership development and transition in the context of the Korean Church today. As the essential conclusion of this article, the writer points out several key biblical lessons and principles out of all the lessons already mentioned regarding leadership transition for the Korean Church in this generation as follows. First, a mentor (leader) needs to be an example as a leader and encourage a mentoree (a prospective leader) to follow his/her example for effective leadership development. Second, a mentor need to teach and train a mentoree for leadership development according to his/her needs in his/her situations. Third, a mentor needs to provide a mentoree various opportunities to develop his/her pastoral leadership. Fourth, a mentor needs to train a mentoree to obey and accept the mentor’s task willingly for his/her leadership development. Fifth, a mentor needs to train a mentoree to depend on God only in every situation for the glory of God. Sixth, a mentor (leader) needs to provide opportunities for a mentoree’s tandem training period in order to confirm the mentoree as successor by the leader and the whole congregation.As the essential conclusion of this article, the writer points out several key biblical lessons and principles out of all the lessons already mentioned regarding leadership transition for the Korean Church in this generation as follows. First, a mentor (leader) needs to be an example as a leader and encourage a mentoree (a prospective leader) to follow his/her example for effective leadership development. Second, a mentor need to teach and train a mentoree for leadership development according to his/her needs in his/her situations. Third, a mentor needs to provide a mentoree various opportunities to develop his/her pastoral leadership. Fourth, a mentor needs to train a mentoree to obey and accept the mentor’s task willingly for his/her leadership development. Fifth, a mentor needs to train a mentoree to depend on God only in every situation for the glory of God. Sixth, a mentor (leader) needs to provide opportunities for a mentoree’s tandem training period in order to confirm the mentoree as successor by the leader and the whole congregation. Actually, in the Old Testament and New Testament, the writer recognizes that Holy Spirit selected, prepared and appointed prospective leaders (successors) for effective leadership transitions in the Church of God in the world. Paul addressed the Ephesian elders, “Keep watch over yourselves and all the flock of which the Holy Spirit has made you overseers. Be shepherds of the church of God, which he bought with his own blood” (Acts 20:28). Paul emphasized the role of the Holy Spirit in the appointment of the leaders such as overseers, elders and deacons in the Ephesian church. Actually, the Holy Sprit must be the Lord of leadership development for effective leadership transition in the Church of God. Therefore, all Christians in the world must seek the guidance and appointment of the Holy Spirit for effective leadership transition in the Church of God. Especially, the writer asks God that all the Christians in the Korean Church would seek the guidance and appointment of the Holy Spirit for effective leadership transition for the glory of God (Soli Deo Gloria!).

論文(논문) : 항공사 종사원의 리더십이 리더십 유효성에 미치는 영향

박혜윤 ( Hye Yoon Park ),김민수 ( Min Su Kim ) 한국항공운항학회 2011 한국항공운항학회지 Vol.19 No.1

The purpose of this study is to describe upon the most effective leadership stlyes for Airlines based on the transformational and transactional leadership that Bernard M.Bass proposed. The outcome of leadership treated here will be employee`s extra efforts, employee`s satisfaction with the leader, the effectiveness of the leader, involvement by employees in the organization, and management outcomes perceived by employees. The result of correlation showed that transformational leadership factors had positive impacts on the outcomes of leadership, but the transactional leadership had a negative impact on outcomes of leadership. According to results of multiple regression analyses, transformational leadership had a grater positive impact on outcomes of leadership than did transactional leadership. Transformational leadership is expected to promote and enhance the effectiveness of the hotel leaders, as well as the airline employee`s extra effort, their satisfaction with the leader, involvement in the organization, and their perception of management outcomes. It is imperative that the airline industry continues to develop transformational leader.