임파워링 리더십이 구성원들에게 미치는 부정적인 영향 - 임파워링 리더십의 통제권 부여 특성을 중심으로 -

이준혁,이의연,전정호 한국인적자원관리학회 2019 인적자원관리연구 Vol.26 No.3

According to previous research that investigated the relationship between empowering leadership and job stress, empowering leadership decreases job stress by elevating psychological empowerment of members. However, some studies demonstrated that empowering leadership has caused to psychological burden of members and increases job stress. However, most of previous studies have focused on the positive effects of empowering leadership on the members. However, we have interested in the claim that authority, autonomy, and responsibility generated from empowering leadership can cause negative impacts on members by increasing physical and psychological burden of members. Therefore, in current paper, we assumed that empowering leadership will increase job stress by generating work overload. In addition, we expected that emotions and attitudes toward both authority and autonomy induced from empowering leadership will depend on power distance orientation of each member. Therefore, this paper tried to examine whether the power distance orientation plays a role of both moderation and moderated mediation in the relationship between empowering leadership and work overload. In order to achieve the purpose of this study, this study conducted structural model and conditional process analysis of survey data collecting by 401 members who are working in domestic companies and organizations. The result of the analyses are as follows: First, empowering leadership had a significant positive effect on work overload. Second, work overload had a significant positive effect on job stress. Third, in the relationship between empowering leadership and job stress, the mediating effect of work overload was significant. Fourth, in the relationship between empowering leadership and work overload, the moderating effect of power distance orientation was not significant. Fifth, the moderated mediation role of power distance orientation on the mediating effect of work overload was not significant. However, the results of examining the conditional indirect effect on the moderated mediation effect of the power distance orientation showed that the moderated mediation role of the power distance orientation was significant in the both middle and low conditions. Further, the effect of leadership on job stress which is mediated by work overload was stronger in low (vs. middle) power distance orientation. Based on these results, this study suggests meaningful theoretical contributions and practical implications in terms of human resource management, such as enhancing understanding of empowering leadership and establishing strategies to reduce the negative influences of empowering leadership. First, in order to offset work overload by focusing on the positive role of empowering leadership such as reducing job stress, organizations need to provide additional job resources, growth opportunities, and an acceptable level of empowering based on the job proficiency and experience of the members. Furthermore, in the conditional indirect effect of the power distance orientation, the effect of empowering leadership on increasing job stress through work overload was higher in the low (vs. middle) power distance orientation. This results displayed that empowering leadership may have various causes and intensity that lead to work overload, depending on the individual characteristics of the members. Therefore, leaders need to listen to the subordinates' opinion to find a cause of increased work overload by empowering leadership and also need to explore and provide the resources needed for subordinates to eliminate the cause. 본 연구는 임파워링 리더십의 긍정적인 효과를 제시한 대다수의 선행연구와는 다른 시각에서 임파워링 리더십을 통해 부여되는 권한, 자율성 및 책임이 오히려 구성원들의 신체적·심리적 부담을 유발하여 부정적인 영향을 미칠 수 있다는 주장에 주목하였다. 따라서 본 연구에서는 임파워링 리더십이 구성원들의 직무과부하를 증가시키고 이를 통해 직무 스트레스를 간접적으로 증가시키는 부정적인 효과를 가질 수 있다는 가설을 설정하고 이를 검증하고자 하였다. 또한, 각각의 구성원들이 가지고 있는 권력거리성향에 따라 부여된 권한, 자율성 및 책임에 대해 느끼는 감정과 태도가 다를 것으로 가정하고 임파워링 리더십과 직무과부하 사이에서 개인적 특성인 권력거리성향이 조절 및 조절된 매개역할을 하는지 검증하고자 하였다. 이상의 연구목적을 달성하기 위해 국내 기업 및 조직에 재직하는 401명의 구성원에게 수집된 설문을 분석한 결과, 첫째, 임파워링 리더십은 직무과부하에 유의미한 정(+)의 영향을 미쳤다. 둘째, 직무과부하는 직무 스트레스에 유의미한 정(+)의 영향을 미쳤다. 셋째, 직무과부하는 임파워링 리더십과 직무 스트레스의 관계를 매개하는 것으로 나타났다. 넷째, 임파워링 리더십과 직무과부하의 관계에서 권력거리성향의 조절효과는 유의하지 않은 것으로 나타났다. 다섯째, 직무과부하의 매개효과에 대한 권력거리성향의 조절된 매개효과 역시 유의하지 않은 것으로 나타났다. 그러나 권력거리성향의 조절된 매개효과에서 조건부 간접효과를 살펴본 결과, 중간 집단과 낮은 집단에서는 권력거리성향의 조절된 매개효과가 유의한 것으로 나타났으며, 그 효과는 권력거리성향이 중간인 집단 보다 낮은 집단에서 임파워링 리더십이 직무과부하를 통해 직무 스트레스에 미치는 정(+)의 영향이 더 높은 것으로 나타났다. 이와 같은 결과를 바탕으로 본 연구에서는 임파워링 리더십의 부정적인 매커니즘을 살펴보고, 임파워링 리더십이 올바르게 기능할 수 있도록 임파워링 리더십의 부정적인 효과를 줄일 수 있는 방안을 수립하는 등 인적자원관리 측면에서 유용한 이론적·실무적 시사점을 제공하고자 한다.

Empowering Leadership and Individual Creativity: The Mediation Role of Psychological Empowerment in Facing Covid-19 Pandemic

Yuni SISWANTI,Muafi MUAFI 한국유통과학회 2020 The Journal of Asian Finance, Economics and Busine Vol.7 No.11

This study tests and analyzes the influence of empowering leadership on employee creativity which is mediated by psychological empowerment. Researchers conduct survey method on state-owned bank employees (ABC Bank) in Pacitan, East Java, Indonesia. Purposive sampling is selected with Likert scale as measurement. The population of this study is 166 respondents, who are permanent employees of the ABC Bank. The data analysis technique used is SPSS 24. The results of this study find that: (1) there is an influence of empowering leadership on psychological empowerment, (2) there is an influence of empowering leadership on individual creativity, (3) there is an influence of psychological empowerment on individual creativity, and (4) the influence of empowering leadership on individual creativity is mediated by psychological empowerment. This study ignores other types of leadership. Further study is needed to examine other types of leadership besides empowering leadership. The level of analysis of this study is individual, so further study could examine empowering leadership conceptualized at the group level because followers will be influenced not only by the dyadic relationship with the leader, but also by the dynamics of the members of the empowered group. This study provides theoretical enrichment from the aspect of empowering leadership, especially at the individual level. Leaders can increase employee creativity by empowering them to do their jobs. Additionally, by creating a work environment that ensures employees feel empowered psychologically.

Leader Exchange Ideology and Employee Trustworthiness as the Antecedents of Empowering Leadership: An Interactionist Perspective

김명선,김석영 한국인사관리학회 2022 조직과 인사관리연구 Vol.46 No.1

Although organizational scholars have paid considerable attention to the consequences of empowering leadership, only few studies have explored its predictors by asking what makes leaders engage in empowering leadership. As empowering leadership can be a risky behavior for leaders to undertake in their relationships with employees, it is critical to understand its antecedents in order to encourage leaders to engage in empowering leadership in organizations. Drawing on an interactionist perspective and social exchange theory, this study examines how leaders’ exchange ideology and their perception on employees’ trustworthiness directly and interactively affect empowering leadership. Using field data collected from 157 leader-employee dyads in Korea, our results showed the significant positive relationship between employee trustworthiness and empowering leadership. Also, we found the significant interactive effect of leader exchange ideology and employee trustworthiness on empowering leadership. This research contributes to empowering leadership literature by exploring two potential antecedents of it, including leader exchange ideology and employee trustworthiness. Particularly, we demonstrated the importance of employee trustworthiness in promoting empowering leadership, especially with leaders who have a weak exchange ideology. This implies the value of applying the interactionist perspective for a comprehensive understanding of what makes leaders engage in empowering leadership. Further theoretical and managerial implications are discussed.

임파워링 리더십과 선제적 행동의 관계에서 기본심리욕구의 매개효과

지성호(Ji Sung Ho),Kong Lan Lan,강영순(Kang Young Soon) 한국인적자원관리학회 2017 인적자원관리연구 Vol.24 No.4

리더십 발현과정에는 사회·문화적 맥락으로 인해 차이가 발생할 수 있으나, 국내에서 수행된 다수의 리더십 연구에서는 이러한 특징을 고려하는데 한계가 있다. 이러한 원인은 연구대상을 한국인으로 국한하기 때문으로 판단된다. 이에 본 연구에서는 한국인과 중국인을 연구대상으로 설정하여 리더십 영향력 과정에서 나타나는 차이를 실증적으로 비교하고자 하였다. 이를 위해, 임파워링 리더십, 기본심리욕구, 선제적 행동을 연구의 주요 개념으로 설정하였다. 구체적으로 임파워링 리더십의 기본심리욕구(자율성, 관계성, 유능성 욕구)에 대한 영향력을 확인하고, 기본심리욕구의 선제적 행동(피드백 추구행동, 발언행동)에 대한 영향력 관계를 설정하였다. 다음으로 임파워링 리더십과 선제적 행동(피드백 추구행동, 발언행동)의 관계에서 기본심리욕구(자율성, 관계성, 유능성 욕구)의 매개효과를 검증하고자 하였다. 연구목적을 달성하기 위한 자료는 번역타당성 검증과정을 거쳐 설문지를 완성하였으며, 한국인과 중국인으로부터 수집하였다. 연구대상별 총 330부의 설문지를 배부하여 회수된 자료 가운데 불성실하게 응답한 자료를 제외하고, 한국인 303명, 중국인 301명으로부터 획득된 자료를 분석하였다. 가설검증을 위한 과정에서 측정도구의 타당성과 신뢰성은 연구대상을 통합하여 분석을 수행하였으며, 상관관계 및 가설검증은 연구대상을 분리하였다. 연구결과를 정리하면, 임파워링 리더십의 기본심리욕구 만족에 대한 영향력, 기본심리욕구 만족의 선제적 행동에 대한 영향력, 기본심리욕구 만족의 매개효과 경로에서 연구대상에 따른 차이가 확인되었다. 이러한 결과는 글로벌 경영환경에서 임파워링 리더십을 발휘하는 경우 추종자의 국적에 따른 차이를 고려한 접근을 제안하고 있으며, 기본심리욕구 만족에 있어 임파워링 리더십의 역할을 확인하는 계기를 제공하고 있다. In the leadership literature, the process of leadership emergence is likely to be different by social and cultural context. However, a lot of studies associated with leadership which have carried out are limited to reflect those components because they have merely focused on the one sample, Korean. Thus, it is more tough to account for the difference by different research targets and it is a shortcoming to explain an effective leadership in the international business. Accordingly, the current study empirically tries to demonstrate the differences, that occur in the process of leadership emergence, by comparing Korean and Chinese samples. Specifically, the authors suggest the following three major points they will be examined; effects of empowering leadership on basic psychology needs (i.e. autonomy, relatedness, and competence), mediating mechanism by basic psychology needs in the relationships between empowering leadership and proactive behavior (i.e. feedback seeking behavior and voice behavior) between Korean and Chinese. In order to investigate the hypothesized model, both data from 303 Korean employees and 301 Chinese employees were collected after confirming a translating validation test. The translation validation was carried out re-translation process by Chinese natives and pilot test in Chinese organizations. Considering the main purposes of the current research, the procedure of analysis was conducted in the both approaches; the integrated samples were utilized in the measurement validation and reliability, and the sample was classified in main effects and mediation. The results are follows. empowering leadership had significant effects in most of paths except for need for relatedness in Chinese case. Need for competence was only associated with feedback seeking behavior, and voice behavior in Korean case, but needs for autonomy and competence were positively associated with feedback seeking behavior, and voice behavior in Chines case. In the mediation, it was demonstrated both that need for competence partially mediated the links between empowering leadership and feedback seeking behavior and voice behavior in Korean employees, and in Chinese employees, needs for autonomy and competence partially mediated the links between empowering leadership and feedback seeking behavior and voice behavior. These empirical results help to understand the importance of empowering leadership to fulfilling basic psychological needs of employees and to producing proactive behaviors. It contributes to expand research area of empowering leadership and verifies the main role of empowering leadership for the intrinsic motivation. This results advance comprehending international human management in showing empowering leadership. Moreover, this paper contributes to extend to literatures of basic psychological needs and provides chance for facilitating researches about employees needs.

Social Learning in Empowering Leadership: A Moderated Mediation Analysis

Gukdo Byun(변국도),Soojin Lee(이수진) 한국인사조직학회 2016 한국인사ㆍ조직학회 발표논문집 Vol.2016 No.2

This study suggests a comprehensive conceptual model of social learning of empowering leadership by focusing on the antecedents and processes of empowering leadership. Data were obtained from subordinate–supervisor dyads from the South Korean Army. The results support the social learning of empowering leadership. Specifically, second-level leaders’ empowering leadership facilitates first-level leaders’ empowering leadership and this relationship is mediated by leader-leader exchange (LLX). In addition, the results confirm the existence of a moderated mediation relationship among the constructs of interest. That is, the first-level leaders’ exchange ideology moderates the relationship between leader-leader exchange (LLX) and their empowering leadership, such that the relationship is stronger when exchange ideology is weak rather than strong; and weak exchange ideology thus strengthen the indirect effects of the second-level leaders’ empowering leadership on the first-level leaders’ empowering leadership through LLX.Implications for both theory and practice are discussed.

기독교대학의 효율적인 선교를 위한 리더십 모델과 임파워링 리더십

이승문 ( Seung-moon Lee ) 한국대학선교학회 2016 대학과 선교 Vol.32 No.-

본 논문의 목적은 기독교대학 내 선교를 위한 효율적인 리더십 모델로 `임파워링 리더십`을 제시하려는 것이다. 각계각층의 리더십 부재에 대한 철저한 반성과 함께 리더십의 중요성을 공직자 등의 위치에 있는 교목과 같은 종교교육계 지도자들이 먼저 바로 깨닫는 것이 필요하다. 최근까지 「대학과 선교」학술지에 발표된 리더십 관련 연구들은 주로 `서번트 리더십`과 `변혁적 리더십`, `동반자적 리더십`과 `달란트 리더십`등이 소개되었다. 하지만, 다양한 리더십 이론 소개가 이루어지지 않았던 점을 고려하여 먼저 전체적으로 간추린 최근의 리더십 연구사를 소개하였다. 더 나아가 기독교 대학조직 내 교목의 리더십에 적합하고, 일반 리더십 이론에서는 최근에 빈번하게 다루어지고 있음에도 불구하고 상대적으로 기독교 리더십과 연계되어 다루어지지 않은 `임파워링 리더십`을 면밀하게 살펴보았다. 이를 통하여 사도바울의 임파워링 리더십이 교목의 리더십에 적합한 유형이라는 것을 제시 하였다. 달리 표현하면, 리더십 이론들 중에서 `임파워링 리더십`모델이 기독교 대학 내에서 설립정신 구현과 아울러 대학 공동체의 신앙 영역의 책임을 맡고 있는 교목을 맡고 있는 교수가 교목실의 소수의 인적 자원으로 대학내에서 대학 구성원인 교수와 직원과 학생들과의 관계 속에서 원활한 사역과 직무 수행을 위해 적합한 유형임을 제시하였다. This paper aims to suggest empowering leadership as an effective leadership model for mission in Christian universities. Along with the reflection on the absence of leadership in different spheres, it is necessary for university chaplains as public officials to recognize the importance of leadership. Recently, in the University and Mission, the following models of leadership have been discussed: `servant leadership,` `transitional leadership,` `companionship leadership,` and `talent leadership.` However, considering the fact that a variety of leadership theories have not introduced, this paper first summarizes the recent history of leadership studies. Furthermore, this paper introduces `empowering leadership,` which has not been adequately discussed, and critically examines whether this model of leadership would be appropriate for university chaplain`s leadership. In other words, this paper argues the following thesis given the study of Paul`s mission model: the model of empowering leadership is appropriate for university chaplains to (1) enact the foundational spirit of Christian universities and (2) serve their duties and missions in their relationships with other faculty members and students.

임파워링 리더십이 구성원의 혁신행동에 미치는 영향 - 직무열의의 매개효과와 일반적 자기효능감의 조절효과 -

설지수 ( Seol Ji Su ),정원호 ( Jeung Won Ho ) 한국인적자원관리학회 2018 인적자원관리연구 Vol.25 No.4

The purpose of this study is to explore the effect of empowering leadership on follower’s innovative behaviors. This study also examined the mediating effect of job engagement on the relationship between empowering leadership and innovative behaviors. In addition, this study investigated the moderating effect of general self-efficacy of followers. More specifically it examined the moderating effect of general self-efficacy of followers on the relationship between job engagement and innovative behavior and on the indirect effect of empowering leadership on innovative behavior through job engagement. Sampling from 131 leader-follower dyad in Korean Army, the results of this study show that leaders’ empowering behaviors are positively related to innovative behaviors of followers as well as job engagement of followers. Followers’ job engagement is positively related to innovative behaviors and mediates the relationship between leaders’ empowering leadership and innovative behaviors of followers. The relationships between followers’ job engagement and innovative behaviors were moderated by general self-efficacy of followers such that the effects of job engagement on innovative behaviors were stronger for those with higher general self-efficacy than those with lower general self-efficacy. Finally, the indirect effects of empowering leadership on innovative behaviors through job engagement were moderated by followers’ general self-efficacy such that the indirect effects were stronger for those with higher general self-efficacy than those with lower general self-efficacy. The results of this study expand the extant literature on empowering leadership, job engagement, and innovative behaviors because it explains the potential influential mechanism of empowering leadership. This study also have some practical implication that organizations should train and educate their leaders to conduct empowering leadership in order to foster innovative behaviors of organizational members.

상사의 임파워링 리더십이 조직구성원의 변화지향 조직시민행동에 미치는 영향 : LMX의 매개효과를 중심으로

서민정,심지현 한국산업교육학회 2024 산업교육연구 Vol.44 No.1

본 연구는 상사의 임파워링 리더십이 조직구성원의 변화지향 조직시민행동에 미치는 영향과 임파워링 리더십과 변화지향 조직시민행동의 관계에서 LMX의 매개 효과를 검증하는 것을 목적으로 하였다. 본 연구의 목적을 달성하기 위한 연구문제는 다음과 같다. 첫째, 상사의 임파워링 리더십이 조직구성원의 변화지향 조직시민행동에 영향을 미치는가? 둘째, 상사의 임파워링 리더십이 조직구성원의 변화지향 조직시민행동에 미치는 영향에 있어 LMX의 매개 효과가 있는가? 이다. 연구대상은 지역과 상관없이 다양한 조직 및 직종에서 근무하는 직장인으로 설정하였으며, 총 265부를 본 연구의 분석자료로 사용하였다. 최종 데이터는 SPSS 25.0 프로그램을 사용하여 빈도분석, 기술통계분석, 신뢰도 검증을 하였고, Barron&Kenny의 방법으로 매개효과를 검증한 후 이를 재확인 하기 위한 sobel test를 진행하였다. 연구 결과를 요약하면 다음과 같다. 첫째, 상사의 임파워링 리더십은 부하의 변화지향 조직시민행동에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 상사의 임파워링 리더십이 LMX에 유의한 정적 영향을 미치는 것으로 나타났다. 셋째, 상사의 임파워링 리더십과 조직구성원의 변화지향 조직시민행동 간의 관계에서 임파워링 리더십 하위요인 중 솔선수범, 참여적의사결정, 코칭, 관심표출이 발휘될 경우 LMX가 완전 매개역할, 정보공유는 LMX가 부분 매개역할을 하는 것으로 나타났다. 이 연구결과를 통해 LMX가 상사의 임파워링 리더십 발휘 효과에 미치는 역할의 중요성을 확인하였으며, 조직 내에서 리더십에 대한 교육훈련 및 관심과 함께 LMX를 높이기 위한 방법이 필요함을 확인하였다. The purpose of this study is to verify the effect that the superior’s empowering leadership has on the change-oriented organizational citizenship behavior of organizational members and the mediating effect of the leader-member exchange theory(LMX) in the relationship between empowering leadership and change-oriented organizational citizenship behavior. The results can be summarized as follows, First, in terms of demographic characteristics, empowering leadership showed a significant difference in gender and age, LMX in gender and age, and change-oriented organizational citizenship behavior in gender and rank. Second, the superior’s empowering leadership had a significant positive effect on LMX. Third, among the subfactors of the superior’s empowering leadership, sharing information had a significant positive effect on the change-oriented organizational citizenship behavior of organizational members. Fourth, LMX showed a full mediation effect when subfactors of empowering leadership such as taking the initiative, participative decision-making, coaching, and expressing interest were displayed in the relationship between the superior’s empowering leadership and organizational members’ change-oriented organizational citizenship behavior, and LMX showed a partial mediation effect when sharing information was displayed. These results proved the importance of the role LMX plays in the effect of the superior’s empowering leadership.

임파워링 리더십이 구성원의 혁신행동에 미치는 영향 : 창의적 자기효능감 및 역할확장 자기효능감의 매개효과와 혁신풍토의 조절효과를 중심으로

강연희,정원일,이상호 한국경영컨설팅학회 2024 경영컨설팅연구 Vol.24 No.3

임파워링 리더십은 구성원의 자율성과 유능감을 고양하여 혁신행동을 촉진한다. 선행 연구는 임파워링 리더십이 구성원의 혁신행동에 영 향을 미치는 과정에서 매개효과를 밝히려는 많은 노력을 기울여 왔다. 특히, 혁신행동을 예측하는 내재적 동기부여 메커니즘으로 창의적 자기 효능감의 매개역할과 그 의미에 초점을 맞춰 연구를 진행해왔다. 그런데 혁신행동은 새로운 아이디어 창출 및 전파 그리고 구현이라는 다양한 단계로 이루어져 있다. 따라서 창의적 자기효능감만으로 혁신행동의 전체 프로세스를 예측하고 설명하기에는 부족하다. 이에 본 연구는 임파 워링 리더십과 구성원의 혁신행동의 관계에서 역할확장 자기효능감을 함께 매개변수로 설정하여 이 두 가지 효능감이 어떻게 독립적으로 혁 신행동에 영향을 미치는지를 비교하여 살펴보았다. 또한, 임파워링 리더십의 영향력이 조절되는 상황이나 여건에 대한 이해가 필요하다는 주 장을 고려하여 임파워링 리더십이 구성원의 창의적 자기효능감 및 역할확장 자기효능감에 영향을 주는 과정에서 구성원이 인지하는 혁신풍토 를 조절변수로 설정 및 검증하였다. 선행 연구를 바탕으로 가설을 설정하고 이를 검증하기 위하여 대기업에 재직 중인 302명의 구성원들을 대상으로 실증 연구를 진행하였다. 분석 결과에 따르면, 첫째, 임파워링 리더십과 구성원의 혁신행동 간에 정(+)의 관계가 있다는 것을 확인하였다. 둘째, 구성원의 창의적 자기효 능감과 역할확장 자기효능감은 임파워링 리더십과 구성원 혁신행동의 관계를 각각 정(+)적으로 매개하는 효과가 있었다. 셋째, 임파워링 리더 십과 구성원의 창의적 자기효능감 및 역할확장 자기효능감의 관계는 구성원 혁신풍토 인식에 의해 정(+)의 조절효과가 있었다. 본 연구는 사회인지이론에 기반하여 임파워링 리더십과 구성원의 혁신행동의 관계에서 창의적 자기효능감 및 역할확장 자기효능감의 독립 적인 매개효과를 동시에 살펴봄으로써 그 영향력의 차이를 실증하였다. 이처럼 역할확장 자기효능감이 창의적 자기효능감 외 독립적으로 혁 신행동에 영향을 미친다는 연구 결과는 혁신행동이 요구되는 특정 도메인과 상응하여 강한 예측력을 나타내는 선행 요인을 밝히려는 연구의 확장에 도움이 될 것이다. 더 나아가 사회정보처리이론에 기반하여 임파워링 리더십이 구성원의 창의적 자기효능감 및 역할확장 자기효능감 에 미치는 영향력을 강화하거나 약화하는 상황 요인으로 혁신풍토를 살펴봄으로써 임파워링 리더십의 효과성을 조절하는 혁신풍토의 조절효 과를 검증하였다. 이 밖에 본 연구 결과와 관련된 시사점 및 한계점, 추가적인 연구 과제도 제언하였다. Empowering leadership increases member’s innovative behaviors by enhancing members' autonomy and competence. Prior studies have made great efforts to identify the mediating effects of empowering leadership on member’s innovative behaviors. In particular, they have focused on the mediating role and implications of creative self-efficacy as an intrinsic motivational mechanism that predicts innovative behaviors. However, innovative behaviors encompasses various stages, such as generating, disseminating, and implementing new ideas. Therefore, creative self-efficacy alone is insufficient to predict and explain the entire process of innovative behaviors. Therefore, this study examines the relationship between empowering leadership and member’s innovative behaviors by considering role breadth self-efficacy as another mediating variable and comparing how two domain- specific self-efficacy independently influence innovative behaviors. In addition, considering the argument that it is necessary to understand the situational factors which the effectiveness of empowering leadership is enhanced or reduced, this study examined the innovative climate as a moderating variable in the process of empowering leadership influencing employees’ creative self-efficacy or role breadth self-efficacy. The analysis results confirm that empowering leadership positively impacts on employees’ innovative behaviors through creative self-efficacy and role breadth self-efficacy, respectively. Particularly, the result show that employees’ role breadth self-efficacy had an additive effect on innovative behaviors beyond the effect of employees’ creative self-efficacy. Furthermore, innovative climate enhances the positive influence of empowering leadership on creative self-efficacy and role breadth self-efficacy, respectively. This research significantly contributes by shedding light on additional motivational mechanism in explaining the relationship between empowering leadership and employees’ innovative behavior, focusing on the different stages of innovation. In addition, the results of this study indicate the significance of the organizational climate in affecting the effectiveness of empowering leadership.

호텔조리사가 인지한 리더의 임파워링 리더십이 자기효능감 및 조직시민행동에 미치는 영향 연구

나용근,김영중 (사)한국조리학회 2020 한국조리학회지 Vol.26 No.7

This study was analyzed to identify the effect of hotel chef's empowering leadership on organizational citizenship behavior through self-efficacy. In addition, present study verified the effect of hotel chefs' self-efficacy on organizational citizenship behavior. Through this, the purpose of this study was identified that the mechanism of the impact of empowering leadership on organizational citizenship behavior and the characteristic factors that can affect the behavior of members. The research hypothesis was established with a focus on prior studies on empowering leadership, self-efficacy, and organizational citizenship behavior. The results of these studies were confirmed the mechanisms necessary to verify the impact between empowering leadership, self-efficacy, and the organizational behavior among hotel chefs. In addition, in order to encourage hotel cooks' organizational citizenship behavior, the manager of the cooking department should be interested in the organizational citizenship behavior of hotel chefs through empowering leadership. Lastly, the empowering leadership of the leader is to enhance the self-efficacy of the hotel chef according to the personal characteristics of the hotel chef. In sum, current study will contribute to enhance the self-efficacy of the hotel chef according to the personal characteristics especially for the hotel chefs.