팔로워십 척도 개발 및 타당화

최준원,권성우 한국기업경영학회 2014 기업경영연구 Vol.21 No.6

Both leadership and followership are important for the success of the enterprises. However followership studies have been relatively weak compared to leadership studies. Furthermore, many followership studies in Korea have been dependent on Kelley’s followership scale which was developed and validated in the United States. The purpose of this study is to facilitate diverse viewpoints and research discussions for followership studies in Korea by developing new followership scale based on Korean employees. The study is composed of literature review and two stages of empirical analysis. The literature reviews cover followership definition, proposed followership competencies and core concepts of major followership studies. In many leadership studies, follower has been granted as same concept of subordinate and followership as a concept which is related with specific position in the hierarchical structure. Recently, however, follower and followership are granted as concepts which are based on the relative role in the each interpersonal interaction. According to this viewpoint, leadership and followership are flexible role-based concepts which are both important to create organizational performance. Considering both leadership and followership are important for organizational performance, current sluggish study of followership is not desirable. By followership scale development, this study intends to promote more active research about followership and contribute more balanced approaches to organizational studies considering both leadership and followership. Empirical studies are composed of panel study by Delphi method and quantitative study by survey method. Delphi method was carried out for the purpose of selecting major followership competencies which were put into quantitative scale development afterward. Through repeated assessment by the panel, 9 major competencies were selected. For quantitative study, 44 items for 9 competencies were developed and measured by web-based survey. The data was collected from 389 employees in several companies based in Korea. Furthermore, 373 responses were put into analysis after filtering out inappropriate responses. Through exploratory and confirmatory factor analysis, 38 items for 7 core followership competencies were identified. The new followership scale was found to be stable by verification of measurement equivalence including configural invariance, metric invariance and scalar invariance. Construct validity was also supported by verification of convergent validity, discriminant validity, nomological validity and incremental validity. Followings are theoretical contributions through the empirical analysis. First, the new followership scale was developed based on Korean employees working with local enterprises while many followership studies have been dependent on Kelley’s scale which was developed and validated in the United States. Through incremental validity analysis, the new followership scale proved to have significant incremental ability to predict some important organizational effectiveness variables after statistically controlling Kelley’s scale. Second, new followership scale encompasses a wide range of competencies. Viewpoints and discussions of previous studies which used Kelley’s scale had some limitations due to simple dimensions of the scale. Although usefulness of the scale cannot be determined by the range of the scale, this new scale at least expand the base for the followership research and discussions. Third, new scale tried to focus on unique followership competencies while many previous studies didn’t care much about differentiation between followership and leadership competencies. This is important to strengthen base for followership study considering that organizational studies by leadership viewpoints have been more vigorous than by followership viewpoints. The limitation of this study is as follows. First, the survey data was collected by conven... 기업의 성공을 위해서는 조직 구성원들의 리더십과 함께 팔로워십도 중요한 요인이다. 그러나 팔로워십에 대한 관심과 연구는 리더십 대비 크게 부진한 상황이다. 특히, 국내의 팔로워십 연구는 고유의 관점을 제안하는 연구가 많지 않은 가운데 미국기업을 기반으로 개발된 Kelley(1992)의 척도를 활용하는 연구가 주를 이루어 왔다. 본 연구는 국내 기업의 구성원을 기반으로 신규 팔로워십 척도를 개발함으로써 팔로워십에 대한 보다 다양한 관점과 논의의 기반을 마련하고자 수행되었다. 팔로워십 측정문항들을 개발한 후 설문을 통해 측정한 373부의 표본을 대상으로 탐색적·확인적 요인분석을 실시했다. 분석 결과 주도적 책임수행, 상생, 진정성, 직무열의, 조직제도 순응, 업무능력, 성실성 등의 7개 팔로워십 역량을 측정하는 38개 문항이 확정되었다. 개발된 척도에 대해 측정동일성 검증을 시행한 결과 형태동일성, 메트릭동일성, 절편동일성 등이 수용됨으로써 기업 구성원의 팔로워십 측정에 활용될 수 있는 척도의 안정성이 확인되었다. 척도에 대한 수렴 및 변별타당도를 검증한 결과 기존 팔로워십 척도와 유의한 수렴타당도가 나타났고, 과업수행, 맥락수행, 변혁적 리더십 등과는 유의한 변별타당도가 나타났다. 이어서 팔로워십 연구들이 준거변인으로서 검증해온 대표적 변인인 정서적 조직몰입과 직무만족을 대상으로 법칙 및 증분타당도를 검증한 결과가 유의하게 나타남으로써, 개발된 척도가 주요 조직 변인을 설명 및 예측할 수 있음이 확인되었다. 이러한 연구결과를 바탕으로 연구의 의의와 제한점, 연구과제 등에 대하여 논하였다.

팔로워십 유형화 및 각 유형별 특성 분석

최준원 한국기업경영학회 2018 기업경영연구 Vol.25 No.6

Based on my previous study of proposing new followership concept which is composed of seven factors and literature review about followership, this study investigated some research problems as followings: Research Problem1. Identifying followership types based on factor scores of seven followership dimensions. Research Problem2. Comparing the levels of seven followership factors among identified followership types. Research Problem3. Identifying demographic characteristics of each followership type. Research Problem4. Predicting the job satisfaction by identified followership types. Research Problem5. Predicting the affective organizational commitment by identified followership types. The seven followership factors extracting from previous study were ‘active and responsible performance’, ‘symbiotic comradeship’, ‘job commitment’, ‘ethics and integrity’, ‘organizational rule conformance’, ‘job competency’, and ‘sincerity’. By using cluster analysis which is based on the factor scores, the respondents were categorized into four types of followership. Those four types are ‘a man of self-assertion(Type 1)’, ‘truepenny without commitment(Type 2)’, ‘insincere conformist(Type 3)’, and ‘cooperative activist(Type 4)’. Cooperative activist type occupies the largest portion of 41.1% and insincere conformist type is the second largest type with 24.5%. Truepenny without commitment is 17.5% and a man of self-assertion type is 16.9%. Based on post-hoc analysis of ANOVA, some meaningful differences among four followership types for each followership factor were found out as followings.*** For ‘active and responsible performance’ factor, Type 1(b), Type 2(c), Type 3(b), Type 4(a) For ‘symbiotic comradeship’ factor, Type 1(c), Type 2(b), Type 3(b), Type 4(a) For ‘job commitment’ factor, Type 1(a), Type 2(b), Type 3(a), Type 4(a) For ‘ethics and integrity’ factor, Type 1(bc), Type 2(c), Type 3(ab), Type 4(a) For ‘organizational rule conformance’ factor, Type 1(d), Type 2(b), Type 3(a), Type 4(c) For ‘job competency’ factor, Type 1(ab), Type 2(ab), Type 3(b), Type 4(a) For ‘sincerity’ factor, Type 1(c), Type 2(a), Type 3(d), Type 4(b) Some differences of demographic composition were also found out among four followership types. For gender, level of education, and occupational group, no differences were found out among followership types. For age, the portion of 40s or higher is highest in type 4 while 20s and 30s are highest in type 2. For position****, each followership type shows different aspects as followings. For type 1, the portion of lowest position(27.0%) and the portion of highest position(27.0%) among 5 positional categories occupy the majority. For type 2, the portion of lowest position(29.2%) and the portion of second lowest position(24.6%) occupy the majority. Type 3 is mainly composed of middle positions including manager and senior manager(51.6%). The positional composition of type 4 is most evenly distributed among all types with 4 out of 5 positions occupies around 21% ~ 24% each. For years of employment(including previous career in other companies), each followership type shows different aspects as followings. For type 1 and 3, the portion is evenly distributed compared to other 2 types. For type 2, the portion of 10 years or less occupies 67.7%. For type 4, the portion of 16 years or higher is the majority with 35.3%. Through the analysis of multiple regressions with 7 factor scores as independent variables predicting criterion variables of job satisfaction and affective organizational commitment, the majority of factors are found to significantly explain the two criterion variables. Based on another multiple regression analysis which put 4 followership types with dummy variable type as independent variables, type 4 is found to be significantly satisfied with their jobs and more affectively committed with their organizations co... 본 연구는 저자가 한국 기업 구성원들의 특성을 고려하여 팔로워십의 구성요소로서 주도적 책임수행, 상생, 직무열의, 진정성, 조직제도 순응, 업무능력, 성실성 등의 일곱 개 요인들을 규명했던 연구를 발전시켜 동 데이터를 활용한 추가적인 분석을 통해 팔로워십의 유형화를 시도한 연구이다. 즉, 팔로워십의 일곱 개 요인점수를 활용한 군집분석을 통해 팔로워십의 주요 유형을 도출하였고, 도출된 팔로워십 유형들의 특성을 규명하였다. 주요 연구결과는 다음과 같다. 먼저, 군집분석을 통해 도출된 팔로워십의 유형은 독불장군형, 타성적 성실형, 불성실한 순응형, 협력적 조직주도형 등의 네 가지이다ㅏ. 두 번째로, 도출된 팔로워십 유형들간에 각 팔로워십 요인들의 수준에 있어서 유의한 차이가 있는지를 일원분산분석을 통해 확인하였다. 분석 결과 협력적 조직주도형이 타 유형들 대비 주도적 책임수행 역량이 유의하게 높은 수준으로 나타났으며, 기타 역량들도 유형간에 다양한 차별적 양상이 나타났다. 세 번째로, 도출된 네 가지 팔로워십 유형과 응답자들의 인구통계적 특성간의 독립성 검증을 실시한 결과 연령, 직급, 근속연수 등에서 유의한 결과가 나타났다. 네 번째로, 각 팔로워십 유형별로 직무만족과 정서적 조직몰입의 수준에 유의한 차이가 있는지를 다중회귀분석을 통해 검증하였다. 분석 결과 협력적 조직주도형이 타 유형들 대비 직무만족에 대한 영향이 강하게 나타났다. 정서적 조직몰입의 경우에는 협력적 조직주도형과 불성실한 순응형이 나머지 두 가지 유형들보다 강한 영향이 나타났다. 상기의 연구결과를 바탕으로 연구의 의의, 시사점, 한계, 그리고 향후 연구방향 등을 제시하였다.

리더의 전문적 및 준거적 권력이 구성원들의 팔로워십과 조직시민행동, 이직의도에 미치는 영향: 신뢰를 조절변수로 하여

홍계훈(Gyehoon Hong) 대한경영학회 2021 大韓經營學會誌 Vol.34 No.6

팔로워십이 영업‧마케팅 직군 구성원의 고객지향성에 미치는 영향: 정서적 조직몰입을 통한 조직지원인식의 조절된 매개효과

최준원(Joonwon Choi) 대한경영학회 2020 大韓經營學會誌 Vol.33 No.9

의료기관 사무직 종사자의 조직공정성이 Followership과 조직시민행동에 미치는 영향 - LMX 조절효과 -

안재선 ( Jae-sun Ahn ),김종두 ( Jong-doo Kim ),김문중 ( Moon-jung Kim ) 한국병원경영학회 2018 병원경영학회지 Vol.23 No.2

Purposes: Based on samples of government officials who are working at public health centers, following research examines the Effect of Organizational Justice on the relationships between Followership and Organizational Citizenship Behavior and analyzes the moderating effect of Leader-Member Exchange. Methodology: For the methods, Sphericity verification, Exploratory factor analysis, Correlation analysis, Causal relation, Mediating effect of followership and Moderating Effect of The Leader-Member Exchange have been analyzed with SPSS 22.0 & AMOS 22.0 Ver. Findings: As a result of Correlation analysis, Predictive validity and Construct validity have meaningful effect. Also, In case of Path analysis, distributive justice and interactional justice have meaningful effect but procedural justice has no such effect on Followership. As a result of Mediated effect of followership analysis, distributive and interactional justice have positive impact on (Organizational and Interpersonal). As to the mediation effect of followership analysis, It is shown that distributive and Followership have meaningful effect on In-group, not Out-group. Lastly, It is shown that procedural justice and Followership have no meaningful effect on both In-group and Out-group. Practical Implications: For the implications, distributive justice and interactional justice have positive impact on Followership, while procedural justice has no such impact on Followership. Also, It also possibly has same result to the moderating effect of Leader-Member Exchange. Consequently, It is recognized that a fair process without a fair result cannot be valued. also, We can know that reward for procedural justice is evaluated to kind of negative.

팔로워십을 활용한 리더십 교양교육에 대한 탐색적 연구 : 비교과 프로그램으로의 접근 사례

장제욱(Chang, Je-Wook) 한국교양교육학회 2021 교양교육연구 Vol.15 No.6

이 연구의 목적은 교양교육에 있어 팔로워십 연구 및 교육 동향, 그리고 리더십 교육과의 연계필요성을 확인하고, 팔로워십 비교과 프로그램 운영을 통해 향후 유관 분야 교육과 연구 방향 설정에기여하는 것이다. 연구문제 해결을 위해 먼저 문헌연구를 통해 팔로워십과 리더십의 연계성을 확인할수 있는 선행연구들을 살펴보았다. 그리고 사회수요를 반영하여 기존에 전문가들이 검증해 놓았던팔로워십 역량항목 자료들을 수집해 분석의 기초로 삼았고, 추가적으로 리더십 교양 수업 참여 학생들을대상으로 심층 인터뷰를 진행하여 잠재적인 필요역량을 추가하여 분석도구로 활용하였다. 연구 결과는다음과 같다. 첫째, 팔로워십이 리더십 교육을 보완하는 콘텐츠가 될 수 있으며 대학교양교육에 충분히활성화시킬만한 것임을 확인하였다. 둘째, K 대학생들이 우선적으로 필요하다고 생각하는 5가지 팔로워십 역량을 확인할 수 있었다. 셋째, 팔로워십 관련 비교과 프로그램이 리더십 교양교과목의 핵심역량제고에 긍정적인 영향을 미칠 수 있음을 확인하였다. 넷째, 팔로워십을 접목시킬 수 있는 다양한 분야에추가적인 비교과 프로그램 지원 필요성도 절감하였다. 아울러 교양교육에 있어 팔로워십의 교육 효과성을 확산시키기 위해 졸업생과 재학생을 대상으로 다양한 연구 방법들을 적용해 볼 필요가 있음을강조하고, 팔로워십 관련 비교과 프로그램의 경우 향후에는 학습자들의 역량수준과 팔로워십 향상목적(자기주도적 대학생활, 팀워크 발휘, 사회진출 준비 등)을 충분히 고려하여 운영함이 필요함을제안하였다. The purpose of this study is to confirm the necessity of linking “followership” research and educational trends with leadership education in liberal arts education, and to contribute to future education and research direction through followership programs and the operation of non-subject educational programs. In order to solve the research issue, first, previous studies that can confirm the connection between followership and leadership through literature research were examined. In addition, followership competency items verified by experts were collected and used as the basis for analysis, and in-depth interviews were additionally conducted with students participating in leadership and liberal arts classes to add potential necessary competencies. The research results are as follows: First, we confirmed that followership programs can serve to complement leadership education and are already sufficiently active in university education. Second, we were able to confirm five followership competencies that K university students thought were of primary necessity. Third, we found that followership-related programs can have a positive effect on enhancing the core competencies of leadership and liberal arts subjects. Fourth, we realized the keen necessity of adding additional non-subject educational program support in various fields that can incorporate followership programs. Lastly, we learned of the need to apply various research methods to graduates and enrolled students in order to spread the educational effectiveness of followership programs in liberal arts education, and suggested that followership-related non-subject educational programs should be fully considered and operated in the future.

비서의 팔로어십과 커뮤니케이션 연구

오미영 한국자료분석학회 2011 Journal of the Korean Data Analysis Society Vol.13 No.6

본 연구목적은 긴밀한 커뮤니케이션 상호작용을 바탕으로 업무를 수행한다는 측면에서 대표적인 팔로어로 볼 수 있는 비서의 팔로어십과 커뮤니케이션 요소들의 관계를 알아보는데 있다. 비서의 팔로어십은 권력거리 인식, 융통성, 커뮤니케이션 만족도의 커뮤니케이션 요소와 어떠한 관계를 지니는지 분석하였으며, 비서 개인의 고유한 커뮤니케이션 스타일과 팔로어십의 관계와 상호관계에 대해서 분석하였다. 분석결과, 비서들은 커뮤니케이션 역량과 자질을 보여주는 융통성 측면, 그리고 상사와의 커뮤니케이션 만족도가 높았으며, 팔로어십의 경우도 대체로 높은 것으로 나타났다. 비서 팔로어십에 영향을 미치는 것은 융통성과 커뮤니케이션 만족도였으며, 특히 커뮤니케이션 만족도의 영향력이 더 큰 것으로 나타났다. 반면 권력거리 인식은 매우 뚜렷했으나 팔로어십에 긍정적 영향을 미치지 못하는 것으로 나타났다. 비서 개인의 커뮤니케이션 스타일 측면에서는 주장성이 강한 비서에게서 팔로어십이 높게 나타났으나, 주장성이 비서 팔로어십에 긍정적 영향을 미치지는 않았다. 권력거리 인식과 상호작용 분석결과는 주장성에 따라 팔로어십 결과가 다르게 나타났다. 본 연구는 팔로어십에 영향을 미치는 커뮤니케이션 요소를 알아봄으로써 더 많은 역할이 기대되는 팔로어들의 효과적인 자질과 역할에 대한 의미를 찾아보았다는데 의의가 있다. This study explores the relation between followership and communication on the basis of the secretaries' job mainly rely on the close communication interaction with bosses. This study probed what the relation between their two different communicator style - assertiveness or responsiveness - and followership also. Additionally, this study examines how the communicator style effects the relation between followership and communication elements. The results show that the respondents' cognition to the communication elements and followership are comparably high. The highest is power distance recognition, the lowest is followership. Flexibility and communication satisfaction are positively effected to the followership, especially communication satisfaction did. But the power distance recognition to the boss has no relation to the followership. The followership is high in the group who has more assertive style tendency. They has more active communication style during conversation comparing to the group who has less assertive style tendency. Curiously, the result is conversed when the assertive style interacts with power distance. When the power distance is strong, the followership is high in the group who has less assertive style.

Disaster Response Awareness and Followership Factors of Korean Police Officers

Sunggu Jo(Sunggu Jo) J-INSTITUTE 2024 International Journal of Human & Disaster Vol.9 No.-

Purpose: Korean police officers play an important role in disaster situations through initial response, rescue and first aid for the injured, control and maintain order at the scene, traffic control, reporting and conveying information, and using alternative communication methods. They also continue to influence the safety of residents after disasters by guiding citizens to evacuate, protecting vulnerable groups, and supporting recovery at the scene. As such, the police are important to the safety of citizens in disasters, and this study aims to explore the perception of disaster response and followership according to police rank and career path. Method: The data processing of this study was conducted using the statistical package program SPSS 23.0 Program, and statistical verification was performed as follows according to the purpose of data analysis. First, frequency analysis was conducted using the SPSS/PC+23.0 Program to identify general characteristics. Second, One Way ANOVA was conducted to identify differences in police disaster response awareness according to police rank and career path. Fourth, cross-analysis (Chi-Square) was conducted to identify the correlation between police rank and career path. Fifth, exploratory factor analysis was conducted to examine the followership of police organizations. Results: The higher the police rank, the higher the awareness of disaster response, and those who were police officer candidates had the highest awareness of disaster response. Rank and career path were statistically related, and the followership factors of police organizations were structured as ‘exemplary followership’, ‘creative followership’, and ‘active followership’. Conclusion: Followership of police is very important in disaster situations. The importance of followership in disaster situations is dealt with in various aspects such as rapid and efficient response of the organization, maintaining consistency and integration, conveying information and communication, managing stress and uncertainty, strengthening cooperation and teamwork, maximizing the effectiveness of leadership, and improving resilience after disasters. Through followership, police officers effectively support their superiors in disaster situations and play an important role in helping the entire organization achieve its goals.

관광종사원의 DISC 행동유형과 Leader-Followership의 상호작용

신홍철,손수진 대한관광경영학회 2008 觀光硏究 Vol.23 No.3

일상생활 속에서 우리는 다양한 유형의 사람들과 상호작용을 하며, 그러한 집단생활 속에 여러 유형의 인간을 보다 깊이 이해하고 인지할수록 주어진 환경에서 전체를 볼 수 있는 능력이 발휘될 수 있을 것으로 본다. 개개인은 모두 다른 환경에서 성장하였다는 독특한 특성을 지니고 있다. 특히 인적자원을 중요시하는 호텔관광서비스 분야에서는 개개인의 욕구와 성향을 명확히 파악함과 동시에 서로 밀고 당기는 능력을 잘 발휘할 수 있다면 직무만족도를 높일 뿐만 아니라, 나아가 고객성향까지 쉽게 파악되어 고객만족을 이끌어내는 기업성공에 좀 더 쉽게 도달하게 될 것이다. 대부분의 고객들은 가장 먼저 만나게 되는 대상이 Leader(상사)가 아니라 Follower(종사원)이므로, 기업이미지를 좌우하는 첫인상은 Follower에 의해 결정되어 진다고해도 과언이 아니다. 그러므로 기업에서는 Followership이 매우 중요한 과제임을 깨달아야 한다. 따라서 본 연구에서는 인간의 근본적인 행동유형에 따른 Leader-Followership에 미치는 영향력과 그들 간의 상호작용을 정립 하고자 하는데 그 목적을 두었으며, 예비조사를 거쳐 최종 확정된 설문지를 가지고 실증분석 한 결과 첫째, DISC유형에 따라 Leader-Followership에 유의한 차이가 있는 것으로 나타났고 둘째, Leader-Followership 집단 간에는 상관관계 및 유의적인 영향을 미치는 것으로 나타나 모든 가설부분이 채택되었다. 이러한 결과를 바탕으로, 모든 조직은 각 행동유형에 따른 효과적인 관리방향을 추진해야 하는 한편, Follwer의 위치에 대한 중요성을 부각시키고, 각각의 특징에 따른 Leadership과 Followership의 상호작용에 대한 교육이 꾸준히 지속되어야 한다는 필요성을 볼 수 있다. The current research aims at grasping the influence of human's fundamental behavior patterns, needs satisfaction and the sense of fulfillment of the duties if both leader and follower in establishing their interactions. Most customers mike initial contact with a follower rather thin with a leader. Since the first impression influences the image of a company, the follower should understand the importance of followership as a reflection of the company's image. The results of test of hypotheses in this study are as follows: first, there is a significant difference in Leader Followership according to the DISC patterns: Second, there is a significant influence between Leader Followership groups. According to the above results, the suggestions cf this study are: the characteristics of an individual's behavior pattern depend on diverse environmental factors within the organization, it is necessary, therefore to implement an effective management direction within each behavior pattern.

리더십 로맨스가 팔로워십과 조직효과성에 미치는 영향 - 조직동일시의 조절효과를 중심으로 -

강희경 ( Kang Hee Kyung ),최규상 ( Choi Kyoo Sang ) 한국인적자원관리학회 2018 인적자원관리연구 Vol.25 No.4

The romance of leadership which is the over-attribution of responsibility for organizational performance to leaders is critical for sustaining followership and contributing to individuals’ responsiveness to goals of an organization. This study aims at clarifying the romance of leadership is the antecedent of independent critical thinking and active engagement which are two dimensions of followership behaviors; at looking into how followership exert influences on organizational efficacy such as job commitment, and job satisfaction; at examining how the romance of leadership affects followership behavior in accordance with the perception of organizational identification. The sample took up the employees belonging to domestic firms that comprise manufacturing, banking and IT sectors. Following are the results from multiple regression and hierarchical regression analyses. Firstly, romance of leadership came up with statistically significant in relation with followership: The higher romancing leadership, the same is true with independent critical thinking of the followers and with active engagement. Secondly, after having looked into how followership correlates with organizational effectiveness, the research hypotheses were partially supported. As for job commitment and job satisfaction, active engagement achieved statistical significance. Thirdly, the moderating effect of organizational identification on the relationship between of romance of leadership and followers’ independent critical thinking was statistically significant. It is proved that the strength of the relationship tunes with followers’ perception level of organizational identification: It is confirmed that organizational identification is the very important variable as for followership. This study implies how followership is pertinent in affecting organizational efficacy and over-attributions to the leader(romance of leadership) as the antecedent of followership also matters.