팀 셀프리더십과 팀 성과 간 관계에서 동료평가와 부하평가의 매개효과에 관한 연구 = The Mediator Effect of Peer and Subordinate between Self-Leadership and Team Performance

국문 초록 (Abstract)

다변화된 경영환경에서의 가장 적합한 조직형태는 팀제이다. 팀제의 가장 큰 장점은 유연성과 자율성인데 팀 셀프리더십이 바로 이러한 특성을 수반한다. 따라서 이를 팀제에서의 가장 필요한 핵심 키워드로 생각하면서 본 논문의 연구주제를 설정하게 되었다. 팀 셀프리더십이 원활하게 작동된다면 팀 성과는 확보될 것이며, 팀 동료 및 부하평가 요인이 팀 셀프리더십과 팀 성과 간의 관계를 매개 할 것이라는 가설을 세우게 되었다. 주로 공기업 종사자를 대상으로 총 166개 팀 880명의 데이터를 기초로 팀 수준의 연구를 진행하기 위하여 팀별로 설문을 진행하였으며, 동일방법편의 문제점을 제거하기 위해 설문지를 두 가지 형태로 작성하여 설문을 진행하였다. 또한 개인수준을 팀 수준으로 변환하는데 타당성을 확보하기 위해 문항일치도(rwg)와 급내상관계수(ICC) 분석을 하였다. 그리고 측정변수의 타당도 검증을 위해 탐색적 요인분석(EFA; Exploratory Factor Analysis)과 확인적 요인분석(CFA; Confirmatory Factor Analysis)을 하였으며, 가설검증은 회귀분석으로 진행하였다. 연구결과 팀 셀프리더십은 팀 성과에 정(+)적 영향을 미치며, 팀 동료평가 및 부하평가는 팀 셀프리더십과 팀 성과 간의 관계를 부분매개(partial mediation) 하는 것으로 밝혀졌다. 본 논문의 말미에는 연구결과가 의미하는 이론적, 실무적 시사점과 본 연구의 한계점 그리고 향후 연구방향을 논의 하였다.

다국어 초록 (Multilingual Abstract)

The key factor of this paper is 'Team Self-Leadership'. Because 'Team Self-Leadership' has those two characteristics; flexibility & autonomy, and is the keyword for Team system. 'Team Self-Leadership' means discretion and autonomy under no control or monitoring. If Team self leadership operates well, team performance will be outstanding. There are two theories (role-making theory & social exchange theory) for which between Team Self-Leadership and team performance, and these two theories can form a basis for our hypothesis; "'peer & subordinate appraisal' acts as a mediation between 'Team Self-Leadership and team performance'" In other words, the output of team depends not only on personal competence or availability of essential resources, but also on the interdependence between co-workers to achieve the team's goal. To verify the hypothesis, we had surveyed 880 people in 166 teams, among 9-public enterprises for this study. We conducted EFA(Exploratory Factor Analysis) and CFA(confirmatory Factor Analysis) by SPSS and Amos 20.0 for verification of variable's validity. The research result showed that; Team Self-Leadership has positive effect on team performance, and peer & subordinate appraisal acts as a partial mediation between them. This study has importance implications but also has some limits. First, the research was concentrated on the 'team-work' and the survey inevitably had some limits. As a result, we had to ask only to public enterprises and that's why the result of this paper is not easy to be generalized. Second, Peer and subordinate appraisal is only a part of the multi-source evaluation, so we can't conclude the effectiveness of evaluation system. Considering these points, we should expand the survey targets to private companies, and analyze more generally by using diversified evaluation system. So now, we hope that more systematic and more empirical research will be perform.

목차 (Table of Contents)

• 국문초록
• Ⅰ. 서론
• Ⅱ. 이론적 배경 및 연구가설
• Ⅲ. 연구방법
• Ⅳ. 연구결과
• Ⅴ. 결론
• 참고문헌

참고문헌 (Reference)

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