서번트리더십의 조직성과에 대한 영향력과 상사 신뢰 및 심리적 행복감의 매개효과 : 군(軍) 지휘관과 지휘자를 중심으로 = The Influence of Servant Leadership on Organizational Performance and Mediating Effects of Trust in Supervisors and Psychological Well-being - Focusing on Military Commanders and Leaders -

다국어 초록 (Multilingual Abstract)

The purpose of this study is to analyze the influence of servant leadership on job satisfaction and organizational commitment as organizational performance, and to analyze the mediating effect of supervisor trust and psychological well-being in this process. A theoretical model was constructed based on previous studies related to servant leadership, and an empirical analysis was conducted to confirm its influence using the collected data to achieve this research objective. In addition, the subjects of this study were limited to military officials, and data were collected using a standardized questionnaire. A total of 324 copies were used for research, and the questionnaire was collected online and offline from early January to the end of February 2024. The reliability of the set variable was verified by internal consistency analysis, validity by factor analysis, and the closeness of the variable was verified by correlation analysis. The influence of servant leadership on organizational performance was verified by regression analysis, and the mediating effect between these variables on positive psychological capital and organizational identification was verified by bootstrapping analysis. The analysis results of this study are as follows. First, it was analyzed that growth support and value respect of servant leadership had a significant effect on job satisfaction and organizational commitment, which are organizational performance. In particular, the lower the class and the larger the organization size, the greater the influence of servant leadership. This is interpreted because the lower the class, the more limited autonomy and the better motivation is achieved by servant leadership. Second, the mediating effect of supervisor trust is recognized in the relationship between servant leadership and organizational performance. Boss trust acts as an important parameter in the relationship between servant leadership and job satisfaction and organizational commitment, which are organizational performance, and in particular, its influence was greater in job satisfaction. Third, the mediating effect of psychological well-being is recognized in the relationship between servant leadership and organizational performance. Psychological well-being acts as an important parameter in the relationship between servant leadership, job satisfaction and organizational commitment, and its influence was particularly greater in organizational commitment. This shows that the psychological well-being of members plays an important role in enhancing organizational commitment. This study confirms that servant leadership is a type of leadership suitable for the recent rapidly changing times and suggests a way to use it as a means of motivation for members of the organization. In addition, based on systematic measures for voluntary organizational commitment of members, it is expected to be effectively used for strategic human resource management in the military.

국문 초록 (Abstract)

본 연구는 서번트 리더십이 조직성과로서 직무만족과 조직몰입에 미치는 영 향력을 분석하고, 이 과정에서 상사 신뢰와 심리적 행복감의 매개효과를 분석 하는 데 목적을 두고 있다. 이러한 연구목적을 달성하기 위해 서번트 리더십과 관련된 선행연구를 기초 로 이론적 모델을 구성하고 수집된 자료를 이용하여 영향력을 확인하는 실증 분석으로 진행하였다. 또한 본 연구의 대상은 군(軍)에 근무하는 간부들로 한 정하였으며, 이들을 대상으로 표준화된 설문지를 이용하여 자료를 수집하였다. 설문지의 수집은 2024년 1월 초부터 2월 말까지 온라인 및 오프라인 등으로 실시하였으며, 총 324부가 연구를 위해 사용되어졌다. 설정된 변수의 신뢰도는 내적일관성(internal consistency) 분석, 타당도는 요인분석(factor analysis)을 실시하였고, 변수의 밀접성은 상관관계 분석 (correlation analysis)을 통해 검증하였다. 서번트 리더십의 조직성과에 대한 영향력은 회귀분석(regression analysis)을, 이들 변수 사이에서 상사 신뢰와 심리적 행복감의 매개효과는 부트스트래핑(bootstreping analysis)분석에 의해 검증하였다. 본 연구의 분석결과는 다음과 같다. 첫째, 서번트 리더십의 성장지원과 가치존중은 조직성과인 직무만족과 조직 몰입에 유의적인 영향을 미치는 것으로 분석되었다. 특히 계급이 낮고 조직의 규모가 클수록 서번트 리더십의 영향력이 더 크게 나타났다. 이는 계급이 낮 을수록 자율성이 제한되어 서번트 리더십에 의해 동기부여가 더 잘 이루어지 기 때문으로 해석된다. 둘째, 서번트 리더십과 조직성과와의 관계에서 상사 신뢰의 매개효과가 인 정되고 있다. 상사 신뢰는 서번트 리더십과 조직성과인 직무만족 및 조직몰입 간의 관계에서 중요한 매개변수로 작용하며, 특히 직무만족에서 그 영향력이 더 크게 나타났다. 셋째, 서번트 리더십과 조직성과와의 관계에서 심리적 행복감의 매개효과가 인정되고 있다. 심리적 행복감은 서번트 리더십과 직무만족 및 조직몰입간의 관계에서 중요한 매개변수로 작용하며, 특히 조직몰입에서 그 영향력이 더 크 게 나타났다. 이는 구성원들의 심리적 행복감이 조직몰입을 높이는 데 중요한 역할을 한다는 것을 보여준다. 본 연구는 서번트 리더십이 최근 급변하는 시대적 상황에 적합한 리더십의 유형임을 확인하고, 이를 조직 구성원의 동기부여 수단으로 활용할 수 있는 방안을 제시하고 있다. 또한, 구성원들의 자발적인 조직몰입을 위한 체계적인 방안을 기초로 군(軍)의 전략적 인적자원관리에 효과적으로 활용될 것으로 본 다.

목차 (Table of Contents)

• 제1장 서 론 ·····································································································1
• 제1절 연구의 배경 및 목적 ···················································································1
• 제2절 연구의 방법 및 구성 ···················································································5
• 제2장 이론적 고찰과 선행연구 ·····································································7
• 제1절 서번트 리더십·······························································································7
• 1. 서번트 리더십의 개념················································································7
• 2. 서번트 리더십의 구성요소 ······································································13
• 3. 서번트 리더십의 선행연구 ······································································22
• 제2절 조직성과·······································································································24
• 1. 직무만족 ······································································································24
• 1) 직무만족의 정의················································································24
• 2) 직무만족의 구성요소 ········································································27
• 3) 직무만족에 대한 선행연구 ······························································29
• 2. 조직몰입 ······································································································31
• 1) 조직몰입의 정의················································································31
• 2) 조직몰입의 구성요소 ········································································33
• 3) 조직몰입에 관한 선행연구 ······························································36
• .제3절 매개효과·······································································································37
• 1. 상사 신뢰의 매개효과 ··············································································37
• 1) 상사 신뢰의 개념 ··············································································37
• 2) 상사 신뢰의 구성요소······································································39
• 3) 상사 신뢰에 대한 선행연구····························································40
• 2. 심리적 행복감의 매개효과 ······································································41
• 1) 심리적 행복감의 개념······································································41
• 2) 심리적 행복감의 구성요소 ······························································42
• 3) 심리적 행복감에 대한 선행연구 ····················································44
• 제3장 연구설계 ································································································47
• 제1절 연구모형 및 가설의 설정·········································································47
• 1. 연구모형 ······································································································47
• 2. 연구 가설의 설정······················································································48
• 제2절 변수의 조작적 정의···················································································57
• 1. 서번트 리더십 ····························································································57
• 2. 직무만족 ······································································································60
• 3. 조직몰입 ······································································································61
• 4. 상사 신뢰 ····································································································62
• 5. 심리적 행복감 ····························································································63
• 제3절 조사방법·······································································································64
• 1. 자료수집 ······································································································64
• 2. 분석방법 ······································································································64
• 제4장 실증분석 ································································································66
• 제1절 표본의 특성과 설문지의 구성 ·································································66
• 1. 표본의 특성································································································66
• 2. 설문지의 구성 ····························································································68
• 제2절 연구변수의 신뢰성 및 타당성 검증·······················································70
• 1. 변수의 신뢰도와 타당도··········································································70
• 2. 변수의 상관관계 ························································································74
• 제3절 가설검증·······································································································75
• 1. 가설 1의 검증 ····························································································75
• 2. 가설 2의 검증 ····························································································80
• 3. 가설 3의 검증 ····························································································83
• 제5장 결 론 ··································································································86