포용적 리더십이 조직성과에 미치는 영향에 관한 연구 - 심리적 임파워먼트의 매개효과를 중심으로 - = A Study on The Influence of Inclusive Leadership Affecting Organization Performance - Focused on The Mediating Effect of psychological Empowerment

다국어 초록 (Multilingual Abstract)

[Research Purpose] This study emphasized the importance of inclusive leadership appropriate to the recent situation by studying the impact of inclusive leadership on organizational performance and analyzing whether the mediating effect of psychological empowerment acts as a parameter between inclusive leadership and organizational performance. Voluntary innovation and organizational citizenship behaviors of organizational members are required for organizations to actively adapt to environmental changes and continue development, and the behavior of these organizational members is not the result of decision-making by competent leaders, but by inclusive leadership based on respecting the personality and opinions of organizational members and trust.
[Methodology] A research model was established and empirically analyzed to verify the effect of accessibility, openness, and usefulness, which are components of inclusive leadership, on innovative behavior and organizational citizenship behavior, and the mediating effect of psychological empowerment between inclusive leadership and organizational performance.
[Findings] As a result of hypothesis verification (N=278), first, inclusive leadership has a significant positive (+) effect on innovation behavior, and has a high influence on openness. Second, inclusive leadership has a positive (+) effect on organizational citizenship behavior, and has a high influence on accessibility. Third, in the relationship between inclusive leadership and organizational performance, psychological empowerment has a positive (+) effect as a parameter.
[Implications] Inclusive leadership creates a positive sentiment for the organization because it strives to maintain favorable relationships with members of the organization and satisfy their needs. Therefore, leaders should provide opportunities for clear job division, design, and autonomous expression so that they can share knowledge and information for job performance and not recognize defensive attitudes and anxiety about their opinions and actions. Organizational members who have formed psychological empowerment through this are expected to actively speak or act for the development of the organization with high motivation.