이 연구의 목적은 대기업 근로자의 조직몰입 및 성취목표지향과 상사의 서번트 리더십의 관계를 구명하는데 있었다. 모집단은 우리나라 대기업에 근무하는 모든 근로자들이었으며, 표본 집단은 대한상공회의소 기업정보(http://www.kochambiz.net)의 1000대 기업을 기준으로 업종별 비율을 고려하여 선정된 18개 기업에 근무하는 513명이었다. 이 연구를 통해 도출된 결과는 다음과 같다. 첫째, 대기업 근로자들이 인식한 상사의 서번트 리더십 수준은 5점 환산 평균이 3.0이상으로 나타났고, 하위요인별 인식수준은 사랑, 권한위임, 비전제시, 겸손, 신뢰 순으로 나타났으며, 하위요인 중에서 신뢰를 가장 높게 인식하고 비전제시를 가장 낮게 인식하는 것으로 나타났다. 둘째, 각 변인 및 하위요인간의 관계를 살펴보았다. 그 결과 ① 조직몰입, 성취목표지향, 서번트 리더십은 상관관계가 있는 것으로 나타났다. ② 서번트 리더십 하위요인은 조직몰입에 영향을 미치는 것으로 나타났는데, 그 중 비전제시와 신뢰가 조직몰입 하위요인인 정서적 몰입에 영향을 미치고, 규범적 몰입에는 비전제시가 영향을 미치며, 지속적 몰입에는 영향을 미치지 않는 것으로 나타났다. ③ 서번트 리더십 하위요인은 성취목표지향에 영향을 미치는 것으로 나타났는데, 그 중에서 권한위임과 신뢰가 성취목표지향 하위요인인 학습목표지향과 수행목표지향 모두에 영향을 미치는 것으로 나타났다. ④ 성취목표지향 하위요인은 조직몰입에 영향을 미치는 것으로 나타났으며, 그 중 학습목표지향만이 정서적 몰입에 영향을 미치는 것으로 나타났다. 이와 같은 결론이 인적자원개발(HRD)에 주는 시사점을 개인개발, 경력개발, 조직개발, 성과관리 측면에서 간략하게 제시하였다.

This study aims at investigating the relationships among organizational commitment, goal orientation of employees and servant leadership of managers/supervisors in large corporations. The population of this study is basically all the employees who work for large corporations, but in this study, the subjects were the employees who work for top 1000 companies listed by the Korea Chamber of Commerce and Industry, since the real number of the original population was impossible to figure out and the standard on big business was also vague. Considering categories of business and industry, 513 employees in 18 companies were surveyed with questionnaires, and 316 sets of questionnaires were returned. The major conclusions of the study can be summarized as follows: First, the level of servant leadership that the employees in big businesses understand was over 3.0 in 5 point converted average and this means that the servant leadership level is above average. In the subordinate factors, the subjects recognize trust most highly and vision presentation was the lowest factor. Second, servant leadership influenced on organizational commitment, and only vision presentation and trust among the subordinate factors of servant leadership explained attentively affective commitment which is one of subordinate factors in organizational commitment, and also only vision presentation has an effect on normative commitment. Third, servant leadership affected goal orientation, and only empowerment and trust among the subordinate factors of servant leadership could explain attentively both learning goal orientation and performance goal orientation among the subordinate factors of goal orientation. Fourth, goal orientation exercised influence on organizational commitment, and leaning goal orientation was the only subordinate factor of goal orientation which could tell affective commitment attentively. Based on this research, I suggest implications for HRD.

This study aims at investigating the relationships among organizational commitment, goal orientation of employees and servant leadership of managers/supervisors in large corporations. The population of this study is basically all the employees who work for large corporations, but in this study, the subjects were the employees who work for top 1000 companies listed by the Korea Chamber of Commerce and Industry, since the real number of the original population was impossible to figure out and the standard on big business was also vague. Considering categories of business and industry, 513 employees in 18 companies were surveyed with questionnaires, and 316 sets of questionnaires were returned. The major conclusions of the study can be summarized as follows: First, the level of servant leadership that the employees in big businesses understand was over 3.0 in 5 point converted average and this means that the servant leadership level is above average. In the subordinate factors, the subjects recognize trust most highly and vision presentation was the lowest factor. Second, servant leadership influenced on organizational commitment, and only vision presentation and trust among the subordinate factors of servant leadership explained attentively affective commitment which is one of subordinate factors in organizational commitment, and also only vision presentation has an effect on normative commitment. Third, servant leadership affected goal orientation, and only empowerment and trust among the subordinate factors of servant leadership could explain attentively both learning goal orientation and performance goal orientation among the subordinate factors of goal orientation. Fourth, goal orientation exercised influence on organizational commitment, and leaning goal orientation was the only subordinate factor of goal orientation which could tell affective commitment attentively. Based on this research, I suggest implications for HRD.

servant leadership, organizational commitment, goal orientation