earticle

영어

OTransformational leadership is the center of scientific leadership study and it is the most widely used practical approach in recent times. The reason is the innovative nature inherent in the concept of transformational leadership, which is more appropriate for a rapidly changing business environment. Some research emphasizes the role of leader as the main change agent, suggesting transformational leadership as an appropriate form of leadership for organizational reform. However, it is expected that pursuit of innovation and performance within a framework of established factors has certain limitations in a rapidly changing management environment. Therefore, this implies that it is necessary to accommodate the contrary results of preceding studies and to examine various research models and samples that can promote innovation in this digital era. In addition, it is necessary to fully study supplementation of primary factors through parallel analyses on different types of leadership. Based on this critical approach, I carried out this research with the ROK army of military organization as a sample which has an increasing need for innovation. In relation to this, this study has looked closely at transformational leadership and change orientation as the leadership characteristics necessary for the military organization to successfully innovate. To verify the theories of this study we did 281 pairs of samples of survey targeting officers serving in a field infantry division form January 29th, 2010 through February 13th. Results of hierarchical regression performed and major suggestions of this research are the followings. First, results of the analysis that transformational leadership has significant positive(+) relation with creative activity of organizational members are in line with those arguments in precedent researches that transformational leadership contributes the most to the organizational change. Second, effectiveness of change orientation of a leader has been verified. Extending analysis scope to creative activity by adding it onto change-oriented leadership of organization members in previous transformational leadership, the result verified that both have positive(+) relation. The results showed that change orientation of a leader is an independent factor from sub factors of transformational leadership in increasing innovative performance of organizational members and, at the same time, has positive(+) relation apart from the influence of transformational leadership. These results suggested that subsequent researches are required to carry out on increased effectiveness of various leadership performance variables when reestablishing concept of leadership by utilizing change orientation of a leader as sub factors of transformational leadership or by adding it to transformational leadership. Third, this study verified moderating effect of value congruence that organization members recognize by targeting transformational leadership and change orientation of a leader in the military organization. According to the results, it has significant positive(+) interaction on creative activity of organization members but no significant effect of interaction was identified on innovative activity. This is thought to be due to the difference in evaluation method and survey objects and gap in mutual recognition on leadership characteristics and we consider additional empirical studies are needed.

한국어

본 연구에서는 군 조직을 대상으로 변혁적 리더십의 특성과 리더의 변화지향성이 조직구성원의 혁신성과에 미치는 영향 및 조직구성원이 인식하는 가치일치와의 조절효과를 회귀분석을 통하여 분석하였다. 주요 연구결과는 다음과 같다. 첫째, 변혁적 리더십과 리더의 변화지향성은 조직구성원의 혁신성과 중 창의적 행동에 유의한 정(+)의 관계를 갖고 있는 것으로 나타났다. 둘째, 변혁적 리더십 및 리더의 변화지향성과 조직구성원의 혁신성과 간의 관계에서 조직구성원이 인지하는 가치일치의 조절효과를 검증한 결과, 조직구성원들의 창의적 행동에 대해서 정(+)의 조절효과가 존재하는 것으로 나타났다. 본 연구 결과, 군 조직의 리더들은 조직구성원들의 혁신성과를 고무시키기 위해서 변혁적이고 변화지향적인 리더십의 성향을 공유하려는 노력과 함께 상호 가치관의 일치를 제고시키기 위한 지속적인 노력이 필요한 것으로 나타났다. 아울러 이러한 분석결과를 바탕으로 디지털 시대에 적합한 보다 확대된 의미의 변혁적 리더십의 범위를 규정하는 데 있어서 리더의 변화지향성이 갖고 있는 시사점을 제시하였다