공무원의 리더십과 리더유효성에 대한 자타평가의 남녀차이 분석
Sex Differences in the Self-Other Evaluation of Leadership and Leader Effectiveness in Korean Government Organizations
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참고문헌
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초록
이 연구는 리더십의 특정 유형에 있어서 남성과 여성이 어떤 차이를 보이는가에 초점을 두고, 관련 선행연구로부터 가설을 도출하였다. 설정된 가설들은 남녀 관리자 자신과 부하직원을 대상으로‘누구의 리더십을 누가 평가하느냐’에 따라 리더십은 상이하게 나타날 수 있음을 전제하고 있다. 한국의 중앙행정조직의 과장급 관리자 132명(남성관리자 93, 여성관리자 39)과 부하직원 227명(남성직원 114, 여성직원 113)을 대상으로 경쟁가치모형을 적용하여 수행된 가설검증의 결과는, 여러 리더십 유형이 남녀관리자에게 동시에 나타나지만 관리자 및 부하직원의 성별에 따라 자타평가의 리더십 강도와 리더유효성에서 성차가 존재하는 것으로 나타난다. 리더십 유형은 자타평가 모두 관계지향형이 가장 높고 그 뒤를 이어 위계지향형, 과업지향형, 혁신지향형 등의 순서로 나타나며, 리더십 성향은‘외부지향성·분화’에 비해‘내부지향성·통합’차원이 더 강하다. 남성관리자는 여성관리자에 비해 자신을 더 긍정적으로 평가하는 반면 부하직원은 남성관리자에 비해 여성관리자를 더 긍정적으로 평가하며, 따라서 남성관리자에 비해 여성관리자가 자타평가불일치 정도가 더 작고 리더유효성은 더 높게 평가되고 있다.
Abstract
This study focuses on the differences between males and females in their leadership capabilities. The hypotheses were derived from relevant studies based on the idea that leadership may be evaluated differently according as who evaluates whom. Hypothesis tests were conducted with Competing Values Frame on 132(93 male and 39 female) managers and 227(114 male and 113 female) subordinates in Korean government organizations. The tests revealed that both male and female managers exhibit all four leadership types but there were discrepancies in their strength and leadership effectiveness. Generally, male managers evaluate their own leadership more highly than female managers do, whereas female managers are evaluated more highly by their subordinates than male managers are. Self-other rating disagreements on female leadership are lower than on male leadership, and leader effectiveness of female managers is higher than that of male managers. These results can be regarded as empirical evidences that the differences between males and females in their leadership and effectiveness stem from different realities of their own leadership.
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