임파워링 리더 행동과 창의성과의 관계에서 조직 신뢰의 매개효과 분석: 지방정부 관료들의 창의성 영향요인 탐색을 중심으로
Structural Relationship between Empowering Leader Behavior and Organizational Creativity with Organizational Trust as a Mediator : Focused on Investigating Antecedent Constructs of Organizational Creativity of Local Government Employees
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초록
창의적인 인적자원이 조직 경쟁력의 원천으로 인식되면서 창의성이 조직 효율성의 중요한 영향요인으로 부각되고 있다. 본 연구는 조직 생존과 발전의 핵심원천이 조직 창의성이라는 전제하에 조직 창의성을 주도적 창의성과 기대적 창의성으로 구분하고 이에 영향을미치는 변인으로 임파워링 리더 행동과 조직신뢰를 선정하여 경남지역 관료들 268명을 대상으로 이들 변인들간 구조적 관계를 실증적으로 분석하는 데 목적을 두였다. 분석 결과, 임파워링 리더 행동과 조직신뢰는 조직 창의성(주도적 창의성과 기대적 창의성)에 정(+)의 영향을 미치는 것으로 나타났으며, 동시에 조직신뢰는 임파워링 리더 행동과 조직 창의성간 관계에서 매개역할도 하는 것으로 확인되었다. 따라서 본 연구는 관료제적 통제 중심의 조직문화에서는 리더의 경직된 관리로 인해 구성원들의 창의성을 기대하기가 불가능하다는 사실을 근거로 구성원들의 주도적 창의력 발휘를 위해서는 리더의 역할이 매우 중요하며, 동시에 기대적 창의성을 높이기 위해서는 조직신뢰를 통한 사회.정서적 연결망을 만들어 지식과 정보 및 가치를 자발적으로 공유할 수 있는 조직구조로의 변화가 필요하다는 것을 확인하였다는 점에서 연구의 가치가 있는 것으로 판단된다.
Abstract
This study aims to investigate the relationship between empowering leaderbehavior (ELB) and organizational creativity (OC: proactive and expected) withorganizational trust (OT) as a mediator effect through which the study not onlyexamines the effectiveness of ELB on OC, but suggests academic implications andmanagerial insights to management executives of local government. Participants inthe study were 268 public employees serving at public organizations in Kyungnamprovince of Korea, which are subject to relatively strong hierarchical culture. After developing the psychometric properties of the scales of ELB, OC and OTthe reliabilities of which have been verified by Cronbach's α coefficient,hypotheses were tested using a sample of 268 public workers from local governmentorganizations in Korea. Verifying empirically that ELB is expected to contribute to building trust andinstilling a sense of motivation, and enhancing employees’ respect and trusttowards their leader, the study proved that both ELB and OT are significantlycorrelated to proactive and expected OC. Also OT was proved to partiallymediate the effects between ELB and proactive and expected OC each. Conclusively, it is advised to strengthen ELB such as delegating discretionalauthority to the employees, contributing to instilling a true sense of motivationand strengthening employee’s trust which leads to influence significantly proactiveand expected creativity.
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