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팀 기반 공유 리더십 척도 개발 연구: 내용타당도 중심으로

Development of the Shared Leadership Scale for Teams: Focused on Content Validity

김명소|주영경
한국산업및조직심리학회 (Korean Society for Industrial and Organizational Psychology)|2022.11|한국심리학회지: 산업 및 조직 (Korean Journal of Industrial and Organizational Psychology)|제35권 제4호|pp. 771-802|DOI 10.24230/kjiop.v35i4.771-802

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참고문헌

키워드

척도 개발scale development내용타당도content validityshared leadership공유 리더십팀 임파워먼트team empowerment팀 적응수행team adaptive performance
주제분류심리과학

초록

공유 리더십은 최근 조직 맥락에서 팀 효과성을 촉진하는 리더십으로 주목받고 있으나 타당도가 검증된 척도는 매우 부족한 상황이다. 이에 본 연구에서는 공유 리더십을 팀 구성원이 제공하는 리더십 특성 영역으로 구체화하고, 내용타당도가 확보된 척도를 개발하였다. 연구 1에서는 공유 리더십이 실현되고 있는 팀 구성원 열 명을 대상으로 심층 인터뷰를 실시했다. 공유 리더십 선행연구 및 관련 문헌 검토와 심층 인터뷰 결과를 반영하여 공유 리더십을 조작적으로 정의하고, (1) 공동 리더 정체성 (2) 지지와 배려 (3) 자발적 업무수행 (4) 수평적 업무 상호작용 네 개의 구성요인을 도출하였다. 그리고 선행 척도들의 문항을 기본으로 유사한 내용은 통합하고, 심층 인터뷰에서 도출된 공유 리더십 행동 진술문을 반영하여 40개의 예비 문항을 구성하였다. 연구 2에서는 연구 1에서 구성된 문항에 대해 전문가와 현직자 두 집단을 대상으로 두 가지 방법의 내용타당도 검증을 하였다. 공유 리더십의 유사개념들 중 선행연구에서 제시하는 유사개념의 기준에 부합하는 팀 적응수행과 팀 임파워먼트가 내용타당도 검증에 활용되었다. 두 가지 내용타당도 결과를 정량적 기준에 따라 비교 분석하여 28개 문항으로 축소하였다. 또한, 전문가 및 현직자의 자유 의견을 기반으로 문항 표현을 수정하여 공유 리더십의 대표 행동을 효과적으로 반영하도록 보완하였다. 마지막으로 공유 리더십 척도 개발 및 내용타당도 연구의 의의와 시사점, 제한점 및 추후 연구 방향을 논의하였다.

Abstract

Shared leadership has recently attracted attention as the leadership that promotes team effectiveness in the organizational context, but the scale with high validity is very insufficient. The purpose of this study was to conceptualize shared leadership characteristics as being shared among team members and develop a shared leadership scale with content validity. In Study 1, we conducted in-depth interviews with 10 team members who were now practicing shared leadership in their teams. Then, we operationally defined shared leadership based on both literature reviews and in-depth interviews. It is composed of four factors: (1) identity of a shared leader (2) support and consideration (3) voluntary work performance (4) horizontal work interaction. Integrating similar item contents of previous scales and reflecting the shared leadership behavior statement derived from in-depth interviews, 40 preliminary items were constructed. In Study 2, two groups of experts and employees (naive judges) were used to examine the two content validity of the items constructed in Study 1. The results of the two content validity analyses showed that the scale consists of 28 items satisfying the quantitative criteria. Moreover, we revised some item expressions to effectively reflect the representative behavior of shared leadership based on the free opinions of experts and employees judge. Finally, the implications, limitations, and future research directions of this study were discussed based upon the above finding.

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