팔로워십 유형화 및 각 유형별 특성 분석

Abstract

Based on my previous study of proposing new followership concept which is composed of seven factors and literature review about followership, this study investigated some research problems as followings: Research Problem1. Identifying followership types based on factor scores of seven followership dimensions. Research Problem2. Comparing the levels of seven followership factors among identified followership types. Research Problem3. Identifying demographic characteristics of each followership type. Research Problem4. Predicting the job satisfaction by identified followership types. Research Problem5. Predicting the affective organizational commitment by identified followership types. The seven followership factors extracting from previous study were ‘active and responsible performance’, ‘symbiotic comradeship’, ‘job commitment’, ‘ethics and integrity’, ‘organizational rule conformance’, ‘job competency’, and ‘sincerity’. By using cluster analysis which is based on the factor scores, the respondents were categorized into four types of followership. Those four types are ‘a man of self-assertion(Type 1)’, ‘truepenny without commitment(Type 2)’, ‘insincere conformist(Type 3)’, and ‘cooperative activist(Type 4)’. Cooperative activist type occupies the largest portion of 41.1% and insincere conformist type is the second largest type with 24.5%. Truepenny without commitment is 17.5% and a man of self-assertion type is 16.9%. Based on post-hoc analysis of ANOVA, some meaningful differences among four followership types for each followership factor were found out as followings.*** For ‘active and responsible performance’ factor, Type 1(b), Type 2(c), Type 3(b), Type 4(a) For ‘symbiotic comradeship’ factor, Type 1(c), Type 2(b), Type 3(b), Type 4(a) For ‘job commitment’ factor, Type 1(a), Type 2(b), Type 3(a), Type 4(a) For ‘ethics and integrity’ factor, Type 1(bc), Type 2(c), Type 3(ab), Type 4(a) For ‘organizational rule conformance’ factor, Type 1(d), Type 2(b), Type 3(a), Type 4(c) For ‘job competency’ factor, Type 1(ab), Type 2(ab), Type 3(b), Type 4(a) For ‘sincerity’ factor, Type 1(c), Type 2(a), Type 3(d), Type 4(b) Some differences of demographic composition were also found out among four followership types. For gender, level of education, and occupational group, no differences were found out among followership types. For age, the portion of 40s or higher is highest in type 4 while 20s and 30s are highest in type 2. For position****, each followership type shows different aspects as followings. For type 1, the portion of lowest position(27.0%) and the portion of highest position(27.0%) among 5 positional categories occupy the majority. For type 2, the portion of lowest position(29.2%) and the portion of second lowest position(24.6%) occupy the majority. Type 3 is mainly composed of middle positions including manager and senior manager(51.6%). The positional composition of type 4 is most evenly distributed among all types with 4 out of 5 positions occupies around 21% ~ 24% each. For years of employment(including previous career in other companies), each followership type shows different aspects as followings. For type 1 and 3, the portion is evenly distributed compared to other 2 types. For type 2, the portion of 10 years or less occupies 67.7%. For type 4, the portion of 16 years or higher is the majority with 35.3%. Through the analysis of multiple regressions with 7 factor scores as independent variables predicting criterion variables of job satisfaction and affective organizational commitment, the majority of factors are found to significantly explain the two criterion variables. Based on another multiple regression analysis which put 4 followership types with dummy variable type as independent variables, type 4 is found to be significantly satisfied with their jobs and more affectively committed with their organizations compared to other types.