Journal of Digital Convergence (디지털융복합연구)

The Society of Digital Policy and Management (한국디지털정책학회)
권호 표지
DOI QR코드

DOI QR Code

A Study on the influence of Leader Supervisory Style to Creativity and Job Involvement in the age of Convergence

융·복합 시대의 리더 감독 유형이 창의성과 직무몰입에 미치는 영향에 관한 연구

  • Solongo, Erdenebaatar (Dept. of Business School, Kumoh National Institute of Technologyt) ;
  • Lee, Sun-Kyu (Dept. of Business School, Kumoh National Institute of Technologyt) ;
  • Kang, Eun-Gu (Dept. of Business School, Kumoh National Institute of Technologyt) ;
  • Kim, Hong-Cheul (Kumoh National Institute of Technology) ;
  • Kim, Eun-Kyeong (Dept. of Business School, Kumoh National Institute of Technologyt)
  • 설렁거 (금오공과대학교 경영학과) ;
  • 이선규 (금오공과대학교 경영학과) ;
  • 강은구 (금오공과대학교 경영학과) ;
  • 김홍철 (금오공과대학교 컨설팅대학원) ;
  • 김은경 (금오공과대학교 경영학과)
  • Received : 2015.07.24
  • Accepted : 2015.09.20
  • Published : 2015.09.28
Download PDF
⟨ Previous Next ⟩

Abstract

This paper aims to examine the relationships between Leader Supervisory Style, Creativity and Job Involvement in the age of convergence. In addition, this study examined the moderating effects of Leader-Member Exchange. To accomplish these purposes, the main factors of the Leader Supervisory Style were found from the previous studies. The following are the summary of hypothesis test : First, Leader Supervisory Style have differential influence on Creativity. Second, Leader Supervisory Style have differential influence on Job Involvement. Third, the moderating effects of Leader-Member Exchange have partially moderated effect on the relationship between Leader Supervisory Style and Creativity. Forth, the moderating effects of LMX Leader-Member Exchange have partially moderated effect on the relationship between Leader Supervisory Style and Job Involvement. Therefore, the results of this study have many theoretical and practical implications.

본 연구는 융 복합 시대의 리더 감독 유형이 조직구성원의 창의성과 직무몰입에 어떠한 영향을 미치는가를 밝히고자 하는데 그 목적이 있다. 또한, 이들 변수간의 관계에서 리더-구성원 교환 관계가 어떠한 조절역할을 하는가를 동시에 밝히고자 한다. 이러한 목적을 달성하기 위해, 리더 감독 유형의 주요 요인들을 선행연구를 통해서 도출하였다. 분석결과는 다음과 같다. 첫째, 리더 감독 유형의 지원적 리더와, 통제적 리더는 조직구성원의 창의성에 각각 다른 영향을 미치는 것으로 나타났다. 둘째, 조직 구성원의 직무 몰입에도 같은 결과로 나타났다. 셋째, 리더-구성원 교환관계의 조절효과는 리더 감독 유형의 두가지 모두 창의성과의 관계를 조절하는 것으로 나타났다. 넷째, 리더 감독 유형의 통제적 리더와 직무몰입의 관계에서 리더-구성원 교환관계가 조절효과를 가지는 것으로 나타났다. 이러한 연구 결과는 이론적 실무적으로 기여하는 바가 클 것으로 사료된다.

Keywords

References

  1. Amabile & Gryskiewicz, Creativity in the R & D laboratory, Center for Creative Leadership. Technical Report No.30, 1987.
  2. Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of management journal, 39(5), 1154-1184. https://doi.org/10.2307/256995
  3. Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of management journal, 39(5), 1154-1184. https://doi.org/10.2307/256995
  4. Baer, M., & Oldham, G. R. (2006). The curvilinear relation between experienced creative time pressure and creativity: moderating effects of openness to experience and support for creativity. Journal of Applied Psychology, 91(4), 963. https://doi.org/10.1037/0021-9010.91.4.963
  5. Carson, K. D., Carson, P. P., & Bedeian, A. G. (1995). Development and construct validation of a career entrenchment measure. Journal of Occupational and Organizational Psychology, 68(4), 301-320. https://doi.org/10.1111/j.2044-8325.1995.tb00589.x
  6. Chen, G., & Klimoski, R. J. (2003). The impact of expectations on newcomer performance in teams as mediated by work characteristics, social exchanges, and empowerment. Academy of Management Journal, 46(5), 591-607. https://doi.org/10.2307/30040651
  7. Cohen, S. (1995). Denial and acknowledgement: the impact of information about human rights violations. Center for Human Rights, Hebrew University.
  8. Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Springer Science & Business Media.
  9. Deci, E. L., & Ryan, R. M. (1987). The support of autonomy and the control of behavior. Journal of personality and social psychology, 53(6), 1024. https://doi.org/10.1037/0022-3514.53.6.1024
  10. Deci, E. L., Schwartz, A. J., Sheinman, L., & Ryan, R. M. (1981). An instrument to assess adults' orientations toward control versus autonomy with children: Reflections on intrinsic motivation and perceived competence. Journal of educational Psychology, 73(5), 642. https://doi.org/10.1037/0022-0663.73.5.642
  11. Deci, E. L., Connell, J. P., & Ryan, R. M. (1989). Self-determination in a work organization. Journal of applied psychology, 74(4), 580. https://doi.org/10.1037/0021-9010.74.4.580
  12. Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The leadership quarterly, 6(2), 219-247. https://doi.org/10.1016/1048-9843(95)90036-5
  13. Harackiewicz, J. M. (1979). The effects of reward contingency and performance feedback on intrinsic motivation. Journal of Personality and Social Psychology, 37(8), 1352. https://doi.org/10.1037/0022-3514.37.8.1352
  14. Kellerman, B. (2004). Bad leadership: What it is, how it happens, why it matters. Harvard Business Press.
  15. Kolb, J. A., "Leadership of creative teams." Journal of Creative Behavior, 26(1), pp. 1-9, 1992. https://doi.org/10.1002/j.2162-6057.1992.tb01151.x
  16. Lawler, E. E., "High-involvement management: Participative strategies for improving organizational performance", Jossey-Bass, San Francisco, 1986.
  17. Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management journal, 23(3), 451-465. Modway & Steers, 1982 https://doi.org/10.2307/255511
  18. Mumford, M. D., Scott, G. M., Gaddis, B., & Strange, J. M. (2002). Leading creative people: Orchestrating expertise and relationships. The Leadership Quarterly, 13(6), 705-750. https://doi.org/10.1016/S1048-9843(02)00158-3
  19. Oldham, G. R., & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of management journal, 39(3), 607-634. https://doi.org/10.2307/256657
  20. Wolmark, N., Rockette, H., Fisher, B., Wickerham, D. L., Redmond, C., Fisher, E. R., ... & Petrelli, N. J. (1993). The benefit of leucovorin-modulated fluorouracil as postoperative adjuvant therapy for primary colon cancer: results from National Surgical Adjuvant Breast and Bowel Project protocol C-03. Journal of Clinical Oncology, 11(10), 1879-1887. https://doi.org/10.1200/JCO.1993.11.10.1879
  21. Ryan, R. M., & Grolnick, W. S. (1986). Origins and pawns in the classroom: Self-report and projective assessments of individual differences in children's perceptions. Journal of personality and social psychology, 50(3), 550. https://doi.org/10.1037/0022-3514.50.3.550
  22. Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of management journal, 37(3), 580-607. https://doi.org/10.2307/256701
  23. Shanock, L. R., & Eisenberger, R. (2006). When supervisors feel supported: relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. Journal of Applied psychology, 91(3), 689. https://doi.org/10.1037/0021-9010.91.3.689
  24. Zhou, J., & Shalley, C. E. (2003). Research on employee creativity: A critical review and directions for future research. Research in personnel and human resources management, 22, 165-218.
  25. Zhou, J., & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management journal, 44(4), 682-696. https://doi.org/10.2307/3069410
  26. Zhou, J. (1998a). Feedback valence, feedback style, task autonomy, and achievement orientation: Interactive effects on creative performance. Journal of Applied Psychology, 83, pp 261-276. https://doi.org/10.1037/0021-9010.83.2.261
  27. Zuckerman, M., Porac, J., Lathin, D., Smith, R., & Deci, E. L. (1978). On the importance of self-determination for intrinsically motivated behavior. Personality and Social Psychology Bulletin, 4, 443-446. https://doi.org/10.1177/014616727800400317