Journal of the Korea Convergence Society (한국융합학회논문지)

Korea Convergence Society (한국융합학회)
권호 표지
DOI QR코드

DOI QR Code

A Study on the Effect of Transformation Leadership on the Job Performance of Employees by AMO Model

AMO모델에 의한 직원의 직무수행에 미치는 혁신적 리더십의 효과에 관한 연구

  • Li, Nan (Faculty of Management, Jilin Engineering Normal University) ;
  • Jung, Gi-Young (Dept. of Business Management, Sehan University) ;
  • Kim, Hyung-Ho (Dept. of Air Transport and Logistics, Sehan University)
  • 이남 (길림공정기술사범학원 경영학부) ;
  • 정기영 (세한대학교 경영학과) ;
  • 김형호 (세한대학교 항공교통물류학과)
  • Received : 2019.10.17
  • Accepted : 2020.01.20
  • Published : 2020.01.28
Download PDF
⟨ Previous Next ⟩

Abstract

This paper analyzed leadership behavior and employee performance through empirical analysis method based on AMO theory. In this study, the ability of the leader (A), task motivation (M), and opportunity (O) were chosen as factors to analyze the relationship between transformative leadership and job performance of the subordinate staff, and the self-efficiency (O) and intrinsic motivation (M) were selected at the individual level and team atmosphere (O) at the organizational level to build a research model. 507 valid data were obtained from the survey and statistical analysis was conducted using SPSS23. Studies have shown that transformative leaders have a significant impact on employee performance. This study provides research results of empirical theory to understand the behavior of the leader in the performance of the employees and also suggests implications for the management of the company's human resources.

본 논문은 AMO 이론을 기반으로 한 실증적 분석 방법을 통하여 리더십 행동과 직원의 성과에 대하여 분석하였다. 본 연구에서는 변혁적 리더십과 부하 직원의 직무 성과의 관계를 분석하기 위해 리더의 능력(A), 직무동기(M) 및 기회(O)를 요인으로 선택하였고, 개인 차원에서는 자기효율성(O)과 내재적 동기(M)를 조직 차원에서는 팀 분위기(O)를 선택하여 연구 모형을 구축하였다. 설문조사를 통해 507건의 유효 데이터를 확보하였고 SPSS23을 이용하여 통계적 분석을 실시하였다. 연구 결과 변혁형 리더가 종업원의 성과에 현저한 영향을 미치는 것으로 나타났다. 본 연구는 종업원의 업무수행에 대한 리더의 행동을 이해할 수 있는 실증적 이론의 연구결과를 제공하고, 기업의 인적자원관리에도 시사점을 제시 하고 있다.

Keywords

References

  1. J. M. Longshore & B. M. Bass. (1987). Leadership and performance beyond expectations. The Academy of Management Review, 12(4), 756. DOI:10.2307/258081
  2. Y. Han & J. Q. Liao. (2006). Review of the theoretical research on task-performance and non-task-performance structure. Management Review, (10), 41-47+64. DOI:10.14120/j.cnki.cn11-5057/f.2006.10.008
  3. Z. Q. Wu. (2001). Self-efficacy: a positive self-belief. Psychological Science, 24(4), 499-483. DOI:10.16719/j.cnki.1671-6981.2001.04.041
  4. E. L. Deci & R. M. Ryan. (2004). Intrinsic motivation and self-determination in human behavior. Encyclopedia of Applied Psychology, 3(2), 437-448. DOI:10.1007/978-1-4899-2271-7
  5. R. Kark, B. Shamir & G. Chen. (2003). The two faces of transformational leadership: empowerment and dependency. Journal of Applied Psychology, 88(2), 246-255. DOI:10.1037/0021-9010.88.2.246
  6. X. H. Wang & J. M. Howell. (2010). Exploring the dual-level effects of transformational leadership on followers. Journal of Applied Psychology, 95(6), 1134-1144. DOI:10.1037/a0020754
  7. R. L. Ackoff. (1999). Transformational leadership. Strategy and Leadership, 27(1), 20-25. DOI:10.1108/eb054626
  8. R. F. Wang. (2009). Research and enlightenment on transformational leadership theory. Leadership Science,102(29), 29-31. DOI:10.19572/j.cnki.ldkx.2009.29.011
  9. A. Manaf & L A. Latif. (2014). Transformational Leadership and Job Performance of SMEs Technical Personnel: The Adaptability Cultural Approach as Mediator. Mediterranean Journal of Social Sciences, 5(20), 648-655. DOI: 10.5901/mjss.2014.v5n20p648
  10. S. Y. Zhu, E. S. Qi & Y. Xu. (2008). An Empirical Study of the Relationship among Transformational Leadership Style, Team Climate, Knowledge Sharing and Performance of Team Innovation. Soft Science, 22(11), 1-4. DOI:10.3969/j.issn.1001-8409.2008.11.001
  11. L. F. Zhong, Z. Wang & M. Li. (2013). Transformational Leadership, Psychological Capital and Employee Job Performance. Chinese Journal of Management,10(4), 536-544.
  12. H. Hu, Q. X. GU & J. X. Chen. (2012). The Effects of Transformational Leadership on Organizational Creativity and Innovation: Literature Review and Future. Nankai Business Review, (5), 26-35. DOI:10.3969/j.issn.1008-3448.2012.05.004
  13. E. L. Deci & R. M. Ryan. (2004). Intrinsic motivation and self-determination in human behavior. Encyclopedia of Applied Psychology, 3(2), 437-448. DOI:10.1007/978-1-4899-2271-7
  14. B. Liu, F. T. Xie & Q. C. Meng. (2011). Empirical analysis of the influence mechanism of team atmosphere on team performance. China Soft Science, (11), 133-140. DOI:10.3969/j.issn.1002-9753.2011.11.014
  15. F. B. ZHong, C. Peng & Y. Chen. (2011). The Impact of Team Climate to Individual Creativity and Team Creativity. Value Engineering, 30(15), 12-13. DOI:10.14018/j.cnki.cn13-1085/n.2011.15.245