DOI QR코드

DOI QR Code

A study on the Relationship between Leadership and Agile Culture: focusing on the mediating effect of Perceived Organizational Support(POS)

리더십과 애자일 문화간의 관계에 관한 연구: 조직지원인식의 매개 효과를 중심으로

  • Kim, Tae-Wan (Dept. Of Knowledge Service & Consulting, Hansung University) ;
  • You, Yen-Yoo (Division of Smart Management Engineering, Hansung University) ;
  • Hong, Jung-Wan (Division of Smart Management Engineering, Hansung University)
  • 김태완 (한성대학교 지식서비스&컨설팅학과) ;
  • 유연우 (한성대학교 스마트경영공학부) ;
  • 홍정완 (한성대학교 스마트경영공학부)
  • Received : 2021.03.26
  • Accepted : 2021.06.20
  • Published : 2021.06.28

Abstract

The purpose of this study was to examine the characteristics of Agile Culture, which is attracting attention as an organizational culture suitable for responding to changes in the recent corporate management environment, and to reveal the roles and relationships of leadership, Perceived Organizational Support(POS), and Agile Culture. The research was conducted on the employees of the National Agricultural Cooperative Federation and its subsidiaries, and SmartPLS 3.3.2 was mainly used for the research model test. As a result of the study, both Servant Leadership and Authentic Leadership had a positive effect on POS, and POS had a significant effect on all sub-dimensions of Agile Culture(Empowerment, Collective Intelligence and Continuous Learning). In addition, POS mediated the effects of the above two leaderships on Collective Intelligence and Empowerment, but there was no mediating effect in the relationship with Continuous Learning. These results suggest that leadership and Employees' perceptions of organizational support are important to build an Agile Culture.

최근 기업 경영환경의 변화에 대응하기 적합한 조직문화로 주목받고 있는 애자일 문화의 특성을 검토하고 리더십, 애자일 문화, 조직지원인식(POS)의 역할과 상호 관계를 밝히고자 하였다. 연구는 농협중앙회 및 산하의 자회사 직원들을 대상으로 진행하였고, 연구모형 검정에는 주로 SmartPLS 3.3.2를 사용하였다. 연구결과, 서번트리더십과 진성리더십은 모두 POS에 긍정적인 영향을 미쳤고, POS는 애자일 문화의 모든 하위차원(권한위임, 지속적인 학습, 집단지성)에 유의미한 영향을 미쳤다. 또한 POS는 위의 두 가지 리더십이 집단지성과 권한위임에 미치는 영향을 매개하였으나, 지속적 학습과의 관계에서는 매개 효과가 없었다. 결론적으로 본 연구는 애자일 문화를 구축하기 위해서는 애자일 문화에 적합한 리더십과 조직지원에 대한 직원들의 확신이 매우 중요하다는 것을 시사하고 있다.

Keywords

Acknowledgement

This research was financially supported by Hansung University

References

  1. ANNA. (2020). A study on influence factors of Agile Culture and performance. Doctoral dissertation. Pusan National University, Pusan.
  2. E. Rebentisch, E. C. Conforto, G. Schuh, M. Riesener, J. Kantelberg, D. C. Amaral & S. Januszek. (2018). Agility factors and their impact on product development performance. In DS 92: Proceedings of the DESIGN 2018 15th International Design Conference, 893-904.
  3. J. C. Sarros, J. Gray & I. L. Densten. (2002). Leadership and its impact on organizational culture. International journal of business studies, 10(2), 1-26.
  4. P. C. Manzano. (2020). The Relationship Between Authentic Leadership and Organizational Change Readiness: The Mediating Role of Psychological Safety. Doctoral dissertation. San Jose State University.
  5. S. Y. Yi. (2019). A Study on the Effect of Leadership Types on Organizational Commitment, Organizational Citizenship Behavior, and Work Performance. Doctoral dissertation. Kyung Hee University, Seoul.
  6. C. H. Lim. (2008), Organizational behavior. Seoul: B&M Books.
  7. A. Medinilla. (2012). Agile management: Leadership in an agile environment. Springer Science & Business Media.
  8. N. Bushuyeva, D. Bushuiev & V. Bushuieva. (2019). AGILE Leadership of Managing Innovation Projects. Innovative Technologies and Scientific Solutions for Industries, 4(10), 77-84.
  9. M. Cleveland & S. Cleveland. (2020). Culturally Agile Leadership. International Journal of Public and Private Perspectives on Healthcare, Culture, and the Environment, 4(1), 1-9. https://doi.org/10.4018/IJPPPHCE.2020010101
  10. R. D. Barclay. (2020). Servant Leadership Behaviors that Positively Influence On-Time Delivery of Committed Work by Agile Teams in a Scaled Agile Framework. Doctoral dissertation. University of Missouri, Saint Louis.
  11. A. Sarkar. (2016). We live in a VUCA World: the importance of responsible leadership. Development and Learning in Organizations. 30(3), 9-12. https://doi.org/10.1108/DLO-07-2015-0062
  12. R. K. Greenleaf. (1970). The Servant as Leader. Indianapolis: The Robert K. Greenleaf Center.
  13. Y. H. Kim. (2010). Servant Leadership and Organizational Commitment: The Roles of Empowerment and Trust in Leader. Doctoral dissertation. Yeungnam University, Gyeongsan.
  14. J. H. Kim & E. S. Choi. (2013). Structural Relationships between Middle Managers' Servant Leadership, Learning Organization, Organizational Citizenship Behavior and Organizational Effectiveness. Journal of Korean HRD Research. 8(4), 01-25.
  15. S. S. Yu. (2017). A Study on the Influences of Perceived Servant Leadership on the Organizational Effectiveness: Focusing on the Mediating Effect of Participatory Decision-Making and Trust. Master's thesis. University of Seoul, Seoul.
  16. F. O. Walumbwa, B. J. Avolio, W. L. Gardner, T. S. Wernsing & S. J. Peterson. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89-126. https://doi.org/10.1177/0149206307308913
  17. Y. S. Kim & J. G. Shin. (2018). The Mediating Effect between Authentic Leadership and Social Loafing Focusing on the Serial Multiple Mediation of Psychological Empowerment and Psychological Contract Breach. Leadership review, 9(2): 27-65.
  18. T. M. Sun & E. Choi. (2016). Structural Relationships Between Mid-level Administrators' Authentic Leadership, Level of Learning Organization, Self-efficacy of Staffs, and Organizational Effectiveness in Korean Universities. Andragogy Today, 19(1), 1-32. https://doi.org/10.22955/ACE.19.1.201602.1
  19. S. Y. Choi & An Na. (2016). The Effect of Authentic Leadership on Job Engagement and Psychological Ownership: The Mediating Effect of Participatory Decision Making - Focused on China's Small and Medium-Sized Enterprises. Journal of China Studies, 19(3), 139-161. https://doi.org/10.20288/JCS.2016.19.3.8
  20. J. W. Tak & H. J. Oh. (2018). The Relationship between Participative Leadership and Perceived Collective Intelligence of Subordinates: Multidimensional Moderating Effects of Leader Emotional Intelligence. The journal of training and development, 36, 5-25.
  21. J. N. Kurtessis, R. Eisenberger, M. T. Ford, L. C. Buffardi, K. A. Stewart & C. S. Adis. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854-1884. https://doi.org/10.1177/0149206315575554
  22. Y. Zhou & Q. Miao. (2014). Servant leadership and affective commitment in the Chinese public sector: The mediating role of Perceived Organizational Support. Psychological Reports, 115(2), 381-395. https://doi.org/10.2466/01.21.PR0.115c23z4
  23. Y. S. Kwon & J. K. Lim. (2015). A Study on the Impact of Public Servant's Authentic Leadership on Organizational Citizenship Behavior and Organizational Silence: The Mediating Effect of Perceived Organizational Support. The Korea Local Administration Review, 29(2), 327-352.
  24. E. G. Kang & S. K. Lee. (2017). A Study on the effect of Perceived Organizational Support to Organizational Citizenship Behavior in the convergence age - Mediating Effect of Organizational Commitment and Psychological Empowerment. Journal of Digital Convergence, 15(9), 99-110. DOI : 10.14400/JDC.2017.15.9.99
  25. A. K. Lee(2011). A Study on the Successful Business Application of Collective Intelligence. Master's thesis. Kyonggi University, Seoul.
  26. J. J. Jeong, J. G. Lee. (2017). The influences Perceived Organizational Support on level of the learning organization: Mediating effects of affective organizational commitment. The Korean Journal of Human Resource Development Quarterly 2017, 19(2), 109-131. https://doi.org/10.18211/kjhrdq.2017.19.2.005
  27. A. Harraf, I. Wanasika, K. Tate. & K. Talbott. (2015). Organizational agility. Journal of Applied Business Research (JABR), 31(2), 675-686. DOI : 10.19030/jabr.v31i2.9160
  28. J. S. Jung. (2019). Agile Company: five principles to be agile to change. Seoul: Cloud Nine Press.
  29. J. Y. Lee, S. K. Kwun. (2020). The Effect of CEO's Servant Leadership on Task Performance and Turnover Intention in Korean SME's : Dual Mediating Effects of POS and Autonomous Motivation. Korean Journal of Resources Development. 23(1), 31-60. DOI : 10.24991/KJHRD.2020.03.23.1.31
  30. B. M. Park. (2019). A Study on the Infuence of Authentic Leadership for Employee Job Satisfaction, Organizational Commitment in the Hotel Business. Doctoral dissertation. Youngsan University, Pusan.
  31. J. H. Kim & K. H. Lee. (2018). The Relation between Employees Self-Directedness and Work-related Learning Intention: Moderated Mediation Effect of Affective Commitment and Perceived Organizational Support. The Korean Journal of Industrial and Organizational Psychology, 31(1), 33-58. https://doi.org/10.24230/KSIOP.31.1.201802.33
  32. J. F. Hair, G. T. M. Hult, C. M. Ringle & M. Sarstedt. (2014). A Primer on Partial Least Squares Structural Equation Modeling(PLS-SEM), Thousand Oaks, CA: Sage Publications.
  33. S. Cohen. (1988). Psychological model of the role of social support in the etiology of physical disease. Health psychology, 7(3), 269-297. https://doi.org/10.1037//0278-6133.7.3.269
  34. Z. Khalid, R. Madhakomala & D. Purwana. (2020). How Leadership And Organizational Culture Shape Organizational Agility In Indonesian SMEs?. International Journal of Human Capital Management. 4(2), 49-63.