• 문화기술의 융합
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• 제8권6호
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• pp.365-371
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• 2022

본 연구는 어린이집 원장의 서번트리더십이 보육교사가 인식하는 역할수행에 미치는 영향을 살펴보고, 보육교사가 인지하는 어린이집 조직문화와 교직윤리의식이 원장의 서번트리더십과 보육교사의 역할수행의 관계를 매개하는지 확인하고자 하였다. 서울과 경기도에 위치한 민간어린이집에 근무하는 보육교사를 대상으로 설문조사를 실시하였고 AMOS 24.0을 활용하여 구조방정식 분석을 하였다. 그 결과 원장의 서번트리더십은 보육교사가 인식하는 역할수행에 유의미한 정적 영향을 미치고, 보육교사가 인지하는 조직문화와 교직윤리의식은 원장의 서번트리더십과 보육교사의 역할수행 간의 관계에서 매개역할을 하는 것으로 나타났다. 또한 원장의 서번트리더십은 조직문화와 교직윤리의식을 순차적으로 거쳐 보육교사의 역할수행에 영향을 미치는 것으로 나타났다. 따라서 보육교사의 역할수행을 향상시키기 위해서는 원장의 서번트리더십뿐만 아니라 조직문화와 보육교사의 교직윤리의식을 높이기 위한 교육프로그램과 정책적 지원이 필요함을 제안하였다.

• 한국콘텐츠학회논문지
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• 제11권9호
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• pp.302-314
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• 2011

오늘날 급변하는 경영환경에서 기업이 생존 유지를 위해서 리더의 새로운 역할이 강조되는 가운데, 최근에 주목 받는 리더십인 서번트 리더십을 전략적으로 잘 활용함으로써 조직성과를 극대화 하도록 하여야 한다. 본 연구는 은행, 보험업, 증권, 컨설팅 등 서비스업종의 종업원들을 대상으로 유효설문지 435부의 자료를 수집하여 LISREL 8.30을 이용하여 분석하였다. 서번트 리더십이 심리적 임파워먼트를 통해서 조직시민행동에 미치는 영향을 살펴보았다. 그 결과는 다음과 같다. 첫째, 서번트 리더십의 행동특성 중 공감과 도덕성을 제외한 성장, 비젼, 공동체형성이 심리적 임파워먼트를 높아지게 하는 변인으로 나타났다. 둘째, 조직구성원들의 심리적 임파워먼트가 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났는데, 이러한 결과는 종업원들에게 심리적 임파워먼트를 강화시켜 줄수록 조직 시민행동이 높아짐을 의미한다. 셋째, 서번트 리더십의 행동특성 중 공감과 도덕성을 제외한 성장, 비젼, 공동체형성이 조직구성원의 심리적 임파워먼트를 통하여 조직시민행동에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 이와 같은 결과는 리더의 서번트 리더십이 임파워먼트를 통해 구성원의 조직시민행동을 높이고 있음을 의미한다. 이는 부하들을 임파워시키고 이것이 자발적인 행동으로 이어질 수 있도록 하기 위해서는 리더의 서번트 리더십이 중요함을 의미한다.

• 대한간호학회지
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• 제42권1호
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• pp.85-94
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• 2012

Purpose: This study was done to examine the effects of nurses' perception of servant leadership on leader effectiveness, satisfaction and promoting additional effort. The focus was the mediating effects of leader trust and value congruence. Methods: Data were collected from 361 RN-BSN students and nurses participating in nationally attended in-service training programs. Data were analyzed using descriptive statistics and structural analysis with SPSS 17.0 windows program and Amos 7.0. Results: Direct effects of nurses' perception of servant leadership were negative, but mediating effects of trust and value congruency were positively correlated with leader effectiveness, satisfaction and additional effort, that is servant leadership should be effective through mediating factors. Conclusion: The study results indicate that if the middle managers of nurses can build leader trust and value congruency between nurses through servant leadership, leader effectiveness, satisfaction and additional effort on the part of the nurses could result in a positive change in the long term.

• 지식경영연구
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• 제18권4호
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• pp.261-286
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• 2017

Key factors enhancing transfer behavior of training and knowledge sharing are of great interest to researchers and executives because training transfer and knowledge sharing activities are remarkable predictors of organizational growth. This study investigates the core motivations for boosting transfer behavior of training and knowledge sharing. To empirically test the impacts of employee training, servant leadership and self-efficacy, a survey was conducted in small-medium sized companies. The data (N=292) were analyzed using structural equation modeling analysis. The results indicate that higher employee training positively leads to self-efficacy and transfer behavior of training. Servant leadership is positively leads to self-efficacy, transfer behavior of training, and knowledge sharing. Self-efficacy of employees induces greater transfer behavior of training and knowledge sharing. Finally, transfer behavior of training encourages workers to increase knowledge sharing. This study represents an initial step to examine the psychological mechanism of improving employees' transfer behavior of training and knowledge sharing activities based on the employee training qualities and servant leaderships.

• 한국직업건강간호학회지
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• 제24권2호
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• pp.57-66
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• 2015

Purpose: The purpose of this study was to identify correlations among emotional labor, servant leadership, and communication competence in hospital nurses. Methods: A self-administrated survey was conducted with a convenient sample of 210 nurses, using a structured questionnaire. The data were analyzed by descriptive statistics, t-test, ANOVA, and Pearson's correlation coefficient using SPSS/WIN 20.0 program. Results: The mean emotional labor score was $3.4{\pm}0.60$. There was very strong and negative correlation between emotional labor and servant leadership (r=-.896, p<.001). Communication competence was positively correlated with servant leadership (r=.298, p<.001) and moderately and negatively correlated with both frequency of emotional labor (r=-.166, p=.016) and the degree of attention to emotional expression (r=-.143, p=.039). Conclusion: As a strategy to reduce emotional labor of hospital nurses, the findings suggest training programs for nurses to enhance servant leadership and communication competence.

• 보건의료산업학회지
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• 제14권2호
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• pp.29-40
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• 2020

Objectives: To investigate the effect of authentic leadership and servant leadership on job engagement among hospital employees, focusing on the mediating effect of job crafting and moderated mediating effect of positive psychological capital. Methods : Data were collected from 329 employees working at hospitals through a self-administered questionnaire-based survey. Results : Job crafting had a direct positive effect on job engagement and a mediating effect between the servant leadership and job engagement. Self-efficacy among positive psychological capital had a moderating effect on the relationship between job crafting and job engagement and a moderated mediating effect on the relationship among servant leadership, job crafting, and job engagement. Conclusions : Results imply that manager's authentic leadership and servant leadership is required to instill enthusiasm among hospital employees regarding their job crafting and job engagement. Additionally, development of self-efficacy among employees would lead to the improvement of job engagement.

• 아태비즈니스연구
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• 제4권1호
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• pp.1-14
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• 2013

In spite of the interest related to the entrepreneurship, the problems related to the creation of companies by the public civils servant still remain unanswered and not unanimously identified. In fact, a central question arises in this respect: "which are the factors which encourage the public civils servant to launch out in the creation of their own company?" or "how can one explain the entrepreneurial intention of the public civils servant?". For this end, and after having reviewed the principal subjacent factors of the entrepreneurial intention as well as the central assumptions of our research task, we will devote the second part to the empirical validation of the explanatory factors of the entrepreneurial intention in the specific case of the Indian public civils servant while proposing some recommendations on the matter.

• 대한안전경영과학회지
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• 제24권1호
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• pp.21-30
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• 2022

Since the competitive environment, it has become common for firms to reduce its workforce to diminish operating cost. Accordingly, job insecurity among employees has been increasing. Previous works on job insecurity have not paid adequate attention to the influence of job insecurity on safety behavior. The current paper investigates the impact of job insecurity on safety behavior and its intermediating mechanisms. In specific, this paper delves into the mediating effect of job stress, as well as the moderating effect of servant leadership in the association between job insecurity and job stress. The results demonstrated that that job insecurity has a positive (+) influence on job stress, which has a negative (-) influence on safety behavior. Moreover, job stress mediated the association between job insecurity and safety behavior. Furthermore, servant leadership moderated the job insecurity-safety behavior link.

• 한국실내디자인학회논문집
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• 제15권5호
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• pp.238-246
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• 2006

Renzo Piano was first introduced to us when he got together with Richard Rogers and won the Grand Prize on Center George Pompidou Competition in Paris. Since then, he designed number of world renowned museum architecture such as Menil Collection & Museum, The Cy Twombly Gallery, Beyeler Foundation Museum, and most recently the New Pavilion of High Museum of Art. His museum design, in particular, showed very consistent feature which is differentiating the 'Served Space(exhibition area) and the Servant Space(service core or mechanical system area)'. In addition, the way he treats natural light as a special feature within his museum space was nicely done and it is remarkable both in design and engineering side; he always designed a very unique roof structure system to give life and to simulate emotion of light within the space. These are just a few points of his special design characteristics which differentiate him from the rest of the architect working today. While interested by works of Renzo Piano, we found that his work had very close relationship to Louis I. Kahn's design. Specially the way Renzo Piano differentiating serving and servant space and the way he treating natural light. Therefore, the purpose of study is focused on providing typology of museum exhibition organization as well as finding evidence of Louis I. Kahn's influence and concept he has shown in his museum projects through actual site visits and reference research. The method of research was as the following; first to find typology and its characteristics of exhibition space organization of all Renzo Piano's museum projects. Secondly to distinguish projects which show 'differentiated servant and served space'. As the result of this study, it was clear that Renzo Piano had influence of Louis I. Kahn on adopting 'Servant and Served Space' concept. But the research concluded with the facts to approve the uniqueness of Renzo Piane's design concept.

• 마케팅과학연구
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• 제16권3호
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• pp.107-123
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• 2006

본 연구에서는 선행요인인 서번트 리더십, 매개요인인 리더에 대한 신뢰, 그리고 결과요인인 리더만족, 추가적 노력 사이에 어떠한 관계가 있는지에 대한 모형을 제시하고 이들 요인 상호간의 관련성을 검증해 보고자 한다. 실증분석을 위한 측정대상은 서울, 경주, 부산 대구 지역의 특1급 관광호텔 종사원으로 한정하였으며, 특히 호텔종사원을 측정대상으로 한 것은 호텔 조직이 리더와 구성원간의 행동반응이 민감하게 나타나므로 본 연구의 유용성을 정확하게 판별하기 위해서이다. 본 연구에서는 서번트 리더십에 대한 기초이론을 체계화하였고 다음으로 서번트 리더십 관련 기존 연구에서는 서번트 리더십에 대한 요인구조를 제시하여 주지 못하고 있으나, 본 연구에서는 호텔종사원을 대상으로 서번트 리더십의 요인구조를 탐색적으로 보여 주었다는 점이고 또한 호텔기업의 인사관리자의 입장에서 리더십 프로그램을 분별하는데 있어 하나의 기준이 될 수 있다. 특히, 신입사원의 서번트 리더십을 배양하기 위해서는 서번트 리터십의 하위 행동특성이라고 할 수 있는 도덕성과 자긍심 정도는 검증해 볼 필요가 있다. 그리고 조직의 목표를 효과적으로 달성하기 위한 중간관리자의 변화를 위해 서번트 리더십 육성프로그램을 개발하는데 사용될 수 있다.