상사특성, 조직특성, 개인특성과 구성원태도간의 관계에 대한 셀프리더십의 매개효과에 관한 연구 = (A) study on the mediating effects of self-leadership on the relationships between leader's characteristics, organizational characteristics, individual characteristics and organizational member's attitudes

다국어 초록 (Multilingual Abstract)

In recent years, most business organizations are facing a highly competitive and rapidly changing environment, which challenges the organizations to perform much better and smarter than ever before. In this context, it is necessary for organization to attract competent human resources and keep them to work more, effectively and more creatively than in the past. self-Leadership study has become popular since early 20th century. Many prior studies have suggested that self-leadership is a critical determinant of the performance level. They have argued that self-leadership members show higher performance. Previous studies on self-leadership focused on the effects of self-leadership on job performance. Recognizing the limitations and shortcomings of the previous literatures, this study examines antecedents and consequences of self-leadership and self-leadership as contingent factor.
Specifically, this study explores the mediating effects of self-leadership on the relationship between leader's characteristics, organizational characteristics, individual characteristics and organizational members' attitudes. Questionnaire is made up with super-leadership, quality of LMX, organizational climate, self-esteem, self-efficacy, job satisfaction, innovative behaviors. 350 questionnaires was given about and 260 was used final analysis. Data for testing research hypotheses were collected from employees working insurance company, financial company, securities company located in Ulsan Metropolitan City. The hypotheses were tested by using the statistical analysis methods(frequency analysis, factor analysis, reliability analysis, correlation analysis, t-test, multiple regression analysis, stepwise mediated regression analysis).
The purpose of this study was to examine a mediating effect of self-leadership on the relationship between antecedents(super-leadership, quality of LMX, climate, self-esteem, self-efficacy) and consequence(job satisfaction, innovative behaviors). Through review of previous studies, this study formulated seven research hypotheses. The hypotheses were described as follow:
Hypothesis 1. Leader's characteristics(super-leadership, quality of LMX) will influence self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies).
Hypothesis 2. Organizational characteristics (hierarchical structure (hierarchy), autonomy, reward equity, support) will influence self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies).
Hypothesis 3. Individual characteristics(self-esteem, self-efficacy) will influence self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies).
Hypothesis 4. Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) will influence consequences including job satisfaction, innovative behaviors.
Hypothesis 5. Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) will mediate the relationship between leader's characteristics and organizational member's attitudes.
Hypothesis 6. Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) will mediate the relationship between organizational characteristics and organizational member's attitudes.
Hypothesis 7. Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) will mediate the relationship between individual characteristics and organizational member's attitudes.
Results show that super-leadership positively influences self-leadership (behavior-focused strategies, natural reward strategies, constructive thought pattern strategies). Quality of LMX positively influences self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies). Autonomy, reward equity, support subcategories of organizational climate positively influences self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) but hierarchical structure(hierarchy) negatively influences self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies).
Individual characteristics(self-esteem, self-efficacy) positively influences self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies). Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) positively influences consequences including job satisfaction, innovative behaviors. Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) mediated the relationship between leader's characteristics and organizational member's attitudes.
Self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) mediated the relationship between Autonomy, reward equity, support subcategories of organizational characteristics and organizational member's attitudes. Self-leadership(behavior-focused strategies, natural reward strategies) mediated the relationship between individual characteristics and organizational member's attitudes.
These findings might serve to direct more attention to member's self-leadership, and to justify the necessity of giving more weight to self-leadership as one of psychological variable. Based on findings, implications were discussed from the viewpoints of scholars and managers. Finally, limitations and future directions were suggested.

국문 초록 (Abstract)

21세기 지식과 정보화 시대는 과거 그 어느 때보다도 역동적 환경변화를 가속화하며 기업에게 불확실성을 증가시키고 있으며, 이러한 변화 추세는 기존의 조직구성원에 대한 동기부여와 리더십 패러다임의 변화를 요구하고 있으며, 향후 기업들은 시대적 환경 속에서는 조직의 모든 면에 있어서 지속적인 변화와 성공적 수행이 기업생존의 필요조건이 되고 있으며, 창의성 및 혁신이 경쟁우위 확보에 필수적인 상황에서 인적자원을 개발하고 육성하는데 셀프리더십이 중요한 축으로 떠오르고 있다. 성장과 혁신을 추구하는 기업의 조직 구성원들은 상사의 지시 없이 현장에서 스스로 판단하여 의사결정을 하며 일을 추진해야 하는 상황이 전개되므로 모든 구성원들이 스스로를 이끄는 리더의 역량과 자질을 필요로 한다. 그래서 본 논문은 셀프리더십의 중요성을 인식하고 셀프리더십의 선행변수와 결과변수에 영향을 미칠 수 있는 매개효과에 관한 연구를 진행하였다.
본 연구의 목적은 셀프리더십의 선행변수인 상사특성, 조직특성, 개인특성이 결과변수인 직무만족과 혁신행동에 있어서 셀프리더십의 매개역할 유무를 밝혀보고자 하였다. 연구의 구체적인 목적을 정리하면 다음과 같다. 첫째, 선행변수로 상사특성인 수퍼리더십, LMX의 질이 셀프리더십(행동지향, 자연보상, 건설적사고)에 미치는 영향을 검증하고자 하였다. 둘째, 선행변수인 조직특성의 하위 변수인 직위구조(위계성), 조직자율성, 보상공정성, 조직지원이 셀프리더십(행동지향, 자연보상, 건설적사고)에 미치는 영향을 검증하고자 하였다. 셋째, 선행변수인 개인특성이 셀프리더십(행동지향, 자연보상, 건설적사고)에 미치는 영향을 검증하고자하였다. 넷째, 셀프리더십(행동지향, 자연보상, 건설적사고)이 구성원의 태도에 미치는 영향을 검증하고자하였다. 다섯째, 상사특성과 구성원 태도간의 셀프리더십(행동지향, 자연보상, 건설적사고)이 매개역할을 하는지를 검증해 보고자하였다. 여섯째, 조직특성과 구성원 태도간의 셀프리더십(행동지향, 자연보상, 건설적사고)이 매개역할을 하는지를 검증해 보고자하였다. 마지막으로 개인특성과 구성원 태도간의 셀프리더십(행동지향, 자연보상, 건설적사고)이 매개역할을 하는지를 검증해 보고자하였다.
본 연구의 설문을 위하여 울산지역에 위치한 보험, 은행, 증권 회사를 대상으로 350부의 설문지를 배포하여 260부를 회수하여 본 연구에 분석대상으로 삼았다. 설문조사의 결과 자료의 처리에 있어서는 SPSS(Statistical Package for the Social Science)통계패키지를 통해 분석하여 가설을 검증하였다. 통계기법으로는 빈도분석(frequency analysis), 요인분석(factor analysis), 신뢰도분석(reliability analysis), 상관관계분석(correlation analysis), T-검정(t-test), 다중회귀분석(multiple regression analysis), 3단계 매개회귀분석(three-step mediated regression analysis) 등을 사용하였다. 본 연구의 가설검증 결과를 정리해 보면 다음과 같다. 첫째, 선행변수인 수퍼리더십과 LMX의 질이 셀프리더십에 미치는 영향을 검증하였다. 연구결과 상사의 특성인 수퍼리더십이 구성원의 셀프리더십에 정(+)의 영향을 주는 것으로 나타났으며, 셀프리더십의 하위 변수와의 관계에서 수퍼리더십이 셀프건설적사고와 관계에서 통계적으로 가장 낮은 유의한 정(+)방향의 회귀계수(β= .105, p<0.10)를 보여주었다. 이런 결과는 상사의 수퍼리더십이 조직 구성원의 셀프건설적사고에 가장 낮은 영향을 미친다고 볼 수 있다. 상사와 부하의 교환관계가 셀프리더십에 정(+)의 영향을 미치는 것으로 나왔으며, 이는 곧 상사가 구성원들에게 직무에 관련된 업무 지시 외에 서로간의 인간적인 유대감, 충성, 공헌, 전문성의 존경을 통해서 구성원이 셀프리더십의 태도를 보인다는 사실을 알 수 있다.
둘째, 선행변수인 조직풍토가 셀프리더십에 미치는 영향을 검증하였다. 연구결과 조직풍의 세부변수인 직위구조(위계성)가 셀프리더십에 부(-)의 영향을 미치고 나머지 조직자율성, 보상공정성, 조직지원은 모두 셀프리더십과 정(+)의 영향을 미쳤다. 조직풍토가 자율성을 부여하는 조직분위기와 조직이 업무수행에 대해 적절한 금전적 보상 및 승진을 제공하는 것이 구성원의 셀프리더십 능력을 향상시키는 것을 알 수 있다. 조직의 지원이 체계적으로 지원이 될 때 구성원들은 셀프리더십 능력을 발휘하는 것으로 증명되었다. 셋째, 선행변수인 개인의 특성인 자아개념이 셀프리더십에 영향을 미치는 것을 검증하였다. 연구결과 자아존중감과 자기효능감이 높을수록 구성원들은 셀프리더십의 태도를 보이는 것으로 나타났다. 자기 스스로를 얼마나 능력이 있고, 중요하며, 가치가 있다고 인식하는 정도가 구성원들이 셀프리더십의 태도를 보이는데 긍정적인 영향을 미친다는 것을 알 수 있다. 넷째, 셀프리더십이 구성원의 태도에 미치는 영향을 검증하였다. 셀프리더십의 세부변수 셀프행동지향적, 셀프자연보상, 셀프건설적사고 모두 구성원의 태도(직무만족, 혁신행동)에 정(+)의 영향을 미쳤다. 이는 선행연구에서 연구되어진 기존연구와 동일하였다.
셀프리더십은 조직몰입, 직무만족, 자기주도적 학습, 조직시민행동, 개인성과 등에 긍정적인 영향을 미치는 것으로 나타났으며(이은숙·신제구·백기복, 2000; 이희영, 1996; 양동민, 2005), Neck & Manz(1996)은 America West Lines의 구성원들을 대상으로 한 실증연구에서 건설적사고 셀프리더십(thought self-leadership)훈련이 이후의 긍정적 정서와 직무만족에 유의미한 영향을 미친다는 것을 검증하였다. 기존 선행연구에 많이 다루지 않은 결과변수인 혁신행동에도 정(+)의 영향을 미쳤다. 셀프리더십이 높은 구성원들은 혁신행동에도 긍정적인 영향을 미친다는 새로운 연구결과를 검증하였다. 다섯째, 셀프리더십이 선행변수인 수퍼리더십과 구성원의 태도에 매개역할을 하는지를 검증하였다. 연구결과 셀프리더십은 상사의 수퍼리더십과 구성원의 태도에 정(+)의 영향을 미쳤으며 부분매개효과가 있는 것으로 나타났다. 상사의 수퍼리더십이 구성원의 셀프리더십 능력에 영향을 미치고 이는 곧 구성원의 직무만족과 혁신행동에 영향을 미친다는 것이다. 또한 셀프리더십이 선행변수인 LMX의 질과 구성원 태도간의 셀프리더십이 매개역할을 하는지를 검증하였다. 연구결과 셀프리더십이 상사의 특성인 LMX의 질과 구성원의 태도에 정(+)의 부분매개효과가 있는 것으로 나타났으며, LMX의 질은 셀프리더십에 영향을 미치고, 그 영향은 셀프리더십을 통해 직무만족과 혁신행동으로 이어질 것으로 기대된다. 리더로부터 배려, 온정, 지원을 인지한다면 높은 LMX의 질이 조직 구성원을 하여금 셀프리더십의 태도에 영향을 미치고 더 나아가는 직무만족과 혁신행동에도 긍정적인 영향을 미친다는 것이다.
여섯째, 셀프리더십이 선행변수인 조직특성과 구성원의 태도에 매개역할을 하는지를 검증하였다. 연구결과 조직풍토의 하위차원인 직위구조(위계성)와 구성원의 태도 간에 셀프리더십의 매개효과는 부(-)의 영향을 미치는 것으로 나타났다. 나머지 조직풍토의 하위차원은 구성원 태도간의 셀프리더십이 부분매개효과가 있는 것으로 검증되었다. 이런 연구결과는 조직풍토내의 직위구조(위계성)가 상사에 의해 결정되어지거나, 회사의 업무가 너무 직위에 따라 조직화되어 있거나, 회사의 업무 목표가 상사에 의해서 설정이 되거나, 업무 실적을 내도록 압력을 받게 될 때는 구성원들의 셀프리더십 태도에 부정적 영향을 미치고 이는 곧 직무불만족과 혁신행동을 유발시키는데 부정적인 영향을 미치는 것으로 추론해 볼 수 있다. 일곱째, 셀프리더십이 개인의 특성과 구성원 태도간의 매개효과를 검증하였다. 연구결과, 자아존중감과 구성원 태도간의 셀프리더십은 모두 부분매개효과가 있는 것으로 검증되었다. 이런 연구결과는 개인의 특성인 자아존중감이 높을수록 구성원들은 셀프리더십의 능력을 보이고 자신의 직무에 만족을 느끼고, 자신의 맡은 직무에 관하여 혁신행동을 한다고 볼 수 있다. 자기효능감과 구성원 태도간의 셀프리더십 매개효과 검증에서는 셀프리더십의 하위차원인 건설적인사고를 제외한 모두 부분매개효과가 나왔다. 이런 연구결과는 자기효능감이 높은 직원이라도 셀프건설적사고와 관계없이 바로 직무만족과 혁신행동을 하는 경향이 있다는 것이다.
본 연구 결과를 통하여 기업의 실무자인 상사와 조직 구성원들이 해야 할 역할 에 대해서 간략하게 요약하면, 첫째, 상사는 더 이상 지시, 명령, 통제, 보상, 처벌에서 벗어나 구성원들이 스스로 목표설정, 자기 통제 등과 같이 자율성을 부여함으로 해서 외부통제 대신에 내적 영향력과 에너지를 자극함으로써 조직 구성원들은 헌신과 열정뿐만 아니라 창의성을 불러일으킬 것으로 기대한다. 둘째, 상사는 위계적이고 관료주의적 조직구조 속에서 개인적인 리더십에서 벗어나 조직 구성원들과 서로 공유 할 수 있는 비전을 세운다면 훨씬 더 기업의 발전에 이바지 할 것으로 기대한다. 셋째, 조직구성원들은 경영현장에서 더 많은 책임과 자발적인 노력을 해야 하며, 더 나아가서는 구성원 스스로도 교육수준의 향상과 가치관의 변화에 게을리 하지 말아야 할 것이다. 넷째, 조직구성원들은 업무에 있어서 강한 자부심과 자기 성취욕을 가지고, 적극적이며 도전적인 정신으로, 상사의 간섭에서 벗어나 스스로 자신의 행동이나 사고를 통제할 수 있어야 한다. 다섯째, 셀프리더십이 높은 구성원이 셀프리더십이 낮은 구성원에 비해 잠재된 창의성(creativity)과 혁신성(innovation)이 높은 것으로 검증되었기 때문에(DiLiello & Houghton, 2006), 상사는 행동과 의사결정에 있어서 더 높은 수준의 독립성(independence)을 부여할 필요성을 느낀다.

목차 (Table of Contents)

• 제 1 장 서론 = 1
• 제 1 절 문제제기 및 연구목적 = 1
• 제 2 절 연구방법과 구성 = 3
• 제 2 장 이론적 배경 = 5
• 제 1 절 셀프리더십의 대한 이론 = 5
• 1. 리더십이론의 발전과정 = 5
• 2. 셀프리더십의 개념과 정의 = 9
• 3. 셀프리더십과 관련된 이론 = 15
• 4. 셀프리더십의 이론적 근거 = 20
• 5. 셀프리더십 전략 = 24
• 6. 셀프리더십의 선행연구 = 27
• 제 2 절 셀프리더십의 선행변수에 대한 이론 = 31
• 1. 수퍼리더십의 개념 = 31
• 2. LMX의 개념 = 34
• 3. 조직풍토의 개념 = 43
• 4. 자아개념 = 50
• 제 3 절 셀프리더십의 결과변수에 대한 이론 = 55
• 1. 직무만족의 개념과 중요성 = 55
• 2. 혁신행동 = 59
• 제 3 장 연구모형의 설계 및 가설의 설정 = 63
• 제 1 절 연구모형의 설계 = 63
• 제 2 절 연구가설의 설정 = 64
• 제 3 절 변수의 조작적 정의 및 측정도구 = 74
• 제 4 절 표본의 선정 및 특성 = 78
• 제 4 장 실증적 연구의 결과 = 80
• 제 1 절 측정도구의 신뢰도 및 타당성 검증 = 80
• 1. 측정도구의 타당도 및 신뢰도 검증 = 80
• 제 2 절 연구변수에 대한 기술적 통계 = 84
• 제 3 절 가설의 관계 검증 = 85
• 제 5 장 결론 = 110
• 제 1 절 연구결과의 요약 = 110
• 1. 연구결과의 요약 = 110
• 2. 학문적 기여 및 시사점 = 112
• 제 2 절 한계점 및 향후 연구방향 = 114
• 참고 문헌 = 116
• 설문지 = 139
• ABSTRACT = 147

참고문헌 (Reference)

• 1 Burns, James MacGregor, "Leadership", Harper & Row, 1900
• 2 Saffold, "Culture Traits", 1998
• 3 Brewer, Gardner, "Who is this We?", 1996
• 4 추 헌, "경영조직론", 1997
• 5 백기복, "이슈리더십", 2000
• 6 이상욱, "자율경영팀", 1995
• 7 이학종, "조직행동론", 法文社, 2004
• 8 김남현, "Super Leadership", 2002
• 9 Symonds, "The ego and self", 1951
• 10 Sargent, S. Stansfeld, "Social psychology", Ronald Press Co, 1966
• 11 Peters, "Thriving on Chaos", thriving on Chaos, 1988
• 12 Kelley, "Inpraiseoffollower", In Praise of Follower, 1988
• 13 Kanter, "The Change Masters", The Change Masters, 1983
• 14 Deal, Kennedy, "Corporate Cultures:", Corporate Cultures, 2000
• 15 Dunnett, Campbell, "Managerial behavior", 1970
• 16 Axelrad, Herman, Ginzberg, "Occupational choice", 1951
• 17 Sahlins, Marshall David, "Stone age economics", Tavistock Publications, 1974
• 18 Vroom, V. H., "Work and Motivation", Work and Motivation, 2000
• 19 Mead.G.H, "Mind, self & society", Mind self & Society, 1934
• 20 Farr, Ford, "Individual Innovation", Individual innovation, 1990
• 21 Bandura, Albert, "Social learning theory", Prentice Hall, Social learning theory, 1977
• 22 김아영, 차정은, "자기효능감 측정", 1996
• 23 Rogers, "Client Centered Therapy", Client-Centered Therapy, 1951
• 24 Ryckman, Wadsworth, "Theories of personality", 2000
• 25 Wurf, Markus, "The dynamic self concept", 1987
• 26 Manz, Sims Jr.H.P, "The new super leadership", 2001
• 27 Likert, "New pattern of management", 1961
• 28 Burns, Stalker, "The management innovation", 1961
• 29 James, "Theprinciplesofpsychology", 1890
• 30 Yulk, "Leadership in Organization", 2002
• 31 Brophy, "Self Role and Satisfaction", 1959
• 32 Keith Davis, "Human relations in business", MacGraw-Hill, Human Relations in Business, 1957
• 33 Devanna, Tichy, "Transformational Leadership", Transformational leadership, 1986
• 34 Ormrod, "An Index of Job Satisfaction", 1951
• 35 Menz, Sims, "Creating a company of heroes", 1996
• 36 양오석, "Motivation and Work Behavior", 1983
• 37 Ellis, Albert, "A new guide to rational living", Prentice-Hall, 1975
• 38 Lewin, "Field theory in social science", Field theory in social science, 1970
• 39 Ridgeway, "Gender, status, and leadership", "Gender, 2001
• 40 박영애, "Industrial Psychology(6th ed.)", 1974
• 41 Coopersmith, Stanley, "The antecedents of self-esteem", W. H. Freeman, 1967
• 42 McCormick, E. J, "Industrial psychology (7th ed.)", 1980
• 43 Williams, "Personality and self-leadership", 1997
• 44 Guion, "A Note on Organizational Climate", 1973
• 45 House, "A Path-Goal Leader Effectiveness", a path-goal leader effectiveness, 1971
• 46 House, "A theory ofcharismaticleadership", A theory of charismatic leadership, 1977
• 47 Sullivan, Harry Stack, "Conceptions of modern psychiatry", [s. n.], 1948
• 48 Lawler III.E.E, "Motivation in Work Organizations", Motivation in Work Organizations, 1973
• 49 박원우, "임파워먼트 실천 매뉴얼", 시그마컨설팅그룹, 1998
• 50 Kelly, "Attribution in social interaction", 1971
• 51 Blau, Peter Michael, "Exchange and power in social life", J. Wiley, Exchange and power in social life, 1964
• 52 Cooly, "Human nature and the social order", Human Nature and the Social Order, 1912
• 53 Allport, Gordon W, "Pattern and growth in personality", Holt, Rinehart and Winston, Pattern and growth in Personality, 1961
• 54 Smith, Henry Clay, "Psychology of industrial behavior", McGraw-Hill Kogakusha, 1972
• 55 Ehrhart, Macey, Schneider, "Organizational climate and culture", 2012
• 56 Brief, Stephan J.Motowildo, "Prosocial Organizational Behaviors", 1986
• 57 Barnard, "The Function of The Executive, 2nd", "The Function of The Executive, 1972
• 58 Burns, David D, "Feeling good : The new mood therapy", A signet book, 1980
• 59 Purkey,W.W, "Self-concept and school achievement", Self Concept and School Achievement, 1970
• 60 Fiedler, Fred Edward, "A theory of leadership effectiveness", McGraw-Hill, A theory of leadership effectiveness, 1967
• 61 Koh, Lee, "Is empowerment really a new concept?", 2001
• 62 Lawler, Poter, "Managerial attitudes and performance", Managerial attitudes and performance, 1968
• 63 Lawler E.III, Porter L, "Manangerial Attitude and Performance", 1968
• 64 Galbraith.J.R, "Designing the innovating organization", 1982
• 65 Hilgard, "Human motives and the concept of self", 1949
• 66 Litwin, G. H., "Motivation and organizational climate", Motivation and organizational climate, 1968
• 67 Hamilton, Booz, "New Products Management for the 1980s", 1982
• 68 Rosenberg, Morris, "Society and the adolescent self-image", Wesleyan University Press, 1989
• 69 Tagiuri, R., "The concept of organizational climate", The concept of organizational climate, 1968
• 70 Halpin, A., "The organizational climate of schools", The organizational climate of schools, 1963
• 71 Graen, Zalesny, "Exchange theory in leadership research", 1986
• 72 Payne, Pugh, "Organization and organizationalclimate", Organization and organizational climate, 1976
• 73 Van R.Wood, Lawrence B.Chonko, Hunt, "Organizationalcommitment and marketing", 1985
• 74 ura, "Self-efficacy Mechaism in Human Agency", 1982
• 75 Katz, Daniel, "The social psychology of organizations", J. Wiley, 1978
• 76 Rost, "Leadership for the Twenty-First Century", Leadership for the twenty first century, 1993
• 77 Miller, George A, "Psychology : the science of mental life", Penguin, 1966
• 78 Grean, Scandura, "Toward a Psychology ofDyadic Organizing", Toward a psychology of dyadic organizing, 1987
• 79 Bryman, Alan, "Charisma and leadership in organizations", Sage Publications, Charisma and leadership in organizations, 1992
• 80 Utsugi, "Citizenship behavior and social Exchange", citizenship behavior and socialexchange, 1994
• 81 Murrell, Vogt, "Empowerment in Organization: How tospark", 1990
• 82 Blenchard, "Points of Power can Help Self-Leadership", 1995
• 83 Manz, "Self-leadership the heart of empowerment", 1992
• 84 정영란, "Self-Determination in a Work Organization", Self-determination in a workorganization, 1989
• 85 Bem.S.L, "The measurement of psychologist androgyne", 1974
• 86 Jahoda, Marie, "Current concepts of positive mental health", Arno Press, 1980
• 87 L.R.Kahn, Katz, "S ocial Psy chology of Organization 2nd ed", 1978
• 88 Kanter, "When a Thousand Flowers Bloom: Structureal", 1988
• 89 Freud, "New Introductory Lectures on Psychoanalysis", 1933
• 90 Choi, Mai-Dalton.R.R, "On the Leadership Function ofSelf-Sacrifice", On the Leadership Function ofSelf-Sacrifice, 1998
• 91 R.Beattie, Barling, "Self-efficacy Beliefs and Sales Performance", Self-efficacy beliefs and sales performance, 1983
• 92 Mathieu, Zajac, "A Review and Meta-analysis of theAntecedents", A review and meta-analysis of the antecedents, 1990
• 93 Shamir, "Meaning Self and Motivation In Organizations", "Meaning self, 1991
• 94 Mead, "Mind Self and Society, ed, Charles W. Morris", "Mind Self and Society, 1934
• 95 서문경애, "간호사의 셀프리더십과 직무만족", 2005
• 96 Locke, E. A., "A theory of goal setting and task performance", 1990
• 97 Stogdill, "Handbook of Leadership: A Survey ofLiterature", Handbook of Leadership: A Survey of Literature, 1974
• 98 Bass,B.M., "Leadership and Performance Beyond Expectation", Leadership and performance beyond expectation, 1985
• 99 John P.Campbell, "On the Nature of Organizational Effectiveness", On the nature of organizational effectiveness, 1977
• 100 Hall, Schneider, "T oward Specifying the Concept ofWork Climate", Toward specifying the concept of work climate, 1972
• 101 이희영(Lee Hee-Yeong), "셀프 리더십과 개인성과의 관련성", 셀프리더십과 개인성과의 관련성, 1996
• 102 Marwell, Wells, Wells, L. E., "Self-Esteem:ItsConceptualizationandMeasurement", Self-esteem: Its conceptualization and measurement, 1976
• 103 김수원, "생산적 조직풍토 형성을 위한 연구", 1968
• 104 Smirich, "Concepts of Culture and Organizational Analysis", 1983
• 105 Strees, "Introduction to organizational behavior 2nd, ed", "Introduction to organizational behavior 2nd, 1984
• 106 Weber, "The Theory of Social and Economic Organizations", The theory of social and economic organizations, 1994
• 107 Farr, Kozlowski, "An integrative model of updating and performance", 1988
• 108 Powell, Butterfield, "The case for subsystem climates in organizations", 1978
• 109 Likert, "The human organization: Its measurement andvalue", The human organization: Its measurement and value, 1967
• 110 Herzberg, "The motivation to work among finnish supervisors", 1965
• 111 정남진, "연구개발조직의 리더십에 관한 연구", 1999
• 112 Baxter, Bridge, "Blended relationships: Friends as work associates", 1992
• 113 Van De Ven, "Central problems in the management of innovations", Central problems in the Management of Innovations, 1986
• 114 Sathe, "How to Decipher and Change Corporate Culture In R", 1985
• 115 Graen, "Role making processes within complex organization", 1976
• 116 Souder, "Encouraging entrepreneurship in large corporations", 1981
• 117 Wernimont, "Intrinsic and extrinsic factor in job satisfaction", 1978
• 118 Pheysey, "Organizational Cultures: Types and Transformations", 1993
• 119 Schein, "Organizationalcultureand leadership :A dynamicview", Organizational culture and leadership: A dynamic view, 1985
• 120 Morris, Steers, "Structural influences on organizational commitment", 1980
• 121 Manz, Sims Jr, "Superleadership : Leading Other to Lead Themselves", 1989
• 122 Neck, Houghton, "Two decades of self-leadership theory and research", 2006
• 123 Schneider, "Interactional Psychology and OrganizationalBehavior", Interactional psychology and organizational behavior, 1983
• 124 Bass, B.J.Avolio, "Manual for the Multifactor Leadership Questionnaire", 1990
• 125 Dodd, McCaul, Luthans, "Organizational Commitment: A Comparison of American", 1985
• 126 Millikin, "The Role of Self-Leadership in Empowered Work Teams", 1994
• 127 Fisher, "The role of the manager in self-directed work teams", 1991
• 128 서인덕, "한국기업의 조직문화유형에 관한 연구", 1986
• 129 Toronto, "A Model of creativity and innovation inorganizations", A model of creativity and innovation in organizations, 1988
• 130 Cummings, Gardner, Pierce, Dunham, "Organization-based self-esteem; Construct definition", Organization-based self-esteem: Construct definition, 1989
• 131 Steers, "Antecedents and Outcomes of Organizational Commitment", 1977
• 132 Morris, Sherman, "Generalizability of an OrganizationalCommitment Model", 1981
• 133 Hoel, Linden, Gren, "Role of leadership in the employee withdrawal process", 1982
• 134 Manz Charles C, Sims Henry P, "SuperLeadership: Beyond the myth of heroic leadership", "Super Leadership, 1991
• 135 Stryker, Sheldon, "Symbolic interactionism : a social structural version", Benjamin/Cummings Pub. Co., Symbolic interactionism: A social structural version, 1980
• 136 Korman, "Hypothisis of work behavior revisited and an extension", 1976
• 137 Manz, Sims, "New super leadership: Leadingothers to lead themselves", 2001
• 138 김일천, "혁신적 업무행동의 선행요인에 관한 연구", 계명대학교, 계명대학교 대학원 박사학위논문, 2003
• 139 이인석, "혁신해동의 선행요인에 관한 탐색적 연구", 1999
• 140 이인석, "혁신행동의 선행요인에 관한 탐색적 연구", 1999
• 141 Stogdill, Ralph Melvin, "Handbook of leadership : a survey of theory and research", The Free Press, Handbook of Leadership: A Survey of Theory and Research, 1981
• 142 Milton, "Human behavior on organizations: Three Level of Behavior", 1981
• 143 Murphy, "Personality; Biosocial Approach to Origins and Structure", 1947
• 144 Zeitlin, Irving M, "Rethinking sociology : a critique of contemporary theory", 한얼, uuuu
• 145 R.N.Kanungo, J.A.Conger, "The Empowerment Process : IntegratingTheory and Practice", The empowerment Process : Integrating Theory and Practice, 1988
• 146 한미영, "The Empowerment of Service Workers:What,Why,How and When", "The empowerment of service workers: What, 1992
• 147 T .C.Gibbons, "Developing TransformationalLeader s: A Life Span Approach", Developing transformational leaders: A life span approach, 1988
• 148 Snygg, Combs, "Individuidual Behavior: A Perceptual Approach to Behavior", 1959
• 149 Keller, F.Dansereau, "Leadership and Empowerment : A SocialExchange Perspective", 1995
• 150 Kerr, John M.Jermier, "Substitutes for Leadership: Their Meaning and Measurement", Substitutes for leadership: their meaning and measurement, 1978
• 151 Rothwell, "Successful and Unsuccessful Innovator: Planned Innovation", Successful and unsuccessful innovator: Plannedinnovation, 1979
• 152 Locke, "The nature and causes of job satisfaction, inM.D.Dunnette", "The Nature and Causes of Job Satisfaction, 1976
• 153 Johnston, "A New Conceptualization of Source ofOrganizational Climate", A New Conceptualization of Source of Organizational Climate, 1976
• 154 Fusfield, Robert s, "Critical functions: Needed roles in the innovation process", 1982
• 155 Kraut, Scheirer, "Increasing Educational Achievement Via Self-Concept Change", 1979
• 156 Delbecq, Pierce, "Organization structure individual attitudes and innovation", 1976
• 157 James, Jones, "Organizational Climate : A Re, view of Theory.and Research", Organizational Climate: A Review of Theory and Research, 1974
• 158 Einstein, Waldman, Avolio, "Transformationalleadership in a management game simulation", Transformational leadership in a management game simulation, 1988
• 159 Sims, Henry P., "Company of heroes : unleashing the power of self-leadership", Wiley, 1996
• 160 Dubrin, "Foundation of organization behavior: An applied perspective", 1984
• 161 Houghton, DiLiello, "Maximizing organizationalleadership capacity for the future", 2006
• 162 Slocum, Hellrieggel, "Organizational climate: Measures research and contingencies", 1970
• 163 Tri, "The self and social behavior in differing cultural contexts", 1989
• 164 Bass, Yammarino, "Transformational leadership and multiple levels of analysis", Transformational leadership and multiple levels of analysis, 1990
• 165 Robert s, Rous seau, "Develop ing anInterdis cip linary S cience of Organiz ations", 1978
• 166 Howe, "Group Climant: An exploratory analysis of construct validity", 1977
• 167 Cox, "The Effects of Super-leadership Training On Leaders Behavior", 1992
• 168 Dockery, Steiner, "The Role of the InitialInteraction in Leader-Member Exchange", The role of the initial interaction in leader-member exchange, 1990
• 169 House, Arthur, Shamir, "Correlates of charismatic l leader behavior in military units", 1998
• 170 Forehead, "Environmental Variation in Studies of Organizational Behavior", 1994
• 171 Udegbe, Adebayo, "Gender in the boss-subordinate relationship: a nigerian study", 2004
• 172 Lawles s, "Eff ectiveness M anag em ent: S ocial Psy cholog icalApp roach", Effectiveness management: Social Psychological Approach, 1972
• 173 Waterman, "In Search ofExcellence: Lessons fromAmerica'sBest-runCompanies", 1982
• 174 Siegel, Kraemmerer, "Measuring the perceived support for innovation in organization", 1978
• 175 민승기, 고종식, "企業文化의 特性에 따른 組織成果에 關한 硏究", 韓國人事管理學會, "인사관리연 구, 1994
• 176 이상호, "경영학계의 주요 리더십이론 및 국내 연구동향", 韓國人事管理學會, "인사관리연구, 2001
• 177 Kelly, George, "A theory of personality : the psychology of personal constructs", W. W. Norton, 1963
• 178 Allport, Gordon W, "Becoming : basic considerations for a psychology of personality", Yale Univ. Press, Becoming: basic considerations for a Psychology ofpersonality, 1963
• 179 Breaugh, "Further examination of the work autonomy scales: Three studies"", "Further examination of the work autonomy scales: Three studies""", 1987
• 180 Organ, Dennis W, "Organizational citizenship behavior : the good soldier syndrome", Lexington Books, Organizational citizenship behavior: The good soldier syndrome, 1988
• 181 Korman, "Toward a hypothesis of work behavior revisited and an extension", 1970
• 182 김현아, 김인호, "LMX의 질 , 자아개념 , 조직 유효성간의 관계 연구", 한국인사관리학회, "LMX의질 자아개념, 2004
• 183 Van Dyne, Dienesch, "Organizational citizenship behavior: It's nature and antecedents", Organizational citizenship behavior: Its nature and antecedents, 1994
• 184 김영조, "조직문화와 조직성과의 변화에 관한 종단적 연구", 2000
• 185 Nadler, Tushman, "Beyond the charismatic leader: Leadership and organizational change", 1990
• 186 Brief, Aldag, "Emloyee reactions to job characteristics: A constructive replication", 1975
• 187 Liden.R.C, Sparrowe R.T, Wayne, S. J., "Leader-member exchange theory: The past and potential for the future", Leader-member exchange theory: The past and potential for the future, 1997
• 188 Bandura, Albert, "Social foundations of thought and action : a social cognitive theory", Prentice-Hall, Social foundations of thought and action : Asocial cognitive theory, 1986
• 189 Neck, Godwin, Houghton, "The impact of thought self-leadership on individual goal performance", 1999
• 190 Gobdel, Vecchio, "The vertical dyad Iinkage model of leadership: Problems and prospects", 1984
• 191 Liden, Stilwell, "A Longitudinal Studyon The Early Development of Leader-Member Exchange", 1993
• 192 Becker, Koch, Steers, "Job Attachment, satisfaction and Turnover among Public Sector Employees", "Job attachment, 1978
• 193 Ancona, Caldwell D, "Management issues facing new product teams in high technology companies", 1987
• 194 Manz, Charles C, "Mastering self-leadership : empowering yourself for personal excellence", Prentice Hall, Mastering Self-Leadership: Empowering Yourself forPersonal Excellence, 1999
• 195 Lewin, "The conceptual representation of the measurement ofpsychological forces", 1938
• 196 Godbel, Vecchio, "The vertical dyads linkage model of leadership : Problems and prospects", 1984
• 197 한주희, 황원일, "조직문화 특성에 대한 조직구성원의 인식과 조직몰입", 한국생산성학회, "생산 성논집, 1996
• 198 최종택, "학습조직 구축을 위한 슈퍼리더십과 셀프리더십 연구", 1996
• 199 정영선, "Self-Efficacy:A Theoretical Analysis of Its Determinants and Malleability", Self-efficacy: A theoretical analysis of its determinants and Malleability, 1992
• 200 Wood, Kashy, Boldy, "Gender stereotypes and theevaluation of men and women in military training", 2001
• 201 Abdel-Halim, "Effect of person-job compatibility on managerialreactions to role ambiguity", 1980
• 202 이지우, "직무특성, 리더-구성원 교환관계와 조직시민행동의 관계", 직무특성 리더 구성원 교환관계와 조직시민행동의 관계, 2000
• 203 Qu inn, Margine, "Evaluation Weighted Model of Measuring Job Satis-faction: A Cinderella Story", 1973
• 204 R.C.Liden, Dienesch, "Leader-member exchange modelof leadership: A critique and futher development", 1986
• 205 L.J.Henderson, Napolitano, "The Leadership Odissey: A Self-Development Guide to New Skills for New Times", 1998
• 206 Qu inn, McGrath, "The Transformation of Organizational Cultures: ACompeting Values Perspective", The transformation of organizational cultures: A competing values perspective, 1985
• 207 Sims, Henry P., "The new leadership paradigm : social learning and cognition in organizations", Sage Publications, The new leadership paradigm: social learning and cognition in organizations, 1992
• 208 Trice, Stevens, "Assessing Personal Role andOrganizational Predictors of Managerial Commitment", 1978
• 209 Bass, "From Transactional to Transformational Leadership: Learning to Share toVision", From transactional to transformational leadership: Learning to share to vision, 1990
• 210 Manz, Neck, "Mastering Self-Leadership: Empowering Yourself for Personal Excellence 2nd ed", 1999
• 211 윤정호, "Organizational work and Personal Factors in Employee Turnover and Absenteeism", 1973
• 212 Manz, Sims Jr.H.P, "Self-management as a substitute for leadership: A social learning perspective", 1980
• 213 Conger, Kanungo, "Toward a behavior theory of charismatic leadership in organizational settings", 1987
• 214 Lewin, Minton, "Determining organizational effectiveness: another look and agenda for research", 1986
• 215 Williams, Anderson, "Interpersonal, job, and individualfactors related to helping processes at work", "Interpersonal, 1996
• 216 Anderson, Prussia, "The self-leadershipquestionnaire: Preliminary assessment of construct validity", The self-leadership questionnaire: preliminary assessment of construct validity, 1997
• 217 Nystrom, "Vertical exchanges and organizational commitment of american business managers", 1990
• 218 Latham, Frayne, "Application of social learning theory to employee self-management of attendance", 1987
• 219 House, Arthur, Sharmir, "The motivational effects of charismatic leadership: A self-concept based theory", The motivational effects ofcharismatic leadership: A Self-concept based theory, 1993
• 220 Wiebe, Sherer, Adams, Carley, "Role modelperformance effects on development of entrepreneurial careerpreference", 1989
• 221 김정훈, 백기복, 강영순, "LMX의 질과 조직몰입 및 조직시민행동간 리더행동의 조절효과", 韓國人事管理學會, LMX의 질과 조직몰입 및 조직시민행동간 리더행동의조절효과, 2001
• 222 강규식, "셀프리더십이 리더십 유형에 따라 조직유효성에 미치는 영향", 2003
• 223 Woycke, Foder, House, "Charismatic and non-charismatic leaders: Differences in Behavior and Effectiveness", 1988
• 224 V.Davis-LaMastro, Eisenber, "Perceived Organizational Support and EmployeeDiligence, Commitment, and Innovation", "Perceived organizational support and employee diligence, 1990
• 225 Prussia G. E. Anderson J. S. & Manz C. C, "Self-leadership and performance outcomes: The mediating influence of self-efficacy", Self-leadership and performance outcomes: The mediating influence of self-efficacy, 1998
• 226 Huber, Grover, Podsakof, Toder, "Situational moderators of leader reward and punishment behaviors: fact or fiction?", 1984
• 227 Meyer, Allen, "The measurement and antecedents of affective, continuance and normative commitment", "The measurement and antecedents of affective, 1990
• 228 Spritzer, "Psychological Empowerment in the Workplace: Dimensions, Measurement, and Validation", Psychological empowerment in the workplace: Dimensions measurement and validation, 1995
• 229 Graen, Cashman, "A role-making a model of leadership informal organizations: A developmental approach", 1975
• 230 Lother, R.A.Noe, M.P, "Fitzgerald, Meta-Analysis of The Relation of Job Characteristics to Job Satisfaction", "Fitzgerald, 1985
• 231 Gist, "Self-efficacy : Implication for Organizational Behavior andHuman Resource Management", Self-efficacy: implication for organizational behavior and human resource management, 1987
• 232 Sims Jr.H.P, Yun, "The forgottenfollower: a contingency model of leadership and follower selfleadership", 2006
• 233 양동민, "상사의 수퍼리더십이 부하의 셀프리더십과 성과에 미치는 영향", 全南大學校 大學院, "전남대학교 경영학과, 2005
• 234 이창길, "조직문화가 직무만족 직무몰입 그리고 조직몰입에 미치는 영향", 2006
• 235 홍세길(Hong Sei-Kil), 장영철(Chang Young-Chul), 김동배(Kim Dong-Bae), "참여적 작업시스템과 셀프리더십이 근로자 태도에 미치는 영향", 대한경영학회, 2005
• 236 Campbell, Beaty, "Organizational Climate: It ' sMeasurement and Relat ionship to Work Group Performance", Organizational climate: It's measurement and relationship to work group performance, 1971
• 237 Manz, "Self-leadership: toward an expanded theory of self-influence processes in organization", 1986
• 238 Prichard, Karasick, "The effects of organization climate on managerial job performance and job satisfaction", 1973
• 239 박동수, 이희영, "자기유능감과 직무성과간의 관계에 대한 셀프리더십의 매개작용", 한국인사·조직학회, 2002
• 240 한주희, 박석구, 황원일, "조직문화 인식 유형이 조직몰입 유형에 미치는 영향에 관한 연구", 한국인사·조직학회, "한국인사조직학회, 1997
• 241 Buhanan.B, "Building organizational commitment : the socialization of managers in workorganizations", Building organizational commitment: The socialization of managers in work organizations, 1974
• 242 Manz, Sims, "Self-leadership: toward an expanded theory of self-influence processes in organizations", 1986
• 243 Pierce, Van Dyne, "The perception and effects of share ownership: empiricalevidence from employee buy-outs", The perception and effects of share ownership: empirical evidence from employee buy-outs, 2004
• 244 Mowday, Richard T, "Employee-organization linkages : the psychology of commitment, absenteeism, and turnover", Academic Press, "Employee-organization linkages: The psychology of commitment absenteeism, 1982
• 245 Deluga, "Supervisor Trust Building, Leader-Member Exchange andOrganizational Citizenship Behavior", "Supervisor trust building, 1994
• 246 Gelfand, "the influence of self-esteem on rate of verbal conditioning and social matching behavior", 1962
• 247 이지우, "직무특성과 종업원 태도 사이의 관계에 대한 직무몰입의 매개역할", 한국인사·조직학회, "인사ㆍ조직연구, 1997
• 248 Dolbier, M.Soderstrom, M.A.steinhardt, "The ralationbetween self-leadership and enhanced psychological, health, and work outcomes", "The ralationbetween self-leadership and enhanced psychological, 2001
• 249 Scott, Bruce, "Determinants of innovative behavior: A pathmodel of individual innovation in the workplace", Determinants of innovative behavior: A path model of individual innovation in the workplace, 1994
• 250 Wayne, Liden.R, Shore, "Perceived organizational support and leader member exchange: A social exchange perspective", Perceived organizational support and leader-member exchange: a social exchange perspective, 1997
• 251 Manz, Shipper, "Employee self-management wihtout formally designed team: an alternative road to empowerment", 1992
• 252 Green, Dunchon, Taber, "Vertical dyad linkage: A longitudinal assessment of antecedents, measures, and consequences", "Vertical dyad linkage: a longitudinal assessment of antecedents, 1986
• 253 Frienlander, F, Margulies, Friedlander, "Multiple impacts of organizational climate and individual value system upon job satisfaction", 1969
• 254 Manz, Stewart, Neck, "Thought self-Leadership as framework for enhancing the performance of performance appraisers", 1995
• 255 Tierney, Farmer, Graen, "An Examination of Leadership and Employee Creativity: The Relevant of Traits and Relationship", 1999
• 256 교육과학기술부, "Cultivating competence, self-efficacy and intrinsic interest through proximal self-motivation", "Cultivating competence, 1981
• 257 Sheryl L.Shivers, Stella E.Anderson, Green, "Demographic andorganizational influences on leader-member exchange and related work attitudes", 1996
• 258 Organ, Baterman, "Job satisfaction and the good soldierthe relationship between affect and employee citizenship", Job satisfaction and the good soldierThe relationship between affect and employee citizenship, 1983
• 259 Liden, John M.Maslyn, "Multidimensionality of leader-memberexchange: an empirical assessment through scale development", multidimensionality of leader-member exchange: an empirical assessment through scale development, 1998
• 260 Waynes.S.J.and S.A.Green, "The Effects ofLeader-Member Exchange on Employee Citizenship and Impression Management Behavior", The effects of leader-member exchange on employee citizenship and impression management behavior, 1993
• 261 Dolbier, Steinhardt, "The Relationships Between Self-Leadership and Enhanced Psychological, Health, and Work Outcomes", "TheRelationships between self-Leadership and enhanced psychological, 2001
• 262 L.R.James, Jones, "Psychological Climate:Dimensions and Relationships of Individual and AggregatedWork Environments", Psychological climate: Dimensions andrelationships of individual and aggregated work environments, 1979
• 263 Albrecht, Hall, "Facilitating talk about new ideas: The role of personal relationships in organizational innovation", 1991
• 264 P.A.Knight, Riggs, "The Impact of Perceived Group SuccessFailure on Motivational Beliefs and Attitudes: A Causal Model", The impact of perceived group success-failure on motivational beliefs and attitudes: A causal model, 1994
• 265 조극래, "조직의 문화유형, 최고경영자의 리더십 유형 및 행동성과에 관한 실증연구", 조직의 문화유형 최고경영자의 리더십유형 및 행동성과에관한실증연구, 1993
• 266 ura, Grean, "Moderating effects of initial leader-member exchange status on the effects of leadership intervention", 1984
• 267 Marsh, "RelationBetweenGlobalandSpecificDomainsofself:TheImportanceofIndividualImportance,Certainty,andIdeals", "Relation between global and specific domains of self: The importance of individual importance, 1993
• 268 Prussia G. E. Anderson J. S. & Manz C. C, "The revised self-leadership questionnaire:Testing a hierarchical factor structure for self-leadership", The revised self-leadership questionnaire: Testing a hierarchical factor structure for self-leadership, 1998
• 269 D.W.Russell, "Discriminant Validation of Measuresof Job Satisfaction, Job Involvement, and Organizational Commitment", "Discriminant validation ofmeasures of job satisfaction, 1988
• 270 Hitt, Middlemist, "Techonology as a moderator of relationship between perceived work environment and subuniteffectiveness", 1981
• 271 Smith, C.A., Allen, N. J., Meyer, J., "Commitment to organizations and occupations: Extension and test of a three-component conceptualization.", Commitment to organizations and occupations: Extension and test of a three-component conceptualization, 1993
• 272 전상호, 신용존, "조직문화와 리더십의 적합성이 행동적 유효성에 미치는 영향에 관한 실증연구", 1995
• 273 Manz, Neck, "Thought self-leadership: The impactof mental strategies training on employee cognition, behaviorand affect", "Thought self-leadership: the impact ofmental strategies training on employee cognition, 1996
• 274 ura, Wood, "Effect of perceived controllability and performance standards on self-regulation of complex decision-making", Effect of perceived controllability and performance standards on self-regulation of complex decision making, 1989
• 275 Nelson, "The impact of organizational climate styles and employee empowerment on innovative behavior and satisfaction", 1994
• 276 Houghton, Yoho, "Towardacontingencymodelofleadership and psychological empowerment: when shouldself-leadership be encouraged?", Toward a contingency model of leadership and psychological empowerment: when should self-leadership be encouraged?, 2005
• 277 Kanter, Ackerman, "Motivation and cognitive abilities: an integrative aptitude-treatment interaction approach to skillacquisition", 1989
• 278 Bass, Avolio B.J, "Transformational leadership: A response tocritiques leadership theory and research perspectives and directions", 1993
• 279 김화종, "인트라넷 활용이 군학습조직화에 미치는 영향: 셀프리더십의 조절 효과를 중심으로", 국방대학원, 2002
• 280 Shea, Howell, "Charismatic leadership and task feedback: A laboratory study of their effects of self-efficacy andTask Performance", 1999
• 281 R.C.Liden, N.Bennett, Settoon, "Social exchange inorganizations: perceived organizational support, leader-memberexchange, and employee reciprocity", "Social exchange inorganizations: Perceived organizational support leader-member exchange, 1996
• 282 Sommerkamp, Novak, "The effects ofleader-member exchange and job design on productivity andsatisfaction: Testing a dual attachment model", The effects of leader-member exchange and job design on productivity and satisfaction: Testing a dual attachment model, 1982
• 283 Basu, "An Empirical Examination of Leader-Member Exchange and Transformational Leadership as Predictor of Innovative Behavior", An empirical examination of leader-member exchange and transformational leadership as predictor of innovative behavior, 1991
• 284 Schmitt, Bedeian, "A comparison of LISREL and two-stageleast squares analysis of a hypothesized life-job satisfaction reciprocal relationship", 1982
• 285 Carson, Cardy, Stewart, "The joint effect of conscientiousness and self-leadership training on employee self-directed behavior in a service setting", 1996
• 286 Cervone, "Effect of envisioning future activities on self-efficacy judgements and motivation: an availability heuristic interpretation", 1989
• 287 서인덕, 이원형, "조직문화, 리더십 그리고 조직시민행동 간의 관계에있어서 리더신뢰 및 조직몰입의 매개효과", 조직문화 리더십 그리고 조직시민행동 간의 관계에 있어서리더신뢰 및 조직몰입의 매개효과, 2006
• 288 Seers, Graen, "The dual attachment concept: A longitudinal investigation of the combination of task characteristics and lead-member exchange", 1984
• 289 Wayne, "Influence tactics, affect, and exchange quality in supervisor-subordinate interactions: A laboratory experiment and field study", "Influence tactics, 1990
• 290 Baron, Kenny, "The Moderate-Mediator VariableDistinction in Social Psychological Research: Conceptual Strategic,and Statistical Considerations", "The moderate-mediator variabledistinction in social psychological research, 1986
• 291 Haga, Dansereau, Graen, "A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of th role making process", 1975
• 292 Hui, Posdakoff, Mackenzie, Ahearne, "Organizational citizenshipbehaviors and managerial evaluations of employee performance :A review and suggestions for future research", 1993
• 293 R.A.Bruce, Scott, "Following the leader in R&D: The joint effect of subordinate problem-solving style and leader-member relations on innovative behavior", Following the leader in R&D: The joint effect of subordinate problem-solving style and leader-member relations on innovative behavior, 1998
• 294 김성국, 백영미, "문제해결 스타일,리더와 맴버간의 교환관계,태도 및경쟁압력에 대한 지각과 혁신적인 행동간의 관계", "문제해결 스타일 리더와 맴버간의 교환관계, 2000
• 295 O'Reilly, Chatman, "Organizational commitment andpsychological attachment: The effects of compliance,identification, and internalization on procial behavior", "Organizational commitment and psychological attachment: The effects of compliance, 1986
• 296 Van Dyne, Pierce, "Psychological ownership and feelings of possession: three field studies predicting employee attitudes an organizational citizenship behavior", 2004
• 297 Lolyd, "The relationship of organizational climate styles toemployee empowerment: An extension of structured conceptualization and instrumental development", 1995
• 298 Uhl-Bien, Grane, "Relationship-Based Approach to Leadership:Development of Leader-Member Exchange (LMX) Theory of Leadership over25 Years: Applying A Multi-Level, Multi-Domain Perspective", Relationship-based approach to leadership: development of leader-member exchange(LMX)theory of leadership over 25 years: applying a multi-level multi-domainperspective, 1995