코칭리더십과 조직유효성의 관계 : 자기효능감과 환경의 불확실성 지각의 매개효과를 중심으로

국문 초록 (Abstract)

세계화와 IT혁명으로 인해 세상은 이제 시공간적인 한계까지도 뛰어 넘고 있어서 변화의 속도는 예측하기가 힘들게 되었다. 이러한 변혁은 과거에는 생각지도 못했기에 오늘날의 조직은 그 어떤 시기보다도 어려운 환경 속에서 경영활동을 영위하고 있다. 이러한 변화의 시대에 리더는 외부 환경의 불확실성에 대해 주목하고 기민하게 대응할 수 있도록 조직을 운영해야만 한다. 나아가 구성원들에게 변화의 방향과 상황에 대해 명확하게 인식시킴으로써 구성원들 스스로 변화를 능동적으로 수용하고 보다 적극적으로 업무를 수행하는 도전적이고 창조적인 조직문화를 만들어 나가야하는 사명을 감당해야한다.
조직은 이미 오래전부터 리더십의 중요성에 대해 강조해 왔을 뿐만 아니라 리더십의 개발을 위해 많은 노력을 기울여 왔다. 이러한 노력이 오늘날 많은 국내 기업들이 세계적인 기업으로 성장할 수 있는 기폭제 역할을 한 것은 분명하다. 그러나 경영의 실무에서는 리더가 구성원들에게 변화를 주도하고 동기를 부여할 수 있는 권한과 자원이 여전히 제한적이며 구체적인 방법의 제시 역시 드물다.
이에 연구자는 경영의 실무에서 최근에 각광을 받고 있는 코칭에 대한 선행연구를 바탕으로, 코칭을 리더십 차원으로 연구하여 ‘리더가 조직의 목표를 달성하기 위한 방향을 제시하고 업무수행과정을 지도하고 개발시키며 지속적으로 동기를 부여함으로써 구성원들에게 자신감을 심어주고 열정을 고취시키는 상호적인 영향력의 행사과정’ 으로 정의하였고, 코칭리더십의 효과에 대한 실증연구를 진행하였다.
본 연구에서는 코칭리더십과 조직구성원들의 자기효능감 및 환경의 불확실성 지각 그리고 조직의 유효성에 관하여 구체적으로 살펴보고 이들 간의 관계를 실증적으로 규명하고자 하였다.
이러한 연구목적을 달성하기 위하여 본 연구는 문헌연구와 실증연구를 병행하였으며, 선행연구를 통해 연구모형과 연구가설을 설정하였고 이를 바탕으로 설문지를 구성하였다. 설문지는 다양한 조직에 종사하는 조직구성원들에게 배포되었으며, 최종적으로 902부가 통계분석에 활용되었다.
본 연구에서는 탐색적 요인분석과 확인적 요인분석을 통하여 타당성 분석이 이루어졌으며 크론바흐 알파값 검증을 통해 신뢰성 분석이 이루어졌다. 또한 연구모형 및 연구가설의 검증에는 구조방정식 모형이 활용되었다. 타당성 분석과 신뢰성 분석의 결과는 본 연구에서 활용한 실증자료들이 연구에 적합한 것임을 확인시켜주었으며, 연구모형 검증의 결과는 가설 검증에 활용된 구조방정식 모형이 수용 가능한 적합한 모형임을 보여주었다. 본 연구를 통해 얻은 연구결과는 다음과 같이 요약할 수 있다.
첫째, 코칭리더십은 조직구성원들의 자기효능감과 환경의 불확실성 지각 그리고 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다.
둘째, 조직구성원들의 자기효능감과 환경의 불확실성에 대한 지각은 직무몰입에 정(+)의 영향을 미치는 것으로 나타났다.
셋째, 직무몰입은 직무성과와 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다.

다국어 초록 (Multilingual Abstract)

Predicting the pace of change is getting harder because of globalization and IT revolution, both of which transcend space and time. Since this fast change was not anticipated in the past, organizations today are in a more difficult situation than before in managing their businesses.
In this time of rapid changes, leaders should watch out for uncertainties in the external environment and manage the organization to deal with such uncertainties with agility. Furthermore, leaders should take responsibility for making a creative and passionate organizational culture by convincing members about the changing direction and situation to enable them to accept the changes and work more proactively. The organization has to emphasize the importance of leadership and should make great efforts toward developing leadership. These efforts must be the catalyst for many Korean organizations to become global companies.
In daily business circumstances, however, a leader normally does not have enough resources to motivate members or to lead the changes. Besides, a leader usually does not have sufficient guidance with practical solutions. Based on a precedent study, this thesis studied coaching in terms of leadership, which is getting wide attention these days. It defined ‘coaching’ as the process of making interactive influences in which the leader convinces members about certain jobs and stirs their passion by giving guidelines, directing the work process and continually motivating them.
It also conducted an empirical study on the effects of coaching leadership. This thesis studied coaching leadership, member’s self-efficacy, perceived environmental uncertainty (PEU), and organizational effectiveness; it then tried to prove the relationship between the different factors empirically.
For the purpose of this study, a documentary research and an empirical study were conducted. A study model and hypothesis were set through the precedent study. A questionnaire was made based on these study model and hypothesis. Questionnaires were sent to members of different organizations and a total of 902 questionnaires were used for statistical analysis.
In this study, feasibility analysis was conducted by exploratory factor analysis and confirmatory factor analysis. Reliability analysis was conducted by Cronbach’s Alpha. The structural equation model (SEM) was used to prove the study model and hypothesis. The result of the feasibility analysis and reliability analysis showed that the data used for this study were appropriate. The result of study model checking showed that the SEM used for hypothesis verification was acceptable and proper.
The results of the study can be summarized as follows :
First, it indicated that coaching leadership has positive (+) influence on members’ self-efficacy, PEU and organizational citizenship behavior (OCB).
Second, it showed that members’ self-efficacy and PEU have positive (+) influence on their job involvement.
Third, it showed that job involvement has positive (+) influence on task performance and OCB.

목차 (Table of Contents)

• 제1장 서론 1
• 제1절 문제제기 1
• 제2절 연구의 목적 4
• 제3절 연구의 범위와 방법 및 논문의 구성 5
• 1. 연구의 범위와 방법 5
• 2. 논문의 구성 6
• 제2장 이론적 배경 7
• 제1절 코칭리더십 7
• 1. 코칭리더십의 개념 8
• 2. 코칭리더십의 차원 14
• 3. 코칭리더십의 효과 19
• 제2절 자기효능감 21
• 1. 사회적 인지이론과 자기효능감 21
• 2. 자기효능감과 리더십 25
• 제3절 환경의 불확실성 지각 26
• 1. 환경의 불확실성 지각의 정의 26
• 2. 환경의 불확실성 지각의 유형 28
• 3. 환경의 불확실성 지각의 영향 31
• 제4절 직무몰입 33
• 제5절 직무성과 35
• 제6절 조직시민행동 39
• 제3장 연구설계 43
• 제1절 연구모형 43
• 제2절 연구가설 44
• 1. 코칭리더십과 자기효능감 44
• 2. 코칭리더십과 환경의 불확실성 지각 45
• 3. 자기효능감과 직무몰입 49
• 4. 조직구성원의 환경의 불확실성 지각과 직무몰입 50
• 5. 직무몰입과 직무성과 52
• 6. 직무몰입과 조직시민행동 54
• 7. 코칭리더십과 직무성과 56
• 8. 코칭리더십과 조직시민행동 59
• 제3절 변수의 조작적 정의 및 측정 62
• 1. 코칭리더십 62
• 2. 자기효능감 62
• 3. 환경의 불확실성 지각 63
• 4. 직무몰입 63
• 5. 직무성과 64
• 6. 조직시민행동 64
• 제4절 자료의 수집 및 분석방법 65
• 1. 설문지 구성 65
• 2. 자료수집방법 66
• 제5절 자료 분석 방법 66
• 제4장 실증연구결과 68
• 제1절 기초통계분석 68
• 1. 팀원의 기초통계 68
• 2. 팀장의 기초통계 69
• 제2절 타당성 및 신뢰성 분석 74
• 1. 타당성 분석 74
• 2. 신뢰성 분석 80
• 제3절 구성개념간 상관관계 분석 81
• 제4절 측정모형 평가 82
• 제5절 연구가설 검증 86
• 제5장 결론 90
• 제1절 연구결과의 요약 90
• 제2절 연구의 시사점 95
• 제3절 연구의 한계 및 향후 연구방향 99
• 참고문헌 101
• 설문지 131
• Abstract 139

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