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A Study on the effect of Shared Leadership on the Organizational Well-being

공유리더십이 조직웰빙에 미치는 영향

  • Received : 2015.12.15
  • Accepted : 2016.03.03
  • Published : 2016.03.31
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Abstract

The study showed that directional Shared Leadership and transformational Shared Leadership positively influences the relationship between Shared Leadership and interpersonal relationships in the view of organizational wellbeing. In addition, in the relationship between Shared Leadership and rewarding job experience of organizational wellbeing, three leadership types excluding directional Shared Leadership had positive effects. In addition, transformational Shared Leadership and empowering Shared Leadership had a positive impact on the relationship between Shared Leadership and organizational mood of organizational wellbeing. In the relationship between Shared Leadership and a sense of fulfillment in the view of organizational wellbeing, transformational Shared Leadership only had a positive effect. As is the case with the sense of fulfillment, the transformational Shared Leadership, of and itself, positively influenced the relationship between Shared Leadership and leisure of life of organizational wellbeing. A analysis of the study showed that transformational Shared Leadership has an impact on both organizational wellbeing and personal wellbeing. Transformational Shared Leadership helps set up mutual vision or strategies, or to challenge each other to enhance existing processes and procedures. On the other hand, directional Shared Leadership influences the interpersonal relations only, whereas transactional Shared Leadership impacts rewarding job experience only. Presenting clearer ideas on what to do to each other and sharing the reward for performance implies that the members of an organization can feel much more rewarded through job engagement.

본 연구의 결과, 공유리더십과 조직웰빙의 조직 내 인간관계에서는 지시적 공유리더십과 변혁적공유리더십이 정(+)의 효과를 나타내는 것으로 나타났다. 그리고 공유리더십과 조직웰빙의 직무보람과의 관계에서는 지식적 공유리더십을 제외한 나머지 3개의 공유리더십 유형이 정(+)의 효과를 나타내는 것으로 연구되었다. 또한 공유리더십과 조직웰빙의 조직분위기와의 관계에서는 변혁적 공유리더십과 위임형 공유리더십 유형이 정(+)의 효과를 나타내는 것으로 연구되었고 공유리더십과 조직웰빙의 삶에의 충일감과의 관계에서는 변혁적 공유리더십만이 정(+)의 영향을 주는 것으로 나타났다. 마지막으로 공유리더십과 조직웰빙의 삶의 여유와의 관계에서도 충일감과 마찬가지로 변혁적 공유리더십만 정(+)의 영향을 주는 것으로 나타났다. 결론적으로 변혁적 공유리더십은 조직적 차원의 웰빙과 개인적 차원의 웰빙에 고루 영향을 미치는 것으로 나타났다. 변혁적 공유리더십은 공통된 비전이나 전략을 세우거나 서로를 고무시켜 기존의 방식들을 변형시켜 나가는 것이다. 하지만 지시적 공유리더십은 대인관계에서만 영향을 미쳤고 거래적 공유리더십은 직무보람에만 영향을 미치는 것으로 검증되었다. 보다 명확하게 무엇을 해야 할 지에서 대하여 서로에게 의견을 제시하고 성과에 대한 보상을 공유한다는 것은 조직구성원들이 보다 보람을 느끼며 업무를 수행한다는 점을 시사한다.

Keywords

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