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국외문헌

문서에서 저작자표시 (페이지 77-91)

Learning to share the vision. Organizational Dynamics, 18(3), 19-31.

Bass, B. M. (1999), Two decades of research and development in transformational leadership. European Journal of Work and Organizational Psychology, 8(1), 9-32.

Bass, B. M., & Avolio, B. J. (1995), MLQ: Multifactor leadership questionnaire for research. Redwood City, CA: Mind Garden.

Bass, B. M., & Riggio, R. E. (2005), Transformational leadership. New York: Lawrence Erlbaum.

Bateman, T. S., & Organ, D. W. (1983), Job satisfaction and the good soldier: The relationship between affect and employee citizenship.

Academy of Management Journal, 26, 587-595.

Bellah, R. N., Madsen, R., Sullivan, W. M.,Swidler, A., & Tipton, S. M.

(1985), Habits of the heart. New York: Harper & Row.

Betterncourt, L. S., & Brown, S. W. (1997), Contact employees:

Relationship among workplace fairness, job satisfaction and prosocial service behaviors. Journal of Retailing, 73, 39-61.

Bouncken, R. B. (2002), Knowledge management for quality improvements in hotels. Journal of Quality Assurance in Hospitality and Tourism, 3(3-4), 25-59.

Branden, N. (1991), The power of self-esteem. Florida: Deerfield Beach.

Bunderson, J. S., & Thompson, J. A. (2009), The call of the wild:

Zookeepers, callings, and the double-edged sword of deeply meaningful work. Administrative Science Quarterly, 54, 32-57.

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Bycio. P., Hackett, R. D., & Allen, J. S. (1995), Further assessments of Bass's(1985) conceptualization of transactional and transformational leadership. Journal of Applied Psychology, 80(4), 468-478.

Cameron, K. S., Dutton, J. E., & Quinn, R. E. (2003), Positive organizational scholarship: Foundations of a new discipline. San Francisco: Berrett-Koehler.

Cardador, M. T., Dane, E., & Pratt, M. G. (2011), Linking calling orientations to organizational attachment via organizational instrumentality. Journal of Vocational Behavior, 79(2), 367-378.

Casey, C. (1995), Work, self and society: After industrialism. London:

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Conger, J. A., & Kanungo, R. N. (1998), Charismatic leadership in organizations. Thousand Oaks, CA: Sage.

DeChurch, L. A., Hiller, N. J., Murase, T., Doty, D., & Salas, E. (2010), Leadership across levels: Levels of leaders and their levels of impact.

The Leadership Quarterly, 21(6), 1069-1085.

Deluga, R (1988), Relationship of transformational and transactional leadership with employee influencing strategy. Group &

Organizational Studies, 13(4), 456-467.

Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., &

Hu, J. (2014), Leadership theory and research in the new millennium:

Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62.

Dobrow, S. R. (2012), Dynamics of calling: A longitudinal study of musicians. Journal of Organizational Behavior, 34(4), 431-452.

Donavan, D. T. & Hocutt, M. A. (2001), Customer evaluation of service employee's customer orientation: extension and application. Journal of Quality Management, 6(4), 293-306.

Duffy, R. D., & Dik, B. J. (2013), Research on calling: What have we learned and where are we going. Journal of Vocational Behavior,

83(3), 428-436.

Duffy, R. D., Allan, B. A., & Dik, B. J. (2011), The presence of a calling and academic satisfaction: Exploring potential mediators. Journal of Vocational Behavior, 79, 74-80.

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Hagmaier, T., & Abele, A. E. (2012), The multi dimensionality of calling:

Conceptualization, measurement and a bicultural perspective, Journal of Vocational Behavior, 81(1), 39-51.

Hall, D. T., & Chandler, D. E. (2005), Psychological success: When the career is a calling. Journal of Organizational Behavior, 26(2), 155-176.

Hater, J. J., & Bass, B. M. (1988), Superiors' evaluations and subordinates' perceptions of transformational and transactional leadership. Journal of Applied Psychology, 73, 695-702.

Henning-Thurau, T. (2004), Customer orientation of service employees, its impact on customer satisfaction commitment and retention, International Journal of Service Industry Management, 15(5), 460-478.

Hiller, N. J., DeChurch, L. A., Murase, T., & Doty, D. (2011), Searching

for outcomes of leadership: A 25-year review. Journal of Management, 37(4), 1137-1177.

Hirschi, A. (2012), Callings and work engagement: Moderated mediation model of work meaningfulness, occupational identity, and occupational self�efficacy, Journal of Counseling Psychology, 59, 479-489.

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Kark, R., & Shamir, B. (2002), The influence of transformational leadership on followers’ relational versus collective self-concept. Academy of Management Proceedings(Aug), Denver: Colorado.

Katz, D., & Kahn, R. L. (1966), The social psychology of organization. New York: Wiley.

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LePine, J. A., Erez, A., & Johnson, D. E. (2002), The nature and dimensionality of organizational citizenship behavior: A critical review and meta-analysis. Journal of Applied Psychology, 87(1), 52-65.

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Marketing Research, 22(Nov), 443-446.

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Motowidlo, S. J. (2000), Some basic issues related to contextual performance and organizational citizenship behavior in human resource management. Human Resource Management Review, 10(1), 115-126.

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Netemeyer, R. G., Boles, J. S., McKee, D. O., & McMurrian, R. (1997), An investigation into the antecedents of organizational citizenship behaviors in a personal selling context. Journal of Marketing, 61, 85-98.

Northhouse, P. G. (2004), Leadership- Theory and practice(3rd ed.). New York: Sage.

Organ, D. W. (1988), Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Book.

Peterson, C., Park, N., Hall, N., & Seligman M. E. P. (2009), Zest and work. Journal of Organizational Behavior, 30, 161-172.

Piccolo, R. E., & Colquitt, R. J. (2006), Transformational leadership and job behaviors: The mediating role of core job characteristics.

Academy of Management Journal, 49(2), 327-340.

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Podsakoff, P. M., & Mackenzie, S. B. (1997), Impact of organizational citizenship behavior on organizational performance: A review and suggestion for future research. Human Performance, 10(2), 133-151.

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Quinn(Eds.), Positive organizational scholarship(pp. 309-327), San Francisco, CA: Barrett�Koehler.

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Walumbwa, F. O., Avolio, B. J., & Zhu, W. C. (2008), How transformational leadership weaves its influence on individual job performance: The role of identification and efficacy beliefs. Personnel Psychology, 61(4), 793-825.

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Transformational leadership and performance across criteria and levels: A meta-analytic review of 25 years of research. Group &

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Yukl, G. (2002), Leadership in organizations(5th ed.), New Jersey: Prentice Hall.

Yukl, G., Gordon, A., & Taber, T. (2002), A hierarchical taxonomy of leadership behavior: Integrating a half century of behavior research.

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Zhu, W., Avolio, B. J., & Walumbwa, F. O. (2009), Moderating role of follower characteristics with transformational leadership and follower work engagement. Group and Organization Management, 34(5), 590-619.

[부록] 설문지

(1차) 설 문 조 사 서

안녕하십니까?

본 설문지는 병원의 경쟁력 확보를 위해 필요한 다양한 영향요소를 규명하 기 위해 작성 되었습니다.

귀하의 응답은 본 연구의 귀중한 자료로 활용되고, 저에게 커다란 도움이 될 것입니다. 또한 본 설문지는 익명으로 처리되고, 학문적 목적으로만 사용된다 는 것을 분명하게 약속드립니다.

시간이 다소 걸리더라도 성의 있게 응답해 주시면 대단히 감사하겠습니다. 귀 중한 시간을 내주셔서 진심으로 감사를 드립니다.

2019. 7.

조선대학교 대학원 의료관광경영 전공 지도교수 : 조 윤 형

연 구 원 : 김 선 미 연 락 처 : 우) 501-759

광주광역시 동구 서석동 375번지 조선대학교 경상대학 7315호

TEL : 062) 230-7396(Office) 010-3620-9314(Mobile)

먼저 귀하의“휴대폰 전화번호 뒷 4자리”를 입력해 주시기 바랍니다

(□□□□)

▣ 다음은 “변혁적 리더십”에 관한 문항입니다.

우리 병원의 상사는...

전 혀 매 우 아니다 ← → 그렇다

1 2 3 4 5

1. 자신이 중요하다고 생각하는 가치, 신념들을 열성적 으로 전파한다

2. 강한 목적의식을 갖는 것이 중요하다는 것을 실천 한다

3. 자신의 결정이 도덕적, 윤리적으로 어떤 결과를 가져올지 생각한다

4. 병원을 위한 사명감을 갖는 것이 중요하다고 강조 한다

5. 우리들의 미래에 대해서 낙관적으로 말한다 6. 업무완수를 위해 해야할 것들에 대해 열정적으로 이야기 한다

7. 미래에 대한 분명한 비전을 강력하게 제시한다 8. 목표는 반드시 달성할 것이라는 자신감을 보인다 9. 기존에 당연시 하던 것들에 대해 재검토 하도록 권한다

10. 문제해결 과정에서 서로 다른 다양한 관점들을 권장한다

11. 문제를 다양한 각도에서 보도록 권한다

12. 맡은 업무의 완수방법에 대해 새로운 시각으로 접근 하게 한다

13. 부하들의 개인적 발전을 위한 가르침/지도 하는데 시간을 쓴다

14. 나를 병원구성의 일부가 아닌 인격적인 개인으로 대해준다

15. 다른 사람들과 나의 욕구/능력 등이 다르다는 것을 인정한다

16. 나의 장점을 살려서 계발될 수 있도록 돕는다

▣ 다음은 “사명/소명”에 관한 문항입니다.

내가 하고 있는 일은...

전 혀 매 우 아니다 ← → 그렇다

1 2 3 4 5

1. 내 삶의 목적을 실현하는데 도움을 준다

2. 일을 통해 만든 경력이 내 삶의 목적지에 도달하게 해준다

3. 일을 할수록 내 삶의 목적이 분명해진다

4. 나에게 부여된 목적을 실제로 구현하는지 고민하도록 한다

5. 일과 관련된 것이라면 어떤 어려움도 극복할 것이다 6. 일을 완수하기 위해 며칠 밤을 지낸적도 있다.

(2차) 설 문 조 사 서

안녕하십니까?

본 설문지는 병원의 경쟁력 확보를 위해 필요한 다양한 영향요소를 규명하기 위해 작성 되었습니다.

귀하의 응답은 본 연구의 귀중한 자료로 활용되고, 저에게 커다란 도움이 될 것입니다. 또한 본 설문지는 익명으로 처리되고, 학문적 목적으로만 사용된다 는 것을 분명하게 약속드립니다.

시간이 다소 걸리더라도 성의 있게 응답해 주시면 대단히 감사하겠습니다. 귀 중한 시간을 내주셔서 진심으로 감사를 드립니다.

2019. 10.

조선대학교 대학원 의료관광경영 전공 지도교수 : 조 윤 형

연 구 원 : 김 선 미 연 락 처 : 우) 501-759

광주광역시 동구 서석동 375번지 조선대학교 경상대학 7315호

TEL : 062) 230-7396(Office) 010-3620-9314(Mobile)

먼저 귀하의“휴대폰 전화번호 뒷 4자리”를 입력해 주시기 바랍니다

(□□□□)

▣ 다음은 “조직시민행동”에 관한 문항입니다.

나는...

전 혀 매 우 아니다 ← → 그렇다

1 2 3 4 5

1. 조퇴, 출장, 결근한 동료의 작업을 도와준다

2. 공식적인 요청이 없어도 동료를 돕는 일에 참여한다 3. 과중한 업무를 수행하는 동료를 도와준다

4. 새로온 동료가 업무에 빨리 적응하도록 도와준다 5. 정해진 업무시간을 준수한다

6. 개인적인 용무로 업무시간을 허비하지 않는다 7. 업무수행에 차질이 발생할 경우 사전에 연락을 취한다

8. 업무수행 시 불필요하게 시간을 낭비하지 않는다

▣ 다음은 “고객지향성”에 관한 문항입니다.

나는...

전 혀 매 우 아니다 ← → 그렇다

1 2 3 4 5

1. 환자/환자 가족이 무엇을 원하는가를 듣기 전에 알아서 행동한다.

2. 환자/환자 가족의 질문에 가능한 정직하게 대답한다.

3. 환자/환자 가족이 필요로 하는 것 보다 더 많은 것을 주려고 노력한다.

4. 환자/환자 가족과 친근하고 개인적 관계를 중요하게 생각한다.

5. 환자/환자 가족들을 진심으로 도와주려고 한다.

문서에서 저작자표시 (페이지 77-91)

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