본 논문은 군 영관장교를 중심으로 리더십 핵심역량 모델 연구를 통하여 리더십 핵심역량의 정의를 규명하고, 조직 관리적 수준의 리더십 핵심역량 요인을 도출하고, 우선순위를 정립하는데 있다. 본 논문에서는 리더십 핵심역량 정의 등 개념을 발전시켰으며, 리더십 핵심역량 요인과 행동지표 등 모델 개발을 위하여 연구모형을 설계를 하고 연구절차를 정립하여 FGI와설문조사를 통한 델파이 기법, AHP기법 등 과학적 분석기법을 통하여 모델을 검증하여신뢰도를 높였다. 먼저 군 영관장교에게 필요한 리더십 핵심역량은 Quinn의 경쟁가치 모형을 적용하여 대인관계 역량(사람), 과업수행 역량(일), 조직관리 역량(조직), 환경관리 역량(환경)의 역량군에 따라 핵심역량을 도출하였다. 핵심역량 도출 절차는 먼저 선행연구및 문헌 검토를 통하여 해병대 영관장교에게 필요한 리더십역량 45개를 우선 도출하고, 적합성 및 중요도 , 타당도, 우선순위 평가를 통하여 20개의 핵심역량을 도출하였다. 또한AHP기법을 통하여 핵심역량의 우선순위를 분석하여 리더십 핵심역량 요인에 대한 역량군 별 우선순위와 통합 우선순위를 정하여 리더십 핵심역량 향상에 선택과 집중을 할 수있는 기초를 마련하였다. 이를 통하여 향후 리더십 핵심역량 진단도구 개발에 기초 틀을 제공하였다. 이상의 연구결과를 바탕으로 군의 특성을 반영한 군 영관장교 리더십 핵심역량 모델에 관한 본 연구는 다음과 같은 몇 가지 정책적인 시사점을 갖는다. 첫째, 조직 관리적 수준의 군 중견간부인 군 영관장교들에게 필요한 리더십 핵심역량을 개발하였다는 것이다. 기존의 군 간부에 관한 역량관련 연구가 미흡했기 때문에 본 연구를 통해 개발된 군 영관장교 리더십 핵심역량 모델은 군의 중추적인 역할을 담당하는군 영관장교들의 리더십 핵심역량 개발과 향상에 도움이 될 것이다. 둘째, 리더십 핵심역량 모델을 개발과정을 통하여 군 영관장교의 리더십 핵심역량을 구성하는 지식, 기술, 태도를 포함한 리더십 핵심역량 요인과 우선순위를 개발하여 군 영관장교의 리더십에 필요한 구체적인 행동기준을 제공하였다. 셋째, 개발된 모델을 활용하여 군 영관장교들의 리더십 핵심역량을 진단하고, 부족한 부분에 대해서는 자기계발, 자기성찰, 상급자의 피드백등을 통하여 군 영관장교의 리더십 핵심역량을 향상시킬 수 있다는 것이다. 넷째, 군 영관장교의 리더십 핵심역량 모델은 리더십 역량중심의 실질적인 교육과 성과중심의 효과적인인사관리의 자료로 활용할 수 있을 것이다. 이 연구는 군 영관장교에 대한 교육기관별 교육과정 소요 창출과 리더십 교육에 유용한 자료로서 활용할 수 있을 것이다. 향후 본 연구를 바탕으로 역량모델 개발을 활용하여 조직역량과 연계한 개인 직무역량을 향상시키고, 인재육성과 인사관리에 보다 객관적이고 과학적인 자료로 활용하여야할 것이다.
This study aimed to prescribe definition of leadership competency model through a research on a core competency model of leadership with focus on field grade officers of the Marine Corps and drew core competency factors on organizational management level as well as behavioral index as per the core competency factor. It developed concept including definition the core competency factor; it designed research models and established research procedures for development of models such as core competency factor and behavioral index; it verified the models according to scientific analysis techniques such as FGI and delphi technique through questionnaires, and AHP technique in order to improve confidence. First, as for leadership core competency required for field grade officers of the Military, it drew core competency factors pursuant to competency groups of interpersonal competency(person), task performance competency(work), organizational management competency(organization), and environment management competency (environment) by applying Quinn's competing values model. Deduction procedures of core competency were to first draw 45 leadership competencies required for field grade officers of the Military through advanced researches and literature review and then, to draw 20 core competencies through evaluation of adequacy, importance, suitability and priority. In addition, priority of core competencies was analyzed through AHP technique in oder to decide priority of competency groups and integrated priority, and it prepared base for choice and concentration on improvement of leadership core competency. From this viewpoint, this study has following meanings; First, foreign troops and other forces have constantly performed researches on leadership core competencies of leaders and accomplished a considerable development but researches on leadership core competencies of the Marine Corps was insufficient. Second, it developed behavioral indexes including knowledge, skills and attitude which consisted of respective leadership competencies through development of leadership core competencies and it suggested specific behavioral standards. As definition of leadership and competency differs from researchers, behavioral standards which exercise competencies differ from researchers; and knowledge, skills and attitude which consisted of behaviors must be also different. Third, it utilized core competency models and measured/analyzed level of leadership core competencies of field grade officers of the Marine Corps so that it can cultivate and develop human resources according to strengthening program of leadership core competencies, and it can measure level of person and organization for analysis of merits and demerits and then, it may improve supplement points in order to achieve organization goals and outcome. Based on above research result, this study, which is about leadership competency model of field grade officers of the Marine Corps reflecting military characteristics, intends to suggest several political proposals as follows; First, it developed leadership core competencies required for field grade officers of the Marine Corps in organization management level. Leadership core competencies models for field grade officers of the Military who play important role in the Mlitary developed through this study will be helpful for development and improvement of leadership core competencies because existing researches on competencies of military executives were not sufficient. This study provided fundamental data in the field which the Military had not researched yet and it is a practical study applicable to working departments. Second, it developed behavioral indexes including knowledge, skills and attitude which consisted of respective leadership competencies in the course of developing leadership core competency model and provided specific behavioral standards. this study specifically suggested leadership core competencies required from the aspect of organization management of military executives on management level and then, provides competencies-oriented education programs from the aspect of raising middle class executives. It may provide guidelines of evaluation on direction of policies for personal affairs or performance outcome and may also provide standard point at the time of program development to policy developers or enforcers. Third, utilizing developed model, it can diagnose leadership core competencies for field grade officers of the Military and also can improve them through self-development, self-examination and senior's feedback. Fourth, leadership core competencies models for field grade officers of the Military can be utilized for leadership competency-oriented practical education and effective personal affairs management data. This study may be used as helpful data for educational institutions' curriculum of field grade officers of the Military. Accordingly, it is required to use model developed by this study for improvement of personal job competency linked to organization competency and to objectively and scientifically utilize it for human resources development and personnel management in order to improve leadership core competencies of field grade officers who are middle-grade executives of the Military.
