Big5 성격특성이 조직구성원의 리더십 코드에 미치는 영향

In order to sustain a steady top-line growth in a rapidly changing organizational environment,corporations must put much effort in developing their talented human resources. These days,many studies on organizations emphasize developing core leadership competencies of employeesin order to heighten organizational effectiveness, however, there are insufficient studiesexamining the components of those core competencies. Therefore in this study, I would like topresent Leadership Brand which is a new HRD strategy from the world’s leading corporationsnowadays and examine the components of Leadership Code, which is a fundamental component ofLeadership Brand. Furthermore, I would like to verify the effects of Big Five Personality traits onLeadership Code. As a result, in this study, I have classified Leadership Code into four categoriessuch as ① executor, ② talent developers (talent managers + human capital developers), ③personal proficiency, and ④ strategists. The four components of Leadership Code in this studydiffers from the five categories suggested by Ulrich and Smallwood, who had first introduced theconcept of Leadership Brand in 2007. Also, I have verified the relationships between the Big Fivepersonality traits and Leadership Code. I expect that this study will serve as an importantbaseline data for effective HRD in Korean corporations.