In a rapidly changing environment, it is essential for companies to develop their capabilities for sustainable growth. To this end, informal learning at work plays an important role for small and medium-sized enterprises that are having difficulties in human resource development. If the GRIT of workers and the spiritual leadership of leaders are maintained at an appropriate level, the effect of informal learning will increase. This study derived the following results through a survey of workers participating in the Work-learning Dual System in Korea. First, experience and feedback among informal learning activities have a significant positive effect on competency development. Second, the higher the level of the GRIT of workers, the greater the magnitude of the positive effect of experience and feedback on competency development, showing a positive moderating effect. Third, in the case of workers with high GRIT, capacity development is strengthened as experience or feedback increases, and the higher the level of spiritual leadership, the greater the scope of reinforcement. On the other hand, it can be seen that in the case of workers with low GRIT, competency development weakens as experience or feedback increases, and the higher the level of spiritual leadership, the greater the extent of the weakening.

본 연구는 한국과 관련된 유교적 사상에 근거한 Fry (2003) 의 spiritual leadership**의 모델을 입증함과 동시에 한국의 금융 분야에서 직업의 불확실성에 직면한 고용인들과의 연관성 모델의 기반을 확립하기 위해 계획 되었다. Spiritual leadership은 leader, follower, 조직문화 및 직무성과의 관계를 요약한 새롭게 주목받는 전체론적 이론이다. 본 이론은 개인주의적인 문화와 연관된 서양에서 광범위하게 연구되어 져 온 반면, 한국과 같은 집단주의적 문화 안에서의 타당성은 최근 들어 연구되어 왔다. 게다가, spiritual leadership 과 관련된 기반산업 연구, 특히 직업 불확실성과 구조체계의 변화에 직면한 산업에 관한 연구 는 미미한 상태다. 본 연구는 spiritual leadership이라는 가치관의 출현과 더불어 구조 방정식 모델을 통해 소속감과 소명의식의 spiritual survival 변수에 의해 매개되어지는 조직몰입과 생산성과의 관계에 대해 살펴보았다. 통계자료는 한국의 강한 유교적 가치관을 지닌 한 금융회사에서 수집되었다. 본 연구의 결과는 참여자들이 높은 직업 불확실성에 직면있음에도 불구하고 Fry (2003)의 유교와 관련된 spiritual leadership 모델의 보편성을 잘 보여주었다. 신뢰도와 타당성지수는 적정수준 이상이었고 선행된 연구 결과의 범위 내에 있었다. 또한, NNFI와 CFI같은 부합지수는 1% 유의수준에서 모두 유의하였으며, 적정수준 (.95) 이상이었다. 따라서, 한국의 향후 금융분야의 조직연구의 기반이 될 것이다. 본 연구는 (a) spiritual leadership의 출현과 (b) spiritual leadership의 집단 차원의 분석과 관련된 유교의 긍정적인 면과 부정적인 면을 살펴봐야 할 필요성을 제안한다. 특히, 본 결과는 유교적 가치관이 공동 소속감을 통해 직무성과에 긍정적으로 기여되거나, leader와 follower들 간 상호 신뢰와 충성도에 따라 약한 권한부여를 통해 부정적으로 기여될 수 있음을 나타낸다. 더불어, 선행연구들과 비교하여 본연구의 spiritual leadership의 가치관의 낮은 평균 점수는 여러 다른 가능성들 중, 불확실성과 위기상황에서 leader와 follower의 잠재적인 관계 약화는 spiritual leadership의 강점을 뒤집을 수 있음을 제안한다. 또한, 향후 종단 연구을 통해 spiritual leadership에서 직무 불확실성의 관계를 보다 면밀히 살펴봐야 할 필요가 있다.

The Korean church had been faced the tendency of the decline of Church growth. fundamentally, the crisis was caused by the lack of qualified Christian Leadership for church rninistry. Under this cunent situation of crisis this article tried to confirm and analyze those problems of the lack of Christian leadership. Generally tbe leadership means to lead rnernbers to the specific goals for the groups. There are many deflnitions for the leadership. But in the context of the church ministry, there are clear differences between the spiritualleadership and the secular leadership. Above all, the spiritual leadership emphasize on the Bible, church and the faith to the God. In the spiritual leadership, the purpose of the leadership is not ruling his group. In the Bible, Jesus told us clearly in that fact. Jesus said that who want to be a leader should become a servant fIrst. And Jesus Christ encapsulated the gospel into two commandrnents. He said to love God with our total being and our neighbor as ourselves. Effective leadership should be follow tbose two commandrnents A future question that arises for the spiritual leadership is about how can we develop the spiritual leadership. For the future ministry, we have to consider radical changes in our society. It is said that in the twenty-first century, to limit church by area wilI be meaningless. And the influences of the computer and multimedia is stronger than before. People wilI seek more spiritual relief in the church. This article explored the spiritualleadership for the future ministry. When we face our circumstances we can notice easily that the future would be very different with all technical developments. We found already radical changes in our daily life. The future minisσies confront severe challenge from the radical changes and high-technical society. How can the church survive under those radical changes? Therefore this article tried to describe about future changes. Our church needs to attempt new techniques for our future ministry. But the most important thing is even its methodology can be changed but not the essence of Gospel. We have to establish our future on the Word of God. Future ministries wilI claim more spiritual leadership than ever. Stronger spiritual leadership wiU be requested because of those rapid changes in our society. So in this article suggest some helpful tips it can help to develop effective Christian leadership for the future ministry and church growth.

This study aimed to investigate the influence of spiritual leadership on innovative work behavior and the effect of knowledge sharing on job crafting. Furthermore, the roles of knowledge sharing as a mediator for the impact of spiritual leadership on innovative work behavior, and job crafting as a mediator for the relationship between variables, were also examined. This research employed quantitative analysis, including the PLS-SEM approach; SMART-PLS, a measurement and structural equation model was employed to explain the relationship between variables, and the effect of mediation. The population study consisted of all lecturers at the Faculty of Economics and Faculty of Economics and Business at the PTKIN in East Java, Indonesia, comprising 220 randomly-selected samples. The result showed spiritual leadership does not directly influence innovative work behavior, while knowledge sharing directly affects job crafting. The findings indicated knowledge sharing mediates the impact of spiritual leadership on innovative work behavior, and the role of job crafting as a mediator for the relationship between variables was accepted. Therefore, this research confirms a positive influence of knowledge sharing on job crafting, and indicates both factors play an important role in mediating between variables, and are important for lecturers’ innovative work behavior.