검도팀 지도자의 리더쉽 유형이 조직 임파워먼트와 조직 몰입에 미치는 영향

Abstract

This study is intended to examine the effects of leadership types on organizational empowerment and commitment in kumdo team coaches. The purpose of this study is to provide more scientific and empirical materials for improving performance of efficient teams through perceiving the importance of leadership behavior patterns and communication in the sport field and offer a changed image of the future to sport coaches by systematizing the management of team's human resources. To achieve this purpose, all kumdo players belonging to middle and high school, college, and adults kumdo teams in Korea in 2009 were selected as population. A questionnaire survey was conducted with 400 players from every 10 teams selected in middle and high school, college, and adult kumdo teams. 10 questionnaires were distributed to each 10 teams. After excluding poor or missing 70 questionnaires, finally 330 responses were used for analysis. Finally the following results were obtained. First, for leadership perception according to the one's team of demographic characteristics, there was a statistically significant difference in all factors(charisma, individualized consideration, intellectual stimulation, motivation, management by exception, contingent reward) at p>.001. Sub-factors of transformational leadership were perceived in the order of high school, middle school, adult, and college teams. Also, the management behavior of transactional leadership was perceived in the order of high school, middle school, college, and adult teams, whereas contingent reward was perceived in the order of high school, adult, middle school, and college teams. For leadership perception according to the career of demographic characteristics, there was a significant difference in charisma, intellectual stimulation, motivation, and management by exception at p< .001. p< .01, and p< .05. In particular, while charisma, intellectual stimulation, and motivation showed high perception in < 3 years career group, management by exception showed high perception in 3-8 years career group. Second, for the effects of leadership on empowerment, high motivation was positively correlated with meaning, high contingent reward, with competence, and high charisma, with self-determination. Finally, for the effects of leadership on organizational commitment, high intellectual stimulation was positively correlated with affective commitment and high intellectual stimulation and management by exception, with continuance commitment and normative commitment respectively.