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셀프리더십이 변화에 대한 태도에 미치는 영향: 인지된 조직지원, 상사지원의 조절효과

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Author(s)
나윤진
Issued Date
2011
Abstract
The purpose of this study is to examine the effects of self-leadership on attitude toward change, also perceived organizational support and supervisor support on attitude toward change, and moderating effect of relationship with the self-leadership and change attitude according to the level of perceived organizational support and supervisor support.
To test hypothesis verification, data were collected for coding from 273 constituents and direct superiors in 20 organizations located in Seoul and the Metropolitan area, using SPSS 17.0 statistics package. In the statistical analysis for verifying the relationship of whole variables. correlation analysis and regression analysis were mostly used, and factor analysis was conducted to verify the construct validity of the variables. In addition, Cronbach's α value was calculated to verify the reliability of variable measurement.
The result are as follows:
First, it was found that the entirety of self-leadership (action-oriented strategy, constructive thinking strategy, natural compensation) has meaningfully positive effects on the entirety of attitude toward change (affective, cognitive, behavioral element).
Second, it was found that perceived organizational support shows meaningfully positive effects only on some variables of attitude toward change, whereas perceived supervisor support shows meaningfully positive effects on cognitive, behavioral element of attitude toward change except for affective element.
Third, it was found that perceived organizational support does not show the moderating effect of relationship with the attitude toward change and self-leadership, whereas perceived supervisor support partially moderating effect on the entirety of attitude toward change (affective, behavioral element). Namely, it was found that the higher the level of perceived supervisor support, the more meaningful effects on the entirety of attitude toward change (affective, behavioral element).
The implication of this study is that conducting that self-leadership to corporate constituents will enhance their self-leadership, thereby showing meaningfully positive effects on the entirety of attitude toward change. Additionally, it was found that the higher the level of perceived supervisor support in addition, the more meaningfully positive effects on attitude toward change (affective, behavioral element). It can ultimately be said that self-leadership enhancement has meaningfully positive effects on both company and the constituents.
Alternative Title
The Effects of Self-Leadershp on Attitude toward Change: Perceived Organizational, Supervisor Support as A Moderator
Alternative Author(s)
Na, Yun Jin
Affiliation
조선대학교 대학원
Department
경영대학원 경영학과
Advisor
조윤형
Awarded Date
2012. 2
Table Of Contents
제 Ⅰ 장 서 론 1
제 1 절 연구의 필요성 1
제 2 절 연구의 목적 3
제 Ⅱ 장 이론적 배경 5
제 1 절 셀프리더십 5
1) 셀프리더십의 등장 배경 5
2) 셀프리더십의 개념 6
3) 셀프리더십의 구성요소 7
4) 셀프리더십의 필요성 12
5) 셀프리더십의 선행연구 13
제 2 절 변화에 대한 태도 16
1) 조직변화 16
2) 조직변화에 대한 구성원의 태도 17
제 3 절 인지된 조직지원과 상사지원 20
1) 인지된 조직지원 20
2) 인지된 상사지원 25
제 Ⅲ 장 연구설계 및 연구방법 28
제 1 절 연구모형과 가설 28
1) 연구모형의 설계 28
2) 연구문제 및 가설 30
제 2 절 변수의 조작적 정의와 측정 32
1) 셀프리더십 32
2) 변화에 대한 태도 33
3) 인지된 조직지원, 상사지원 34
제 3 절 조사방법과 표본구성 36
1) 조사방법 36
2) 조사개요 및 표본의 구성 38
제 Ⅳ 장 실증분석 결과 43
제 1 절 기술통계, 신뢰성 및 타당성 43
1) 변수의 구성타당성 및 신뢰성 검증 43
2) 변수의 기술통계량 49
3) 변수간의 상관관계 50
제 2 절 연구가설의 검증 53
1) 주효과 가설검증 53
2) 조절효과 가설검증 58
3) 가설검증 결과요약 61
제 Ⅴ 장 결론 63
제 1 절 연구결과 요약 및 의의 63
1) 연구결과의 요약 63
2) 연구의 의의 64
제 2 절 연구의 한계 및 제언 66
[참고문헌] 68
[부록] 76
Degree
Master
Publisher
조선대학교 대학원
Citation
나윤진. (2011). 셀프리더십이 변화에 대한 태도에 미치는 영향: 인지된 조직지원, 상사지원의 조절효과
Type
Dissertation
URI
https://oak.chosun.ac.kr/handle/2020.oak/1602
http://chosun.dcollection.net/common/orgView/200000256780
Appears in Collections:
Business > Theses(Master)(경영대학원)
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