리더십유형이 이직의도에 미치는 영향에 관한 연구 : 직무만족의 조절효과를 중심으로

Abstract

The purpose of this study was to research on the effects of leadership on turnover intention. In order to achieve this aims, the following research questions were addressed: 1. Are there any differences and affecting relationships in turnover intention according to the leadership style? 2. Are there any control effect of job satisfaction to turnover intention? 3. Are there any differences and affecting relationships in turnover intention according to the individual characteristics? The subject of this study was 258 organizers in kwangju, chonnam and another area. This study was performed by a questionnaire consisted of 3 parts. The scale of job satisfaction, turnover intention, leadership were used. The data was analyzed with frequencies, χ²test, T-test, one way Anova, General linear regression analysis, and Multiple regression analysis. The results of this study were summarized as follows: 1. The difference in turnover intention according to the leadership style was significant. That is to say, employee-oriented leadership behavior, bureaucratically-oriented leadership behavior and goal-oriented leadership behavior had effects on overloaded business. but in case of social position security, only bureaucratically-oriented leadership behavior had effects on turnover intention. 2. The difference in turnover intention according to job satisfaction was significant. 1)In case of high-level job satisfaction group, employee-oriented leadership behavior and bureaucratically-oriented leadership behavior had effects on overloaded business. but in case of low-level job satisfaction group, employee-oriented leadership behavior and bureaucratically-oriented leadership behavior had effects on overloaded business. 2)In case of high-level job satisfaction group, employee-oriented leadership behavior and bureaucratically-oriented leadership behavior had effects on social position security. but in case of low-level job satisfaction group, goal-oriented leadership behavior and bureaucratically-oriented leadership behavior had effects on social position security. 3. The difference in organizer's turnover intention according to the individual characteristics was significant, especially academic background, age, and level of employee have been shown a significant difference. 4. There were negative relationship between job satisfaction and turnover intention and job satisfaction had control effect to turnover intention. That is to say, high job satisfaction group had not turnover intention. In conclusion, result of this study indicated that leadership style, organizational climate and job satisfaction were essential variables to prevent the turnover intention.