리더십유형이 조직유효성에 미치는 영향에 관한 연구 - 개인적 특성의 조절효과를 중심으로

Abstract

The purpose of this study was to examine the relationship between leadership types and organizational effectiveness and verify what leadership type could reinforce member's effectiveness with its focus on the moderating effect of personal traits. Based on previous researches, this study established leadership types(transformational and transactional leadership) as independent variables and organizational effectiveness (organizational commitment and job satisfaction) as dependence variables. The main focus of this study was on exploring the factors influencing organizational and job commitment by reviewing both traditional and modern leadership types. To analyze this process, this study formed a research frame using leadership, organizational commitment, and job commitment theories, and conducted empirical analysis, focusing on the significance and influence of correlation between established variables. In other words, independent variables considered transformational and transactional leadership, moderating variables established demographical variables, and dependent variables considered organizational and job commitment. Sampling and data collection methods for empirical analysis were to review previous researches on leadership types such as transformational and transactional leadership and investigate the relationship between job satisfaction and organizational commitment in small and medium companies. To sum up, the results of this study were as follows. First, verification of parameters suggests that the effects of leadership types on organizational effectiveness varied with demographic variables. Groups with high job satisfaction and organizational commitment showed higher transformational leadership. Second, both transformational and transactional leadership had effects on organizational commitment and job satisfaction. Finally, a hypothesis that the effects of leadership types on organizational performance varied with personal traits was verified. Its result suggests that personal traits such as sex, education, age, and position had different effects on job satisfaction and organizational commitment. Similarly, it was verified that the effects of leadership types on job satisfaction and organizational commitment varied with personal traits. This study is very important in suggesting that what leadership can be desirable by considering the effects of leadership types on job satisfaction and organizational commitment in small and middle companies. Based on the analysis results of this study, some suggestions may be presented. In the process of research, it was easy to collect data since this study selected very common subjects in the personnel and organizational field such as leadership types, job satisfaction, and organizational commitment. On the contrary, it was not easy to search proper research models among many models. Since leadership needs to be changed according to changing society, its study should be also continued. Further study will contribute to exploring more realistic and effective alterative ideas.