거래적·변혁적 리더십이 조직몰입에 미치는 영향에 관한 연구

Abstract

ABSTRACT

The Effects of Transactional and Transformational Leadership on Organization commitment

Byun, Jung-Seob Advisor : Prof. Lee Kang-Ok, Ph. D. Department of Business Administration Graduate School of Chosun University

In order for organizations to achieve their objectives and continuously grow and develop in rapidly evolving managerial environment, the role of leadership must be given priority above anything else. Leaders must be encouraged to enact changes by focusing the capabilities of organization members, reconciling them with the objectives of the organization. This study is to identify the effects of transformational, transactional leadership on organizational effectiveness and the moderating effects of employee traits on the relationship between leadership style and organizational commitment in order to verify the leadership theories that is most suitable to the financial industry. To achieve the objective of this study, the relationship between leadership, organizational commitment and need for achievement in terms of effects and the contents of previous studies were reviewed. Based on the results, a research model was developed and a hypothesis that transformational and transactional leadership would significantly affect organizational commitment and need for achievement would moderate between leadership style and organizational commitment was established. The questionnaire for testing of the hypothesis was designed as 5-point Likert scale. Three hundred and thirty six copies of the questionnaire was used in analyses. The contents of the questionnaire were analyzed utilizing SPSS statistics package Ver. 18.0 in order to test the hypothesis.

The results and implications on the basis empirically testing the hypotheses can be summarized as follows; First, as a result of analyzing the effects of the leadership styles on the organizational commitment, it was found that both transformational and transactional leadership styles had significant effects on the organizational commitment, and that the more conspicuous the charismatic leadership was, the emotional commitment was more positive. Second, as a consequence of analyzing the effects of leadership style components on the organizational commitment, it was disclosed that the emotional commitment was affected by individualistic consideration of the transformational leaders or exceptional treatment of the transactional leaders, and that sustained organizational commitment was affected by charisma and encouragement of the transformational leaders or conditional reward and exceptional treatment of the transactional leaders. Third, as a result of analyzing the moderating effects of demographic variables on the relationship between leadership styles and organizational commitment, it was found that the effects of the transformational leadership on organizational commitment were significantly higher in all terms of need for achievement. All in all, it was deemed important to enhance the transformational leadership affecting the emotional commitment much more to encourage the officials to be voluntarily committed to their organization. In addition, the component of the leadership or charisma should be developed because it is important. And since both transformational and transactional leadership styles had significant effects on the organizational commitment, it should be noted that both leadership styles are not mutually exclusive but complementary.