거래적 리더십과 변혁적 리더십이 직무성과에 미치는 영향 = (The) Effect of Transactional Leadership and Transformational Leadership on Job Performance

다국어 초록 (Multilingual Abstract)

The purpose of this study was to examine the influence of transactional leadership and transformational leadership on the job performance of government employees in educational administration posts in the Chungcheongbukdo Office of Education. A research model was devised by selecting leadership styles(transactional and transformational) as independent variables, and job performance including job satisfaction, organizational commitment, self-efficacy and self-development were selected as dependent variables.
Literature review and experimental research were implemented. Existing literature was reviewed to formulate the research model and hypotheses, and experimental research was carried out to verify the hypotheses. Questionnaire method was utilized to gather statistical data to make the experimental research. The subjects in this study were 180 government workers in educational administration posts who worked in the Chungcheongbukdo Office of Education, organs under direct control of that office of education involving local educational authorities and libraries, and each school. After a survey was conducted, the answer sheets from 152 respondents were collected, and 151 answer sheets were analyzed except an incomplete one. For data handling, frequency analysis was used to find out their demographic variables, and reliability analysis was utilized to test the internal consistency of the variables. A factor analysis was employed to verify the construct validity of the variables, and regression analysis was utilized to check into the causal relationship among the variables.
The findings of the study were as follows:
First, transactional and transformational leadership had a significant correlation to job performance. Out of the two, only transformational leadership exerted an influence on job satisfaction. Second, just transformational leadership had an impact on organizational commitment. Third, only transformational leadership exercised an influence on self- efficacy. Fourth, just transformational leadership affected self- development.
This study had some limitations, and there are some suggestions based on the findings of the study:
First, the range of subjects was confined to public officials in general posts without investigating the other government employees in educational and technical posts who made up the educational administration organization. A wider range of subjects who belong to the Chungcheongbukdo Office of Education should be examined in the future. Transformational leadership is more likely to be exerted by high-ranking leaders, though every leader could have that leadership regardless of position. Therefore it seems necessary to put the focus of future research on high-ranking officials.
Second, just a limited number of variables were utilized to set up the research model in this study. As educational administration organs are special organizations, a wide variety of theories should be applied, and more extensive research should be carried out by including contextual variables.
Third, each of the public officials was surveyed, which might result in heightening the possibility of measurement errors. It will ensure the objectivity of results if multidimensional evaluation or in-depth interview is added.

목차 (Table of Contents)

• Abstract ⅵ
• 제1장 서 론 1
• 제1절 연구의 배경 및 목적 1
• 제2절 연구의 범위 및 방법 5
• 제2장 이론적 배경 7
• 제1절 리더십의 의의 7
• 1. 리더십의 정의 7
• 2. 리더십 이론 7
• 제2절 리더십의 유형 16
• 1. 거래적 리더십 18
• 2. 변혁적 리더십 21
• 3. 리더십 유형의 비교 26
• 제3절 직무성과와 리더십 27
• 1. 직무만족 29
• 2. 조직몰입 37
• 3. 자기효능감 및 자기개발의 역할 41
• 4. 직무만족 및 조직몰입과 직무성과간의 관계 45
• 제3장 연구 설계 46
• 제1절 연구의 모형 및 가설의 설정 46
• 1. 연구모형의 설정 46
• 2. 가설의 설정 47
• 제2절 변수의 조작적 정의 47
• 1. 독립변수 : 변혁적, 거래적리더십 47
• 2. 종속변수 : 직무만족, 조직몰입, 자기효능감, 자기개발 48
• 제3절 연구의 조사설계 51
• 1. 표본의 선정 51
• 2. 설문지 구성 51
• 3. 자료의 분석 방법 52
• 제4장 분석 결과 54
• 제1절 표본의 일반적 특성 54
• 제2절 척도의 타당성 및 신뢰도 분석 55
• 가. 리더십유형의 타당성 및 신뢰도 분석 56
• 나. 조직몰입 및 직무만족도의 타당성 및 신뢰도 분석 58
• 다. 자기효능감 및 자기개발의 타당성 및 신뢰도 분석 58
• 제3절 가설 검증 59
• 1. 가설 1의 검증 59
• 2. 가설 2의 검증 60
• 3. 가설 3의 검증 61
• 4. 가설 4의 검증 62
• 제5장 결 론 64
• 참고문헌 67
• 설문지 71