지방자치단체장의 디지털 리더십이 조직공정성과 정책성과에 미치는 영향 : 디지털 역량의 조절된 매개효과분석 = The Impact of Local Government Heads' Digital Leadership on Organizational Justice and Policy Performance - Analysis of the Moderated Mediating Effect of Digital Competency -

다국어 초록 (Multilingual Abstract)

This study aimed to empirically examine the impact of local government heads' digital leadership on policy outcomes in an administrative environment rapidly undergoing digital transformation. In doing so, it comprehensively examined the mediating effects of organizational justice and the moderated mediating effects of digital capabilities. Recent advances in digital technology and the proliferation of data-driven administration in the public sector have fundamentally transformed organizational operations and policy implementation processes. To enhance the performance of public organizations within this changing environment, a new form of leadership, embodying strategic thinking and innovative capabilities, is needed, transcending traditional administrative management. Local governments, in particular, face the dual challenge of simultaneously delivering customized public services to their communities and implementing digital administrative innovation. In this context, digital leadership is emerging as a key factor influencing the competitiveness and policy outcomes of public organizations.
Based on this understanding, this study developed a research model to analyze the structural relationships among digital leadership, organizational justice, policy outcomes, and digital capabilities. Specifically, digital leadership was set as the independent variable, policy performance as the dependent variable, organizational justice as the mediating variable, and digital capabilities as the moderator variable, comprehensively verifying the causal relationships among the variables. Digital leadership was comprised of four subfactors: digital vision and strategy, data and technology utilization, transformation execution and change management, and ethical governance. Organizational justice was categorized into distributive fairness, procedural fairness, interpersonal fairness, and information fairness. Policy performance was further categorized into four dimensions: effectiveness, efficiency, responsiveness, and accountability, providing a multidimensional measure of public organization performance.
For empirical analysis, a survey was conducted with public officials working in local governments in the Daegu area, securing responses from a total of 417 individuals. Analysis was conducted on a valid sample, utilizing SPSS and AMOS. Furthermore, the PROCESS macro and bootstrapping techniques were applied to verify mediating and moderated mediating effects, ensuring the reliability and statistical validity of the analysis.
The results of the study are summarized as follows: First, digital leadership was found to have a significant positive effect on policy performance. This suggests that a higher level of digital leadership among local government heads can lead to improved effectiveness, efficiency, responsiveness, and accountability in policy implementation. In particular, digital vision presentation and transition execution and change management were identified as key factors significantly influencing improved policy performance.
Second, digital leadership was found to have a significant positive effect on organizational justice. This suggests that the more positively organizational members perceive their leaders' digital strategic direction and change management capabilities, the more likely they are to perceive fairness in resource allocation, decision-making processes, interactions, and information provision within the organization.
Third, organizational justice was found to have a significant positive effect on policy performance. These results suggest that fairness perceived by organizational members can act as an important linking factor in the process where the leadership of local government heads leads to policy outcomes in a digital transformation environment.
Fourth, organizational justice partially mediated the relationship between digital leadership and policy performance. Specifically, all four dimensions—distributive, procedural, interpersonal, and informational justice—showed partial mediating effects. This indicates that digital leadership influences policy performance through both direct and indirect pathways: it directly affects policy performance while also enhancing it indirectly through organizational justice.
Fifth, in the process of digital leadership influencing policy performance, the mediating effect of organizational equity will be moderated by the level of digital capability. Specifically, the higher the level of an organization's digital infrastructure, human resource capabilities, and digital literacy, the stronger the effect of digital leadership on policy performance through organizational justice. This suggests that the effectiveness of leadership in a digital transformation environment may vary depending on the level of an organization's digital capabilities.
These results demonstrate that digital leadership is a crucial antecedent to improving policy performance, and this effect operates through organizational justice and varies depending on the level of the organization's digital capabilities. This suggests that improving policy performance in public organizations in a digital transformation environment requires not only strengthening technical capabilities, but also establishing organizational operational structures and leadership systems that organizational members perceive as fair. Therefore, this study aims to theoretically expand the field of digital administration research by empirically elucidating the structural relationships among leadership, organizational justice, digital capabilities, and policy performance in public organizations in the era of digital transformation. At the same time, it holds academic and policy significance in that it provides practical implications for improving the policy performance of public organizations.

목차 (Table of Contents)

• (Abstract)
• 제1장 서론 1
• 제1절 연구 배경 및 목적 1
• 제2절 연구 범위 및 방법 6
• 1. 연구 범위 6
• 2. 연구 방법 7
• 제2장 이론적 논의 9
• 제1절 지방자치단체의 디지털 전환 9
• 1. 지방자치단체 디지털 전환의 의의 9
• 2. 지방자치단체의 행정 운영 및 내부 시스템의 디지털화 14
• 3. 지방자치단체장의 디지털 플랫폼 기반의 주민 서비스 혁신 18
• 4. 지방자치단체장의 지역 산업 및 생태계의 디지털 전환 24
• 제2절 디지털 리더십 29
• 1. 디지털 리더십 개념 29
• 2. 디지털 리더십 구성요소 32
• 제3절 조직공정성 36
• 1. 조직공정성 개념 36
• 2. 조직공정성 구성요소 40
• 제4절 디지털 역량 43
• 1. 디지털 역량 개념 43
• 2. 디지털 역량 구성요소 46
• 제5절 정책성과 49
• 1. 정책성과 개념 49
• 2. 정책성과 구성요소 52
• 제6절 선행연구 고찰 54
• 1. 디지털 리더십과 정책성과 간의 관계 54
• 2. 디지털 리더십과 조직공정성 간의 관계 58
• 3. 조직공정성과 정책성과 간의 관계 62
• 4. 조직공정성의 매개효과에 관한 연구 66
• 5. 기존 선행연구와의 차별성 69
• 제3장 연구설계 73
• 제1절 연구모형 및 가설설정 73
• 1. 연구모형 73
• 2. 연구가설 76
• 제2절 연구대상 및 자료수집 81
• 제3절 측정도구 84
• 1. 연구도구의 구성 84
• 2. 연구도구의 측정요인 87
• 제4절 자료분석방법 93
• 제4장 실증분석 결과 96
• 제1절 기술통계분석 96
• 1. 연구대상자의 인구통계적 특성 96
• 2. 변수의 기술통계 분석 99
• 3. 인구 통계적 특성에 따른 변수 간 차이 분석 101
• 제2절 타당도 및 신뢰도 검증 125
• 1. 신뢰도 분석 125
• 2. 탐색적 요인분석 126
• 3. 확인적 요인분석 142
• 4. 변수 간 상관관계 분석 149
• 제3절 가설적 모형의 적합도 및 가설검증 152
• 1. 디지털 리더십이 정책성과에 미치는 영향 153
• 2. 디지털 리더십이 조직공정성에 미치는 영향 157
• 3. 조직공정성이 정책성과에 미치는 영향 161
• 4. 매개효과 분석 165
• 5. 디지털 역량의 조절된 매개효과 177
• 6. 가설검증 결과 182
• 제5장 결론 185
• 제1절 연구 요약 185
• 제2절 정책적 함의 187
• 제3절 향후 연구과제 192
• 참고 문헌 196
• 부록 : 설문지 215