변혁적 리더십과 조직몰입과의 관계에서 임파워먼트의 매개효과

다국어 초록 (Multilingual Abstract)

This study aims to investigate the types of transformational leadership among the hotel staffs in Gyeongju area, to examine the effects of the transformational leadership on empowerment and organizational commitment as well as the importance of empowerment as a parameter in the effects, to derive a hypothesis from literature review and preliminary studies and finally to demonstrate the validity of the proposed hypothesis. For the purpose of this study, a series of surveys have been conducted with five top class hotels from Mon, Jun 22 to Fri, Jul 10 in 2009. A total of 275 papers were distributed and 246 copies were collected (89.5%). Of the collected papers, 9 copies were excluded since they were deemed to be outlier, and 237 copies (86.2%) were used for the analysis. SPSS WIN 17.0 statistics package was used for the statistical process. The findings are summarized as follows. First, it was found that there are significant explanatory adequacy in all the sub-factors and partly significant relation between the transformational leadership and the empowerment, between the transformational leadership and the organizational commitment and between the empowerment leadership and the organizational commitment. Second, the hypothesis test on the mediation role of the empowerment in the transformational leadership and organizational commitment demonstrated the mediation effect. In particular, it was found that the impact and competence among the sub-factors of the empowerment plays a role of perfect mediation between the individualized consideration and charisma among the sub-factors of transformational leadership and the continuance commitment among the sub-factors of the organizational commitment. Whereas the competence among the sub-factors of empowerment plays a role of non mediation between the affective commitment among the sub-factors of the organizational commitment and all the sub-factors of the transformational leadership. and then the self-dfactsfortion plays a role of non mediation between the continuance commitment among the sub-factors of the organizational commitment and all the sub-factors of the transformational leadership.

참고문헌 (Reference)

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