체육행정가의 리더십 유형과 직무성과의 관계

다국어 초록 (Multilingual Abstract)

The leadership and management skills are considered to be very important for sports administrators to be effective on the job. Therefore, sports administrators need to possess leadership and capability to comply with the high competition of the sports organization. Despite the widespread popularity of the leadership of sports organization, only recently has systematic study been undertaken in an attempt to investigate the relationship between leadership style and job performance. The previous study indicated several popular situational theories of leadership, each of which identifies certain factors that are presumed to exert significant influences on the relative success of various leadership styles in any given situation.
Although these findings provide some general insights, they offer little real understanding as to the relationship between leadership style and job performance.
Thus, there seems to exist a need to know what sports administrator's leadership is and how it fits into the current sports administration environment. An extensive review of the leadership literature led to the development of a priority model and research hypotheses which were them empirically modified to be consistent with theory. The purpose of this study was to investigate the relationship between sports administrators' leadership style and job performance. The subjects for this study consisted of 220 sports administrators and employees who are engaging in 16 sports council of metropolitan city of Korea. 220 questionnaires were distributed and collected by mail. An envelope with return postage and address was enclosed together with the questionnaires. A total of 220 questionnaires were returned. Of them, 24 copies of the questionnaires were unusable, which left 196 for data analysis. To analyze the data collected for this study, SPSS WIN 11.0 and AMOS 4.0 program were used. Several statistical methods were utilized in this study to determine the significant differences and relationships among the variables. These include: t-test, one-way ANOVA, Duncan's test, correlation, regression analysis, and path analysis. Within the limitations of this study the data presented seem to justify the following results: (1) sports organization employees' socio-demographic attributions (sex, status of school) influenced the transformational leadership and sports organization employees' socio-demographic attributions (age, status of school) partly influenced transactional leadership; (2) overall, sports administrator's transactional and transformational leadership positively influenced organizational commitment, empowerment, and job performance; (3) sports employees' organizational commitment and empowerment positively influenced job performance; (4) sports administrators' leadership styles and organizational commitment and empowerment had direct influence on job performance and indirect influence on job performance through organizational commitment and empowerment. In conclusion, these results indicated that sports administrator's leadership styles had direct and indirect influence on the enhancement of organizational commitment, empowerment, and job performance. In particular, transactional leadership, empowerment is largely relating to the effective and successful job performance. It was suggested that (a) sports administrators should utilize transactional and transformational leaderships, organizational commitment, and empowerment; (b) sports employees' organizational commitment and empowerment should be given if both of them are to be highly effective and successful on their jobs.

목차 (Table of Contents)

• 목차
• Ⅰ. 서론 = 1
• 1. 연구의 필요성 = 1
• 2. 연구 목적 = 5
• 3. 연구 가설 = 5
• 4. 연구의 한계 및 제한점 = 6
• 5. 용어 정의 = 7
• Ⅱ. 이론적 배경 = 8
• 1. 현대의 리더십 이론 = 8
• 2. 변혁적 리더십과 거래적 리더십 = 10
• 1) 변혁적 리더십과 거래적 리더십의 개념 = 11
• 2) 리더십 이론에 대한 선행연구 = 12
• 3. 조직몰입 = 15
• 1) 조직몰입의 개념 = 15
• 2) 조직몰입의 선행연구 = 19
• 4. 임파워먼트 = 23
• 1) 임파워먼트의 개념 = 23
• 2) 임파워먼트의 발달과정 = 24
• (1) 임파워먼트에 관한 논의 = 24
• (2) 리더십과 임파워먼트의 선행연구 = 28
• 5. 직무성과 = 31
• 1) 직무성과의 개념 = 31
• 2) 직무성과에 관한 선행연구 = 33
• Ⅲ. 리더십 유형과 직무성과의 관계모형 = 36
• 1. 관계모형 = 36
• 2. 관련 변인 = 41
• 1) 변혁적 리더십과 거래적 리더십 = 42
• 2) 조직몰입 = 45
• 3) 임파워먼트 = 47
• 4) 직무성과 = 48
• Ⅳ. 연구방법 = 49
• 1. 표집 = 49
• 2. 측정도구 = 51
• 1) 설문지 구성 = 51
• 2) 설문지의 신뢰도 = 52
• 3) 설문지의 타당도 = 54
• 3. 조사절차 및 자료처리 = 59
• 1) 조사절차 = 59
• 2) 자료처리 = 59
• Ⅴ. 결과 = 61
• 1. 사회인구학적 특성과 리더십 유형, 조직몰입, 임파워먼트, 직무성과 관련 변인 간의 차이검정 = 61
• 1) 사회인구학적 특성과 변혁적 리더십 = 61
• 2) 사회인구학적 특성과 거래적 리더십 = 63
• 3) 사회인구학적 특성과 조직몰입 = 65
• 4) 사회인구학적 특성과 임파워먼트 = 67
• 5) 사회인구학적 특성과 직무성과 = 70
• 2. 리더십 유형과 조직몰입, 임파워먼트, 직무성과의 관계 = 72
• 1) 리더십 유형과 관련 변수 간의 상관관계 = 72
• 2) 리더십 유형과 조직몰입 = 74
• 3) 리더십 유형과 임파워먼트 = 75
• 4) 리더십 유형과 직무성과 = 77
• 3. 조직몰입, 임파워먼트와 직무성과의 관계 = 78
• 1) 조직몰입과 직무성과 = 78
• 2) 임파워먼트와 직무성과 = 80
• 4. 리더십 유형과 조직몰입, 임파워먼트, 직무성과의 인과관계 = 81
• 1) 구조모형의 부합도 분석 = 81
• 2) 구조모형의 경로 검정 = 85
• Ⅵ. 논 의 = 89
• 1. 사회인구학적 특성과 리더십 유형, 직무성과의 관계 = 89
• 1) 사회인구학적 특성과 리더십 유형, 조직몰입, 임파워먼트, 직무성과 = 89
• 2. 리더십 유형과 조직몰입, 임파워먼트, 직무성과의 관계 = 91
• 1) 리더십 유형과 조직몰입 = 91
• 2) 리더십 유형과 임파워먼트 = 95
• 3) 리더십 유형과 직무성과 = 97
• 3. 조직몰입, 임파워먼트와 직무성과의 관계 = 99
• 4. 리더십 유형과 조직몰입, 임파워먼트, 직무성과의 인과관계 = 100
• Ⅶ. 결론 및 제언 = 105
• 1. 결론 = 105
• 2. 제언 = 107
• 참고 문헌 = 109
• Abstract = 122
• 부록 설문지 = 124