병원조직의 리더십 유형이 직원이직의도에 미치는 영향 - 상사의 변혁적ㆍ거래적 리더십을 중심으로 = An Influence of the Leadership Type in Hospital Organization on the Intent of Job Turnover of the Employees - Focused on the transformationalㆍtransactional leadership of superior

다국어 초록 (Multilingual Abstract)

Currently, we are encountered with the medical market opening that the health and medical industries to face as the FTA negotiation continues. With the important implication in reality, the job turnover rate in the hospital organizations that has been increasing ever more and the resolution plan has been in search for sometime now.
Therefore, the purpose of this study is to find out how the innovative ㆍ compromising leadership from the leadership type of superior for this hospital organization would have on the intent of job turnover of various constituents, and manage efficiently for the job turnover rate for the ever increasing hospital organizations through the empirical analysis, and be of help on the integrated and balanced personnel management policy.
The scope of this study is to search through the theories of several scholars related to the transformational leadership, transactional leadership and related intent of job turnover in the documentary studies, followed by learning the relationship between the transformationalㆍtransactional leadership and the intent of job turnover, and learn empirically on the relationship between the two variables through the questionnaires produced for the constituents of the hospital organizations.
The questionnaires for this study were distributed and recovered with the subjects of samples extracted randomly from the groups working in the hospital organizations in Cheongju City, and 263 copies were finally used in the research analysis.
The research analysis has used the statistical package of SPSS 10.0 and implemented frequency analysis, factor analysis, reliability analysis, technical statistics, correlation analysis, multiple regression analysis, dispersion analysis and others, and in order to verify the hypothesis on the basis of the research model, the result of the research analyzed in multiple regressions is summarized as follows.
First, as a result of verifying the hypothesis in “the transformational leadership of superior would make the negative (-) influence to the voluntary intent of job turnover of the constituents”, the charisma (heightening of motivation), the lower factor of the transformational leadership makes the negative (-) influence to the intent of job turnover of the constituents, and the rest of the lower variables, intellectual stimulation or individual consideration were analyzed as not statistically meaningful as the variable impacting on the intent of job turnover to the constituents for hospital organizations.
Second, as a result of verifying the hypothesis in “transactional leadership of superior would make the negative (-) influence to the intent of job turnover of the constituents”, the contingent reward, a lower variable of transactional leadership, was shown to make negative impact on the intent of job turnover of the constituents, as in the other advance studies. The management by the exception, the lower-part variable, was analyzed as not statistically meaningful as the variable impacting on the intent of job turnover for the constituents of the hospital organization.
Looking into the above results, the hospital organizations display that the transformational leadership-type in leadership type of superior would reduce the intent to job turnover with the charisma factor and the contingent reward in transactional leadership.
Therefore, if the two factors are properly used when the leadership is asserted, the analysis indicates that the intent of job turnover could greatly be reduced.
Third, as the variable for popular statistics, the independent variables are made for gender, age, position, service year, rank, marriage, occupation of spouse, and number of children to implement the ANOVA on the intent of job turnover, and as a result, it was found that there was no statistically meaningful result from the constituents in hospital organizations.
Therefore, the implication from this research result is that, when having the mutual reaction with the constituents in managing the constituents, the managers of the hospital organizations have to clarify the motivational factors, such as presenting new visions and bringing the strong sense of mission, and embracing the passion to upgrade the spirit through the encouragement for its vision. Furthermore, it means to give assurance to make the direct and tangible compensation system upon reaching to its goal; however, the sense of trust has to be given to the constituents for all things are achieved through the mutual trust and belief.

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제 1 절 연구의 배경 및 목적 1
• 1. 연구의 배경 및 필요성 1
• 2. 연구의 목적 3
• 제 2 절 연구의 범위 및 방법 5
• 1. 연구의 범위와 대상 5
• 2. 연구의 방법 6
• 제 2 장 이론적 배경 8
• 제 1 절 리더십이론에 관한 선행연구 8
• 1. 리더십의 개념 8
• 2. 리더십의 기능 10
• 3. 리더십 이론의 발전과정 11
• 제 2 절 변혁적 리더십과 거래적 리더십 이론에 관한 선행연구 20
• 1. 변혁적 리더십 21
• 2. 거래적 리더십 28
• 제 3 절 이직의도 32
• 1. 이직의 개념 32
• 2. 이직의 유형 34
• 제 4 절 병원조직의 개념과 특수성 37
• 1. 병원조직의 개념 37
• 2. 병원조직의 특수성 38
• 제 5 절 리더십 유형과 이직의도간의 관계 41
• 제 3 장 연구 설계 45
• 제 1 절 연구모형 및 가설설정 45
• 제 2 절 변수의 조작적 정의 48
• 제 3 절 자료수집과 분석방법 51
• 제 4 장 연구 분석 결과 및 해석 55
• 제 1 절 인구통계학적 분석 55
• 제 2 절 요인 분석 57
• 제 3 절 신뢰도 분석 62
• 제 4 절 리더십 유형과 이직의도 분석 64
• 제 5 절 가설의 검증 및 해석 66
• 제 5 장 결 론 75
• 제 1 절 연구결과의 요약 75
• 제 2 절 연구의 시사점 78
• 제 3 절 연구의 한계 및 향후 연구방향 79
• 참 고 문 헌 80
• 부 록(설문지) 84