프로축구 지도자의 리더십유형에 따른 조직유효성 결정요인에 관한 연구 = 거래적, 변혁적, 서번트 리더십을 중심으로

국문 초록 (Abstract)

본 연구에서는 프로축구 지도자의 리더십유형에 대한 선수들의 지각이 임파워먼트 및 조직유효성(조직몰입, 직무만족, 이직의도)에 영향을 줄 수 있는지를 규명하기 위한 연구였으나, 연구 수행 중에 나타난 한계점이 있었음을 밝힌다. 뿐만 아니라 이러한 점을 고려한 후속연구가 수행되기를 기대하면서 다음의 몇 가지로 제시할 수 있겠다.
첫째, 본 연구에서는 제한된 변수들을 선정하였기 때문에 본 연구에서 밝힌 모델이 최적의 모델이라고 할 수 없다. 따라서 또 다른 변수의 추가적인 관계를 고려한 연구가 수행된다면 더욱 가치있는 연구가 될 것이다.
둘째, 한국프로축구 조직상황에 적합한 측정도구의 개발과 스포츠조직의 특색에 맞는 측정도구의 개발이 필요할 것이다.
셋째, 본 연구의 조사는 연구대상자의 지속적인 변화 과정을 종적으로 조사한 것이 아니라 1회적으로 횡적인 연구를 하였기 때문에 제한적 이해와 해석이 필요하다. 가능하다면 후속연구에서는 종적인 연구를 하는 것도 가치 있을 것으로 사료된다.

다국어 초록 (Multilingual Abstract)

Much research as been done on the different leadership styles, but there is insufficient research on the influence that the integrative leadership styles (transactional, transformational, servant leadership) have had on empowerment and organizational effectiveness. Despite factors like empowerment, especially, resulting in very different outcome when it comes to organizational effectiveness according to the different leadership styles, research on professional organizations are nonexistent.
The purpose of this study is to be mindful of these problems and to examine the influence that the athletes’ perception on professional soccer leadership styles has on empowerment and organizational effectiveness (organizational commitment, job satisfaction, turnover intention), and to suggest the ideal leadership style for professional soccer teams, and to provide a basic material for the progress of professional soccer.
This study has chosen 13 of the 14 current 2008 professional soccer teams, excluding the Gwangju Sangmu, which is under the Department of Defense, and the method used for the sampling of the test subjects was done by the odds quota extraction. We have taken for the poll subjects, 30 of the 1st and 2nd group from the 13 teams, for a total of 390 athletes. Of the 390 collected questionnaires, 7 were taken out for having incomplete or insincere answers, and ultimately 383 were utilized. The data was processed using polling programs, called SPSS 15.0 Version for Windows, and AMOS 7.0. And to analyze the influence that the athletes’ perception on professional soccer leadership styles (transactional, transformational, servant) has on empowerment and organizational effectiveness (organizational commitment, job satisfaction, turnover intention), a very concrete analysis method was applied as follows.
First, the reliability was tested on each section of the questionnaire using exploratory factor and reliability analysis by using Cronbach’s Alpha (α) value to find out the reasonableness and reliability.
Second, to find out the relevancy of each individual, a correlation analysis was performed.
Third, to examine the influence that the athletes’ perception on professional soccer leadership styles has on empowerment and organizational effectiveness (organizational commitment, job satisfaction, turnover intention), a crowd recurrence analysis was performed.
Last, to find out the empowerment, organizational effectiveness path and directionality according to professional soccer leadership, a path analysis was performed using AMOS 7.0.
The following summarizes the research thesis, conclusion, and strategic implication suggested by this study.
First, the relationship between leadership styles (transactional, transformational, servant) and empowerment.
Hypothesis 1-1. Transactional leadership has a positive (+) influence on empowerment.
Hypothesis 1-2. Transformational leadership has a positive (+) influence on empowerment.
Hypothesis 1-3. Servant leadership has a positive (+) influence on empowerment.
Second, the relationship between leadership styles (transactional, transformational, servant), and organizational effectiveness (organizational commitment, job satisfaction, turnover intention.)
Hypothesis 2-1. Transactional leadership has a positive (+) influence on organizational commitment.
Hypothesis 2-2. Transformational leadership has a positive (+) influence on organizational commitment.
Hypothesis 2-3. Servant leadership has a positive (+) influence on organizational commitment.
Hypothesis 2-4. Transactional leadership has a positive (+) influence on job satisfaction.
Hypothesis 2-5. Transformational leadership has a positive (+) influence on job satisfaction.
Hypothesis 2-6. Servant leadership has a positive (+) influence on job satisfaction.
Hypothesis 2-7. Transactional leadership has a negative (-) influence on turnover intention.
Hypothesis 2-8. Transformational leadership has a negative (-) influence on turnover intention.
Hypothesis 2-9. Servant leadership has a negative (-) influence on turnover intention.
Third, the relationship between empowerment and organizational effectiveness (organizational commitment, job satisfaction, turnover intention)
Hypothesis 3-1. Empowerment has a positive (+) influence on organization commitment.
Hypothesis 3-2. Empowerment has a positive (+) influence on job satisfaction.
Hypothesis 3-3. Empowerment has a negative (-) influence on turnover intention.
Fourth, of the different leadership styles (transactional, transformational, servant), transformational leadership has the highest path factor value, and thus revealed that of the different leadership styles on professional soccer, transformational leadership had the biggest influence on empowerment and organizational effectiveness.
To synthesize this, since it is apparent that empowerment of professional soccer athletes mediates the coach’s (leader) transactional, transformational, servant leadership style, and organizational effectiveness, in order to increase the effectiveness, professional soccer leaders will have to use their transactional, transformational, servant leadership skills depending on the circumstance, and entrust the athletes with as much authority as possible, they will be able to obtain the athletes’ voluntary organizational effectiveness (organizational commitment, job satisfaction, turnover intention.) In other words, even if it is just partial, in order to get organization effectiveness out of the athletes executing the empowerment to the athletes is most important, since the lead’s execution of empowerment is generally mediated no matter what its form.
Moreover, in the relationship between transactional, transformational, and servant leadership styles and organizational effectiveness, this study shows the different sub variables of empowerment that are: meaningfulness of job, self decision making ability, role accomplishment, power of influence, depending on each variable, to play different roles, and suggests that leadership style alone cannot facilitate organizational effectiveness, and in order for athletes to voluntarily contribute to the organizational effectiveness for the progress of professional soccer, it is vital that the athletes be empowered.
Despite the different results that different leadership styles have according the individuality of the team, in reality, there are only transactional and transformational leadership comparisons done in research until now. Therefore, this study has added the servant leadership to add to the comparison, which was a factor of interest but was never reflected in research for an athletic organization. In other words, this study proposes to find the most ideal leadership style by comparing transactional, transformational, and servant leadership styles. Consequently this study has shown that in the unique characteristics of a sports team (organization), athletes prefer transformational leadership, and for the athletes where sports and game are their livelihood, a transformational leadership such as the leader’s charisma and personal consideration would be most effective in increasing athletes’ empowerment and organizational effectiveness.
Therefore, in order to promote organizational effectiveness, professional soccer organization needs to strategically develop an effective transformational leadership plan to improve the Korean professional soccer leaders’ leadership skills, and by empowering the soccer players through empowerment education and training.

목차 (Table of Contents)

• Ⅰ. 서론 = 1
• 1. 연구의 필요성 = 1
• 2. 연구의 목적 = 5
• 3. 연구의 문제 및 연구모형 = 5
• 4. 연구가설 = 6
• 5. 용어의 정의 = 8
• 6. 연구의 제한점 = 9
• Ⅱ. 이론적 배경 = 10
• 1. 리더십 = 10
• 2. 거래적 리더십 = 23
• 3. 변혁적 리더십 = 27
• 4. 서번트 리더십 = 34
• 5. 임파워먼트(Empowerment) = 52
• 6. 조직유효성(Organizational Effectiveness) = 67
• 7. 직무만족(Job Satisfaction) = 71
• 8. 조직몰입(Organizational Commitment) = 76
• 9. 이직의도(Turnover Intention) = 81
• Ⅲ. 연구방법 = 83
• 1. 연구계획 = 83
• 2. 연구대상 = 84
• 3. 조사도구 = 85
• 4. 자료처리 방법 = 95
• Ⅳ. 결과 = 97
• 1. 각 변인들에 대한 상관관계 분석 = 97
• 2. 리더십 유형이 임파워먼트에 미치는 영향 = 97
• 3. 리더십 유형이 조직몰입에 미치는 영향 = 110
• 4. 리더십 유형이 직무만족에 미치는 영향 = 118
• 5. 리더십 유형이 이직의도에 미치는 영향 = 126
• 6. 임파워먼트가 조직몰입에 미치는 영향 = 128
• 7. 임파워먼트가 직무만족에 미치는 영향 = 131
• 8. 임파워먼트가 이직의도에 미치는 영향 = 134
• 9. 리더십 유형(거래적, 변혁적, 서번트), 임파워먼트, 조직유효성(조직몰입, 직무만족, 이직의도)의 경로분석 = 134
• Ⅴ. 논의 = 138
• 1. 거래적 리더십이 임파워먼트에 미치는 영향 = 138
• 2. 변혁적 리더십이 임파워먼트에 미치는 영향 = 138
• 3. 서번트 리더십이 임파워먼트에 미치는 영향 = 139
• 4. 거래적 리더십이 조직유효성(조직몰입, 직무만족, 이직의도)에 미치는 영향 = 139
• 5. 변혁적 리더십이 조직유효성(조직몰입, 직무만족, 이직의도)에 미치는 여향 = 140
• 6. 서번트 리더십이 조직유효성(조직몰입, 직무만족, 이직의도)에 미치는 영향 = 141
• 7. 임파워먼트가 조직유효성(조직몰입, 직무만족, 이직의도)에 미치는 영향 = 141
• 8. 리더십 유형, 임파워먼트, 조직유효성의 관계 = 142
• Ⅵ. 결론 및 제언 = 143
• 1. 결론 = 143
• 2. 제언 = 146
• 참고문헌 = 147
• ABSTRACT = 161
• 설문지 = 166