經營者의 去來的 리더십과 變革的 리더십이 組織有效性에 미치는 影響에 관한 硏究 = The Effect of Perceived Leadership on Job Satisfaction, Organizational Commitment and Intention to Leave

다국어 초록 (Multilingual Abstract)

This study was to examine the relationship between perceived leadership of employee, job satisfaction and organizational commitment in banking organizations context. This research also was to suggest efficient methods of human resource management of banking organizations.
For these purposes the author developed a model which consists of several constructs. In this model, leadership that consists of transformational leadership (charisma, inspirational motivation, intellectural stimulation, individual consideration) and transactional leadership (contigent reward, passive management-by-exception, active management-by-exception) was proposed to improve job satisfaction, psychological organizational commitment and to lower intention to leave.
To test unidimensionality and validity of the measures of each construct, exploratory factor analysis for each construct and measurement model for all constructs were employed.
The data were analyzed with regression analyses with SPSS/PC+ 14.0K. The statistics fits the data well. The findings can be summarized as follows:
First, the greater the charisma/inspirational motivation leadership, the greater the employee's job satisfaction and psychological organizational commitment. Second, the greater the contingent reward, the greater the employee's job satisfaction and psychological organizational commitment.
To conclude, the transactional and transformational leadership type by Bass was useful variables to predict job satisfaction and psychological organizational commitment. Therefore, for the development of bank organization it is suggested to invest in training for managers to enhance their leadership skills.

목차 (Table of Contents)

• 제 1 장 서 론 = 1
• 제 1 절 연구의 목적 = 1
• 제 2 절 연구의 범위 및 방법 = 2
• 1. 연구의 범위 = 2
• 2. 연구의 방법 = 3
• 제 2 장 이론적 배경 = 5
• 제 1 절 리더십 = 5
• 1. 거래적 리더십 = 7
• 2. 변혁적 리더십 = 10
• 3. 거래적 리더십과 변혁적 리더십간의 비교 = 15
• 제 2 절 직무만족, 조직몰입 및 이직 의도 = 18
• 1. 직무만족 = 18
• 2. 조직몰입 = 20
• 3. 이직의도 = 22
• 제 3 절 리더십과 직무만족/조직몰입/이직의도간의 관계 = 25
• 제 3 장 연구모형과 조사설계 = 30
• 제 1 절 연구모형 = 30
• 제 2 절 연구가설 = 31
• 1. 변혁적 리더십과 직무만족/조직몰입/이직의도'간의 관계 = 31
• 2. 거래적 리더십과 직무만족/조직몰입/이직의도‘간의 관계 = 33
• 제 3 절 조사설계 = 34
• 1. 표본설계 = 34
• 2. 조작적 정의 = 35
• 3. 변수의 측정 = 36
• 4. 통계분석 = 36
• 제 4 장 실증분석 = 38
• 제 1 절 표본의 일반적 특성 = 38
• 제 2 절 측정도구의 신뢰성 및 타당성 = 39
• 제 3 절 연구가설의 검증 = 40
• 제 5 장 결론 = 47
• 참고문헌 = 49
• ABSTRACT = 57
• 설문지 = 59