임파워링 리더십이 직무만족과 조직몰입에 미치는 영향 : 내재적 동기부여와 직무스트레스의 매개역할을 중심으로

국문 초록 (Abstract)

급변하는 경영환경에 신속하게 대응하기 위하여 기업들은 조직 전체의 유연성과 효율성을 제고시키고 조직의 역량을 극대화시키기 위한 많은 노력들을 하고 있다. 현실적으로 기업들은 계층적 관리구조를 팀제 중심으로 전환하고 있으며, 조직의 리더들에게도 자율적-관리 팀에 맞는 새로운 역할과 책임들을 부여하고 있으며, 이에 적합한 리더십을 발휘하도록 요구하고 있다.
임파워링 리더십은 조직구성원들과 더 많은 권한을 공유하고, 조직구성원들에게 자율성을 촉진시키는 리더십이다. 따라서 최근의 급변하는 경영환경에 적합한 리더십으로 임파워링 리더십이 주목을 받고 있다.
조직구성원들에게 지각된 임파워링 리더십은 조직구성원들의 직무에 대한 심리적 태도에 영향을 미치게 되고, 이러한 직무태도는 직무스트레스와 조직유효성 등에 영향을 미칠 것으로 보인다.
따라서 본 연구에서는 임파워링 리더십, 내재적 동기부여, 직무스트레스, 직무만족 그리고 조직몰입에 대하여 구체적으로 살펴보고, 관련변수들 사이의 관계를 실증적으로 규명하고자 하였다.
이러한 연구목적을 달성하기 위하여 연구대상으로는 임파워링 리더십이 적합하고 유효할 것으로 판단되는 병원약사를 선정하였고, 문헌연구와 실증연구를 병행하였으며, 기존 문헌연구를 통하여 연구모형과 연구가설을 설정하였다. 이를 바탕으로 설문지를 구성하였고, 설문지는 대형종합병원에 근무하고 있는 병원약사들에게 배포하였다. 배포된 설문지 중에서 최종적으로 503부의 유효설문지를 회수하여 자료 분석을 실시하였다.
본 연구에서는 확인적 요인분석을 통하여 타당성 분석을 하였고, 크론바흐 알파값 검증을 통하여 신뢰성 분석을 하였다. 또한, 연구모형 및 연구가설의 검증을 위하여 구조방정식모형을 활용하였다. 타당성 분석과 신뢰성 분석결과는 본 연구에 활용한 실증자료들이 연구에 적합한 것임을 확인시켜주었으며, 연구모형 검증결과는 가설검증에 활용된 구조방정식모형이 수용가능하고 적합한 모형임을 보여주었다.
본 연구를 통하여 얻어진 연구결과들을 요약하면 다음과 같다.
첫째, 임파워링 리더십은 내재적 동기부여, 직무만족, 조직몰입에 정(+)의 영향을 미치고, 직무스트레스에 부(-)의 영향을 미치는 것으로 나타났다.
둘째, 내재적 동기부여는 직무만족에 정(+)의 영향을 미치고, 직무스트레스는 직무만족에 부(-)의 영향을 미치는 것으로 나타났다.
셋째, 직무만족은 조직몰입에 정(+)의 영향을 주는 것으로 나타났다.
넷째, 임파워링 리더십과 조직몰입과의 관계에서 내재적 동기부여, 직무스트레스, 직무만족은 부분매개 역할을 하는 것으로 나타났다.

다국어 초록 (Multilingual Abstract)

Many companies are exerting great efforts to enhance the flexibility and efficiency of the whole organization and to maximize the organization's competence in order to react quickly to the rapidly changing business environment. As a matter of fact, the companies are changing their organizational structures from the hierarchical ones to team-oriented ones, endowing the leaders with new roles and responsibilities suitable for autonomous team-oriented structures and in turn, calling for the appropriate leadership to be exercised.
Empowering leadership is the leadership of having the members of the organization share more authority, and promoting their autonomy. Therefore, empowering leadership is currently drawing attention as the appropriate leadership for today's fast-paced business environment.
The empowering leadership as perceived by the members of the organization have an influence on the psychological attitudes of them toward their jobs, and again these psychological attitudes might affect their job stresses, organizational effectiveness, and so on.
Thus, this study tried to examine empowering leadership, intrinsic motivation, job stress, job satisfaction, and organizational commitment more concretely, and establish the relationships among the associate variables empirically.
To this end, we decided hospital pharmacists who we thought, are appropriate for the study of empowering leadership as the subjects of our study, combined both documentation study and empirical study, and on the basis of the study on the existing documentation, a conceptual model and hypotheses were established. Based on the conceptual model and hypotheses established, a set of questionnaires was drawn up, and was distributed to pharmacists working in major hospitals. Finally, 503 valid questionnaires were collected and used for the analysis.
This study conducted a confirmatory factor analysis for the validity test and Cronbach's alpha test for the reliability test. Moreover, structural equation modeling(SEM) was employed to test the hypothesized relationships in the conceptual model. The result of the validity test and the reliability test shows that the actual data used for this study is reasonably fit to the proposed model, and the result of the test of the hypothesized relationships in the conceptual model shows that structural equation modeling(SEM) is an acceptable and appropriate model.
From these analyses, the following results were obtained.
First, empowering leadership is positively related to intrinsic motivation, job satisfaction and organizational commitment while it is negatively related to job stress.
Second, intrinsic motivation is positively related to job satisfaction and job stress is negatively related to job satisfaction.
Third, job satisfaction is positively related to organizational commitment.
Fourth, intrinsic motivation, job stress and job satisfaction have partially mediated effects on the relationship between empowering leadership and organizational commitment.

목차 (Table of Contents)

• 제1장 서론 1
• 제1절 문제제기 및 연구목적 1
• 1. 문제제기 1
• 2. 병원약사 이직률 7
• 3. 연구목적 10
• 제2절 연구범위 및 연구방법 11
• 제3절 논문의 구성 12
• 제2장 이론적 배경 13
• 제1절 임파워링 리더십 13
• 1. 임파워먼트 13
• 2. 임파워링 리더십 19
• 제2절 내재적 동기부여 25
• 1. 동기부여 25
• 2. 내재적 동기부여 27
• 제3절 직무스트레스 38
• 1. 스트레스 38
• 2. 직무스트레스 41
• 제4절 조직유효성 52
• 1. 직무만족 52
• 2. 조직몰입 54
• 제3장 연구설계 58
• 제1절 연구모형 58
• 제2절 연구가설 59
• 1. 임파워링 리더십과 내재적 동기부여와의 관계 59
• 2. 임파워링 리더십과 직무스트레스와의 관계 61
• 3. 임파워링 리더십과 직무만족과의 관계 63
• 4. 임파워링 리더십과 조직몰입과의 관계 64
• 5. 내재적 동기부여와 직무만족과의 관계 64
• 6. 직무스트레스와 직무만족과의 관계 65
• 7. 직무만족과 조직몰입과의 관계 66
• 제3절 변수의 조작적 정의 및 측정 68
• 1. 임파워링 리더십 68
• 2. 내재적 동기부여 68
• 3. 직무스트레스 . 69
• 4. 직무만족 69
• 5. 조직몰입 69
• 제4절 설문지 구성 및 자료 수집방법 71
• 1. 설문지 구성 71
• 2. 자료 수집방법 72
• 제5절 자료 분석방법 74
• 제4장 실증연구결과 76
• 제1절 기초통계분석 76
• 제2절 타당성 및 신뢰성 분석 80
• 제3절 구성개념간 상관관계분석 결과 85
• 제4절 경쟁모형간의 비교 86
• 제5절 가설검증 92
• 제5장 결론 94
• 제1절 연구결과의 요약 94
• 제2절 연구의 시사점 101
• 제3절 연구의 한계 및 향후 연구방향 103
• 참고문헌 105
• 설문지 122
• ABSTRACT 127

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