리더십 유형이 종업원의 직무만족과 이직의도에 미치는 영향 : 고용형태 및 브랜드인지도의 조절효과를 중심으로

다국어 초록 (Multilingual Abstract)

One of the most important management issues Korean firms are facing is high turnover among workers. Serious concern is that the high turnover can reduce productivity and morale of the remaining workers as well as accumulated technological know-how may drain. The result may be that the firms will lose competitive advantage.
The purpose of this study is to investigate the effects of a department store manager's leadership on employee's job satisfaction and turnover intention, and to enhance the degree of job satisfaction for the employees, additionally to present the desirable leadership of a department store manager in order to diminish employee's turnover intention.
On the basis of the analysis results, the following main conclusions were drawn.
From the study, it is learned that level of recognition on career development opportunity has substantial impact on the level of job satisfaction. Comparison of level of job satisfaction from each employment status by recognition on detailed criteria shows that when employees reckon stable employment condition in a long-term basis, high possibility on promotion and job rotation, they seemed to have significant level of job satisfaction. In this regard, it is noted that employees showed high level of job satisfaction when they recognized opportunities on stable employment status, development and training, promotion and job rotation.
It is learned that leadership style of manager does affect the level of job satisfaction and turn-over intention. It seems that when employees perceived leadership style of their manager as employee-oriented one, they showed high level of job satisfaction.
To summarize, this study shows that recognition of opportunity on career development of respective employees and leadership style of the manager are the main factors that affect the level of job satisfaction. In particular, where an atypical employees, whose working condition is not very secure and even inferior to those of regular employees in terms of salary and fringe benefits, recognizes any opportunity of his/her career development, it is observed that the employees has high level of job satisfaction. This implies that higher productivity can be achieved by motivation atypical employees with introduction of vision on their career development that eventually, leads to high level of job satisfaction.
Proper human resources management should be sought according to the employment status to improve productivity as well as employee's job satisfaction, which comes from improvement on employment status, training, promotion, career development through job rotation as well as effective task allocation that can make best use of employee's capability.

목차 (Table of Contents)

• 제 1 장 서론 1
• 제 1 절 연구의 배경 및 목적 1
• 제 2 절 연구방법의 범위 5
• 제 2 장 이론적 고찰 6
• 제 1 절 리더십 이론 6
• 1. 리더십의 개념 6
• 2. 리더십 유형 9
• 3. 거래적 리더십과 변혁적 리더십의 비교 20
• 제 2 절 직무만족 27
• 1. 직무만족의 개념 27
• 2. 직무만족의 결정요인 28
• 제 3 절 이직의도 31
• 1. 이직의 개념 31
• 2. 이직 결정과정 모형 34
• 3. 이직의 결정요인 38
• 제 3 장 선행연구 42
• 제 1 절 리더십과 직무만족의 선행연구 42
• 제 2 절 리더십과 이직의도의 선행연구 44
• 제 3 절 직무만족과 이직의도간의 선행연구 46
• 제 4 절 개인의 사회경제적 특성과 이직의도간의 선행연구 47
• 제 4 장 연구의 모형 및 가설설정 50
• 제 1 절 연구의 모형과 가설설정 50
• 1. 연구 모형 50
• 2. 연구가설 52
• 제 2 절 변수의 정의와 설문지 55
• 1. 변수의 조작적 정의 55
• 2. 설문지 구성 59
• 제 3 절 자료수집과 분석방법 61
• 1. 자료수집과 조사방법 61
• 2. 분석방법 62
• 제 5 장 실증분석 결과와 종합토의 63
• 제 1 절 표본의 인구통계학적 특성 63
• 제 2 절 신뢰성과 타당성 분석 66
• 1. 신뢰성 분석 68
• 2. 타당성 분석 73
• 제 3 절 연구가설의 검증 81
• 1. 구조방정식 모형분석 81
• 2. 연구모형 분석 85
• 3. 연구모형의 직ㆍ간접 효과분석 89
• 4. 조절변수(고용형태, 브랜드인지도)에 대한 분석 90
• 제 6 장 결 론 97
• 제 1 절 연구결과의 요약 97
• 제 2 절 연구의 한계 및 향후 연구방향 103
• [참 고 문 헌] 105
• ABSTRACT 117