軍 리더의 감성지능이 부하의 직무만족과 조직몰입에 미치는 영향 연구 = A Study on the Effect of Military Leader's Emotional Intelligence on Subordinates' Job Satisfaction and Organizational Commitment

다국어 초록 (Multilingual Abstract)

This study investigates whether emotional leadership theory may be applied to the military organization. In particular, this study examines whether there is a significant difference in the effect of emotional leadership on soldiers' job attitude against the effect on officers' job attitude in terms of job satisfaction and organizational commitment.
To achieve this end, literature review and empirical investigation was conducted in order. First, a comprehensive literature review on emotional intelligence, organizational behavior, and leadership was conducted to integrate the findings of prior studies and to establish a solid theoretical foundation for this study. Based on such theoretical investigation, the hypotheses and the theoretical model of this study was developed.
To test the hypotheses and the theoretical model of this study, a prototype survey was created by restructuring and applying the existing items. The prototype survey was refined through item screening and preliminary analysis to create a final version of the survey to be used for data collection. Collected data was processed through PASW18 statistical package to conduct frequency analysis, factor analysis, reliability analysis, analysis of variance (ANOVA), and multiple linear regression analysis. In particular, analysis of variance (ANOVA) was conducted to test for significant differences in job satisfaction and organizational commitment according to group characteristics. In addition, multiple linear regression was conducted to test and compare the effect of leader's emotional intelligence on job attitude between the two different groups inside the military organization (i.e. soldiers and officers).
First, the relationship between leader's emotional intelligence and soldiers' job attitude was investigated. The findings suggest that all subcomponents of leader's emotional intelligence has statistically significant positive influence on soldiers' overall job satisfaction, the subcomponents of job satisfaction, and organizational commitment.
Second, the relationship between leader's emotional intelligence and officers' job attitude was examined. Similar to the findings on the relationship between leader's emotional intelligence and soldiers' job attitude, the findings for officers indicate that all subcomponents of leader's emotional intelligence has statistically significant positive influence on overall job satisfaction, the subcomponents of job satisfaction, and organizational commitment. For both soldiers and officers, leader's emotional intelligence has been found to have the largest influence on subordinates' leader satisfaction. In addition, leader's use of emotion has been found to have the largest influence on subordinates' job attitude among the subcomponents of emotional intelligence.
Third, the effect size of leader's emotional intelligence on the two military groups (i.e. soldiers and officers) was compared. The results suggest that leader's emotional intelligence has statistically stronger positive influence on soldiers' job attitude vis-á-vis that of officers.
Additional analysis was conducted to compare the effect size of leader's emotional intelligence on subordinates' job attitude with respect to their service period. The ANOVA results indicate that job satisfaction and organizational commitment of Private class soldiers under one year of service are more influenced by leader's emotional intelligence than Corporal and Sergeant class soldiers. As for officers, the influence of leader's emotional intelligence on officers' job satisfaction attenuated with every year of service, except for those beyond 30 years of service.
Through the findings, this study has shown that leader's emotional intelligence has positive influence on job satisfaction and organizational commitment of soldiers and officers. In particular, leader's emotional intelligence has been found to have the largest effect on soldiers, and especially those under one year of service. In addition, leader's emotional intelligence has been found to have larger effect on those officers with less than two years of service than those with longer service period.
The results of this study provides practical implications for policy reforms in the military organization. First, emotional leadership needs to be emphasized in the military via establishment of an emotional intelligence development policy. Second, systematic education on emotional intelligence should be prioritized and available to officers of various ranks. Third, a high level of emotional intelligence needs to be achieved in various sectors of the military organization so that emotional intelligence is used in problem solving and motivation inducement. Finally, an increase in combat power is expected in the military if emotional intelligence development policy is applied to human resources management, especially in the areas of personnel promotion and selection.
In particular, the analysis of variance has clearly shown the effectiveness of leader's emotional leadership on soldiers' job attitude. Taking into account that soldiers comprise above 70% of the total personnel inside the military organization, reduced accidents and enhanced service satisfaction is expected from developing leader's emotional intelligence.
Notwithstanding the findings, this study has limitations. This study looked into cross-sectional data among sampled military bases, and thus the findings have limited external validity for generalization across different time periods and across the entire military organization. In addition, there is a potential bias in the level of emotional intelligence received from the leaders via self- eport survey, which may enhance error variance. Moreover, items measuring emotional intelligence may not be compatible with the Korean culture and the military organization, and therefore suitable items needs to be developed.
Based on the limitations of this study, future studies are

국문 초록 (Abstract)

본 연구는 감성리더십 이론의 군 조직 적용가능성 여부를 검토하면서 군 리더의 감성지능이 병사와 간부의 직무만족과 조직몰입에 미치는 영향력의 차이를 검증하는 것을 목적으로 한다.
연구목적을 달성하기 위해 문헌연구와 실증연구를 차례로 진행하였다.먼저 감성지능, 조직성과 및 리더십에 대한 선행 연구자들의 저서와 논문에 대한 문헌연구를 진행함으로써 주요 개념들을 체계적으로 종합하고 이해하여 이론적 배경을 구축하였다.
이러한 이론적 고찰을 바탕으로 분석모형과 가설을 설정하고 기존 측정도구를 응용 및 재구성하여 설문지를 작성하였으며 문항 검토 및 사전조사를 실시한 후 완성된 최종설문지를 실증분석에 활용하였다. 수집된 자료는 통계패키지인 PASW18을 활용하여 빈도분석, 요인분석, 신뢰도분석, 분산분석, 다중회귀분석 등의 방법으로 순차적 처리를 하였다. 특히 분산
분석을 통해 인구통계학적 특성에 따른 직무만족과 조직몰입의 차이를 분석하였고 다중회귀분석을 통해 리더의 감성지능의 영향력을 검증하였는데, 도출된 연구 결과는 다음과 같다.
첫째, 리더의 감성지능이 병사의 직무만족과 조직몰입에 미치는 영향을 검증한 결과, 리더의 감성지능 구성요인이 전체 직무만족과 직무만족의 구성요인 및 조직몰입에 유의한 정(+)의 영향을 미치는 것으로 확인되었다.
둘째, 리더의 감성지능이 간부의 직무만족과 조직몰입에 미치는 영향을 검증한 결과에서도 리더의 감성지능 구성요인이 전체 직무만족과 직무만족의 구성요인 및 조직몰입에 유의한 정(+)의 영향을 미치는 것으로 확인되었다. 두 집단에서 공통적으로 리더만족이 가장 큰 영향을 받는 것으로 나타났으며, 감성지능의 구성요인 중에는 감성활용의 영향력이 가장 큰 것으로 나타났다.
셋째, 리더의 감성지능이 두 집단의 직무만족과 조직몰입에 미치는 영향을 비교한 결과, 병사에 더 큰 정(+)의 영향을 미치는 것으로 나타났다.
추가적으로 각 집단 내에서 근무연한에 따라 리더의 감성지능이 조직성과에 미치는 영향을 비교한 결과, 병사는 근무연한이 1~2년인 상병·병장 집단보다 1년 이하인 이병·일병 집단이 더 큰 영향을 받는 것으로 나타났으며 간부는 근무연한이 30년 이상인 집단을 제외하고는 근무연한이 증가함에 따라 직무만족에 더 적은 영향을 받는 것으로 나타났다.
이러한 분석과정을 통해 군 리더의 감성지능이 병사와 간부의 직무만족과 조직몰입에 긍정적 영향을 미치는 것을 확인하였다. 특히 병사에 더 큰 영향을 미쳤으며 추가 분석을 통해 두 집단 모두에서 근무연한이 더 낮은 이병·일병 집단과 근무 2년차 이내의 신입 간부 집단이 장기 근무한 집단보다 더 큰 영향을 받는 것을 확인하였다.
결론적으로 본 연구의 결과를 근거로 다음과 같은 정책적 제안이 가능할 것이다. 첫째, 군 조직에서 감성리더십을 강조하여 감성지능 개발 정책을 수립하고, 둘째, 다양한 계급, 직급의 간부에 대하여 이를 체계적이고 중점적으로 교육해야 하며, 셋째, 감성을 활용하여 문제해결을 돕고 동기부여 할 수 있는 높은 수준의 감성능력을 군의 각 분야로 확대하여야 한다.
넷째, 군의 진급, 선발 등 인사관리 분야에서도 감성리더십을 고려한 정책을 적극 추진한다면 군 전반의 전투력 제고에 기여할 것으로 예상된다.
특히, 두 집단의 비교 분석 과정에서 군 인력의 70% 이상을 차지하는 병사에 대한 감성리더십의 중요성이 더 명확히 밝혀진 만큼, 리더의 감성지능 개발만으로도 병사들의 병영생활 만족도를 높이고 사고를 예방하는효과를 기대할 수 있다.
끝으로 횡단면적 연구방법의 적용과 일부 부대만을 대상으로 한 표본추출 등의 시간적, 공간적 제한성, 타인관찰 설문에 대한 자기보고식 측정접근법 적용에 따른 오차 발생 가능성 등의 한계점으로 인해 본 연구의 결과를 군 전체에 적용하는 데에는 다소 무리가 있다. 따라서 향후 국내의 정서와 조직문화에 적합한 측정도구를 개발하고 연구 범위를 확대하는 등
의 추가적인 노력이 필요할 것이다.
이러한 한계점들을 보완하여 추가적인 연구가 진행된다면 군에서의 감성리더십의 활용과 효과성에 대한 더 의미 있는 결론을 얻을 수 있고 나아가 군 조직에 적합한 감성지능 향상 프로그램 개발에도 이바지할 것으로 기대된다.

목차 (Table of Contents)

• <목 차>
• 국문초록 ·························································ⅰ
• 제1장 서 론 ·····················································1
• 제1절 연구의 필요성 및 목적 ····················1
• 제2절 연구 범위 및 방법 ····························2
• 1. 연구 범위 ················································2
• 2. 연구 방법 ················································3
• 제2장 이론적 배경 ·········································5
• 제1절 감성지능 ············································5
• 1. 감성지능의 개념 및 역할 ·····················5
• 2. 감성지능의 구성요인 ····························9
• 3. 감성지능의 측정도구 ··························13
• 제2절 조직성과 ··········································17
• 1. 조직성과의 개념 및 측정지표 ···········17
• 2. 직무만족 ···············································19
• 3. 조직몰입 ···············································24
• 제3절 군 리더십 ········································31
• 1. 리더십의 개념과 이론 ························31
• 2. 군 조직의 특성과 리더십 ···················38
• 3. 군 복무 자발성 관련 이론 ·················42
• 제4절 선행연구 분석 ·······························44
• 제3장 연구 설계 ·········································52
• 제1절 분석모형 및 가설 ·························52
• 1. 분석모형 설정 ····································52
• 2. 가설 설정 ············································53
• 제2절 변수의 조작적 정의 및 설문구성 ··56
• 1. 감성지능 ··············································56
• 2. 직무만족 ··············································57
• 3. 조직몰입 ··············································57
• 제3절 자료수집 및 분석방법 ··················58
• 제4장 분석결과 ···········································60
• 제1절 조사대상자의 일반적 특성 ··········60
• 제2절 타당도 및 신뢰도 분석 ·················63
• 1. 타당도 분석 ·········································63
• 2. 신뢰도 분석 ·········································66
• 제3절 분산분석 및 상관관계 분석 ·········67
• 1. 인구통계학적 특성에 따른 집단 간 비교 ··67
• 2. 상관관계 분석 ·····································73
• 제4절 가설 검증 ·······································74
• 1. 가설 1의 검증 ·····································74
• 2. 가설 2의 검증 ·····································82
• 3. 가설 3의 검증 ·····································89
• 제5절 분석결과에 대한 논의 ··················94
• 1. 인구통계학적 특성에 따른 분산분석 결과 ···94
• 2. 가설 검증 결과 ···································95
• 제5장 결 론 ················································101
• 제1절 연구 요약 ······································101
• 제2절 연구결과의 시사점 ······················104
• 제3절 연구의 한계점 및 향후 연구방향 ····106
• 참고문헌 ·····················································108
• 부 록 ····························································125
• ABSTRACT··················································130