CEO 리더십 유형과 직무역량이 조직문화를 매개로 조직성과에 미치는 영향에 관한 연구 = A Study on the Influence of CEO Leadership Type and Job Competence on Organizational Performance through Organizational Culture as a Mediator|RISS 상세보기

국문 초록 (Abstract)

연구의 동기는 글로벌 경기침체와 장기 저성장의 뉴노멀 시기를 맞아 기업경영에 어려움을 겪고 있는 중소기업의 경쟁력 확보를 조직문화에서 찾고자 하였다

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다국어 초록 (Multilingual Abstract)

This study analyzed the overall cause-and-effect relationship in the influence of CEO
leadership type and job competence, and organizational culture on organizational
performance.
The characteristics of CEO leadership type were identified in terms of transactional
leadership and transformational leadership, and the characteristics of job competence
were identified by dividing it into management and individual effectiveness.
Next, the characteristics of organizational culture were examined by dividing into
agreement culture and development culture, hierarchical culture, and rationality
culture, and finally, organizational performance was measured comprehensively
through job satisfaction and organizational commitment.
First, transactional leadership had a significant influence on rationality culture but
not on agreement culture, development culture, and hierarchical culture. Also,
transformational leadership had a significant influence on agreement culture,
development culture, and hierarchical culture, but not on rationality culture.
Second, management had a significant influence on rationality culture, but it did
not on agreement culture, development culture, and hierarchical culture. Individual effectiveness had a significant influence on development culture and hierarchical
culture, but it did not on agreement culture and rationality culture.
Third, agreement culture had an influence on job satisfaction and organizational
commitment, and development culture had a significant influence on job satisfaction
but it did on organizational commitment. Hierarchical culture had a significant
influence on job satisfaction but not on organizational commitment. Finally,
rationality culture had a significant influence on job satisfaction and organizational
commitment.
In conclusion, this research verified and suggested the influence of CEO leadership
type, job competence, and organizational culture on organizational performance
through an integrated analysis result.

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목차 (Table of Contents)

Ⅰ. 서 론 ····················································································································1
1. 연구 동기와 목적 ··························································································1
2. 연구의 범위 및 방법····················································································3
Ⅱ. 이론적 배경 ·······································································································4
1. 리더십의 개념과 유형··················································································4

Ⅰ. 서 론 ····················································································································1
1. 연구 동기와 목적 ··························································································1
2. 연구의 범위 및 방법····················································································3
Ⅱ. 이론적 배경 ·······································································································4
1. 리더십의 개념과 유형··················································································4
2. 직무역량 ··········································································································9
3. 조직문화 ········································································································13
4. 조직성과 ········································································································20
5. 선행연구 ········································································································23
Ⅲ. 연구의 설계 ·····································································································29
1. 연구모형 ········································································································29
2. 가설설정 ········································································································30
3. 변수의 조작적 정의····················································································31
4. 설문의 구성 ··································································································35
Ⅳ. 실증분석 ············································································································37
1. 표본특성 ········································································································37
2. 측정변수의 신뢰성과 타당성····································································39
3. 구조방정식 모형분석과 연구가설 검증 ··················································50
Ⅴ. 결론 ····················································································································62
1. 연구결과 요약 및 시사점 ········································································62
2. 연구의 한계와 후속 연구··········································································63
참고문헌 ···················································································································64
설문지 ·······················································································································68
Abstract ····················································································································75