變革的 리더십이 構成員의 임파워먼트와 組織沒入에 미치는 影響에 관한 硏究 = (A) Study on the influence of transformational leadership on the personnel's empowerment and organizational commitment

다국어 초록 (Multilingual Abstract)

This thesis has the objective of systematically arranging my research about transformational leadership, empowerment and organizational commitment and researching about the empowerment of the employees due to transformational leadership in the case of a hotel organization and how it affects organizational commitment in a verifiable way.
To reach the objective of the research, demonstrative research as well as research into the past data were simultaneously carried out.
First of all, in the research of past data, transformational leadership, empowerment, and organizational commitment's concept was looked into and with these concepts as the basis, the results and the limits of the previous research were systematically investigated. Furthermore, I attempted to analyze what kind of relationship transformational leadership has with the employee's empowerment and organizational commitment. An investigation method of using surveys was used in the case of the demonstrative research and the survey questions were based on the previous researcher's content and adjusted accordingly so that it fits with the objective of this thesis.
As for the research method, a research model and hypothesis was set up based on theoretical research. Then, data was collected using this method and the data was analyzed following a statistical method. For a verifiable analysis for this thesis, a method of variables using a composite scale was chosen to measure transformational leadership, empowerment, and organizational commitment. These list of things all used Likert's 7 point scale. In the case of age, education level and number of years of work and other miscellaneous population variables which were controlling variables, a nominal scale was used.
In the case of the measurement method of the variable related to the composite scale, the Cronbach's alpha numericals were calculated to verify the faithfulness of the survey contents. Also, an analysis of the factors was carried out for the appropriateness of the investigation method to look into the most related deepest concept out of the various variables. For the verification of the hypothesis as well as the overall cause and effect research model, a covariance structure analysis was carried out. To verify the controlling effect of the age, education level, and number of years of work, the hierarchical multiple regression analysis was carried out.
For the management of statistical data, the AMOS(Ver. 4.0) and SPSS PC^(+)(Ver. 7.5) statistical package was used.
This thesis presents new research models by integrating and analyzing the results of the research of transformational leadership, empowerment and organizational commitment and analyzing and verifying the presented materials.
The research model was designed so that it can verify the controlling effect of the relationships between transformation leadership organizational commitment, transformational leadership and empowerment, empowerment and organizational commitment as well as the age of the subordinate, educational level, the number of years of work in the transformational leadership and organizational commitment and empowerment. The research model for this thesis looks like the following picture.
◁표 삽입▷(원문을 참조하세요)
Bass's MLQ(1998) measuring variables in the transformational leadership was used. In the case of empowerment, the meaning of working extra hours, ability to carry out their roles and their own decision making ability out of the list developed by Feidler(1993) and Spreitzer(1995) were measured. In the organizational commitment area, Meyer and Allen(1990)'s measuring tools were used to use the measuring tools of Ko, Price and Mueller(1997) whose subject was the Korean workers from which the MLQ(1998) measuring tools were derived and used. The controlling variables were selected so that the variable which can measure the subordinates' social hands on experience based on the past research results was the basis. The selected variables which could measure their social experiences were age, education level, and the variable which could measure the experiences within the organization were the number of years of work.
The following hypotheses were established for this research model as a basis.
Hypothesis I : Transformational leadership will have a plus(+) effect on organizational commitment.
Hypothesis II : Transformational leadership will have a plus(+) effect on the empowerment's lower level components.
Hypothesis III : An individual who has been empowered will have a plus(+) effect on organizational commitment.
Hypothesis IV : Transformational leadership will affect organizational commitment through empowerment.
Hypothesis V : The relationship between transformational leadership and organizational commitment will be controlled according to the subordinate's learning experiences.
Hypothesis VI : The relationship between transformational leadership and empowerment's lower level components will be controlled by the subordinate's learning experiences.
The difference of this research model from the present transformational leadership research results is that it did not concentrate on the linear model research types between the transformational leadership and organizational commitment and took the indirect influential effect that transformational leadership has on the organizational leadership through empowerment into consideration, whereby a situational approach was made which verified the subordinate's experiential controlling effect. The summarized results of such research models and research hypothesis can be summed up as the following.
First, the verified transformational leadership results of the variables' reliability and appropriateness that were inserted into the research models support the present research results (Bale Ki-bok 2000) which says that Bass's MLQ factor structure is unstable because the charismatic leadership and individual considering leadership appears as one of the factors unlike Bass' research results. The empowerment was tied into 3 factors and corresponds with Feidler(1993) and Spreitzer(1995)'s research results. Organizational commitment was tied into 2 factors which corresponds with Ko, Price and Mueller(1997)'s research results. All of these each show an internal consistency because it corresponds with the research results. Therefore, each lower level components show that they are different. concepts from each other.
Second, the results of the interrelated relationship analysis carried out as a basis of the hypothesis verification, reveals a relationship between each inserted variables in the research models but in the continuous commitments they showed a minus(-) relationship. There was especially a high rate of relationship between transformational leadership and affective commitment which hinted that it could control empowerment and wield a direct influence.
Third, after carrying out the covariance structure analysis which verified the research model's cause and effect relationship, an optimum model which has the χ^(2) = 37.764, d.f. = 4, p-value = 0.000, GFI = 0.973, AGFI = 0.812, NFI = 0.923, CFI = 0.928, RMR = 0.044 equation was found. The following is the graph picture of this result.
◁표 삽입▷(원문을 참조하세요)
Also, it was discovered that each outside variable factors' influence on internal variable factors were different from each other. That is to say, in the subordinate's affective commitment, the charismatic and individual considering leadership as well as intellectual stimulating leadership wielded influence. In the continuous commitment, only the intellectual stimulating leadership wielded influence. Furthermore, in the self determination which is one of the components of the lower level empowerment, charisma and individual considering leadership was effectual, and in their competence, the intellectual stimulating leadership was effectual. In the meaning of work, both lower level leadership types were effectual. In the relationship between empowerment and organizational commitment, all 3 lower level components were effectual in the affective commitment but in the continuous commitment, only the meaning of work were effectual.
Fourth, the subordinate's experience's controlling effect was partly verified. That is to say, in the relationship between transformational leadership and organizational commitment, the education level which shows the subordinate's social experience takes on the role of controlling the charisma as well as individual considering leadership and affective commitment and continuous commitment. Age played a role in controlling the intellectual stimulating leadership and continuous commitment. Furthermore, in the relationship between transformational leadership and empowerment, the subordinate's education level controlled the effect between the charisma, individual considering leadership and self determination, meaning of work, and the competence in their work as well as between the intellectual stimulating leadership and in the meaning of work. The age and the number of years of work showed a controlling effect in the charisma and individual considering leadership and self determination.

목차 (Table of Contents)

• Abstract = ⅴ
• 제1장 서론 = 1
• 제1절 연구의 목적 = 1
• 제2절 연구의 범위와 방법 = 3
• 제3절 논문의 구성 = 4
• 제2장 이론적 배경 = 6
• 제1절 리더십에 대한 이론적 고찰 = 6
• 1. 리더십의 개념 = 6
• 2. 리더십 이론의 발달 = 9
• 3. 변혁적 리더십 이론 = 12
• 제2절 임파워먼트에 대한 이론적 고찰 = 30
• 1. 임파워먼트의 개념 및 의미 = 30
• 2. 임파워먼트와 타 개념들과의 관계 = 40
• 3. 임파워먼트의 목표 및 방법 = 43
• 4. 임파워먼트의 수준 및 과정 = 45
• 제3절 조직몰입에 대한 이론적 고찰 = 55
• 1. 조직몰입의 개념 = 55
• 2. 조직 몰입의 유형 = 57
• 제4절 변혁적 리더십, 임파워먼트, 조직몰입에 관한 선행연구 = 60
• 1. 변혁적 리더십과 조직몰입간의 관계 = 60
• 2. 변혁적 리더십과 임파워먼트와의 관계 = 63
• 3. 임파워먼트와 조직몰입과의 관계 = 68
• 4. 리더십 대체이론 = 69
• 제3장 연구의 설계 = 73
• 제1절 연구모형 = 73
• 제2절 변수의 정의 = 74
• 1. 변혁적 리더십 = 74
• 2. 임파워먼트 = 75
• 3. 조직몰입 = 76
• 제3절 가설의 설정 = 77
• 1. 변혁적 리더십과 조직몰입간의 관계 = 77
• 2. 변혁적 리더십과 임파워먼트와의 관계 = 77
• 3. 임파워먼트와 조직몰입간의 관계 = 78
• 4. 변혁적 리더십, 임파워먼트 그리고 조직몰입간의 관계 = 78
• 5. 변혁적 리더십과 조직몰입 및 임파워먼트간의 조절 효과 = 79
• 제4절 표본 특성 및 측정 방법 = 80
• 1. 연구표본의 특성 = 80
• 2. 설문지 구성 및 내용 = 81
• 3. 측정방법 = 82
• 제4장 실증분석 = 83
• 제1절 기초통계 분석 = 83
• 1. 신뢰성 분석 = 83
• 2. 타당성 분석 = 84
• 3. 상관관계 분석 = 87
• 제2절 연구모형의 가설 검증 = 88
• 1. 가설 검증 = 88
• 2. 가설 검증 결과의 요약 = 102
• 제5장 결론 = 107
• 1. 연구결과의 요약 및 논의 = 107
• 2. 연구결과의 시사점 및 한계 = 112
• 참고문헌 = 115