리더십 類型이 職務滿足에 미치는 영향에 있어서 意思疏通과 職務態度의 媒介效果에 관한 硏究 : 中小企業 CEO를 中心으로 = Mediating Effects of Communication and Job Attitude between Leadership Style and Job Satisfaction

다국어 초록 (Multilingual Abstract)

Objectives of This study had several purposes. First, to theoretically review the leadership style, communication, job attitude and job satisfaction. Second, to establish hypothesis and research model for verifying relationship among leadership style, communication, job attitude and job satisfaction. Third, to verify mediating effects of the communication and job attitude regarding the relationship between leadership style and job satisfaction. Fourth, to elicit managerial implications related to leadership style and communication in order to enhance job satisfaction.
The results of the research hypotheses are as follows:
H1: The leadership style had a positive effect on the communication.
H2: The leadership style had a positive effect on the job attitude.
H3: The communication had a positive on the job satisfaction.
H4: The job attitude had a positive on the job satisfaction.
H5: There are mediating effects between communication and job attitude related with leadership style and job satisfaction.
The managerial implications derived by this study are as follows. First, this study shows several leadership styles by verifying the relationship between leadership style and communication. In formal communication, charisma, an individual consideration, circumstantial compensation and self management leadership had an effect. In informal communication, circumstantial compensation, exception management and self management leadership had an effect. The CEO as leader of an organization should admit a formal and informal communication among employees.
Second, the results by verifying the relationship between leadership style and job attitude shows that an individual consideration, circumstantial compensation and self management leadership give better job immersion and relation with a senior official. So, The CEO need the role depending on situation in order to enhance job attitude.
Third, the results by verifying relationship between communication and job satisfaction shows equal treatment, notice before something change and starting work with precise plan had a positive effect. So, for enhancing job satisfaction, the CEO should open communication channel and start work with precise plan.
Fourth, from the results of the relationship between job attitude and job satisfaction that, we found that commitment, fair treatment, accord between a word and behavior had an effect. So, companies need a periodical education, senior's initiative for giving a positive mind to employees.
The limitations of this study were as follows. First, we used subjective indicators when evaluating variables. So, Our results thus could have incorrectly assessed dispersion depending on individual requirement and response set.
Second, we found the results by using cross sectional research method. So it is hard to be generalized.
Third, we have geography limitation. We selected respondents who work in Masan and Changwon. Thus it was difficult to generalize the results of study.

목차 (Table of Contents)

• 목차 = ⅰ
• 제 1 장 서론 = 1
• 제 1 절 연구의 목적 = 1
• 제 2 절 연구의 방법 및 범위 = 3
• 제 2 장 이론적 배경 = 5
• 제 1 절 리더십 유형 = 5
• 1. 리더십의 정의 = 5
• 2. 리더십이론의 접근방법 = 9
• 3. 리더십의 유형 = 14
• 제 2 절 직무만족 = 25
• 1. 직무만족의 개념 = 25
• 2. 직무만족에 관한 연구 = 28
• 제 3 절 의사소통과 직무태도 = 29
• 1. 의사소통의 개념 및 중요성 = 29
• 2. 의사소통의 유형 = 30
• 3. 직무태도 = 35
• 제 3 장 실증연구의 설계 = 38
• 제 1 절 연구모형 및 가설의 설정 = 38
• 1. 연구모형 = 38
• 2. 가설의 설정 = 39
• 제 2 절 변수의 조작적 정의 및 측정 = 41
• 1. 리더십유형 = 41
• 2. 직무만족 = 42
• 3. 의사소통과 직무태도 = 42
• 제 3 절 표본설계 및 분석방법 = 44
• 1. 표본설계 = 44
• 2. 분석방법 = 44
• 제 4 장 실증분석 및 가설검증 결과 = 45
• 제 1 절 표본의 특성 = 45
• 제 2 절 측정도구의 타당도 및 신뢰도 분석 = 47
• 1. 타당도 분석 = 47
• 2. 신뢰도 분석 = 49
• 제 3 절 가설검증 = 51
• 1. 리더십 유형과 의사소통 = 51
• 2. 리더십 유형과 직무태도 = 54
• 3. 의사소통과 직무만족 = 57
• 4. 직무태도와 직무만족 = 59
• 5. 가설검증결과의 요약과 해석 = 61
• 제 5 장 결론 = 63
• 제 1 절 연구의 요약 = 63
• 제 2 절 연구의 시사점 = 64
• 제 3 절 연구의 한계점 = 65
• 참고문헌 = 66
• Abstract = 70
• 설문지 = 73