리더십 유형과 조직유효성의 관계에서 개인주의, 개인 및 조직관련 특성의 조절효과에 관한 연구 = (An) Empirical Study on the Moderating Effects of Individualism, Personal and Organizational Characteristics in the Relationship between Leadership Styles and Organizational Effectiveness

다국어 초록 (Multilingual Abstract)

This research concerns with the relationship of the leadership of managers and organizational effectiveness which has been the chief interest of contemporary organizational theory.
The styles of leadership conduced to The Trait Approaches to Leadership, Behavioral Approaches to Leadership and Contingency Approaches to Leadership. And thereafter Downton's Transformational Leadership Theory(1973) as well as other new theories on leadership has been constantly created.
This research, out of many other contemporary leadership theories, observes the impact upon organizational effectiveness between Transformational Leadership and Transactional Leadership.
After the financial crisis of 1997, there was an apparent generation shift of employees from the old to the young and their value system also changed in the composition distribution of the organization.
The research especially placed interest on individualism, which is one of the prominent value of this new generation, and whether individualism plays a role in controlling part in organizational effectiveness, and whether the individual interest of the members, size of the organization, and organization possession characteristics play the role of moderating effects.
For the purpose of this research, leadership, organizational effectiveness, individualism, age, years of employment, size of the organization, organization possession characteristics have been studied through documentary and empirical analysis.
As for empirical analysis, hypothesis and survey has been used with the foundation of leadership styles and organizational theories and for statistical data, software SPSS WIN 10.0 was used to derive the research results and its implications.
The results and implications of the research are as follows.
First, between the two leadership style, charisma, motivation, and contingent reward has been analyzed as the most effective features. Therefore managers need a strategical approach to improve these features.
Second, the manager should aware of the importance of the age distribution in organization and the service years of the employee. And management strategy is needed to attend for different generations to avoid the loss of able employees but old.
Third, charisma of the leader, motivation, and contingent rewards are specific methods a manager can utilize to decrease the withdrawal intention.
Fourth, the manager should always have interested in the ability to adapt the changes of the distribution of the employees and their value system. A special attention on the upper mentioned points is required to the manager, for it can affect the subculture of the organization and, furthermore, change the entire culture of the organization.
Fifth, regarding the size of the organization, small and medium-sized corporation managers should practice individual consideration to the employees to keep their job satisfaction and a large corporation can enhance the organizational commitment with management by exception. And as for employees of private company, contingent reward is their biggest interest
and therefore managers should make a good use of this fact.
Sixth, Transformational and Transactional Leadership are essential in contemporary organizations. Thus through harmony between top class managers and middle class managers, they should show interest in the style of leadership which is best applicable for the organization.
Through this research, the importance of the leadership of the manager has been certified, also it is verified that the strategy to predict the change and adapt the change of employee's characteristics and change of traits of the organization is required for business management.

목차 (Table of Contents)

• 목차 = i
• 제1장 서론 = 1
• 제1절 문제제기 및 연구의 목적 = 1
• 제2절 연구의 방법과 범위 = 3
• 제3절 논문의 구성 = 5
• 제2장 이론적 배경 = 7
• 제1절 리더십 유형 이론 = 7
• 1. 리더십 유형의 개념 = 7
• 2. 리더십이론의 발달 = 9
• 3. 변혁적 리더십과 거래적 리더십 = 17
• 제2절 조직유효성 이론 = 27
• 1. 조직몰입 = 28
• 2. 직무만족 = 31
• 3. 이직의사 = 33
• 제3절 개인주의, 개인 및 조직관련 특성 = 36
• 1. 개인주의 = 37
• 2. 개인관련 특성 = 47
• 3. 조직관련 특성 = 47
• 제4절 리더십과 조직유효성 관계의 선행연구 = 54
• 1. 리더십과 조직유효성과의 관계 = 54
• 2. 리더십과 조직유효성과의 관계에서 개인주의 = 56
• 3. 리더십과 조직유효성과의 관계에서 개인·조직관련 특성 = 58
• 제3장 연구의 설계 = 61
• 제1절 연구모형 = 61
• 제2절 가설의 설정 = 63
• 1. 리더십과 조직유효성과의 관계 = 63
• 2. 리더십과 조직유효성과의 관계에서 개인관련변수의 조절효과 = 64
• 3. 리더십과 조직유효성과의 관계에서 개인주의의 조절효과 = 65
• 4. 리더십과 조직유효성과의 관계에서 조직관련 변수의 조절효과 = 65
• 제3절 변수의 조작적 정의 = 66
• 1. 변혁적 리더십과 거래적 리더십 = 66
• 2. 개인주의, 개인관련 특성 및 조직관련 특성 = 67
• 3. 조직유효성 = 68
• 제4절 표본현황 및 측정방법 = 68
• 1. 표본의 현황 = 68
• 2. 설문지 구성 및 내용 = 69
• 3. 측정방법 = 71
• 제4장 실증분석 = 75
• 제1절 인구통계적 분석 = 75
• 제2절 신뢰성 및 타당성분석 = 77
• 제3절 가설의 검증 = 81
• 1. 가설Ⅰ의 검증 = 81
• 2. 가설Ⅱ의 검증 = 85
• 3. 가설Ⅲ의 검증 = 98
• 4. 가설Ⅳ의 검증 = 104
• 제5장 결론 = 117
• 제1절 연구결과의 요약 = 117
• 제2절 연구의 시사점 = 121
• 제3절 연구의 공헌과 한계 및 향후 연구과제 = 123
• <참고문헌> = 127
• = 145
• ∥리더십과 조직유효성에 대한 설문지∥ = 148