변혁적 리더십과 신뢰유형이 조직유효성에 미치는 영향 = Effects of the Transformational Leadership and the Type of trust on the Organizational Effectiveness

다국어 초록 (Multilingual Abstract)

The study of leadership and its related theories have been more made and developed than any other fields of social science. Especially, the importance of leadership is more increasingly required when considering it from the perspective in which human beings are the central part of the business organization and the aim of the organization can be achieved through the interaction of human beings.
The importance of transformational leadership has been recognized by the related study and the fact that the leadership of this sort not only encourages the members of the organization, but also improves the considerable results of the organization. However, little research has been done yet for the effects of the variables which interact between the aspects of the transformational leadership and the organizational effectiveness.
The aim of this study is to consider how the various aspects of the transformational leadership(i.e., vision, charisma, intelligent stimulus, and trust to the superior officer) affects the organizational effectiveness(i.e., organizational commitment, organizational satisfaction, organizational citizenship behavior, corporale result) in terms of the trust to the organization and to the manager as variables. Identifying what aspects of the transformational leadership boost the effectiveness of the constituents, we present a model which is more reasonable and appropriate to the organization.
To achieve the goal, we review the previous research for the leadership and consider its actual condition and problems.
Second, we consider how the aspects of the transformational leadership (i.e., vision, charisma, intelligent stimulation, individual consideration) affects the organizational effectiveness through the case study related to such fields as manufacturing, construction, and other service industry in the Chungcheong province.
Third, we consider if the type of trust, among the aspects of the transformational leadership, has a regulating effect. If so, which aspect of the transformational leadership contributes to the organizational effectiveness.
The research result is summarized as follows:
First, there exist some differences in the organizational effectiveness with regard to vision, charisma, and individualized consideration, considering the difference in the organizational effectiveness with respect to the degree of recognition of every aspect of the transformational leadership.
Second, considering how the degree of trust regulates the relation between every aspect of the transformational leaderships and the organizational effectiveness, the trust to the organization and to the manager regulates both the aspects of the transformational leadership and the organizational effectiveness.
Third, the degree of the organizational effectiveness differs according to the interactions of the aspects of the transformational leadership, which shows that the transformational leadership gives the motivations to the constituents since the organizational effectiveness is affected by presenting high level of vision, charisma, intelligent stimulation, or individual consideration.
Fourth, the difference in every aspect of the transformational leadership and in the organizational effectiveness is partially adopted by the constituents according to the degree of recognition of the trust. This argues against the fact that the constituents' belief and trust contribute to the transformational leadership, as well as the organizational effectiveness.
With regard to the operation and development of the transformational leadership, this study suggests to the constituents of the organizations in Daejeon and Chungcheong province as follows:
First, the transformational leadership has an effect on the group of high educational background and of the managers rather than the one of the lower educational background and of the workers. Organizational Citizenship Behavior and Organizational Commitment can rarely occur in the group of the lower educational background and of the workers in a small-sized corporation.
Second, there exists a difference in job satisfaction and the corporation result with regard to the aspects of the transformational leadership, which suggests that the constituents should be satisfied with their job in the current economic situations. Despite no difference in the organizational commitment and the organizational citizenship behavior, there is a difference in the corporation results, which means that only the aspects of the job satisfaction and of the corporate results via high-tech equipment are regarded as a meaningful factor since the manufacturing workers who have only highschool education background, among the questionees, are not engaged in their self-development.
Third, the transformational leadership and the organizational effectiveness differ in the ways the trust regulates. This suggests that the organizational effectiveness can be maximized when some factors of trust, such as transparent and sound management in every respect of business administration are respected in the future management.
Fourth, to achieve the considerable effects in every business sector with regard to the transformational leadership, some programs which help improve their professional consciousness through the constituents' continuing education should be provided.

목차 (Table of Contents)

• 목차 = ⅰ
• 제1장 서론 = 1
• 제1절 연구의 배경 및 목적 = 1
• 제2절 연구의 구성 및 방법 = 3
• 제2장 이론적 배경 = 6
• 제1절 전통적 리더십 이론 = 6
• 1. 리더십의 개념과 기능 = 6
• 2. 특성 및 행동이론 = 11
• 3. 상황이론 = 14
• 제2절 근대적 리더십 이론 = 17
• 1. 변혁적리더십 = 17
• 2. 카리스마적 리더십 = 23
• 3. 거래적리더십 = 29
• 4. 기타 리더십 = 31
• 제3절 리더십 조직유효성 = 35
• 1. 조직유효성의 의의 = 35
• 2. 조직유효성 의 평가 요소 = 36
• 3. 조직유효성의 측정 = 38
• 제4절 조직신뢰의 개념과 유형 = 46
• 1. 신뢰의 개념과 유형 = 46
• 2. 신뢰의 발전과정 = 48
• 3. 변혁적리더십과 신뢰 = 55
• 제5절 신뢰의 조절효과 = 61
• 1. 변혁적리더십과 신뢰의 조절효과 = 61
• 2. 변혁적리더십과 조직유효성의 조절효과 = 62
• 3. 리더십과 리더신뢰의 관계 = 65
• 제3장 연구의 설계 = 68
• 제1절 연구모형 = 68
• 제2절 가설의 설정 = 69
• 1. 변혁적리더십의 제차원에 따라 조직유효성에 미치는 영향 = 70
• 2. 변혁적리더십과 신뢰에 따른 조직유효성과의 영향 = 71
• 3. 신뢰의 인식정도에 따라 변혁적리더십의 제차원에 대한 영향 = 72
• 4. 신뢰수준에 따른 조직유효성의 영향 = 72
• 제3절 변수의 조작적 정의 = 73
• 1. 변혁적리더십(Transformational Leadership) = 73
• 2. 조직유효성 = 76
• 3. 신뢰 = 77
• 제4절 자료의 수집, 설문지 구성 및 분석방법 = 78
• 1. 자료의 수집 = 78
• 2. 설문지 구성 및 출처 = 79
• 3. 자료의 분석 방법 = 81
• 제4장 실증분석 및 가설의 검증 = 83
• 제1절 표본의 특성 분석 = 83
• 1. 표본의 일반직 특성 = 83
• 2. 측정도구의 신뢰성 및 타당성 검증 = 85
• 제2절 가설의 검증 = 97
• 1. 가설 1의 검증 = 97
• 2. 가설 2의 검증 = 102
• 3. 가설 3의 검증 = 105
• 4. 가설 4의 검증 = 111
• 5. 가설 5의 검증 = 113
• 제3절 가설검증 결과의 요약 = 115
• 제5장 결론 = 117
• 제1절 연구결과의 요약 = 117
• 제2절 연구의 시사점 및 향후과제 = 119
• 1. 연구의 시사점 = 119
• 2. 연구의 한계 및 향후과제 = 120
• 〈 참고문헌 〉 = 122
• 설문지 = 129
• Abstract = 135