중소제조기업 CEO의 거래적 리더십과 변혁적 리더십의 효과성에 관한 연구

정동욱 ( Dong Wook Chung ),홍정근 ( Jung Keun Hong ) 아시아.유럽미래학회 2007 유라시아연구 Vol.4 No.1

This paper shows comparative analysis on the effectiveness of entrepreneurs` transactional leadership and transformational leadership. It also investigates how the factors of each leadership influence the leadership effectiveness. Forty-four-questions were employed from Bass`` MLQ-5X on the basis of theoretical research. The survey was conducted by 270 workers from 100 Seoul and Gyeonggi-based small and medium business companies, and amony them 250 a informants were used for this study. The findings of the study show as follows : First, transformational leadership is more effective than transactional leadership when it comes to leadership effectiveness, i.e. additional working efforts of followers, satisfaction for the leader, and leader effects. As a result of analyzing factors for each leadership, both management in the area of transactional leadership and individual concerns in the part of transformational leadership are more effective than the other factors. Secondly, the factors of transactional leadership and transformational leadership and the factors of leadership effectiveness were highly correlated. Third, when the element of transformational leadership was added to the transactional leadership instantly, there was incremental change to the R2 result. In conclusion, although transformational leadership is more effective than transaction leadership, leadership effectiveness will be more distinct when both transactional and transformational leaderships are applied complimentarily than when only transformational leadership is accepted.

헤어샵내에서의 변혁적,거래적리더십이 조직시민행동과 조직몰입에 미치는 영향에 관한 연구 -서울지역의 프랜차이즈 헤어샵을 중심으로-

이소정 ( So Jung Lee ),윤천성 ( Chun Sung Youn ) 한국미용학회 2008 한국미용학회지 Vol.14 No.3

As the market changes rapidly and is global, the role of a leader is getting important. An organization could not survive without a leader who has an eye for the international market and unlimited competitiveness. It is very important, for the maintenance and growth of a company, that a leader should make his followers cooperate with each other. Accordingly, a leader should have influence on his followers and his organization and finally make good results for his organization. Transformational leadership has been highlighted due to importance of managerial crisis management since 1990. The theory emphasize transformational leadership which affects followers in ways that quantitatively greater and qualitatively different than the effects in traditional leadership theories (allege transactional theories). Transformational leaders are claimed to induce a major change or transformation in the follower, group, or organization. The strong influence is considered to be mainly based on the leader`s vision for the future and strong emotional responses of follower. This study is to demonstrate transformational leadership and transactional leadership`s influence on organizational citizenship behavior and organizational commitment in the hair shop. This study is to find how they have influence on organizational citizenship behavior and organizational commitment, is to demonstrate how the basis of the length of service has influence on organizational citizenship behavior and organizational commitment. The demonstrative study has brought the following results. First, it shows that transformational leadership and transactional leadership has positive on organizational citizenship behavior and organizational commitment. Second, the basis of the length of service was found to have a moderate effect between transactional leadership and organizational citizenship behavior. the basis of the length of service wasn`t found to have a moderate effect between transformational leadership and organizational citizenship behavior. the basis of the length of service was found to have a moderate effect between transactional leadership and organizational commitment. the basis of the length of service was found to have a moderate effect between transformational leadership and organizational commitment.

리더십유형이 병원 조직구성원의 직무만족, 조직몰입 및 이직의도에 미치는 영향

정용갑 ( Jeong Yong Gab ),하호욱 ( Ha Ho Ug ),손태용 ( Son Tae Yong ) 한국병원경영학회 2003 병원경영학회지 Vol.8 No.2

It is important how the leader leads the organizational members with leadershp appropriate to environment changes as the leader has great influence on the management of hospital organization. These data were collected from the questionnaire surveyed, from February 14 through February 28, 2003, to 218 people among those in the field of doctorship, management administration, nursing, technology, medical engineering, management engineering, and general affairs, working for three hospitals under S medical foundation in Pusan. The principal findings of this research are as below : 1. Type of leadershp and job satisfaction had positive correlation in terms of both transformational and transactional leadershp, with former having more relation than the latter. 2. Type of leadership and organizational commitment had positive correlation in terms of intellectual stimulus and situational rewards, having little relation statistically. 3. Type of leadership and turnover intentions had negative correlation only in individual consideration, situational rewards, and exceptional management, showing that transactional leadership had more relation than transformational leadership. 4. In terms of leadership and its effect on the organizational performance and turnover intentions, transformational leadership had more correlation than transactional leadership. But transactional leadership also turned out to have effect on organizational performance. When transformational leadership used, turnover intentions were lower than when transactional leadership used. However, both transformational and transactional Ieadership had negative correlation to turnover intentions. 5. Effect that type of leadership according to job classification, status, age, and academic carer has on organizational performance and turnover intentions was differed by those factors; especially, in the occupation of doctor, both transformational and transactional leadership had positive correlation to turnover intentions. 6. Regression analysis on the factors of organizational performance and turnover intentions showed that higher age had positive correlation to the organizational performance in terms of socio-demographical features and that the more ieadershp was used for charismatic and situational rewards and the less leadership was used for intellectual stimuli, the higher organizational performance was likely. a decisive factor of organizational members attitude and motivation.a decisive factor of organizational members attitude and motivation.In short, hospital operators and managers should examine each manager s qualification, type, and style of leadership in the hospital organization, and they must develop lasting programs for effective education and training for developing characteristics of leadership are in needed to have managers with appropriate managerial mind to respective post and status. It should be kept in mind that manager s leadership especially has great effect on members goal-setting, goal-achievement, organizational performance, and turnover intentions as it is a decisive factor of organizational members attitude and motivation.

한,중 운동선수들이 지각한 변혁적,거래적 리더십이 성취동기, 운동몰입, 지도효율성에 미치는 영향

이계윤 ( Kye Yun Lee ),백종수 ( Jong Su Baek ) 한국스포츠심리학회 2008 한국스포츠심리학회지 Vol.19 No.1

본 연구는 운동선수들이 한국과 중국 운동선수들이 좋아하는 리더십유형과 성취동기, 운동몰입 그리고 코치의 지도효율성의 차이 및 관계를 파악하고자 하였다. 이러한 연구는 양국 간의 문화적 특성을 이해하고 한국스포츠 지도자들에게 중국선수들을 이해할 수 있는 기초자료를 제공하는데 목적이 있다. 연구의 대상자는 한국·중-고등학교 단체경기의 구기종목(축구, 농구, 배구) 남-여 운동선수 각 500명씩 총 1000명을 조사하였다. 기초배경조사로써 국적, 성별, 연령, 운동경력, 참여운동종목, 주당연습시간 등을 조사하였다. 조사도구로는 Bass(1985)의 Wright(1996)의 변혁적 리더십설문지, Bass(1985)가 개발한 거래적 리더십질문지, Willis(1982)가 개발한 성취동기 질문지, Meyer와 Allen(1984)이 개발한 운동몰입 질문지. Duda와 Nicholls(1989)가 개발한 지도효율성 질문지들로서, 이들의 척도는 5점 리커트식 척도로 구성되어 있다. 주요연구문제는 첫째, 국가별-성별에 따른 학교 운동선수들이 지각한 리더십유형의 차이와, 둘째, 변혁적-거래적 리더십이 성취동기, 몰입, 지도효율성에 미치는 영향을 분석하였고, 셋째, 변혁적 리더십, 거래적 리더십, 성취동기, 운동몰입, 지도효율성 간의 인과관계를 분석하였다. 분석된 결과는 한국선수들과 중국선수들이 지각하는 변혁적-거래적 리더십은 문화적 특성에 의해 다르게 나타났고, 또한 변혁적-거래적 리더십은 성취동기, 운동몰입, 지도효율성에도 대체적으로 유의한 차이가 나타났다. 마지막으로 각 변혁적 리더십과 거래적 리더십 그리고 관련된 매개 변인종속변인들 간에 인과 관계가 있었다. The purpose of this study was to examine the relationship between Chinese and Korean athletes in their leadership pattern, achievement motivation, motor flow, and instructing, effectiveness. This research will provide the understanding of cultural differences and leadership style. Participants were 1000 athletes, males (n=500) and females (n=500), who participated soccer, basketball, and volleyball in Korea and China. Five instruments were used in the study the Transformational Leadership Scale (Bass, 1985, Wright, 1996), the Transactional Leadership Scale (Bass, 1985), Achievement Motivation (Willis, 1982), Motor Flow (Meyer & Allen, 1984), Instructing, Effectiveness (Duda & Nicholls, 1989), and the Demographics. First, we used the ANOVA to examine the differences perceived leadership style among Korean and Chinese athletes. Second, we used regression to examine the influence of achievement motivation, flow, and instructing, effectiveness to transformational and transactional leadership. Third, we used the correlation to examine relationship with transformational, leadership, transactional leadership, accomplishing motive, commitment behavior and instructing effectiveness. This study is expected follow. First, we found the preferenced, leadership style, achievement motivation, motor flow, instructing effectiveness among Korean and Chinese athletes. Second, we provide data for Korean sports leaders to understand Chinese athletes. Third, we analyzed transformational and transactional leadership, achievement motivation, motor-flow and instructing effectiveness. In Conclusion, transformational and transactional leadership which was perceived by Korean and Chinese athletes were different according to their cultural traits, also transformational and transactional leadership generally influenced on achievement motivation, motor flow, instructing effectiveness. Finally, there was connections between transformational and transactional leadership and related mediaction variables, and dependent variables.

팀웍, 조직냉소주의 및 조직시민행동에 대한 변혁적 리더십과 거래적 리더십의 효과

김진희(Jin-Hee Kim) 한국인사조직학회 2008 인사조직연구 Vol.16 No.4

본 연구는 팀장의 변혁적 리더십과 거래적 리더십이 집단차원의 맥락적 요인인 팀웍, 조직냉소주의에 미치는 효과와 조직시민행동에 대한 영향을 분석하였다. 지금까지 조직시민행동에 대한 대부분의 연구는 개인을 분석단위로 하여 이루어져 왔지만, 최근에는 집단차원에서의 조직시민행동과 관련한 연구의 관심도 높아지고 있다. 연구 모형은 변혁적 리더십과 거래적 리더십이 팀웍을 높이고, 조직냉소주의를 감소시키는 것으로 가정하였다. 그리고 변혁적 리더십과 거래적 리더십의 효과 중에서 변혁적 리더십이 거래적 리더십보다 팀웍을 높이고 조직냉소주의를 줄이는 부가적 효과가 더 클 것으로 가정하였다. 마지막으로 팀웍은 조직시민행동에 긍정적이며, 조직냉소주의는 조직시민행동에 부정적인 영향을 미칠 것으로 설정하였다. 분석을 위한 자료는 노동부의 전국 71개 고용지원센터에 근무하는 2,500명에 대한 설문조사를 통하여 수집하였으며, 최종 응답자 1,488명 중 팀장이상 관리자 136명을 제외한 1,352명의 자료를 팀 수준으로 집합하여 총 169개 팀을 최종 분석에 활용하였다. 그리고 분석과정에는 변수 간 관계에 영향을 미치는 잠재 방법요인을 가정하여 동일방법편의에 의한 변수 간 공분산의 문제를 해결하고자 하였다. 분석결과에 따르면 변혁적 리더십은 팀웍을 높이며 조직냉소주의를 줄이는 효과가 있는 것으로 나타났다. 반면 거래적 리더십은 팀웍에는 유의한 영향을 미치지 않으며, 조직냉소주의를 높이는 부정적 효과가 있었다. 또한 변혁적 리더십이 거래적 리더십보다 팀웍을 높이고 조직냉소주의를 줄이는 효과가 더 큰 것으로 나타났다. 마지막으로 팀웍은 조직시민행동에 긍정적 영향을 미치며, 조직냉소 주의는 조직시민행동에 부정적인 영향을 미치는 것으로 나타났다. The increased significance of teamwork in organizations today has garnered attention, and led to the emergence of theoretical analyses of team-based issues regarding the relationship between transformational/transactional leadership and OCB(organizational citizenship behavior). This paper examines the relationship between transformational/transactional leadership, organizational cynicism, teamwork and the OCB displayed by team members in job centers of the Ministry of Labor in Korea. This study focused on work teams in 71 job centers of the Ministry of Labor in Korea. These teams operated in a bureaucratic context, and dispensed special functions. Job centers must provide information pertaining to employment services to various customers.3) Specifically, job centers provide employment services, as well as help workers enhance their occupational skills, a job training network which prepares workers who are changing jobs or re-entering the job market. job center also supports stable supplies for loss of income subsidies, motherhood protection, and support programs for casual laborers through the employment insurance network. In the wake of the a recent trend of wide-ranging customer needs, accordingly, it is an important task for the improvement in the quality of employment services. However, Public goals(e.g.,stability, formalities, hierarchy, and rule) of job centers should be performed as a public agency as well. Thus, team managers of job centers have a double-bind obligation for various customer needs and administrative affairs. In addition, this situation of job centers requires both a bureaucratic and an innovative culture to provide flexible services. On the bases of the context of job centers, it is assumed that team managers who have both transformational and transactional leadership style have a positive effect on teamwork, organizational cynicism, and OCB. The research model is also developed on the bases of a social exchange model, under the assumption that transformational leadership both has a more positive effect on teamwork, and a more diminishing effect on organizational cynicism compared to those of transactional leadership. Additionally, the research hypothesized that while teamwork promotes OCB, organizational cynicism negatively affects it. Teamwork, specifically refers to the degree of task-driven interaction among team members. Organizational cynicism can be defined as both a general and specific attitude, characterized by frustration, hopelessness, and disillusionment, and contempt toward and distrust of a group or an institution. OCB consists of OCB-I(altruism) and OCB-O(generalized compliance)(Williams & Anderson, 1991). On the basis of a literature review, hypotheses can be stated as follows. Hypothesis 1 : Transformational leadership is positively related to team-work. Hypothesis 2 : Transformational leadership is negatively related to organizational cynicism. Hypothesis 3 : Transactional leadership is positively related to teamwork. Hypothesis 4 : Transactional leadership is negatively related to organizational cynicism. Hypothesis 5 : Transformational leadership has a greater effect on teamwork than does transactional leadership. Hypothesis 6 : Transformational leadership has a more diminishing effect on organizational cynicism than does transactional leadership. Hypothesis 7 : Teamwork is positively related to organizational citizenship behavior. Hypothesis 8 : Organizational cynicism is negatively related to organizational citizenship behavior. Data were collected through questionnaire instruments from 1,352 employees of 71 job centers in the Ministry of Labor, who were divided into 169 teams. To test the hypotheses, structural equation modeling was employed. The size of the center, the longevity of team members, and the age of the members were controlled in the model. The research model was constructed through a single-method-factor approach in order to control for th

경영자의 변혁적 및 거래적 리더십과 조직유효성 관계에 대한 조직문화의 조절효과에 관한 연구

이명열 ( Myeong-yurl Lee ),이승배 ( Seung-bae Lee ),서철승 ( Cheol-seung Seo ) 한국경영공학회 2018 한국경영공학회지 Vol.23 No.1

The modern business environment has rapidly changing with uncertainty. In this environment change, Organizational culture has a great impact on the competitiveness and business performance of companies. The organizational culture that affect organizational effectiveness can be influenced by the CEO. The leadership of CEO’s is emphasized in forming such an organizational culture. The purpose of this study is how the transformational and transactional leaderships affect the organizational effectiveness relationship and how the organizational culture regulates their relationships. To accomplish the purpose of this study, I have collected materials through a survey conducted to 489 employees working in various small and medium sized enterprises. The results of this study are as follows. First, the results of analyzing the effect of CEO’s transformational and transactional leadership on organizational effectiveness, transformational and transactional leaderships have a statistically significant positive effect on job satisfaction and organizational commitment. Second, After analyzing the organization culture's regulation effect in relationships between CEO's transformational and transactional leaderships and organization effectiveness, the results appear that the rational culture controls relations between transformational and transactional leaderships and organizational commitment, the development culture controls relations between transactional leadership and organizational commitment and the hierarchical culture controls relations between transformational leadership and organizational commitment. Also, the effect of transformational and transactional leaderships on the organizational effectiveness has a difference depending on organizational culture. It means that CEO‘s can improve organizational effectiveness by working with a variety of organizational cultures in demonstrating transformational and transactional leadership.

한·중 운동선수들이 지각한 변혁적·거래적 리더십이 성취동기, 운동몰입, 지도효율성에 미치는 영향

한국스포츠심리학회 한국스포츠심리학회 2008 한국스포츠심리학회지 Vol.19 No.1

본 연구는 운동선수들이 한국과 중국 운동선수들이 좋아하는 리더십유형과 성취동기, 운동몰입 그리고 코치의 지도효율성의 차이 및 관계를 파악하고자 하였다. 이러한 연구는 양국 간의 문화적 특성을 이해하고 한국스포츠 지도자들에게 중국선수들을 이해할 수 있는 기초자료를 제공하는데 목적이 있다. 연구의 대상자는 한국․중국 중․고등학교 단체경기의 구기종목(축구, 농구, 배구) 남․여 운동선수 각 500명씩 총 1000명을 조사하였다. 기초배경조사로써 국적, 성별, 연령, 운동경력, 참여운동종목, 주당연습시간 등을 조사하였다. 조사도구로는 Bass(1985)와 Wright(1996)의 변혁적 리더십설문지, Bass(1985)가 개발한 거래적 리더십질문지, Willis(1982)가 개발한 성취동기 질문지, Meyer와 Allen(1984)이 개발한 운동몰입 질문지, Duda와 Nicholls(1989)가 개발한 지도효율성 질문지들로서, 이들의 척도는 5점 리커트식 척도로 구성되어 있다. 주요연구문제는 첫째, 국가별․성별에 따른 학교 운동선수들이 지각한 리더십유형의 차이와, 둘째, 변혁적․거래적 리더십이 성취동기, 몰입, 지도효율성에 미치는 영향을 분석하였고, 셋째, 변혁적 리더십, 거래적 리더십, 성취동기, 운동몰입, 지도효율성 간의 인과관계를 분석하였다. 분석된 결과는 한국선수들과 중국선수들이 지각하는 변혁적․거래적 리더십은 문화적 특성에 의해 다르게 나타났고, 또한 변혁적․거래적 리더십은 성취동기, 운동몰입, 지도효율성에도 대체적으로 유의한 차이가 나타났다. 마지막으로 각 변혁적 리더십과 거래적 리더십 그리고 관련된 매개변인․종속변인들 간에 인과 관계가 있었다. The purpose of this study was to examine the relationship between Chinese and Korean athletes in their leadership pattern, achievement motivation, motor flow, and instructing effectiveness. This research will provide the understanding of cultural differences and leadership style. Participants were 1000 athletes, males (n = 500) and females (n = 500), who participated soccer, basketball, and volleyball in Korea and China. Five instruments were used in the study: the Transformational Leadership Scale (Bass, 1985; Wright, 1996), the Transactional Leadership Scale (Bass, 1985), Achievement Motivation (Willis, 1982), Motor Flow (Meyer & Allen, 1984), Instructing Effectiveness (Duda & Nicholls, 1989), and the Demographics. First, we used the ANOVA to examine the differences perceived leadership style among Korean and Chinese athletes. Second, we used regression to examine the influence of achievement motivation, flow, and instructing effectiveness to transformational and transactional leadership. Third, we used the correlation to examine relationship with transformational leadership, transactional leadership, accomplishing motive, commitment behavior and instructing effectiveness. This study is expected follow. First, we found the preferenced leadership style, achievement motivation, motor flow, instructing effectiveness among Korean and Chinese athletes. Second, we provide data for Korean sports leaders to understand Chinese athletes. Third, we analyzed transformational and transactional leadership, achievement motivation, motor-flow and instructing effectiveness. In Conclusion, transformational and transactional leadership which was perceived by korean and chinese athletes were different according to their cultural traits, also transformational and transactional leadership generally influenced on achievement motivation, motor flow, instructing effectiveness. Finally, there was connections between transformational and transactional leadership and related mediaction variables, and dependent variables.

부서장 리더십 유형이 조직몰입에 미치는 영향:거래적 리더십과 변혁적 리더십을 중심으로

최재웅,한만용,성중안 (사)디지털산업정보학회 2014 디지털산업정보학회논문지 Vol.10 No.4

This study aims to suggest proper types of leadership that can enhance organizational commitment by examining differences in recognition of department head leadership style. This research is to find out what kind of leadership type is the most efficient to make member committed to their organization among transactional leadership and transformational leadership. To following consequences are gained through this analysis. First, as to the types of department head leadership, the average of transformational leadership was higher than that of transactional leadership. Second, the result of this research indicates the positive impact of transformational leadership affect organizational commitment without continuance commitment at IT departments. But, at non-IT departments, all organizational commitment is affected by transformational leadership. Third, transactional leadership affects affective commitment at IT departments. But, transactional leadership may not affect affective commitment at non-IT departments. Finally, transactional leadership may not affects normative commitment at IT departments, but at non-IT departments.

論文(논문) : 항공사 종사원의 리더십이 리더십 유효성에 미치는 영향

박혜윤 ( Hye Yoon Park ),김민수 ( Min Su Kim ) 한국항공운항학회 2011 한국항공운항학회지 Vol.19 No.1

The purpose of this study is to describe upon the most effective leadership stlyes for Airlines based on the transformational and transactional leadership that Bernard M.Bass proposed. The outcome of leadership treated here will be employee`s extra efforts, employee`s satisfaction with the leader, the effectiveness of the leader, involvement by employees in the organization, and management outcomes perceived by employees. The result of correlation showed that transformational leadership factors had positive impacts on the outcomes of leadership, but the transactional leadership had a negative impact on outcomes of leadership. According to results of multiple regression analyses, transformational leadership had a grater positive impact on outcomes of leadership than did transactional leadership. Transformational leadership is expected to promote and enhance the effectiveness of the hotel leaders, as well as the airline employee`s extra effort, their satisfaction with the leader, involvement in the organization, and their perception of management outcomes. It is imperative that the airline industry continues to develop transformational leader.

일 종합병원 종사자에서 변혁적 리더십과 거래적 리더십이 조직몰입과 이직의도에 미치는 영향

김지인 ( Ji In Kim ),정효상 ( Hyo Sang Jeong ) 한국보건행정학회 2009 보건행정학회지 Vol.19 No.2

The purposes of this study were (1) to describe the effects of transformational leadership and transactional leadership on the hospital member`s organizational commitment and turnover intention, (2) to provide with fundamental data in enhancing organizational effectiveness. For this purpose, the types of leadership, organizational commitment and turnover intention were evaluated among hospital members. A survey was conducted with 827 respondents working in a general hospital in Sungnam-shi. For the data analysis SPSS 10.0 was utilized. To verify the reliability and validity of variables, Chronbach`s α and confirmatory factor analysis were processed. After descriptive analysis, regression analysis was conducted. In these progresses all the statistical significant levels were set at α= 0.05. Results of the study can be summarized as follows. First, the types of leadership had differences in the level of organizational commitment and turnover intention of the hospital members and then transformational leadership had a more influence than did transactional leadership. Second, there were significant correlations for organizational commitment and turnover intention with overall characteristics of leadership(p<.05). Third, the factor influencing hospital member`s organizational commitment and turnover intention were transformational leadership(p<.001). Total explanatory powers(R2) were 20.2% (organizational commitment) and 12.1%(turnover intention). Multiple regression analysis demonstrated that organizational commitment significantly high when transformational leadership was higher and it also showed turnover intention was significantly lower. In conclusion, the results of this study show that the leadership influence hospital member`s organizational commitment and turnover intention and they are different the types of leadership. This results suggest that in order to be as successful leaders in hospital, the leaders should know their employee`s behaviors and change their leadership styles.