거래적 리더십과 변혁적 리더십 유형에 대한 종업원의 지각이 조직몰입에 미치는 영향에 관한 연구

Abstract

The Relationship between Employee's Perceived Leadership Styles and Organizational Commitment: Focused on Transformational and Transactional Leadership The digital knowledge economic order in the 21century requires new management paradigm brings in the necessity of a swift in the recognition of human resource management in the corporate management. this study went on to provide suggestions to improve organizational efficiency by examining the leader's behavior which encourages the employee's to enhance organizational commitment. To this end, this study selected leadership styles as the independent variables and organizational commitment as the dependent ones. Additionally, in order to check on the effects of organization's features and employee's individual personalities on the relationship between employee's perceived transactional and transformational leadership styles to the organizational commitment, organization's feature and employee's individual personalities were designed as the moderate variables. For this study, 463 sets of survey data from the workers in 23 affiliated companies of four domestic corporations were collected and used for empirical analysis, of which, the results are as follows. employee-perceived leadership styles would have a positive influence on organizational commitment. In general, transactional leadership had more influence on organizational commitment than transformational leadership in this empirical analysis, though the latter also had a meaningful influence on organizational commitment in general. Transformational leader should be able to carry out the super leadership which introduces a self-controlling management culture by enabling the leader to be a self leader, and also encouraging the followers to become a self leader.