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How Integration Type Matters: The Moderating Effect of Integration Type Between Leadership Styles and Employee Organizational Commitment?: The Case of South Korean Government Reorganization

윤태원|황석준
한국조직학회 (Korean Association for Organizational Studies)|2019.04|한국조직학회보 (Korean Review of Organizational Studies)|제16권 제1호|pp. 101-137|DOI 10.21484/kros.2019.16.1.101

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조직몰입Organizational commitment경쟁가치모형리더십 유형Competing values frameworkLeadership typeAdministrative reorganization행정조직개편

초록

The purpose of this paper is to identify effective leadership styles in government organization integration, under different integration types, based on fractionalization (Blau index) and polarization (RQ index) contexts. Findings from our analysis indicate that all leadership types generally play important roles in reinforcing employees’ organizational commitment to varying degrees, and also demonstrate the importance of considering integration type when thinking about effective leadership. Above all, the innovative and ideal type of leadership, which is often referred to as one of the essential elements of transformational leadership, would be an obstacle to successful organization integration if there are severe conflicts and tension between power blocs of similar size in a newly integrated organization.

Abstract

The purpose of this paper is to identify effective leadership styles in government organization integration, under different integration types, based on fractionalization (Blau index) and polarization (RQ index) contexts. Findings from our analysis indicate that all leadership types generally play important roles in reinforcing employees’ organizational commitment to varying degrees, and also demonstrate the importance of considering integration type when thinking about effective leadership. Above all, the innovative and ideal type of leadership, which is often referred to as one of the essential elements of transformational leadership, would be an obstacle to successful organization integration if there are severe conflicts and tension between power blocs of similar size in a newly integrated organization.

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