리더십성향이 임금의 공정성과 조직몰입도에 미치는 영향 (리더쉽)

목차

Ⅰ. 서 론

Ⅱ. 이론적 고찰
2.1 리더십성향
2.2 조직몰입도
2.3 선행연구고찰

Ⅲ. 연구모형 및 가설의 설정
3.1 선행연구모형의 검토
3.2 실증연구모형의 설계
3.3 가설의 설정

Ⅳ. 실증분석에 의한 검증
4.1 표본의 추출 및 특성
4.2 측정도구의 신뢰도와 타당도
4.3 연구가설의 검증

Ⅴ. 결 론

본문내용

리더십을 선호하였지만 오늘날의 기업환경에서는 계약이 바탕인 거래적 리더십과 권한이 리더와 동일하게 주어지는 슈퍼리더십이 적합하다는 것을 의미하는 것이다. 따라서 변화하는 기업환경에서 조직구성원들의 공헌을 적극적이고 지속적으로 확보하기 위해서는 관리자들의 리더십성향이 분명한 계약관계에 근거한 거래적 리더십과 권한과 책임을 단위로 하는 슈퍼형리더십을 개발해야 할 것이다. 즉, 본 연구에 이은 후속연구들은 이러한 거래적 리더십과 슈퍼리더십의 구체적 프로그램의 개발이 되어야 할 것이다.
참고문헌
1. Bass, B. M. "Leadership : Good, Better", Organizational Dynamics, Winter 1985, p.27.
2. Bass, B. M. Leadership and Performance Beyond Expeditions, New York : Free Press, p.22.
3. Katz D. & R. L. Kahn, The Social Psychology of Organizations, 2nd ed., New York : Wiley, 1978, p.528.
­ 320 ­
4. Hatter J. J. & B. M. Bass, "Superiors Evaluations and Subordinates Perceptions of Transformational and Transactional Leadership". Journal of Applied Psychology, Vol. 73, No 4, 1988, pp.695-702.
5. Stogdill, R. M. Handbook of Leadership : A Survey of The Literature, New York : Free Press, 1974, p.411.
6. Luthans, F. Organizational Behavior, 3rd (New York : McGraw-Hill Boo company)
7. March, J. G. and H. A. Simon : Organizations (John Wiley & Son, Ins. New York, 1958).
8. Schmit, S. M. / T. A. Kochan, "Conflict : Toward conceptual clarity", Administrative Science Quarterly, 1972.
9. Steers, R. M. Organizational Effectiveness : A Behavior, Prentice-Hall, Inc., 1984.

An Empirical Study on the Effects of Leadership on Justice in Wage and Organizational Commitment
Park, Se-Hong*
This research focuses on relation between characteristics of leadership which reflect on members concentration and justice in wage and justice of personnel evaluation in korea.
To test these relations a questionnaire is distributed to 500 employees in korea and analyzed hypotheses.
As a result of this research,
­ 321 ­
Hypotheses 1 : Justice of personnel evaluation have a positive influence on Justice in wage - accepted.
Hypotheses 2 : Justice in wage have a positive influence on organizational commitment - accepted.
Hypotheses 3 : Style of leadership have a positive influence on Justice in wage - accepted.
Hypotheses 4 : Style of leadership and justice of personnel evaluation have a mutual relation to influence on justice in wage - accepted.
Hypotheses 5 : Style of leadership and justice in wage have a mutual relation to influence on the organizational commitment - accepted or rejected.
So that the effect on interaction in the process that personnel evaluation justice affected justice in wage differed to each other, according to styles of leaderships all of them. Super leadership has a remarkable interaction and in the process that justice in wage has a members concentration was also affected according to style of leadership all those variable styles. Super leadership and transactional leadership seemed to be the best leaderships in justice of wage and organizational commitment.
Key Words : leadership, super leadership, transactional leadership, organizational commitment, justice in wage, justice of personnel evaluation
----------------------------
* Professor, Daejeon Health Sciences College
­ 322 ­

키워드

리더십성향,   임금,   조직몰입도,   선행연구모형의 검토,   실증연구모형의 설계,   실증분석에 의한 검증