Journal of Digital Convergence (디지털융복합연구)

The Society of Digital Policy and Management (한국디지털정책학회)
권호 표지
DOI QR코드

DOI QR Code

The Effect of Leadership on Job Satisfaction and Organizational Commitment -Focused on genuine leadership-

리더십이 직무만족, 조직몰입에 미치는 영향 -진성리더십을 중심으로-

  • Park, Joon (Division of International Trade, Gyungsang National University)
  • 박준 (경상국립대학교 글로벌무역학과)
  • Received : 2021.12.07
  • Accepted : 2022.02.20
  • Published : 2022.02.28
Download PDF
⟨ Previous Next ⟩

Abstract

Until now, many leadership styles have focused only on behavioral characteristics or skills. However, genuine leadership focuses on the essence of leadership. This study intends to analyze the effects of genuine leadership, the main body leading the corporate organization, on the organization's influence in order to achieve the organizational mission. In order to examine the relationship between genuine leadership, job satisfaction, and organizational commitment after deriving a research model as a method of research, we conducted a regression analysis after frequency analysis, validity, and reliability analysis to examine the effect of genuine leadership on organizational commitment and job satisfaction. looked at the As a result of the analysis, it was found that leadership had a positive effect on organizational commitment and job satisfaction.

지금까지 수많은 리더십들이 행동적 특성이나 스킬에만 중심을 맞추고 있었다면, 진성리더십은 리더십의 품성과 관련되는 본질에 그 초점을 맞추고 있다. 본 연구는 조직사명의 달성을 위하여 기업조직을 이끄는 주체인 진성리더십이 조직의 영향력에 미치는 영향들에 대하여 분석하고자 한다. 연구의 방법으로는 연구모형의 도출 후 진성리더십과 직무만족, 조직몰입간의 영향관계를 살펴보기 위하여 빈도분석, 타당성, 신뢰성 분석이후 회귀분석을 통해 진성리더십이 조직몰입, 직무만족에 어떠한 영향을 미치는 지를 살펴보았다. 분석 결과 리더십이 조직 몰입, 직무만족에 긍정적 영향을 미치는 것으로 나타났다.

Keywords

References

  1. Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D.R.(2004), Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors, The Leadership Quarterly, 15(6), 801-823. https://doi.org/10.1016/j.leaqua.2004.09.003
  2. George, B.(2003), Authentic leadership: Rediscovering the Secrets to creating lasting values, San Francisco, CA, Jossey-Bass.
  3. Luthans, F. & B. J. Avolio(2003), Authentic leadership development," In Cameron, K. S., Dutton, J. E. & Quinn, R. E.(Eds) Positive Organizational Scholarship, Foundations of a New Discipline, 241-259, San Francisco: Berrett-Koehler.
  4. Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V.(1974), Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric Technicians, Journal of Applied Psychology, 59, 603-609 https://doi.org/10.1037/h0037335
  5. Mowday, R. T., Porter, L. W., & Steers, R. M. (1982), employee-Organization Linkages, NY: Academic Press.
  6. Allen, T. J., & Katz, R.(1992), Age, Education and the Technical Ladder, IEEE Transactions on Engineering Management, 39, 3, 237-245. https://doi.org/10.1109/17.156557
  7. Walumbwa, FO., Avolio, BJ., Gardner, WL., Wernsing, TS. & Peterson, SJ. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management. 34(1), 89-126. https://doi.org/10.1177/0149206307308913
  8. H. S. Choi, J. S. Lee(2010), A study on the validity of the authentic leadership scale in the field of Korean companies, Lifelong Education.HRD study, 6(3), 89-114. https://doi.org/10.35637/klehrd.2010.6.3.005
  9. Quinn, R. E., & McGrath, M. R.(1985), The transfomation of organizational culture: A competing values perspective, CA: Sage Publications.
  10. Locke, E. A.(1969). What is job satisfaction? Organizational Behavior and Human Performance, 4, 309-336. https://doi.org/10.1016/0030-5073(69)90013-0
  11. Hackman, J. R., & Oldham, G. R.(1976), Motivation through the design of work: Test of a theory, Organizational Behavior and Human Performance, 16, 250-279. https://doi.org/10.1016/0030-5073(76)90016-7
  12. McCormick E. J. & Tiffin J.(1976). Industrial Psychology 6th ed, Englewood Cliffs, New Jersey, Prentice-Hall, 298-299.
  13. Smith, H. C. (1965), Psychology of Industrial Behavior, Mcgraw-Hill Book Co Inc.
  14. Meyer, J. P., & Allen, N.(1991), A three-component conceptualization of organizational commitment, Human Resource Management Review, 1(1), 61-89. https://doi.org/10.1016/1053-4822(91)90011-Z
  15. Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L.(2002), Affective, continuance, and normative commitment to the agency: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52. https://doi.org/10.1006/jvbe.2001.1842