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변혁적리더십이 조직성과에 미치는 영향 : 성취동기의 조절효과를 중심으로

A Study on the Effect of Transformational Leadership on the Organizational Performance

  • 김명훈 (Kim, Myoung Hoon, 경영대학원)

초록/요약

본 연구는 가전 소매유통 조직 내에서 점장의 변혁적 리더십과 거래적 리더십이 조직 성 과, 즉 조직몰입, 직무몰입, 자기 효능감, 개인 목표수행성, 집단 효능감, 집단 목표수행성에 미치는 영향을 살펴보고, 부하의 성취동기 중 도전의식에 따른 조절효과를 살펴보고자 하였다. 본 연구에서 설문지는 표본으로 설정된 S전자 유통업체에 종사하는 영업사원을 대상으로 하였으며, 설문조사 기간은 2012년 10월15일부터 2012년 11월11일까지 4주간 걸쳐 이루 어 졌고 우편을 통하여 설문지를 배포 수거하였다. 설문지는 총 310부가 배포 되었으며 그 중 269부가 회수되어 86.7% 회수율을 보였다. 회수된 설문지 중 불성실한 응답 5부(1.8%) 를 제외한 264부(85.2%)가 본 연구의 분석에 이용되었다. 통계분석을 통해 나타난 결과를 요약하면 다음과 같다. 첫째, 소매 가전유통업에서 변혁적 리더십은 조직성과에 긍정적인 영향을 미친다. 다양한 선행 연구에서 변혁적 리더십이 조직성과에 영향을 미치고 있다는 연구와 일치하는 것으로 변혁적 리더십을 발휘하는 지점장은 영업사원들에게 비전을 제시하고 성과에 대한 기대감을 명확히 전달하고 사원들을 배려해 줌으로써 조직몰입, 직무몰입, 자기 효능감, 개인 목표수 행성, 집단 효능감, 집단 목표수행성 등 조직성과에 긍정적인 영향을 미친다고 조사되었다. 둘째, 소매 가전유통업에서 변혁적 리더십이 거래적 리더십보다 조직성과에 긍정적인 영향을 미친다. 이것은 영업조직 특성상 보상을 통한 거래적 리더십이 조직성과에 더 큰 영향을 미칠 것이라는 일반적 생각을 뒤엎는 결론으로 영업사원 개개인이 가지는 욕구 차이를 인정하고 지도해 주며 권한과 책임을 위임하여 성장할 수 있도록 배려해 주는 변혁적 리더십을 있는 지점장이 조직성과에 정의 영향을 미친다는 것을 알 수 있다. 셋째, 변혁적 리더십이 조직성과에 미치는 영향에 있어 영업사원들의 도전의식 조절효과는 일부분 긍정적인 영향을 미친다. 본 연구에서 도전의식의 조절효과는 조직몰입과 직무몰입, 집단 효능감에서 부의 영향이 나타났는데 도전의식이 높은 사람은 어렵고 힘든 일, 자신의 능력을 과시할 수 있는 일에 흥미를 가지고 일 자체를 성취해 나가는 과정을 즐기고 만족스럽게 여기는 경향이 있기 때문에 지점장들의 리더십 영향이 적은 반면, 도전의식이 낮은 사람은 변혁적 리더십을 통한 지점장의 리더십 영향에 크게 작용한다고 볼 수 있다.

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목차

제 1 장 서 론 ························································· 1
제 1 절 문제 제기 및 연구의 목적 ·················································· 1
제 2 절 연구방법 및 논문의 구성 ··················································· 3
1. 연구방법 ················································································ 3
2. 논문의 구성 ············································································ 3

제 2 장 이론적 고찰 ··················································· 5
제 1 절 리더십에 대한 이론적 고찰 ················································ 5
1. 리더십의 정의 ······································································· 5
2. 변혁적 리더십의 정의 ······························································ 8
3. 변혁적 리더십의 구성요소 ······················································· 10
4. 거래적 리더십의 정의 ····························································· 13
5. 거래적 리더십의 구성요소 ······················································· 14
제 2 절 가전 유통업에서 점장의 역할 ············································· 15
1. 점장의 역할과 업무 ································································ 15
2. 리더십과 점장의 연관성 ·························································· 16
제 3 절 성취동기에 대한 이론적 고찰 ············································· 18
1. 성취동기의 정의 ···································································· 18
2. 성취동기의 구성요소 ······························································ 20
3. 변혁적 리더십, 거래적 리더십과 성취동기의 조절효과 ················ 22
4. 성취동기와 조직성과 ······························································ 22
제 4 절 조직성과에 대한 이론적 고찰 ············································· 23
1. 조직성과의 정의 ···································································· 23
2. 조직성과의 구성요소 ······························································ 24
3. 조직몰입 ·············································································· 26
4. 직무몰입 ·············································································· 28
5. 자기 효능감 ········································································· 28
6. 목표 수행성 ········································································· 28
7. 집단 효능감 ········································································· 29

제 3 장 실증연구의 설계 ··········································· 29
제 1 절 연구모형과 연구가설 ······················································· 29
1. 연구모형의 설계 ···································································· 29
2. 연구가설 ·············································································· 30
제 2 절 조사방법과 표본구성 ······················································· 33
1. 설문지의 구성 ······································································· 33
2. 설문자료의 분석방법 ······························································ 34
3. 조사개요 및 표본의 구성 ························································ 36

제 4 장 실증분석결과 ················································ 38
제 1 절 기술통계 및 측정신뢰도 ···················································· 38
1. 변수의 기술 통계량 ································································· 38
2. 변수의 구성 타당성 ································································· 39
3. 변수측정의 신뢰도 검토 ··························································· 42
4. 변수간의 상관관계 ·································································· 44
제 2 절 연구가설의 검증 ······························································· 46
1. 조직몰입에 미치는 영향 ··························································· 46
2. 직무몰입에 미치는 영향 ··························································· 48
3. 자기 효능감에 미치는 영향 ······················································· 49
4. 개인 목표수행성에 미치는 영향 ················································· 51
5. 집단 효능감에 미치는 영향 ······················································· 52
6. 집단 목표수행성에 미치는 영향 ················································· 54
제 5 장 결 론 ······················································· 55
제 1 절 연구의 결과 및 시사점 ···················································· 55
1. 연구의 결과 ·········································································· 55
제 2 절 연구의 한계 ··································································· 57
참고문헌 ···················································································· 58
1. 국내논문 ·············································································· 58
2. 국외논문 ·············································································· 60
설문지 ······················································································· 63
Abstract ···················································································· 68

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