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A Study on the Influence of CEO Leadership Type and Job Competence on Organizational Performance through Organizational Culture as a Mediator
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CEO 리더십 유형과 직무역량이 조직문화를 매개로 조직성과에 미치는 영향에 관한 연구

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Type
Academic journal
Author
Journal
Korea CEO Academy 전문경영인연구 전문경영인연구 제20권 제3호 KCI Accredited Journals
Published
2017.1
Pages
155 - 177 (23page)

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A Study on the Influence of CEO Leadership Type and Job Competence on Organizational Performance through Organizational Culture as a Mediator
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Research history (2)

2017

A Study on the Influence of CEO Leadership Type and Job Competence on Organizational Performance through Organizational Culture as a Mediator
김병오 경영 2017.01 Thesis
A Study on the Influence of CEO Leadership Type and Job Competence on Organizational Performance through Organizational Culture as a Mediator
김병오 전문경영인연구 2017.01 Academic journal
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Abstract· Keywords

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This study analyzed the overall cause-and-effect relationship in the influence of CEO leadership type and job competence, and organizational culture on organizational performance. The characteristics of CEO leadership type were identified in terms of transactional leadership and transformational leadership, and the characteristics of job competence were identified by dividing it into management and individual effectiveness. Next, the characteristics of organizational culture were examined by dividing into agreement culture and development culture, hierarchical culture, and rationality culture, and finally, organizational performance was measured comprehensively through job satisfaction and organizational commitment. First, transactional leadership had a significant influence on rationality culture but not on agreement culture, development culture, and hierarchical culture. Also, transformational leadership had a significant influence on agreement culture, development culture, and hierarchical culture, but not on rationality culture. Second, management had a significant influence on rationality culture, but it did not on agreement culture, development culture, and hierarchical culture. Individual effectiveness had a significant influence on development culture and hierarchical culture, but it did not on agreement culture and rationality culture. Third, agreement culture had an influence on job satisfaction and organizational commitment, and development culture had a significant influence on job satisfaction but it did on organizational commitment. Hierarchical culture had a significant influence on job satisfaction but not on organizational commitment. Finally, rationality culture had a significant influence on job satisfaction and organizational commitment. In conclusion, this research verified and suggested the influence of CEO leadership type, job competence, and organizational culture on organizational performance through an integrated analysis result.
#리더십 유형 #직무역량 #조직문화 #조직성과 #Leadership type #Job competence #Organizational culture #Organizational performance

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References (38)

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Anderson, S. E. / 1996 / Interpersonal, Job and Individual Factors Related to Helping Processes at Work / Journal of Applied Psychology 81 : 282 ~ 296 google schola Avolio, B. J. / 1996 / Advances in nterdisciplinary study of work teams: team leadership / JAI Press : 173 ~ 209 google schola Bass, B. M / 1985 / Leadership and Performance Beyond Expectations / The Free Press google schola Bass, B. M / 1990 / Bass and Stodgill's handbook of leadership : theory, research and managerial applications / The Free Press google schola Cohen, A / 1993 / Organizational Commitment and Turnover. AMeta-analysis / Academy of Management 36 : 1140 ~ 1157 google schola

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