기업의 리더십유형에 따른 직무만족과 조직성과에 미치는 관계 연구

A Study on the Job Satisfaction Organizational Performance And the Style of Leadership

The most crucial component of every organization being human in order for the organizational objective to be attained each organizational will be dependent upon the individual’s ability. Therefore with uncertainty and complexity in radically changing modern society to meet the individual desire for change at higher level a new flexible and proactive leadership style is needed. Another crucial business for the organization would be individual attitude toward his own organization. This empirical study has made an analysis on the relationship between job satisfaction and organizational commitment of transformation and transactional leadership among the subjects at small and medium-sized rms located in Kwang-Ju and South Jeolla province. The purpose of this study is to lay out an approach on the role of a leadership for the organizational objective, the impact of leadership on the relationship between leadership styles and organizational performance. Firstly, the analysis on the relationship between leadership styles and job satisfaction has shown that, for the individuals to feel job satisfaction in his workplace, the leader should have a strong conviction with his self-assuredness, faith, and moral fairness, granting each member condence, stimulating them to achieve higher-level desire so as to have strong motivation for their loy goals. In the meanwhile, if the leaders and team players are rewarded, the higher the level of their job satisfaction and performance will become. Secondly, this also had investigated the studies on leadership styles and organizational commitment and found that the modern organization members showed lower gures in organizational commitment, moral uprightness, and aective & emotional attachment. Also it was proposed that the transactional leadership styles nd it hard to have the members committed to the organization. The arts of compromise, obedience and negotiation will be key elements for this leader. Therefore the leaders’ creative and reformative ability will have each member to have autonomy and sense of independence, leading them to develop themselves open-minded. Thirdly, a good leader should know how to work on individual characteristics, for each individual may have different impact on the performance. It was discussed that he now only has to know how to handle their vision development encouraging them to better produce rationalized and creative perspective, but to decide if they need reward intervention in-between. In summary, it is proposed that the leaders should acknowledge the importance of leadership in managing job satisfaction and organizational commitment. In other words, a leader combines the knowledge of developing vision, encouraging the team players, treating them fairly and at times dierently according to their performance. And in this study, which leadership model has stronger impact on job satisfaction and commitment in small and medium-sized rms had been discussed as well.