韓國 國防組織 構成身分別 效果的 리더십 類型에 關한 硏究

Abstract

Modern military forces are pursuing reformations in national defense to actively adopt to the vulnerabilities of both domestic and foreign security matters as well as issues related to modern warfare. It is imperative to have quality leadership to vitalize the organization and its personnel in order to achieve a successful reformation. This research was done on the subject matter regarding the ever-changing tendency of the field of national defense and it has shown the positive results of the effectiveness of certain leadership styles on different classes within the organization. To prove the correlation between organizational effectiveness and leadership styles, this research used four independent variables of transformational leadership (considered as modern leadership), consideration, initiating structure, and transactional leadership (considered as traditional leadership). In addition, the research used dependent variables of job satisfaction and organizational commitment. To add to the reality component to the research, a survey was conducted with 1,200 active duty officers, noncommissioned officers, and government service workers; the results were analyzed using SPSS 17.0. Research results are as follows First, the relationships between the population statistical variables (gender, class, rank, regiment, age, education, and rank of the direct superior) and measurement variables (leadership styles, job satisfaction, and organizational commitment) have been analyzed. According to the analysis, male surveyors had a higher job satisfaction than female surveyors, government service workers had lower job satisfaction than military personnel (officers and noncommissioned officers), lower ranking personnel had lower job satisfaction in all three types of class, and Navy and Air Force personnel had a higher job satisfaction than Army personnel. Moreover, personnel who were older and were in the service for longer had a higher job satisfaction, and personnel that had lower educational backgrounds had higher job satisfaction. It was shown that having a lower ranked direct-superior also contributed to lower job satisfaction. The national defense department director needs to consider these demographic results when managing force personnel and apply an effective leadership style to different types of personnel to see performances increase. Moreover, with the increasing number and responsibilities of government service workers, there is a great need for systematic and policy decisions to be made to improve the system and to improve job satisfaction so that they can concentrate on work. Second, after the comparison of the influence of leadership styles on organizational effectiveness (for job satisfaction and organizational commitment for consideration of subordinates by superiors) had a higher influence than the initiating structure; in addition, the transformational leadership had a higher influence than transactional leadership. In order to increase the job satisfaction and organizational commitment of the personnel of the forces the personnel at the national defense department need to show a caring leadership that maintains a decent relationship between the employees regardless of rank, rather than leadership based on the initiating structure that relies on the orders and rank. In addition, there is a great demand for transformational leadership that focuses on the visions and renovations of subordinates in the organization, rather than relying on transactional leadership based on the performance of subordinates and its compensations. To achieve this, inspiration, motivation, charisma, and individualized consideration can be applied; if transactional leadership must be applied (under certain circumstances) a contingent reward system should be used to encourage them. Third, studying the difference on the similarities and differences of effective leadership on different classes (officers, noncommissioned officers, and government service workers), for military personnel (in regards to job satisfaction) consideration has been the most important, followed by initiating structure, and transformational leadership. In organizational commitment, consideration has been the most important followed by transformational leadership and transactional leadership. For government service workers (in regards to job satisfaction) consideration has been most important closely followed by the organizational lead, and only consideration has appeared to be important in regards to organizational commitment. Moreover, the characteristic for each rank has a proven moderating effect between organization effectiveness (job satisfaction and organizational commitment) and leadership styles. There is a need to match the consideration of subordinates and initiating structure as well as transformational and transactional leadership to improve military personnel job satisfaction and organizational commitment. For government service workers, there is a need to pay attention to ways to promote personal welfare and show consideration of their pride and morale. In addition, for government service workers, specific work goals needs to be created in order to promote work satisfaction and performance by initiating structured leadership to improve organizational effectiveness. Fourth, after a close look at the augmentation effect of transformational leadership and traditional leadership, transformational leadership increases the effect of traditional leadership on job satisfaction and organizational commitment. The result (depending on the class) showed that military personnel had a greater increase than the government service workers. Therefore, the national defense department director must apply transformational leadership on top of the traditional leadership (consideration, initiating structure, and transactional leadership) in order to maximize the effectiveness of the organization. Future studies should utilize the method of interview and observation as well as the survey method to obtain data with more certainty. The term of the study should be extended to do a proper longitudinal research and find different ways to decide proper adjusting variables that prove the effectiveness of military leadership. Finding different ways of selecting independent variables, dependent variables, and moderators are also crucial components to be considered in future studies.