경찰조직문화와 리더십유형이 조직효과성에 미치는 영향에 관한 연구 = (A) study on influence of police organization culture and leadership type upon organizational effectiveness

다국어 초록 (Multilingual Abstract)

The Purpose of this study is to examine which influence the organization culture and the leadership type in the police have upon organizational effectiveness. The following are the specifically research methods.
First, it verified which difference the organization culture in the police has by sub-department, and which influence the organization culture has upon organizational effectiveness.
Second, it verified how the leadership type is shown by sub-department in the police organization and which influence the leadership type has upon organizational effectiveness.
Third, it examined which combination form between organization culture and leadership has the highest organizational effectiveness from the position that organization culture and leadership type have mutual influence.
For this, the organization culture were set to group culture, developmental culture, hierarchical culture, and rational culture, which are 4 types in Quinn & McGrath. Leadership type was classified into 4 kinds from the position that Bass's transformational leadership plays a role for a leader to change organization culture. Those include transformational leadership, transactional leadership, initiating structure leadership, and consideration leadership.
Organizational effectiveness was selected two kinds such as organizational commitment and job satisfaction.
And, the sub-department for the police organization is divided into 3 kinds such as indoor-service department, outdoor-service division system, and outdoor-service detective division.
To verify this, the questionnaire research was carried out by 30 people every sub-department targeting 14 police stations under the influence of Busan Metropolitan Police Agency. The analytical results in the questionnaire research reached the following conclusions.
First, the organization culture in the police was indicated to be strong in the rational culture and hierarchical culture. This was consistent with the character of the police as saying of the emphasis in achievement of a goal and of the observance in rule and procedure. Also, the culture, which has the greatest influence upon organizational effectiveness, was indicated to be group culture and developmental culture. There was no significant difference in other cultures.
Second, the leadership type is being indicated to be strong in the consideration leadership. As for organizational effectiveness, the transformational leadership and transactional leadership have significance influence in the outdoor-service division system. However, the consideration leadership and the initiating structure leadership had influence in the outdoor-service detective. The indoor-service department wasn't specially influenced by leadership type. This literally shows the character of the outdoor-service department of working on the field that is touched with the people. This is proving Michael. Lipsky's Street-level Bureaucracy.
Third, as for the combination form between organization culture and leadership, 6 types for the consistent relationship were expected to be likely to be indicated to be higher in organizational effectiveness than 3 types for inconsistent relationship. However, the result was indicated to be high in job satisfaction and to be low in organizational commitment. Thus, hypothesis was proved partially. A reason that was shown in this way is because of being strong in rational culture, which was classified into consistent relationship in the police organization, thereby being what the hierarchical culture, which was classified into inconsistent relationship, is shown to be rather high in organizational effectiveness.

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제1절 연구필요성 1
• 제2절 연구의 목적 3
• 제3절 연구의 범위 및 방법 4
• 1. 연구의 범위 4
• 2. 연구의 방법 5
• 제 2 장 이론적 배경 7
• 제1절 조직문화 이론 7
• 1. 조직문화의 정의 7
• 2. 조직문화의 유형 12
• 3. 조직문화 유형이 조직효과성에 미치는 영향 16
• 제2절 리더십 이론 18
• 1. 리더십 정의 18
• 2. 리더십 이론의 발달과정 20
• 3. 리더십 유형이 조직효과성에 미치는 영향 27
• 제3절 조직효과성 논의 30
• 1. 조직효과성의 정의 30
• 2. 조직효과성의 평가지표 31
• 제4절 조직문화와 리더십의 관계 35
• 1. 일반적 관계 35
• 2. 선행연구의 검토 38
• 3. 선행연구 분류기준에 대한 논의 41
• 4. 적합/부적합관계의 새로운 분류기준 43
• 1) 적합관계 44
• 2) 부적합관계 45
• 제5절 경찰조직의 하위부서 분류에 관한 논의 46
• 1. 하위부서 분류기준 46
• 2. 경찰조직의 하위부서 분류 47
• 제 3 장 실증적 연구 49
• 제1절 연구모형의 설계 49
• 1. 조직문화와 리더십유형과 조직효과성 49
• 2. 조직문화와 리더십유형의 적합관계 50
• 제2절 가설의 설정 51
• 1. 하위부서별 조직문화와 조직효과성의 관계 51
• 2. 중간관리자의 리더십유형과 조직효과성의 관계 54
• 3. 조직문화와 리더십유형의 적합관계와 조직효과성 관계 57
• 제3절 측정도구 및 표본구성 59
• 1. 측정도구의 구성 59
• 2. 표본구성 및 자료분석방법 61
• 제4절 실증분석 62
• 1. 기초분석 - 표본자료 특성 62
• 2. 변수의 타당성과 신뢰도 분석 64
• 3. 가설검증 및 논의 70
• 1) 조직문화와 조직효과성 관계 가설검증 70
• 2) 하위부서별 조직문화가 조직효과성에 미치는 영향 가설검증 73
• 3) 하위부서별 리더십과 조직효과성의 관계 가설검증 75
• 4) 조직문화와 리더십의 적합관계와 조직효과성 가설검증 78
• 5) 각 부서별 조직문화와 리더십 적합관계 비교 81
• 6) 조직문화와 리더십의 적합관계 분류관련 논의 85
• 제 4 장 결 론 88
• 제1절 연구결과의 요약과 시사점 88
• 1. 연구결과의 요약 88
• 2. 연구결과의 시사점 91
• 제2절 연구의 한계점과 향후 연구방향 92
• 참고문헌 95
• 부록(설문지) 100
• Abstract 104