이 논문은 한국군내 상관의 변혁적 리더십이 부하의 직무만족과 조직몰입에 어떠한 영향을 미치는지 분석하는 데 목적을 두었다. 연구 대상은 한국의 육군 조직 내에서 중간관리자라 할 수 있는 대대장(중령)의 리더십을 선정하였다. 연구 결과는 다음과 같다. 첫째, 조직과 개인이 공유할 수 있는 명확한 비전을 제시하여 부하들이 기꺼이 행동케 하는 상관의 변혁적 리더십은 부하의 직무효과성과 조직 몰입도를 높여 준다. 둘째, 상관이 전통적인 카리스마를 배제하고 신 개념의 카리스마로 부하들을 지원하고 그들 스스로 책임지게 할 때 직무만족도 및 조직몰입도가 향상된다. 전통적인 카리스마는 부하 직무효과성의 한 분야에서만 일부 채택되고 부하의 직무특성과는 아무런 영향을 미치지 못하였다. 셋째, 상관의 부하에 대한 개별적 배려는 부하의 직무만족과 조직몰입에 전 방위적으로 영향을 주었다.

The purpose of this study is to analyze transformational leadership of Korean military and its effects on job satisfaction of subordinates and their commitment to the organization. Subject of this study is Battalion Commander- level leaders of Korean Army. Result of this study is as follows. Firstly, a leader's transformational leadership, if successfully provides a clear vision to be shared among the organization and individuals, increases the job efficiency and commitment to the organization. Secondly, a leader who supports his/her subordinates with new concept of charisma instead of the traditional charisma to make them responsible for their own work, enables increase in job satisfaction and organizational commitment. Traditional charisma has been selected only for a part of subordinate's job efficiency, hardly influencing a subordinate's job characteristics. Thirdly, a leader's care to each individuals affects the subordinates' job satisfaction and organization commitment in a full spectrum. Based on the results shown above, an effort needs be made at organization level to set the condition where leaders care for individual employees through trans- formational leadership in order to increase an organization's productivity and efficiency.

The purpose of this study is to analyze transformational leadership of Korean military and its effects on job satisfaction of subordinates and their commitment to the organization. Subject of this study is Battalion Commander- level leaders of Korean Army. Result of this study is as follows. Firstly, a leader's transformational leadership, if successfully provides a clear vision to be shared among the organization and individuals, increases the job efficiency and commitment to the organization. Secondly, a leader who supports his/her subordinates with new concept of charisma instead of the traditional charisma to make them responsible for their own work, enables increase in job satisfaction and organizational commitment. Traditional charisma has been selected only for a part of subordinate's job efficiency, hardly influencing a subordinate's job characteristics. Thirdly, a leader's care to each individuals affects the subordinates' job satisfaction and organization commitment in a full spectrum. Based on the results shown above, an effort needs be made at organization level to set the condition where leaders care for individual employees through trans- formational leadership in order to increase an organization's productivity and efficiency.

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Transformational leadership, job characteristic, employee characteristic, job satisfaction, organizational commitment