earticle

영어

The purpose of this research is to identify the effects of transformational leadership and transactional leadership on the quality of Team-Member Exchange(TMX) and the organizational commitment of Courier Franchisees. Since organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance, organizational commitment is important for the courier service industry where the high turnover rate of franchisees becomes managerial difficulties. Courier franchisees provide courier service in favor of their company. Since the courier service quality depends mainly on the attitude of the franchisees, the franchisees become the asset and the key factor for the courier service organization. In this respect, the courier franchiser should develop an effective leadership style to increase the franchisees’ commitment. However, the leadership in the courier franchise is different from that of a company with hierarchial structures in that the franchise relationship is cooperative with horizontal interests as long as they agree with each other on the contract terms. Since the leader in the courier franchise could exercise leadership within the scope of authority expressed in the contract, the effective leadership, suitable for the organizational characteristics, should be explored to increase the organizational commitment of franchisees. Team-Member Exchange (TMX) is another important variable in the courier franchiser. Since a courier service network is comprised by franchisees, the service quality and business success are dependent on the interdependency among franchisees. In addition, the organizational commitment of franchisees could be improved according as the quality of TMX is strengthened. This research was conducted to investigate the relations between the leadership styles of a courier franchiser and the organizational commitment of franchisees; the relations between the leadership styles of a courier franchiser and the quality of TMX; and the relations between the quality of TMX and the organizational commitment. Through the result of the research, practical leadership style, which is best fit in the courier franchise, could be expected to identify to facilitate the quality of TMX and improve the organizational commitment of franchisees. The research used a survey questionnaire to validate the proposed research hypotheses and the questionnaire is structured in a self-report way to investigate the perceptions of the respondents. The data for the research were collected from the courier franchisees of a courier company. 246 copies of the questionnaires were returned by respondents. The hypotheses proposed in the research were analyzed by using Path Analysis with SPSS 21.0 and Amos 18.0 program. The results of this study can be summarized as follows. Firstly, transformational leadership has positive effects on continuance commitment but has no impacts on affective and normative commitment. On the other hand, transactional leadership has positive effects on affective and normative commitment but has negative effects on continuance commitment. Secondly, transformational leadership and transactional leadership both have no significant impacts on the quality of TMX. Thirdly, TMX has positively impacts normative commitment but has no positive effects on continuance and affective commitment. The achievement of the research has some important consequences｡ This research make it clear that the effectiveness of leadership style has been showed differently according to the organizational characteristics and the status of members｡ In other words, transactional leadership has more impacts on the contract-based courier franchising organization｡ In addition, the courier franchising system is comprised by the dualistic nature of the operational structure in which the courier franchisees are cooperative and interdependent with each other but the organic cooperation does not occur between a courier franchiser and its franchisees｡In spite of the achievements, this research also has some limitations. The results of the research are somewhat different from those of leading research｡ In this regard, more research samples are required to make the findings generalized｡ And there might be possibility of common method bias. since independent variables and dependent variables are measured based on a self-report survey.

한국어

본 연구는 택배조직에서 본사 관리자의 리더십이 영업소장의 교환관계(TMX)와 조직몰입에 미치는 영향을 살펴보는데 목적이 있다. 리더십 및 조직몰입에 대한 기존 연구는 계층적 위계질서가 잘 형성된 조직을 대상으로 진행되었으나 본 연구에서는 계약에 기반을 둔 택배조직을 대상으로 조직행동변수인 리더십과 TMX, 조직몰입의 관계를 통합적으로 분석함으로써 기존 연구와 차별화를 시도하였다. 분석을 위한 자료는 우리나라 A 택배사의 택배영업소장을 대상으로 한 설문응답자료를 사용하였으며, 경로분석을 통해 연구모형을 분석하였다. 선행연구를 바탕으로 변혁적 리더십과 거래적 리더십 모두 영업소장들의 TMX의 질과 조직몰입에 긍정적인 영향을 미칠 것으로 가설을 설정하였다. 실증 분석결과 변혁적 리더십은 지속적 몰입에만 영향을 미치는 것으로 나타났으며, 거래적 리더십은 정서적 몰입과 규범적 몰입에는 긍정적인 영향을 미치지만, 지속적 몰입에는 가설과 반대로 부정적인 영향을 미치는 것으로 나타났다. 마지막으로 택배회사 본사관리자의 리더십은 영업소장들의 TMX에 유의한 영향을 미치지 않는 것으로 밝혀졌으며, TMX의 질은 규범적 몰입에만 유의한 영향을 미치는 것으로 나타났다. 본 연구의 결과가 선행연구와 일관성이 낮게 나타난 것은 택배조직의 특수성에 기인한 것으로 판단되며, 이에 대한 원인 규명과 새로운 이론 구성을 위해서는 보다 심층적인 분석과 연구가 필요하다