변혁적 리더십, 조직후원인식, 성취욕구가 조직몰입에 미치는 영향: 셀프리더십을 중심으로

The purpose of this study was to show how the transformational leadership, the perceived organizational support, and the individual's needs for achievement could influence the development of organizational commitment through the self-leadership indirectly. We intentionally focused on the indirect effect of them on organizational commitment through the self-leadership to study employees' processes more precisely. We then empirically tested the effect of the self-leadership on the development of organizational commitment. For this study, data were collected through the banking industries. Among 420 answers from voluntary participated employees, 382 answers were finally used for the statistical analysis. 62.8% of participants were male employees, and 53% of participants showed less than 5 years job tenures. The result of this study showed that the self-leadership(action oriented strategy and natural reward oriented strategy) had positive influence on the organizational commitment. And, the transformational leadership, perceived organizational support and the individual's needs for the achievement influenced organizational commitment positively through the self-leadership indirectly. However, the perceived organizational support did not show positive influence on the self-leadership. In summary, self leadership was found to have significant role of connecting proposed antecedents and organizational commitment. Compare to studies which showed direct impact of proposed antecedents on the development of organizational commitment, results of this study can be interpreted to explain more precisely than former studies employees' processes of organizational commitment development. Through the discussion session, we discussed extensively about the contribution of our study and future direction of the study. Limitations and practical meaning of the study were also provided.