사회복지조직 내 변혁적 리더십이 직장 내 괴롭힘에 미치는 영향: 집단문화, 갈등적 대인관계, 부정적 직무특성의 매개효과를 중심으로

The purpose of this study is to examine the relationship between transformational leadership, various organizational factors, and workplace bullying in social welfare organizations. Based on the Integrated Model of Workplace Bullying proposed by Trépanier et al., this study investigates how transformational leadership, group culture, negative job characteristics, and conflictual interpersonal relationships are associated with workplace bullying. A survey was administered to social workers in Jeonbuk Special Self-Governing Province, and responses from 355 participants were analyzed using SPSS 25.0 and Amos 21.0. Key findings were summarized as follows: First, transformational leadership had a positive effect on workplace bullying, group culture, and negative job characteristics. Second, group culture was positively associated with conflictual interpersonal relationships and negative job characteristics. Third, conflictual interpersonal relationships and negative job characteristics were also significant factors in increasing workplace bullying. Fourth, group culture and conflictual interpersonal relationships partially mediated the relationship between transformational leadership and workplace bullying. Lastly, group culture and negative job characteristics also partially mediated the effect of transformational leadership on workplace bullying. These findings suggest several policy and practical implications, including (1) Active intervention by the national and local governments to prevent workplace bullying, (2) Diverse efforts to enhance transformational leadership skills among leaders in social welfare organizations, (3) Management strategies to strengthen group culture within organizations, (4) The establishment of formal communication systems to resolve conflictual interpersonal relationships, and (5) Organizational training on workplace bullying.