自治團體長과 勞組委員長의 리더십이 公務員의 二重沒入에 미치는 影響에 관한 硏究
리더십 자치단체장 노조위원장 이중몰입;
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As「Act on Establishment, Management, and etc of Labor Union of Government Employees」(Government Employees union act), which assures the right to manage and establish labor unions of public officials, is enforced on January 28th, 2006, establishment labor union is permitted for government employees; the relations between labor and capital began in earnest. However, current government employee unions are, compared to other labor unions of civil companies, unable to form the labor union of the complete characteristics. The leadership of the union head in the labor union of a transitional form such as limited authorization of labor's three primary rights is significantly required. Furthermore, the government employee union is a group which government employees, who are allowed to join a union in a government employee organization, form; the union is reluctant to receive influences from the local government head who controls the government employee organization. Government employee union head and and the local government head, as leaders of different organizations who have the same members, require dual commitment, the state of commitment on the union and the organization simultaneously to lead the members effectively. The study aims to analyze and prove the influence of servant and transforming leaderships, the leadership types of local government head and union head, on organization and union commitment, and to draw the political undertone in the leadership types. Hereupon, the study objects are as follows. First. to prove how commitment actually changes according to the type of leadership by testing the influence of transforming and servant leadership of local government head and union head on organization and union commitments. Second, to consider the role of trust for actual commitment by testing mediating role of trust for the influence of the leadership types of local government and union heads on commitment. Third, to test the dual commitment by apprehending the corelation of organization commitment and union commitment, and if the dual commitment exists in the government organization, to suggest the implications such as political directions due to such. The summary of result of actual proof analysis of the study is as follows. First, transforming leadership of a local government head positively (+) influenced on organization commitment with organization trust as a medium. Servant leadership of a local government head positively (+) influenced on organization commitment with organization trust as a medium. Transforming leadership of a union head positively (+) influenced on union commitment with union trust as a medium. Servant leadership of a union head positively (+) influenced on union commitment with union trust as a medium. Second, transforming leadership of a local government head negatively (-) influenced on union trust. Servant leadership of a local government head positively (+) influenced on union trust. Transforming leadership of a local government head positively (+) influenced on organization commitment. Servant leadership of a union head positively (+) influenced on union commitment. Third, test about existence of dual commitment of government employees was conducted. Corelation was analyzed by dividing organization commitment and union commitment of government employees into subfactors suggested from preceding studies. The subfactors of organization commitment are emotional, continuous, normative commitments. The subfactors of union commitment are loyalty, responsibility, self-motivation, and belief. Looking at the corelation of variables of organization commitment, organization commitment and emotional commitment show the highest correlation (r=.904). Looking at the correlation among subfactors of organization commitment, emotional and continuous commitments show high correlations (r=.662). Organization commitment shows the highest correlation (r=.295) of subfactors of union commitment. Emotional commitment and loyalty show the highest correlation (r=.291) among the subfactors of organization commitment. Union commitment showed the highest correlation with loyalty of subfactors of union commitment(r=.807). Looking at the correlation among subfactors of union commitment, loyalty and self-motivation shows the highest correlation(r=.674). From the reults above, the correlation of union and organization commitments are in a positive(+) relation; as union commitment increased, organization commitment was also increased. From the results above, each transforming and servant leadership of a local government head and a union head influenced on organization trust and union trust; they increased organization commitment and union commitment. Such results imply that the two leaders must demonstrate transforming and servant leadership to acquire fruits of a government employee organization.