감성리더십이 직무스트레스 및 이직의도에 미치는 영향
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In the recent aviation industry, airlines' competition for attracting passangers is getting keener, the service focused on satisfacting their passangers is considered very important, and their expectation for the service is also great. For these reasons airlines ask for emotionally restrainted and standard service of a flight crew who works in the front line of serving the passangers. and use the performance-based system. Consequently many crew members are getting stressed and furthermore, some of them are leaving their job. As a matter of fact, manpower loss caused by their leaving job must be a great damage to human resources intensive companies. Therefore, many studies for reducing the stress and lowering the employee's intention to leave job have been done. In this thesis, under the theme of the emotional leadership which was recently attracting new attention, I hypothesized that the emotional leadership by the leader of an organization would influence on reducing the stress caused by job and the intention to leave job, and this study was focused on flying attendants whose emotions were severely pent up. For this thsis, the theoretical study through reference books and the emperical study by survey were done at the same time. In this study, based on Golman's theory, four major components of the emotional leadership, i.e. self-management, self-recognition, social awareness and relation management were introduced as respective independent variables, and a research concerning the effects of those variables to job-related stress and the intention to leave job was done, and how the job-related stress affected employee's intention of job-quitting was also studied. From those researches a conclusion was deduced that self-management and social awareness had meaningful influences on lowering the job-related stress and the intention of job- leaving , and reduction of the job-related stress lowered the intention of job-leaving . In fact, there were many studies of transformation leadership and transactional leadership the objects of which were crew members who had the working conditions of emotional restraint, but the studies of emotional leadership were few and far between. In these situations I think that the results of this study can hereafter contribute to other studies and it will be applied to leadership training of airlines and the traing will be eventually welcomed as more effective one by the incumbent organization leaders. Moreover, I expect that the study results will be used as a good way for employing or promoting leaders armed with the components of emotional leadership, and by making them show their abilitiy to the utmost companies can prevent them from the damage of human resourses which is caused by the job-related stress and the employee's intention to leave them.