This study presents an examination of the relationship between principals' leadership types of elementary, middle and high schools - which operate school sports teams -, sports team leaders, and organizational effectiveness. This study surveyed 156 leaders of elementary, middle and high schools regi...
This study presents an examination of the relationship between principals' leadership types of elementary, middle and high schools - which operate school sports teams -, sports team leaders, and organizational effectiveness. This study surveyed 156 leaders of elementary, middle and high schools registered with Korea Basketball Association as of January 2015. The following conclusion thus was reached. First, the leaders recognized principals' leadership types as follows. In gender comparison, males, compared to females, were higher and more significant in reformative leadership charisma, intellectual stimulus, individual management, conditional compensation for transactional leadership, and exceptional management. In coaching career comparison, reformative leadership was the highest with a group of 6-10 year experience in terms of intellectual stimulus, and individual management was the highest with a group of under 5-year experience. In transactional leadership, exceptional management was the highest with a group of over 16-year experience, and non-interference was the highest with a group of under 5-year experience. In leaders' difference associated with their organizations, reformative leadership and charisma were the highest with elementary school leaders, and intellectual stimulus was the highest with middle school leaders. Second, organizational effectiveness difference associated with gender is as follows. In job satisfaction, males were higher than females, in intention to quit job, males were higher than females, and both cases were all significant. In organizational effectiveness associated with experience, job satisfaction was the highest with a group of 11~15 year experience, and organizational immersion was the highest with a group of over 16-year experience, and intention to quit job was the highest with a group of 6~10-year experience. Job satisfaction according to organizations was the highest with middle school leaders, and intention to quit job was the highest with a group of elementary school leaders. And, relationships between reformative leadership, transactional leadership and organizational effectiveness all had correlation with sub-factors, organizational satisfaction and intention to quit job. In sub-factors of reformative leadership, which influenced organizational effectiveness, job satisfaction was influenced the most by individual management, followed by charisma and intellectual stimulus. Organizational immersion was significantly influenced by individual management and intellectual stimulus, and intention to quit job by individual management and charisma. In sub-factors of transactional leadership, job satisfaction and intention to quit job were significantly influenced by exceptional management and conditional compensation factors, and organizational immersion by exceptional management and non-interference. All these put together, principals' leadership was found to have significant effects on professional sports leaders one way and another. Therefore, organizational effectiveness, which prompt the sports leaders to actively perform their most fundamental duty of enhancing their teams' game performance ability, may change depending on the principal's leadership type.
This study presents an examination of the relationship between principals' leadership types of elementary, middle and high schools - which operate school sports teams -, sports team leaders, and organizational effectiveness. This study surveyed 156 leaders of elementary, middle and high schools registered with Korea Basketball Association as of January 2015. The following conclusion thus was reached. First, the leaders recognized principals' leadership types as follows. In gender comparison, males, compared to females, were higher and more significant in reformative leadership charisma, intellectual stimulus, individual management, conditional compensation for transactional leadership, and exceptional management. In coaching career comparison, reformative leadership was the highest with a group of 6-10 year experience in terms of intellectual stimulus, and individual management was the highest with a group of under 5-year experience. In transactional leadership, exceptional management was the highest with a group of over 16-year experience, and non-interference was the highest with a group of under 5-year experience. In leaders' difference associated with their organizations, reformative leadership and charisma were the highest with elementary school leaders, and intellectual stimulus was the highest with middle school leaders. Second, organizational effectiveness difference associated with gender is as follows. In job satisfaction, males were higher than females, in intention to quit job, males were higher than females, and both cases were all significant. In organizational effectiveness associated with experience, job satisfaction was the highest with a group of 11~15 year experience, and organizational immersion was the highest with a group of over 16-year experience, and intention to quit job was the highest with a group of 6~10-year experience. Job satisfaction according to organizations was the highest with middle school leaders, and intention to quit job was the highest with a group of elementary school leaders. And, relationships between reformative leadership, transactional leadership and organizational effectiveness all had correlation with sub-factors, organizational satisfaction and intention to quit job. In sub-factors of reformative leadership, which influenced organizational effectiveness, job satisfaction was influenced the most by individual management, followed by charisma and intellectual stimulus. Organizational immersion was significantly influenced by individual management and intellectual stimulus, and intention to quit job by individual management and charisma. In sub-factors of transactional leadership, job satisfaction and intention to quit job were significantly influenced by exceptional management and conditional compensation factors, and organizational immersion by exceptional management and non-interference. All these put together, principals' leadership was found to have significant effects on professional sports leaders one way and another. Therefore, organizational effectiveness, which prompt the sports leaders to actively perform their most fundamental duty of enhancing their teams' game performance ability, may change depending on the principal's leadership type.
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