Purpose - This study is to clarify the structural relationship between the direct supervisor and organizational commitment and organizational citizenship behavior through mediation of the Leader-member exchange (LMX) in the hospital organization, and to confirm the mediating effect of the LMX. Through this study, we will provide basic data on the aspects of HR to enhance organizational immersion and organizational civic behavior in hospital organizations, and present suggestions on academic contribution and effective organizational operation measures. Research design, data, and methodology - This study is to investigate the relationship between authentic leadership and OC and OCB of the organization member, which is proposed to secure more active and high competitiveness in the recent changing medical environment, with multi-regression and B&K(1986) method. For this purpose, 653 employees of senior hospitals in Seoul and Kyeong-In area were surveyed using structured questionnaires. Each questionnaire was composed of 7-point scale, and each hypothesis was testified by multiple leaner regression and by BK method for testifying mediator effect. Result - As a result of the analysis, it was found that the male and non-medical staff had higher recognition level than the medical staff in the LMX, organizational commitment and organizational citizenship behavior. In the senior management or more than 5 years’ experience group, organizational commitment and organizational citizenship behavior were recognized higher than the group of subordinate managers. Second, authentic leadership has a positive influence on LMX, organizational commitment and organizational citizenship behavior, and LMX has a significant positive impact on organizational commitment and organizational citizenship behavior. In addition, as a result of analyzing LMX mediating effect in the relationship of authentic leadership and organizational effectiveness by BK method, LMX had partial mediating effects between authentic leadership and organizational citizenship behavior, and between authentic leadership and organizational commitment. Conclusion - Results of the study confirmed that all the members of the hospital organization that were lacking served as positive factors for the relationships of authentic leadership and LMX, and authentic leadership and organizational effectiveness. It is expected that the hospital organization will be able to suggest such as the organizational approach to expect high organizational effectiveness centering on authentic leadership ability as psychological capital.

본 연구는 볼링지도자의 리더십행동유형과 커뮤니케이션효과가 지도자선호도에 미치는 영향을 규명하는데 목적이 있었다. 자료 수집은 볼링선수들로부터 수집되었으며, 최종분석에는 234부가 사용되었다. 수집된 자료는 SPSS WINDOW Ver 12.0을 통해 t-test, 일원변량분석(One-way ANOVA)을 실시하였으며, 집단 간의 차이를 검증하기 위해 Scheffe 사후검증을 실시하였다. 그리고 지도자의 리더십행동유형과 커뮤니케이션효과가 지도자 선호도에 미치는 영향력 분석을 위해 다중회기분석이 실시되었다. 이러한 연구방법을 통해 얻어진 결과는 다음과 같다. 첫째, 성별에 따른 리더십요인 분석은 남자가 스스로 연습방법과 의사를 결정 할 수 있는 민주성을 선호하는 것으로 나타났다. 둘째, 소속에 따른 리더십요인 분석은 대학부는 훈련지도성요인과 민주성요인을 선호하는 것으로 나타났으며, 고등부는 배려성과 긍정적 보상성을 더 선호하는 것으로 나타났다. 셋째, 경력에 따른 리더십요인 분석은 2년 미만의 경력을 가진 그룹이 긍정적보상성 리더십요인을 가장 선호하는 것으로 나타났다. 그리고 권위적인 지도행동을 가장 선호하지 않는 것으로 나타났다. 넷째, 리더십요인이 선수의 커뮤니케이션효과와 지도자선호도에 미치는 영향은 훈련지도성요인이 높을수록 선수의 커뮤니케이션효과와 지도자선호도가 높아지고, 권위성요인이 높을수록 선수의 커뮤니케이션효과와 지도자선호도는 낮아진다. 그리고 선수와 지도자의 커뮤니케이션효과가 많을수록 지도자선호도도 높아졌다. 이상의 결과는 리더십 행동유형, 커뮤니케이션효과, 지도자선호도에 대한 선행연구와 실증적 연구를 바탕으로 논의 하였다.