• Title/Summary/Keyword: 리더-구성원의 교환관계

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LMX and Job Performance: Mediating Role of Psychological Empowerment and Moderating Role of Supervisory Trust (리더-구성원 교환관계와 직무성과: 심리적 권한부여의 매개역할과 상사신뢰의 조절역할)

  • Na, Byeong Moon;Lee, Jong-Keon
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.11 no.6
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    • pp.123-130
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    • 2016
  • This study examined the effects of Leader-member exchange (LMX) on psychological empowerment and job performance, the mediating role of psychological empowerment in the relationship between LMX and job performance, and the moderating role of supervisory trust in the positive relationship between LMX and psychological empowerment. Data were collected from 290 employees in Korean Banks. Results of this study indicated that LMX was positively related to psychological empowerment and job performance, and that psychological empowerment was positively related to job performance. Results also indicated that psychological empowerment partially mediated the relationship between LMX and job performance. Especially, supervisory trust moderated the positive relationship between LMX and psychological empowerment such that the relationship was stronger when supervisory trust was high than it was low. Finally, theoretical and practical implications of the results were discussed.

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The effects of a Leader's organizational citizenship behavior(OCB) on subordinates' interpersonal citizenship behavior(ICB) and job stress: Leader-Member Exchange(LMX) as a mediating variable (리더의 조직시민행동이 조직구성원들의 사람중심 시민행동과 스트레스에 미치는 영향: 리더-구성원 교환관계의 매개효과를 중심으로)

  • Moon, JeeYoung;Lee, JungHun
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.21 no.5
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    • pp.230-239
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    • 2020
  • The purpose of this study was to examine how a leader's organizational citizenship behavior (OCB) affects subordinates' interpersonal citizenship behavior (ICB) and job stress levels. A leader's OCB involves taking-charge behavior, loyal boosterism, and the industry. We hypothesized that leader-member exchange (LMX) would mediate the relationship between leader's OCB and subordinates' ICB and job stress level. We tested the model using a sample of 293 employees from different organizations from September 2019 until November 2019. We conducted confirmatory factor analyses of the variables and analyzed the data by using structural equation modeling. We also conducted a CFA to assess the fit of a three-factor model for the leader's OCB items. Empirical findings show that LMX fully mediated the effect of leader's OCB on employees' ICB and job stress level. Leader's OCB had a positive effect on LMX. Moreover, LMX had a positive effect on employees' ICB but had a negative effect on job stress. We found support for our hypotheses that leader's OCB is positively related to ICB but negatively related to job stress, and this relationship is mediated by LMX. We discuss limitations, implications for practice, and future research.

The Effect of Leader-Member Exchange on Psychological Empowerment and Organizational Commitment (리더-구성원 교환관계가 심리적 임파워먼트와 조직몰입에 미치는 영향)

  • Lee, Kyu-Man;Choi, Jun-Hee
    • Management & Information Systems Review
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    • v.31 no.4
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    • pp.339-362
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    • 2012
  • The purpose of this study is to examine the relationship between LMX, psychological empowerment and organizational commitment and the moderating effect of perceived organizational support. The research was examined using a sample of 305 employees engaged in various industries in Seoul, Gyeonggi and Gangwon provinces and the findings of these studies were as follows: To begin with, findings from the study indicate that the Leader-Member Exchange(LMX) is positively related to organizational commitment. Secondly, the Leader-Member Exchange(LMX) has been proven influential for psychological empowerment and furthermore, the results reveal that psychological empowerment(e.g. self-determination, meaning) has positive impacts on organizational commitment. Finally, it has been identified that the relationship between leader-member exchange and organizational commitment didn't prove to be moderated by perceived organizational support. The contribution and limitation of this research were discussed, and future researches were mentioned.

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A Study on Calling, Resillence, Leader-Member Exchange and Nursing Work Environment of Nurses in Small and Medium Sized Hospital (중소병원 간호사의 소명의식, 회복탄력성, 리더-구성원 관계 및 간호업무환경에 관한 연구)

  • Lee, Joo-Yeon;Lee, Mi-Hyang
    • Journal of Digital Convergence
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    • v.18 no.2
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    • pp.313-321
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    • 2020
  • This study was conducted to provide basic data for the development of a nursing manpower maintenance and management program by assessing the relationship among the calling, resilience, leader-member exchange, and nursing work environments of small and medium-sized hospital nurses. Data was collected through a structuralized questionnaire survey conducted on small and medium-sized hospital nurses. The results of this study indicated calling had positive correlation with resilience, leader-member exchange, and nursing work environments, while resilience had positive correlation with leader-member exchange and nursing work environments. There also was positive correlation between leader-member exchange and nursing work environments. Accordingly, there is a need to develop a program to offer motivation to increase calling and resilience from the personal perspective of the small and medium-sized hospital nurses. In addition, a program is necessary to strengthen continuous leadership of the hospital administrator to improve the leader-member exchange and nursing work environment from organizational perspective.

The Effects of Followership of Coffee Speciality Members on LMX, Knowledge Sharing, and Job Attitude (커피전문점 직원의 팔로워십이 리더-구성원 교환관계, 지식공유 및 직무태도에 미치는 영향)

  • Kim, Ri-Kyung;Park, Bong-Gyu
    • Journal of Digital Convergence
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    • v.14 no.7
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    • pp.73-81
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    • 2016
  • This study examined the effects of followership characteristics on LMX, knowledge sharing, job satisfaction and turnover intention for coffee speciality store members. 317 questionnaire samples are used to test 4 hypotheses using structural equation model with AMOS. Results of hypotheses testing are as follows: First, goal congruence and active participation factors of followership characteristics influence positively LMX. Second, LMX influences positively knowledge sharing, and knowledge influences job satisfaction and turnover intention. This study emphasizes the importance of knowledge sharing in coffee speciality store members relations. In addition, this study shows that followership, LMX, knowledge sharing are important for members' increasing job satisfaction and decreasing turnover intention, and human resource management. Implications and limitations of this study were also suggested.

The Influence of Competency Development Opportunity and Leader-member Exchange on Employability (역량개발기회와 리더-구성원 교환관계가 고용가능성에 미치는 영향)

  • Park, Yongho
    • The Journal of the Korea Contents Association
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    • v.15 no.10
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    • pp.413-424
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    • 2015
  • The purpose of this study was to investigate the effects of leader-member exchange(LMX), participation in the opportunities for competency development, and subjective career success. LMX and participation in the opportunities for competency development were the independent variables and the subjective career success was used as control variable. Based on the data collected from 257 employees of a Korean financial company, correlation analysis and multiple regression analysis were conducted through the using SPSS/WIN 20.0 statistical package program. The results showed the statistically significant correlation between employability and other research variables. Also, results identified that participation in the opportunities had largest influence on the employability and LMX had no significant effects on the employability. The discussion and proposition for the future studied were provided.

The Effect of Emotional Labor by Social Workers with Case Management of Customer Orientation: Focused on the Moderating Effect of Emotional Intelligence and LMX (사례관리 사회복지사의 감정노동이 고객지향성에 미치는 영향에 관한 연구: 감성지능과 리더-구성원 교환관계의 조절효과를 중심으로)

  • Park, Jung-Ryong
    • The Journal of the Korea Contents Association
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    • v.19 no.9
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    • pp.293-307
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    • 2019
  • The poor welfare level of social workers is a big social problem in direct proportion to the ongoing need for social welfare service. In particular, the emotional work of social workers is a serious situation. This Study examines the effect of emotional labor(EL) on customer orientation(CO) of social workers with case management. Also this paper investigates the moderating effect of emotional intelligence(EI) and leader-member exchange(LMX). The major results from the study are as follow: First, we found that surface acting(SA) of EL had a negative impact on CO and deep acting(DA) of EL had a positive impact on CO. Second, EI showed a moderating effect on the correlation between SA of EL and CO. Also, EI had the moderating effect that weakening the negative impact of SA on CO. Third, LMX showed a moderating effect on the correlation between DA of EL and CO. Also, LMX had the moderating effect that strengthening the positive impact of DA on CO. In particular, this study presented with implications for future research, limitations of this study.

The Relationship between Perceptions of Organizational Politics and Perceived Work Performance: Focusing on the 3-way interaction Effect of Leader-member Exchange and Self-efficacy (조직정치지각과 지각된 업무성과: 리더-구성원 교환관계와 자기효능감의 삼원조절효과를 중심으로)

  • Park, Jae-Choon
    • The Journal of the Korea Contents Association
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    • v.16 no.8
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    • pp.48-58
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    • 2016
  • The purpose of this study is to identify the effects of perceptions of organizational politics(i.e., POPs) and leader-member exchange(i.e., LMX) on the perceived work performance. Also, this paper investigates the moderating effect of LMX on the relationship between POPs and work performance. Particularly, this study is to expand on prior research by investigating the three-way interaction effect of LMX and self-efficacy. The summary of results based on a sample of 280 employees who were working in various organizations in KOREA is following. First, POPs were not significantly related to perceived work performance. Second, LMX was positively and significantly related to perceived work performance. Third, LMX did not moderate the negative relationship between POPs and perceived work performance. Finally, our results showed that for individuals with a high level of self-efficacy, LMX moderates the negative relationship between POPs and perceived work performance. That is, for individuals with a high level of self-efficacy, POPs were positively related to work performance under high LMX(in-group), but were negatively related to work performance under low LMX(out-group). Theoretical and practical implications of our findings as well as directions for future research are provided.

A Study on the influence of Leader Supervisory Style to Creativity and Job Involvement in the age of Convergence (융·복합 시대의 리더 감독 유형이 창의성과 직무몰입에 미치는 영향에 관한 연구)

  • Solongo, Erdenebaatar;Lee, Sun-Kyu;Kang, Eun-Gu;Kim, Hong-Cheul;Kim, Eun-Kyeong
    • Journal of Digital Convergence
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    • v.13 no.9
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    • pp.149-159
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    • 2015
  • This paper aims to examine the relationships between Leader Supervisory Style, Creativity and Job Involvement in the age of convergence. In addition, this study examined the moderating effects of Leader-Member Exchange. To accomplish these purposes, the main factors of the Leader Supervisory Style were found from the previous studies. The following are the summary of hypothesis test : First, Leader Supervisory Style have differential influence on Creativity. Second, Leader Supervisory Style have differential influence on Job Involvement. Third, the moderating effects of Leader-Member Exchange have partially moderated effect on the relationship between Leader Supervisory Style and Creativity. Forth, the moderating effects of LMX Leader-Member Exchange have partially moderated effect on the relationship between Leader Supervisory Style and Job Involvement. Therefore, the results of this study have many theoretical and practical implications.

Effect of Leader-member Exchange on Affective Commitment and Continuance Commitment: The Mediating Role of Job Stress (리더-부하간 교환관계(LMX)가 정서적 몰입과 근속적 몰입에 미치는 영향: 직무스트레스의 매개효과를 중심으로)

  • Chah, Dong-Ok;Kim, Jeong-Sik;Kwak, Sin-Keun;Shin, Yuh-Soon
    • The Journal of the Korea Contents Association
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    • v.10 no.1
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    • pp.353-364
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    • 2010
  • The purpose of this study is to examine the effect of leader-member exchange(LMX) on employee's affective commitment and continuance commitment focusing on the mediating role of job stress. On the basis of theoretical linkages between the constructs, a conceptual model and hypotheses were established. The sample included 482 employees. Structural equation modeling(SEM) was employed to test the hypothesized relationships in the conceptual model. This study shows that the proposed model is reasonably fit to the actual data. Empirical results indicate that LMX has a negative impact on employee's job stress, has a positive impact on employees' affective commitment and continuance commitment. Employees' job stress has partially mediated effect on the relationship between LMX and employees' affective commitment, but has not mediated effect on the relationship between LMX and employees' continuance commitment.