• The Journal of the Korea Contents Association
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• v.17 no.1
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• pp.363-377
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• 2017

The purpose of this study is to investigate the impact of leader-member exchange(LMX) on employees' creativity, and task performance focusing on the mediating effect of information sharing and job involvement. Based on the review of related references, we suggested our research model and hypothesis and then tested empirically. From these analyses, we can find some significant findings. First, LMX has a positive impact on information sharing. Second, information sharing has a positive impact on job involvement, creativity, and task performance. Third, information sharing has significant mediating effects on the relationship between LMX and job involvement, creativity, and task performance. Fourth, job involvement also has significant mediating effects on the relationship between information sharing and creativity and task performance. These results showed that information sharing and job involvement played their role as a meaningful mediator.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.9
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• pp.4258-4269
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• 2013

This study attempted to examine the relationship between pygmalion leadership and the organizational commitment among hospital employees, and the mediating effect of the leader-member exchange (LMX) on their relationship. For this purpose, we designed structured self-response survey questionnaires, and collected data from 349 employees working at 9 hospitals and ambulatory clinics in Busan area. Frequency analysis, correlation analysis, factor analysis, and reliability analysis were performed using SPSS ver.18.0 program, and the path analysis was performed using AMOS ver.18.0 program. Major findings are as follows. First, some factors of pygmalion leadership were found to directly influence the quality of LMX, while some had both direct and indirect influences on organizational commitment. Second, the quality of LMX was found to partly mediate the relationship between pygmalion leadership and the organizational commitment in hospital organizations. This is the first in kind which was conducted in the hospital setting.

• The Journal of the Korea Contents Association
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• v.16 no.11
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• pp.240-252
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• 2016

The purposes of this paper examines the extant to which congruence in leader and follower rating of LMX quality is related to organizational commitment, and perceptions of organizational politics(POPs). A conceptual model is introduced that identifies four combinations of leader and follower LMX ratings of Cogliser et al.(2009): balanced/low LMX(low leader and follower LMX), balanced/high LMX(high leader and follower LMX), follower overestimation(low leader LMX/high follower LMX), follower underestimation(high leader LMX/low follower LMX). The summary of results based on a sample of 236 matched pairs of leaders and followers in KOREA is as follows: First, balanced/high LMX and follower overestimation were associated with relatively high levels of affective organizational commitment, and perceptions of organizational politics. However, follower underestimation and balanced/low LMX was related to low levels of follower outcomes. In particular, follower underestimation and balanced/low LMX were significantly different from balanced/high LMX and follower overestimation. Second, perceptions of organizational politics was negatively related to affective organizational commitment in the four LMX relationship types. Especially, the negative relationship between POPs and organizational commitment was stronger for people who are low as compared with high in LMX quality. Theoretical and practical implications of our findings as well as directions for future research are provided.

• The Journal of the Korea Contents Association
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• v.20 no.7
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• pp.629-635
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• 2020

Using a sample of two-hundred thirty-eight employees in the service industry, this study examined the relationships between perceived similarity, leader-member exchange (LMX), envy, and deviant workplace behavior (DWB) drawing on social comparison theory. Specifically, the current study predicts that an individual who perceives similarity to co-workers whose LMX is higher is more likely to report lower levels of LMX by focusing on upward social comparison. In addition, the study examines the moderating effect of envy in the relationship between perceived similarity and LMX. The results of the study supported the hypotheses, implying that, first, envious feelings coming from lower levels of LMX positively predict DWB. Second, employee envy moderated the relationship between perceived similarity and LMX such that envious people who report being similar to their colleagues also report lower levels of LMX with their supervisors. This means that employees who reported lower levels of LMX with their supervisors, reported committing more DWB than their counterparts. Finally, LMX mediates the relationship between perceived similarity and DWB, indicating that individuals who view themselves similarly to their colleagues report lower levels of LMX with their supervisors and in turn commit more DWB. We believe that it highlights the need for employees to feel special in order to have unique attention by, and relationships with their supervisors. These results have implications and suggest the need for the further study of employee's negative emotions, LMX theory, and DWB.

• Korean Business Review
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• v.19 no.2
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• pp.47-67
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• 2006

This paper examined the relationships between LMX, perceived use of power and conflict handling references. The empirical study was made by questionnaire survey. The sample was consisted in 615 office workers of 25 large corporations in Korea. Results of analysis of t-test indicated that LMX was significant difference in outcome variables such as perceived use of power and perceived conflict handing references. The limitation and future directions of the study were suggested.

• Knowledge Management Research
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• v.9 no.4
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• pp.127-142
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• 2008

최근 조직 내 정보시스템이 제공하는 지식과 정보에 대한 공유와 교환이 더 이상 성공적이라고 판단되지 않음에 따라 그 대안으로써 가상공동체(Virtual Community)가 주목받고 있다. 그러나, 가상공동체에서 살아있는 지식과 정보의 공유를 위해서는 공동체 안의 구성원인 리더와 구성원(팔로워) 들의 상호작용을 통한 몰입이 매우 중요하다는 인식이 확산되었다. 그러나, 이러한 몰입에 영향을 주는 리더-구성원 간의 영향관계는 충분히 연구된 바 없다. 이에 본 연구는 가상공동체에서 리더의 리더십 스타일과 팔로워의 특성 그리고 이들 간의 동기와 신뢰가 가상공동체의 몰입에 미치는 인과관계에 대해 분석하고자 하였다. '지각된 리더의 배려'로 측정된 '서번트 리더십'과 '지각된 리더의 조직지향'을 통해 측정된 '변혁적 리더십'이 구성원의 팔로워십과 동기, 리더와 조직에 대한 신뢰에 어떠한 영향을 미치는지 460명의 가상공동체 구성원을 통해 실증적으로 분석하였다. 분석결과 서번트 리더십과 구성원의 팔로워십 특성이 구성원의 몰입에 있어서 중요한 역할을 수행함을 알 수 있었다.

• The Journal of the Korea Contents Association
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• v.18 no.11
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• pp.594-610
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• 2018

In this study, we examined the impact of empowering leadership on leader-member exchange(LMX), leader trust, and in-role behavior. The role of LMX and leader trust in the relationship between empowering leadership and in-role behavior was verified. We surveyed 289 small and medium enterprises in Yangsan, Ulsan and Gyeongju city. SPSS 18.0 was used for overall descriptive statistics and exploratory factor analysis. AMOS 18.0 was used to conduct confirmatory factor analysis to confirm the validity of the research variables and to conduct a covariance structure analysis to verify the research hypothesis. The result of this study were as follows. First, empowering leadership has a significant effect on LMX, leader trust. Second, empowering leadership did not have a significant effect on in-role behavior. Third, LMX has a significant effect on leader trust and in-role behavior. Fourth, leader trust has a significant influence onin-role behavior. Finally, LMX and leader trust play a mediating role in the relationship between empowering leadership and in-role behavior. Based on the results of this study, it is suggested that the LMX and leader trust should be strengthened through the leader's empowering leadership in order to enhance the employee's in-role behavior.

• Management & Information Systems Review
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• v.39 no.2
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• pp.77-94
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• 2020

While the importance of the service industry has increased at the national economy level, the service rate and job satisfaction of the flight attendants in the aviation service industry are not high. In this regard, this study aims to recognize what factors can reduce their job stress in the emotional work environment, and how job stress affects their attitude and job performance. More specifically, the current study tries to investigate how flight attendants' positive psychological status affect their job stress, organizational commitment, and knowledge sharing in the aspect of job performance. The main five constructs in these interrelationships include the flight attendants' positive psychological capital, leader-member exchange(LMX), job stress, organizational commitment, and knowledge sharing. This study conducted a quantitative research with 390 questionnaire for flight attendants, and analyzed the data using SPSS/PC version 20.0 and structural equation modeling program of AMOS 20.0. The findings show that the favorable leader-member exchange relationship between flight attendants plays a significant role in lowering job stress, while high job stress has a negative effect on organizational commitment and knowledge sharing. The result also shows that personal positive psychological capital acts as a trigger to influence other factors. Therefore, this study suggests that it is essential for airlines not only to promote an organizational system to support the flight attendants' emotional work but also to maintain a positive psychological state for securing competitive human resources.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.2
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• pp.157-169
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• 2023

This study examined the effect of entrepreneurial orientation on creative behavior and the mediating effect of knowledge sharing behavior in the relationship between entrepreneurial orientation and creative behavior. In particular, this study examined the moderating effect of leader-member exchange (LMX) in the relationship between entrepreneurial orientation and creative behavior. In this study, after distributing 500 questionnaires to executives and employees working at small and medium-sized companies in Seoul and Gyeonggi-do, 259 questionnaires were used for hypothesis verification, excluding 38 unfaithful or missing responses. The analysis results are as follows. First, it was found that entrepreneurial orientation had a significant positive (+) effect on creative behavior. Second, it was found that entrepreneurial orientation had a significant positive (+) effect on knowledge sharing behavior. Third, knowledge sharing behavior was found to have a significant positive (+) effect on creative behavior. Fourth, knowledge sharing behavior was found to play a partial mediating role in the relationship between entrepreneurial orientation and creative behavior. Finally, it was found that LMX strengthened the positive (+) relationship between entrepreneurial orientation and creative behavior. The theoretical implications of this study are as follows. First, this study makes a theoretical contribution in that it revealed the mediating effect of knowledge-sharing behavior in the relationship between entrepreneurial orientation and creative behavior through empirical analysis of corporate members. Next, this study has theoretical implications in that it revealed that LMX strengthens the positive (+) relationship between entrepreneurial orientation and creative behavior. On the other hand, the practical implications of this study are as follows. First, companies need to find ways to strengthen the entrepreneurial orientation. Next, companies need to find ways to improve the quality of LMX between bosses and subordinates. Finally, this study discussed research limitations and future research directions.

• Journal of Digital Convergence
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• v.10 no.4
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• pp.95-106
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• 2012

The purpose of this paper is that analyze the influence of empowering leadership and constituent individual of organization's creativity and the moderating effect of leader-member exchange. For the verify the variables relationship, we perform the hierarchical regression analysis. As a result, empowering leadership positively effect creativity when appear the leader's leading by example, coaching, informing and showing concerning. And also, we are confirm the moderating effect LMX. To conclude, Empowering leadership influence positive and negative effect to creativity by the sense of the affect, the loyalty, the contribution, professional respect.