• Culinary science and hospitality research
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• v.19 no.5
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• pp.59-75
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• 2013

This paper investigated the effects of hotel chefs' personality and leader-member exchange(LMX) on innovative behavior. The sample for the study is 300 chefs extracted from four five-star hotels in Busan metropolitan area. Self-administrated questionnaires are distributed and 267 usable ones are collected and used for the analyses. The findings of the research are as follows, First, hotel chefs' personality consists of neuroticism, openness, friendliness, conscientiousness and extroversion. Second, hotel chefs' LMX consists of attachment, loyalty, a sense of contribution and respect. Third, hotel chefs' openness, considerateness, and leadership positively affect hotel chefs' LMX and hotel chefs' introversion negatively affect hotel chefs' LMX. Fourth, hotel chef's innovative behavior is affected by hotel chef's attachment, loyalty and respect.

• The Journal of the Korea Contents Association
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• v.22 no.10
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• pp.309-319
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• 2022

As a study on the mechanisms by which creativity is improved in an organization, this study tried to verify the serial multiple mediating effects of relational energy and creative process engagement in the effect of leader-member exchange(LMX) on creativity. To test the hypothesis, a survey was conducted on 200 workers in China, and 154 of them were analyzed. The analysis used model 6 of the PROCESS macro. As a result, first, LMX has positive effects on creativity. Second, relational energy mediated the relationship between LMX and creativity. Third, creative process engagement mediated the relationship between LMX and creativity. Forth, relational energy and creative process engagement continuously mediated the relationship between LMX and creativity. Based on these research results, the implications and limitations of this study were presented, and methods to improve creativity in the organization were discussed.

• Journal of Venture Innovation
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• v.5 no.4
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• pp.117-133
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• 2022

Telecommuting is rapidly spreading because of the prevalence of Covid-19 but the research on the psychological characteristics of telecommuters and their attitudes(organizational commitment, job satisfaction, etc.) in the workplace is not abundant. We would like to verify whether the number of telecommuting affects social alienation and whether LMX moderates this relationship. Further, the alienation affects, in turn, job satisfaction and organizational commitment. A survey of 317 male and female workers aged 18 or older who are currently experiencing telework was conducted. The results are as follows. Firstlty, we confirmed that the number of telecommuting has a significant impact on social alienation and that LMX moderates this relationship. Secondly, we found that social alienation affects organizational commitment and that job satisfaction showed a mediating effect between social alienation and organizational commitment. Implications and limitations are discussed.

• The Journal of Industrial Distribution & Business
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• v.10 no.3
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• pp.73-83
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• 2019

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.

• The Journal of the Korea Contents Association
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• v.18 no.9
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• pp.178-198
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• 2018

This study examines the effects of transformational leadership on helping behavior for the secretary workers. We also demonstrate comprehensively the moderating effects of job resources(LMX) and job demands(utilization of mobile devices after work) on the relationship between transformational leadership and helping behavior. The results of this study targeted 140 incumbent secretaries are as follows: First, transformational leadership has a significant positive effect on the helping behaviors of members. Second, the interaction effect of LMX(synergistic effect) was verified in the positive relationship between transformational leadership and helping behavior. Finally, interaction effects of utilization of mobile devices after work(buffering effect) were confirmed in the relationship between transformational leadership and helping behavior. The results of this study are that transformational leadership of middle managers is important to strengthen worker's helping behavior, but it is also important to understand the contextual factors such as social support(LMX) and work environment(utilization of mobile devices after work) that affect the will and autonomy of members in accepting leadership. Finally, we suggest the theoretical and practical implications of this study, present limitations and future research directions.

• 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.

• Management & Information Systems Review
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• v.33 no.1
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• pp.119-138
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• 2014

Since the mid-1980s, the role of Corporate Social Responsibility(CSR) has become a hot issue in business world due to increasing comparative importance of firms in current society. The purposes of this research are to analyze empirically the relationship between workplace spirituality and organizational citizenship behavior, also to analyze the moderating effects of Leader-Member Exchange(LMX) on the relationship between workplace spirituality and organizational citizenship behavior in the social enterprises. For these purposes, literature review and survey research were conducted. The suggested hypothetical relationships were tested with primary data from a sample 552 employees of social enterprises. The main findings of this study are as follow ; First, inner life and sense of community which are composed workplace spirituality have positive influence sportsmanship and courtesy. second, sense of community have differential influence on organizational citizenship behavior by LMX. In conclusion, inner life and sense of community are expected to improve sportsmanship and courtesy, important of LMX in the social enterprises.