• 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.

• 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.

• The Journal of the Korea Contents Association
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• v.21 no.7
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• pp.671-677
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• 2021

The purpose of this study is to investigate the effect of leader-member exchange (LMX) on envy and counterproductive behaviors (CWB) moderated by similarity. Specifically, we focused on the negative side of LMX to examine the relationship between LMX and envy, and the mediating role of envy on the relationship between LMX and CWB. Further, we also examined the moderating role of similarity on the relationship between envy and CWB. Given that CWB can be harmful to any organizational, it was worthwhile to find possible antecedents of CWB, envy and LMX. A total number of 238 employees participated in this study and the results supported our hypotheses. The results of this study can have managerial implications, showing the important role of manager's personalized treatment for each of his/her subordinates.

• Journal of Korea Society of Digital Industry and Information Management
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• v.15 no.3
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• pp.175-195
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• 2019

This research aims to examine the cause-and-effect relationship between Organizational Justice and Organizational Commitment within ICT corporates for fire prevention, through Leader-Member Exchange(LMX) and Organizational Support. A survey was conducted to corporate employees from staff members to executives. A total of 316 responses were collected during two weeks from May 1st to 17th, 2019, and were analyzed in this research. The result of the theory on ICT fire prevention was as follows: First, Distributive Justice has significant influence on Organizational Support, while it does not on LMX. Second, Procedural Justice has significant influence on both Organizational Support and LMX. Third, while Interactional Justice does not have significant influence on Organizational Support, LMX showed significant influence. Fourth, Organizational Support has significant influence on Organizational Commitment. Fifth, LMX has significant influence on Organizational Commitment. This research is academically significant in that it applied the Justice Theory on ICT corporates for fire prevention from staff members to executives. It is considered so, since existing researches mainly address on the status of technologies and policies on how to link fire prevention and ICT, and not on fair compensation based on Organization Justice theory. Practical significance can be found in its suggestions to improving organizational culture from top-down to bottom-up, thus creating free and engaging atmosphere at work. It is therefore needed to conduct further researches that categorize executives by their traits, and examine factors influencing on organizational commitment within ICT corporates for fire prevention.

• Asia-Pacific Journal of Business
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• v.10 no.3
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• pp.69-93
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• 2019

There is a growing interest in researching new leadership and efficient organizational management due to the changes and spread of Information Communications Technologies (ICT) related organizations. Therefore, the purpose of this study is to examine the effect of leadership on organization in ICT R & D, and to follow the relationship between coaching leadership, leader member exchange (LMX), emotional intelligence of leaders, and organizational effectiveness. In order to verify this research problem, a total of 310 people were surveyed from employees working in the ICT R & D field. Reliability analysis of the measuring tool was tested on 80 pilot surveys in advance, and the final 285 data were used for empirical analysis excluding 25 unsatisfactory responses. For analysis, SPSS 22.0 program and AMOS were used to analyze the reliability, validity, path analysis, and control effects of the measurement tools. The findings demonstrate empirically the positive relationship between LMX and organizational effectiveness on coaching leadership in ICT R & D. In addition, by empirically verifying the effect that the emotional intelligence of the leader regulates the relationship between LMX, organizational effectiveness, and coaching leadership, then emotional intelligence of the leader can be usefully applied in ICT R & D. Furthermore, the demand for more in-depth research on coaching leadership, LMX, and emotional intelligence of leaders, which positively affects organizational effectiveness, was identified as demand for ICT R & D is increasing and horizontal and interactive leadership is needed.

• 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.

• Journal of Advanced Navigation Technology
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• v.16 no.6
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• pp.1052-1064
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• 2012

In this study for the purpose of providing the basic data for airline cabin service improvement and efficient crew management. The relationship on team effectiveness and team performance according to the quality of airline cabin crew team LMX(Leader-Member Exchange) and TMX(Team-Member Exchange) was verified. The findings from the analysis shows the closer team leader and team members have quality exchange relationship the more the cabin crews will team commitment and team satisfaction. The conclusion is drawn that increased team effectiveness(satisfaction and commitment) enhances team performance as well. Therefore, based on the results of the study on airline cabin crew team operation system, the team leader and team members should come up with specific scheme to establish quality exchange relationship and to maintain the relationship.

• The Journal of Korean Academic Society of Nursing Education
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• v.29 no.3
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• pp.302-318
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• 2023

Purpose: This study aimed to identify the variables related to the organizational silence of Korean hospital nurses and to examine the effect sizes of correlations between the related variables and sub-types of organizational silence. Methods: Relevant studies were searched through a systematic search in six Korean electronic databases (RISS, ScienceON, KCI, DBpia, e-Article, and KISS) using June 2022 as the end date. Thirteen studies were identified through a systematic review and eight of them were meta-analyzed. The correlation effect size r (ESr) for each related variable was calculated. Results: Twenty-two related variables were identified from the systematic review. Of them, organizational culture was the most frequently examined. Seven variables (three organizational, two leader-member exchange, and two consequences of organizational silence) were found eligible for the meta-analysis. The intention of turnover (ESr=.39; 95% confidence interval, 95% CI=.32 to .45) and leader-member exchange ("manager's leaderships" ESr=-.33, 95% CI= -.43 to -.21; "manager's inclination to reject negative feedback" ESr=.32, 95% CI=.23 to .39) had larger correlation effect sizes than the other variables that related to organizational silence, in particular, acquiescent silence, which had the largest correlation effect size among the three sub-types of organizational silence. Conclusion: These findings show that the intention of turnover and leader-member exchanges were the main factors that related to the organizational silence. This indicates that it is necessary to develop management and education programs, as well as communication systems that focus on reducing and managing organizational silence, especially acquiescent silence.

• 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 Korean Journal of Franchise Management
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• v.9 no.4
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• pp.33-43
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• 2018

Purpose - In hotel industry, quality of leader-member exchange(LMX) relationship is very critical, because it impacts on the employee's work attitude and behaviors. Thus, this research examines the effect of LMX on employee loyalty in the context of hotel business and identifies mediating roles of work stressors, work role performance in the relationship between LMX and employee loyalty. This research suggests the guidelines for how hotel leaders should manage their employees and build employee loyalty that improve management and business performance. Research design, data, and methodology - This study tests the structural relationship between LMX, work stressors, work role performance, and employee loyalty. Work role performance divide into three sub-dimensions such as individual task proficiency, individual task adaptivity, and individual task proactivity. In order to examine the purposes of this research, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 113 franchise hotel employees and were analyzed using SPSS 22.0 and SmartPLS 3 program. Result - The findings of this research are as follows. First, leader-member exchange(LMX) have significant positive impacts on work stressors, work role performance, and employee loyalty. Second, work stressors have significant negative impacts on work role performance and employee loyalty. Third, work role performance has significant positive impact on employee loyalty. Conclusions - The outcomes of this research indicate that hotel leaders should focus on the dyadic relationship with their employees how to improve employee productivity through LMX relationship. In turn, the quality of this relationship influences employees's work attitudes and behaviors. As a result of increasing job demands in hotel business which relies heavily on human resources, the hotel leader must find ways to prevent or reduce stressors and associated strains. If hotel employees perceive the high quality of LMX relationship, they improve their work role performance which influences loyalty. Therefore, the hotel leaders should develop monetary or non-monetary reward system for the employees and, make an efforts to have unique social exchange relationships with employees.