• Title/Summary/Keyword: leader-member

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Congruence in Leader and Follower Perceptions of Leader-Member Exchange: Relationships with Organizational Commitment and Perceptions of Organizational Politics (리더-구성원 교환관계에 대한 리더와 구성원 지각의 정합성: 조직정치지각과 정서적 조직몰입의 관계를 중심으로)

  • Park, Jae-Chun
    • 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 Effect of Authentic Leadership and Psychological Contract Breach on Organizational Cynicism: Focusing on the Moderated Mediation of Followers' Identification with the Leader

  • Kim, Yesung;Shin, Je-Goo
    • Knowledge Management Research
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    • v.18 no.4
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    • pp.1-29
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    • 2017
  • This study sets out to verify the moderated mediation of followers' identification with the leader on the indirect effect of authentic leadership on organizational cynicism via psychological contract breach. A total of 279 responses from employees at companies with more than 500 employees and of diverse industries were used for analysis. Our findings showed that authentic leadership (X) had a negative indirect effect on organizational cynicism (Y) via psychological contract breach (M), and that this indirect effect was negatively moderated by identification with the leader, thereby identifying its role as a moderating mediator. Further verification revealed that the indirect effect ($X{\rightarrow}M{\rightarrow}Y$) was conditional upon the value of the moderating variable, where identification with the leader had a significant effect in the 25%, 50%, 75%, 90% levels, but not in the 10% level. The findings of this research empirically verified that greater exertion of authentic leadership lowers psychological contract breach among organization members and, consequently, organizational cynicism. In particular, this effect was stronger when the organization member identified him/herself more strongly with the leader. Our findings extend the body of knowledge on the relationship between authentic leadership and organizational cynicism and expands the possibilities for future research.

The Impact of Leader-Member Exchange(LMX) on Employees' Creativity, and Task Performance Focusing on the Mediating Effects of Information Sharing and Job Involvement (리더-구성원간 교환관계(LMX)의 질 향상을 통한 조직구성원들의 창의성 및 업무성과 제고 과정 탐색에 관한 연구)

  • Kim, Jeong-Sik;Yong, Seok-Hyun;Ryou, Ki-Dong;Sung, Young-Mok
    • 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.

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.

The Effect of Leader-member Exchange on Envy and Counterproductive Behaviors Moderated by Similarity (비교이론을 조절변수로 한 리더-종사원 교환이론이 시기심과 직장 내 일탈 행위에 미치는 영향)

  • Kim, Soo Kyung;Lee, Jung Seung
    • 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.

The Effect of Organizational Justice on Organizational Support and Leader-Member Exchange(LMX) Within ICT Corporates for Fire Prevention Through Organizational Commitment (ICT소방 기업의 조직공정성이 조직후원인식과 LMX를 통해 조직몰입에 미치는 영향)

  • Hwang, HwanSung;Hwang, Changyu;Kwon, Dosoon
    • 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.

Factors related to the organizational silence of Korean nurses: A systematic review and meta-analysis (국내 간호사의 조직침묵 관련 요인: 체계적 문헌고찰 및 메타분석)

  • Kang, Kyungja;Kim, Jeong-Hee
    • 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.

The Effect of Positive Psychological Capital and Leader-Member Exchange on Job Stress, Organizational Commitment, and Knowledge Sharing - Focusing on Flight Attendants - (긍정심리자본과 리더-구성원 교환관계가 직무스트레스, 조직몰입 및 지식공유에 미치는 영향 - 항공사 객실 승무원을 대상으로 -)

  • Um, Hyemi;Moon, Yunji
    • 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.

A Study on the Relationships among Personality, LMX(Leader-Member Exchange) and Innovative Behavior of Foodservice Employees' (외식서비스종사원의 성격특성, LMX, 혁신행동 간의 영향관계 연구)

  • Kim, Young Hun
    • Culinary science and hospitality research
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    • v.21 no.4
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    • pp.175-191
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    • 2015
  • The purpose of this study is to investigate the relationships among personality, LMX(leader-member exchange), and innovative behavior of the employees engaged in the foodservice business. In order to achieve the purpose of this study, a literature review was first carried out concerning personality, LMX, and innovative behavior of employees. The questionnaire survey was conducted on foodservice employees working at a hotel buffet restaurant and an independent buffet restaurant in the Busan area. The survey period was from Oct. 1, 2014 to Oct. 15, 2014, and 236 cases were used for analysis. The results are as follows. Foodservice employees who are agreeable and extroverted are likely to develop innovative ideas in the course of their job duties. In addition, foodservice employees who are agreeable, extroverted and conscientious are likely to practice innovative ideas. LMX, especially the contributable relationship between leader and employee, has a positive effect on the development of innovative ideas, and the contributable, respectable, and loyal relationship between leader and employee has a positive effect on the practice of innovative ideas in the foodservice industry.

IPv6 Autoconfiguration for Hierarchical MANETs with Efficient Leader Election Algorithm

  • Bouk, Safdar Hussain;Sasase, Iwao
    • Journal of Communications and Networks
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    • v.11 no.3
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    • pp.248-260
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    • 2009
  • To connect a mobile ad hoc network (MANET) with an IP network and to carryout communication, ad hoc network node needs to be configured with unique IP adress. Dynamic host configuration protocol (DHCP) server autoconfigure nodes in wired networks. However, this cannot be applied to ad hoc network without introducing some changes in auto configuration mechanism, due to intrinsic properties (i.e., multi-hop, dynamic, and distributed nature) of the network. In this paper, we propose a scalable autoconfiguration scheme for MANETs with hierarchical topology consisting of leader and member nodes, by considering the global Internet connectivity with minimum overhead. In our proposed scheme, a joining node selects one of the pre-configured nodes for its duplicate address detection (DAD) operation. We reduce overhead and make our scheme scalable by eliminating the broadcast of DAD messages in the network. We also propose the group leader election algorithm, which takes into account the resources, density, and position information of a node to select a new leader. Our simulation results show that our proposed scheme is effective to reduce the overhead and is scalable. Also, it is shown that the proposed scheme provides an efficient method to heal the network after partitioning and merging by enhancing the role of bordering nodes in the group.