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차별적 보상 지각이 심리적 계약위반과 이직의도에 미치는 영향
양동민(Yang Dong Min),하성욱(Ha Seong Wook),심덕섭(Shim Duk Sup) 한국인적자원관리학회 2015 인적자원관리연구 Vol.22 No.4
본 연구는 차별적 보상 지각이 종업원의 심리적 계약위반 인식 및 이직의도에 미치는 영향과 함께, 차별적 보상 지각과 이직의도 간의 관계에서 심리적 계약위반 인식의 매개효과, 차별적 보상과 심리적 계약위반 간의 관계에 있어 절차공정성의 조절효과를 검증하고자 하였다. 연구 가설 검증을 위해서 본 연구는 광주·전남 지역의 8개 조직, 200명의 종업원을 대상으로 설문지를 배포하였으며 수집된 설문서 중 177부가 가설검증에 사용되었다. 연구결과를 살펴보면 다음과 같다. 첫째, 차별적 보상 지각은 심리적 계약위반에 정(+)의 영향을 주고, 심리적 계약위반 인식은 이직의도에 정(+)의 영향을 주는 것으로 나타났다. 둘째, 절차공정성 지각은 차별적 보상 지각과 심리적 계약위반 간의 관계에 정(+)의 조절효과를 갖는 것으로 나타났다. 마지막으로 심리적 계약위반은 차별적 보상 지각과 이직의도 간의 관계에 있어 부분매개효과를 갖는 것으로 나타나 차별적 보상 지각은 이직의도에 직접적으로 영향을 주기도 하지만, 심리적 계약위반을 통해 간접적으로도 영향을 주고 있음을 시사해주고 있다. 연구결과를 토대로 연구의 시사점과 한계 및 향후 연구방향을 제시하였다. This study investigates (1) the effects of differential reward on psychological contract breach and turnover intention, (2) a mediating effects of psychological contract breach on the relationship between differential reward and turnover intention, and (3) a moderating effects of procedural justice on the relationship between differential reward and psychological contract breach. To test these relationship, we collected data via a survey on data 200 employees in 8 organizations, and after excluding unanswered items questionnaires, total of 147 employees data were used for analysis. The results show that differential reward is positively associated with psychological contract breach, and psychological contract breach is positively associated with turnover intention. Procedural justice has a positive moderating effect on the relationship between differential reward and psychological contract breach. Furthermore, psychological contract breach has a partial mediating effect on the relationship between differential reward and turnover intention. In conclusion section the implications of the study results, directions of future study, and the limitations of this study are discussed.
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양동민(Dong-Min Yang),김경수(Kyoung-Su Kim) 한국산업경제학회 2015 산업경제연구 Vol.28 No.2
본 연구는 LMX가 부하의 직무만족에 미치는 영향과 함께, 이들 간의 관계에서 LLX와 BMX의 조절효과를 검증하고자 하였다. 연구 모형 및 가설 검증을 위해서 본 연구는 지방 소재 17개 조직, 90명의 상사와 256명의 부하들을 대상으로 설문서를 배포하였으며 수집된 설문서 중 상사 83부, 부하 235부 총 318부가 가설검증에 사용되었다. 연구결과를 살펴보면 다음과 같다. 첫째, LMX는 부하의 직무만족에 정(+)의 영향을 주는 것으로 나타났다. 둘째, LLX는 LMX와 부하의 직무만족 간의 관계를 조절하는 것으로 나타났다. 마지막으로 BMX 역시 LMX와 부하의 직무만족 간의 관계를 조절하는 변수로 밝혀졌다. 이는 기존 선행연구들이 주장하고 있는 바와 같이 부하의 직무만족에 있어 LMX가 중요한 영향요인이라는 것을 나타내고 있다. 더불어, LMX와 부하의 직무만족 간의 관계는 LLX와 BMX가 높은 상황에서 보다 강화될 수 있다는 것을 보여주고 있다. 본 연구는 LMX 이론을 중심으로 설명되었던 조직 내 구성원들의 교환관계에 관한 연구 영역을 LLX와 BMX 변수를 고려하여 이론적으로 확장하였다고 볼 수 있다. 또한, 실무적으로 볼 때 부하의 높은 직무만족 수준을 이끌어 내기 위해서는 단순히 상사와 부하의 교환관계뿐만 아니라 상사와 차상위리더의 교환관계, 차상위리더와 부하의 직접적인 교환관계 역시 고려해야 할 중요한 영향요인임을 제시해 주고 있다. 연구결과를 토대로 연구의 시사점과 한계 및 향후 연구방향을 제시하였다. This study investigates the effect of LMX on followers" job satisfaction, a moderating effects of LLX and BMX on the relationship between LMX and followers" job satisfaction. To test these relationship, we collected data via a survey on data 90 supervisors and 256 subordinates in 17 organizations, and after excluding unanswered items questionnaires, total of 318(83 supervisors and 235 subordinates)data were used for analysis. The results show that LMX is positively associated with followers" satisfaction. LLX have a positive moderating effect on the relationship between LMX and followers" job satisfaction. Additionally BMX also have a positive moderating effect on the relationship between LMX and followers" job satisfaction. Like previous researches" results, LMX can be influential variable on followers" job satisfaction. Furthermore, LLX and BMX as well as LMX are important factors to increase followers" job satisfaction. Relatively, previous researches related to exchange relationship have focused on LMX theory. So, this study contributes expansion of LMX theory theoretically and explains exchange relationship in organization more clearly. In practical implication, this study also provides some lessons to organizational management. To increase followers" job satisfaction, organizations should consider exchange relationship between leader and follower, boss and leader, boss and follower. In conclusion section the implications of the study results, directions of future study, and the limitations of this study are discussed.
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변혁적 리더십이 역할행동, 조직시민행동 및 혁신행동에 미치는 영향
양동민(Dong Min Yang),심덕섭(Duk Sup Shim) 한국경영학회 2013 經營學硏究 Vol.42 No.1
The purpose of this study is to examine the influence of a leader`s transformational leadership on follower`s in-role behavior, organizational citizenship behavior(OCB), and innovative behavior. In addition, we attempt to verify the mediating effect of social identification with the work unit and personal identification with the leader on the relationships between a leader`s transformational leadership and in-role behavior, OCB, and innovative behavior. While prior studies have usually tackled the relationship between transformational leadership and follower`s in-role behavior, OCB, and innovative behavior, they have rarely examined the mediating effects of social identification and personal identification on these relationships. Based on prior literature, this study derives following hypotheses. H1: Transformational leadership will be positively related to social identification of subordinates. H2: Transformational leadership will be positively related to personal identification of subordinates. H3: Transformational leadership will be positively related to in-role behavior of subordinates. H4: Transformational leadership will be positively related to OCB of subordinates. H5: Transformational leadership will be positively related to innovative behavior of subordinates. H6: Social identification will mediate the relationship between transformational leadership and in-role behavior, OCB, and innovative behavior. H7: Personal identification will mediate the relationship between transformational leadership and in-role behavior, OCB, and innovative behavior. To test the proposed hypotheses in our study, we collected data via a survey on data 300 employees in 11 organizations, and after excluding unanswered items questionnaires, total of 213 employees data is used for analysis. Hierarchical regression analysis is used to test the proposed hypotheses. Sobel test is used to test the significance of the mediating effects of social identification and personal identification. The major findings are as follows: First, as predicted, a leader`s transformational leadership were positively associated with social identification and personal identification. thus providing evidence that transformational leaders are likely to exert their influence on followers by affecting their feelings of identification. Second, transformational leadership is closely related to in-role behavior, OCB, and innovative behavior. Third, personal identification and social identification have turned out to have a full or partial mediation effect on the relationship between transformation leadership and in-role behavior, between transformation leadership and OCB, and between transformation leadership and innovative behavior. That is, this result indicated that a leader`s transformation leadership indirectly effects on in-role behavior, OCB, and innovative behavior through social identification and personal identification. Finally, however, when we entered transformational leadership, personal identification and social identification simultaneously into the equations, social identification fully or partially mediates the relationship between transformational leadership and in-role behavior, OCB and innovative behavior, whereas personal identification only mediates the relationship between transformational leadership and OCBO. Consistent with Kark, Shamir and Chen(2003), results also suggested that different mechanisms (personal or social identification) could, at least partially, account for these different outcomes (in-role behavior, organizational citizenship behavior, and innovative behavior of followers) of transformational leadership. Given the small number of samples, this study constitutes an exploratory attempt in nature. Caution must be exercised in attempting to interpret findings and to generalize the recommendations. The results proposed in this study must be validated by further research in diverse research settings. The results of this study are limited by
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4K 디지털카메라의 다이나믹레인지와 정색성 연구 -사진촬영기능과 영상촬영기능의 비교-
양동민 ( Dong Min Yang ),이용환 ( Young Hwan Lee ) 한국사진학회 2015 AURA Vol.0 No.34
This paper seeks to study whether a captured 4K image can realize a dynamic range as wide as a RAW file of a photograph and measure the image`s color intensity. In case of photograph, a Q-14 chart was shot at normal exposure, set at RAW. The shooting was conducted through Adobe RAW from +5 stop to -5 stop with an exposure difference of 1/3 of a stop. Then the images were converted into TIFF. In case of video, a Q-14 chart was shot by changing exposures similar to RAW through adjusting shutter speed. The dynamic range was measured through stepchat of imatest. The standard mode (STD) in the photo camera setting showed a range of 5+1/3 stop. S-Log2 in the video setting showed a range of 6 stop while RAW showed a range of 6+2/3 stop. When shot at normal exposure, the highlight area of S-Log2 was 1+2/3 stop higher. However, compared to RAW and the camera setting of STD, its photographic expression of the shadow area was 2+2/3 stop short. In case of standard mode (STD), the ΔE*ab value was shown somewhere around 10. However, in case of S-Log2, the ΔE*ab value was around 28 so the color was inaccurate compared to the camera setting. Yet, by adjusting the inner video settings, the ΔE*ab value recorded somewhere between 12 and 17, confirming the possibility of realizing correct colors at the similar level with a photograph. Therefore, the study will be a useful reference in applying image features to photography for those in the field of photography.
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