리더의 감성지능과 구성원의 리더신뢰, 조직몰입 및 직무성과 간의 구조적 관계 = A Study on the Effects of Leaders’ Emotional Intelligence on Followers’ Leader Trust, Organizational Commitment, and Job Performance

다국어 초록 (Multilingual Abstract)

There has been a growing interest in exploring the effects of a leader's emotional intelligence (EI) on followers' attitude toward organization and performance. Previous studies indicate that leaders with a high level of EI can not only manage followers more effectively, but also lead them toward the direction for increasing organizational effectiveness. In this sense, we put our focus on leader EI and examine how it influences followers’ attitudes and behaviors.
The purpose of this study is three-fold. First, we examine whether leader EI is associated with followers’ trust in leaders. In this study, leader EI is conceptualized as a multi-dimensional concept consisting of four sub-constructs, such as self-emotional appraisal (SEA), others' emotion appraisal (OEA), regulation of emotion (ROE), and use of emotion (UOE). Moreover, followers’ trust in leaders is categorized into two sub-constructs, that is, cognition-based trust and affect-based trust. Second, this study investigates whether two types of follower trust in leaders are related to organizational commitment and job performance. Finally, the study verifies the relationship between organizational commitment and job performance.
To evaluate the proposed research model and hypotheses, we conducted a PLS(Partial Least Squares) analysis, using a total of 128 data collected on employees working for local banks located in Gwangju.
The key findings are as follows. First, our results show that except SEA, the other three sub-dimensions of EI are positively associated with cognition-based trust and affect-based trust. More specifically, when a leader has the ability of using his or her emotions to motivate followers to achieve the organizational goal (i.e., UOE), followers' cognition-based trust is greatly increased. In contrast, the most influential dimension of EI for followers' affect-based trust is ROE that refers to a leader's ability of regulating his or her emotions effectively. These findings provide an academic implication by showing that sub-constructs of EI are associated with two types of follower trust in leaders, which remains uncovered.
Second, two types of follower trust (i.e., emotion- and cognition-based trust) in leaders contribute to increased organizational commitment and job performance. That is, cognition-based trust is strongly related to job performance whereas affect-based trust is strongly related to organizational commitment. These findings suggest that to increase followers' job performance, it is essential that leaders build cognition-based trust with followers. In contrast, to increase followers' organizational commitment, leaders should attempt to establish affect-based trust with followers.
Finally, organizational commitment considerably increases job performance. In our study, almost 60 percentage of the variation of job performance is explained by the three variables namely, organizational commitment, cognition-based trust and affect-based trust.
Overall, our results provide an empirical evidence for the assertion that a leader’s EI plays a key role in enhancing two types of follower trust in leader i.e., cognition- and affect-based trust, which in turn lead to increased organizational commitment and job performance.

국문 초록 (Abstract)

리더와 구성원의 관계에서 리더의 감성지능에 대한 관심과 중요성이 더욱 증가하고 있다. 높은 수준의 감성지능을 보유한 리더가 조직구성원들을 효과적으로 관리하고 조직유효성을 향상시키는 방향으로 구성원들을 동기 부여할 수 있기 때문이다. 이에, 본 연구는 리더의 감성지능에 초점을 맞추고, 리더의 감성지능이 구성원에게 미치는 영향들을 규명해 보고자 한다. 구체적으로, 본 연구는 리더의 감성지능을 네 가지 하위차원으로 분류하고, 각각의 차원이 구성원의 리더신뢰에 미치는 효과를 분석하고자 한다. 이와 더불어, 본 연구는 구성원의 리더신뢰를 인지기반신뢰 및 감성기반신뢰의 두 가지 유형으로 구분하고 각각의 신뢰가 조직몰입과 직무성과에 미치는 개별적인 효과를 검증하고자 한다. 제안된 연구모형 및 연구가설의 검증을 위하여 PLS 분석을 이용하였으며, G지역에 소재한 지역은행 지점들에서 근무하는 직원들로부터 수집된 128개의 데이터를 분석에 사용하였다. 주요 분석결과는 첫째, 리더의 감성지능의 하위차원 중에서 자기감성이해를 제외한 타인감성이해, 감성조절능력, 감성활용능력은 모두 인지기반신뢰와 감성기반신뢰에 긍정적인 영향을 주는 것으로 나타났다. 둘째, 인지기반신뢰와 감성기반신뢰는 조직몰입과 직무성과를 증가시키는 것으로 밝혀졌다. 마지막으로, 조직몰입은 직무성과를 상당히 증가시키는 것으로 나타났다.

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