상사신뢰의 결정요인과 직무수행간의 구조적 관계 = (The)structural relationship on the determinants of subordinator's superior trust and jpb performances

다국어 초록 (Multilingual Abstract)

This study aims to verify the variables and how much they can explain the superior's trust not only on an individual characteristic of a leader and determinants of superior trust limited on the base of leadership but also expanding the leader's character and superior's emotional intelligence that can assess their ability, superior's considerate behaviors based on the leadership, and superior's sense of sense of justice.
Also this study has the purpose to give useful information on practical work environment as choosing a job performance variable that is related to the productivity of organization as a result variable of superior's trust.
This study performed the following four categories.
The first category is to verify individual effect and discriminated effect on superior trust influenced by superior's emotional intelligence, sense of justice and considerate behavior which selected the determinants of superior's trust.
The second category is to verify individual effect and discriminated effect on job performances(task performance, contextual performance, adaptive performance) in these superior's emotional(superior's emotional intelligence) and behavioral(superior's sense of justice and considerate behavior) variables.
The third category is to verify the effect of superior trust on the job performances.
The last category is to verify the mediator's effect of superior trust between the job performances and determinating factor.
The results of this study are as follows.
First, it has been proved that superior's emotional intelligence, sense of justice and considerate behavior all had positive influence on the superior trust. Especially dispersion rate which explains superior trust of these variables was highly ranked so it means that the dispersion rate needs to be considered as the determinants of superior trust.
Also, in the factors of superior's sense of justice, it is confirmed that interactional sense of justice influences superior's trust more than distributive sense of justice and procedural sense of justice.
Second, it has been proved that superior's emotional intelligence, sense of justice and considerate behavior give positive effect on job performances(task performance, contextual performance, adaptive performance). Especially these variables are all highly ranked about plausibility of contextual performance than any other task performance or adaptive performance. In the meantime, according to the result of analyzing the discriminated effect on the job performances of these variables, there are no sensible differences.
Third, superior trust has a positive effect on the task performance, contextual performance and adaptive performance. Particularly, superior trust is highly influential to contextual performance than task performance and adaptive performance.
Fourth, superior trust is partially related to superior's emotional intelligence, contextual performance and adaptive performance, and also it is fully interconnected to contextual performance and superior's sense of justice, superior's considerate behavior and contextual performance. However, it has been proved that between emotional intelligence and task performance, between sense of justice and task performance or adaptive performance, and between considerate behavior and task performance have no effect on each other.
This study contains academic and practical suggestions on several levels.
First, it confirms classification validity of task performance, contextual performance, adaptive performance with expanding job performance organization concept by multidimensional approach. It means organization members recognize the three performance concepts discriminately.
Second, it confirms the variables that promote plausibility of superior trust. And it is clear that superior's sense of justice including his division, procedure, sense of justice of reciprocal action and superior's considerate behavior are important variables which determine the superior trust that has been recently researched as it has a huge influence on emotional worker's desire and job performance. In addition, the superior's considerate behavior is a critical variable on superior trust.
Third, it gives useful information on practical affairs including job performance variable as a research model, a variable of organizational effectiveness, which is highly related to job result. This study indicates result with high application chances using job performance variable which is an active variable directly related to job result as organizational effectiveness.
Fourth, it discovers that superior's emotional and active characters have powerful effect more than direct job performance(task performance) on job the performance (contextual performance, adaptive performance) besides roles. Especially the result of this study has more practical value in carrying out non-structured task companies under unstable environment than carrying out structured task under stable companies.

목차 (Table of Contents)

• 제1장 서론 = 1
• 제1절 연구배경 및 목적 = 1
• 1. 연구배경 = 1
• 2. 연구목적 = 2
• 제2절 연구방법 및 내용 = 3
• 1. 연구방법 = 3
• 2. 연구내용 = 4
• 제2장 이론적 배경 = 5
• 제1절 상사신뢰 = 5
• 1. 상사신뢰의 정의 = 5
• 2. 신뢰의 기반 및 구성요소 = 8
• 3. 상사신뢰의 기능 및 연구동향 = 14
• 제2절 상사신뢰의 결정요인 = 18
• 1. 상사의 정서지능 = 18
• 2. 상사의 공정성 = 24
• 3. 상사의 배려행동 = 34
• 제3절 상사신뢰의 결과요인 = 36
• 1. 과업수행 = 36
• 2. 맥락수행 = 38
• 3. 적응수행 = 43
• 제3장 연구의 설계 = 47
• 제1절 연구모형 및 연구가설 = 47
• 1. 연구모형의 설계 = 47
• 2. 연구가설의 설정 = 48
• 제2절 변수의 정의 및 조사설계 = 56
• 1. 변수의 정의 = 56
• 2. 조사설계 = 58
• 제4장 실증분석 = 60
• 제1절 기초통계분석 = 60
• 1. 표본의 특성 = 60
• 2. 신뢰성 및 타당성 분석 = 61
• 제2절 가설검증 = 67
• 1. 상사신뢰의 결정요인 검증 = 67
• 2. 상사의 정서적·행동적 변수와 직무수행간의 관계 검증 = 70
• 3. 상사신뢰와 직무수행의 관계 검증 = 76
• 4. 상사신뢰의 매개효과 검증 = 76
• 5. 연구모형의 구조적 관계 = 80
• 제5장 결론 = 86
• 제1절 연구결과의 요약 및 시사점 = 86
• 제2절 연구의 한계 및 향후 연구과제 = 89
• 참고 문헌 = 91
• 설문지 = 103

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