경영자에 대한 신뢰의 형성요인과 종업원 태도 및 행동과의 관계 = (The)formative causes of trust in a CEO, and the relationship between the trust and the employee's attitude and behavior

목차 (Table of Contents)

• In the era of limitless competition, organic interaction and active cooperation among the members of a company are indispensable. In order to achieve this kind of interaction and cooperation, their trust in the organization should be prerequisite.
• Considering the fact that a CEO exercises a critical influence upon the employees and their trust in him/her has effects on their job attitude and behavior, I think it is necessary to conduct researches in this area.
• The objectives of this study can be summarized as follows.
• First, this study tries to closely examine the preceding factors determining the employee''s trust in a CEO, on the basis of reviewing the causal variants of trust which were mentioned in the previous studies of the interpersonal trust and the organizational trust. In other words, it tries to analyze all the elements that can influence the employee''s trust in a CEO-personal behavioral characteristics, integrity, ability, openness in communication, transformational leadership, equity in personnel management policy, distributive justice and procedural justice in terms of reward and promotion.
• Second, this study tries to analyze how the employees'' trust in a CEO has effects upon themselves, examining influences of the trust exercised upon their attitude and behavior, job satisfaction, organizational involvement, organizational citizenship behavior, cynicism toward organizational change.
• Third, this study tries to analyze whether the influencing power of the employee''s trust in a CEO will be increased or decreased by the employee''s self-efficacy that is defined as a situational variable which can have influences on the relationship between the employees'' trust in a CEO and their attitude and behavior.
• Fourth, this study makes an attempt at an integrated model embracing many elements, whereas the previous studies focusing on trust relationship have usually dealt with only one aspect of the causes or the results of trust. So as to achieve this integrated model, the trust in a CEO is used as a mediation variable, and the mediation effect of the employee''s trust in a CEO is analyzed through examining both causes and effects at the same time.
• Regression analysis and path analysis were carried out so as to validate the hypothesis of this study, and the results are as follows.
• First, the employees who highly appreciated fairness regarding promotion system showed higher trust in a CEO. Distributive justice in reward program also revealed positive relation to the employee''s trust in a CEO. However, the causal relationship was not found between the procedural justice in reward program and the employee''s trust in a CEO.
• Second, the personal behavioral characteristics such as integrity, ability, and transformational leadership, affected the employee''s trust in a CEO. In other words, the more the employees appreciated their CEO''s integrity, ability, and transformational leadership, the stronger became their trust in him/her. However, statistically significant causal relationship was not found between the CEO''s openness in communication and the employee''s trust in a CEO.
• Third, the employee''s trust in a CEO was found to have an influence upon their attitude and behavior. The stronger trust in a CEO they had, the more job satisfaction and organizational citizenship behavior they showed, and the less cynicism to organizational change they revealed.
• Fourth, the employee''s trust in a CEO was found to play a partially mediating part between the causes and the effects of trust. The employee''s trust in a CEO mediated partially when distributional justice out of equity in personnel management policy affected job satisfaction, organizational involvement, and cynicism to organizational change, whereas it mediated fully when it concerned organizational citizenship behavior. Also, the employee''s trust in a CEO was found to be a mediator when the behavioral characteristics of a CEO had an influence upon an individual''s attitude and behavior. The CEO''s ability mediated partially when it concerned job satisfaction, organizational citizenship behavior, and cynicism to organizational change, whereas it mediated fully when it concerned organizational involvement. In case of integrity, it mediated partially when it concerned job satisfaction, organizational involvement, organizational citizenship behavior, and cynicism to organizational change. The employee''s trust in a CEO mediated fully when the CEO''s transformational leadership affected the employee''s organizational citizenship behavior and cynicism to organizational change, whereas it mediated partially when it concerned job satisfaction and organizational involvement.
• Fifth, self-efficacy was found to be either strengthening or weakening the influence of the employee''s trust in a CEO upon one''s attitude and behavior. The effect of the trust upon organizational involvement and organizational citizenship behavior was found to be stronger among the group with low self-efficacy. That means, the more trust in a CEO one showed, the stronger organizational involvement and organizational citizenship behavior became, but the intensity was found even stronger among the group with low self-efficacy. Also, the relationship between the trust in a CEO and cynicism to organizational change was affected by self-efficacy. The causal relationship between the trust in a CEO and cynicism to organizational change was found to be strengthened by self-efficacy.
• Therefore, the CEO who is responsible for introducing and operating systems, should make efforts to ensure justice in terms of salary and promotion, if he/she wants to secure trust from the employees. In addition, it is necessary to realize the importance of the individual behavioral characteristics such as integrity, ability, and transformational leadership.
• At the last part of this dissertation, the contributions and limitations of this study and the future research directions are indicated.