http://chineseinput.net/에서 pinyin(병음)방식으로 중국어를 변환할 수 있습니다.
변환된 중국어를 복사하여 사용하시면 됩니다.
CEO의 감성리더십, CEO 신뢰, 직무열의, 그리고 CEO정당성 간의 관계
성재환 ( Jaehwan Sung ),문재승 ( Jaeseung Moon ),김수영 ( Suyeong Kim ) 공주대학교 KNU 기업경영연구소 2019 기업경영리뷰 Vol.10 No.1
최근의 리더십 연구에서는 리더십과 인간감성의 관계에 대한 인식이 중요하게 다루어지고 있다. 즉 리더십을 적절히 이해하기 위해서는 리더의 감성이 부하직원의 행동 및 태도에 미치는 영향에 대한 이해가 선행되어야 한다는 것이다. 본 연구는 CEO 감성리더십이 조직구성원의 태도와 행동에 미치는 과정을 탐색하고, 감성리더십과 직무열의의 간의 관계에서 상황변수 및 매개변수의 영향을 탐색하는데 목적이 있다. 이를 위해 선행 연구를 바탕으로 4개의 가설을 설정하였다. 가설1. CEO 감성리더십은 조직구성원의 직무열의에 정(+)의 영향을 미칠 것이다. 가설2. CEO 감성리더십은 조직구성원의 CEO신뢰에 정(+)의 영향을 미칠 것이다. 가설3. 조직구성원의 CEO신뢰는 CEO 감성리더십과 직무열의 간의 관계에서 매개역할을 할 것이다. 가설4. CEO정당성은 CEO 감성리더십과 직무열의 간의 관계를 정(+)의 방향으로 조절할 것이다. 이러한 가설의 검증을 위해 226명의 중소기업 근로자들로부터 설문지를 회수하여 분석하였다. 그 결과 가설1, 가설2. 가설3은 지지되었으나 가설4는 지지되지 않았다. 즉 CEO의 감성리더십은 조직구성원의 직무열의에 직접적인 영향을 미치며, CEO신뢰를 통해 간접적으로도 영향을 준다. 또한 CEO의 감성리더십은 CEO신뢰를 증가시키는 효과가 있다. 그러나 CEO의 감성리더십과 직무열의 간의 관계에서 CEO정당성의 조절효과는 유의하지 않은 것으로 나타났다. 본 연구는 CEO가 좋은 성과 창출을 위해서는 리더와 조직구성원 간의 감성적 교류를 통한 긍정적 관계형성이 선행되어야 한다는 점을 부각시켰다는데 의의가 있다. 리더와 조직구성원 간에 감성적 교류를 통한 긍정적 관계가 형성 될 때 부하직원들이 리더를 신뢰하고 조직 내에 긍정적 관계 형성이 이루어져야 직원들이 본인의 직무에 열의를 갖고 업무에 임하게 된다는 것이다. Recent leadership studies have been interested in emotional leadership. They argued that leaders had to understand the effects of leader emotion on the subordinates attitudes and behaviors. This study aimed to examine the impact of CEO emotional leadership on employee’s attitude and the mediating effect of CEO trust. The study also tried to test the moderating role of CEO legitimacy on the relationship between CEO emotional leadership and employee work engagement. We collected data from 226 employees working for small and medium sized companies and analyzed it using SPSS 24. The empirical results sowed that CEO emotional leadership was positively related with employee work engagement and also positively related with CEO trust. The analysis of the data revealed that CEO trust positively mediate the relationship between CEO emotional leadership and employee work engagement. However, on the contrary to our expectation, CEO legitimacy has no significant moderating effect on the relationship between CEO emotional leadership and employee work engagement. Theoretical and practical implications were discussed based on the results of the study.
인력구조조정이 구성원의 정서적 몰입에 미치는 영향 : 고용불안정성 지각의 매개효과와 경력정체의 조절효과
박광흠 ( Kwangheum Park ),문재승 ( Jaeseung Moon ) 한국생산성학회 2019 生産性論集 Vol.33 No.3
In the past, the goal of achieving cost-effective survival and short-term business results were pursued. Recently, however, the issue of strengthening organizational competitiveness has become important. Many previous studies have argued that workforce restructuring negatively affects the attitudes and behaviors of employees. These studies concentrated on the direct effects of workforce restructuring and neglected to identify the mechanism by which restructuring was accomplished. Therefore, this study examines the direct effect of workforce restructuring on the affective commitment of the employees as well as investigates that perceived job insecurity has on the relationship between workforce restructuring and affective commitment. The study also empirically assesses the moderating effect of career plateau on the relationship between workforce restructuring and perception of job insecurity. For the empirical study, we conducted a self-report questionnaire survey of 422 members of big companies in Korea, the answers from which were used for data analysis. The results of the empirical analysis are as follows. First, the relationship between workforce restructuring and affective commitment was not significant. Second, perceived job insecurity mediated the relationship between workforce restructuring and affective commitment. Third, content career plateau had a negative moderating effect on the relationship between workforce restructuring and job insecurity; however, structural career plateau had no significant moderating effect. This study seeks to extend and augment workforce restructuring and career plateau related studies by exploring the mediating variable(job insecurity perception) and moderating variable(career plateau) on the relationship between workforce restructuring and outcomes. In practice, workforce restructuring is an opportunity to strengthen organizational capacity and provide sound tension to the organization when it is flexibly applied considering management circumstances. Organizations need to manage the process of making changes in management to resolve job insecurity during the restructuring precess, and also address the issue of career plateau in relation to employees. Finally, the limitations of this research and future directions for further studies were outlined based on the empirical results.