자기희생적 리더십과 과업성과

다국어 초록 (Multilingual Abstract)

This study had three objectives. First, we sought to ascertain a relationship between self-sacrificial leadership and employee’s task performance. Second, we investigated whether the impact of self-sacrificial leadership on task performance is mediated by job satisfaction. Third, this study tested the moderating effect of employee’s exchange ideology. Questionnaires were distributed to supervisor-subordinate dyads in Korean firms by postal mails or direct visits. All of the items except demography were measured on a seven-point Likert scale (ranging from 1 = strongly disagree to 7 = strongly agree). A total of 255 matched dyadic data was used for analysis. Hierarchical regression analysis was used for testing hypotheses.
Specifically, we adopted the three tests suggested by Baron and Kenny (1986) to explore the mediating roles of job satisfaction. We also used SPSS macro (MODMED) to verify the moderated mediation model.
The result of analysis showed the positive relationship between self-sacrificial leadership and task performance, and exhibited that the effect of self-sacrificial leadership on task performance was completely mediated by job satisfaction. We also found that exchange ideology moderated the relationship between job satisfaction and task performance. Finally, study results supported the hypothesized moderated mediation model, demonstrating that the magnitude of the indirect effect was contingent upon the level of employee’s exchange ideology. Based on these findings, theoretical and empirical implications were discussed, including the limitations and future direction of the study.

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