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조직후원인식과 조직신뢰에 대한 리더-구성원교환관계의 효과

The Effect of Leader-Member Exchange on Perceived Organizational Support and Trust in Organizations

정승언
한국상업경영학회 (The Korean Academy of Business Management)|2006.02|상업경영연구 (Korean Journal of Business & Management)|제12권 |pp. 321-340

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참고문헌

키워드

Perceived Organizational SupportLeader-Member Exchange조직에 대한 신뢰(Trust in Organization)조직후원인식(Perceived Organizational Support)리더-구성원 교환관계(Leader-Member Exchange)Trust in Organization
주제분류경영학

초록

조직에 대한 구성원의 신뢰는 지속적인 거래과정에서의 교환에 의해 형성되는 믿음으로, 조직이 보편적인 규범에 기초하여 규칙적이고, 정직하며 협동적인 행동을 할 것이라는 기대를 말한다. 본 연구는 오늘날 급변하는 환경변화에 따른 기업의 경쟁력 강화방안의 일환으로 기업경영 핵심인 조직에 대한 신뢰를 결정하는 선행변수로 조직후원인식과 조절변수로서 리더-구성원 교환관계의 효과를 규명함에 목적을 둔다.실증분석 결과 조직에 대한 관계적 신뢰에는 정서적 후원이, 계산적 신뢰에 대해서는 계산적 후원이 큰 영향을 미치고 있었으며, 조직후원인식으로 인한 신뢰의 발현 정도가 외집단에 비해 내집단이 훨씬 높은 것으로 나타났다.

Abstract

The present study aimed to examine how the effects of perceived organizational support vary depending on the quality of leader-member exchange. In the present study, the existing studies on the trust in organization and ingroup-outgroup bias were surveyed and the research subjects were accordingly determined. And then hypotheses were established and proven empirically. It was found that affective support has a strong effect on the relational trust, whereas the calculative support does on the calculus-based trust. And affective support and relational support has a different effect on the relational trust and calculus-based trust according to the quality of leader-member exchange. So if organizational support was perceived, ingroup members trust in their organization more than outgroup.

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