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Effects of Authentic Leadership and Leader-Member Exchange on Employee Psychological Ownership and Organizational Commitment

권재현|양회창
한국유통과학회 (Korea Distribution Science Association)|2015.11|유통과학연구 (Journal of Distribution Science)|제13권 제11호|pp. 23-30|DOI 10.15722/jds.13.11.201511.23

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참고문헌

키워드

Organizational CommitmentAuthentic LeadershipPsychological OwnershipLeader-Member ExchangeMultidimensional Trust

초록

Purpose – Small- and medium-sized enterprises often rely on the owner’s personal characteristics. This study aims to verify the impact of the awareness of such a business leader’s sincerity and the sincerity of their leader-member exchange (LMX) on employee psychological ownership and organizational commitment. The findings offer clues to how small- and medium-sized company leaders should engage with employees. Research design, data, and methodology – A total of 289 valid questionnaires were examined using frequency, descriptive statistics, and correlation analyses and structured equation modeling. Results – Authentic leadership and LMX were both found to have a positive impact on each trust factor, each trust factor had a positive impact on psychological ownership and organizational commitment, and psychological ownership had a positive impact on organizational commitment. Conclusion – These results suggest that small- and medium- size company leaders should use self-awareness and self-regulation to encourage the recognition of their sincerity, and strive to achieve a positive relationship with employees. It also suggests that leaders should improve trust between employees and establish various strategies to enable employee psychological ownership.

Abstract

Purpose – Small- and medium-sized enterprises often rely on the owner’s personal characteristics. This study aims to verify the impact of the awareness of such a business leader’s sincerity and the sincerity of their leader-member exchange (LMX) on employee psychological ownership and organizational commitment. The findings offer clues to how small- and medium-sized company leaders should engage with employees. Research design, data, and methodology – A total of 289 valid questionnaires were examined using frequency, descriptive statistics, and correlation analyses and structured equation modeling. Results – Authentic leadership and LMX were both found to have a positive impact on each trust factor, each trust factor had a positive impact on psychological ownership and organizational commitment, and psychological ownership had a positive impact on organizational commitment. Conclusion – These results suggest that small- and medium- size company leaders should use self-awareness and self-regulation to encourage the recognition of their sincerity, and strive to achieve a positive relationship with employees. It also suggests that leaders should improve trust between employees and establish various strategies to enable employee psychological ownership.

참고문헌 (41)

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Effect of Authentic Leadership on Organizational Citizenship Behaviors through Mediating Roles of Followers’ Self-awareness and Psychological Ownership탁진국, Hyo-Sung Oh한국유통과학회 · 유통과학연구2016 · 제14권 제3호진성리더십이 상사신뢰 및 심리적 주인의식에 미치는 영향 연구 - LMX의 조절된 매개효과를 중심으로 -김일, 류태모, 송경수한국인적자원관리학회 · 인적자원관리연구2019 · 제26권 제5호진정성 리더십이 종업원의 건설적 발언행동에 미치는 영향: 심리적 주인의식의 매개효과김거도, 탁진국한국산업및조직심리학회 · 한국심리학회지: 산업 및 조직2016 · 제29권 제2호병원 조직의 진성리더십 유형이 조직몰입과 조직시민행동에 미치는 영향에 관한 연구 : LMX의 매개효과를 중심으로Yeonsook Lee한국유통과학회 · 산경연구논집2019 · 제10권 제3호The Effect of Authentic Leadership and Psychological Contract Breach on Organizational Cynicism: Focusing on the Moderated Mediation of Followers’ Identification with the Leader김예성, 신제구한국지식경영학회 · 지식경영연구2017 · 제18권 제4호변혁적 리더십, 진정성 리더십과 조직몰입 간의 관계에 관한 연구: 심리적 자본과 LMX의 매개효과를 중심으로한봉주한국조직학회 · 한국조직학회보2013 · 제10권 제1호

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