팔로어십과 조직몰입의 관계에 있어 상사부하 교환관계(LMX)의 조절효과 : 컨벤션 기업 종사자를 중심으로
The Moderating Effect of Leader-Member Exchange(LMX) on the Effect Relationship between Followership and Organizational Committment
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The convention industry is a high value-added service industry, and the human service is the core competence of the company. However, compared to other industries, organizational commitment and job satisfaction are lower and the turnover rate is higher. Discussions on leaders and leadership have long been dealt with. However, in order to higher the organizational efficiency and better understand the relationship between the supervisors and the subordinate it should not be stopped at these discussions. Through the course of interaction, it is essential to understand the followers, who enacts a core role in the leadership process or the organizational process. This study was based on workers engaged in major domestic convention firms. It examines the control effects in LMX in relation to the exchange relationship between the followership and the organization. The factors used in this case are independence and activation factors in the followership. It was established in terms of respect, dedication, and trust.
Abstract
The convention industry is a high value-added service industry, and the human service is the core competence of the company. However, compared to other industries, organizational commitment and job satisfaction are lower and the turnover rate is higher. Discussions on leaders and leadership have long been dealt with. However, in order to higher the organizational efficiency and better understand the relationship between the supervisors and the subordinate it should not be stopped at these discussions. Through the course of interaction, it is essential to understand the followers, who enacts a core role in the leadership process or the organizational process. This study was based on workers engaged in major domestic convention firms. It examines the control effects in LMX in relation to the exchange relationship between the followership and the organization. The factors used in this case are independence and activation factors in the followership. It was established in terms of respect, dedication, and trust.
참고문헌 (34)
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