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진성 리더십이 이직의도에 미치는 영향: 임금만족, 정서적 몰입 및 근속몰입의 매개효과

The Effects of Authentic Leadership on Turnover intention: Mediating Roles of Pay Satisfaction, Affective and Continuance Commitments

이상현|정대용
한국산업경영학회 (Korean Association Of Industrial Business Administrarion)|2020.02|경영연구 (Journal of Business Research)|제35권 제1호|pp. 89-119|DOI 10.22903/jbr.2020.35.1.89

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참고문헌

키워드

이직의도정서적 몰입진성 리더십임금만족근속몰입
주제분류경영학

초록

2000년대 이후 진성 리더십이 많은 관심을 받고 있다. 하지만 이에 대한 연구들은 직원들의 정서적인 반응과 그 결과에만 집중해왔다는 한계를 지닌다. 특히 대표적인 조직결과물인 조직몰입은 다면적 속성을 지니고 있으나 진성 리더십 연구자들은 조직몰입의 여러 요인들 중 정서적 몰입에만 집중적인 관심을 가져왔다. 이러한 한계점을 극복하고 진성 리더십이 조직원들에게 미치는 영향에 대한 새로운 기제를 제안하기 위하여 본 연구는 진성 리더십이 임금만족, 정서적 몰입및 근속몰입, 그리고 이직의도에 미치는 영향을 검증하였다. 구체적으로 (1) 진성 리더십과 이직의도의 관계에서 정서적 몰입의 매개효과, (2) 진성 리더십과 이직의도의 관계에서 임금몰입과 정서적 몰입의 순차적인 매개효과, (3) 진성 리더십과 이직의도의 관계에서 임금만족과 근속몰입의순차적인 매개효과를 검증하였다. 다양한 산업에 종사하는 459명의 직원들로부터 회수된 설문지를 분석한 결과 모든 가설은 통계적으로 유의하게 나타났다. 이러한 결과는 진성 리더십이 이직의도에 영향을 미치는 새로운 과정을 임금만족의 개념을 통하여 밝혀냈다는 점에서 이론적, 실무적으로 중요한 의미를 가진다.

Abstract

Despite the increasing interests in authentic leadership, researchers in the field have paid attention to its effects on affective aspects of employees only. However, Social Exchange theory suggests that impacts of leadership on employees’ attitudes toward their organizations go beyond affective aspects. This study attempted to investigate new mechanisms through which authentic leadership affects organizational commitments and turnover intention. In particular, we investigated (1) the mediating role of affective commitment in the relationship between authentic leadership and turnover intention; (2) mediating roles of pay satisfaction and affective commitment in the relationship between authentic leadership and turnover intention; and (3) mediating roles of pay satisfaction and continuance commitment in the relationship between authentic leadership and turnover intention. The data drawn from 459 employees in various industries in S. Korea supported all of the hypotheses in our study. This study contributes to the leadership literature as the first study that adopted pay satisfaction as a mediator in the relationships between authentic leadership and affective as well as continuance commitments, which in turn reduce turnover intention. Implications of the findings and directions for future research are discussed.

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