학술논문
조직구성원의 리더-구성원 교환관계(LMX), 직원몰입, 직무성과 간의 구조적 관계 : 심리적 임파워먼트의 조건부 간접효과 / Structural Relationships among Leader-Member Exchange(LMX), Employee Engagement, and Job Performance of organizational members: Conditional Indirect Effects of Psychological Empowerment
Document Type
Dissertation/ Thesis
Author
Source
Subject
Language
Korean
Abstract
본 연구의 목적은 조직구성원의 리더-구성원 교환관계(LMX), 직원몰입, 직무성과의 구조적 관계를 구명하고, LMX, 직무성과의 관계에서 직원몰입의 매개효과와 심리적 임파워먼트에 따른 조건부 간접효과를 확인하는 것을 목적으로 한다. 이를 위해 국내 기업 근로자를 대상으로 2023년 6월 중 1주간 온라인 설문을 통하여 데이터를 수집하였다. 불확실 응답을 제외한 총 349부를 연구에 활용하였으며, SPSS 27.0, ProcessMacro v4.2, Mplus 8.10 프로그램을 활용하여 분석을 실시하였다.연구결과 첫째, LMX는 직원몰입에 유의한 부(-)적 영향을 미치는 것으로 나타났다. 둘째, LMX가 직무성과에 미치는 영향은 통계적으로 유의하지 않았다. 셋째, 직원몰입이 직무성과에 미치는 영향은 정(+)적으로 유의하였다. 넷째, LMX과 직무성과 간의 관계에서 직원몰입의 매개효과는 유의하였다. 다섯째, LMX와 직무성과의 관계에서 직원몰입의 효과는 심리적 임파워먼트에 의해 조절되는 것으로 나타나 조절된 매개효과는 유의한것으로 나타났다. 연구 결과를 바탕으로 결론과 논의 및 학문적, 실무적시사점을 도출하였으며, 본 연구의 한계점과 후속연구를 제언하였다.
The purpose of this study is to identify the structural relationshipsbetween leader-member exchange (LMX), employee engagement, andjob performance, and to examine the mediating effect of employeeengagement and the conditional indirect effect of psychologicalempowerment on the relationship between LMX and job performance.For this purpose, data were collected through an online questionnairefor one week in June 2023 for workers in Korean companies. A totalof 349 copies, excluding uncertain responses, were used in the study,and the analysis was conducted using SPSS 27.0, Process Macro v4.2,and Mplus 8.10 programs.The results showed that, first, LMX had a significant negative effecton employee engagement; second, the effect of LMX on jobperformance was not statistically significant. Third, the effect ofemployee engagement on job performance was positively significant.Fourth, the mediating effect of employee engagement on therelationship between LMX and job performance was significant. Fifth,the effect of employee engagement on the relationship between LMXand job performance was moderated by psychological empowerment,and the moderated mediation effect was significant. Based on thefindings, conclusions, discussions, and academic and practicalimplications were drawn, and limitations and future research weresuggested.
The purpose of this study is to identify the structural relationshipsbetween leader-member exchange (LMX), employee engagement, andjob performance, and to examine the mediating effect of employeeengagement and the conditional indirect effect of psychologicalempowerment on the relationship between LMX and job performance.For this purpose, data were collected through an online questionnairefor one week in June 2023 for workers in Korean companies. A totalof 349 copies, excluding uncertain responses, were used in the study,and the analysis was conducted using SPSS 27.0, Process Macro v4.2,and Mplus 8.10 programs.The results showed that, first, LMX had a significant negative effecton employee engagement; second, the effect of LMX on jobperformance was not statistically significant. Third, the effect ofemployee engagement on job performance was positively significant.Fourth, the mediating effect of employee engagement on therelationship between LMX and job performance was significant. Fifth,the effect of employee engagement on the relationship between LMXand job performance was moderated by psychological empowerment,and the moderated mediation effect was significant. Based on thefindings, conclusions, discussions, and academic and practicalimplications were drawn, and limitations and future research weresuggested.