본 연구는 조직시민행동의 선행요인을 찾고, 그리고 LMX(leader-member exchange)의 매개역할을 살펴보는 것이다. 선행연구 검토를 통해 본 연구는 조직시민행동과 LMX에 영향을 미치는 요인을 개인(분배, 절차 공정성), 그룹(변혁적 리더십, 팀 임파워먼트), 그리고 조직(조직구조의 복잡성)수준으로 분류하였다. 산업단지 공단에 근무하는 종업원들을 대상으로 설문조사를 실시하였고, 총 773부의 설문지가 실증분석에 사용되었다. 실증분석 결과, 절차적 공정성, 변혁적 리더십, 그리고 팀 임파워먼트가 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 또한 분배공정성, 절차공정성, 변혁적 리더십, 팀 임파워먼트, 조직구조의 복잡성은 LMX에 정(+)의 영향을 미치는 것으로 나타났다. 게다가 LMX는 5개의 독립변수(분배공정성, 절차공정성, 변혁적 리더십, 팀 임파워먼트, 조직구조의 복잡성)가 조직시민행동에 미치는 영향관계에서 매개역할을 하는 것으로 나타났다. 연구결과를 바탕으로 연구의 시사점과 한계점 등에 대해서도 논의하였다.
본 연구는 조직시민행동의 선행요인을 찾고, 그리고 LMX(leader-member exchange)의 매개역할을 살펴보는 것이다. 선행연구 검토를 통해 본 연구는 조직시민행동과 LMX에 영향을 미치는 요인을 개인(분배, 절차 공정성), 그룹(변혁적 리더십, 팀 임파워먼트), 그리고 조직(조직구조의 복잡성)수준으로 분류하였다. 산업단지 공단에 근무하는 종업원들을 대상으로 설문조사를 실시하였고, 총 773부의 설문지가 실증분석에 사용되었다. 실증분석 결과, 절차적 공정성, 변혁적 리더십, 그리고 팀 임파워먼트가 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 또한 분배공정성, 절차공정성, 변혁적 리더십, 팀 임파워먼트, 조직구조의 복잡성은 LMX에 정(+)의 영향을 미치는 것으로 나타났다. 게다가 LMX는 5개의 독립변수(분배공정성, 절차공정성, 변혁적 리더십, 팀 임파워먼트, 조직구조의 복잡성)가 조직시민행동에 미치는 영향관계에서 매개역할을 하는 것으로 나타났다. 연구결과를 바탕으로 연구의 시사점과 한계점 등에 대해서도 논의하였다.
The main purpose of this study was to find antecedents of organizational citizenship behavior(OCB) and to investigate the mediating role of leader-member exchange(LMX). This study categorized the factors that influence OCB and LMX into individual(distributive and procedural justice), group(transform...
The main purpose of this study was to find antecedents of organizational citizenship behavior(OCB) and to investigate the mediating role of leader-member exchange(LMX). This study categorized the factors that influence OCB and LMX into individual(distributive and procedural justice), group(transformational leadership and team empowerment), and organizational levels(complexity). A total of 773 cases were used in this study, which were collected in one of industrial complexes. The research participants were any employees who participated in their work by collaborating with their co-workers. This study found that procedural justice, transformational leadership, and team empowerment had positive influences on OCB, and distributive justice, procedural justice, transformational leadership, team empowerment, and complexity significantly influenced LMX. Moreover, LMX played a mediating role in the relationship between each of the five input variables and OCB.
The main purpose of this study was to find antecedents of organizational citizenship behavior(OCB) and to investigate the mediating role of leader-member exchange(LMX). This study categorized the factors that influence OCB and LMX into individual(distributive and procedural justice), group(transformational leadership and team empowerment), and organizational levels(complexity). A total of 773 cases were used in this study, which were collected in one of industrial complexes. The research participants were any employees who participated in their work by collaborating with their co-workers. This study found that procedural justice, transformational leadership, and team empowerment had positive influences on OCB, and distributive justice, procedural justice, transformational leadership, team empowerment, and complexity significantly influenced LMX. Moreover, LMX played a mediating role in the relationship between each of the five input variables and OCB.
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문제 정의
More specifically, this study categorizes the factors that influence OCB into individual (distributive and procedural justice), group (transformational leadership and team empowerment), and organizational (complexity) levels, in an attempt to grasp and analyze the relationships between factors in the individual, group, and organizational levels and OCB. Moreover, this study explores the role of leader-member exchange in the relationships among the three levels of factors and OCB.
가설 설정
Hypothesis 1: Distributive justice will have a positive effect on employees’ OCB and LMX.
Hypothesis 2: Procedural justice will have a positive effect on employees’ OCB and LMX.
Hypothesis 3: Transformational leadership will have a positive effect on employees’ OCB and LMX.
Hypothesis 4: Team empowerment will have a positive effect on employees’ OCB and LMX.
Hypothesis 5: Complexity of organizational structure will have a negative effect on employees’ OCB and LMX.
Hypothesis 6: LMX will play a mediating role in the relationships between factors in the individual, group, and organizational levels (distributive justice, procedural justice, transformational leadership, complexity of organizational structure, team empowerment) and OCB.
제안 방법
After reviewing OCB-related literature, this study classified the factors affecting OCB into individual, group and organizational levels: 1)distributive and procedural justice for the individual level,2)transformational leadership and team empowerment for the group level, and 3)complexity of organizational structure for the organizational level. This study also proposed LMX as the mediating factor in the relationships between factors in the individual, group, and organizational levels and OCB.
All instruments used in this study were developed and validated by previous researchers. Respondents used a five-point scale (1 = "strongly disagree" to 5 = "strongly agree") to indicate their perception of each item.
For the factor analysis, this study carried out the confirmatory factor analysis to estimate validity of the seven constructs. CFA results are shown in [Table 2].
To overcome the limitations of previous studies and to improve the value of practical research on OCB, this study aims to analyze and investigate OCB using an integrated approach of individual, group, and organization levels. More specifically, this study categorizes the factors that influence OCB into individual (distributive and procedural justice), group (transformational leadership and team empowerment), and organizational (complexity) levels, in an attempt to grasp and analyze the relationships between factors in the individual, group, and organizational levels and OCB. Moreover, this study explores the role of leader-member exchange in the relationships among the three levels of factors and OCB.
Respondents used a five-point scale (1 = "strongly disagree" to 5 = "strongly agree") to indicate their perception of each item.
First, this study is limited by its sampling approach. The data used in this study were collected in one specific area with the purposive sampling approach. This sampling approach limits the possibility of generalizability of the results.
The main purposes of this study were to explore the determinants of OCB and to investigate the role of LXM. To these ends, this study first reviewed OCB and LMX literature, and then sorted factors affecting OCB and LMX into individual (distributive and procedural justice), group (transformational leadership and team empowerment) and organization (complexity) levels.
complexity of organizational structure for the organizational level. This study also proposed LMX as the mediating factor in the relationships between factors in the individual, group, and organizational levels and OCB. Based on previous studies, this study developed the following six research hypotheses:
To these ends, this study first reviewed OCB and LMX literature, and then sorted factors affecting OCB and LMX into individual (distributive and procedural justice), group (transformational leadership and team empowerment) and organization (complexity) levels. This study proposed an integrated model that can explain the structural relationships between these five variables (distributive justice, procedural justice, transformational leadership, team empowerment, and complexity) and OCB and the structural relationships between the five variables and LMX, and show the mediating role of LMX in the relationships between factors in the individual, group, and organizational levels and OCB.
This study used a questionnaire to collect data in an industrial complex. To obtain sample cases for this study, this study contacted one of six Korean Industrial Complex Corp.
To overcome the limitations of previous studies and to improve the value of practical research on OCB, this study aims to analyze and investigate OCB using an integrated approach of individual, group, and organization levels. More specifically, this study categorizes the factors that influence OCB into individual (distributive and procedural justice), group (transformational leadership and team empowerment), and organizational (complexity) levels, in an attempt to grasp and analyze the relationships between factors in the individual, group, and organizational levels and OCB.
The main purposes of this study were to explore the determinants of OCB and to investigate the role of LXM. To these ends, this study first reviewed OCB and LMX literature, and then sorted factors affecting OCB and LMX into individual (distributive and procedural justice), group (transformational leadership and team empowerment) and organization (complexity) levels. This study proposed an integrated model that can explain the structural relationships between these five variables (distributive justice, procedural justice, transformational leadership, team empowerment, and complexity) and OCB and the structural relationships between the five variables and LMX, and show the mediating role of LMX in the relationships between factors in the individual, group, and organizational levels and OCB.
Using SPSS, this study bootstrapped to test statistical significance of the mediation effects of LMX. There were significant indirect effects of distributive justice (b= .
80[38] to test the hypothesized model. Various indices provided by Lisrel results were used to estimate overall fitness of the measurement model. However, the χ2 statistic was not used because of its sensitivity to sample size.
대상 데이터
A total of 1,100 copies of the questionnaire were distributed to potential survey participants with the brief explanation of this study, including the research goal and instructions on completing the questionnaire. Of the questionnaires distributed to potential participants, 850 were returned. After screening the questionnaires, 77 were excluded because they contained incomplete responses.
After screening the questionnaires, 77 were excluded because they contained incomplete responses. Therefore, the total sample used in this study consisted of 773 participants.
This study used a questionnaire to collect data in an industrial complex. To obtain sample cases for this study, this study contacted one of six Korean Industrial Complex Corp. (KICOX) branches. Therefore, the sample for this study was employees who worked in one of the industrial complexes and participated in their work by communicating and collaborating with their co-workers and leaders.
이론/모형
Structural equation modeling analysis was performed using Lisrel 8.80[38] to test the hypothesized model. Various indices provided by Lisrel results were used to estimate overall fitness of the measurement model.
성능/효과
4. The complexity of the organizational structure was found to have a significant effect on LMX (SPC =-.18, p<.05: H5), but not on OCB (SPC =-.04, t=-.55: H5).
As the results indicated, the procedural justice had a statistically significant effect on both OCB and LMX however, distributive justice had a positive influence on only LMX. Transformational leadership and team empowerment, which are both group-level variables, had positive effects on both LMX and OCB.
20[35] and VIF should be less than 4[36]. In this study, VIF scores ranged between 1.29 and 2.58, and tolerance values ranged between .38 and .77. Thus, it can be concluded that multicollinearity was not found in this study.
Second, the results of the study also show the important role of organizational level factors such as leadership and team empowerment in improving OCB and LMX. A leader should make their employees very aware of the organization’s objectives by providing an empowered working environment, sharing an organization vision, and providing individualized consideration.
The results showed that the overall fit of the structural model was acceptable: χ2=548.70, df=71, NFI=.93, GFI=.91.
This study considered multiple model-fit indices, and, overall, all model fit indices were acceptable (χ2 (69)=151.23, χ2/df=2.2, GFI=.97, NFI=.99, RMSEA=.04).
후속연구
This sampling approach limits the possibility of generalizability of the results. Future studies should collect data with representative samples. Second, as with all studies, there could be other input variables that can positively increase OCB such as work status[40] and role identity[41].
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