[논문]현장관리자의 진성리더십이 외국인 근로자의 신뢰, 직무열의, 및 이직의도에 미치는 영향 -국내기업의 필리핀 근로자를 중심으로-

둘누안 엘라 마이; 김해룡; 왕각

doi:10.14400/jdc.2020.18.12.159

현장관리자의 진성리더십이 외국인 근로자의 신뢰, 직무열의, 및 이직의도에 미치는 영향 -국내기업의 필리핀 근로자를 중심으로-
The Effect of Field Managers' Authentic Leadership on Foreign Workers' Trust, Work Engagement, and Turnover Intention -Focusing on Filipino Workers in South Korea- 원문보기

디지털융복합연구 = Journal of digital convergence, v.18 no.12, 2020년, pp.159 - 170

둘누안 엘라 마이 (울산대학교) , 김해룡 (울산대학교 경영학과) , 왕각 (울산대학교 경영학과)

초록
AI-Helper

한국의 국제 노동력이 끊임없이 증가함에 따라 외국인 근로자의 해외 생활과 근로는 리더십 분야에 새로운 연구 시각을 제공하였다. 본 연구는 U와 G 지역에 거주하는 필리핀 국적인 외국인 근로자를 대상으로 리더십은 실제로 외국인 근로자의 상태와 태도에 영향을 미칠 수 있는지에 대해 논의하였다. 특히, 진성리더십이 외국인 근로자의 직무열의와 이직의도에 미치는 영향을 살펴보았다. 또한 신뢰를 매개로 하여 외국인 근로자의 직무열의와 이직의도에 미치는 영향을 검증하였다. 연구 결과에 따르면 진성리더십은 필리핀 국적 외국인 근로자의 직무열의와 선명한 관계를 가지고 있지 않은 반면에 외국인 근로자의 이직의도에 부(-)정적인 영향을 미치는 것으로 나타났다. 진성리더십이 외국인 근로자의 이직의도에 신뢰를 완전 매개하여 부(-)정적인 영향을 미치는 것으로 나타났다. 신뢰의 매개 작용은 리더와 부하 간의 신뢰 구축이 필요하다는 것을 보여주었다. 마지막으로 본 연구는 다양한 시각에서 연구 결과의 원인에 대해 논의하였으며, 연구의 한계점과 미래연구의 방향을 확인되었다.

Abstract ▼ AI-Helper

With increasing international labour in Korea, the perspective of foreign workers' maintenance and changes of origin while living and working overseas provides a new angle for leadership research. For the purpose to investigate the effect of leadership on the group of foreign workers, this study targeted Filipino workers in U and G city and explored whether authentic leadership predicts foreign workers' work engagement and retainment through the potential intervening effect of interpersonal trust. The empirical study utilized SPSS, and results proved that authentic leadership has no significant relationship to foreign Filipino workers' work engagement directly, but authentic leadership showed a negative effect on Filipino workers' turnover intention. The full mediation effect of interpersonal trust proves the value and importance of establishing trust relationships in retaining foreign workers.

주제어

표/그림 (5)

그림 Fig. 1. Research model
표 Table 1. Exploratory factor analysis
표 Table 2. Descriptive statistics and bivariate correlations
표 Table 3. Regression analysis result (H1-3)
표 Table 4. Regression analysis result (H4-5)

AI 본문요약
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* AI 자동 식별 결과로 적합하지 않은 문장이 있을 수 있으니, 이용에 유의하시기 바랍니다.

문제 정의

The result emphasized the critical role of interpersonal trust in the relationship between leader and foreign workers and supported the theory that authentic leadership has impressive achievement in retaining employees [4, 19] with the case related to foreign workers' turnover intention. This study offered a failure case, rejecting the universally proven impact of authentic leadership on work engagement.

가설 설정

However, authentic leadership does not influence the work engagement of foreign workers. As the proposal of this study, we regret recognizing authentic leadership may not account for the foreign worker's positive and proactive work performance. While there is plenty of evidence that authentic leadership is an absolute antecedent of work engagement, but for foreign workers in South Korea, perceiving authentic leadership does not guarantee that foreign workers can engage in their work.

제안 방법

Sample items are “Sa aking trabaho, Pakiramdam ko ay busaksak ang aking enerhiya (At my work, I feel bursting with energy)”; “Ang aking lider ay aminado o umaamin sa kanyang pagkakamali (My leader admits mistakes when they are made)”. All standardized instruments are commonly accepted and widely utilized through Western even Asia samples, and the study explored the reliability and validity of the Tagalog language constructs regarding this Filipino sample.
Intending to shed better light on when and how authentic leadership affects foreign workers in South Korea, this article focused on two possible consequences which link with employee retention. One is work engagement, which assumes as the high-level predictor of the outcomes of authentic leadership on foreign workers, this research brings the issues to whether the authentic leader can promote the motivation of foreign workers, even encourage them to enjoy their work.
This study implicated a theoretical leadership mechanism to a particular sample group, through survey research, it offered a case of whether authentic leadership predicts foreign workers' work engagement and retainment. The result emphasized the critical role of interpersonal trust in the relationship between leader and foreign workers and supported the theory that authentic leadership has impressive achievement in retaining employees [4, 19] with the case related to foreign workers' turnover intention.
080, ns), that is, in the presence of trust, the connection to the consequence is totally broken [24]. With this evidence, this study accepted hypothesis 5, which proposed that interpersonal trust mediates the effect pathway from authentic leadership to foreign workers' turnover intention. Since the addition of interpersonal trust, the path through authentic leadership to turnover intention is reduced to statistically non-significant, this study accepted interpersonal trust as full mediation.

이론/모형

Since adopted self-report questionnaires, this study produced post hoc Harman’s single factor technique to report common method variance. After all items in principle component analysis, cross-loading is low, 68.
Authentic leadership was entered as the main effect predictor variable into the regression equation. To test the mediation effect, this study followed the three-step method [24]. Hypothesis 1 to 3 predicts the direct effect path from AL to WE, TI, and IT.

성능/효과

How to improve foreign workers' engagement is still the subject that managers should emphasize. Second, effective leader and member relationships are marked by interpersonal trust and result in greater work engagement and lower turnover intention. In our study, trust in leaders plays a priority bond in interpersonal relationships in South Korean companies.
Third, since the supervisors are the only persons that foreign workers can seek advice and help, compared with natives, the foreign worker's respect and trust towards their leaders are pondered. With the evidence offered by Cho and Park (2015), without trust, leadership has no direct relationship to organizational outcomes in South Korea [2], which means trust is the key to the effectiveness of leadership in South Korea.

후속연구

Therefore, future research could describe and compare the effect of different leadership styles on foreign workers. Third, this study recommends that future studies consider intermediating and moderating mechanisms of authentic leadership-foreign workers’ work engagement link, the question of how and when authentic leadership enhance foreign workers’ work engagement is a puzzle. Last, utilizing leadership effectiveness to influence foreign workers performance is the topic for managers.

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