Earticle

본 연구의 목적은 상사 신뢰가 조직몰입에 미치는 영향과 조직 구성원의 직장 내 사회적 용기와 심리적 안전감의 매개효과를 살펴보고자 한 다. 최근 기업의 환경은 급변하고 있고 이에 따라 기술의 발전도 빠르게 요구되고 있다. 기업은 기술의 발전을 위해 혁신을 강조하고 있으며, 혁 신을 촉진하기 위해서 구성원들이 창의성을 발휘하며 자유롭고 적극적인 의견을 제시할 수 있는 조직문화를 형성하기 위해 노력하고 있다. 본 연구에서는 국내에서 아직 많이 연구되지 않은 조직 구성원들이 자신의 의견을 소신 있게 표현할 수 있는 직장 내 사회적 용기(WSCS)에 상사 신뢰가 영향을 미침을 확인하고자 한다. 또한 상사 신뢰가 조직 구성원들이 어떤 의견을 제시하더라도 비판받지 않을 것이라는 심리적 안전감 을 높여 조직몰입에 영향을 미치는지도 함께 살펴보고자 한다. 이를 위해 본 연구에서는 설문기법을 통해 국내 직장인 300명의 자료를 수집하 였으며 연구모형을 검정했다. 연구모형 검정을 위해 구조방정식 모델을 활용했다. 분석 결과, 상사 신뢰가 조직몰입 간에 조직 구성원의 직장 내 사회적 용기와 심리적 안전감이 매개하는 간접효과가 확인되었다. 이에 따라 본 연구에서는 이론적 시사점과 실무적 시사점, 한계점 및 향 후 연구 방안을 제시했다.

The purpose of this study is to examine the mediating effect of social courage and psychological safety in the workplace of organization members in the effect of supervisor trust on organizational commitment. In recent years, the corporate environment is changing rapidly, and accordingly, the development of technology is also rapidly required. Companies are emphasizing innovation for the development of technology, and in order to promote innovation, they are striving to form an organizational culture in which members can show creativity and present free and active opinions. In this study, we would like to confirm that supervisor trust affects workplace social courage scale(WSCS) in which members of the organization, who have not yet been studied in Korea, can express their opinions with confidence. In addition, we would like to examine whether supervisor trust affects organizational commitment by increasing the psychological well-being that members of the organization will not be criticized no matter what opinions they present. To this end, in this study, data of 300 domestic workplaces were collected through the survey technique and the research model was tested. A structural equation model was used to test the research model. As a result of the analysis, the indirect effect of supervisor trust between organizational commitment was confirmed, mediated by social courage and psychological safety in the workplace of members. Accordingly, in this study, theoretical and practical implications, limitations, and future research plans were presented.

변혁적 리더십은 구성원들의 동기부여로 조직의 가치창출을 도모할 수 있다. 본 연구의 목적은 중소기업 관리자들의 변혁적 리더십과 직무만족 그리고 상사신뢰와 동료신뢰의 영향 관계를 연구하였다. 이를 위해 중국의 중소기업을 대상으로 연구를 진행하였다. 이러한 본 연구의 분석결과를 정리하면 다음과 같다. 첫째, 변혁적 리더십은 구성원의 직무만족과 상사신뢰와 동료신뢰에 유의한 영향을 미치고, 상사신뢰와 동료신뢰는 직무만족에 유의한 영향을 확인하였 다. 이는 관리자들의 변혁적 리더십 발휘는 종업원들의 직무만족과 신뢰의 향상으로 나타나는 것 같다. 둘째, 상사신뢰와 동료신뢰는 변혁적 리더십과 직무만족의 관계에서 부분매개효과가 있었다. 이는 관리자의 변혁적 리더십은 구성원들의 직무만족에 직접적인 영향을 미치고 또 상사신뢰와 동료신뢰를 통하여 간접적으로 직무만족을 강화시키는 중요한 요인이라 할 수 있다. 본 연구는 중소기업의 변혁적 리더십의 중요성을 강조하는 것에 중점을 두고 변혁적 리더십과 직무만족 및 상사신뢰와 동료신뢰의 영향 관계를 분석하는 것에 연구의 의의가 있다. 마지막으로 이러한 연구 결과를 중심으로 기업에서 변혁적 리더십의 필요성과 직무만족과 상사신뢰, 동료신뢰와 관련하여 이론적 및 실무적 시사점을 논의하였다.

The purpose of this study was to research effects and relationships among transformational leadership, job satisfaction, superiors trust, and coworkers trust of small and medium-sized enterprise managers. The analytical results of the study are as follows. First, transformational leadership had a significant effect on employee’ job satisfaction, superiors trust, and coworkers trust. This seems to be found that managers’ transformational leadership improves employees’ job satisfaction and trust. Second, superiors trust and coworkers trust had a partially mediating effect in relationships between transformational leadership and job satisfaction. This can be said that managers’ transformational leadership is an important factor which has a direct effect on members’ job satisfaction and indirectly strengthens job satisfaction through superiors trust and coworkers trust. The study is significant in that it focuses on clarifying small and medium-sized enterprise’ importance of transformational leadership and analyzes the effects and relationships among transformational leadership, job satisfaction, superiors trust, and coworkers trust. Finally, theoretical and practical implications were discussed in relation to the necessity of transformational leadership, job satisfaction, superiors trust, and coworkers trust.

Intrapreneurship has recently attracted considerable attention. This study aims to explore how intrapreneurship and trust in a supervisor (also referred throughout as “supervisor trust”) promote management performance so as to expand research on intrapreneurship. The study’s sample set is taken from 288 employees of 38 different companies to statistically verify the hypotheses. Through the SPSS 24 statistical method, the study’s main results were uncovered as follows. First, entrepreneurial education has a positive effect on intrapreneurship. Second, intrapreneurship has a positive effect on management performance. Third, trust in a supervisor has a positive impact on management performance, and the moderating effects of trust in a supervisor are found between intrapreneurship and management performance. The following implications are recognized. Firstly, although research on intrapreneurship has been carried out for more than 30 years, it is still in the stage of systematic theory, and there is room for further research, especially when the cultural background is different, the results may come out differently. Secondly, if the degree of intrapreneurship increases, the management performance will be high. Trust in the supervisor is consistent with this viewpoint, because if subordinates trust in their supervisors, there will be positive business performance and management performance. Therefore, intrapreneurship and trust are very important in the process of achieving performance and play an important role in the actual business. Thirdly, trust in the supervisor plays a moderating role between intrapreneurship and performance, which means that a structural mechanism exists between them. The study’s results indicate that it is necessary to emphasize entrepreneurship at the appropriate level in SMEs, and that it is important to ensure that intrapreneurs receive education and develop trust in their supervisors. In addition, it is obvious that entrepreneurial education leads employees to focus on management performance through intrapreneurship and that a high degree of supervisor trust will have a positive effect on performance. These findings can help companies strengthen their competitiveness and achieve their business targets.

Emotional leadership plays a pivotal role in modern organizational structures to enhance job satisfaction, organizational performance, and sustainable growth. As emotional leadership has been identified as a problem- solving factor in complex business environments, it facilitates emotional needs and trust building among employees and promotes voluntary and active participation in organizational roles. This study aimed to investigate the impact of perceived supervisor's emotional leadership on job crafting activities within an organizational framework and provide a deeper understanding of emotional leadership through the mediation of supervisor trust. In this study, a sample of 250 employees from various industries working in organizations with 100+ employees was surveyed using emotional leadership, supervisor trust, and job crafting scales. Statistical analysis was conducted using Pearson correlation, reliability assessment, and mediation analysis with structural equation modeling using jomovi version 2.3.28. The results showed that emotional leadership significantly improved trust in supervisors, which in turn positively influenced job crafting. Emotional leadership itself also had a direct impact on job crafting, although not as strongly as through the mediating role of trust. Emotional leadership proved to be crucial in creating an environment that supports job crafting by strengthening trust between supervisors and employees in an organization. This study highlights the importance of emotional leadership in organizational settings and suggests that leadership development programs that focus on emotional intelligence are essential to foster effective employee roles and improve overall organizational performance.

본 연구는 조직 내에서 상사에 대한 신뢰가 조직효과성에 미치는 영향을 확인하고, 심리적 임파워먼트의 매개효과를 검증하여 시사점을 도출할 목적으로 수행되었다. 분석결과, 상사에 대한 신뢰는 심리적 임파워먼트와 조직효과성에 긍정적인 영향을 미치면서, 심리적 임파워먼트는 부분 매개변수로 작용함이 나타났다. 상사에 대한 신뢰가 하급자의 직무만족과 조직몰입에 미치는 영향에서 직무만족에 더 큰 영향을 미치는 것은 상사와의 근무기간이라는 것을 확인한 점에서 이론적 기여가 있다. 실무적 측면에서는 상사에 대한 신뢰가 조직효과성을 극대화하는데 중요한 변수로 작용됨에 따라 상급자는 하급자에 대해 신뢰를 바탕으로 권한위임 등을 통해 하급자의 창의성과 자율성을 불러일으켜 조직효과성을 극대화할 필요성이 있음을 의미한다. 오늘날과 같이 복잡하고, 불확실한 경쟁시대에 조직성과를 증대시키기 위해서는 상 하급자간 신뢰가 매우중요하며, 상호신뢰를 바탕으로 상급자는 하급자에게 최대한 권한을 위임하여 하급자의 창의성과 자율성을 보장해줌으로써 직무과정에서 열정을 느끼고 궁극적으로 조직성과를 높일 수 있음을 의미한다고 하겠다.

The purpose of this study was to evaluate effects of the confirmed of boss and the organizational effectiveness. For this, The mediating effect of psychological empowerment was verified. on the Influence of Organizational Effectiveness. the confirmed of boss (+)effected of the organizational effectivenes and verified the parameter part of psychological empowerment. Also The confirmed of boss (+)effected of a Junior staff's the job satisfaction and the organizational commitment. This results suggest that for maximization the organizational effectiveness need the confirmed of boss and the delegation of authority. The delegation of authority from boss provide autonomy and creativeity to Junior staffs. This ways suggest that make them the job satisfaction and the organizational commitment.

본 연구는 배려행동과 상사신뢰가 상사-부하 간 교환관계에 영향을 미치는가를 검증해 보고자하였다. 배려행동은 공식적 배려행동은 발전기회제공으로, 비공식적 배려행동은 호의적행동으로 구분하여 이들 요소가 상사신뢰에 영향을 미치고, 상사신뢰는 상사-부하 간 교환관계에 영향을 미치는 것으로 연구모델을 설정하여 검증하였다. 카자흐스탄 알마티 소재2개 기업에 근무하는 193명의 근로자를 대상으로 설문방법으로 자료를 모으고, SPSS 20 통계패키지를 이용하여 통계처리 하였다. 분석한 결과에 따르면, 발전기회제공은 상사신뢰에긍정적인 영향을 미쳤으나 호의적 행동은 상사신뢰에 유의적인 영향을 미치지 않는 것으로나타났으며, 상사신뢰는 상사-부하 간 교환관계에 긍정적인 영향을 미치는 것으로 나타났다. 카자흐스탄을 대상으로 연구한 본 연구의 결과에서는, 배려행동이 상사신뢰를 통해 상사-부하간 교환관계를 형성하는 과정에서 공식적인 부문에서의 배려행동은 긍정적인 영향을 미치지만, 비공식적 부문에서의 배려행동은 유의한 영향을 미치지 않는 것으로 나타났다.

The purpose of this paper is to identify how consideration and supervisor trust affect leader-member exchange (LMX). Consideration was divided two: self-development opportunity and favor doing. It is hypothesized that self-development opportunity and favor doing affect supervisor trust, and then supervisor trust affects LMX. For the statistical analyses, the data were collected from the sample of 193 employees of 2 companies in Almaty, Kazakhstan. A self-administered written questionnaire was used to collect individual-level data such as self-development opportunity, favor doing, supervisor trust, leader-member exchange. A structural equation modeling was examined to test theoretical model via path analysis. Analyses were conducted using SPSS 20. While it was found that the positive and significant relationship between self-development opportunity and supervisor trust, the relationship between favor doing and supervisor trust was not significant. It could be also found that supervisor trust positively affected LMX. It showed that the official consideration affected supervisor trust, but informal one did not in Kazakhstan companies.

본 연구는 군인으로서의 역할이 가정생활에 부담을 주는 직장-가정 갈등에 초점을 두고 이직의도에 미치는 영향과 상사신뢰의 매개효과를 규명하는데 그 목적이 있다. 이를 위해 해병대에서 근무하는 현역 간부 170명을 대상으로 설문지를 활용하여 조사하였으며, SPSS WIN 27.0을 활용하여 빈도분석, 기술통계 및 상관관계 분석, 위계적 회귀분석을 실시하였다. 분석결과, 직장-가정 갈등이 해병대 간부들의 이직의도에 직접적인 정(+)의 영향을 미쳤으며, 직장-가정 갈등과 이직의도 간 상사신뢰가 부분 매개하는 것으로 나타났다. 본 연구결과로 직장-가정 갈등과 이직의도 간의 관계에서 매개변수인 상사신뢰 가 미치는 영향력에 대한 이론적 근거를 도출하였으며, 직장-가정 갈등이 발생하더라도 상사신뢰를 향상시키고 이직의도를 완화시키기 위한 실무적 방안을 제시하였다.

　This study aims to identify the impact of the role as a soldier on work to family conflict and its influence on turnover intention, as well as the mediating effect of supervisor trust. The research was conducted using a survey with 170 active-duty officers and NCOs serving in the Marine Corps organization, and analyzed using SPSS WIN 27.0 for frequency analysis, descriptive statistics, correlation analysis, and hierarchical regression analysis. The analysis results indicated that work to family conflict had a direct positive effect on the turnover intention of Marine Corps officers and NCOs, and that supervisor trust partially mediated the relationship between work to family conflict and turnover intention. Based on the findings, theoretical grounds were established regarding the influence of supervisor trust as a mediating variable in the relationship between work to family conflict and turnover intention, practical measures were suggested to enhance supervisor trust and mitigate turnover intention even in the presence of work to family conflict.

The purpose of this study is to investigate the influence of emotional leadership on supervisor trust as a factor affecting organizational effectiveness of employees and to suggest strategic implications of emotional leadership for hotel business to gain competitiveness advantage. The purpose of this study is to suggest the basic research data that can contribute to the maximization of hotel organization capacity. First, hypothesis 1 emotional leadership 's relationship management ability, self-recognition ability, and self -management ability had a positive effect on' superior trust ' Were not significant. Second, Hypothesis 2-1 'Superior trust' has a positive effect on job satisfaction. Hypothesis 2-2 that 'boss trust' has a positive effect on 'organizational commitment’. Third, Hypothesis 3-1 showed that 'relationship management ability', 'self-recognition ability' and 'self- management ability' of 'emotional leadership' had a positive effect on 'job satisfaction' The factors were not significant. The results of this study are as follows. Hypothesis 3-2, emotional leadership 'relationship management ability' and 'self-recognition ability' showed positive influence on 'organizational commitment' Were not significant.

본 연구는 상사신뢰의 선행요인으로 상사의 정서지능, 공정성, 배려행동을 선정하고, 결과요인으로 직무수행(과업수행, 맥락수행, 적응수행)을 선정하여 이들 변수간의 최적 구조모형을 분석하였다. 연구모형과 연구모형보다 미지수를 적게 사용한 경쟁모형 5가지를 단계적 χ2검증을 비교 분석한 결과 제약모형2가 가장 우수한 모형으로 판명되었다. 제약모형2는 상사의 정서지능은 상사신뢰에 영향을 미치지 않는 반면, 직무수행(과업수행, 맥락수행, 적응수행)에는 정(+)의 영향을 미치고 있다. 상사의 공정성과 배려행동은 상사신뢰를 매개로 직무수행에 정(+)의 영향을 미치고 있다. 연구결과가 제시하는 추가적인 정보로 상사신뢰에 대한 설명력을 높이는 변수로 상사의 배려행동과 공정성을 확인하였으며, 상사신뢰는 과업수행보다 역할 외 직무수행인 맥락수행과 적응수행에 더 큰 영향을 미치는 것을 확인하였다. 특히 실무에 유용한 정보를 제공하기 위해 직무성과와 관련성이 높은 다차원의 직무수행 변수들을 연구모델에 포함시켰다.

Major verifies of this paper; research on best structure model among predictive factors(supervisor's emotional intelligence, justice, considerate behavior) subordinator's supervisor trust, and job performance(task performance, contextual performance, adaptive performance). The objects of this research are the employees of in Korea and I used 500 samples out of them. I performed the hierarchical χ2 analysis of covariance structure analysis to verify the research model. The results: first, Supervisor's emotional intelligence has a positive effect on the Job Performance(task performance, contextual performance, adaptive performance), but hasn't effect on subordinator's supervisor trust; second This research proves that the mediators effect of subordinator's supervisor trust between supervisor's justice and considerate and subordinator's job performance(task performance, contextual performance, adaptive performance).

Purpose: The purpose of this study was to analyze the paths of influence that a hospital's ethical climate exerts on nurses' organizational commitment and organizational citizenship behavior, with supervisor trust as the mediating factor, and verify compatibility of the models in hospital nurses. Methods: The sample consisted of 374 nurses recruited from four hospitals in 3 cities in Korea. The measurements included the Ethical Climate Questionnaire, Supervisor Trust Questionnaire, Organizational Commitment Questionnaire and Organizational Citizenship Behavior Questionnaire. Ethical Climate Questionnaire consisted of 6 factors; benevolence, personal morality, company rules and procedures, laws and professional codes, self-interest and efficiency. Data were analysed using SPSS version 18.0 and AMOS version 18.0. Results: Supervisor trust was explained by benevolence and self-interest (29.8%). Organizational commitment was explained by benevolence, supervisor trust, personal morality, and rules and procedures (40.4%). Organizational citizenship behavior was explained by supervisor trust, laws and codes, and benevolence (21.8%). Conclusion: Findings indicate that managers need to develop a positive hospital ethical climate in order to improve nurses' trust in supervisors, organizational commitment and organizational citizenship behavior.

본 연구는 리더의 임파워링 행동과 혁신행동 및 직무열의 간의 관계성을 밝히는데 목적이 있다. 구체적으로 리더의 임파워링 행동이 혁신행동과 직무열의에 미치는 영향력을 검증하고, 상사신뢰와 학습조직이 리더의 임파워링 행동, 혁신행동, 직무열의의 관계에서 조절효과를 갖는지를 검증하였다. 본 연구를 위해 국내의 다양한 기업에 종사하고 있는 직장인 207명을 대상으로 자료를 수집하였다. 리더의 임파워링 행동은 부하의 혁신행동과 직무열의를 증가시키는 것으로 나타났으며, 상사신뢰와 학습조직은 리더의 임파워링 행동이 혁신행동 및 직무열의에 미치는 긍정적 영향을 증대시킴으로써 조절변인의 역할을 하는 것으로 나타났다. 마지막으로 연구결과를 토대로 본연구의 학문적 의의 및 실무적 시사점, 그리고 제한점과 추후 연구과제에 대하여 논의하였다.

The purpose of this study was to examine not only the relationships between empowering leader behavior and innovative behavior and job engagement, but also the moderating effects of supervisor trust and learning organization on the relationships between empowering leader behavior and outcome variables. Data were obtained from 207 employees who are working in various organizations. The results of correlation analysis showed that empowering leader behavior was positively related to innovative behavior and job engagement. Supervisor trust and learning organization moderated the relationships between empowering leader behavior and innovative behavior and job engagement. Finally, the implications and limitations of this study and the directions for future research were discussed.

글로벌 경쟁시대에서 중국의 경영환경은 빠르게 변화하고 있으며 환경 불확실성 및 경쟁력이 급격히 증가하고 있다. 이런 환경에 적응 및 경쟁력을 향상시키기 위해 조직에서 경영자 및 상사의 역할이 중요하다고 볼 수 있다. 또한 상사와 부하의 인간관계가 중요시 되고 있으며 이 두 양극 간의 좋은 질은 조직발전에 도움을 주는 역할을 한다. 더 나아가 상사신뢰는 그 자체가 개인성과 및 조직성과와 직접적으로 관련되어 있기 때문에 조직에서 핵심적 인 변수로 간주되고 있다. 이와 관련하여 본 연구에서 상사신뢰가 조직에서 행사하는 역할들을 규명함으로써 그 중 요성을 강조하였다. 또한 상사신뢰 수준을 높이기 위한 방안으로 상사신뢰의 선행요인에 초점을 맞췄다. 상사신뢰의 선행요인에 있어서 부하가 인지하는 상사의 능력, 성실성, 선의, 공정성, 개방성에 초점을 맞췄고 이 요소들의 중요성 및 역할들을 규명하였다. 변수들의 영향력을 검증하고자 중국기업의 근로자를 대상으로 실증분석을 실시하였다. 실 증분석 결과, 상사신뢰의 5가지 선행요인은 모두 상사신뢰에 긍정적인 영향을 미치는 결과를 보여주었다. 영향력 수준과 관련하여 부하가 인지하는 상사의 능력이 상사신뢰에 가장 큰 영향을 미치는 것으로 나타났다. 두 번째로 부하가 인지하는 상사의 공정성인 것으로 나타났다. 그 다음으로 부하가 인지하는 상사의 성실성, 개방성, 선의 등의 순으로 상사신뢰에 영향을 미치는 결과를 보여주었다. 이와 같은 연구결과를 토대로 본 연구에서 상사신뢰를 향상시킬 수 있는 요소들은 부하가 인지하는 상사의 능력, 성실성, 선의, 공정성, 개방성이라는 것을 시사한다. 따라서 조직에서 상사는 이와 같은 요소를 지녀야 하며 이러한 요소들을 부하들이 인지할 수 있도록 노력하여야 한다는 것을 시사한다. 또한 상사신뢰의 향후 연구를 위해 미래의 연구방향에 대한 몇 가지 심도가 있는 제언을 하였다.

In the age of global competition, China business environment is changing rapidly and uncertain environment and competitiveness are also increasing rapidly. In order to adapt to such environment and improve competitiveness, the manager's or supervisor's role plays a key role in organizations. In addition, the relationship between supervisor and the subordinate is extremely important, and the excellent quality of relationship between supervisor and subordinate could enhance organizational development. Furthermore, trust in supervisors is perceived as a key variable in organizations because it is directly related to personal and organizational performance. In this regard, this study emphasized the importance of trust in supervisor by identifying its roles. For enhancing the level of trust in supervisor, we focused on the antecedent factors of trust in supervisor. We have focused on supervisor 's abilities, integrity, goodwill, fairness, and openness that are perceived by subordinates, and have identified the importance and roles of these factors. This research focused on Chinese workers in Chinese companies and the empirical analysis was conducted from them. The results of empirical analysis showed that all five antecedent factors had positive effect on trust in supervisor. From this results, supervisor's ability had a greatest influence on trust in supervisor. And secondly, it was supervisor's fairness. And then, supervisor's integrity, openness, benevolence in order of influence. Thus, this research suggested that the supervisor's ability, integrity, benevolence, fairness, openness perceived by subordinates could increase the level of trust in supervisor. Supervisor in organization should make effort to increase the level of their ability, integrity, benevolence, fairness, openness. This research also discussed several direction for future research about trust in supervisor.

서비스접점에서는 종업원의 고객 응대 태도가 무엇보다 중요하고 이를 위해서 종업원의 행동을 긍정적으로 동기부여 시키는 것은 관리자의 입장에서 아주 중요한 과제이다. 본 연구는 종업원의 친사회적 행동을 증대시킬 수 있는 요인으로 상사에 대한 신뢰와 상사의 감사표현을 제안하고 그 효과를 규명하고자 하였다. 위계적 회귀분석을 사용하였고 결과 및 시사점은 다음과 같다. 첫째, 상사에 대한 신뢰는 종업원의 열정 또는 열의를 향상시킬 수 있는 요인으로 나타났다. 둘째, 직무열정은 서비스 종업원의 친사회적 행동인 고객 지향적 행동과 조직시민행동에 유의한 정의 영향을 미치는것으로 확인되었다. 마지막으로, 상사에 대한 신뢰와 직무열정 간의 관계에서 상사의 감사표현의 조절효과를 확인하였다. 서비스 연구에서 감사 또는 감사표현에 대한 연구는 많지 않고 진행된 연구들도 기업과 소비자 관계에 초점을 두고 있다. 감사를 표현하는 것은 자연스러운 경향일 수 있다. 본 연구는 조직문화의일부분으로 감사를 도입할 필요가 있음을 제안하고자 한다.

It is a very important task for managers to motivate employees who work at service encounters where interaction with customers is important. The purpose of this study is to propose the trust of supervisor and supervisor's expressions as factors that can enhance or strengthen employees’ prosocial behavior. Hierarchical regression analysis was used for this purpose. The results and implications are as follows. First, trust toward supervisors appeared to be a factor to improve employees’engagement. Second, job engagement has a positive effect on prosocial behavior of employees, that is, customer oriented behavior and organizational citizenship behavior. Finally, this work confirmed the moderating effect of the supervisor's gratitude expressions in the relationship between trust toward supervisor and job engagement. Research on gratitude in the marketing field is still in its infancy, and previous researches are focused on business and consumer relations. Expressing gratitude can be a natural tendency. This study suggests that gratitude expression should be introduced as part of organizational culture.

본 연구의 목적은 상사의 경계관리 행동(경계확장 행동, 경계완충 행동)이 구성원의 창의적 수행에 미치는 영향에서 심리적 임파워먼트의 매개효과를 확인하는 데 있다. 또한, 상사신뢰가 심리적 임파워먼트의 매개효과를 조절하는지 확인함으로써 조절된 매개효과를 검증하고자 하였다. 가설 검증을 위해 국내 다양한 기업에 재직 중인 600명을 대상으로 온라인 설문조사를 실시하였다. 분석 결과, 상사의 경계관리 행동은 구성원의 심리적 임파워먼트를 통해 창의적 수행에 정적인 영향을 미치는 것으로 나타났다. 특히, 경계확장 행동이 경계완충 행동보다 심리적 임파워먼트를 매개로 창의적 수행에 더 강한 영향을 미치는 것으로 확인되었다. 추가로 상사신뢰 수준이 높을수록 경계완충 행동이 심리적 임파워먼트를 통해 창의적 수행에 영향을 미치는 매개효과가 강화되는 조절된 매개효과가 나타났다. 본 연구의 결과를 바탕으로 학문적, 실무적 시사점을 제시하였다.

The purpose of this study is to examine the mediating effect of psychological empowerment in the relationship between leader boundary management behaviors (boundary spanning and boundary buffering) and employees’ creative performance. It also investigates whether trust in the supervisor changes the strength of the mediating effect, showing how the indirect effect works differently depending on the level of trust. To test the proposed hypotheses, an online survey was conducted with 600 employees working in various organizations in South Korea. The results revealed that both types of supervisor boundary management behaviors significantly enhanced employees’ psychological empowerment, which in turn positively influenced their creative performance. Notably, boundary spanning behavior showed a stronger indirect effect on creative performance through psychological empowerment compared to boundary buffering behavior. Furthermore, the moderated mediation analysis indicated that the mediating effect of psychological empowerment was strengthened when employees perceived higher levels of supervisor trust. Based on these findings, the study discusses theoretical and practical implications.

본 연구의 목적은 임상간호사의 상사신뢰, 고객불량행동, 이직의도가 직무배태성에 미치는 영향을 파악하 기 위하여 시도되었다. 연구방법은 임상간호사를 대상으로 2016년 5월 1일에서 2016년 5월 30일까지 자가보고식 설 문지를 이용하여 수집된 188명의 자료를 IBM SPSS/WIN 21.0 program을 이용하여 분석하였다. 연구결과 상사신뢰 3.20점(5점 만점), 고객불량행동 2.66점(5점 만점), 직무배태성 3.05점(5점 만점), 이직의도 3.39점(5점 만점)이었다. 직 무배태성은 상사신뢰(r=.57, p<.001), 이직의도(r=.19, p=.011)와 유의한 정적상관계가 있었고, 직무배태성의 하위요인 인 희생과 고객불량행동(r=-.15, p=.037)은 부적상관관계가 있었다. 직무배태성에 영향을 주는 융합요인은 상사신뢰 (β=.471, p<.001), 직무만족(β=.226, p<.001), 이직의도(β=-.196, p<.001), 간호직 만족도(β=-.169, p=.005)로 직무배태 성을 48.9%를 설명하였다. 따라서 간호관리자는 조직차원에서 간호사의 직무배태성을 높이기 위해 상사신뢰와 직무 만족, 간호직 만족도를 높이고 이직의도를 낮추기 위한 전략을 세워야 한다.

The purpose of this study is to verify trust in supervisor, customer badness behavior have turnover intention influence on job embeddedness. Self-report questionnaire was completed by 188 clinical nurse May 1st to May 30th, 2016. and date analyzed using the IBM SPSS/WIN 21.0 program. As a result, The mean score of trust in supervisor is 3.20 points, customer badness behavior is 2.66 points, job embeddedness is 3.05 points, turnover intention is 3.39 points(out of 5). There were significant positive correlations between job embeddedness and trust in supervisor(r=.57, p<.001) and turnover intention(r=.19, p=.011) and negative correlations between Sacrifice sub-cale of job embeddedness and customer badness behavior(r=-.15, p=.037). The convergence factors with the effect on job embeddedness, trust in supervisor(β=.471, p<.001), job satisfaction(β=.226, p<.001), turnover intention(β=-.196, p<.001), nursing satisfaction(β=-.169, p=.005) explained 48.9% of the job embeddedness. therefore, nursing managers have to strategy increasing nurse trust in supervisor and job satisfaction and nursing satisfaction for job embeddedness and plan to lower the turnover intention at the organization level.

The purpose of this study verifies: the relationship between self-leadership (behavioral-focused strategies, natural reward strategies, constructive thought pattern strategies) and innovative behavior, and mediator effect of trust in supervisor. In order to verify the relationship and mediator effect, data obtained from 140 employees working in business office in Ulsan Metropolitan City were analyzed by using SPSS 12.0. The findings are as follows: First, the relationship between self-leadership(behavioral- focused strategies, natural reward strategies, constructive thought pattern strategies) and trust in supervisor is positively related Second, There was also a positive correlation between the trust in supervisor and innovative behavior. Finally, trust in supervisor played as a partial mediator on the relationship between self-leadership(behavioral- focused strategies, natural reward strategies, constructive thought pattern strategies) and innovative behavior. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

조직 내에서 대인간의 의존관계가 지속되기 위해서는 상대방에 대한 믿음이 있어야 하는데, 이러한 상대방에 대한 믿음이 신뢰이다. 신뢰는 개인의 인지, 감정 및 행동 또는 행동의지 요소로 구성된 태도를 나타내는 것으로 볼 수 있는데, 신뢰의 가장 큰 의의는 교환관계에서 통제비용을 최소화하고 협동을 이끌어내는데 있다. 조직 내의 대인관계에서 협동을 이끌어내는 데는 기본적으로 협력을 의무화하고, 벗어난 경우에는 처벌이 이루어지는 관리 제도를 활용하는 통제에 의한 방식과 교환과정에 대해 별도의 감시자나 통제장치가 없이 당사자들 간에 형성된 신뢰에 의해서 협동을 추구하는 신뢰에 의한 방식이다. 이에 본 연구는 대인간 관계에서의 신뢰, 보다 구체적으로 상사와 부하간의 관계에서 나타나는 상사에 대한 부하의 신뢰와 관련하여 신뢰가치 행동 특성의 관계와, 상사와 부하간의 신뢰에서 리더십의 관계를 살펴보고자 한다. 조직 내에서 상사와 부하간의 신뢰 정도가 중요한 것이 아니라 이런 신뢰관계에 의해서 조직구성원들이 어떤 태도를 가지고 있는가 하는 것이 더욱 중요한 것이라고 할 수 있기 때문이다.

The purpose of this study is to examine antecedents and outcomes of trust toward supervisor in organization. The model is developed by reviewing previous research providing various perspectives. Antecedents consisted of three trustworthy behaviors － ability, benevolence, integrity － and three transformational leader behaviors － performance management, motivation, team－orientation －, and organizational commitment is used outcome variables of trust. Data was collected from 206 employees in 6 organizations in broadcasting industry, using self－report questionnaire. Study finding is as following. First, trust in model was composed by 2 type － affect－based trust and cognition－based trust －, not divided in empirical analysis. Second, regression analysis for trust carry out independently, jointly with trustworthy behaviors and leadership behaviors. In antecedents of trust trustworthy behaviors, ability and benevolence has positive effects to trust, integrity has negative relationship with trust. It was high correlation between trustworthy behavior and leadership behavior. Especially, it has highly correlate(correlation efficient 0.69) between ability and team－orientation that influences trust strongly. Third, trust was not significant relationship with individual variables such as age, period with supervisor. Only, it found significant gap in variables and found out different relationship between variables among organizations distinctly.

The purpose of this study was to determine the mediating effects of job satisfaction and moderating effects of trust in supervisor on the relationship between workplace learning and organizational commitment in casino employee. The major finding of this study were as follows: First, the higher the perception of workplace learning, the higher organizational commitment. Second, job satisfaction had a partially mediating effect on workplace learning and organizational commitment. Third, as the result of verifying the moderating effect of trust in supervisor in the relationship between workplace learning and organizational commitment, it was found that trust in supervisor did not effect of moderator. The study illuminates discussion that company should not only support workplace learning but also improve work environment, organization culture, and so on. Moreover, according to creating collaborative learning culture based on trust in organization, workplace learning will be expressed effectively to organizational commitment and organization should support employees’ voluntary and continuous learning.

The purpose of this study verifies: the relationships between trust in supervisor and innovative behavior, and mediator effect of the organizational commitment(affective commitment, continuance commitment). In order to verify the relationships and mediator effect, data obtained from 140 employees working in business office in Ulsan Metropolitan City and they were analyzed by using SPSS 12.0. The findings are as follows: First, the relationship between trust in supervisor and the organizational commitment(affective commitment, continuance commitment) is positively related. Second, there was also a positive correlation between affective commitment and innovative behavior. Finally, affective commitment played as a partial mediator on the relationship between trust in supervisor and innovative behavior. However, there was no empirical evidence for the mediating effect of continuance commitment on the relationship between trust in supervisor and innovative behavior. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

본 연구는 멕시코에 진출한 한국 기업에서 근무하는 현지 직원들의 고성과작업시스템 (HPWS) 인식과 상사의 거래적 리더십의 상호작용 효과가 상사신뢰와 조직정당성 인식의 매개과정을 통해 직원의 이직의도에 영향을 미치는 조절된 매개과정을 살펴보았다. 멕시코에 진출한 한국 기업의 두 개 지역의 공장에 근무하는 316명의 현지 직원을 대상으로 분석한 결과, 직원의 HPWS인식은 상사신뢰와 조직정당성에 긍정적인 효과가 나타났고, 이 두 매개변수 모두 이직의도를 감소시키는 효과가 있음을 확인하였다. 거래적 리더십의 조절효과는 상사신뢰에 대해서는 부(-)의 효과로 유의한 결과를 나타냈지만 조직정당성에 대해서는 조절효과가 유의하지 않았다. 거래적 리더십이 인식된 HPWS가 상사신뢰와 조직정당성 인식을 통하여 이직 의도를 감소시키는 조건부간접효과는 상사신뢰가 매개인 경우에는 유의한 결과를 보였지만, 조직정당성 인식을 매개로 할 때에는 거래적 리더십의 조건부간접효과가 유의하지 않은 결과를 나타내었다. 이에 대한 이론 및 실무적 시사점과 한계점을 논의하였다.

This study interested on the positive effect of HPWS on the local employees who work in a Korean company in Mexico and interaction effect with the leadership type of the supervisor affecting the employees' turnover intention. In particular, we examined the moderated mediation process of transactional leadership in which perceived HPWS influences on employee turnover intentions through mediation of trust in supervisor and perceived organizational legitimacy. As a result of analyzing 316 local employees who work at two factories in Mexico of a Korean overseas affiliate, The perceived HPWS influence a positive effect on trust in supervisor and perceived organizational legitimacy. It was confirmed that there was an effect of decreasing the degree of the moderation effect of transactional leadership was significant for trust in superior. But the moderation effect was not significant for perceived organizational legitimacy. The effect of conditional indirect effect of HPWS on turnover intention by transactional leadership, through trust in supervisor showed significant result. However, when mediated by perceived organizational legitimacy, conditional indirect effect by transactional leadership shows not significant effect on turnover intention. According to these results, theoretical and practical implications and limitations were discussed. The model of this study considers both local employee’s perceptions to organization (perceived organizational legitimacy) and supervisor(trust in supervisor), so that how employee perceptions are formed interpersonal relationship and employee-organization relationship, and what is more effective on employee’s turnover intention. It is expected to make a distinctive contribution of this study to the existing research.