리더-구성원 교환관계와 직무성과: 도움행동의 매개효과Leader-Member Exchange and Job Performance: The Mediating Effect of Helping Behavior
- Other Titles
- Leader-Member Exchange and Job Performance: The Mediating Effect of Helping Behavior
- Authors
- 이상호; 곽원준; 이종건
- Issue Date
- Dec-2015
- Publisher
- 한국생산성학회
- Keywords
- LMX; Organizational Commitment; Helping Behavior; Job Performance
- Citation
- 생산성논집, v.29, no.4, pp.55 - 86
- Journal Title
- 생산성논집
- Volume
- 29
- Number
- 4
- Start Page
- 55
- End Page
- 86
- URI
- http://scholarworks.bwise.kr/ssu/handle/2018.sw.ssu/9411
- DOI
- 10.15843/kpapr.29.4.201512.55
- ISSN
- 1225-3553
- Abstract
- This study examined the effects of leader-member exchange (LMX) on organizational commitment and helping behavior, the effect of organizational commitment on helping behavior, and the mediating effects of helping behavior on the relationship between LMX and job performance and the relationship between organizational commitment and job performance. To do this, the study hypothesized as follows: Hypothesis 1. LMX will be positively related to organizational commitment.
Hypothesis 2. LMX will be positively related to helping behavior.
Hypothesis 3. Organizational commitment will be positively related to helping behavior.
Hypothesis 4. Organizational commitment will be positively related to job performance.
Hypothesis 5. Helping behavior will be positively related to job performance.
Hypothesis 6. Helping behavior will mediate the relationship between LMX and job performance.
Hypothesis 7. Helping behavior will mediate the relationship between organizational commitment and job performance.
Data were collected from 247 employees in Korean distribution companies. Results indicated that LMX was positively related to organizational commitment and helping behavior. Results also indicated that organizational commitment had a positive effect on helping behavior, but had not significant effect on job performance. Especially, helping behavior fully mediated the relationship between LMX and job performance and the relationship between organizational commitment and job performance, respectively. From this, we discussed implications for job performance in theory and in practice.
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