open access
메뉴
open access
메뉴
ISSN : 1229-0696
The recent LMX literature has suggested the possible application of the multilevel approach to study, the results of LMX. Since, in a general organization setting, the leader and members belong to a common group and this group also belong hierarchically to the organization with other groups, the attitudes and behaviors of the focal member in LMX could be influenced by the factors at the higher levels such as group or organization, which should be understand hierarchically in the frame of the multilevel approach. In this light, this study focusing on the formation and results of LMX was analyzed by the multilevel statistic modeling(i.e. HLM). According to the suggestions of the previous research, we propose the moderating effect of LMX differentiation and procedural justice climateon the relationship between LMX quality and outcomes. To test hypotheses, we collected the survey data from 257 members and 44 group leaders in a domestic manufacturing company. The result to verify the moderate effect of group variables has found that the LMX differentiation moderated the relation between LMX and affective commitment, the procedural justice climate moderated the relation between LMX quality and organizational citizenship behavior.
오인수, 한지현, 김영록, 유태용 (2006). 정서역량이 상사-부하 간 관계를 통해서 상사관련 스트레스와 이직의도에 미치는 간접효과 모형의 검증. 한국심리학회지: 산업 및 조직, 19(1), 39-58.
이기현, 오홍석, 정명호 (2008). 관계적 리더십과 팀 구성원의 성과: 리더-구성원 교환관계(LMX)와 사회적 네트워크 관점의 통합. 한국심리학회지: 산업 및 조직, 21(4), 545- 573.
Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49, 252-276.
Bliese, P. (2000). Within-group agreement, non- independence, and reliability. In K. Klein & S. Kozlowski (Eds.), Multi-leveltheory, research, and methods in organizations (pp.349-381). SanFrancisco, CA: Jossey-Bass.
Boies, K., & Howell, J. M. (2006). Leader–member exchange in teams: An examination of the interaction between relationship differentiation and mean lmx in explaining team-level outcomes. The Leadership Quarterly, 17, 246-257.
Chan, D. (1999). Functional relations among constructs in the same content domain at different level of analysis: A typology of composition models. Journal of Applied Psychology, 83, 234-246.
Colquitt, J. A., Noe, R. A., & Jackson, C. L. (2002). Justice in teams: Antecedents and consequences of procedural justice climate in teams. Personnel Psychology, 55, 83-109.
Coyle-Shapiro, J., & Shore, L. M. (2007). The employee-organization relationship: Where do we go from here? Human Resource Management Review, 17, 166-177.
Dansereau, F., Graen, G. B., & Haga, W. (1975). A vertical dyad linkage approach to leadership in formal organizations. Organizational Behavior and Human Performance, 13, 46-78.
Epitropaki, O., & Martin, R. (1999). The impact of relational demography on the quality of leader-member exchanges and employees' work attitudes and well-being. Journal of Occupational and Psychology, 72, 237-240.
Festinger, L. (1954). A theory of social comparison processes. Human Relations, 7, 117-140.
Gerstner, C. R., & Day, D. V. (1997). Meta- analytic review of leader–member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82, 827−844.
Golden, T. D., & Veiga, J. F. (2008). The impact of superior–subordinate relationships on the commitment, job satisfaction, and performance of virtual workers. The Leadership Quarterly, 19, 77–88.
Graen, G. B. (1976). Role making processes within complex organizations. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp.1201-1245). Chicago: Rand- McNally.
Graen, G., & Cashman, J. F. (1975). A role making model in formal organizations: A developmental approach. In J. G. Hunt & L. L. Larson (Eds.), Leadership frontiers (pp. 143-165). Kent, OH: Kent State Press.
Graen, G., Liden, R. C., & Hoel, W. (1982). Role of leadership in the employee withdrawal process. Journal of Applied Psychology, 67, 868- 872.
Graen, G. B., Novak, M., & Sommerkamp, P. (1982). The effects of leader-member exchange and job design on productivity and satisfaction: Testing a dual attachment model. Organizational Behavior and Human Performance, 30, 109-l31.
Graen, G. B., & Schiemann, W. (1978). Leader- member agreement: A vertical dyad linkage approach. Journal of Applied Psychology, 63, 206-212.
Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6, 219- 247.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Grablowsky, B. J. (1984). Multivariate data analysis with readings, NewYork: Macmillan.
Harris, K. J., & Kacmar, K. M, (2006). Too much of a good thing: The curvilinear effect of leader-member exchange on stress. The Journal of Social Psychology, 146, 65-84.
Harris, K. J., Kacmar, K. M., & Witt, L. A. (2005). An examination of the curvilinear relationship between leader-member exchange and intent to turnover. Journal of Organizational Behavior, 26, 363-378.
Henderson, D. J., Wayne, S. J., Shore, L. M., Bommer, W. H., & Tetrick, L. E. (2008). Leader-member exchange, differentiation, and psychological contract fulfillment: A multilevel examination. Journal of Applied Psychology, 93, 1208-1219.
Ilies, R., Nahrgang, J. D., & Morgeson, F. P. (2007). Leader-member exchange and citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 92, 269-277.
James, L., Demaree, R., & Wolf, G. (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69, 85-98.
James, L., Demaree, R., & Wolf, G. (1993). rwg: An assessment of within-group interrater agreement. Journal of Applied Psychology, 78, 306-309.
Kamdar, D., & Van Dyne, L. (2007). The joint effects of personality and workplace social exchange relationships in predicting task performance and citizenship performance. Journal of Applied Psychology, 92, 1286-1298.
Kanter, R. M. (1968). Commitment and social organization: A study of commitment mechanisms in utopian communities. American Sociological Review, 33, 499-517.
Kinicki, A. J., & Vecchio, R. P. (1994). Influences on the quality of supervisor-subordinate relations: The role of time-pressure, organizational commitment, and locus of control. Journal of Organizational Behavior, 15, 75-82.
Klein, K. J., & Kolowski, S. W. J. (2000). From micro to meso: Critical steps in conceptualizing and conducting multilevel research. Organizational Research Method, 3, 211-236.
Leahy, K. (2001). Multicollinearity: When the solution is the problem. In O. P. Rud (Ed.), Data Mining Cookbook (pp.106-108). NewYork: JohnWiley & Sons.
Leventhal., G. S. (1980). What should be done with equity theory? In K. J. Gergen, M. S. Greenberg & R. H. Willis (Eds.), Justice and social interaction (pp.167-218). NewYork: Springer-Verlag.
Leventhal., G. S., Karuza, J., & Fry, W. R. (1980). Beyond fairness: A theory of allocation preferences. In G. Mikula (Ed.), Justice and social interaction (pp. 167-218). NewYork: Springer-Verlag.
Liao, H., & Rupp, D. E. (2005). The impact of justice climate and justice orientation on work outcomes: A cross-level multifoci framework. Journal of Applied Psychology, 90, 242-256.
Liden, R. C., Erdogan, B., Wayne, S. J., & Sparrows, R. T. (2006). Leader-member exchange, differentiation, and task interdependence: Implications for individual and group performance. Journal of Organizational Behavior, 27, 723-746.
Liden, R., & Graen, G. B. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23, 451-465.
Liden, R., & Maslyn, J. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24, 43-72.
Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader-member exchange theory: The past and potential for the future. In G. R. Ferris (Ed.), Research in personnel and human resources management (vol.15, pp.47-119). Stamford, CT: JAI Press.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89.
Morrison, E. W., & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation development. Academy of Management Review, 22, 226-256.
Mowday, R. F., Porter, L. W., & Steers, R. M. (1982). Employee-organizationlinkages: The psychology of commitment, absenteeism, andturnover. NewYork: Academic Press.
Naumann, S. E., & Bennett, N. (2000). A case for procedural justice climate: Development and test of a multilevel model. Academy of Management Journal, 43, 881-889.
Ng, T. W. H., & Sorensen, K. L. (2008). Toward a further understanding of the role of social support at work: A meta-analysis. Group and Organization Management, 33, 243-268.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature, Journal of Applied Psychology, 87, 698-714.
Roberson, Q. M., & Colquitt, J. A. (2005). Shared and configural justice: A social network model of justice in teams. Academy of Management Review, 30, 595-607.
Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior, 15, 245-259.
Rousseau, D. M. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. CA: Sage.
Salancik, G. R., & Pfeffer, J. (1978). A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23, 224-253.
Schriesheim, C. A., Castro, S. L., & Yammarino, F. J. (2000). Investigating contingencies: An examination of the impact of span of supervision and upward controllingness on leader–member exchange using traditional and multivariate within-and between-entities analysis, Journal of Applied Psychology, 85, 659-677.
Schyns, B. (2006). Are group consensus in lmx and shared work values related to organizational outcomes? Small Group Research, 37, 20-35.
Setton, R. P., Bennet, N., & Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81, 219-227.
Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: It’s nature and antecedents. Journal of Applied Psychology, 68, 653-663.
Sparrowe, R. T., & Liden, R. C. (1997). Process and structure in leader-member exchange. Academy of Management Journal, 22, 522-552.
Tansky, J. W., & Cohen, D. J. (2001). The relationship between organizational support, employee development, and organizational commitment: An empirical study. Human Resource Development Quarterly, 12, 285-300.
Uhl-Bien, M., Graen, G. B., & Scandura, T. (2000). Implications of leader-member exchange(LMX) for strategic human resource management systems: Relationship as social capital for competitive advantage. In G. R. Ferris (Ed.), Research in personnel and human resource management (vol.18, pp.137-185). Greenwich, CT: JAI Press.
Uhl-Bien, M., & Maslyn, J. M. (2003). Reciprocity in manager-subordinate relationships: components, configurations, and outcomes. Journal of Management, 29, 511-532.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: a social exchange perspective. Academy of Management Journal, 40, 82-111.
Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17, 601-617.
Zalesny, M. D., & Ford, J. K. (1990). Extending the social information processing perspective: New links to attitudes, behaviors, and perceptions. Organizational Behavior and Human Decision Processes, 47, 205-246.
Zhang, Y., Tsui, A. S., Song, L. J., Li, C., & Jia, L. (2008). How do I trust thee? The employee-organization relationship, supervisory support and middle managers' trust in the organization. Human Resource Management, 47, 111-132