earticle

영어

The purpose of this study is to explore how emotional leadership interacts with leader trust in promoting organizational commitment of companies, for further study of emotional operations which have attracted considerable attention in today’s world. This article reviewed major literatures, prior researches on the subjects of emotional leadership, leader trust and organization commitment in order to achieve the goal of the study, and proposed study hypotheses. The researcher tested and analyzed the data from 496 employees of the companies statistically to verify the hypotheses. The main findings of this study are the followings. First, it appeared that emotional leadership had a positive effect upon the employees’ trust in their leader. Especially, two component factors of leader’s self- awareness capability and relation-management capability were found to be significantly related to trust in leader, whereas the other component factors of leader’s self-management capability and social-awareness capability were not related to trust in leader. Second, the questions from trust in leader evaluated the outcome and relationship with affective commitment to organizations, where trust in leader was positively related to organizational commitment. Third, the mediating effects of trust in leader was found between all component factors of emotional leadership and organizational commitment. As a result of the study, the following implications were recognized. First, emotional leadership is still on progress to a systematic theory phase, and has rooms for further development of study. So, this study will contribute to theory and research on emotional leadership by attempting to advance the understanding of the role of emotional leadership. Second, It was found that the degree of organizational commitment appears high in case that the degree of employees’ trust in leader increases. Consistent with this perspective on the facilitative effect of trust in leader, positive work outcomes and organizational commitment will follow when employees trust their leaders. Third, trust in leader takes a mediating role between emotional leadership and organizational commitment, which means that a structural mechanism exists between the both. In addition, there are some of practical implications from the study. It is not easy for small and medium-sized companies to seek talented employees and secure them in their organizations. Thus, it is important for leaders to promote trust in leader for employees to organizational commitment through emotional leadership. It is clear that high trust in leader leads employees focus on organizational commitment and induces beliefs with developing better communication and these results eventually will contribute companies to strengthen its competitiveness and to achieve its business target. Furthermore, the emotional competency can be filled and improved by coaching and training programs related to emotional leadership. So, it is expected that experts in human resources can make a contribution in nurturing excellent leaders and employees with emotional competency through the programs.

한국어

본 연구는 서울, 경기기역의 중소기업, 벤처기업과 사회적 기업을 대상으로 감성리더십이 상사신뢰와 조직몰입에 어떻게 영향을 미치고 있는가를 실증적으로 탐색해 보고자 하였으며, 이러한 상호관계를 분석하기 위한 기법으로는 SPSS와 AMOS 프로그램을 이용하였다. 분석결과, 첫째, 감성리더십의 구성요소 중 자기인식능력과 관계관리능력은 조직구성원의 상사신뢰에 유의한 정(+)의 영향을 미치고 있으나 자기관리능력과 사회적 인식능력은 상사신뢰에 영향을 미치지 않는 것으로 나타났다. 둘째, 상사신뢰는 조직몰입에 유의한 정(+)의 영향을 미치고 있다는 점이 드러났다. 셋째, 감성리더십의 4가지 구성요소인 자기인식능력, 자기관리능력, 사회적 인식능력 및 관계관리능력과 조직몰입 간의 관계에 있어서 상사신뢰가 매개역할을 하는 것으로 밝혀졌다. 이상과 같은 실증 분석결과는 조직의 리더가 자신의 정서지능을 적극 활용하여 부하들과의 관계를 적절히 관리하고 신뢰를 구축하면 부하들의 조직몰입을 높일 수 있다는 실무적 시사점을 제공해 줄 수 있을 것이다.