earticle

영어

This study investigated the influence of transformational leadership on the employees’ perception of subjective career success. Also, mediating effect of organizational justice has been verified through mediation analysis between transformational leadership and subjective career success. Organizational justice can be divided into three closely related but conceptually and statistically discrete dimensions. They are distributed justice, procedural justice and interactional justice. For these three types organizational justice, many studies support similar but different influences on many organizational variables. Accordingly, this study investigated each mediating effect of these three dimensions between transformational leadership and subjective career success. Based on literature review about the variables in the research model, hypotheses were derived as followings: H1. Transformational leadership will positively affect subjective career success. H2. Transformational leadership will positively affect organizational justice. H2-1. Transformational leadership will positively affect distributive justice. H2-2. Transformational leadership will positively affect procedural justice. H2-3. Transformational leadership will positively affect interactional justice. H3. Organizational justice will positively affect subjective career success. H3-1. Distributive justice will positively affect subjective career success. H3-2. Procedural justice will positively affect subjective career success. H3-3. Interactional justice will positively affect subjective career success. H4. Organizational justice will mediate the effect from transformational leadership to subjective career success. H4-1. Distributive justice will mediate the effect from transformational leadership to subjective career success. H4-2. Procedural justice will mediate the effect from transformational leadership to subjective career success. H4-3. Interactional justice will mediate the effect from transformational leadership to subjective career success. The data was collected by web-based survey from employees who are with several Korean companies located in Seoul and Gyeonggi-do province. The analysis showed positive significant correlation among transformational leadership, subjective career success, distributed justice, procedural justice and interactional justice. Mediation analysis supported significant mediating effects for distributive and procedural justice. For interactional justice, however, mediating effect was just marginally (p < .10) supported by Sobel Test and rejected by Bootstrapping Test. For the purpose of pursuing more robust research, mediating effect of interactional justice was rejected. Based on the results of the analysis, implications, limitations and suggestions for future research were discussed.

한국어

본 연구는 상사의 변혁적 리더십이 구성원들의 주관적 경력성공 지각에 미치는 영향에 대해 살펴보았다. 또한 조직공정성의 세 가지 하위 유형이 변혁적 리더십과 주관적 경력성공간의 관계를 매개하는지에 대한 검증도 이루어졌다. 조직공정성은 분배공정성, 절차공정성, 상호작용공정성 등의 세 가지 하위 차원으로 구성되는데, 이들은 상위 차원의 조직공정성을 구축하면서도 각 개념간의 변별타당성과 주요 조직 관련 변인에 대한 차별적인 영향력이 지지되고 있다. 따라서 본 연구에서는 상사의 변혁적 리더십이 조직공정성에 미치는 영향을각 하위 차원별로 검증하였다. 연구 결과 변혁적 리더십, 주관적 경력성공, 분배공정성, 절차공정성, 상호작용공정성 상호간에 모두 정(+)의 상관관계가 나타났다. 위계적 회귀분석을 통한 매개효과 분석 결과는 다음과 같다. 분배공정성과 절차공정성은 변혁적 리더십이 주관적 경력성공에 미치는 영향을 유의하게 완전매개 하는것으로 나타났다. 반면, 상호작용공정성은 검증 방법에 따라 제한적(p < .10) 지지와 기각의 혼합된 결과가 나타났다. 보다 엄격한 검증을 추구하는 의미에서 변혁적 리더십이 주관적 경력성공에 미치는 영향을 매개하는상호작용공정성의 효과는 기각되었다. 이러한 연구결과를 바탕으로 연구의 이론적 의의와 실무적 시사점, 제한점, 그리고 추후 연구방향에 대하여 논하였다.