사회적 교환관계가 종업원의 직무태도에 미치는 영향에 관한 연구

Research has been conducted on the influence of organization members' recognition of POS(Perceived Organizational Support) and LMX(Leader-Member Exchange) on their job attitude generally. In terms of methodology, this research was initiated by setting POS and LMX, which are the pattern of social exchange, as an independent variable, organizational commitment and job satisfaction, which are their job attitude, as an dependent variable, and finally their task significance and feedback as a moderating variable. The following are the specific aims of this study. 1. This study attempts to verify how the extent of members' recognition of the quality of POS and LMX, which are a pattern of social exchange affect their organizational commitment and job satisfaction. 2. It also attempts to verify whether their recognition of POS and LMX make any difference in terms of influence on their organizational commitment and job satisfaction. 3. When organization members recognize POS and LMX at the same level, this study attempts to explain how their task significance and feedback which are their job characteristics variables make any difference. A total of 400 questionnaires as the base materials for empirical analysis were distributed to 12 manufacturing corporations for the period of three weeks. 315 of them were returned showing 79% return rate. 22 of those returned were excluded from analysis since they either missed answers or most of their answers showed an over-centralized pattern, lacking credibility as statistics. Collected materials were statically treated with SPSS 10.0 for Windows. Statistical techniques used include descriptive statistics, correlation analysis, factor analysis, reliability analysis, discriminant validity, regression analysis, t-test, sub-group correlation analysis. Following are the summary of the result obtained from a series of empirical analysis. 1. POS and LMX were positively related to organizational commitment. 2. POS and LMX were positively related to job satisfaction. 3. POS had more influences on organizational commitment and job satisfaction than LMX. 4. When the level of task significance was high, the relation between LMX and job satisfaction was positive. When the employees received more feedback on their performance, the relations between LMX and organizational commitment, POS and job satisfaction, and LMX and job satisfaction were found to be positive.