진성리더십은 부하들의 변화지지행동을 높이는가? : 감정적 변화몰입의 매개효과와 조직공정성의 조절효과

The purpose of this study is to investigate the effect of authentic leadership on change supportive behavior. In particular, affective change commitment and organizational justice(distributive and procedural) are hypothesized as a mediator and as moderators, respectively. In order to test the hypotheses, a survey method is employed to collect data. Structural equation modeling(SEM) was selected to test the research model and verify the hypotheses. total 400 questionnaires is used for this study. The hypothesized model, a partially mediated model, was compared with a theoretical alternative model. The results showed that the hypothesized model was a better fit to the data than alternative model. The results of analysis showed that authentic leadership increases affective change commitment(beta=.380, p<.01), the affective change commitment also enhances change supportive behavior(beta=.460, p<.01). and the effect of authentic leadership on change supportive behavior is mediated by affective change commitment(indirect effect= .170, p<.001; sobel test z=4.039, p<.01). Affective change commitment was regarded as an important mediator between the relationships. Authentic leadership also had an positive, significant impact on change supportive behavior(beta=.370, p<.01). thus distributive justice increased the affective change commitment(beta=.380, p<.01) and moderated between authentic leadership and affective change commitment(beta=.110, p<.01). procedural justice moderated the relationship between authentic leadership and affective change commitment(beta=.148, p<.05). In particular moderated mediating effects were tested to investigate the multiplicative effects of the mechanism and the conditions of authentic leadership on change supportive behavior. This study finds that because authentic leaders are those who aware of their own strengths and weaknesses, keep their personal moral values, and clearly communicate the rationale and goals behind their actions, such behaviors encourages follower's positive behavior toward organizational change through affective change commitment. Furthermore, it is found that the relationship between authentic leadership and change supportive behavior has more complicated mechanism than those which has been more or less simply investigated with moderating or mediating variables. In other words, the relationship can be more clearly interpreted by the moderated mediating effect that is combined with both affective change commitment and organizational justice. based on the results of this study, we addresses an agenda for future research.