고성과작업시스템 인식이 이직의도에 미치는 영향에 대한 거래적 리더십의 조절효과: 멕시코 현지 직원의 상사신뢰와 조직정당성 인식의 매개효과를 중심으로

This study interested on the positive effect of HPWS on the local employees who work in a Korean company in Mexico and interaction effect with the leadership type of the supervisor affecting the employees' turnover intention. In particular, we examined the moderated mediation process of transactional leadership in which perceived HPWS influences on employee turnover intentions through mediation of trust in supervisor and perceived organizational legitimacy. As a result of analyzing 316 local employees who work at two factories in Mexico of a Korean overseas affiliate, The perceived HPWS influence a positive effect on trust in supervisor and perceived organizational legitimacy. It was confirmed that there was an effect of decreasing the degree of the moderation effect of transactional leadership was significant for trust in superior. But the moderation effect was not significant for perceived organizational legitimacy. The effect of conditional indirect effect of HPWS on turnover intention by transactional leadership, through trust in supervisor showed significant result. However, when mediated by perceived organizational legitimacy, conditional indirect effect by transactional leadership shows not significant effect on turnover intention. According to these results, theoretical and practical implications and limitations were discussed. The model of this study considers both local employee’s perceptions to organization (perceived organizational legitimacy) and supervisor(trust in supervisor), so that how employee perceptions are formed interpersonal relationship and employee-organization relationship, and what is more effective on employee’s turnover intention. It is expected to make a distinctive contribution of this study to the existing research.