변혁적 리더십과 직무소외와의 관계에서 상사신뢰의 역할

This study aimed to verify the effects of transformational leadership on the job alienation of organization members, and also the roles of supervisor trust in the relationship between transformational leadership and job alienation of the members. The results of verifying the research hypotheses of this study are as follows. First, the transformational leadership had significantly negative(-) effects on the job alienation. The supervisors’ transformational leadership decreased the job alienation which was the negative job attitude of the members. Therefore, in order to enhance the competitiveness and performance of organization, and also to establish the measures for increasing the positive job attitude and decreasing the negative job attitude of the members, the supervisors’ transformational leadership should be considered. Second, the supervisor trust had significantly negative(-) effects on the job alienation. The job alienation of the members could be decreased through the strategies to make the members feel more belief and trust in supervisors in order to strongly deliver the positive effects of supervisor trust. Third, the supervisor trust played the moderating roles in the relationship between transformational leadership and job alienation. When the organization members trust their supervisor, the supervisor’s transformational leadership has effects on the decrease of job alienation of the members. Thus, to lower the job alienation which is the negative job attitude of organization, it would be important to continuously carry forward the human resources management strategy for the improvement of supervisor trust based on the transformational leadership.